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Transitioning Your Farm to the Next
Generation
 Andrew Branan
Extension Assistant Professor Agricultural and Resource Economics
NCSU
and The Branan Law Firm, PLLC
 Jennie Rasumussen
Potentate and Head Farmer
Peregrine Farm, Graham, NC www.peregrinefarm.net
 Alex Hitt
Former Potentate, Farmer Emeritus in Training
Why?
 Age?
 Health?
 Legacy?
 Save the farmland?
 Family?
 It’s just time?
 Why not just sell and get out?
Who is going to take care of things when
you are old?
It’s Complicated
 Lots of moving parts
 It takes a team
 Financial Planner, Lawyer, Accountant, Extension Farm
Tax Specialist Appraiser, Surveyor
 This is Estate Planning and Business Planning all in one
 There are costs associated with all of this
 Keep it as simple as possible
 One size does not fit all
Our fairly simple situation
 Small sized business
 Modest assets
 No debt
 No kids
 Adequate retirement savings
 Corporate structure to make transfer of assets easier
The “Death Book”
It’s More Psychological and Personal
than Legal
 It’s about the people involved not the assets
 You have to be ready to let go
 It takes time to build the relationship between the new
and old farmers
 A family member might be easier?
 Communication and transparency
 This is a partnership, learn to listen, respect the other
persons experience and years of experience
There is the financial side too
 Can this tiny farm support 3 people?
 Can you afford to retire or live on reduced income?
 Are you going to have to sell the farm to retire?
 What happens if we get sick?
 Don’t be cheap but they do have to earn it, want it,
treasure it, they have to have realistic income
expectations
 Gifting limits $14,000 per person each year
 There can be tax consequences
Go Slow
 Start earlier than you think
 Lay out a time line with goals to work towards
 Make sure everyone is on the same page with the
same goals or understanding of each individuals
personal goals
 The MOU
Add on/give up duties slowly
 Helps not to overwhelm the new leader and so they can master them.
 It will also help the old leader(s) in the letting go process if they know things
are under control.
 2012-2015- lead crew person, put orders together, increased business financial
understanding, helped build her own house
 2016- take over restaurant accounts, worked together to develop the crop plan
 2017- developed the crop plan, lead on hiring seasonal staff, daily management of
the crew and all field operations, all irrigation and greenhouse duties, cut summer
flowers
 2018- order all vegetable seeds
The Adventure
 Their adventure will be different than yours
 They have to have their feet to the fire and the fear of
losing it all
 They have to make mistakes
 They will have different work habits than you and because
you are passing them a “turnkey” operation they certainly
will not have to work as hard as you did to build it.
What’s left?
 Marketing message and the brand
 Tractor work and general maintenance
 Bookkeeping and financial management
Plan B?
 You have to be realistic, things happen
 Work to protect all parties
Resources
 Univ. of Minnesota Transferring the Farm Series
 https://www.cffm.umn.edu/publications/pubs/farmmgttopics/transferringthefarm
series.pdf
 Planning the Future of Your Farm
A Workbook on Farm Succession

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Transitioning your farm to the next generation

  • 1. Transitioning Your Farm to the Next Generation  Andrew Branan Extension Assistant Professor Agricultural and Resource Economics NCSU and The Branan Law Firm, PLLC  Jennie Rasumussen Potentate and Head Farmer Peregrine Farm, Graham, NC www.peregrinefarm.net  Alex Hitt Former Potentate, Farmer Emeritus in Training
  • 2. Why?  Age?  Health?  Legacy?  Save the farmland?  Family?  It’s just time?  Why not just sell and get out?
  • 3. Who is going to take care of things when you are old?
  • 4. It’s Complicated  Lots of moving parts  It takes a team  Financial Planner, Lawyer, Accountant, Extension Farm Tax Specialist Appraiser, Surveyor  This is Estate Planning and Business Planning all in one  There are costs associated with all of this  Keep it as simple as possible  One size does not fit all
  • 5. Our fairly simple situation  Small sized business  Modest assets  No debt  No kids  Adequate retirement savings  Corporate structure to make transfer of assets easier
  • 7. It’s More Psychological and Personal than Legal  It’s about the people involved not the assets  You have to be ready to let go  It takes time to build the relationship between the new and old farmers  A family member might be easier?  Communication and transparency  This is a partnership, learn to listen, respect the other persons experience and years of experience
  • 8. There is the financial side too  Can this tiny farm support 3 people?  Can you afford to retire or live on reduced income?  Are you going to have to sell the farm to retire?  What happens if we get sick?  Don’t be cheap but they do have to earn it, want it, treasure it, they have to have realistic income expectations  Gifting limits $14,000 per person each year  There can be tax consequences
  • 9. Go Slow  Start earlier than you think  Lay out a time line with goals to work towards  Make sure everyone is on the same page with the same goals or understanding of each individuals personal goals  The MOU
  • 10.
  • 11. Add on/give up duties slowly  Helps not to overwhelm the new leader and so they can master them.  It will also help the old leader(s) in the letting go process if they know things are under control.  2012-2015- lead crew person, put orders together, increased business financial understanding, helped build her own house  2016- take over restaurant accounts, worked together to develop the crop plan  2017- developed the crop plan, lead on hiring seasonal staff, daily management of the crew and all field operations, all irrigation and greenhouse duties, cut summer flowers  2018- order all vegetable seeds
  • 12. The Adventure  Their adventure will be different than yours  They have to have their feet to the fire and the fear of losing it all  They have to make mistakes  They will have different work habits than you and because you are passing them a “turnkey” operation they certainly will not have to work as hard as you did to build it.
  • 13. What’s left?  Marketing message and the brand  Tractor work and general maintenance  Bookkeeping and financial management
  • 14. Plan B?  You have to be realistic, things happen  Work to protect all parties
  • 15.
  • 16. Resources  Univ. of Minnesota Transferring the Farm Series  https://www.cffm.umn.edu/publications/pubs/farmmgttopics/transferringthefarm series.pdf  Planning the Future of Your Farm A Workbook on Farm Succession