Recruitment and Retention

 It is Wakefield Pork’s mission to be a low-cost industry producer that
grows a superior animal through an efficient cost-control program with a
well-defined strategy and an abundance of quality in its assets,
operations, people and leadership. Each component is part of an
equation whose equivalent is SUCCESS!
 Wakefield Pork believes families across the world should have access to
quality, nutritious protein at an affordable price. Every day, our team
works together to produce pork using the utmost ethical and innovative
methods, while conserving the earth’s resources.

 We are a steady and stable company. We learned that employees value the fact that
Wakefield has weathered all kinds of storms and still been a stable employer. We’ve
never had a downsizing, even in the most challenging economic times.
 We are principled in how we do our work. Employees are proud to work for
Wakefield because we care. We don’t just adhere to the “We Care” principles; each
and every one of us goes above and beyond in the ethical treatment of our animals.
Simply put, we do what is right…..every. single. day.
 We are innovative in our processes. We talked with a number of employees who
have worked at other companies in the industry. Almost all reported that Wakefield
was leading the industry in innovation. We never rest with the status quo and are
always seeking new ideas from our experts – all of you! Know that your ideas have
helped us to become an industry leader and we are grateful. This year, Wakefield
Pork was ranked #1 across PIC customers world wide.

 We are down-to-earth and rooted in our communities. We heard over and over that
you like Wakefield’s hometown presence. We are proud of being active members of
our communities – through employment, volunteerism and participation in local
events and festivals. You have participated in polar plunges for good causes - how
you all jump on frozen lakes is beyond me!
 We have camaraderie and fun at work. It amazes me how each barn has their unique
game they play - card games, cribbage, themed days. And I think we can all agree
Rosie’s games have been a huge hit in the barns, at times I wonder if some are more
competitive with the games than they are with NASPIG!
 We are family and team-oriented. Of all the feedback shared throughout our project,
this was the number one theme. And, it’s personally what I am most proud of. Many
of you know that Wakefield began when two families came together. So, family has
always been a part of our foundation and we are so proud that many of you feel the
support and motivation from your Wakefield Pork family.

Facebook Ads:
 FREE: Localized city or
county sites where
people “swap” or have
an “online garage sale”.
Not all groups permit
businesses to post,
need to get permission
first. There are some
groups for job openings
only as well. These
posting are only visible
to the members of the
group. Our free ads
look something like
this…
Facebook Ads:
 PAID: A sponsored Ad
campaign on Facebook
lets you target your
audience and reach
thousands of people.
You can specify age,
location, interests, even
affiliations to include
or exclude. You can do
a carousel of photos to
click through like I
have done, just one
image or even a video.
You set either a lifetime
or daily budget and the
length of the campaign.
There are metrics to let
you know how the ad is
doing.

Referral Bonus – A.k.a. Bounty Money:
This is for current employees that refer new hires (their name must be on the new hire’s
application as a referral). After 6 months of employment the current employee will receive
$250 for a full time referral and $75 for a part-time referral.

WORD
OF
Former Hog Buyer
Current Semen Carrier

What methods got the most response?
1. Word of Mouth
2. Facebook
3. Newspaper
#1

 Tracks all applicants with no expiration date- builds onto one
profile so all history is together
 Gives real time postings from the system to our website (new
job creations, changes or closures)
 Links to outlook so all electronic communication is tracked and
interviews/meetings are added to calendars in one step
 Ability to tag candidates for quick reference with things such as
college attending, graduation date or area of interest
 Able to set up reminders to reach out to candidates

Young Farmer Recruitment Final.mov

BRANDON LEBRUN
MN WEST COMMUNITY
& TECHNICAL
KRISTI SCHAFFER
NDSU
JANAE MOGLER
SDSU
MITCH SETTERMAN
Uof M, Duluth
OLIVIA SCHMIDT
Uof M, Twin Cities

Projects Interns have worked on:
 Drying piglets
 Semen loss during breeding
 Vitamin A study
 Feed increases during pre-farrow period
 Effect of birth weight on market weight
 Grower time investment on marketing
 Collection frequency on boars
 Safety information and quiz for new hires
 Holding back light weight piglets
 Day 1 supplement for light weight pigs
Recruitment information:
 We really try to find students who have a passion for pig farming! We want this to be
a strong learning experience for them as they shape their future career goals.
 We attend career fairs, host info sessions and visit college classrooms at 2-year and 4-
year schools.

