Landscape Ontario - September 2022

September 2022 PM 40013519 Apprenticeship GROWING THROUGH Barb MacIntyre and Bret Measor thrive with Verdant Landscape & Design

The idea is to do things in a more efficient way, buying or inventing cheaper machines to help with the job, or creating procedures that require fewer laborious steps… It can be the machines becoming more productive through technology. It can also be the workers becoming more productive through more education or enhancing theirWhatskills.”are you doing to help your business become efficient in order to increase productivity? Are you still relying on only manual labour to install driveway pavers or are you utilizing a prolifter or a large-scale vacuum lift?

To move soil to a new backyard garden, are your crews hoofing it with individual bags or are you using a dingo loader with interchangeable attachments? Are you still guessing on the weather and moving your crews around in case of rain or snow rather than relying on strong Cheers.discussion.questionsbottomworkplace.relieveconsiderationbusiness,scaletechnologymeteorology/climatologysuchastheKSMIsoftware?Whetheryouoperatealarge-businessorasmalltwo-personefficienciesareanimportantandtheyultimatelystaffstress,leadingtoahappierItalsoimprovesyourline.Asalways,IwelcomeyourandopportunitiesforfurtherPleasereachmebyemail.

EXECUTIVE - Lindsay Drake Nightingale Past President - Dave Wright Vice President - Ed Hansen Second Vice President - Lindsey Ross Treasurer - Jeff Olsen Landscape Ontario’s mandate is to be the leader in representing, promoting and fostering a favourable environment for the advancement of the horticultural profession in Ontario.

A s I write this article, the dog days of summer are upon us. Generally, this is the time of year when business owners and their teams can take a much-needed break. A break can mean different things — personal time and/or business reflectionPersonaltime.time is pretty simple — it’s doing something you enjoy. It could be spending time at a lakeside cottage, catching a movie at an outdoor drive-in, hiking and biking along one of Ontario’s fabulous trail systems, reading a book, or listening to a podcast under a tree in a local park. These simple pleasures can be enjoyed on your own, or with family and friends. Personal time is to re-energize and should be part of your wellnessAugustplan.and September are also good times for business reflection — looking back over the season in order to meet the fall and winter with a renewed outlook and to increase productivity.

COMMITTEE President

SEPTEMBER 2022 | 3 Return undeliverable Canadian addresses to: Circulation Department - Landscape Ontario 7856 Fifth Line South, Milton, ON L9T 2X8 Canada Phone: 905-875-1805 September 2022 • Volume 40 - No. 06 HortTrades.com ISSN Publications1928-9553Mail Agreement No. PM40013519 Views expressed are those of the writer concerned. Landscape Ontario assumes no responsibility for the validity or correctness of any opinions or references made by the author. Copyright 2022, reproduction or the use of whole or any part of the contents without written permission is prohibited. Published 9x per year. Rates and deadlines are available on request. Subscription price: $43.51 per year (HST included). For subscription and address changes, please email subscriptions@landscapeontario.com COMMUNICATIONS COMMITTEE Gerald Boot CLM, Lindsay Drake Nightingale, Jeremy Feenstra, Mark Fisher, Hank Gelderman, Bob Tubby, Nick Winkelmolen COMMUNICATIONS DEPARTMENT Director of Communications and Publications Scott Barber Creative Director - Mike Wasilewski Communications Coordinator and Content Manager - Robert Ellidge Multimedia Journalist - Karina Sinclair Account Manager - Greg Sumsion Business Development - Liz Lant Communications Coordinator - Angela Lindsay Digital Marketing Specialist - Adele Bedard Journalism Intern - Gail Pope Accountant - Joe Sabatino Staff contact info: landscapeontario.com/contact

Lindsay Drake Nightingale LO President info@yorkshiregardenservices.com

Asking the hard questions: how can we increase productivity without burning out our staff? How can we make our businesses more efficient with the team members we have? What new efficiencies are we keen to implement? How can we encourage our teams to work smarter? Have we asked staff to suggest solutions? CBC business columnist Don Pittis recently wrote: “…boosting productivity should be understood as increasing outputs without increasing inputs.

Growing green careers EIO Solutions HR Hotline Landscape companies face rising costs GROWing the profession Association AdvertisersColumnsProfessionalNewsNews DepartmentsFeatures 4 10 12 30 14 20 24 29

PRESIDENT’S MESSAGE

Productivity efficiencies

Growing green

Tell us about your company, Verdant Landscape & Design.

Matt Robertson: Well, it started with me teaching. I have been teaching in the Apprenticeship Program for a long time and when we started expanding and looking for employees it really made sense to look for apprentices. The reason being that sometimes we have had employees that come with some bad habits, or habits that don’t fit with our company’s ideals. So having someone like Bret and Barb on board that we can train in best practices is amazing. We interact with so many students with different ideas as well, so there is also the benefit of being able to bring the ideas that Bret and Barb have into our company and helping us even maintain a higher level of quality and customer service.

att and Morgan Robertson are the father and son team behind Verdant Landscape & Design, a full service landscape company based in Milton, Ont. The Robertsons are deeply passionate about education. In fact, both are graduates of the Niagara Parks Commission School of Horticulture (NPCSH).

As business owners, they encourage staff to grow their skills through the Horticultural Technician Apprenticeship Program. Apprenticeship is something they know well: Matt is a program instructor at Mohawk College, and Morgan earned his Red Seal certification at NPCSH. They both joined Landscape Ontario Podcast host Scott Barber to talk about why they believe apprenticeship is a win-win for employers and their staff. They also brought current apprenticeship students from their team, Barb MacIntyre and Bret Measor, to speak about their experience in the program.

What was your personal experience like in the Horticulture Technician Apprenticeship Program?

Morgan Robertson: We started our company in 2018. We’re based out of Milton, and we’re a design, build, and maintenance company. I do most of the designs: interlock walls, water features, lighting, all the usual things. Our focus however, is in garden design, planting, and maintenance. With both of us being Niagara Parks grads, that’s really our passion — the softscaping side of things. But we do try to incorporate a bit of everything to get a nice flow and aesthetic for our clients. Our focus is definitely quality based, not price based.

M

Verdant Landscape & Design supports apprenticeship

SEPTEMBER 2022 | 5

Morgan: My experience was a bit more unique than many other apprentices because I did mine through the Niagara Parks School of Horticulture, so I was able to actually get a diploma as well as complete my apprenticeship at Niagara Parks Botanical Gardens. So a lot of the class time was immediately transcribed into the practical portion. I learned how to prune trees and then we Interview by Scott Barber

How did you get involved with apprenticeship?

Matt: I’ve been involved with Landscape Ontario in different capacities for a long time. One was on the landscape sector group and the biggest complaint has long been the lack of trained staff. I enjoy teaching; it’s my way of giving back to the industry as a whole, because there is a better trained workforce. And the better trained the workforce is, the better the perception of the industry is. The overall quality, and the profitability, climbs as well. Sometimes I feel that our industry has that poor reputation in the public’s eye, and when we bring on employees that are knowledgeable, confident and wellspoken, it says to our clients that we’re worth the money, we’re a valuable company to our clients. And when I help with another company it’s not taking away from Verdant Landscaping, it’s adding to the industry as a whole. And what do they say? ‘The rising tide lifts all boats.’ Can you explain how you got into the apprenticeship program? Barbara MacIntyre: It’s somewhat of a unique story. I had been working in the interior design industry for the past almost 25 years, but in 2020 I lost my job. Being a farm girl, I had always enjoyed working outside, so one time when I was home visiting my mom on the farm I told her, “I think I want to go back to school for landscape design.” And that’s what I did. I enrolled in the Landscape Technician Program at Humber College. And then the next thing that happened was I met Allan Nason, who is a horticulture teacher at my daughter’s school, Notre Dame Catholic Secondary School in Burlington. And Allan, knowing that I was studying at Humber, recommended I reach out to Matt Robertson with Verdant Landscaping. So that’s what happened. I completed my semester at Humber and now I’m moving over to the Apprenticeship Program. You know, things happen when you talk and so I owe a lot to Allan and having him connect me with Matt and Morgan. Having worked in the design industry for as long as I have, it’s the knowledge base that you need to be a good designer. I kinda have a little motto: I would like to take my interior design skills outside. Can you describe your path and how you came to the Apprenticeship Program?

