< Previous10 The Canadian Association of Farm Advisors I t’s no secret farmers are growing older. In fact, nearly half of all of Canada’s farm operations—48 per cent—are run by farmers 55-years-old and older, ac- cording to Ron Bonnett, President of the Canadian Federation of Agriculture. “If you add another decade of time to that,” he says, “that shows a number of farms are going to need to be transferred.” Just seven and a half per cent of Can- ada’s farm operations are currently run by farmers aged 18 to 39 years. These num- bers have farm groups reflecting on the challenges of getting more young people into the industry and looking for solutions to those obstacles. Bonnett says a couple of years ago, income was seen as a big challenge when it came to encouraging more young people to consider farming as their live- lihood. However, Bonnett says incomes have recovered substantially over the past couple of years. And, he adds that the market is re- acting positively, with grain prices going up, commodity prices stabilizing and the beef sector is recovering from the hit it took a few years ago from bovine spongi- form encephalopathy (BSE). However, Bonnett knows a major ob- stacle for young people even considering farming as a career is access to capital. “We need to look at other ways (for people to get into farming) without hav- ing to lay out as much capital up front,” whether that is looking at leasing equip- ment, financing capital over a longer term or partnerships between young farmers and those who are retiring. Bonnett also believes there are some glitches in the current taxation policies, and says those can act as disincentives. “We need to look at different tax pos- itions when transferring farms from one generation to another,” he explains. “Es- pecially when there are multiple owners involved.” Furthermore, Bonnett notes when farmers start out, they often aren’t turn- ing a profit, and right now can claim up to $17,500 in losses—a figure he says needs to be updated to reflect inflation. If Bonnett could provide any advice to young people considering farming as a career, it is to do a lot of planning before taking the plunge. “My wife and I started very young,” he recalls. “We didn’t have a lot of business experience. I wish we would have had more training at the start on the business end. The biggest thing that separates whether you have success or not is busi- ness management.” Shawn Bourgeois agrees that business preparedness is key to a successful oper- ation. From Woodrow, Saskatchewan, Bourgeois operates All Canadian Grain with his wife, Sarah, and their three sons. All Canadian Grains produces cereals, pulses and oilseeds, and has been in operation for a decade. Bourgeois, like many farm managers in modern agri- cultural production, focuses on financial planning, risk management and operation planning, and says the future generation of farmers needs to focus on these areas too. “Young farmers often have a strong working knowledge of operating a farm,” but managing a farm is something that they will need to learn, says Bourgeois. “This includes developing and growing relationships with a customer base, man- aging human resources, benchmarking annual financial goals and scheduling the numerous tasks in the seasonal produc- tion cycle.” By Darla Read By the numbers • The average age of Canadian farm- ers was 54 years in 2011, up from age 52 in 2006 and 49.9 in 2001. (2011 Census of Agriculture) • Nearly 70 per cent of Canada’s farmers plan to retire in 10 years. (The Canadian Federation of In- dependent Business (CFIB), 2012) • Over half of farm operators in 2011 had completed postsec- ondary education (51.6 per cent), compared with 65.8 per cent of the self-employed labour force. The proportion of farm operators com- pleting postsecondary education was larger for female operators (58.8 per cent) than male operators (48.9 per cent). Of the 24,055 oper- ators under the age of 35 in the Ag-NHS database, 59.5 per cent reported postsecondary education. Growing the Leaders of Tomorrow2013 - 2014 / www.cafanet.com 11 Bourgeois says for customer service, that means figuring out how to manage the “sometimes delicate balance of com- peting interests regarding grading, deliv- ery and price.” On the human resources end of it, Bourgeois recommends creating what he calls a “proactive” work environment, where there