Skill-A-Thon
Inspired by:
Sarah Smith
Swine Educator

Onboarding & Orientation
The program can easily be
adjusted to suit each
individual’s needs and allows
them the opportunity to
provide feedback and input
into their own progress.
~Neal Paszkiewicz,Support
Manager
• New and Improved Onboarding & Orientation
• Implemented in all phases of production
This program helps the
new hire understand key
details that will help
them succeed within the
company!
~Sam Lange, Office

Communication is Key
I really enjoy
communicating with the
new hires, it helps them feel
valuable to our team.
~Wayne Johnson, Red Oak
Making sure the new hire
gets started on the right
foot is very important, which
is why communication is
important
~Todd Flattness, MP2

The barn manager will meet
with new hire on the first day.
What time to arrive at
the barn- showered in
at 6:30? or arrived at
6:30?
The manager will
briefly describe the
history of the crew that
new hire is on
Manager
Meeting:
Day 1

Questionnaires are given to
new hires at 2 weeks and
90 days
This feedback is reviewed-
Any negative feedback will
be discussed with new hire
New Hire’s 2-week questions are
based on a scale of 1-5.
1 being strongly disagree, 5
being strongly agree.
Questions are also short answer.
2Week:
• What were some of the beneficial things you were taught
during your first two weeks?
• What do you wish you knew right away when starting with
Wakefield Pork?
90 Days:
• How would you describe your barn’s culture?
• Now that you have been with the company for 90 days, how
do you feel about your career decision? Please explain.
New Hire’s 90-Day questions are
based on Exceeded expectations,
Satisfied expectations, and did
not meet expectations. Questions
are also short answer.

Recent Hire Questionnaire – Week 2 - Sow Farm: Name: ____________________________________
Wakefield Pork Date: ____________________________________
(Form ONB 500) Barn: _____________________________________
Please fill out this questionnaire to give WPI an idea of how we can better improve our recruiting, orientation, and onboarding
efforts. Send back to HR at WPI office, using the provided envelope for confidentiality.
Use the following ranking scale to answer certain questions:
1) I was satisfied with the support and information I received
1 2 3 4 5
before my 1st day on the job:
2) The orientation email sent to me before my first day helped me 1 2 3 4 5
know what to expect, where to go, and other key information:
3) I was comfortable on my first day. 1 2 3 4 5
 If low number was selected, please explain:
___________________________________________________________________________
___________________________________________________________________________
4) I had a helpful, knowledgeable person to contact for my questions 1 2 3 4 5
before I reported to work:
5) I knew where to go to get additional assistance on personal 1 2 3 4 5
matters, benefits, and paperwork following my 1st day on the job:
6) My manager/supervisor was prepared for my arrival: 1 2 3 4 5
7) I was welcomed to the barn and introduced to my work team: 1 2 3 4 5
8) I felt excited about the new job when I left my first day of work: 1 2 3 4 5
9) My coworkers were friendly: 1 2 3 4 5
10) I was assigned meaningful work/training during my first week: 1 2 3 4 5
11) I knew where to go to get questions about my work answered: 1 2 3 4 5
12) My manager provided me with a clear explanations of my 1 2 3 4 5
duties and job expectations:
13) My manager integrated me into the team culture: 1 2 3 4 5
14) The Rookie Guru accurately filled me in on general barn information: 1 2 3 4 5
15) My questions were answered in a timely manner: 1 2 3 4 5
1 2 3 4 5
Strongly
Disagree
Strongly
Agree
• What do you wish you knew right away when
starting with WPI?
That you will be able to learn a lot of different things.
• I felt excited about the new job
when I left my first day of work:
5
2 Week Questionnaire

Biosecurity Officer will discuss:
• What is biosecurity?
• Load Out & Fumigation Procedures
• Showering Procedure
Without proper training and
knowledge in biosecurity,
detrimental diseases and
illness may be spread from
barn to barn.
~Olivia Schmidt,WP Custom

Rookie Guru (i.e. Peer Mentor)
Having a peer coach or trainer
can also be beneficial to a new
employee because they can
build friendships and have
someone they are comfortable
with to ask questions.
~OliviaSchmidt,WP Custom
The Rookie Guru is a very valuable
tool we utilize in our program. New
hires will be able to connect with
fellow co-workers and make new
connections.
~Sam Lange, Office

The Rookie Guru
provides the new hire
with general questions
regarding day to day
issues both formal and
informal
• Inviting new hire to
engage with crew
(i.e. playing cards, introduction
of crew)
• Lunch / break room
• Supplies

Training
The training portions not only cover
production but also safety and bio-
security and provides the new
employees with an overview of what
they will be learning throughout the
training process.
~Neal Paszkiewicz, Support Manager

The Safety Representative is
very helpful.They are
showing the new hire where
all safety materials are
located.
– Justin Sankey, Hector
The Safety
Representative will go
over safety tasks with
new hire.
• Location of emergency
contact information
• How to report an injury
• Where to go in event of a
fire / tornado

Production Training
• The new hire will be
trained in specific
tasks relating to
Farrowing / Breeding
• FarrowingTasks
• Day 1 pig care
• Piglet Processing
• Farrowing Room
Set Up
• BreedingTasks
• Gestation Barn
Walks
• Pregnancy Detection
• Semen Handling

We’re excited to
implement this
updated version
and see new
employees grow
within WPI!

