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1999 MOFFA grant:
Intern Recruitment, Selection, and Training
PROJECT GOAL
Our goal in this study was to provide information to farmers that would help them recruit, select and train interns effectively. To learn how farmers find the interns with the characteristics most important to them would help other farmers make good selections. Provision of professional advice on how to train interns is a part of the project. Farmers and interns alike will benefit, as a good match between the two and effective training of the intern will make the experience more beneficial to each.
PROCEDURES
A questionnaire (attached as Appendix A) was developed, in cooperation with William Willging, Ph.D. Performance Solutions in Kalamazoo, Michigan, and sent to a sample of farmers who advertised for interns or apprentices in 1998/99. Most, perhaps all, were organic farms; many were community supported agriculture (CSA) farms. The farms were sampled from lists provided by Appropriate Technology Transfer for Rural Areas (ATTRA), the National Agriculture Library (NAL), the Pennsylvania Association for Sustainable Agriculture (PASA), Seattle Tilth, the California Certified Organic Farmers Apprentice Program (CCOF), Ohio Ecological Food and Farm Association (OEFFA), and Northeast Workers on Organic Farms (NEWOOF).
A total of 60 questionnaires were mailed and an additional 60 were sent via email. Of the mailed forms, 27 were returned (45%); 19 (32%) of the emailed forms were returned. The overall return rate was 38%. Since the questionnaires were sent in June, just when farmers are really busy, we were pleased to get that rate of return.
The two forms of questionnaire (mailed and emailed) were intended to be identical in content (with necessary differences in format). Due to the vagaries of the computer and a failing in the final proof-reading there were several differences, which will be pointed out at appropriate points in the analysis.
A follow-up email with two questions was sent to 21 farmers. They were asked the following questions:
1. Please list a few of the most important questions that you ask prospective interns to find the one(s) that will work out best for you. List as few or as many as you wish.
2. Please list questions that you feel it is important for interns to ask of a farmer before accepting a position.
We expected a larger response to this follow-up inasmuch as it was sent in December. Only 3 farmers responded, however. We have added some of our own ideas in the write-up of this section.
RESULTS AND ANALYSIS
Part One: General Information
1. How many years have you been trying to hire interns? _____
RANGE: 1-26 years.
Average: 8, Median 6
Breakdown: 1-4: 17
5-9: 15
10-14: 7
15-19: 0
20+: 7
Note the relatively large number of farmers who have been seeking interns for over 20 years. The lack of any representation in the 15-19 year range is intriguing but we have no speculation as to the reason.
2. How many interns do you hire each year? (If this has varied, provide the range) ______
Range: 1-12
Average: 2.98, Mode: 2, Median: 2
By taking out the two highest numbers reported (10 and 12) it is likely that we get a more accurate picture of the number of interns recruited by typical farmers. At least one of the high numbers represents a farm training center, where the interns may be more likely thought of as students.
Adjusted range: 1-6
Adjusted average: 2.6, Mode 2
3. How often have you been able to hire all of the interns that you needed?
Never: 4 sometimes: 11 often: 15 always: 11
It would appear that farmers are generally able to find the interns that they seek, though a significant minority is disappointed at least some of the time.
4. Do you offer interns a ____stipend, ____housing, ____board? (Check any that apply)
Shown in the table below is the number of respondents offering a particular benefit and the percent of the sample offering the benefit.
Number %
Stipend 35 76
Housing 43 93
Board 40 87
Only one respondent offered a stipend only, one offered housing only. All others provide a combination of 2 or all 3 benefits. Board for many was specified as produce from the farm. We did not seek information about the amount of the stipend or the quality of the housing. Both of these issues may have legal implications (minimum wage laws and seasonal/migrant worker housing standards).
5a. How IMPORTANT are each of the following goals in your decision to hire an intern,
on a scale of 1-5 (1= not important, 5= very important)?
b. How well is each goal usually ACHIEVED, on a scale of 1-5? (1=not well, 5=very well)
a. IMPORTANCE? b. ACHIEVED?
The learning experience for the intern 4.51 4.12
The learning experience for you 2.84 3.79
The work performed by the intern 4.70 3.86
We expected the work performed and the learning experience of the intern to be rated the highest in importance and they were. While we might hope that the learning experience for the intern would be as important as the work performed, the rating is lower, but the numbers are very close.