is a scheduled yearly or sea- sonal plan that everyone understands and is very familiar with. “The focus then becomes having fun at work while doing the job the employee is very comfortable with,” he explains. Both Bonnett and Bourgeois empha- size the importance of recognizing farm- ing is a business and not just looking at it from an agricultural perspective. “If you can’t make the numbers work,” says Bonnett, “your aspirations will fall flat.” Bourgeois says it’s important for farm- ers to establish a positive relationship with their accountant and financial institu- tion. “Their level of expertise is critical in helping a farm manager achieve financial success. Often it is these people that are best placed to offer helpful peer review of your operation.” Bonnett points to farm advisors who have the professional expertise, as well as the objectivity needed in sensitive family discussions, to help newcomers to the in- dustry. He says organizations, such as the Canadian Association of Farm Advisors, can help with business management as well as getting the word out to legislators about the changes needed to encourage more young people to consider farming. “If we do things right, there is an op- portunity to make a good living,” says Bonnett. “But it has to be a well thought out process.”12 The Canadian Association of Farm Advisors W ho is a woman? To many, a woman is a mother, a daughter, a wife, a sister; but how many people would associate a woman as a farmer? I grew up on a cash crop/beef feedlot in Caledon, Ont., located in Peel County. I am the oldest of three daughters raised on the farm. I attended the University of Guelph and received my Bachelor of Commerce in Agriculture. When I graduated from university I returned to the farm that summer to begin to work with my dad. I helped with spring planting and then he asked me, “When are you going to get a real job?” I was taken aback. I had visions of returning to the farm; however, I realized that he thought that because I was a girl, I would not be able to run farm operations. Shortly after that I joined RBC Royal Bank as an Agricultural Account Manager. Fast forward 10 years from that point. How things have changed! As part of my occupation I get to work with a variety of farm families each day and I have witnessed first hand the change of operations to embrace partners in the business. Partners do not just include sons; they include wives, daughters and even daughter-in-laws. According to a Census of Agriculture, women who count themselves as farm operators has increased since 2001, with approximately 27.8 per cent of all operators being women. I believe that women have always been partners in the operation; however, they were often not recognized as such. Understanding how to communicate is crucial in every business and the dynamics change when both genders are represented. A common phrase that I hear from young women is, “Dad treats me like his little girl. I don’t think he is listening to me.” We need to remember to respect and value everyone’s opinion at the table because while the farming operations have evolved, so too have the children. More than likely they have received an education, worked for an industry-related company and gained a different skill set. As a woman, I have played a variety of roles. I am a farmer’s daughter. I am a farmer’s wife. I have been a daughter- in-law in a family operation. I am a mom. I am a farm advisor. Most recently my husband and I made the decision to part from his family farm operation and establish our own dairy operation. Now I am a partner. We each bring a different skill set to the table; my experience with lending and his practical experience with the dairy industry. All of our decisions are jointly made, which include herd health, crop management, financial management and capital replacement. By Amanda Hammell, B. Comm. (Ag), CAFA, RBC Royal Bank Changing Dynamics: Women Increasingly Work the Land Amanda Hammell with her husband Steve and two daughters, Hailey and Madison. Amanda Hammell with her family at The Royal Agricultural Winter Fair.2013 - 2014 / www.cafanet.com 13 We pride ourselves in learning from others and it is evident there is an increasing amount of women in advisory roles, such as our banker and vet, both of whom are women. We have seen an increasing number of feed reps who are women drop in at