June/July Green for Life 2013 by Landscape Alberta

A Landscape Alberta Nursery Trades Association member publication

June/July 2013 Vol. 1, NO. 3

Spotlight on the Skills Program

2 I Green for Life June/July 2013

Calendar of Events

MANAGING EDITOR Nigel Bowles LAYOUT & PRODUCTION Kyla McKechnie EDITOR Marnie Main ADVERTISING Erynn Watson

Landscape Alberta Green for Life is a professional publication for the landscape horticultural trade in Alberta.

Editorial and Advertising Landscape Alberta 200, 10331 ‐ 178 Street NW Edmonton, AB T5S 1R5 P: 780‐489‐1991 F: 780‐444‐2152 admin@landscape‐alberta.com www.landscape‐alberta.com

Landscape Alberta does not assume responsibility for and does not endorse the contents of any advertisements herein. All representations or warranties made are those of the advertiser and not the publication. Views expressed herein are those of the authors and do not necessarily reflect the views and opinions of Landscape Alberta or its members.

Material may not be reprinted from this magazine without the consent of Landscape Alberta.

ISSN No: 1929‐7114 (print) ISSN N0: 1929‐7122 (online)

Landscape Alberta Executive Committee

President ‐ Dean Falkenberg Greenview Nurseries & Tree Farms Corp.

1st Vice President ‐ Chris Brown CRS Brown Landscape Services Ltd.

2nd Vice President ‐ Dave Montgomery Green Oasis Services Inc.

Treasurer ‐ Arnold van de Ligt Manderley Turf Products Inc.

June 21 – July 1, 2013 National Plastics Recycling Event www.cnla‐acpp.ca/plasticsrecyclingevent Contact Julia: julia@cnla‐acpp.ca July 2 – 7, 2013 WorldSkills Competition Leipzig, Germany www.worldskills.org July 12, 2013 Nursery Growers Group Educational Tour Abbotsford, BC www.growersbustour2013.eventbrite.ca July 20, 2013 SNLA Ball Tournament Forest Park, Saskatoon, SK Call Christine at CNLA: 1‐888‐446‐3499 July 21 – 27, 2013 Perennial Plant Symposium Vancouver, BC www.perennialplant.org/events July 22 – 26, 2013 Hort Week Olds College, Olds, AB www.oldscollege.ca/hortweek September 18 – 16, 2013 CanWest 2013 Vancouver Convention Centre www.canwesthortshow.com

Past President ‐ Gerard Fournier For Trees Company Ltd.

Landscape Alberta Staff

Nigel Bowles, Executive Director nigel.bowles@landscape‐alberta.com

Marnie Main, Member Services Director member.services@landscape‐alberta.com

On the Cover: 2012 Skills Canada Landscape Gardener Competition, Edmonton EXPO Centre Photo Credit: Nigel Bowles

Erynn Watson, Member Services Assistant erynn.watson@landscape‐alberta.com

Valerie Stobbe, Trade Show Coordinator valerie.stobbe@landscape‐alberta.com

Kyla McKechnie, Administrative Assistant admin@landscape‐alberta.com

Cheryl Teo, Bookkeeper accounting@landscape‐alberta.com Green for Life June/July 2013 I

