the
BUCKEYE November/December 2023 Vol. 34, Issue 6
MAGAZINE
INSIDE: 2023 Landscape & Annual Award Winners Workforce Development THE BUCKEYE | November/December 2023
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NEW MEMBERS The following companies have been approved for OGIA membership, pending the completion of the application process, which includes requesting comments from the current OGIA membership regarding the qualifications and/or dues classifications of applicants within three weeks following receipt of this issue of The Buckeye. The following Individuals are applying for Student membership: Ashtabula Tech Allie Dalin Max Eble Gabriel Fowler Iyla Purola Clinton Rand Jacob Sanders Penelope Silverman Cole Stump Felicia Sutton Mikalah Williams Liam Wright Columbus State Community College Julie Anderson Emilio Ghent Louis Hernandez Raegon Landon Lauren Martin Sarah Murphy Jarron Neloms Nathan Polasky Gabrielle Ragusa Kristine Shannon Claire Smith Anthony Smith Cuyahoga Community College Katelyn Capatosto Melissa Dougherty Reid FitzGerald Destiny Griffiths Rayquan Jacobs Christine Kermond Basia Morris-Bruton Kiira Olszko Sylvia Pavlin Margaret Shane Bob Taillard Jackson High School Lorelai Altrichter Alison Bajornas Taylor Bayless Korbin Boivin Carter Burkett Jaelee Campbell Madison DeVelvis 2
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Jill Dodez Elliot Emerson Katherine Hiland Steven Lamb Tayler Lockhart Gabriella Malone Kaci McCulty Aris Milavickas Reese Moll Steven Mueller Audrey Reynolds Ohio State University Jamie Bahamonde Kyron Benton Kayla Chen Audrey Darr Wesley Fauver Sarah Hoak Treg Sibert Patrick Henry HS Addison Franz Bradyn Keith Brady Scherdt Ian Schwab Pettisville School Student Genevieve Galvin Jenna Norman River Vajen Mina Wesche Sophie Wilke Tolles Tech Career Center Hunter Anthony Daniel Ballard Joshua Banjoko Isiah Bercus Alyssa Cline Logan Daum Kyleigh Elfrink Giapaulo Jones Jacob Koons Jonah Lambert Sean Martt Hamza Naiyer Jeremiah Troyer
Meeya Walton Adian White Upper Valley Career Centerr Ambrose Anderson Brandon Berger Jack Blumenstock Hunter Crouch Landon Cummings Joey Curtis Dawson Fisher Marcus Hall Alex Holt Andrea Jutte Johnson Kemp Ethan King Trenton Klaus Carrick Kuta Brayden Miller Landyn Morrison Carson Niekamp Tanner Palsgrove Adelynn Rich Aidan Russell Dominic Sandison Maliky Snell Caleb Staley Lee Stanton Carson Steinke Aron Swartz Caden Walters Haiden Weigel Kylin Withrow Bio-Med Science Academy Mallory Offenbecher Northwest High School Emma Doss Ohio State University ATI Abbie Wade Owens Community College Sally Herbert Unity College Joshua Metts
CONTENTS
November/December 2023
VOLUME 34 • ISSUE 6 ogia.org THE BUCKEYE is the official publication of the Ohio Green Industry Association and is published six times a year.
EDITORIAL / ADVERTISING ISSN 1536-7940 Subscriptions: $75/year sara@ogia.org OFFICERS Genevieve Reiner-Mills President Oakland Nursery, Inc. Molly John Immediate Past President M.J. Design Associates, Inc. David Hupman President-Elect DIRECTORS Michael Hall Harrell’s LLC Peter Lowe The Dawes Arboretum Ron Schultz Premier Plant Solutions Devon Stanley Benchmark Landscaping Abby Thompson Acorn Farms Matt Turner Turner Landscaping LLC Lori Zatroch Cuyahoga Community College
COLUMNS
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President’s Perspective
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Executive Director’s Message
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Advocacy Update
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Human Resources Feature
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Communications Corner
F E AT U R E D S T O R I E S
STAFF
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OGIA Member Profile
Tracy Schiefferle Executive Director Roni Petersen Membership & Certification Sara Cantees Communications Natalie Mitchell Finance
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Workforce Development
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2023 Landscape & Annual Awards
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2023 Scholarship Recipients
THE FINE PRINT The statements and opinions expressed herein are those of individual authors and do not necessarily represent the views of the association, directors or staff and do not constitute an endorsement of the products or featured services. Likewise, the appearance of advertisers, or their identification as members of the OGIA does not constitute an endorsement of the products or featured services.