our place. It is interesting to watch as industry people drive in our lane way; the people who don’t know us go straight to the barn, however, the people who have taken the time to get to know our operation come to the house. My husband has embraced our partnership and we hope to raise our girls with the same attitude. The emotions of running a business can be overwhelming no matter the business in. A farm operation is different as the emotion can carry from the house to the barn, and vice versa. You can’t leave the office if you have had a bad day. While my personal life has flourished, so has my professional career with RBC. The flexibility of technology and work- family balance with RBC has allowed me to continue working with families, helping them meet their financial needs. Our days start early and end late as we try to raise a young family, run a farm operation, work full-time and in some part, give back to our community. I remember a former client told me that he prefers women bankers because they pay attention to details and can multi- task. His spouse is a partner with him in their business. I recently had the opportunity to judge the Queen of the Furrow Competition at our local county match. The enthusiasm of these five young women was contagious. The passion they had for agriculture was evident and when asked the question, “What is your long-term plan?”, four out of five said they wanted to return to their family farm or a related job in the agriculture industry. That is 80 per cent! While I still see a large percentage of men when I walk into a producer meeting, times are changing. On our commercial banking team we have 14 people, nine of whom are women. There are four women who hold positions of CEO/ General Manager in farm organizations in Ontario and Kathleen Wynne’s victory as Ontario’s first female premier is a significant breakthrough for women in all industries. As for that family farm in Peel County, which had three daughters and no son to take over the farm, a lot has happened over the last 10 years. I continue to be employed by RBC as a Senior Financing Specialist. My younger sister is employed by the Ontario Ministry of Agriculture and Food, and my youngest sister has officially returned to the family farm and is a partner in the operation. Women are mothers, daughters, wives and sisters, and we’re pretty darn good farmers, too. Amanda Hammell, B. Comm. (Ag), CAFA, is a Senior Financing Specialist with RBC Royal Bank. She also farms with her husband in Bruce County. Did you know Canada had 292,795 farm operators in the Ag-NHS data- base in 2011. Male operators to- talled 212,185, or 72.5 per cent, while female operators totalled 80,605, or 27.5 per cent. British Columbia reported the largest proportion of fe- male operators at 36.5 per cent.14 The Canadian Association of Farm Advisors A s the father of three young men who have spent many summers working on the farm or in their words, “indentured to Dad,” succession planning is a very real and challenging task. All three sons are very different—different likes and dislikes, different strengths, skills and different shortcomings. How does one draw all of this together to craft a workable (note, I purposely did not say harmonious) and fair arrangement that will stand the rigours of the modern world and the test of time? The family farm has changed, is changing and will continue to change. For most, the urban influence grows daily. For some, it is the proximity to a major cen- tre, the increasing influx of city folk to the country, and for others it is through social media and other electronic means. Our children see the lifestyles of the non-farm neighbours and it dramatically impacts their wants (they will say needs) and their expectations. While they may enjoy and desire a role in agriculture it is not quite the same role and lifestyle of their parents and grandparents. Where does one start? Here is what I have learned so far as the boys educate Dad: • One size does not fit all. • What might have been a great motiv- ator in your day may be a non-starter for Gen X, Y or whatever generation we are dealing with today. • Start early in the succession process. Leaving everything to the mysteries of a will sometime in the future likely won’t work out well. • Have regular meetings to ensure all parties are aware of directions and progress. • Ask family