Industry and Association News … Welcome – New Landscape Industry Certified Technicians Report on Labour Shortages in Western Canada ‐ Landscape Alberta hosted a very successful Landscape Canadian Federation of Independent Business Industry Certified exam event on March 26 & 27, 2013 at The Canadian Federation of Independent Business recently the Olds College Landscape Pavilion. Twenty‐nine released their report “Looking for Hire Ground” which candidates challenged the exam this year and we reveals that the shortage of qualified workers is impeding congratulate all participants for their hard work. We the growth and success of small and medium‐sized businesses across Western Canada. The report analyzes officially welcome nine individuals who achieved the severity and impact of labour shortages, looks at how certification in their industry specialties: business owners are coping, and recommends a number of Landscape Industry Certified Technicians: ways governments can help. Jamie Kiffiak ‐ Ornamental Maintenance Some of the report’s key findings for Alberta include: David Klassen ‐ Softscape Installation  84% of small business owners say they had difficulty Emil LeBlanc ‐ Softscape Installation finding workers in the last three years, and 54% believe Shea Odland ‐ Softscape Installation finding new employees is going to become even more Jourdain Pajot ‐ Softscape Installation difficult. Chelsea Roman ‐ Ornamental Maintenance  More than half (53%) of small and medium‐sized Trevor Ross ‐ Hardscape Installation businesses have passed up new business opportunities Raymond Runka ‐ Hardscape Installation as a result of a shortage of qualified people.  Business owners say the labour shortage means they are Lee Davies – Landscape Industry Certified Manager working longer hours (74%), seeing a poor quality of job This event marks our seventeenth year of providing applicants (71%), experiencing increased labour costs (65%), reduced productivity (55%), and deteriorating certification exam opportunities to industry personnel on customer service (51%). the prairies. Landscape Alberta staff members send a hearty thanks to each volunteer who gave their time and  68% of entrepreneurs are hiring under‐qualified workers and making additional investments in training, 65% are expertise to the tasks at hand: planning, calling, judging, increasing salaries and benefits, 53% are forgoing new timekeeping, emailing, digging, driving, arm‐twisting and so much more. We extend a special thank you to our business opportunities, and 26% are recruiting outside of Canada. facility host, Olds College, and the unwavering support of Jack Berggren in the Landscape Pavilion. This event would not be possible without the support of many industry Skills Canada Alberta: Try‐A‐Trade® suppliers who provide material, equipment and staff for Landscape Alberta once again partnered with Olds College staff at the Provincial Skills Competition Try‐A‐Trade® this annual event. For a list of sponsors, see page 12. event held at the Edmonton Expo Center at Northlands, May 13 – 17, 2013. Agriculture Industry Labour Council discusses Foreign Worker Programs The Agriculture Industry Labour Council – Alberta (AILCA) Hundreds of students from across Alberta had an met recently to discuss issues in regard to the Foreign opportunity to visit the Skills Alberta competition arena to Worker Programs. Landscape Alberta’s Executive Director, try their hand at the Landscape Gardener Try‐A‐Trade® Nigel Bowles, and board member Arnold van de Ligt were booth. It was one of many featured at this annual event, which strives to increase interest and awareness of career on hand to represent member nurseries and sod growers. opportunities in the skilled and technical trades. Attendees were briefed about the federal Agriculture Round Table Labour Force working group, of which AILCA The Second Annual Eagle Lake Outdoor Expo is a participant. The working group had met recently with On April 12, Eagle Lake Professional Landscape Supply held its 2nd annual Outdoor Expo at the Glenmore Inn, in Citizenship and Immigration Canada and Human Resources and Skills Development Canada in an attempt to Calgary. Landscape Alberta staff were on hand to promote the association at the day‐long event. Over 100 attendees resolve a number of core program issues. took advantage of the invitation to see new products and A comprehensive synopsis of the meeting is available on learn from presenters in several educational breakout the Landscape Alberta website (Members Only section – sessions. Keynote speaker, Eddie LeMoine, spoke about the importance of understanding demographics and how login required). that can help with current HR challenges. Other sessions