6. Have you been generally satisfied with your intern experience? Yes: 84% No: 16%
Most of the farmers responding to this question were satisfied with the experience (84%). The email questionnaire did not include this question.
Part Two: Recruitment
We asked the farmers which agencies on the following list they used to advertise their interest in finding interns. They were asked how many years they had used the resource, a number that we do not report. Many respondents simply checked the space instead of estimating the number of years. Almost all of the resources had been used for 2 years or more with the exception of the internet and college/university posting, in which 50% of the respondents that provide a number indicated one year. In the Percent Used column we report the percentage of respondents who used each agency. The acronyms are spelled out at the beginning of this report in the first paragraph of the Proceedures section.
How SATISFIED have you been with the respondents from each resource?
1=low satisfaction 2= moderate satisfaction 3=high satisfaction
Answer this question in the column labeled “SATISFACTION.
Please estimate the NUMBER OF INQUIRIES from each resource. Answer in the column labeled "HOW MANY."
1. PERCENT USED 2. SATISFACTION 3. HOW MANY
*15 Other: Word of Mouth 2.57 14
4 Local Newspaper 2.50 11
9 OEFFA 2.50 7
54 ATTRA 2.36 18
26 NEWOOF 2.33 9
7 PASA 2.33 2
9 CCOF 2.25 3
11 SEATTLE TILTH 2.20 7
13 NOFA 2.00 5
26 University/College 2.00 4
**9 National Agricultural Library 2.00 4
17 Internet 1.38 8
2 SEWOOF 1.00 1
*** Farming Publications _____ _____
(please specify):
*This response was written in by 15% of the survey respondents
** The National Agricultural Library will no longer maintain an independent listing, but is combining its efforts with ATTRA
***While a number of respondents reported using farming publications, insufficient information was given to present in this table. Publications mentioned included the Biodynamic Journal, The Natural Farmer, The Small Farm Journal and The Herbalist.
The national ATTRA list is attracting the most farmers to advertise (54%) and provides by far the most intern applicants. While only 4% of our respondents use local newspapers, the level of satisfaction with applicants is second only to the written-in Word of Mouth recruitment technique.
Appendix 2 provides a listing of these agencies and contact information.
Part Three: SELECTION
1. List 5-10 of the most important work-related skills, knowledge, or abilities you look for in a prospective intern. (use the back of this page if you need more space)
2. List 5-10 of the most important personal characteristics you look for in a prospective intern. (use the back if you need more space)
Respondents listed answers to the above two questions in their own words. It became clear as the words and phrases were compiled that the distinction between the questions was blurred in many cases, with the same responses showing up in answer to either question, so the responses are compiled here as a single list. Since responses are in the words of the respondent, we combined similar responses to arrive at the number of farmers seeking a given skill or characteristic. So, for example, “background in farming was combined with “background in gardening and the association of positive attitude “cheerful “enthusiastic and “sense of humor seemed clear enough. The skills and characteristics are listed below. The most frequently mentioned statement is in bold type. Below these are less frequently stated, related characteristics. The number given is the combination of the most frequently mentioned characteristic (in bold type) and the associated one(s) listed below each.
SKILLS/CHARACTERISTICS # OF RESPONSES
SKILLS/CHARACTERISTICS # OF RESPONSES
1. Physically fit 37
- Hardworking
2. Easy to get along with 22
- Able to work with others
- Cooperative
3. Able to work independently 15
- Resourcefulness
- Creativity
- Self-starter
4. Background in farming 13
- Background in gardening
5. Eager to learn 12
- Willing to learn
6. Reliable 11
- Conscientious
- Responsible
7. Able to follow instructions 8
- Able to listen
8. Commitment 6
- Will work a full season
- Perseverance
9. Positive attitude 6
- Cheerful
- Enthusiastic
- Sense of humor
10. Intelligent 5
- Dependable
- Punctual
Some other characteristics mentioned include basic math skills (3 times), teaching or writing skill (3 times), safety conscious, patient, and honest (twice each). Farmers also listed, one time each, relaxed, loving, stamina and coordination (not necessarily strength), kind, no pierced body parts, housekeeping skills, ability to ask questions when necessary or do the work quietly and know the difference.