members what they see as their role going forward. • Share your vision with your family for the operation in the future. • Involve your family in the planning so that it is a shared vision. • Within reason, allow everyone an op- portunity to try their ideas. • Involve independent third parties early in the process. • Remember that fair does not neces- sarily mean equality in the estate and succession planning process. • If at first you don’t succeed (and you likely won’t on the first try) keep work- ing at the process. Keeping all of this in mind, how does one go about pulling all of the pieces together? Start by critically evaluating the play- ers and your business. A plan that sets unreasonable goals for the next genera- tion is not likely to succeed. Similarly, it is hard to have a successful succession if you do not have a successful busi- ness to transition. In short, don’t set the family up for failure simply in the name of tradition. You need a solid busi- ness plan that includes a succession arrangement. The Conference Board of Canada re- cently released a report called Seeds for Success: Enhancing Canada’s Farming Enterprise. While it may be a long read for many, the conclusions reached are useful for all in agriculture. Whether your farm is large or small, you all need to deal with managing capital, marketing, people and relationships in your business community, as well as being familiar with the crops or products of your specific business. It is a tall order for any one person to stay on top of and feel comfortable in all of these areas of expertise. This is where the family comes in and a family has a potential advantage in the business world when there is a shared vision and a collective passion for what they do. Increasingly, we see specialization by family members to specific tasks rather than all members attempting to do all jobs with the collective effort being greater than the sum of the individual parts. The first rule for a successful business and a successful transition to the next By Rick Wismer, Durward Jones Barkwell & Company LLP Succession and the Family Farm in Today’s Environment2013 - 2014 / www.cafanet.com 15 generation is flexibility. Be prepared to change products or implement new ac- tivities where market conditions or family goals suggest changes are necessary. In- clude flexibility in the business structure, allowing for changes in roles over time. Having a family member work off the farm or pursue a different career choice before returning to the operation may, in the long term, strengthen the overall oper- ation. Similarly, in certain situations, hav- ing non-farming family members involved in managing the farm legacy may bring a different perspective to the boardroom provided that there is also a mechanism to resolve any potential conflicts. At the end of the day there is no single magic formula for success or succession. Each family business and farm family unit has their own unique issues and goals. Any plan put in place needs to satisfy, to the greatest degree possible, the aims and ambitions of the collective group. The correct or successful plan is one that satisfies that requirement. The process of effectively planning for and managing the farm business is equally as or more important than creating the perfect structure. The successful family plan will also recognize and take into ac- count that not all family members may be able to participate for many reasons in the core family business and find reasonable alternative accommodation within the family framework. Rick Wismer is a Chartered Accountant and a senior partner in the public accounting firm of Durward Jones Barkwell & Company LLP, located in Niagara, Ont. He also oper- ates a successful farm operation including vineyards, and, with his sons, provides farm management services to third parties.16 The Canadian Association of Farm Advisors I have spent all my working life helping farm families; the first 27 in the farm equipment business and these last 16 now as a financial coach. I have ended up helping many families who got started into this process, only to give up in frustra- tion due to the complexity and all of the emotional issues that come up. I believe that my primary role in any planning process is to act as their quarter- back, as well as, at times, being a mediator and referee when things get somewhat heated. I