ALSO IN THIS ISSUE
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Membership Renewals
THE BUCKEYE | November/December 2023
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PRESIDENT’S PERSPECTIVE HELLO, EVERYONE! We’re almost through another crazy season in the green industry! As we wrap up the year, I want to thank everyone who worked hard to keep making this profession the beautiful and inspirational field that it is. Many of us are about to enter the slower part of our year—the handful of months where we have time to reflect on the past year, assess our successes and challenges, and plan for the future.
GENEVIEVE REINER MILLS And future planning is exactly the focus of this issue of Oakland Nursery, Inc. The Buckeye, as we examine workforce development. 2023 OGIA President Workforce development is a people-first approach to geneviever@oaklandnursery.com upskilling workers for long-term success. The aim of workforce development is to foster prosperity for individuals, communities, and businesses. It is the practice of offering our employees training, development opportunities, and continuing education programs to maximize their job success and career pathway. We’re staring down an unprecedented shift in the US labor market. In the next several years, 75 million baby boomers (those individuals born between 1946-1964) will be retiring, but there are not enough Gen X and Millennial employees available to fill all these rapidly opening vacancies. Many Gen Xers will be requiring time off or flex time to care for children or aging parents, and Millennials, while there are many of them, do not make up the skills gap left by our retiring Boomers. Potentially, this means a shortage of highly educated talent in the future, meaning a gap in professional knowledge and in turn creating complications for organizations seeking entry-level employees. The ratio of workers to employees in 1978 (the year I was born), was 5:1—five employed workers to 1 retiree. By the time I turn 60 in 2038, that ratio is projected to be down to 2.9:1, which means far fewer “productive” (and knowledgeable) people in the workforce supporting a very large unemployed populace. Sobering info, isn’t it? And while we have no control over national labor management at large, we can take steps to future-proof our own companies. What do we, in our industry, do with this information?
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spend all this money or time on someone and they leave?” My response is, “well, if you don’t do this yourself, the good ones will leave anyway, seeking an employer where they can find personal growth. Why not invest in your workforce with the hope that they stay?” This is not idle hope on my part, the research backs it up: if your team feels like you’re investing in them, they’re more likely to invest in you and your company because they have a sense of job security and higher sense of job satisfaction. You’ll see increases in morale and therefore, productivity, because employees who have been given tools to think “bigger” can be more creative, work smarter, and have the chance to better the place where they work. By investing in workforce development, you are creating a workplace that employees want to be a part of and contribute to. According to a recent Gallup poll, 87% of millennials rate “professional or career growth and development opportunities” as important to them in a job…compared to 69% of non-millennials. Workplace development is key even before you secure an employee: 59% of millennials say opportunities to learn and grow are extremely important to them when applying for a job. The good news is you don’t have to figure this out on your own. The OGIA is proud to be your partner in helping you develop your workforce, whether through webinars, classes, trainings, or being a resource when you’re looking for a professional to provide a specific program. Investing in the OGIA is a way to engage in some easy, low-cost workplace development, so I will use this last letter to encourage you to get involved with your state trade association. It’s been an absolute pleasure to have led the OGIA board this past year, and I’m so proud of the work that the OGIA staff has done to build programing that develops our profession. Thank you for giving me the opportunity to share my thoughts through this platform; I am grateful to be part of an industry where I get to learn something about myself and our natural world every day, and to have the privilege to help shape the future of the green profession.