3. For any of the methods listed below that you use to select interns, please rate their importance in your decision to hire an intern. 1=low importance 2=moderately important 3=very important
Average importance % of respondents that used it
2.69 On-site interview 85
*2.59 Farm visit 96
2.55 Other : References 24 (written in)
*2.17 Telephone interview 82
1.94 Application form 74
1.68 Resume 80
1.52 Essay from applicant 59
Farm visit was not included in the email questionnaire. Telephone interview was listed as simply Interview’ in the email form. As a result, the numbers given for both reflect only respondents to the mailed survey.
Clearly there is an interest in a face-to-face, personal contact with prospective interns. References are also given much importance, inasmuch as it was written in by 24% of the respondents and given quite high importance in the decision. Legal issues surrounding the provision of information by former employers may reduce the availability of information of this type, though letters of reference from employers and others can be requested.
There are farmers that recruit interns who report that a visit to the farm or an on-site interview is required even if it means that the prospective intern has to travel a considerable distance. Not all farmers, however, require this.
Part Four: TRAINING
1. List any books or publications that you require interns to read, either before or during the work season? (Please indicate title and author. Use the back if you need more space)
2. List any books that you suggest that interns read, either before or during the work season? (Please indicate title and author)
Very few respondents require specific reading materials, so responses to these questions are combined. Many respondents reported that they simply open their often-extensive library to interns and did not give any specifics. Others had clear favorites, and the titles that came up most often are listed below with the number of respondents that suggested each.
The New Organic Grower by Elliot Coleman 10
The Soul of the Soil by Grace Gershuny 5
Permaculture by Bill Mollison 4
How to Grow More Vegetables¦ by John Jeavons 3
Start with the Soil by Grace Gershuny 2
The Seed Starter Handbook by Nancy Bubel 2
One Straw Revolution by Fukuoka 2
Farms of Tomorrow Revisited by Groh and McFadden 2
Seed to Seed by Suzanne Ashworthy 2
Some farmers replied to this question with just author names, stating that various books by, for example, Wendell Berry, the Nearings, Joel Salatin, and Gene Logsdon were recommended to their interns. Others suggested general topics or categories, like field guides to insects, books from the Rodale Press, or newsletters. Specific newsletters included The Natural Farmer (NOFAquarterly newsletter), Growing for Market and the Biodynamic Journal.
3. For the teaching methods listed below, please rate how much you rely on each:
1=none 2=some 3=a lot
Average response % of respondents that use
2.87 Demonstrate a technique and watch the intern do it 98%
2.76 Informal (not scheduled) discussions 98%
2.45 Tell them what to do and check back with them later 87%
2.26 Scheduled discussions 67%
2.26 Encourage them to experiment 76%
2.24 Refer them to specific reference materials 80%
2.10 Ask for their ideas first before giving an answer 89%
Other: “Work side by side was stated by 5 farmers
Other: 5 respondents added Å“field trips or “trips to other farms“Demonstrate a technique and watching the intern do it
was a clear leader, highly rated as a method relied upon (2.87) and used by almost all farmers (98%). This is likely much like the written-in work side by side reported by 5 farmers. Informal discussiion were very nearly as popular (rated 2.76 and used by 98% of the respondents). “Tell them what to do and check back is much used; this is a training method as suited to an employee as to an intern. We might speculate that this is used more as the intern becomes comfortable with certain duties and processes. “Ask for their ideas, “Encourage them to experiment and “refer them to reference materials are used considerably less and are considered to be less important. Fewer farmers are devoting the time needed to set up scheduled discussions.
Follow-up questions:
1. Please list a few of the most important questions that you ask prospective interns to find the one(s) that will work out best for you. List as few or as many as you wish.
· Why do you want to work on an organic farm?
· Have you had any previous experience of physical work?
· Why do you want to be a farmer?
· Describe any crop experience you might have including gardening.
· Do you have any trade skills such as woodworking or metalworking?
· What are your plans for when you finish the internship?
· How will you incorporate your experience at our farm into your future plans?
· What are your future goals in the organic movement?
· Can you handle repetitive, mundane chores, and are you willing to work HARD.
2. Please list questions that you feel it is important for interns to ask of a farmer before accepting a position.
· What kind of training do you offer interns?
· What is your philosophy of teaching?
· Describe the farm work schedule and how the intern fits in. Just what is expected on a day-to-day basis?
· If time off is important, ask about it.
· Have past interns gone on to become farmers or farm managers? May I contact some interns from previous years?