liken the issues needing to be re- solved to be somewhat like an iceberg—85 per cent of them revolve around the usual lack of family communication and only 15 per cent relate to solving technical issues. Farm families should ideally start into this process at least five years ahead of the proposed roll over or sale date to al- low sufficient time to implement any needed planning strategies. When talking to farm families, I have several key areas to discuss in dealing with sale or succes- sion issues. These are not in any particu- lar order, as each have different levels of importance depending on the family in- volved. As previously mentioned, every farm succession plan needs a quarter- back; either your accountant, financial advisor or other professional to keep the planning process rolling along. Ensuring a comfortable retirement for mom and dad They built the farm up over their life- times. Now they need enough capital to have a nice home and be able to enjoy their new freedom. There are many dif- ferent ways to approach this. Refinancing the farm as collateral can be one way to ensure sufficient funds for them in retire- ment. For example, Farm Credit Canada has an innovative program that advan- ces payment to the parents over time to minimize the borrowing cost to the family member wanting to farm, while guar- anteeing future payments to the retired parents. A big issue today is finding de- cent income at today’s low interest rates in safe investments, so they can sleep soundly at night. Farming vs. non-farming children Fair is not necessarily an equal division of farm assets to all; it is important to en- sure that all the children understand and accept what is going to happen in the fu- ture, either on sale or roll over. Funding a joint and last-to-die farm estate bond life insurance policy on the parents can be one very effective way to cover off either estate equalization or conservation needs, as long as the parents are insurable. Tax issues Did you know that you can facilitate the sale or rollover with no or low tax? Take advantage of unique tax rules for family farms that allow tax free roll over to the next generation, as long as certain criteria is met. This is one of the main issues to get farm families talking about and can be used to lead into a review of other topics. This can be a very complicated process, depending on the size of the farm and depending if it is set up as a sole pro- prietorship, partnership or a corporation. Ideally, this needs to be reviewed and put into place several years prior to the sale or rollover in order to ensure sufficient time to set up effective tax minimization or de- ferral strategies. Discussing family farm continuity It is really important to understand the importance of having a viable farm unit going forward, as it relates to the size of the farm and the types of crops or live- stock being raised. Everyone needs to understand what all the factors are that need to be considered in the planning process. It is human nature to develop rosy farm cash flow and profitability pro- jections, and understate expenses, espe- cially those given to bankers. Realistically, By Peter Boys, Boys Financial Services Farm Sale or Succession Planning: Not a Simple Process!2013 - 2014 / www.cafanet.com 17 it’s much better to forward plan using more conservative numbers. Many family farms don’t make it past the third genera- tion because of lack of planning, lack of communicating, the non-farming children assuming they are all going to get a piece of the farm, or the parent’s assuming their children want to farm. Please don’t as- sume; talk about these things or they very quickly become the elephant in the room. Are the wills current? I always review clients’ existing wills. Many often state the same thing; assets roll over to the surviving spouse, or are split equally between the surviving chil- dren, in the event of their parent’s joint demise. Splitting eight quarters of land between three children would be a disas- ter, as would one child farming the whole operation with their siblings as silent partners. Get professional tax advice Many farmers have a dislike of paper- work, paying taxes, dealing with lawyers and accountants, and paying professional fees. Farmers often like to deal with a local bookkeeper or non-accredited account- ant, and they like to take zero income and defer