~ Thanksgiving Poem ~
Thanks for the delicious ham,
From a very grateful Sam.
We are home with the family to dine,
We will start out with a taste of wine.
Then it’s to the corn, stuffing and pie,
I’m so full- my oh my!
Thanksgiving
Song

40 Week Season from February to November
10 Week Quarters to Maintain Motivation
Each Week = A New Race!
NASPIG Overview - Shorter Version.mpg

History
2003 Naspig Kickoff Meeting & First Season
2004 Added Quarters to the Season
2005 Added Pigs Weaned per Litter to Goals
Added Late Sow Death Rule
Added Performance Monitor
2014 Discontinued Performance Monitor
Started Faxing Placings Grid with Weekly
Progress Report
“You always give your job 100%, but
during Naspig you give 110%!
Everyone gets more serious about
production.”
~Jeff Uhde, Supervisor

1st Naspig Kickoff
By Invite: Wakefield Leadership
Guest Speaker: Don Tyler
Leadership Activities
Intermission Concession Stand
Introduction to Naspig Rules & Regulations
“My favorite part of Naspig is the
start of the race ~ finding out who
your driver is and bringing all my
Nascar stuff from home to decorate
my office! Its fun to get into the spirit
of the competition!”
~ Amanda Pinske, Pit Crew

Wakefield Racetrack
A System-Wide View of All Farms
2003 Present

The Game
We have a tie
for 1st this week
between Buddy
Lane & MP 3!
Buddy Lane squealed out a win
this week over Shelby by 3 points!
For Buddy Lane standards, that’s
two down weeks in a row!
Red Oak had a good week,
placing 1st in 3 different
categories – taking 3rd place for
the week with 1099 points!
Hector returned to last
year’s form, placing 3rd
– the highest they have
been all year, I believe!
Mitch Hammes,
Naspig Coordinator

Naspig Set-up
Prior to Each Season ~
 Each Farm Receives or Reuses a Laminated
Track and Cars to Track Weekly Results
 Each Farm Is Assigned a Nascar Driver
 Each Farm Is Assigned a Pit Crew Member
From The Office

Naspig Set-up
Scoring Is Modeled After Nascar
Farms will score in SEVEN goal areas:
• Total Born
• Stillborns & Mummies
• Farrowing Rate
• Pre-Wean Mortality
• Pigs Weaned/Sow
• Pigs/Sow/Year
• Sow Death Rate
Supervisors meet with each farm to
determine production targets for the
new season.

Driver Selection
Assigning NASCAR DRIVERS & PIT CREW
MEMBERS
ONE DAY Prior to First Race:
• Farm Manager Sends In Their Top 10
Driver Choices at MIDNIGHT!
• Faxes will be pulled in order as they came in to determine
which farm gets their first choice.
• If a farm’s first choice is taken, it will go to their second and
so forth until all units are assigned.
• Office Staff Pulls Farm Name From Hat to
Determine Who They Will Pit Crew
Farms Will Find Out Their Assigned Nascar Driver and
Pit Crew Member with Their First Weekly Progress Report!

Each Farm Receives a
Laminated Track and
Cars to Track Their
Weekly Placings
Naspig at the Farm

Naspig at the Farm
Farms receive a laminated
car for each of the 7
production goals.
Employees will move the
cars each week to reflect
where they placed in each
production goal against
other farms.
“One year I had P & L for a farm in
Naspig. They were doing great and were one
of the top farms in the Naspig competition
until they got PRRS... It was disappointing
to see them plummet, but they spent the
rest of the season trying to climb the
standings. It was neat to watch!”
~Jeanine Bacon, Pit Crew

The RACE
EachWeek = A New Race
OR aWeekly Reflection of Farm Production
February 2016
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
1 2 3 4 5 6
Naspig Season Week 3
Begins Stats Begin
- Week 1 -
7 8 9 10 11 12 13
Week 3
Stats End
- Week 2 -
14 15 16 17 18 19 20
Placings Come Progress Report
Out to Goes Out
Pit Crew - Week 3 -
21 22 23 24 25 26 27
- Week 4 -
28 29
Records are Processed