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included live walls and live roofs, pond management and a look at new products on offer from Eagle Lake Professional Landscape Supply. Nursery Growers Educational Bus Tour A one‐day fly in/fly out nursery bus tour has been planned for Friday, July 12, 2013 in Abbotsford, BC. The tour will include stops at Cannor Nurseries, Van Belle Nursery, Pine Meadow Nursery, Atlasta Tree Nursery and Pacific Northwest Propagators. Serving the Prairies since 1927 The cost to participate is $110.00 (+ GST) per person, plus the cost of flights. (A group discount code for flights is available). For information on the tour and flights, visit www.growersbustour2013.eventbrite.ca. Government Makes Changes to the Temporary Foreign Worker Program The Temporary Foreign Worker Program (TFWP) enables employers to hire foreign workers on a temporary basis to fill immediate skills and labour shortages when Canadian citizens are not available to do the job. Human Resources and Skills Development Canada and Citizenship and Casino Hardy Apricot Immigration Canada have been closely monitoring the growth of the TFWP, and attempting to determine whether the program is continuing to serve its original purpose. In the 2013 Budget, the government announced it would build an economy‐ focused immigration system designed to meet Canada’s labour market needs, including better aligning the TFWP with labour market demands and focusing on connecting Canadians with available jobs. Crystal Blue Spruce In order to help unemployed Canadians get back to work and ensure that they are given the first chance at available jobs, the government is taking action to reform Canada’s TFWP. With final details to be announced in the coming months, the government will:  Work with employers to ensure that temporary foreign workers (TFW) are relied upon only when Canadians cannot fill those jobs.  Increase the recruitment efforts that employers must make to hire Canadians before they will be eligible to apply for TFWs.  Assist employers who rely on TFWs, find ways to ensure that they have a Dexter Hardy Apple plan to transition to a Canadian workforce over time.  Amend the Immigration and Refugee Protection Regulations to restrict the identification of non‐official languages as job requirements when hiring through the TFW process.  Introduce user fees for employers applying for TFWs through the Labour Market Opinion process so that these costs are no longer absorbed by taxpayers. Landscape Alberta supports the government’s position on hiring Canadians Large outdoor perennial availability first and using TFWs only when job positions cannot be filled. Career Expo Introduces Calgary Students to Landscape Industry Box 1089 On April 24, 2013 the Calgary Construction Association (CCA) held its annual Career Expo at Stampede Park in Calgary. Landscape Alberta member Tiger Carman, MB R0G 0J0 Lily Landscaping Inc. was asked by the CCA to represent the landscape trades Toll Free: 1-866-745-6703 sector at the event. Toll Free Fax: 1-866-623-6187 brian@aubinnurseries.ca Terry Riley of Tiger Lily Landscaping Inc. partnered with other Landscape www.aubinnurseries.ca Alberta members, Brandt Tractor and Expocrete, to provide students with an opportunity to experience some of the tasks and equipment used in our trade.

Aubin Nurseries Ltd.

Green for Life June/July 2013 I

Many of the nearly 2800 students in attendance got to It also lets you play and rewind radar images that update check out the view from inside the cab of a skidsteer, and every 10 minutes. joined the “Block Club” by laying a perfect pattern in paving stones. To view the Weather Radar Imagery map, visit http://agriculture.alberta.ca/acis/weather‐radar.jsp. Terry reported that the event was very successful, with students learning about the landscape industry and the Red Band Needle Blight found in Alberta career education opportunities available to them. At the Provincial Integrated Forest Pest Management Landscape Alberta thanks our members for their generous Forum held April 23 in Edmonton, forest industry experts provided updates on pests currently affecting trees in support in advancing the landscape industry in Alberta. Alberta, as well as pests on our (potential) doorstep. They announced the discovery of Red Band Needle Blight at the Martin Deerline Customer Appreciation Day On April 10, 2013 one of the Association’s long‐term Alberta Tree Improvement & Seed Centre near Smoky associate members, Martin Deerline of Edmonton, held a Lake, AB. This fungal disease can attack many species of pine, some spruce, and even Douglas fir. Some susceptible Customer Appreciation Day where local landscape contractors were invited to view and test some of the species commonly used in the landscape are Mugo pine, newest landscaping and lawn care equipment. Scots pine and Norway spruce. Executive Director Nigel Bowles was invited to give a A Google search for Red Band Needle Blight provides good presentation on recruiting and retaining workers. His photos for identifying symptoms ‐ distinct dark bands on presentation, “10 Steps to Building a Team” looked at the affected needles. The disease causes defoliation and, if reasons why workers leave, building a company culture, severe (80% infection/defoliation), can kill the tree. In the where to find suitable workers, and tips for successful landscape, Bordeaux mixture (a.k.a. Bordo) provides interviewing. Thank you to Martin Deerline for the effective control of the disease when applied twice per opportunity to promote the Association to the attendees. season; the first application in mid May (16th‐18th) to prevent spore release, and the second to inactivate spores after needle emergence. The disease has a two‐year life Weather Radar Imagery Map The AgroClimatic Information Service has a new online cycle and the fungus overwinters on both live and dead needles, so 2‐3 years of treatment is recommended. tool that lets Albertans track storm systems in real time.