6 | LANDSCAPE ONTARIO would go out and prune trees, and the apprenticeship I wanted to be able to do was something where I could take those classroom experiences and then bring it into the job site. So that experience isn’t that different from the traditional apprenticeship that is available through Mohawk, Humber, Fanshawe and Algonquin Colleges, where you do classes in the winter and then in the next season you are able to bring that knowledge to the job site and actually incorporate it in your work.

It’s exactly what Barb said: we just work and learn. It’s just working and learning and that’s exactly what I want out of the whole thing is to learn more about what I’m doing.

Bret: I would say yes. It’s a really great starting ground to get you going. There’s a lot of things that you learn in the program; it’s a bit of everything. And once you gain that knowledge you start working and it’s like: ‘Well, now I have this nugget, where can I go afterwards?’ because this field is very broad and there’s a lot of areas that you can probably become an expert in. So I looked at it as if this is something where you want to start and see if this can spark something. I feel like I am going to keep on learning now.

Bret Measor: I originally started in construction work, so I was doing home renos. I eventually got tired of working outside, so I became a game designer and did that for 15 years. Then I got tired of being inside, so I was trying to figure out how to get back outside, but I didn’t want to climb ladders around houses anymore. Eventually, I landed on landscaping. So I applied to a countless number of places before one company gave me an opportunity. So I started with just basic lawn maintenance and a little bit of the gardening and once I started doing the gardening I knew I wanted to learn more. That’s when I learned about the Horticultural Technician Apprenticeship Program — and I decided to go for it. I thought the opportunity is there, why not? I wouldn’t mind learning more about this and that’s how I got into the program was through that company. Then I met Matt and he was my teacher for multiple classes and he would always answer my random questions. I would always have random thoughts and I would always be like: ‘Hey Matt, what about this idea’ and he would always take the time to answer me back. I was like, ‘alright cool, this guy knows what he is talking about.’ So eventually the first company that I was working for sold their company and then I just approached Matt and said: ‘Hey man, what are you up to? Do you need anyone?’ We just talked for a little bit about it and eventually, one thing led to another where I was able to come and start working for him and it’s been a blast.

Barb MacIntyre, Bret Measor, Matt Robertson and Morgan Robertson on a jobsite in Milton, Ont. this summer.

Why is teaching and supporting the next generation of landscape professionals important to you?

What would you tell someone who is thinking about a career in landscaping? Would you encourage them to consider apprenticeship?

Barb: I don’t think you ever stop learning. One thing to remember is that it’s not a cakewalk. I think there’s a misconception that landscaping is just going out and cutting grass. But with a company like Verdant, we do a lot more than that and we really love working in the garden. I enjoy learning hands-on. That’s how I learn, and

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Matt: Terry Murphy, he used to be a part of Landscape Ontario for many years (as Director of Education and Workforce Development). He has a saying that echoes through my mind forever: “The only thing worse than training an employee and having them leave, is not training them and having them stay.”

LANDSCAPE ONTARIO being able to stop and ask questions is key. But if it is something you want to pursue just be prepared. It is a lot of work, but you are going to come out knowing so much more and knowing the right way.

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PODCAST THE This interview was adapted from an episode of the Landscape Ontario podcast. Listen to the podcast at landscapeontario.com/podcast or by searching “Landscape Ontario” on Apple Podcasts, Spotify or Google Play. out of it because it’s a cakewalk now for an employer to sign up employees. So that’s number one: it’s really easy. Two, you get a better person at the end of the training season, first and second level. Someone better comes back. And the last one is the tax credits. It’s almost a no-brainer to bring on an apprentice as opposed to just a labourer.

Morgan: You heard it from Bret and Barb: the confidence that it instills in your employees. You have both a better trained employee, someone who has a better idea of what is going on and they might be more comfortable talking to clients, so your internal promotion is a lot easier. You don’t necessarily have to reach out and go looking for a foreman or a site supervisor. You bring on the labour that you had last season that now is trained, and who is able to lead and train other people internally. From a practical standpoint that leads to a higher employee satisfaction and a longer staying employee. They’re more likely to stay if they see growth within a company; they’re not just going to be the labourer that hauls wheelbarrows or lays stone the whole time. They can see themselves doing other positions within the company itself and I think that’s pretty powerful.

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Interview by Scott Barber

Domenic: Landscaping can be a challenging industry when it comes to human resources. The seasonality is a challenge, and anywhere fast-paced presents unique demands. You’re hiring people, you’re getting jobs done, you’re trying to do as much as you can during the summer months and during that time crunch, things can get missed. A lot of the LO members that I’ve met came from cutting grass when they were young and they just said, “You know, I’m going to open up my own business.” So they know how to do the landscaping part, but when it comes to taking care of the employees — in all the various ways we talk about — that may not be their strong suit. They want to recruit a good team, but they never really had knowledge of the things they should be doing to attract employees: to be compliant, to reduce liabilities, things like that. Also, the majority of LO members are more on the small to medium size, rather than the large size, so they really don’t have, let’s call them, HR people on their staff. And I think that’s where this relationship really bloomed, if I can use that word, just because we are able to provide that support through our system, and we hope it can help elevate each individual business.

In June of 2022, EIO Solutions and LO partnered to create a free hotline for members. How does it work?

Why is it important for landscape business owners to be engaged on HR issues?

omenic Richichi and John Trainor from EIO Solutions recently joined the Landscape Ontario Podcast to talk about the new HR hotline. This new members only benefit provides free access to human resource professionals by email, phone or web chat, seven days a week from 7 a.m. to 7 p.m. LO members also enjoy access to a free EIO Health Check, where an HR professional from EIO Solutions will help them to learn the true cost of turnover, liabilities, and other hidden expenses, find opportunities for savings, and provide an action plan for transforming their business. What is EIO Solutions?

John: It’s exactly as it sounds: it’s a dedicated hotline that members can call, text, email or even go online and join a live web chat, to ask any question they can think of regarding human resources. It’s open seven days a week from 7 a.m. to 7 p.m. EST. Typically, messages received during the day will be responded to within an hour. What kinds of questions do you anticipate getting from LO members?

Domenic Richichi: Some questions we have been receiving already are about employees not showing up to work, or employees that leave work with no reason. We’ve also had questions related to COVID-19 policies, as well as questions about health and safety. Those are the ones we are starting to get, but the range is literally endless. Anything to do with employees, we want to encourage LO members to reach out.

John Trainor: While EIO Solutions employs a lot of HR experts like Domenic, who has over 30 years of experience in the industry, we’re not exactly an HR firm. What we do is “Employee Investment Optimization.”

D

John: That’s really the core of our EIO philosophy. We are all about creating more value for employees and creating better work environments. Something we all have

10 | LANDSCAPE ONTARIO

Employee Investment Optimization (EIO) is a management science that helps businesses gain control of money invested on their people so they can spend it more intentionally and create a workplace employees flock to. The way we see it, when a lot of people do HR, they’re just ticking boxes because things have to get done, like filing paperwork or doing health and safety reviews. They’re not doing a lot of thinking about why they are doing those things — or why they are doing them a specific way. From our point of view: everything we do to manage employees — every hour spent and every dollar invested — should lead to a better working environment. It should lead to employees wanting to work for you more. It’s a new version of HR — which we think of as HR with intent — that is employee investment optimization. It’s doing all these things in such a way as to manage resources and create better working environments.

at the back of our heads is: “How do we do that without spending a ton of money?” Of course, you could probably keep an employee happy by adding an extra $15,000 in salary or benefits. But obviously that’s not always going to be feasible. So what are things you can do from the HR side to create intangible benefits that will still provide value to your staff — and either cost you nothing, or self-fund through longterm cost savings? Health and safety is one of those things. You invest in training and compliance, it shows you care, and you save money in accidents and fines down the road. Health and safety has obviously been front of mind for business owners during the pandemic. How should employers approach their health and safety policies?