General Discussion and Summary
Farmers are generally able to find the interns that they seek and are generally satisfied (84% of respondents) with the intern experience, from the point of view of the farmer. All of our respondents are offering compensation in the form of housing, board or a stipend. All but two report that they offer a combination of two or all three of the above.
Farmers clearly rate the importance of the learning experience for the intern highly, though they rate the importance of the work performed slightly higher. The farmers were clearly disappointed in the achievement of these goals. They are answering for the intern in regard to the value of the learning experience for the interns while the work performed by the interns is an assessment based on their own experience, and is rated a nearly a full point below its importance. This suggests that the expectation of the amount of work that the interns will provide on the farm is somewhat overrated. It may also reflect the relatively large investment in time that a farmer must make to provide a meaningful learning experience for an intern. We did not expect the learning experience for the farmer to be given a particularly high rating and it was not. Interestingly, this small expectation was achieved a considerably higher rate. We can only speculate on what was learned, and will refrain from doing so.
Many farmers are making good use of the lists maintained by regional and national agencies (Appendix B). They frequently use more than one listing to get the word out to prospective interns. “Word of mouth, which was written in by farmers, not listed in the survey, is highly rated in terms of how satisfied farmers are with applicants. It is likely most useful in areas with enough farms in a region seeking interns for the farmers to network with one another and share information on prospective and former interns. Local newspapers were only reported to be used by 4% of our respondents, but attracted a large number of applicants. Farmers rated these applicants as satisfactory second only to those found by word of mouth (which was the highest rating of satisfaction). ATTRA, which issues a national list of farms seeking interns, clearly attracts the most farmers to advertise and produces the most applicants. NEWOOF, while primarily a resource for farmers in the Northeast U.S., will accept listings from any state or country, and attracts a large number of both farmers and prospective interns.
It is clear that farmers are finding that direct, face-to-face contact is important, in some cases critical, to the recruitment decision. There are farmers that recruit interns who report that a visit to the farm or an on-site interview was required even if it meant that the prospective intern had to travel a considerable distance.
By far the most important characteristic of an intern of importance to farmers is physical fitness. This makes sense. After all, if the intern is not physically able to perform the hard work of farming neither the farmer nor the intern will benefit from the experience. The next most desirable characteristics are also work-related. Working well with others and able to work independently are important, and a background in farming or gardening is highly rated. Eagerness and willingness to learn are ranked fifth, just above another work-related category (reliability).
This presents some, to us, disturbing suggestions. Farmers are clearly interested in the work that interns will perform. This is to be expected, but the actual training provided may be less important than we had hoped to see. When we saw how much importance was given to the work performed, and to the work-related characteristics we started to wonder just how important the training of interns is to the farmer. We were not really looking for this type of information, so our data are only suggestive. But what is suggested is that interns are sometimes more prized for their strong backs than for their interest in becoming farmers.
Some Legal Issues
We did not set out to analyze legal issues surrounding the hiring of interns to work and learn on farms. In fact, we did not consider the need to. When we learned that at least one agency has discontinued farm listings over concern about labor law it got our attention. Other legal issues surfaced at a conference workshop. Here we can do no more than make passing mention of those that we have become aware of.
Housing is provided by most farmers. We did not ask for any details about the quality of housing provided. We know that in some cases interns live in the same household as the farmer but that often other accommodations are made. These may range from a tent to a house with all of the amenities. The US Department of Labor Employment Standards Administration has formulated housing standards for migrant and seasonal agricultural workers. A farmer who provides housing for interns which does not meet these standards is technically in violation of the Migrant and Seasonal Agricultural Worker Protection Act.
Stipends are also commonly offered by farmers to their interns. Again, we did not seek information about the amount. Since only 76% of our respondents offer a stipend at all, it is obvious that some interns are working on the farm in exchange for, perhaps, room and board, and for the learning experience he or she can gain. While federal minimum wage standards may not apply (there are exemptions for seasonal labor on farms in certain instances) it may well be that state laws do (for example, we learned that New York state minimum wage statutes will apply to interns).
Even though federal and state officials are not actively seeking situations where interns are voluntarily working in situations that may be technically illegal, farmers who do not adhere to the statutes are vulnerable. If an intern or, as in a case being litigated in Maryland, a neighbor with a dispute files a complaint with the appropriate state or federal agency the farmer will be open to prosecution.