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Landscape Plants and the Weed Control Act

The Alberta Weed Control Act lists a number of iris, pale yellow – Iris pseudacorus L. garden and landscape plant species in the knapweed, bighead – Centaurea macrocephala Puschk. ex Willd categories of Prohibited Noxious Weeds and knapweed, black – Centaurea nigra L. Noxious Weeds. This means that these plants and knapweed, brown – Centaurea jacea L. their seeds should no longer be grown, imported loosestrife, purple – Lythrum salicaria L. or sold for use anywhere in Alberta. saltcedar – Tamarix ramosissima Ledab. tamarisk, Chinese – Tamarix chinensis Lour. tamarisk, smallflower – Tamarix parviflora DC. Throughout Alberta, municipal weed inspectors are appointed under the Weed Control Act and have the authority to inspect for regulated weeds. Growers and retailers of landscape plants and seeds are urged to review their inventories for these regulated weed species and withdraw them from distribution or sale. For information on the Alberta Weed Control Act and Regulations, visit the Alberta Agriculture and Rural Development website at www.gov.ab.ca and search for “Weed Control Act”. The site also features an illustrated “Weed Identification Guide” detailing all weeds listed in the Act. Photo: Himalayan balsam The Act states that a person shall control a Landscape Alberta has a seat on the Alberta Weed Regulatory Advisory Noxious Weed that is on land the person owns or Committee, which meets frequently to review the Regulations. occupies. “Control” means to inhibit the growth or spread of the weed. The Act also states that a person shall destroy a Prohibited Noxious Weed that is on land the person owns or occupies. “Destroy” means to kill all growing parts of the weed or to render reproductive mechanisms non‐viable. The plants listed in the Weed Control Act are non‐ native to Alberta, but could potentially grow and thrive here. Some of these species have recently been seen propagated and potentially sold as ornamentals in Alberta, including: autumn olive – Elaeagnus umbellata Thunb. baby’s‐breath, common – Gypsophila paniculata L. bellflower, creeping – Campanula rapunculoides L. balsam, Himalayan – Impatiens glandulifera Royle barberry, common – Berberis vulgaris L. buckthorn, common – Rhamnus cathartica L. clematis, yellow – Clematis tangutica (Maxim.) Korsh. daisy, oxeye – Leucanthemum vulgare Lam. dame’s rocket – Hesperis matronalis L. flowering rush – Butomus umbellatus L. garlic mustard – Alliaria petiolata (M. Bieb.) Cavara & Grande hawkweed, meadow – Hieracium caespitosum Dumort. hawkweed, mouse‐ear – Hieracium pilosella L. hawkweed, orange – Hieracium aurantiacum L. Green for Life June/July 2013 I

Raise your Standards

By Jeffrey Scott

What are the successful companies doing to make their companies profitable? Recently, I worked with some very successful and profitable landscape/lawn/tree companies – and I see a trend in what separates the very profitable (and faster growing) companies from the less profitable (and more laggard) companies. It boils down to standards. The owner or leader has very high standards. It was said: “Success leaves clues.” As I look for the clues in the companies I consult with and lead in my peer groups, the biggest clue I see is the culture, as driven by the standards of the owner.

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Where do high standards come from? His or her standards are not based on industry benchmarks, nor are they based heavily on what they are seeing the company next door do. These companies are often following their own internal compass for what should be doable and reachable. Sometimes these standards evolve from seeing what doesn’t work in other companies. Sometimes these standards evolve by rubbing shoulders with other achievement‐minded peers. Examples of high standards Proactivity: The handholding and proactivity is unique. Whether commercial or residential, the client isn’t left wondering what is happening, because the contractor is reaching out to them before work is done and not waiting till after the fact. Most companies communicate reactively; the better companies have systems and culture and attitudes in place to communicate proactively, even during the craziness of the season. Listening: The listening is stellar. The companies seem to have an uncanny ability to listen and hear what the client wants and take care of what is being asked for. Planning: The installation jobs are planned in detail. The jobs are pre‐planned so that they can be executed correctly, the first time, without mistake or go‐backs. The owner or leader demands a high level of preparedness. Quality: The finished product speaks for itself and exactly meets the customer’s needs. The employees are proud of the work they do, and they are reaching a standard they are not normally asked to reach in the other parts of their lives. They go to work because they love to associate with a company with such high standards and high integrity. Responsibility: The crew chiefs work at a higher level. At other companies they may work at a foreman level, but at these companies they are asked to get the work done at a level of project manager. It takes training, technology, and good planning – but it is this standard that is considered the norm at these companies.