Domenic: That is probably one of the biggest issues we find out there, not just in landscaping but in manufacturing and construction. How do you get the buy-in? That’s one reason why I always say I’m not a big fan of HR consultants — and we don’t deem ourselves as HR consultants. HR consultants will come in and say, “Here’s a binder, here are the policies, go nuts.” When that’s all you get, it just overwhelms everyone and gets to the point where they don’t even want to look at it anymore. I’ve gone to so many companies where if I ask the question, ‘Do you have a health and safety manual?’ and literally the employer would turn around, grab a book off the back shelf, dust it off and Learn more at: eiosolutions.com/ landscape-ontario/ say, “Oh ya, it’s right here.” That’s not what we do, because it’s not just about the policies. It’s about what you do after that. So what I think is important is that the employer puts safety first. I think it’s critical that employers get their staff involved in putting together their health and safety policies. They are the ones on the front line, and they’re the ones doing the job, so why not talk to them and get their input. The more they are part of the process, the more they will buy in. Getting ahead of health and safety is one great route into “EIO-ing” your business because you’ll see shifts in culture, and cost savings, pretty quickly. But there are a dozen different first steps you could take: recruiting the right people, making contracts air-tight, and documenting all the right policies and procedures, just to name a few. We invite members to call the hotline to start taking those steps, or book that full EIO Health Check and we’ll review all the different optimization opportunities on the table.

Domenic: That’s a great question and we could talk about this forever, but if I could summarize health and safety, what I always tell clients is don’t think about it as: “I have to do this because I have to stay compliant and I don’t want the government to come and shut me down or give me orders.” That’s the wrong mindset. Health and safety plays a huge role in the overall culture of the company. It plays a big role because it shows employees that the employer looks out for their employees. They want their people to feel confident and secure. That atmosphere gets employees to come and work for you. That’s the biggest advice I give business owners. Think of HR and health and safety as being a key part of your overall workplace culture, rather than something you have to do just to stay compliant with the law. How can business owners get staff to fully buy in to health and safety?

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“Well right now we have been absorbing it,” Louis Tolfo, president of Unilock said. “I mean, we put up a price increase in January (2022) and we are kind of monitoring things as they go along, but as of right now our price increases are coming to the point where we are not covering our costs from theseTolfoincreases.”sayscosts for the materials needed to manufacture pavers have risen dramatically over the last two years.

With the price of materials rising, landscape business owners need to increase their prices or risk sinking underwater. The best way to handle increases, Hansen said, is to be candid with customers.“Personally, I think it’s important to be open and honest with your clients,” Hansen said. “If you’re going to lose money at something dramatically and it’s not going to be in your benefit, you’re not going to helpLandscapersyourself.”are not the only ones in the trade that have had to make adjustments. Everyone from manufacturers of paving stones, to suppliers of aggregates, to growers of nursery stock are fighting inflation just the same.

By Gail Pope

“I know that they [landscapers] are getting it from every supplier whether it’s lumber for their fences and decks, all their shrubbery, all of that has gone up, so it’s a real thing and it’s happening throughout the entire industry and we’re no different,” Tolfo said. “In the end, it is going to be

CONTRACTORS RAISE PRICES TO STAY ABOVE WATER

NAVIGATING INFLATIONARY WATERS

Y ou can see it in the grocery store and at the gas pump — costs are rising at a constant rate, giving businesses little choice but to up their prices as well.The Canadian Consumer Price Index inflation rate is at its highest point in more than 40 years. As of July 2022, the official rate is 8.1 per cent. However many products have seen prices soar far higher than the overall average. The landscape industry has not been immune to the impact of Customersinflation.may be quick to judge the idea of a price rise, especially when a quote has already been drafted and deposits have been made. But there are two choices: correct the price and make the profit your business needs, or keep the price the same and absorb the consequences. One keeps your business afloat, the other keeps your customer happy.

“Every single supply price, they are either attaching a fuel surcharge or they’re responding and reacting to inflation,” Hansen said. “I have yet to see one of my suppliers hold a price.”

The decision isn’t a simple one, but it’s something every business is having to make. The first thing to emphasize is that your business is not the only one suffering the consequences of inflation.EdHansen, president of Hansen Lawn & Garden in Ottawa, Ont., and vice-president of Landscape Ontario, has felt the squeeze this season.

Sadly, there is no crystal ball to tell us when inflation will ease. Peter Guinane, owner of Oriole Landscaping in Toronto, Ont., has found that showing the potential for pricing changes on the original quote helps customers understand it isn’t a firm price statement. “I will indicate in my quotes now that my price is based on a material supply of say $7.86 a square foot, for the paver,” Guinane said. “If the paver costs more when we get around to doing the job, then that is an extra charge. And I set that up for a number of those variable items in my pricing.”

the consumer that is having to pay more for whatever work they get done.” Nurseries are in the same boat. Craig Murray, vice president of sales at Sheridan Nurseries explains how they have experienced a range of challenges that have impacted costs.

“There are many contributing factors including the impact on inventory from adverse weather (floods, fires), driver shortages and escalating fuel costs driving freight costs higher, product shortages driven by three years of heightened demand and there is still a COVID-19 impact that is forcing some manufacturer shutdowns and employee absenteeism,” Murray said.

It’s important to be open about supply chain challenges and rising costs right from the start, Guinane said. Everyone knows we are living through an inflationary period. But it’s still critical to have that conversation during the planning and estimating process.Oriole Landscaping also uses deposits to ensure escalating material costs don’t have a big impact on projects. “I’m also lucky that I have built up enough of a reputation that my clients are prepared to pay large deposits,” Guinane said “Getting a large deposit from a client allows me to pre-purchase material in advance or to buy more material in bulk. So that helps me mitigate some of those rising costs.”

Joyce was originally planning a different career, and went to University of Ottawa to study social sciences and later had a career in advertising.However,when he was diagnosed with testicular cancer in 2017, he realized the importance of staying close to loved ones and honouring the business his family members built.

The Landscape Ontario team congratulates Joyce and the Cudmore’s team, and extends a big thank you to Nisco National Leasing for supporting the association and its members.

14 | LANDSCAPE ONTARIO

Joyce said he is already planning more projects with his team. “The core of what I wanted to do when I took over was to build a really great community of people who come together and enjoy what we do. We’ve been so lucky to have an amazing team of people who have chosen to work with us,” Joyce said.

The Olympic gold medalist and current Parliamentary Secretary to the Minister of Health and the Minister of Sport congratulated the association on its work on the federally supported GROW program, as well as its recent acceptance of several federal government grants, including the Canadian Periodical Fund’s Special Measures for Journalism grant and the Canada Summer Jobs grant, which supported a summer journalism intern position.

“When a health scare like that happens, you have a lot of time to reflect and for me the outcome was a very clear vision of coming back into the family business,” Joyce explained.

Joyce says he is passionate about continuing on his family’s legacy while also incorporating new ideas. “I’m very lucky with how much the previous generation supported me to chart my own course and I’ve done some different things as a result, with the help of our incredible team,” Joyce said.

Nisco National Leasing selected Landscape Ontario member Will Joyce as the winner of its first Entrepreneurial Spirit Award.

MP Adam van Koeverden visits Landscape Ontario Milton Member of Parliament Adam van Koeverden visited Landscape Ontario’s home office in Milton, Ont., on July 26, 2022. LO president Lindsay Drake Nightingale, and staff members Tony DiGiovanni, Joe Salemi and Scott Barber gave van Koeverden a tour of the facility and trial gardens, and discussed key issues, including workforce development and the GROW Training Program.

NEWS

From left: Milton MP Adam van Koeverden, LO President Lindsay Drake Nightingale, Deputy Executive Director Joe Salemi and Executive Director Tony DiGiovanni.

Joyce is a second generation owner of Oakville, Ont.-based Cudmore’s Landscape and Design. The business provides landscaping design, construction and maintenance, plus a newly developed plant and garden goods delivery service.

Joyce utilized the prize money to launch Cudmore’s Garden Market, “selling premium plants and garden goods, delivered directly to your door.” The new service is available in Oakville and Burlington, free of charge. The team will also be investing in transitioning some fuel-based equipment to battery powered.Laura Catalano, Nisco National Leasing’s general manager explained why they decided to create the award: “Our customers are a collection of hardworking, resilient women and men entrepreneurs and we wanted to try to find a way to support them. There was a beautiful selection of people that submitted their applications. It was so hard to decide because everyone is doing such amazing work. We are so happy for Will and are cheering him on.”