tax as long as possible. This invari- ably leads to very significant taxes to deal with at the time of the sale or roll over. This is the ticking financial time bomb on many farms, especially with today’s skyrock- eting land prices adding even more fat to the tax fire. You plan your crops, why not your farm’s future? Looking ahead over the next 15 years at Canadian demographics, there will be thousands of farm family’s facing the thorny issues of sale or succession. Un- fortunately, many are ill prepared for the transition, either financially or emotion- ally, or both. The bottom line is that if no decisions are made, they eventually will be made for you and provincial legisla- tion may end up making the estate distri- bution decisions for you. It is too late to do much planning if the owner is forced off the farm prematurely due to sickness or accident. Use qualified financial professionals Put a team together to work with your family on your succession plan and under- stand the grave consequences of doing nothing. The biggest frustration we advis- ors have in trying to help farm families, is having insufficient time to make use of the many innovative planning strategies we have available to us. All are cut short in the event of the permanent disability, sick- ness or the death of the farming principal. Peter Boys, CAFA, is an advisor and fi- nancial coach with Boys Financial Services. Boys was raised on a mixed farm in England and earned a National Diploma in Agricultural Engineering in 1969. He moved to Canada in 1970 and worked in various positions in the farm equipment business for 27 years. Boys started working as a financial advisor/coach in 1997, as an independent insurance and in- vestment broker. He is a member of ADVOCIS (the Canadian Association of Insurance and Fi- nancial Advisors) and is a Certified Agricultural Farm Advisor registered with CAFA (Canadian Association of Farm Advisors). 18 The Canadian Association of Farm Advisors 2013/2014 Canadian Farm Advisors Resource Guide ALBERTA AccuPro Real Estate Appraisal & Consulting Sidney Cumming, AACI, P. App., CAFA 10032 - 103 Avenue Grande Prairie, AB T8V 1B8 Tel: (780) 538-9776 Fax: (866) 926-9663 Chapter: Grande Prairie sid@accuproappraisal.com www.accuproappraisal.com Advance Communications Ltd. Gordon Colledge, BA, CAFA 472 - 2020 - 32 Street South Lethbridge, AB T1K 7T9 Tel: (403) 381-0270 Fax: (403) 380-3759 Areas of Practice: Educator; Family Coach; Human Resources; Management Consultant; Mediator / Facilitator; Public Speaker Specializing in: Succession Chapter: Lethbridge adcomm@telusplanet.net gordcolledge.com AJL Consulting Art Lange, B.Sc. (Ag) P. Ag., Life Lic & Disability Ins Health Inset, CAFA President & Professional Consultant #145 52312 Range Road, 225 Sherwood Park, AB T8C 1E1 Tel: (780) 467-6040 Fax: (780) 449-2993 Areas of Practice: Agrologist; Management Consultant Specializing in: Succession Chapter: Edmonton - Leduc art@ajlconsulting.ca ajlconsulting.ca Alberta Agriculture Janice Warren New Venture Business Development 5401 - 1 Avenue South Lethbridge Center Lethbridge, AB T1J 4V6 Tel: (403) 381-5844 Fax: (403) 382-4526 Areas of Practice: Other Specializing in: Business Coach - Marketing Chapter: Lethbridge jan.warren@gov.ab.ca ATB Financial Curtis Flewelling, B. Sc.Ag. Business Mgt., AAg., CAFA Manager Business Development 6794 - 50 Avenue Red Deer, AB T4N 4E1 Tel: (403) 396-7775 Fax: (403) 342-0515 Areas of Practice: Banker / Lender Chapter: Red Deer cflewelling@atb.com www.atb.com Avid Financial Services Ltd. Jim Biblow, CLU; RHU; CSA, CAFA Advisor #3 - Calling Horse Estates Calgary, AB T3Z 1H4 Tel: (403) 880-5444 Fax: (403) 202-5258 Areas of Practice: Financial Planner; Insurance; Investment Specializing in: Segregated Funds, RRSP Planning Chapter: Calgary jimbiblow@telus.net Bob Beach Insurance Inc. Bob Beach, B.Ed., LUAC, CAFA Specialist, Farm Estate & Retirement Plans 91 Stratton Crescent Southwest Calgary, AB T3H 1T7 Tel: (403) 242-9990 Fax: (403) 242-8991 Areas of Practice: Insurance; Investment Specializing in: Retirement Planning & Succession Chapter: Calgary bobbeach@shaw.ca Boys Financial Services Peter Boys, National Diploma in Ag. Eng.; CAFA; Life & A&S Licensed Financial Planner PO Box 2089 Stettler, AB T0C 2L0 Tel: (403) 742-6450 Fax: (403) 742-6232 Areas of Practice: Insurance; Investment; Mediator / Facilitator; Public