Working closely with a college or university may offer an option. By providing a clear program of training, a curriculum, the relationship is clearly that of an intern and a mentor as opposed to an employee and an employer. Lacking this, farmers hiring interns may be well advised to provide more formal, written guidelines of what is being offered even though this does not, in itself, provide legal protection. A written agreement or contract covering what is offered and what is expected in return may be useful, if only to clearly define the responsibilities an expectations of each party. This will not, however, protect a farmer in violation of federal or state law.
Training
The object of an internship program is, or certainly should be, to train prospective farmers. It should not be about obtaining cheap labor. These goals are not mutually exclusive, however, and the intern can benefit from a well-developed training program at the same time that a farmer gets labor at a bargain. The key is good training. When we put this research proposal together our intent was to have the training section written by Dr W. Willging, whose educational background and experience in this area are considerable. In the meantime we encountered the small publication Internships in Sustainable Farming: A Handbook for Farmers. He reviewed the section on “Providing a High Quality Learning Experience. He concluded that there was little to add. We obtained permission to reprint the section from NOFA-NY and it appears as Appendix C.
Further Research
It would be valuable to learn more about the relationship of farmer and intern from the intern point of view. Are they actually learning how to farm? More importantly, are they going on to become farmers? We have comments from some of our respondents and from conversations with farmers that are conflicting. Some report that few if any of their interns have gone on to farm, others report that half or more have done so.
The legal issues may need further research, to protect farmers and interns alike.
Susan Houghton
On Farm Research Coordinator
P.O. Box 95
Mulliken MI 48861-0095
organic@msu.edu
Resources
Internship Listings
A more detailed listing, offering agencies at the state level and those with an international focus, is available at no charge from NOFA/Mass at 411 Sheldon Rd., Barre, MA 01005, (978) 355-2853 or on the internet at www.nofama.org
NATIONAL AND INTERNATIONAL
Appropriate Technology Transfer for Rural Areas (ATTRA)
P.O. Box 3657
Fayetteville, AR 72702
800/346-9140 or 501/442-9824
askattra@ncatfyv.edu
www.attra.org
Contact ATTRA to obtain a form for listing. No charge to list your farm or to obtain a list of farms. Listings divided by region, U.S. only. Deadline November 15; listings received after the deadline are added to the web site list. The Alternative Farming Systems Information Center (AFSIC), operated by the USDA will no longer maintain a list, but will collaborate with ATTRA.
Northeast Workers on Organic Farm (NEWOOF)
c/o New England Small Farm Institute
P.O. Box 608
Belchertown, MA 01007
413/323-4531
nesfi@igc.apc.org
While most farms listed are in the Northeast U.S, there are listings from all parts of the U.S. and a few from other countries. Cost to farmers to list: , cost of the list . Deadline February 1
Willing Workers on Organic Farmsâ€â€ÂÂCanada
R.R. #2, S 18, C 9
Nelson, B.C.
V1L 5P5 Canada
250/354-4417
wwoofcan@ynuserve.com
Extensive listing of farms seeking interns in Canada and U.S. Fee to list the farm, for a copy of the list. Deadline December 31, updates for listings received after deadline.
Rural Heritage
281 Dean Ridge Lane
Gainesboro, TN 38562-5039
931/268-0655
Farms in the U.S. and Canada offering apprenticeships in horse-drawn farming. No charge to farmers, for a copy of the list. Also printed in the March issue of The Evener-Work Horse Directory, .25 ppd. Deadline for listing in The Evener is January 25, 2000. New listings are printed in the bimonthly journal for draft animal farmers.
STATE AND REGIONAL
Pennsylvania Association for Sustainable Agriculture (PASA)
P.O. Box 419
Millheim, PA 16854
814/349-9856
PA and surrounding states. No charge, list updated as needed.
Ohio Ecological Food and Farm Association
P.O. Box 82234
Columbus, OH 43202
614/267-3663
Ohio and surrounding states. Fee to list .
Seattle Tilth
4649 Sunnyside Ave. N. Room 1
Seattle WA 98103
206/633-0451
Farms seeking intern list, mostly Washington
California Certified Organic Farmers Apprentice Program
1115 Mission St
Santa Cruz, CA 95060
831/423-2263
List of farms seeking interns in California
PUBLICATIONS
The Natural Farmer
411 Sheldon Rd
Barre, MA 01005
978/355-2853
jackkit@aol.com
Quarterly newsletter of the Northeast Organic Farming Association. The “NOFA Exchange†section is a free “bulletin board†for NOFA members, for non-members.