The Burlington, Ont.-based leasing solutions provider created the award in 2021 to support Landscape Ontario and International Society of Arboriculture, Ontario (ISAO) members. Nisco auctioned off a 2015 Toyota Prius Hybrid in the summer of 2021 to raise $12,250 in prize money to split between the two associations. The Nisco team then called on members of each association to nominate individuals who demonstrate entrepreneurial spirit. Jack McFarlane of McFarlane Tree Care was selected as the ISAO winner.

“I wanted to continue the legacy that my Uncle Kevin, my dad, Peter, and John Cudmore worked really hard to establish.” Being selected for the award was deeply meaningful, Joyce said. “To have our culture of entrepreneurship and teamwork recognized is really encouraging and helps us stay motivated to continue working hard to build something special.”

Will Joyce wins Nisco Entrepreneurial Spirit Award ASSOCIATION

Nelly never hesitated to help homeowners load patio stones into the back of their vehicle or trailer if there was no one else available. Wim was into his mid- to late-60s when his body was no longer able to keep up with the physical demands of landscaping. As a result, Nelly and Wim sold Canlok Stone to Bob Moran in 1987, and the business was relocated to 950 Moodie Dr. in Nepean. Nelly continued to run the operation, and Wim continued to provide landscaping advice and offered installation seminars to homeowners for the next several years, until he fully retired in the mid-’90s. Wim passed away in 2005.

Nelly Vile and her husband Wim were married on March 2, 1954, and on that very same day left by boat from the Netherlands for a new life in Canada. Along with a business partner, they established Shawnee Pre-Cast in 1963, producing pre-cast steps and patio slabs. Nelly and Wim lived in a two-storey, red brick house on an acre of land on the outskirts of Bells Corners in Nepean, Ont. This is where Shawnee Pre-Cast was located.Theoffice was set up in what should have been the living room of the house and the shop was at the back of the property. Product was displayed at the front of the house and inventory was kept around the perimeter of the circular driveway, and anywhere else there was space. Nelly worked in the office while simultaneously juggling her responsibilities as the mother of four young children.

Nelly continued to work long hours at Canlok Stone, first with Bob Moran and then with Bob’s son David Moran. Jeff Vile, Nelly’s son, joined the company in 1992 and became team lead for design and installation, a role he still performs today.

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| RONWA D NIAGARA FALLS / ONTARIO / CANADA2022OCT 5&6

By the Canlok Stone team

Celebrating Nelly Vile’s career

Customers would come to browse at all hours of the day and evening during the week and weekends, and the children would answer the business phone when it rang if Nelly and Wim were unavailable or serving customers in the yard. Interlocking pavers were always very popular in Europe. When Unilock opened a manufacturing facility in 1972 for interlock pavers in Georgetown, Ont., Wim and Nelly were keen to become a distributor. It was then that Shawnee Pre-Cast was rebranded as CanlokWimStone.andNelly loved working together and made a great team.

Nelly constantly maintained a close eye on the inventory in order to manage the flow of deliveries and installations. She always got plenty of exercise walking the five acre stone yard to serve customers and to monitor inventory. Nelly has always been very passionate and committed to the success of Canlok Stone, and it has been the focus of her life for six decades. She is extremely proud of Canlok Stone and leaves with high hopes for its ongoing success. Nelly Vile retired on May 27, 2022, at the age of 91. The Canlok Stone team thanks Nelly for her dedication, perseverance, and everything she has taught us!

Nelly maintained a strong relationship with hundreds of landscape contractors and homeowners over the years, and always did her best to serve them within the constraints of supply and demand. Working closely with Unilock and other suppliers to coordinate orders was also part of her daily routine.

LO welcomes Courtney McCann as Director of

LANDSCAPE ONTARIO WELCOMES 83 NEW MEMBERS SEE ALL THE NEW MEMBERS IN YOUR CHAPTER AT HORTTRADES.COM/NEW-MEMBERS-SEPTEMBER-2022 TORONTO HORSESHOEGOLDENLAKELANDSGEORGIANLONDON DURHAMOTTAWA+20 +29 +11 +6 +6 +2 WATERLOO +9

Workforce Development

Courtney McCann joined Landscape Ontario in July as the association’s new Director of Workforce Development. The previous director Sally Harvey stepped down in May to focus on her business Green Design Landscaping.

Courtney McCann can be reached at cmccann@landscapeontario.com

McCann has held positions in workforce development for over 18 years. She hopes that through her time at LO she can create a welcoming atmosphere for all members and find solutions to workforce challenges.

McCann said she is excited to come in as a learner rather than an expert and take in as much knowledge about this trade as possible. She also joked that she has extra motivation to keep her garden neat and healthy now that she is working with experts in the field.

McCann said she is thrilled to join the LO team, calling the position her “dream job.” She added that having had the experience to work alongside Sally Harvey on workforce development projects in the past, she always admired her passion and professionalism. She hopes to continue that legacy of dedication and“Ienthusiasm.seegetting to work at Landscape Ontario as a perfect circle moment of all of my experiences where I get to do what I’m passionate about, with the skill set that I’ve developed throughout my years of work.”

“I am someone who loves problem solving and I want to bring that with me here by asking: ‘How is it that we do the work, and can we make it more efficient and easier for employers, for clients, and for staff?’ And also to reduce the barriers that employers, job seekers and employees may have.”

Ready to Help Your Customers Celebrate the Year of the Garden?

SEPTEMBER 2022 | 17

Learn more: yearofthegarden.ca

“We want people to ‘live the garden life’ and think about gardens indoors, on their balconies, in their yards, in schools, at work and in their communities. We want them to appreciate gardens while cooking on their barbecues, traveling on trips, and shopping in their downtowns. And we want them to consider careers in ornamental horticulture.

• Climate Action Celebration Gardenmake a positive impact on the environment

• Edible Celebration Garden - help improve health and access to fresh food

• Therapeutic Celebration Gardenimprove physical and mental health and wellness

• Social Celebration Garden - an ideal space to host and entertain family and friends

Sign up their gardens as themed Celebration Gardens and share stories and pictures to inspire others:

Get Involved: leverage the Year of the Garden in your business Visit yearofthegarden.ca for details and downloadable information how you can:  • Still include the Year of the Garden 2022 in your plans for 2022

We will commemorate Canada’s rich garden heritage, celebrate today’s vibrant garden culture and create legacies for a sustainable future, and in doing so, nurture a nation of gardeners.”

• Order Year of the Garden Marketing Merchandise and Signs • Garden-family businesses can show their support by becoming a Promotional Partner. Contact partnerships@gardencouncil.ca for additional details

• Not for profit Garden-Family organizations can raise awareness for their cause by becoming a Garden-Family Partner. Contact gardenfamily@gardencouncil.ca for additional details

How will Canadians celebrate the Year of the Garden?

• Native Plant Celebration Gardenindigenous species that are part of the original flora of a place to make a positive contribution to the environment and habitat

• Advertise with the Year of the Garden 2022 to reach your local and targeted market

To Plant Red and pay tribute to lives lost, or honour frontline workers during the pandemic. Or Plant Red as an expression of Canadian Garden Pride in 2022.

• Invite your Municipality to proclaim 2022 the Year of the Garden, and commit to celebrating National Garden Day on June 18, 2022. Contact gardenfamily@gardencouncil.ca for additional details

Whispering Pines Landscaping

• Pandemic Celebration Gardena source of comfort in managing the challenges of the pandemic

• If you are a garden / gardening communicator, become a Year of the Garden Ambassador

• Personal Celebration Garden - expressing your garden creativity

Passion for gardening has never been more evident than during the COVID-19 pandemic. Canadians sheltered at home and turned their yards into practical and beautiful garden sanctuaries. Knowing that many novices picked up a trowel with nearly 83% of Canadian households tending some form of a garden in 2021, and in the spirit of celebrating the Canadian ornamental horticulture sector’s centennial, the Canadian Garden Council proclaimed 2022 as the “Year of the Garden”. It is an important year for the public to be inspired, entertained, and educated by Canada’s Garden-Family – the thousands of plant growers, product manufacturers, retailers, landscape service providers, garden clubs, and public gardens from across the nation.