First, look at your older employees. Are they nearing retirement age? Even if they are not planning on retiring right away, what info about clients, key processes or your company do they possess that should be passed on? Can you plan a transfer of knowledge over a year or so to make sure that institutional knowledge doesn’t leave when your experienced employees do?
I wish you all the best in your endeavors and hope everyone continues to experience joy and success in this amazing industry. Please feel free to connect with me if you want to talk shop, otherwise, I hope to get to meet more of you through the coming years!
Second, lean into workforce development…but note that workforce development is more than just job training. Workforce development is looking at your staff and finding the future leaders among them, then giving them the opportunities to grow within their jobs. Start training your younger employees on soft skills and give them opportunities to partake in early management programs. Programs on conflict resolution, DEI, leadership, culture development—these are skills that employees can use across your company, beyond their day-to-day job requirements. And yes, the question always comes up: “well, what if I
� https://www.betterup.com/blog/how-to-use-workforce-development-toclose-the-skills-gap � https://www.worldwideerc.org/news/global-workforce/baby-boomersare-retiring-implications-for-the-workforce-and-economy#:~:text=As%20 the%20baby%20boomer%20generation,for%20their%20skills%20 and%20expertise. � https://www.washingtonpost.com/technology/interactive/2023/agingamerica-retirees-workforce-economy/They Mean for America’s Future by Jean Twenge, Ph.D. 4 https://www.betterup.com/blog/how-to-use-workforce-developmentto-close-the-skills-gap 5 https://www.gallup.com/workplace/236438/millennials-jobsdevelopment-opportunities.aspx
Cheers!
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E X EC U T I V E D I R EC TO R’S M E S SAG E WORKFORCE DEVELOPMENT is a broad and critical theme that encompasses various aspects of promoting career opportunities, especially in trades, as an alternative to traditional college education. While addressing the larger picture is important, often, the most significant impact is made in smaller, more personal interactions. For instance, a one-on-one conversation with a high school student who is trying to figure out their career path can be a pivotal moment.
COMMUNITY ENGAGEMENT
While OGIA plays a significant role in workforce development, it’s equally crucial for local companies to be actively involved in nurturing talent. Many companies are already contributing by visiting schools and assisting with educational programs. For those who haven’t yet engaged with local schools, there are numerous organizations that promote career exploration for students. Reach out to these organizations and offer to share your industry expertise. Through OGIA’s career portal, express your TRACY SCHIEFFERLE interest in connecting with potential employees. Workforce development is not just about creating jobs; OGIA Executive Director tracy@ogia.org it’s about providing solutions where people live and work. The Ohio Green Industry Association (OGIA) recognizes BEYOND RECRUITMENT: RETAINING THE WORKFORCE the multifaceted nature of this challenge and has several Recruitment is just one part of the equation; retaining the initiatives aimed at nurturing the horticultural workforce workforce is equally important. It’s essential to consider what benefits you offer to employees and the ongoing of the future. educational opportunities available: CULTIVATING FUTURE TALENT
One of OGIA’s flagship programs is the Ohio High School Olympics. This nationally recognized initiative fosters skill development and friendly competition among Ohio’s high school horticultural programs. It connects over two hundred students with member companies who host these competitions. The event serves as a platform to inspire and develop the future workforce.
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Furthermore, OGIA forges valuable relationships with trade and college programs, creating a network that supports the industry’s growth.
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INVESTING IN EDUCATION
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Education is a powerful tool for workforce development. OGIA understands this and offers scholarships to students pursuing degrees in horticulture, whether at a college or technical school. Annually, over $10,000 in scholarships are awarded to deserving students. Additionally, OGIA collaborates with organizations like AmericanHort and FFA to support scholarships and research programs. To enhance knowledge development, OGIA offers a certification program. This program strengthens the workforce and is achieved through partnerships with the Ohio Department of Corrections, colleges, and high schools. ADVOCATING FOR THE FUTURE WORKFORCE
From an advocacy perspective, OGIA actively supports efforts to streamline and improve programs like the H2A Visa and H2B Visa cap, which are crucial for maintaining a stable workforce in the horticultural industry. OGIA also backs the Freedom to Invest in Tomorrow’s Workforce Act, allowing the expansion of eligible uses of 529 savings plans to cover costs associated with workforce training and credentialing. Locally, OGIA supports state initiatives aimed at fostering workforce and skill development programs.