Biodynamics
Bio-Dynamic Farming and Gardening Association
P.O. Box 29135
San Francisco, CA 94129
415/561-7797 or toll free 888/516-7797
biodynamic@aol.com
www.biodynamics.com
Bimonthly journal of the Biodynamic movement. Classified ads free to biodynamic farmers.
Providing a High-Quality Learning Experience
By Doug Jones
Excerpted with permission from Internships In Sustainable Farming: A Handbook for Farmers
© 1999 by the Northeast Organic Farming Association of New York, Inc.
Farmers have a number of creative possibilities from which to choose as they develop the training and educational aspects of their internship program. The following ideas and suggestions were gathered from a number of farmers who are dedicated to the quality of their interns’ learning experience.
Orientation-Soon after an intern arrives, give them a detailed tour of your place, explaining all the living arrangements, chores and responsibilities, system for organizing work, update on current crops and upcoming work, etc. Devote some time to getting them “up to speed.†Remind them that you are open to their questions and feedback, and that they should keep you informed if problems arise with either the living arrangements or the work and training.
Ideas for Training-You will need to get to know each intern individually: their personality, learning style, work style, special abilities, and any limitations or problems they might have with particular tasks. Here are some ideas and recommendations:
A. Maximize your field time with interns.
Especially in the early season, when the work on many farms tends to be more complex, and the interns are new to everything, it will pay you to spend plenty of time with them, setting up projects, explaining why you do things in a particular way, and carefully noting how each person learns tasks and gravitates to certain types of work.
For a job with a number of sequential steps, some farmers find it useful to demonstrate the whole job first before the intern tries their hand at it. Seeing the process all the way to the “finished product†can help an intern understand how all the steps contribute to the desired result. Many tasks that you’ve performed hundreds of times may seem deceptively simple. It is useful to try to remember all that was involved in your own development of methods for the task at hand.
Make a continual effort to adapt to the individual learning style of each person; you will find yourself performing a constant balancing act between giving inadequate training and explanationâ€â€ÂÂresulting in a job poorly done and being so particular that the intern feels micro-managed or perceives that the farmer thinks they are stupid. Most experienced host farmers strongly recommend thorough prior training, along with plenty of background information, giving the intern a deep understanding of why they are doing it a certain way. A common, frustrating scenario for both farmer and intern consists of inadequate initial training followed by subsequent “corrections,†often perceived as criticism of the intern’s intelligence or common sense. Prevention is the best medicine.
Farmers need to ask interns to step into the role of learner, accepting farmers as mentors. One farmer’s way of doing things is not always the ‘right’ or ‘best’ way, but it is usually the result of a lot of experimentation and observation. Farmers must ask interns to respect that and see what they can learn from the farmer’s perspective before offering their own suggestions. The farmer also needs to be open and welcome constructive input and feedback; farmers can learn a lot from interns and appreciate new perspectives.
Of course, farmers need to follow through with their part of the bargain, and not allow farm demands to result in frequent short cuts that get the job done but leave the intern confused and poorly instructed.
B. Diversity vs. Specialization
A regular employee can be asked to do one job repetitively for days on end. Most interns, however, expect to be exposed to a wide range of tasks on a small diversified farm. This will require more of the farmer’s time, but that’s what the bargain is all about. Besides, their broad knowledge of crops and tasks will benefit you as the season progresses; you can give them more responsibility as their understanding of the big picture develops. Another benefit: you will witness their growing self-esteem and dedication to crops they have tended from planting to harvest. If an intern is personally involved in planting a crop (which you perhaps could have planted in less time if they hadn’t been involved), they are more likely to have the necessary motivation to spend the long hours required to weed or harvest that crop, and they will be excited to promote its virtues to your customers. Many growers notice an extra surge of motivation from the marketing itself, especially when interns can experience the satisfaction of your customers.
On the other hand, the benefits of occasional specialization should not be overlooked. Taking regular responsibility for a certain crop, animal or task can be a valuable experience. This could also lighten the farmer’s load of organizational or record-keeping duties. Some farmers have found the harvest season, with its lower level of complexity for most crops, to be the best time to give interns responsibility for individual crops. These jobs can occasionally be rotated, as well. Two of the farms we surveyed had several tractors designed for different tasks, and asked each intern to specialize in the operation and maintenance of one of those tractors.