“We encourage everyone in the Garden-Family, from horticulture professionals to garden club members, to embrace 2022 as an opportunity to share our passion and knowledge to help more Canadians enjoy the benefits of gardens and gardening”, says Michel Gauthier, Executive Director of the Canadian Garden Council.

As of the first day of spring 2022, Year of the Garden advertising will be encouraging Canadians to celebrate the Year of the Garden:

Congratulations to all for a great day. We hope to see you all again next year.

Enter the awards by Oct. 1

Entries for the Awards of Excellence: Construction, Maintenance, Design, Lighting and Irrigation programs are now open until Oct. 1. The program is exclusive to members of Landscape Ontario. All entries are submitted online at LOawards.com Before submitting your entry, check the many online resources at LOawards.com such as the online checklist and full list of categories to see which ones your projects fit best. You’ll also need:

• Credit card information for payment.

A threat of rain in the afternoon caused a schedule change, making the teams play back-to-back for three games before a tasty lunch that was generously provided by Permacon. Thanks to Bill Degraaf for running the barbecue and his son Colin for serving. Our gold sponsor was Bobcat of London and silver was Nextra Consulting.

If you have any questions about the awards program or the entry process, or if you need help navigating the online system, please contact Amy Buchanan at 1-800-265-5656, ext. 2329 or e-mail awards@LandscapeOntario.com day

London Chapter softball

No extensions will be granted past the Oct. 1 entry deadline. All entries are judged by a panel of experienced industry experts, with winners announced during a live ceremony on Jan. 10, 2023 at the Delta Hotels by Marriott Toronto Airport and Conference Centre.

• Contact information of the person entering on behalf of the company. • Images of the project in hi-res .jpg format; minimum of six and maximum of 15.

June 26, 2022 at Stronach Park in London saw six softball teams battle it out for top position. A hot, muggy day greeted two teams from Mountview Landscaping, one from TLC Landscaping, Grand River Natural Stone, V&P’s Topsoil & Landscape Supplies and My Landscape Artist (team name: Amsonia Blue Stars).

Fruits and succulents Many unique and hard to find varieties Over 1200+ varieties of perennials

• A point form project summary describing what you were trying to achieve with your project, including any quirks or conditions imposed by the property owner.

• A completed Authorization Signatures form. The client/property owner needs to sign this form.

Entries for the Landscape Ontario Awards of Excellence program are being accepted online until Oct. 1. Over 200 awards were handed out for exceptional landscapes last year, along with numerous individual awards recognizing those who have contributed over many years to elevate the profession.

By Gail Pope

LO summer journalism internship

I think what I have enjoyed most about this job is the people I learned from along the way. Every time I started a new story, it presented a new opportunity to understand a topic I had limited knowledge about before. I quickly learned about invasive species like jumping worms, the importance of mulch, and, of course, about the landscaping trade. Every business owner I reached out to was welcoming and showed me the amount of expertise and care that goes into each project. It is hard for me to choose a favourite article I wrote for that very reason. I enjoyed working on an article about rising material prices because it provided an opportunity to investigate an issue significantly impacting every part of the horticulture profession. I also enjoyed working with various Indigenous organizations to highlight the importance of our interactions with the environment. I really enjoyed every aspect of this job and all the opportunities it presented. The summer passed faster than I realized. I am excited to continue on my path as I head back to Carleton University for the fourth and final year of my journalism degree. I will keep the knowledge from this internship with me. I hope to see you all again and thank you for the amazing experience!

Working at Landscape Ontario is an experience I will never forget. To be quite honest, when I started I was pretty nervous. I had the writing and editing experience, but I think with any job there is always going to be that silent voice asking if you are going to be good enough. That voice quickly went away because of the amazing support I have had from every member of the team. I was able to grow as a writer and learn from my mistakes in such a friendly environment. Scott is a caring boss and an amazing person. I am so fortunate I got to work for him and the rest of the team this summer.

SEPTEMBER 2022 | 19 Association Membership Pricing ELD Certified! #WhyGambleWithYourFleet Compliant with both Canadian and American ELD standards Electronic circle check included in all plans Available IFTA reporting along with Maintenance Your cloud based Solution Compatible with      Try a better wire basket at braunbaskets.com Designed to save you time. DESIGNER(S): COMPASS CREATIVE STUDIO INC 201-1040 south service rd stoney creek, on L8E www.compasscreative.ca6G3 Braun NickSeptemberGroup2018Tenhage CMYK 0/20/75/040/10/75/00/0/0/100

By Gail Pope

“So in human-modified environments, and landscaping scenarios in agricultural fields, earthworms generally have really positive impacts. Their tunnels can increase soil porosity, and increase gas exchange happening, they can increase water infiltration to water the roots. They do a lot of great things.”

“The best thing to do is take a picture of it, and report it to a great website, like inaturalist.org, because it helps us confirm if that is Therethat.”areover 20 species of earthworms in Canada alone, so it’s always good to check with a professional to identify what type is in your garden.

Cassin also explained that most earthworms are considered invasive species, but this one has a particularly detrimental impact on forests. Good for the garden, not for the forest When jumping worms invade naturalized areas like forests, the composition of the soil is shifted. These worms love to munch on organic matter that lines the top of the forest floor — exposing tree roots and leaving behind droppings that are very low in nutritional value. This also alters the amount of nitrogen and carbon dioxide in the soil, leading to fewer organisms and plants that can’t survive in these changed environments.

Earthworms are a familiar friend to gardeners and can have a positive impact on soil health through their digestive interaction.interestedworm,Theyourwillareprocesses.Mostearthwormscalmcreaturesthatwigglearoundinhandwhenheld.Asianjumpinghowever,isnotinhumanThename‘jumpingworm’ comes from their thrashing movements when disturbed. This type of worm looks like it has had too much caffeine and will do just about anything to get away from you, including dislocating their tail.

“When you do come across them, try not to move that contaminated material, soil, plant material, what have you. It’s just, in general, good practice. It’ll help us with Asian jumping worms. It’ll help us with all other invasive species, too.”

LabHealthForestSmithToronto,ofUniversityMcTavish,Michaelcredit:Photo

The Asian jumping worm is originally from East-Central Asia. This species has lived in the U.S. since 1800, but has been spotted in parts of Ontario, including Hamilton and Windsor regions in recent years.

Colin Cassin

Colin Cassin, an invasive species policy manager at the Invasive Species Centre in Peterborough, Ont., explained the jumping worm“They’reinvasion.really effective hitchhikers,” Cassin said. “We think just the movement of soil is the perfect mechanism for moving these unwanted species around. And they tend to be really effective as they’re not just moving as adults, but sometimes they’re even moving as eggs that would be almost invisible to the naked eye.”

That’s a big job for a small worm, but as an invasive species, Asian jumping worms are able to reproduce in large numbers and survive harsh conditions creating a recipe for destruction.

However, Cassin said he likes to emphasize that all earthworms, including the Asian jumping worm, are ‘good for the garden, bad for the forest.’

Cassin explained how these worms are not as harmful to gardens and should be contained to one area as much as possible and identified before taking further action.

You may be thinking: ‘So the worms in my garden have a bit more spunk, what’s the problem with that?’ Well, the answer is that these worms aren’t a problem for your garden, but they are damaging the biodiversity of Ontario forests.

Invasive Asian jumping worm spotted in Ontario

20 | LANDSCAPE ONTARIO PROFESSIONAL NEWS

Origins of the jumping worm

“When we have plant communities that aren’t as biodiverse, that also has impacts on the kinds of organisms that use those plant communities. An example is the negative impacts on ground nesting birds that would use the forest understory to lay their eggs and unfortunately, they’re just not found in those kinds of habitats anymore,” Cassin said. Not only that, but Asian jumping worms are known to frantically travel through soil, their quickened pace grinding the earth to almost coffee grounds-like texture. This texture makes soil prone to erosion.

What can we do?

© 2022 Arthur J. Gallagher Canada Limited

Canada’s nursery stock sales topped out at $747,457,000 in 2021. Historically, numbers had been rising from 2008 to 2015, but then took a dip. Sales hit a low in 2017 but have risen 11 per cent since then.