“Everyone is so excited for Fridays
when we get to see how each farm
did. Our farm watches total born
closely and always talks about
how we can get into the 15 or 16
club!”
~James Mathison, Shelby
Placings Grid

Scoring
Buddy Lane
took 1st place in
5 of the 7
categories!
CLFF 2, Peter Marcus, MP 3, and
Woodville 2 all had good weeks,
scoring over 1050 points each!
Peter Marcus, Prairieland, and
Sohre all climbed a spot in the
overall standings!
MP 3 gave Buddy Lane
a run for their money
this week, finishing 14
points behind!
Mitch Hammes,
Naspig Coordinator

Scoring
Points Are Filled In Using the Nascar
Scoring System
Farm’s Position on the Placings Grid is
Recorded on theWeekly Progress Report
Goal #8: BONUS categories are 'win them or lose them' for 0 or 10 points possible.
Weekly Staff Meeting BONUS 10pts Points: 10

Goal 8 Bonus Points
Bonus Points Are Win Them Or Lose Them
Example Categories
• Semen Orders
• Purchase Orders
• Safety & Injuries
• Pig Champ Corrections
Categories Can Change From Year-to-Year and
Are Based on Need
• Have They Been Submitted?
• Were They On Time?
• Did They Have an Injury?
“Bonus points matter!When I managed Peter
Marcus, we were neck-and-neck withWest in
performance and lost the season championship
to them by 1 point! Paying more attention to our
bonus points would have secured us first place!”
~ ScottVan Deest, Langhorst

New for 2016
I I
I I
e are l eeds
io ec rit accine
reeding o ics dos
arrowing o ics ee ng isc ssion
ork rders e airs nit on ersa ons other to ics
dit om liance emen rders
ta ng eeds ig ham es ons
afet o ics s
aca on e ests rofessionalism
et isits— arterl eg lar ilt ched le
leanliness ecords
ate
hree to ics disc ssed
m lo ee signat re s
lease circle the to ics
on t forget to list the unit name
Goal 8
Changed to
Weekly
Meeting
Topics

Scoring Sow Deaths
In 2004, the farms started ‘late reporting’ sow deaths
in order to secure higher placings and Naspig points
in the Sow Death Rate category. The following year a
‘Late Sow Death’ rule was added:
Each week farms reporting late sow deaths will be
deducted 5 points for each sow they failed to report.

Ranking
Pit crew members will tally points for the week.
Pit crew members turn in progress reports to the
Naspig Coordinator to receive a weekly, quarterly
and season ranking against other farms.
Reports are returned with their rankings to the pit
crew member at the Friday staff meetings.
Progress Reports will be faxed to the farm
proceeding the meeting.
“Friendly competition is FUN!We
have the chance to compete
against the former manager…his
old team against his new team of
employees!”
~Justin Sankey, Hector

Performance Monitor
NASPIG
Team: CLFF 4
Car #: 22
Driver: Kurt Busch
Sponsor:
Make: DODGE
Model: CHARGER
Pit Crew: BECKY
Week 1
Race Data
Reported on How your driver did in Nascar:
GOALS 2/25/2011 Difference Last race: Subway Fresh Fit 500
Total Born 13.5 13.1 -0.4 Phoenix Intl Raceway
Stillborns & Mummies 8.5 9.5 -1.0 Date: 2/27/2011
Farrowing Rate 89.0 77.7 -11.3 Driver finished: 8
Pre-wean Mortality 7.8 9.3 -1.5
Pigs Weaned / Litter 11.4 11.3 -0.1
Pigs/Sow/Year 26.1 24.8 -1.3
Sow Death Rate 6.0 13.1 -7.1 Sprint Cup Championship
Driver's place: 2
NASPIG Weekly Points 980 Points behind 1st: -3
NASPIG Weekly Place 14 Way to go Kurt!!!!
Overall Points 980 1st Qtr Points 980
Overall Place 14 1st Qtr Place 14
First Place Behind Behind Last
Place Above First Next Farm Week Change
Total Born 14.4 13.2 -1.3 -0.1 13.1 0.0
Stillborns 5.0 9.2 -4.5 -0.3 9.5 0.0
Farrowing Rate 98.2 80.3 -20.5 -2.6 77.7 0.0
Pre-wean Mortality 5.9 9.0 -3.4 -0.3 9.3 0.0
Pigs Weaned / Litter 11.3 11.3 0.0 0.0 11.3 0.0
Pigs/Sow/Year 36.3 25.8 -11.5 -1.0 24.8 0.0
Sow Death Rate 0.0 10.5 -13.1 -2.6 13.1 0.0
Weekly
NASPIG Points 1,195 989 -215 -9 Points 980 0
Overall Points 1,195 989 -215 -9 Place 14 0
1st Qtr Points 1,195 989 -215 -9
Bonus Points Goal Pts Earned
Semen Orders 5 5
Purchase Orders 5 5
10
Shell/Pennzoil
Used from 2005-2013
The Monday after a race, a performance monitor was
prepared by the farm’s pit crew member.
They are sent out with Pig Care records.
Performance Monitors Show:
• Weekly production targets against annual goals
• Weekly ProductionTargets for the farms placing First
and the Place Above your farm
• Weekly, Quarterly andSeason Placings for your farm
• A section dedicated to your farm’s Nascar driver so
you can watch how your driver is performing in
Nascar!
“Naspig is always making us readjust our focus
and re-evaluate our goals. Its even identified
training issues. BUT, seeing how its improved
production really boosts employee moral!”
~Jesse Stanke, CLFF 2

