Build skills. Grow careers. Strengthen our industry.
Recognise what you already know, identify areas for development and understand what you need to progress.
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Recognise your strengths
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Identify skills gaps
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Plan your next steps
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Find relevant learning
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Demonstrate your capability
Build a clear picture of the skills in your business and focus staff development to make the greatest difference.
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Define roles and expectations
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Identify workforce skills gaps
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Plan staff development
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Support appraisals and progression
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Improve recruitment and succession planning
A shareable foundation to build a skilled, adaptable workforce for the future.
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Define the capabilities the industry needs
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Create a shared language for skills
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Align learning with real-world roles
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Identify gaps in skills and training
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Support clearer career pathways
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Prepare for future challenges
The same framework, read two ways
Every capability in the framework can answer a different question depending on who's asking it.
As an individual farmer, grower or new entrant, the framework works as a career development and self-assessment tool.
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Use it to:
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Identify skill gaps against clear capability areas and levels
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Plan progression by understanding what's needed to move up a level
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Target learning by choosing relevant courses or experiences
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Evidence competence for job applications, promotions or accreditation
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Build confidence by recognising the skills you already have
As a farm manager or owner, the Capability Framework works as a workforce development framework.
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Use it to:
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Define job roles and expectations using consistent capability levels
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Assess workforce skills and identify gaps across the team
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Design training plans aligned to what the business needs
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Support appraisals and performance reviews with clear benchmarks
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Improve recruitment by aligning job descriptions to real capabilities
A clear path for development
From building initial awareness to leading others and driving improvement, the Capability Framework makes skills development and progression clearer at every stage.
Starting > Developing > Advancing > Mastering
What could this look like in practice?
A farm manager wants an experienced team member to take on responsibility for supervising others.
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Together, they use the framework to:
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Recognise an employee’s existing strengths
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Compare their capabilities with those needed at supervisor level
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Identify priority areas for development
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Agree suitable learning and workplace experience
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Review progress and build confidence over time
Clear expectations > Focused development > Greater confidence > A stronger team
Turn the framework into a team development plan
Define the roles
Set clear expectations for every role using consistent capability levels.
Assess the team
Map current skills against the framework to see where the real gaps sit.
Plan training
Choose courses, e-learning, webinars, events, coaching, mentoring or work shadowing to close skills gaps and meet business needs.
Review
Use consistent framework benchmarks to support appraisals, job descriptions and career progression routes.