Speaker Chapter: Red Deer peter@boysfin.ca www.boysfin.ca CanEurope Consulting Ltd. John Souman, Chartered Mediator, ADRIA, CAFA 20 - 51222 Range Road 260 Spruce Grove, AB T7Y 1B1 Tel: (780) 238-8484 Areas of Practice: Environment; Family Coach; Management Consultant; Mediator; Public Speaker Specializing in: Water & Nature Preservation by Farmers Chapter: Edmonton - Leduc john@caneurope.ca www.caneurope.ca Dentons Canada LLP Doris Bonora, LL.B, TEP, CAFA Partner 2900, 10180 - 101 Street Edmonton, AB T5J 3V5 Tel: (780) 423-7188 Area of Practice: Lawyer Chapter: Edmonton - Leduc doris.borona@dentons.com www.dentons.com Endeavor Chartered Accountants David Beckie, BSA (Ag Economics); P.Ag., CAFA Director, Agricultural Client Services Box 2110 Hanna, AB T0J 1P0 Tel: (403) 854-4421 Fax: (403) 854-2023 Area of Practice: Agrologist Specializes in: Farm Finance and Management; Business and Succession Plans; Ag Lending Chapter: Red Deer dave.beckie@endeavorcas.com Farm Business Consulting Ltd. Kent Plosz, Alberta Insurance Council, Commissioner of Oaths, CAFA CEO 6 Alexis Street Red Deer, AB T4R 3E6 Tel: (403) 341-3475 Fax: (866) 774-8094 Areas of Practice: Agricultural Economist; Management Consultant; Marketing; Public Speaker Chapter: Red Deer k.plosz@farmbusinessconsulting. com www.farmbusinessconsulting.com Farm Credit Canada Brent Flewelling, CAFA 110 - 6900 Taylor Drive Red Deer, AB T4P 1K4 Tel: (403) 340-4200 Fax: (403) 340-4227 Areas of Practice: Banker / Lender Chapter: Red Deer brent.flewelling@fcc-fac.ca www.fcc-fac.ca Farmassist Advisory Services Inc. Reg Shandro, P.Ag., BSc. Ag, CAFA RR 1 Box 8, Station Site 7 Lacombe, AB T4L 2N1 Tel: (403) 391-8734 Areas of Practice: Agricultural Economist; Managemnt Consultant Chapter: Red Deer reg@regshandro.com Gregory Harriman & Associates LLP Shelley Harriman, CGA, CAFA Partner 104 - 331 Third Avenue Strathmore, AB T1P 1T5 Tel: (403) 934-3176 Fax: (403) 934-3182 Area of Practice: Accountant Specializing in: Ag; Taxation; Estate Planning; Farm Succession Chapter: Calgary sharriman@gh-a.com www.gh-a.com Investors Group Kerry Riglin, CFP, CAFA Financial Consultant 703 - 10th Street Wainwright, AB T9W 1P3 Tel: (780) 845-9852 Fax: (780) 845-9854 Areas of Practice: Financial Planner; Insurance; Investment Specializing in: Farm Estate; Succession; Business Planning Chapter: Edmonton - Leduc kerry.riglin@investorsgroup.com www.investorsgroup.com JRN Consulting Services Janet Nielsen, CAFA Ag Analyst Certified Advisor; Field Manager Pro Consultant RR 3 Red Deer, AB T4N 5E3 Areas of Practice: Agri-Business Owner; Management Consultant; Producer Specializing in: Ag Analyst Certified Advisor; Field Manager, Pro Consultant Chapter: Red Deer janetn@xplornet.ca Kingston Ross Pasnak LLP Allan Sawiak, CA, CAFA, TEP Tax Partner 2900 Bell Tower, 10104 - 103 Avenue Edmonton, AB T5J 0H8 Tel: (780) 420-4772 Fax: (780) 429-4817 Area of Practice: Accountant Specializing in: Tax & Estate Planning Chapter: Edmonton - Leduc asawiak@krpgroup.com www.krpgroup.com KPMG Ryan Stevenson, CA, Tax Specialist (CICA In-depth Tax), CAFA Tax Specialist 500 Lethbridge Centre Tower 400 4th Avenue South Lethbridge, AB T1J 4E1 Tel: (403) 380-5770 Fax: (403) 380-5760 Chapter: Lethbridge rstevenson@kpmg.ca www.kpmg.ca Larrry Morin Larry Morin, Finance Dip; AIC (Life License; Farm Debt Mediation, CAFA Owner 18 Westwood Way Fort Saskatchewan, AB T8L 4G4 Tel: (780) 405-2959 Fax: (780) 992-3211 Areas of Practice: Insurance; Investment; Management Consultant; Producer Specializing in: Life Insurance; Segregated Funds; Farm Business Advisor; Grain Chapter: Edmonton - Leduc larrymorin@shaw.ca 2013 - 2014 / www.cafanet.com 19 2013/2014 Canadian Farm Advisors Resource Guide LifeLegacy Wealth Management Richard Bradford, B. Sc. (Agr.), P.Ag., CFP, CAFA Certified Financial Planner 4327 - 54th Avenue, Suite 101 Red Deer, AB T4N 4L9 Tel: (403) 341-5888 Fax: (403) 346-0200 Areas of Practice: Agrologist; Financial Planner; Insurance; Investment; Management Consultant Specializing in: Retirement Planning; Succession; Charitable Giving Chapter: Red Deer rbradford@peakgroup.com Linview Realty Inc. Christine Coggins, Real Estate Broker, CAFA Real Estate Broker PO Box 99 Linden, AB T0M 1J0 Tel: (403) 546-3070 Fax: (403) 546-2638 Areas of Practice: Real Estate Agent Specializing in: Farms; Farm Land and Quota Sales Throughout