C. Special Demonstrations
Many host farmers find it useful to set up special training sessions to present a particular task, or operation of a piece of equipment, in a focused way. This applies especially to safety, maintenance, and methods of using tools and equipment, or care of, and safety around, livestock. If you have several interns, group demonstrations can also represent an efficient use of your management time.
D. Involvement in Farm Planning
Some interns will also appreciate being included in planning meetings. The more they understand about why one crop follows another, schedules of successions, soil variations and amendments, individual crop needs, the expenses involved in farm operation, or what has to be done to meet certification standards, the more likely they are to do the job well, at the right place and time, and with the motivation that comes from feeling included and respected. This inclusion could extend to the farm’s interface with the public, such as CSA meetings or distribution organizing.
Teaching the Science of Farming
In addition to what can be learned from the work itself, there are other ways that you can share your knowledge of farming:
A. Offering Your Library
If you have a good selection of information materials, you could make them available to interns. Some farmers make photocopies of particularly relevant materials as “handouts.â€ÂÂÂ
B. Tours of the Farm
As the season progresses and things are changing rapidly in the field, occasional farm tours can be a valuable teaching tool. Dedicating a certain time to a break from work for a purely educational tour can be both an effective teaching method and a way for everyone to get an update on crop conditions. You could encourage interns to keep a notebook on varieties, methods, pests, timing, etc.
C. Seminars, Workshops
Some groups of farmers offer seminars/workshops to their interns to study particular topics in-depth, ranging from occasional to weekly or semi-weekly scheduled sessions of 1-2 hours. New topics can be added to your “curriculum†each year; after a while you could accumulate a file of notes and handouts that makes these sessions relatively easy to do. Your curriculum could include topics such as: basic soil fertility, composting, cover crops, varieties or breeds, insects, weeds, diseases, perennials, water management, farm economics, an in-depth look at a particular family of crops, etc.
D. Special Projects for Advanced Interns
This could include specialization in a particular crop, experimenting with a new crop, participation in a building project, saving seeds, improving your market display, analyzing profitability of crops, repairing equipment, etc. A number of farmers are developing a ‘journey worker†program for second-year interns, increasing their involvement in the management of the farm.
Beyond the Resources of Your Farm
Thanks to the spirit of cooperation and sharing typical in the sustainable farming community, there are a number of possibilities for diversifying your interns’ experience beyond the boundaries of your farm:
A. Tours of Other Farms in the Area
Without looking very hard, you can probably find several local farmers or gardeners who would enjoy sharing what they have created. An especially appreciated resource might be “old timers†with skills and stories to share. As a trade for their time, your interns could help them out with the task of the day. You could invite beginning gardeners in the area to your own seminars, too. Or, why not arrange with other farmers who host interns to swap visits to each other’s farms? In the Hudson Valley and Western Massachusetts, twelve farms have organized a highly successful rotation of farm tours called CRAFT, Collaborative Regional Alliance for Farmer Training. The interns from all the farms go to one
farm every other Saturday for a tour and seminar on a special aspect of that farm. The interns have given it rave reviews, and cite the chance to socialize and compare experiences with their peers as a valuable benefit.
B. Conferences and On-Farm Workshops
Another easily accessible, valuable resource for broadening interns’ learning experience. You might consider helping them with expenses involved, as a bonus to their usual compensation.
C. Intern Gatherings
A few state farming organizations organize special gatherings for interns, to discuss their experiences, perhaps learn about the farm where the gathering takes place, and to connect with their peers. These organizations encourage host farmers to support their interns’ participation in these events.
D. Local Classes
In many areas, classes on topics of interest to interns are available in local colleges, cooperative extension programs, or other groups and institutions. Farmers could consider developing and helping to teach such classes. Several small farmers in central North Carolina have developed a “Sustain-able Farming Program†of non-credit classes offered through the Continuing Education Program of a local community college. The fees are minimal and the farmers receive modest pay for their teaching time.
Internships In Sustainable Farming: A Handbook for Farmers is available from NOFA-NY, P.O. Box 21, South Butler, NY 13154-0021 for ( for NOFA members).
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