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Professional Development: Offer ongoing training and development opportunities. Career Progression: Create clear pathways for career advancement. Mentorship Programs: Establish mentorship initiatives. Flexible Work Arrangements: Consider flexible work options. Competitive Compensation: Regularly review salaries and benefits. Employee Benefits: Provide comprehensive benefits. Recognition and Rewards: Acknowledge outstanding performance. Employee Engagement: Foster a culture of open communication. Wellness Programs: Promote physical and mental well-being. Work-Life Balance: Encourage a healthy work-life balance. Diversity and Inclusion: Embrace diversity in the workplace. Employee Assistance Programs: Offer support during personal challenges. Exit Interviews: Seek feedback from departing employees. Team-Building Activities: Organize activities to build camaraderie.
• By implementing these strategies, you not only attract talent but also create an environment where employees are motivated to stay and contribute to the organization’s success. Understanding employees’ needs and adapting your approach is key to retention. Workforce development is a multifaceted challenge that requires a combination of educational, advocacy, and community efforts. OGIA’s initiatives, coupled with the involvement of local companies, offer a promising future for the horticultural industry.
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OGIA MEMBER PROFILE BY ALANA SETTLE
BLOOMING DESIGNS Cultivating Beauty in Gardens and Growing Success through Collaboration
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BLOOMING DESIGNS IS A SMALL COMPANY BASED IN NORTON, OHIO,
specializing in the installation and maintenance of flowering gardens. Founded by Susie Dempster, the company has a unique partnership with Summit Landscape, a full-service landscape company owned by Susie’s husband. We spoke with Susie about her company and its distinctive offerings. OGIA: Why did you start Blooming Designs? Susie: Blooming Designs was started in 2001. My husband, David, had a successful landscape business, Summit Landscape. I was working in a chemistry lab and was jealous of the time that he spent outside. He and his crew were great at hardscape and lawn care, but the guys lacked the desire to know or care for the annuals and perennials, so I started a different division of the company that focused on flower gardens. OGIA: How did you get started in the industry?
Susie: Even as a child I was always interested in plants. I earned a BS in Botany from Miami University, then worked in a chemistry lab for 10 years. In 2001, I quit my lab job to start Blooming Designs so that I could spend my time gardening. OGIA: How has your company grown or evolved over the years? How do you work alongside your sister company, Summit Landscape? Susie: Blooming Designs was started to provide weeding and annual flower planting services. Quickly, we saw a need in the market for designs and fine garden maintenance. We work with Summit Landscape for large landscape installations and renovations, and we float freely between the groups to help each other out. I design for both companies. It is a great partnership. OGIA: How big is Blooming Designs today? Susie: We have eleven great employees, plus floaters from the Summit side of the company. Most of our crew are women that love to work outside. We are a friendly and flexible group that takes pride in creating and maintaining beautiful gardens, landscapes, and containers. OGIA: Do you have any favorite projects or designs that you’d like to share?
plunge. It was fun to try something new, and it’s turned out nicely. OGIA:Regarding day-to-day operations, what’s working well for you? Susie: Regarding employees, we try to be flexible and allow them to have a good family life: we don’t work a ridiculous amount of hours, they have weekends off, and we allow them to leave for a couple hours to see a kid’s school activity, etc. They each have their own strengths and talents, and we try to utilize those strengths. OGIA:Any “fails” that you’ve learned from over the years that you’d be willing to share? I think most of the fails we have had are a result of taking on more work than we can handle. Susie: On one property we had a sub-contractor put in a fence. When measuring how many panels were needed, I didn’t take into consideration the posts between, so the placement was all wrong. OGIA:What are your current challenges?