Alberta Certified Landscapers Ltd. Tim Mack #2 51519 RR 220 Sherwood Park, AB T8E 1H1 Phone: (780) 446‐2110 Fax: (780) 922‐5813 a.c.l@telus.net

Baja Bobcat Services Ltd. Jacqueline Lochhead 206 Charlotte Way Sherwood Park, AB T8H 0K6 Phone: (780) 257‐7773 bajabobcat@gmail.com www.bajabobcat.com

(March 15 - May 15, 2013)

Welcome to our New Members

What sets these companies apart? They don’t follow the leader; they set the lead. Why do some companies have live phone answering and others use voicemail? Why do some (that are using voicemail) return phone calls in 2 hours, while others take 2 days? Why do some companies always have their trucks clean, and others are only clean for 1 hour a week, or not at all? Why do some companies need 8 minutes to get ready and leave the yard in the morning, and other companies need 28 minutes? The way these high‐standard companies operate reminds me of how I imagine the Marines operate. When you join the Marines, you are asked to reach standards you never thought possible. And you do. You reach high standards that you might not normally hit in your everyday life. Ask yourself the following questions: Are you setting the lead in your community for what is considered acceptable quality? One medium‐sized company I work with sets warranty standards five times as high as his competition. He is the leader among his competition, and his prospects discover this when they shop around. Do you ask your team to reach seemingly impossible goals, and then lead them to do it? One larger company I know made over 10,000 cold calls last winter; no one had ever done this before, but they did it. Are you staying in touch with your email clients on a personal basis, no matter how much you grow? When running my company, my division manager would reach out and personally wow all 250 of his comprehensive clients. He kept a running checklist and made sure that by the end of the year, he had magically touched each and every client. Retention and referrals skyrocket when this is done. How do you raise your standards? 1. Work for or be mentored by someone with high standards 2. Rub shoulders with others – within or outside your industry – with high standards 3. Read up on and study those with high standards 4. Remove those with lower standards from your inner circle To raise your standards, surround yourself with others who are striving to raise their standards – and yours will rise too. Jeffrey Scott is an author, speaker and green industry business consultant. He facilitates peer groups for landscape professionals who want to transform and profitably grow their business. See Jeffrey Scott at Landscape Alberta’s Green Industry Conference, November 14 & 15, 2013 at the Edmonton EXPO Centre at Northlands. www.greenindustryshow.com.

Dr. Green Services Inc. Gregory Novak 3, 3705 ‐ 29 Street NE Calgary, AB T1Y 5W4 Phone: (877) 374‐7336 grnovak@doctorgreen.com www.doctorgreen.com

Houle Country Vern Houle Box 6071 Westlock, AB T7P 2P7 Phone: (780) 562‐0066 houlecountry@gmail.com www.houlecountry.com Green for Life June/July 2013 I

Connecting Canadians with Available Jobs At Landscape Alberta’s 2013 GreenPro Conference held March 8 in Calgary, attendees had the chance to listen to Judith Andrews from Human Resource Skills and Development Canada (HRSDC) speak about the recent changes to the Employment Insurance (EI) program. The government wants to help EI claimants return to work more quickly by supporting their job search efforts. EI will provide temporary financial assistance while claimants are actively looking for work and as they prepare to accept work that is suitable to their skills, qualifications and experience. The new rules will have an impact on both workers and their employers, especially in seasonal occupations such as the landscape industry. It will be difficult for workers to claim EI for extended periods of time and this may affect EI Claimant Responsibilities – Reasonable Job Search how companies structure their business operations.  EI claimants have always had the responsibility of conducting job search activities and recording all job search efforts Connecting Canadians with Available Jobs  Service Canada will assess efforts objectively based on the following criteria: To support economic growth and meet the challenges 1. Job search activities and the intensity of the job associated with both an aging population and growing search international competition for skilled workers, the Government of Canada is taking action to connect  Preparing a resume, searching, applying, unemployed workers with available jobs by: interviews, job fairs, networking; evidence of a 1. Improving labour market information, including the sustained job search effort new enhanced Job Alert system  Availability of employment opportunities where 2. Clarifying claimants’ obligations by defining claimants live, as well as commuting time, will be reasonable job search and suitable employment taken into account when assessing job search 3. Helping to ensure unemployed Canadians are effort considered before temporary foreign workers are 2. Type of work being sought hired to fill job vacancies Jobs that claimants are qualified to perform or 4. Working with provinces and territories to make skills can become qualified for with on‐the‐job training and job search supports available to EI training; can vary according to previous use of EI claimants earlier in their claim and length of time on claim Improving Labour Market Information EI Claimant Responsibilities – Suitable Employment Enhanced Job Alert system (www.workingincanada.ca)  Claimants have a responsibility to accept any offer of  Claimants who register for Job Alerts will receive up to suitable employment two emails per day on available job listings; they may  Of the criteria used to assess what constitutes choose to receive job listings for a variety of jobs and suitable employment, the following do not vary regions according to previous use of EI and time spent on  Job listings received through Job Alerts are based on claim: the claimant’s skills and where they live, drawing from 1. Claimant’s personal circumstances a broad range of sources including the Job Bank and  Considerations will be given to a claimant’s private‐sector job boards personal circumstances (e.g. health conditions,  Job Alerts also provide easier access and more family situations) information about employment (e.g. expected pay, 2. Working conditions future prospects) in current and related occupations  Position offered is not vacant due to strike, lockout or other labour dispute 10 I Green for Life June/July 2013