Racing Flags
Allow Pit Crew to Moderate Race
Green Flag Yellow Flag Black Flag
Caution: Production Impeded
Slow down & determine
what’s wrong
Red Flag
Warning! Pull into Pits: Driver
is Not Following the Rules of
Play. Must Sit Out a Race.
STOP the Race! No Progress for
All Farms Until Further Notice.
Blue Flag
Incentive! Standings are close…
Put your pedal to the metal!
Checker
Flag
Ladies & Gentleman, Start
Your Engines. Races have
begun!
The Race has Finished!
Winner’s Will Be Awarded!

Flag Facsimile
Are Sent Out as Faxes or With Semen Runners
Each flag has a facsimile sheet the pit crew personnel
can use to communicate with their farms.

Pit Crew Role
 Sending Nascar Swag to the Farms
 Send Encouraging Messages
 Send Goodies for HighWeekly Placings
Pit Crew Members Are Encouraged To Motivate
Their Farms Throughout the Season By:
“I had a lot of fun sending the barn treats each week.
They loved it! If I forgot to send them something one
week, they were asking what they needed to improve
on to get more! It was a nice way to build a rapport
with the whole team.”
~ Rosie Kruggel, Pit Crew

KEY
Before Naspig
After Naspig
Industry
Average
10.0
11.0
12.0
13.0
14.0
15.0
16.0 1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
Pigs/Litter
Year
Total Born

KEY
Before Naspig
After Naspig
Industry
Average
6.0%
7.0%
8.0%
9.0%
10.0%
11.0%
12.0%
13.0%
14.0% 1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
%ofTotalBorn
Year
Stillborns & Mummies

KEY
Before Naspig
After Naspig
Industry
Average
65.0%
68.0%
71.0%
74.0%
77.0%
80.0%
83.0%
86.0%
89.0%
92.0%
95.0% 1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
Year
Farrowing Rate

KEY
Before Naspig
After Naspig
Industry
Average
8.0%
9.0%
10.0%
11.0%
12.0%
13.0%
14.0%
15.0%
16.0%
17.0% 1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
%Liveborn
Year
Pre-Wean Mortality

KEY
Before Naspig
After Naspig
Industry
Average
6.0
7.0
8.0
9.0
10.0
11.0
12.0
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
Year
Pigs Weaned/Litter

KEY
Before Naspig
After Naspig
Industry
Average
18.0
20.0
22.0
24.0
26.0
28.0
30.0 1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
Year
Pigs/Sow/Year

KEY
Before Naspig
After Naspig
Industry
Average
6.0%
6.5%
7.0%
7.5%
8.0%
8.5%
9.0%
9.5%
10.0%
10.5%
11.0%
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
Year
Sow Death Rate

Swine Science Online – University Courses
Lisa Moldan
Grow-Finish Supervisor
Course Studied:
Current Issues/Topics in the Swine
Industry
Swine online was a great way to connect
with fellow pig farmers across a broad
geography right from home. While my
classmates brought diversity to the forum
in terms of pig experience and career
profile, we discovered we shared common
goals and challenges that we worked
toward collectively.

NASPIG PigSki Video (720p).mpg

2013 & 2014 ~ 28 P.S.Y.
2016 ~ 31 P.S.Y
2015 ~ 30 P.S.Y.

Recruitment and Retention

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