Growing Growers Manager growers@ksu.edu
(816) 805-0362
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 Provide aspiring farmers with hands-on training and on-farm experience.
 Provide farmers with dedicated workers who want to learn.
 Help farming knowledge pass into new hands and the next generation.
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 “I learned that you can't really appreciate a green bean until you've spent hours picking them in the rain.”
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“I never would have become a farmer if I hadn’t apprenticed.”
 “I do believe I learned more in a year than I did in 4 years of college.”
 “I’m so over this whole farming thing.”
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 A search of “farming” on amazon.com books yielded 33,053 results.
 Written resources are great, but can’t replace hands-on learning and farm experience.
 Many people who would like to farm don’t have a family background in agriculture.
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 “I think the best reason to gain farming experience through an apprenticeship is so you don’t just end up washing buckets all day, everyday”.
 -
Stephanie Thomas,
Spring Creek Farm.
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 Farmers must be willing and able to teach apprentices.
 This means talking with them, working with them and having a clear idea of the how, what and why of the tasks you ask them to do.
 Apprentices should be exposed to a variety of chores (not just washing buckets).
 Setting aside time specifically for questions and learning, outside of work time, is important.
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 Apprentices often work for wages substantially lower than other jobs (just like farmers!).
Some volunteer. This is partially because the host farm is providing them a service – teaching them.
 The host farms who report long term success with apprentices are the ones that pay attention to what and how they are teaching their apprentices.
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Hosting an apprentice has benefits for a farm.
Company
Teaching something clarifies your own thoughts about it.
Helps you streamline your systems.
Attracts motivated, interested workers.
Trained employees are better employees.
Apprentices bring new ideas and energy.
Helps new farmers and farms get started.
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 Have you been farming for at least 2 years?
 Do you need additional labor on your farm?
 Do you have systems in place on your farm?
 Have you ever taught or mentored someone?
 Do you have the time and patience to work with your apprentice?
 Are you willing to share information about your farm?
 Are you considering transitioning farm ownership or management?
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 Co-founded in 2004 by K-State Research and
Extension, Univ. of Missouri, Kansas Rural Center and
Kansas City Food Circle.
 Provides farm training and networking through workshops, an email listserv, events and an apprenticeship program.
 Has helped place over 120 apprentices on different host farms in the Kansas City area.
 Offers 7 to 10 workshops and farm tours annually.
 Focuses on sustainable farms in the Kansas City and
Lawrence areas.
 Primarily deals with diversified vegetable farms, but has some livestock host farms too.
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 Multiple different host farms
 Each host farm interviews and hires/selects apprentices individually. Host farms determine their own apprentice pay, hours and responsibilities.
 GG provides monthly workshops and farm tours to help apprentices learn. Apprentices also receive books and written resources.
 GG pays host farmers to provide a minimum of 8 hours additional “sit down” training to their apprentices, and suggests specific topics.
 Apprentices pay GG a tuition fee that includes attendance at all workshops, host farmer training and books.
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Growing Growers began with a conversation between two farmers’ market vendors about what skills it took to farm.
They started to write down a list. After two pages were full and they were no where near finished, they decided there should be a way to help teach these topics.
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(This is based on vegetable farming, but is adaptable to other farms too)
 Soil and Nutrient
 Harvesting
Management
 Post-harvest Handling
 Plants
 Equipment
 Production Planning
 Workflow and Recordkeeping
 Pests, Disease, Wildlife
Control
 Land and Farm design/infrastructure
 Weed Control
 Marketing
 Weather
 Business Management
 Livestock knowledge
 Food – cooking, flavors, values
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 GG picked a few key topics that could be best addressed by workshops, then made plans for how other topics could be addressed.
 Host farmer training, farm tours, independent apprentice research, on-thejob training, etc.
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 List important skills and knowledge
 Make a plan to address them:
 “sit down” training
 - on the job training
 - visits to other farms
 - use outside resources (books, web resources, workshops, etc.)
 - apprentice is responsible for researching
 can’t be addressed this season
(you can’t learn it all in one year!)
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 On the job training – make a point of talking about what the soil looks and feels like when you are in the field with the apprentice. If there is a problem related to the soil, point it out.
 Ask apprentice to evaluate soil occasionally – could it be tilled?
 Sit down with your apprentice for 45 minutes and explain your soil test results, what soil amendments you use and why.
 Share your sources for soil amendments – could apprentices research other/cheaper options?
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 Be willing to share some of your records.
 Sit down for 45 minutes and explain what records you keep and why.
 On vegetable farms, harvest records are something apprentices frequently contribute to.
 Being able to see records from a full season helps apprentices understand how the farm changes over the season.
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 The truth is, none of us will find time to sit down and provide training during the season unless we plan for it in advance.
A long lunch once a week or half a day once a month.
“Field trips” to other farms
Be prepared with information about your farm.
Reference apprentices to other resources – extension, books, other farmers.
This type of training doesn’t need to be paid time for your apprentice. You are providing them a service.
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 Apprentices are often looking for a personal relationship with a mentor.
 Expect to work with them in the field some; this provides an opportunity to correct errors, and for them to learn from how you work.
 You don’t always have to teach. Sometimes it is okay to say “we’ll talk about it later, we have to work now”.
 A sense of humor and a bit of kindness go a long way.
 When they work alone, make sure they have clear directions.
 Sometimes having multiple apprentices helps.
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 Don’t take an apprentices word that they know how to use a piece of equipment or how to apply a pesticide, etc. Show them, and make sure they understand.
 Farm liability insurance is a good idea.
 It’s okay to not have apprentices involved in dangerous or important tasks. They are seasonal employees who may not have experience. It’s okay to treat them as such.
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 The biggest thing GG host farmers and apprentices struggle with is clear communication.
 Make sure you and your apprentice both understand the work hours, responsibilities and conditions on the farm. Put it in writing !
 Scheduling training ahead of time lets apprentices know what to expect.
 Be up front about pay.
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 A: Both. Apprentices need to be dependable, reliable farm employees that gain experience through labor.
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 A: Yes.
If you want a good employee, you need to respect their time and labor and compensate them for it.
 However, different farms handle this differently. Some pay hourly wages; some pay a stipend; some are able to provide room and board. Some farmers pay their apprentices only with education.
 Keep in mind that you get what you pay for.
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 Several clearing houses of apprenticeship opportunities exist online.
 Inquire if there is an umbrella group like GG in your area.
 Contact area schools
 Word of mouth
 Advertisement
 Email lists
 Extension offices
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 Like any employee, talk with them first, clearly communicate the problem and how it can be fixed.
 If that doesn’t work, yes, you can fire apprentices.
 Working interviews or “tryouts” may help prevent this.
 Remember, no employee will ever work as well or as fast as you. Have realistic expectations.
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 All sorts of ways! Many apprentices are in their twenties and just starting to explore farming.
 However, they come in all ages, sizes and experience levels!
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 Just because someone wants to apprentice with you doesn’t mean they should.
 Interview them, share your expectations for the season, call their references.
Don’t be afraid to say “no”.
 Working interviews or “tryout” periods are used by many farms.
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 Clearly communicate hours, start and likely end dates.
 Some farms offer bonuses upon completion of the season.
 Warn apprentices up front of stressful tasks or times over the course of the season.
 Only hire apprentices with good references.
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Q: Do I need to pay SS, Medicare, and withhold income tax for apprentice labor?
 If they are paid employees, yes.
Talk to your accountant.
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 A: Rural farms may have difficulty attracting apprentices unless housing is available.
 That being said, no, it is not required.
 Housing needs to be safe.
 Sharing living space with an apprentice can add additional stress and complications.
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