The story was similar in Ontario where the number of nurseries jumped 55 per cent in 2011, reaching a peak of 820. But again, those numbers began to decline the very next year and in 2021, only 591 nurseries remained.

StatsCan releases sod and nursery revenue and workforce data

View the StatsCan data at: data.ontario. ca/dataset/nursery-trades-industrystatistics

PottersRoadNursery.cominfo@pottersroadnursery.com519-688-0437

For more than 90 years, we’ve been a trusted insurance, risk management and consulting partner for businesses, communities and people around the globe. Customizing programs and solutions tailored to your needs. Building Together.Confidence.

SEPTEMBER 2022 | 21

John Clancy john_clancy@ajg.com 905.305.5955 AJG.com/ca Tillsonburg, ON Specializing in field grown and potted cedars along with perennials, trees and shrubs of both deciduous and evergreen varieties.

National sod sales reached $149,697,000 in 2021, up from the past few years but some $13 million shy of their 2012 peak. Production was booming in 2011, when the number of nurseries in Canada jumped 78 per cent, from 1,526 to 2,721. It did not last, however, as the number of nurseries has declined steadily since. In 2021, only 1,840 remained, down from 1,993 in 2020.

Statistics Canada (StatsCan) released data on the sod and nursery sectors in Ontario and Canada. The dataset compares sales and staff numbers from 2014 to 2021. Canadian sales from nurseries and sod operations to landscape contractors, garden centres, mass merchandisers, nursery stock growers, and other buyers all increased in 2021 compared to 2020. The combined sales ($897,154,000) have steadily risen over the past six years, but are still below the 2015 peak of $916,472,000.Althoughoverall sales are up, the number of nurseries, sod farms, and employees are at the lowest point since 2014-2015, having decreased seven per cent for nurseries and four per cent for sod operations over the last seven years.

In a media release, the company stated: “As the TLC team grows and our presence in the Canadian market expands, we will continue to provide the reliable and high-quality condo care and landscape design-build services that the London community knows and trusts. Schill is a leader in the condominium industry in their markets, and we expect that joining forces with them will allow us to raise standards across the industry and satisfy the needs of those who Expect More.”

22 | LANDSCAPE ONTARIO

The Temporary Foreign Worker Program (TFWP) is extending the suspension of minimum advertising requirements for all positions in the primary agriculture sector by a year. Since January 12, 2022, the minimum advertising requirements for employers applying for a Labour Market Impact Assessment (LMIA) to hire temporary foreign workers in primary agriculture were suspended. This suspension will continue to be in place until June 30, While2023.employers are not required to meet TFWP minimum advertising requirements or submit proof with their LMIA application, the federal government stated in a media release that employers are still expected to continue efforts to recruit Canadians and permanent residents for the positions to be filled.

“We are very excited to add TLC’s visionary leadership team and employees to the Schill family as we come together to provide the very best service to customers in south Ontario and enter the Toronto market with strength and momentum,” Jerry Schill, Schill Grounds Management CEO, added.

Landscape Ontario member TLC Landscaping announced it has partnered with Schill Grounds Management, a commercial landscaping and snow and ice removal service provider in Cleveland, Ohio, to help the company grow throughout Ontario.

TLC Landscaping partners with Schill Grounds management

“TLC will continue operating with our name as we join forces with Schill. The combination of TLC and Schill brings about better technology and operational support for our customers in Ontario, which has many similarities to Schill’s home market of Ohio,” the company wrote in a media release. “Together, TLC and Schill will have about 775 employees in Canada and the U.S., making it one of the largest family-owned landscaping companies in North America.”TLCis Schill’s first international acquisition. The company says it is actively seeking additional acquisitions in southern Ontario.

TFWP extends advertising requirement suspension

“TLC and Schill share the same values of superior service, innovation, and investing to grow the business as well as enhancing a strong company culture. We are thrilled to become part of the Schill ecosystem as we meet the needs of customers in Southern Ontario and beyond,” Murray said.

TLC CEO Jay Murray will become President of Canada for Schill, and TLC VP of Operations David Leff will become Director of Operations for Canada. Jay and Dave will continue to oversee operations in London while working closely with Schill’s team on strategic vision and growth in Ontario.

SUPPORTING PARTNERS

Ontario minimum wage to increase to $15.50

Minimum wage rates in Ontario will increase on Oct. 1, 2022. This increase is tied to the Ontario Consumer Price Index for 2022. The increase to the general minimum wage will be 50 cents, which will bring the new rate to $15.50 an hour. Student minimum wage will rise to $14.60. It applies to students under the age of 18 who work 28 hours a week or less when school is in session or work during a school break or summer holidays. If a change to the minimum wage rate comes into effect partway through an employee’s pay period, the pay period will be treated as if it were two separate pay periods, and the employee will be entitled to at least the minimum wage that applies in each of those periods.

Vineland names McGrath head of R&D

Vineland is a uniquely Canadian, results-oriented organization dedicated to horticulture science and innovation. It delivers innovative products, solutions and services through an integrated and collaborative cross-country network to advance Canada’s research and commercialization agenda. Located in Canada’s Niagara Region, Vineland is an independent, not-forprofit organization, funded in part by the Canadian Agricultural Partnership — a five-year federal-provincial-territorial initiative. For more information, visit vinelandresearch.com.

Vineland Research and Innovation Centre (Vineland) has appointed Darby McGrath as vice president, research and development. In her new role, McGrath will guide the direction of Vineland’s innovation portfolio to maximize real-world impact with a team of more than 50 scientists and technicians.

SEPTEMBER 2022 | 23

McGrath joined Vineland in 2013 as research scientist and was named program leader in 2018. She also leads Vineland’s Greening the Landscape Research Consortium. McGrath holds a Master’s degree and a PhD in Social and Ecological Sustainability from the University of Waterloo. She is an Adjunct Professor at Brock University and the University of Waterloo.

“For almost a decade Darby’s strong collaborative approach and innovative spirit have helped Vineland become a leader in green infrastructure research through the establishment of successful relationships across the horticultural sector,” Vineland president and CEO Ian Potter said. “I look forward to her bringing that spirit and drive for excellence to this new role.”

Most of the priceless trees in the Arboretum come from Putzer Nursery. The two rows of ornamental pears along the entrance of the property were also a gift from them. Bill was involved in many projects on the site. He cared deeply about the association and its members, serving on the Growers Group for years.

Burke McNeill Landscape Ontario would not exist had it not been for the mediation efforts of Burke McNeill. Burke was the Extension Specialist for the Ministry of Agriculture when he was asked to chair the unity meetings that brought together three separate associations into one in 1973. It was no small achievement to convince each group to give up their dues and budgets for the sake of working together, but Burke did it. He was the association’s first Honorary Life Member because of his facilitation and collaboration skills. He was a huge supporter right until his passing.

Planting a tree is an act of hope and an act of contribution. It is a gift from one generation to another. It is fitting that the trees we planted memorialize remarkable individuals who shaped the profession and community we are a part of. The Landscape Ontario family would not have existed without the drive, energy and contribution ethic of these pioneers. The entire profession has benefited from their work andThevalues.eight individuals are: Bill Putzer, Burke McNeil, John Paul LaMarche, Bob Wilton, Len Cullen, Neil Vanderkruk, Hank Deenen and Joe Pepetone. I was fortunate to have met and been influenced by each one. Here are some brief comments about them. Bill Putzer Bill and his father John may have lamented the day that Landscape Ontario moved the home office so close to Putzer Nursery. Whenever we needed anything they were the first individuals we would reach out to. They were always generous with their time and resources. When we started the Memorial Arboretum we wanted to purchase some trees from Bill. He would not let us pay. He said “memorial trees are priceless.”

O

Neil Vanderkruk

John Paul LaMarche Paul was a business coach and highly respected speaker and consultant. He helped hundreds of our members become more successful. He was always available to help anyone that needed business advice. Paul was also a frequent contributor to our magazines and to the Canadian Garden Council. Even in his retirement he was active on social media. His posts were always helpful and encouraging. During the early days of COVID-19 he offered his expertise and experience free of charge to anyone who needed it. Paul was helpful and caring to the very end.