3. Commuting time  Workplace is within one hour commute – could be more taking into account previous commuting history and the community’s average commuting time 4. Hours of work  All available hours of work (number of hours per day and hours outside the usual work schedule) are deemed suitable  What specific type of work and what pay is suitable will depend on a claimant’s premium contributions and claim history Claimant Categories Claimants are categorized according to previous EI premium contributions and claim history: Long‐tenured Workers‐ Economic Action Plan definition: Paid at least 30% of the annual maximum EI premiums for at least 7 years out of the last 10; and over the last 5 years received 35 or fewer weeks of EI regular/fishing benefits Frequent Claimants‐ 3 or more regular/fishing claims and more than 60 weeks of regular/fishing benefits in the past 5 years Occasional Claimants‐ Includes all claimants not captured by the definitions for frequent and long‐tenured workers

What do these changes mean for claimants and employers? Implications for Employers Do EI claimants have to contact employers even if they are not currently offering positions?  EI claimants are encouraged to contact prospective employers in a manner that can directly assist them in improving their chances of obtaining suitable employment  It is still the employer’s decision to determine which candidate they wish to interview and hire  Employers are under no obligation to provide claimants or Service Canada employees with documentation or other information for the purposes of confirming a claimant’s job search efforts (Note that EI claimants should not be charged a fee for a letter from an employer confirming their job search efforts, because they do not need the letter) How are employers supposed to maintain their workforce if employees are forced to take other jobs during the off‐season? Green for Life June/July 2013 I

2013 Sponsors

 This government initiative is designed to support and encourage people to look for work, whether they are experiencing a permanent or temporary layoff  The combination of the enhanced Job Alert system with clarified responsibilities for EI claimants will mean employers will have a larger pool of workers available to them What should employers do if EI claimants refuse job offers?  Employers should advise Service Canada if claimants are refusing suitable employment Are employers being forced to hire EI claimants instead of temporary foreign workers?  No. Employers retain the right to hire the best candidate to meet their needs. However, employers seeking to hire temporary foreign workers have always been required to demonstrate that they are unable to find qualified Canadians to fill job vacancies  Employers will continue to be expected to consider available Canadians first; including EI regular and fishing claimants. The new Job Alert system will help employers find workers by ensuring that unemployed workers are aware of the job opportunities  Where there is a legitimate need, employers will continue to have access to the Temporary Foreign Workers program For more information, visit www.servicecanada.gc.ca or www.workingincanada.gc.ca.

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Spotlight on the Skills Program

landscaping. He aspires to one day have his own landscaping company. He got involved with Skills competition through Olds College and credits his trainer for being his greatest source of inspiration. Jack got involved in Skills competitions through his employer who suggested he should compete. He has just graduated from Olds College and currently works as an apprentice for Solterra Landscape. He chose to pursue landscape gardening as a career because it allows him to be outdoors and to stay active. The Landscape Gardening competition Competitors are evaluated on their expertise in layout, construction, and installation of hardscape and softscape elements. The technical skills that will be tested are; reading, interpreting and executing construction plans, accurately scaling measurements and setting dimensions on site, and using vertical measurement techniques. Competitors may also cut, shape and set natural or manufactured materials such as stone, concrete pavers and wood materials to build walls, patios, walkways and steps. The skills to be tested include cutting, filling, and leveling aggregate material and planting media; installing trees, shrubs, perennials, annuals or sod, and other elements. Landscape Alberta is pleased to be associated with Olds College and the Skills program. Over $5,000.00 has been donated over the past two years by the Association in support of the competitors.

