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Ducks Standards

PERSONNEL Version 5.1 (modified)

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KF.PL.1 KF.PL.2 KF.PL.3 KF.PL.3.1 KF.PL.4 KF.PL.5
Glossary

Key – Those standards which have greater significance (all other standards are normal)

Recommendation – Those which do not affect certification

New – A completely new standard which the member must now adhere to

Revised – A standard that has changed and requires the member to take some different or additional action to before

Upgraded – The standard has been upgraded to a Key standard or from a Recommendation to a full standard

Appendix – Referenced in ‘How you will be measured’. Indicates that additional information is provided in the Appendices, which are available at the end of each section.

R This icon indicates that a record is required.

AIM: All personnel (including but not limited to employees, self-employed and family members) are trained and competent to carry out the required activities on farm/sites relating to primary production on site

KF.PL.1 Key

Systems must be in place to ensure all personnel are effectively trained and deemed competent to carry out the activities they are required to do

How you will be measured

KF.PL.1.a

No person starts work without an induction, supervision and explanation of the tasks they will carry out

KF.PL.1.b

Induction record to include as a minimum: - Activities role will undertake - Health & Safety information - Reporting lines
R

Induction record

KF.PL.2

Records of training must be kept

How you will be measured

KF.PL.2.a

A training record is available for all, including: - name - details of training/events attended - date of training - who provided the training (in-house or external provider)

KF.PL.2.b

Where workers are trained to undertake specific tasks, these are listed in their record

KF.PL.2.c

Records kept for 2 years after person has left the business
R

Training Record

KF.PL.3

The performance and competence of employees must be regularly reviewed and refresher training implemented as required

How you will be measured

KF.PL.3.a

Working arrangements allows for observation of workers discharging their responsibilities. The frequency of observation is proportionate to risk

KF.PL.3.b

Gaps in competence are addressed by recorded refresher training, implemented immediately or within defined timeline
R

Training record

KF.PL.3.1

Producers must adopt British Poultry Training – Poultry Passport or Poultry Training Record, as the formal route for industry training and training recognition

How you will be measured

KF.PL.3.1.a

The mandatory training requirement specified on the Poultry Passport is delivered by providers or in-house tutors that have been approved by British Poultry Training

KF.PL.3.1.b

New personnel without a Poultry Passport are enrolled within six months of starting their position.

KF.PL.3.1.c

Personnel demonstrate progression in Poultry Passport Training by completing at least two modules every 12 months until complete. - Courses are in date and not expired
R

Training record

AIM: Any labour providers used are managed with agreements in place to ensure that workers provided are competent, and labour providers are licensed

KF.PL.4

Where labour providers are used, they are licensed and a documented agreement is in place

How you will be measured

KF.PL.4.a

All labour providers used hold a valid Gangmasters & Labour Abuse Authority (GLAA) licence

KF.PL.4.b

A Service Level Agreement is in place between the business and the labour provider

KF.PL.4.c

The agreement confirms that any workers provided are suitably competent

KF.PL.4.d

The agreement confirms any training completed by the labour provider as an alternative to the businesses’ own training systems

KF.PL.4.e

The agreement confirms that all workers are legally permitted to work within the UK

KF.PL.4.f

The agreement defines allocation of Health & Safety responsibilities between labour provider and labour user
R
  • Evidence of GLAA licence
  • Service Level Agreement
AIM: A safe working environment for workers and visitors

KF.PL.5

Written Health and Safety Policy in place

How you will be measured

KF.PL.5.b

Policy is effectively communicated to all relevant workers

KF.PL.5.c

Language and learning style is given due consideration to ensure all workers understand information
R

Health & Safety Policy

Where to find help

More Standards

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Chicken

Crops & Sugar Beet

Dairy

Dairy Goats

Fresh Produce

Pigs

Turkeys
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Templates, Examples & Guides

Staff Training Records

Guidance
  • PL.3 – It is recognised that some roles may involve ongoing supervision and for other workers, particularly those with specialist skills, supervision may be much less common. Frequency of performance review shall be proportionate to the level of risk present and with reference to relevant, external training credentials. Such factors may justify a decreased frequency of performance review.
  • PL.4 – The GLAA defines specific circumstances which are excluded from the licensing requirements – refer to GLAA website for further information. This standard does not apply where workers are supplied outside of the scope of licensing requirements
  • PL.5 – Definition of worker (taken from https://www.gov.uk/employment-status/worker): A person is generally classed as a ‘worker’ if:
    – they have a contract or other arrangement to do work or services personally for a reward (your contract doesn’t have to be written)
    – their reward is for money or a benefit in kind, for example the promise of a contract or future work
    – they only have a limited right to send someone else to do the work (subcontract)
    – they have to turn up for work even if they don’t want to
    – their employer has to have work for them to do as long as the contract or arrangement lasts
    – they aren’t doing the work as part of their own limited company in an arrangement where the ‘employer’ is actually a customer or client

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