On July 20, with family and friends in attendance, we recognized the contributions of eight pioneers by planting trees in their honour. It is that spirit of contribution that reaches beyond generations and provides a legacy of benefit that inspires the future.

He spent his entire working life volunteering on various committees and boards of the association. He received all the honours and awards the association bestows, including the prestigious Honorary Life Membership. Neil made immense contributions to Landscape Ontario and the industry. His wisdom, vision, spirit and memory will live on in the thousands of people he has touched.

Hank Deenen Hank was the founder of Hank Deenen Landscaping, currently owned by his son Harold. Hank was a strong believer in associations and participated in the founding of the Ontario Garden Maintenance and Landscape Association which was one of the organizations that gave birth to Landscape Ontario. He was also very involved in the unity meetings that led to the formation of our association. The association used to meet in the basement of his home. Hank embodied the principles of honesty, integrity and the importance of kindness to all. His son Harold’s passion and service to Landscape Ontario was inspired by his father.

Honouring our pioneers EXECUTIVE DESK

In everyone’s life there are special individuals of influence. Neil Vanderkruk was that special person for me. His was the phone call that changed my life direction and my career. He was always there to guide, mentor, support and inspire.

24 | LANDSCAPE ONTARIO

ne of the most important areas of the Landscape Ontario home office is the Memorial Arboretum. This is because Landscape Ontario is not a property nor a building. It is a community founded by visionaries who voluntarily took on the responsibility to advance and grow a profession and who intuitively understood we are in the business of enhancing lives.

Tony DiGiovanni CHT LO Executive Director tony@landscapeontario.com

SEPTEMBER 2022 | 25

C E L E B R A T E W I T H U S J a n u a r y 1 0 - 1 2 , 2 0 2 3 R E G I S T E R A T

Joe Pepetone Joe was the owner of Holland Park Garden Gallery in Burlington, Ont. He was also one of the members who initiated the Landscape Ontario Garden Centre Sector Group. When Joe passed away, the Mayor of Burlington wrote: “Joe’s life work not only beautified our city, but added to the very health and wellbeing of our environment in a lasting and sustainable way.”

Len Cullen Len was a visionary and pioneer in every sense. He was a trailblazer whose innovations are still talked about today. His passion and enthusiasm for gardens and business lives on in the hundreds of individuals and associates who have made their mark on the horticulture and landscape profession. I heard his daughter Sue describe her father as a passionate leader who was not afraid to dream big and work hard to realize his visions. His son Mark has the same attributes. Len elevated the horticultural profession. What a great legacy he has left. Bob Wilton Bob founded Clintar in 1973. It went on to be one of the largest landscape firms in North America. Bob was a mentor, teacher, friend and visionary. Bob was one of the founders of the association’s Snow and Ice Management Sector Group and was instrumental in raising the bar of professionalism. Bob was well known for taking time to learn about people, and to teach them. He would spend hours sharing his knowledge and experience with anyone who requested it — even if they were competitors.

Joe was the one who taught me the value of freely sharing information in an association setting. I once asked Joe why he was so free with sharing business information at a Garden Centre Group meeting, when his competitors were sitting around the table. “It’s easy,” he said. “Do the math. If I offer one good idea in a room with nine competitors and they do the same, I receive nine ideas back.”

There is a common thread that ties together the lives of these wonderful individuals. They were all contribution-oriented. They left a legacy of caring, nurturing, humour and love. They made a positive difference in the lives of others. They blessed others through their example and lived lives that mattered. Landscape Ontario is honoured to celebrate their legacy.

T here’s so much going on with Landscape Ontario, we often forget that the issues we’re addressing are similar to those in the rest of the country. That’s where the Canadian Nursery Landscape Association (CNLA) comes in. Most of you may know and interact with CNLA to get your truck or equipment discounts. Through our partnership with CNLA, this year alone, Landscape Ontario members have saved just over $9.6 million on vehicle purchases/leases with Chevrolet and GMC. This is a staggering number which highlights the value for your hard-earned membership dollars.

HortTrades.com/member-savings-programs

The consensus is that there really isn’t one solution. Rather, it will be a multi-layered, parallel approach to closing the labour gap. Initiatives like Landscape Ontario’s GROW program are longer term solutions, along with increased leadership upskilling, further access to the Temporary Foreign Worker Program, youth engagement, and living wage compensation philosophies.

Aligning national priorities through the Canadian Nursery Landscape Association MEMBERSHIP

26 | LANDSCAPE ONTARIO

The majority of time was spent discussing the labour challenges the landscape trades are facing and examining the strategies and tactics each provincial association is working on and what is happening nationally.

Landscape Ontario members have access to exclusive savings on everyday business expenses.

Outside of the very focused and comprehensive national meetings, we celebrated the amazing work in the landscape trades with the National Awards of Landscape Excellence.You can view all the outstanding award recipeints at cnla.ca/awards The visit to Ottawa was capped off with an industry tour, visiting local garden centres, public gardens, and some of Ottawa’s most popular attractions. It all culminated with a gala celebrating CNLA’s 100th anniversary. I encourage you to learn more about the CNLA and to get involved with national committees and work to help advance the landscape trades. We’re proud to be part of this important federation that gives us a national, unified voice. Visit cnla-acpp.ca to learn more.

Joe Salemi CAE LO Deputy Executive Director jsalemi@landscapeontario.com

CNLA is so much more than vehicle discounts though. In fact, their history goes back 100 years. For the last century, CNLA has been working nationally on matters that relate to the landscape trades. This national, not-for-profit trade association is the voice for Landscape Ontario members on matters that are federally connected. In August, the CNLA board of directors and all of the executive directors from each of the provincial landscape trades associations met in Ottawa with the purpose of aligning agendas and advancing the profession nationally. I had the privilege of being at the meetings where we discussed the biggest issues you’re faced with everyday and aligning the work that each association is doing. The meetings were also about sharing ideas, partnering on projects, and significantly moving the needle on what matters most.

Employee expenses are probably the biggest costs on your books. If they aren’t carefully tracked, they can quickly become a black hole, and leave you, as a business owner, scratching your head wondering why employees are disengaged and your productivity is slipping. If you want to get control of those costs, here are three tips to get you started:

• Attendance (including when employees arrive).

Even if a government fine or a lawsuit catches you by surprise, it has to be paid, so it still counts as an employee expense.

• Employee satisfaction and performance.

Counting exposure to liabilities

SOLUTIONS

• Add up lost wages from absenteeism by counting the time employees arrive late or leave early over the course of a month and multiplying it by their hourly wage.

1. Identify what you’re currently spending on your employees. 2. Assign dollar amounts to hidden fees.

• Calculate the true cost of turnover using 33 per cent of the departing employees’ salaries.

3. Account for financial exposure to liabilities.

• Paid time off (including sick days and injuries).

• COVID-19 protocols.

John Tranor EIO Solutions

• Management time allotted to HR. Assigning dollar amounts to hidden fees

SEPTEMBER 2022 | 27

Gathering information Money can pour out of a business in dozens of places. We might often dismiss these costs as insignificant or simply the cost of doing business, but every dollar spent that doesn’t create value for your company is a dollar wasted — and that waste can add up to tens of thousands of dollars over the course of a year. So, your first step in quantifying your employee costs is finding the holes. If you don’t already, start tracking things like:

Everything comes with a cost. Even the amount of pep in your newest employee’s step has an impact on your bottom line. While it’s impossible to attach an exact figure to everything, with a few assumptions, we can almost always get close to a true cost for things we can barely see. For example:

The best we can do is determine what you might be on the hook for ahead of time. Run down a list of things a Ministry of Labour rep might audit you for (and their associated fees), including: • Health and safety policies and procedures.