Skills Canada Competitions reach across every province and territory in Canada, shining the spotlight on trade and technology students. In Alberta, regional competitions are hosted in partnership with nine technical institutes each spring. The Provincial Skills Canada Competition (PSCC) features 650 high school and post‐ secondary students in 44 trade and technology events – including Landscape Gardening. The gold medalists from the PSCC become part of the dynamic Team Alberta, to represent the province at the annual Skills Canada National Competition (SCNC), the only multi‐trade and technology event of its kind in the country. Every two years the SCNC is the qualifying event for Team Canada to compete at the next WorldSkills International Competition. Once selected to Team Canada, members train extensively for the international competition, often travelling to other countries to participate in their national competitions. Team Canada’s trainers and employers play a critical role in supporting their representatives on the international stage. At the 2012 PSCC, the Landscape Gardening competition was won by two Olds College students, Justin Schipper and Jack Van Den Broek, who will compete for Team Canada at this year’s WorldSkills Competition in Leipzig, Germany. Justin currently works for Nitro Construction as an apprentice and chose to pursue the field of landscape gardening because he enjoys working outdoors and many of his family members work in

Green for Life June/July 2013 I

Automobile Risk Management

With more than 23,198,000 drivers on the road, it’s likely 5. A minimum age for drivers and a minimum number of that many of us will experience or witness some kind of years of driving experience should be determined. The automobile accident this year. In order to help you do minimum driving experience should be applied to the everything you can to protect your business from insurance type of vehicle being operated. For example, a driver claims, we have listed below a few points that may help you being hired to operate a dump truck must have the determine who you want driving your vehicles. minimum driving experience of “x” years driving a dump truck; the driver’s “total years licensed” is not the measure of experience for this type of vehicle. Statistically, the use of driver controls has been shown to improve loss results for companies that hire drivers to support their business functions. Reduced losses can mean Listed below are some hiring standards that will help you reduced insurance premiums, and result in lower business manage your fleet of vehicles and in turn can help reduce expenses. It’s important that you implement driver controls your insurance costs: to minimize the cost of insurance and to protect the reputation of your company from being damaged by bad 1. The insured company should have a job description for all positions. publicity. Here are a few suggestions: 2. The insured company should use an application in order to collect all relevant information, including driver’s 1. Motor Vehicle Records (MVRs) should be obtained on all license numbers. new drivers and reviewed for license status, license class 3. All applicants should be interviewed prior to hiring and and conviction history. asked to supply a copy of their MVR for review during the 2. MVRs should be updated every three years for drivers with clean driving records, and every year for drivers who interview process. have conviction histories. 4. Minimum age and driving experience criteria should be 3. As a business owner, you must determine what is applied to applicants. Drivers under the age of 25 are considered higher risk drivers and you will be charged an acceptable with respect to conviction history, what additional premium for them. disciplinary action is to be taken, and apply that criteria consistently. Insurers generally recommend there be no 5. References should be checked. more than three minor convictions (e.g. not coming to a complete stop, improper turn, etc.). Drivers who have Marsh offers general liability and vehicle coverage as part of any major convictions (e.g. drunk driving) should not be the HortProtect Insurance program, exclusively for placed in driving positions. association members across Canada through the Canadian 4. Employers must be familiar with licensing requirements. Nursery Landscape Association (CNLA). The Marsh Drivers should be assigned to a specific vehicle in order representative for Alberta is Leah Lefebvre and she can be to ensure that they are operating the correct vehicle for contacted at 1‐877‐484‐1966 or leah.lefebvre@marsh.com. their class of license. For example, a driver who is only licensed to operate a light commercial vehicle should not be operating a heavy commercial vehicle for which a different class of license is required.

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Green for Life June/July 2013 I