Evergreen Valley Avocado Estates — Detailed Staffing & Human Resources Plan
The Company's remuneration philosophy is to offer competitive, market-related compensation that attracts and retains skilled agricultural professionals while maintaining cost discipline during the establishment phase. Executive directors will receive a combination of base salary and performance-linked bonuses tied to production targets and…
Section 19 · Business Plan
Detailed Staffing & Human Resources Plan
The Company's remuneration philosophy is to offer competitive, market-related compensation that attracts and retains skilled agricultural professionals while maintaining cost discipline during the establishment phase. Executive directors will receive a combination of base salary and performance-linked bonuses tied to production targets and…
19.1 Staff Complement by Year
| Position / Category | Year 1 | Year 2 | Year 3 | Year 4 | Year 5 |
|---|---|---|---|---|---|
| Managing Director | 1 | 1 | 1 | 1 | 1 |
| Agricultural Director | 1 | 1 | 1 | 1 | 1 |
| Finance Director | 1 | 1 | 1 | 1 | 1 |
| Farm Manager | 1 | 1 | 1 | 1 | 1 |
| Irrigation Technician | 1 | 1 | 2 | 2 | 2 |
| Pest & Disease Specialist | 0 | 1 | 1 | 1 | 1 |
| Field Supervisors | 2 | 3 | 4 | 5 | 6 |
| Permanent Farm Workers | 8 | 12 | 16 | 20 | 24 |
| Financial Manager | 0 | 0 | 1 | 1 | 1 |
| Bookkeeper / Payroll | 1 | 1 | 1 | 1 | 1 |
| HR / H&S Officer | 0 | 0 | 1 | 1 | 1 |
| Sales / Logistics Coordinator | 0 | 0 | 0 | 1 | 1 |
| Security Guards | 2 | 2 | 3 | 3 | 4 |
| Total Permanent Staff | 18 | 24 | 33 | 39 | 45 |
| Seasonal Workers (peak harvest) | 0 | 0 | 80 | 150 | 200 |
19.2 Remuneration Framework
The Company’s remuneration philosophy is to offer competitive, market-related compensation that attracts and retains skilled agricultural professionals while maintaining cost discipline during the establishment phase. Executive directors will receive a combination of base salary and performance-linked bonuses tied to production targets and financial milestones.
| Role Category | Annual Cost-to-Company (Year 1) | Annual Escalation |
|---|---|---|
| Managing Director | R1,200,000 | 7–8% p.a. |
| Agricultural Director | R960,000 | 7–8% p.a. |
| Finance Director | R840,000 | 7–8% p.a. |
| Farm Manager | R600,000 | 6–7% p.a. |
| Technical Specialists | R420,000–R540,000 | 6–7% p.a. |
| Supervisors | R240,000–R360,000 | 6% p.a. |
| Permanent Farm Workers | R96,000–R144,000 | National Min Wage + CPI |
| Seasonal Workers | R80–R120 per day | National Min Wage adjustment |
19.3 Skills Development and Training
The Company is committed to investing in the skills development of its workforce as both a business imperative and a transformation objective. Training programmes will include:
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Induction training for all new employees covering farm safety, food safety, and environmental procedures
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Annual GlobalG.A.P. compliance training for all field staff
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Irrigation and fertigation technical training for irrigation technicians
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Pest scouting and IPM training delivered in partnership with SAAGA and local extension officers
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Supervisory and leadership development for field supervisors identified for career progression
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Agricultural learnerships and internships in partnership with the AgriSETA and local TVET colleges
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First aid and occupational health and safety certification for all supervisory staff
19.4 Labour Relations and Compliance
The Company will comply with all applicable labour legislation, including the Basic Conditions of Employment Act, the Labour Relations Act, the Employment Equity Act, and Sectoral Determination 13 (Farm Workers). All employees will be registered for UIF, COIDA (Compensation for Occupational Injuries and Diseases Act), and the relevant bargaining council where applicable. The Company will maintain a constructive relationship with any recognised trade union and will establish a workplace forum for employee consultation.
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