• Employee documentation. • Training certifications. Review employee contracts with a legal expert to understand their rights as well as your own — especially regarding layoffs and terminations — to identify severance entitlements and learn what could constitute a wrongful termination (and what the settlement costs could be). If you’re risk averse, you can count these liabilities as presumed costs and plan accordingly, or you can make assumptions about the likelihood of them occurring. If, for example, we can assume a five to 10 per cent chance of a Ministry of Labour audit in any given year, we can estimate our total annual cost at five to 10 per cent of our total Insightsexposure.empower better business decisions, so one of the most important things owners can do is get a full picture of their employee costs. The great news for Landscape Ontario members is: you don’t have to calculate anything on your own. As part of your membership, you are entitled to a free 1:1 EIO Health Check, where in a 90-minute session, an EIO Expert will work with you to understand your business and create a scorecard to quantify all those hard-to-see employee costs. To learn more and book your session, simply visit landscape-ontarioeiosolutions.com/

EIO

B usiness management legend Peter Drucker said, “You can’t manage what you don’t measure.” The quote is an oldie but a goodie, and applies to every aspect of your business. You want to make more money? You have to track your cash flows. You want to be more efficient? You have to track your output. You want to improve your working environment? You have to track HR. That last one may seem different than the first two — human resources seem so… intangible. It’s full of soft, qualitative information. Even factors like employee performance can be hard to put into numbers.Butjust because it might seem a little fluffy doesn’t mean it is, and it doesn’t mean it’s any less crucial to your business’s success.

Tips for quantifying HR costs

• Health benefits claims vs. premiums paid.

• Count the cost of injuries by assuming $40,000 in expenses per injured worker (which includes paid time off, replacement labour and overtime, increases to WSIB premiums, and disengagement).Forafulllistofthings to consider when calculating your costs, reach out to an expert at hello@eiosolutions.com and we’ll help break them down.

Lead hand requirements PLUS equipment operator requirements PLUS

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Jacki Hart CLM Prosperity Partners Program Manager info.peertopeer@landscapeontario.com

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• Ten more points of Knowledge (can now teach to others ‘What, When, Why’).

(Entrylabourer/gardenerLandscapelevel) $19-23/hr.*

• Equipment Knowledge (what to do with the equipment and when).

• Will – consistently tries to improve and focuses on demonstrating newly learned skills. leadgardenerLandscape/hand $21-25/hr.*

Foreperson (potentially$26-34/hr.* + bonus)productivity

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• Will – consistently mentors others and strives to improve. (i.e.operatorEquipmentskidsteer) $24-30/hr.* Lead hands’ requirements PLUS • Equipment Skill (how to operate).

• Skills x 5 (such as life skills, i.e. dependable, punctual, physically capable, translates instruction into actions appropriately, confident to ask questions.)

• Task knowledge x 0.

JOB PAY RANGE REQUIREMENTS

Landscape labourers’ requirements PLUS • Ten additional Skills (How).

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28 | LANDSCAPE ONTARIO PROSPERITY PARTNERS

• Skills + 10 • + Ability to lead others collaboratively Knowledge +10 • + Ability to motivate, inspire, mentor Supervisor (potentially$35-45/hr.* + gross bonus)profit Foreperson requirements PLUS Skills + 10 • Knowledge +10 Critical thinking/problem solving Confidence/excellent communication skills Excellent team management skills Self accountability, high emotional intelligence

Ithink it’s a good time of year to check in with how your employees are feeling about working for you and ‘what’s next’ for them — and you. The challenge with starting to explore ‘what’s next’ with your younger team members in particular is that without being properly prepared, you might be opening up questions for which you haven’t yet developed great answers. Many employers simply either haven’t or don’t know how to chart a path for employees to follow. To help you chart that path, I want to offer a company structure idea: Agile Cooperative vs Top Down Hierarchy. Agile Cooperative is a type of company structure where the responsibilities of each person are very clear and different people make different types or ‘levels’ of decisions based on skills and knowledge (capability). A Top Down company structure is where information mostly ‘flows down’ to the field workers/ labourers. It’s more of a wheel with spokes than an organizational chart with different levels of seniority. In an Agile Cooperative, the number of years of tenure rarely equates to a raise or promotion. Raises are tied to merit, skill, knowledge, and so on. Charting out an employee pathway starts with being clear on what their position requires for skills and knowledge. In addition, it’s also pretty tough to entice young workers to stay when they haven’t yet realized there are three key ingredients to earning more money or responsibility: skills, knowledge, and will. Having just two doesn’t cut it. To keep the people you have, they need to know, “What’s in it for me if I stay?” My answer to that is typically: “Well, that’s pretty much up to you.” With clear job descriptions describing each role, its responsibilities, required results of effort, and skills and qualifications, you can then show the path forward. (Note that I didn’t say ‘the path upward’). Refer to the chart above (with very approximate* pay ranges): When you understand who Gen Z is, and why they think the way they do, it’s easy. They don’t want to start at the bottom. None of us do or ever did, but many of us had to and worked hard to move up. Gen Z simply have more options and resources at their fingertips than each of the generations before them and they are impatient. They are looking for psychological safety, fairness and opportunity. When you can teach them that SKILLS + KNOWLEDGE = OPPORTUNITY, that could well be the glue that encourages them to stay. Employees can’t gain either if they keep moving around job to job. You need to convince them of that. The reality is that without a clear path, there’s a lot of great young workers who have lost hope, often believing that at a different job things will be better. However, when they can see a way forward with your company and have the reassurance that there is a ‘safe’ journey where they will be respected, valued and appreciated for their contribution no matter what job title they have, your company will be more STICKY. STICKY means keeping the team players you need and having an engaged team with the WILL to work hard, be dependable, learn, grow and improve their opportunities. What will you do to be ready and well equipped, encouraging your staff to stay, learn, engage and grow with your team?

It’s good to be sticky

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The GROW Program is an Employment Ontario program funded in part by the Government of Canada and the Government of Ontario. Launched by Landscape Ontario in 2020, the program includes three components: New Entrant Worker Training Designed for individuals who wish to begin a career in landscape and horticulture. Supervisory Training Program Designed for current professionals who want to expand their potential with their current employer. Employer of Choice Designed for landscape and horticultural firms looking to recruit and retain the best possible team.

“The wonderful physical work, fresh air, kindness and support from all staff.” - Michelle

30 | LANDSCAPE ONTARIO

Eligible employers receive: Exclusive access to program graduates seeking entry-level positions. Free company profile page. • Unlimited entry-level job postings.

What are your career goals?

“I really enjoy learning about plants and how they work together in an environment. I’d like to deepen this knowledge with an apprenticeship program. One day, I’d like to lead a team of horticulturists and share my knowledge through teaching and outreach.”-Sara

GROWTRAINING.CA/JOBBANK

POST YOUR POSITIONS ON THE GROW NEW ENTRANT JOB BANK!

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This Employment Ontario program is funded in part by the Government of Canada and the Government of Ontario.

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“It has been an exhilarating and liberating experience. I enjoyed the comprehensive learning experience. The application of the various concepts was helpful in obtaining a new skill set. I was able to build new stamina and resiliency by learning the handling of landscape equipment.” - Ekta

Landscape Ontario’s GROW New Entrant Training Program has been busy training job seekers in the horticulture profession through the spring and summer. The program prepares eligible participants for entry-level positions in the landscape and horticultural sector. The six-week training program includes four weeks of skills training followed by a paid two-week workplace trial intended to lead to ongoing employment.Theprogram is open to eligible participants in the Greater Toronto Area, Hamilton, Waterloo and Wellington, and the Kawartha and Muskoka regions. Under the 2022/23 Skills Development Fund, 67 students have graduated, bringing the total since 2020 to 277. We asked GROW students to share feedback on the program.

“Become an environmental advocate.” - Michelle “I would like to set up a microsystems/ permaculture venture. It will help promote healthy lifestyles and self-sufficient living.” - Ekta

GROWing the landscape profession

What have you enjoyed most about your experience?

INTERESTED IN HIRING ENTRY-LEVEL STAFF?

“Being outside working with plants and dirt really confirmed that this is the direction for me to go in. Most importantly, I love the team-based activities/style of training. Everyone has taught me a lot and this style has allowed me to experience a typical day in the field, as close as it can be.” - Sara “I’ve met incredible people through the GROW program. I was surprised by how supportive and welcoming the staff have been. I feel like success in the industry is imminent with the resources I’ve been -provided!”Josephine

STP EOC.indd 1 2022-08-15 11:31 AM

“Working with softscapes, native and pollinator gardens, and perhaps in the future some structural hardscaping.” - DJ “I am interested in furthering my horticultural education and gaining more industry experience through hands-on work in the field. Owning a business is my long-term goal.” - Josephine

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