Alberta Chapter: Calgary christine@linview.ca www.linview.ca Lorenz Richer Currie LLP Chartered Accountants Shelley Lorenz, B.Comm, CA, CAFA Partner 214 Place, Box 44, 9909 - 102 Street Grande Prairie, AB T8V 2V4 Tel: (780) 532-1300 Fax: (780) 532-4244 Area of Practice: Accountant Chapter: Grande Prairie slorenz.lcca@telus.net www.lrcca.ca MNP Aaron Honess, CAFA Farm Management Consultant 3425 - 2nd Avenue South Lethbridge, AB T1J 4V1 Tel: (403) 380-1618 Fax: (403) 380-7418 Area of Practice: Management Consultant Specializing in: Strategic & Business Planning; Succession; Feasibility Studies Chapter: Lethbridge aaron.honess@mnp.ca www.mnp.ca MNP Diana Gould, CMA, ACA/VIP-FCC Management Software Designated Professional 4922 - 53rd Street Red Deer, AB T4N 2E9 Tel: (403) 456-1318 Fax: (403) 341-5599 Area of Practice: Accountant Specializing in: Accounting; Tax and Farm Software Chapter: Red Deer diana.gould@mnp.ca www.mnp.ca MNP Mark Wobick, P. Ag., B.Sc., CAFA Manager - Farm Management Consulting 3425 2nd Avenue South Lethbridge, AB T1J 4V1 Tel: (403) 380-1666 Fax: (403) 380-7466 Chapter: Lethbridge mark.wobick@mnp.ca www.mnp.ca MNP LLP Darren Swann, B.Comm,CA, CAFA 4922 53rd Street Red Deer, AB T4N 2E9 Senior Tax Manager Tel: (403) 309-1232 Fax: (403) 341-5599 Area of Practice: Accountant Specializing in: Tax Planning Chapter: Calgary darren.swann@mnp.ca www.mnp.ca MNP LLP Kimberly Shipley, CA, CAFA Senior Manager 4922 - 53rd Street Red Deer, AB T4W 2E9 Tel: (403) 356-1278 Fax: (403) 341-5599 Area of Practice: Accountant Chapter: Red Deer kimberly.shipley@mnp.ca www.mnp.ca North & Company LLP Barrie Broughton, BA, LLB, TEP, CAFA Lawyer PO Box 291 Station Main Lethbridge, AB T1J 4J7 Tel: (403) 328-7781 Fax: (403) 320-8958 Area of Practice: Lawyer Specializing in: Trust; Tax; Succession Chapter: Lethbridge b-broughton@north-co.com www.north-co.com RDTV Ltd. Rob Eirich, MBA, CMA, CITT, CAC, C.MGR VP Marketing 4805 47 Street Olds, AB T4H 1C8 Tel: (403) 527-4404 Fax: (403) 507-4405 Area of Practices: Brand Development; Management Consulting; Agribusiness Planning Chapter: Red Deer rob.eirich@rdtv.ca www.rdtv.ca Royal Bank Heather Karst, B. of Sc., Agriculture, CAFA Account Manager, Agriculture 4934 Ross Street Red Deer, AB T4N 1X8 Tel: (403) 340-7201 Fax: (403) 340-7307 Areas of Practice: Banker / Lender Specializing in: Agriculture Chapter: Red Deer heather.karst@rbc.com www.rbc.com S.G. Barnabe & Associates Scott Barnabe, B. Comm., PFP, CIM, CAFA Farm Sale Tax Planner 4105 33rd Street Red Deer, AB T4N 0N1 Tel: (403) 872-4155 Chapter: Red Deer scott@sgbarnabe.ca www.sgbarnabe.ca Solar Harvest Ventures Inc. John Reid, B.Sc (Ag), P.Ag, CAC, CAFA Consultant Box 17, Site 4, RR 1 Rocky Mountain House, AB T4T 2A1 Tel: (403) 729-2416 Fax: (403) 729-2417 Area of Practice: Management Consultant Specializing in: Farm Business Analysis & Planning Chapter: Red Deer johnreid@solarharvest.ca Taylor Financial Group Ltd. Wayne E. Taylor, PRP, CAFA President 10231 121 Street Edmonton, AB T5N 1K6 Tel: (780) 451-3321 Fax: (780) 451-3321 Chapter: Edmonton - Leduc wayne@ethicaladvisor.com TD Canada Trust Ted Coatham, B Comm., CAFA Account Manager #156 - 200 - 4th Avenue South Lethbridge, AB T1J 4C9 Tel: (403) 381-5087 Fax: (403) 381-5082 Area of Practice: Banker / Lender Chapter: Lethbridge ted.coatham@td.com www.td.com Trish Henderson, P. Ag., B.Sc. Ag. Farmer, Consultant Box 12, Site 15, RR 1 Cochrane, AB T4C 1A1 Tel: (403) 999-3012 Chapter: Calgary trish.henderson@live.com Turning Point Law Paul McLaughlin, LLB Partner 170 - 150 Chippewa Road Sherwood Park, AB T8A 6A2 Tel: (780) 410-0544 Fax: (780) 410-0566 Area of Practice: Lawyer Specializing in: Wills, Estates, Trust, Farm Tax, Farm Succession Planning Chapter: Edmonton - Leduc pm@tplaw.ca www.tplaw Young Parkyn McNab Glenn T. Dogterom, BA, CFP, CMA, CAFA Accountant 100, 530 8 Street South Lethbridge, AB T1J 2J8 Tel: (403) 382-6830 Fax: (403) 327-8990 Chapter: Lethbridge glenn.dogterom@ypm.ca www.ymp.ca BRITISH COLUMBIA Assante Capital Management Adrain Spitters, CFP Senior Financial Planner Box 8000 Abbotsford, BC V2S 6H1 Tel: (604) 855-6846 Areas of Practice: Financial Planner; Insurance; Investment Specializing in: Wealth Management; Retirement Planning; Insurance; Investment Advice; Risk Management Chapter: Fraser Valley aspitters@assante.com www.assante.com Memories from 2013!Next >