Susie: Every project is fun and a chance to learn something new. About eight years ago we took on the maintenance of a fantastic garden that a friend designed and installed, but then he died tragically before it reached maturity. Taking on that garden forced me to improve our services and processes and has made us a better company.
Susie: There is not enough time to do all the work available to us. Every potential project seems exciting, but often we bite off more than we can chew, and sometimes leave potential customers hanging. We need to learn to say “no” when we have enough work in the pipeline.
Recently, we installed a matrix garden at Greenlawn Cemetery in Akron. When I was contemplating the space, a friend said, “that would be a great place for a matrix garden.” Over winter I read everything I could about matrix gardens. I learned a lot and took the
Susie: I think we are moving toward a reduction of lawns and chemicals. More people are interested in no-mow lawns.
OGIA:Where do you see the industry heading? Any trends you’re watching?
OGIA:Any advice you’d like to share for business
owners who are just getting started? Susie: Join networking groups and find peers from across the country to learn from and share information. Treat clients and employees well and it will all come back to you. Overall, Susie reflects on her good fortune in making a living through her passion, extending heartfelt gratitude to the dedicated team, loyal customers, and, above all, her husband David, whose crucial role has been instrumental in their collective achievements. To learn more about Blooming Designs, visit summit-landscape.com.
THE BUCKEYE | November/December 2023
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A D V O C A C Y U P D AT E
OHIOPLANT, through its member the Ohio Pest Management Association, learned on September 14th that the Bexley City Council was considering an ordinance, 28-23, that would have required commercial pesticide applicators conducting a treatment for mosquitoes, and for landscape professionals, to first be registered with the city before performing work.
“Mosquito Control Contractor”, as used in the ordinance, TONY SEEGERS would be defined as “any person or firm engaged in the lawful 1803 Consulting, LLC application of airborn [sic] pesticides intended for mosquito tony@1803consulting.com control.” Tony is the governmental affairs liaison for OhioPLANT, of which OGIA is a member. OhioPLANT is a coalition of pesticide, landscape, agriculture, nursery and turf professionals. For more information, visit OhioPLANT.com
Additionally, the ordinance would have required a “mosquito control contractor” to provide 24 hours advance notice in writing to all adjacent property owners prior to treating for mosquitoes at a property. The written notice could be an email if the adjacent property owner agreed to email notification. The ordinance also would have required the written notice to contain an estimate time of application, the chemicals being applied, the method of application, and any other information the “contractor” deemed relevant. The penalty for the violation was an undetermined amount. Proposed ordinance 28-23 also defined “Tree Lawn Landscape Professional” as “any person or firm engaged in work in the Tree Lawn that would include any of the following: the planting of new material; the placement of mulch or other similar landscape material; the installation, replacement, or repair of hardscape material.” Additionally, “tree lawn” was defined as the “section of the City [sic] right-of-way between the sidewalk and the curb.” The proposal added to the city’s existing section on trees and shrubs in public places that , “no person shall place mulch or soil above ground level within two inches from the trunk of the tree, and no more than 2” deep above the ground level within 3’ of the outside of the trunk of any tree, shrub or evergreen in any public street, park or public place.” Per the language, prior to pursuing criminal charges for violating the placement or mulch or soil in such a manner (yes, you read that correctly, criminal charges) the city could do the following: 1.
for an initial violation committed by a property owner, provide a written notice of the violation to the property owner and remove the excess mulch or soil.
2.
for a subsequent violation committed by the same property owner at the same property, provide a written notice of the violation to the property owner and remove the excess mulch or soil and issue a $20 civil penalty for each area around a tree, shrub, or evergreen that requires correction.
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for any violation by a Tree Lawn Landscape Professional, provide a written notice of the violation
to the Tree Lawn Landscape Professional and the property owner and remove the excess mulch or soil and issue a $20 civil penalty to the Tree Lawn Landscape Professional for each area around a tree, shrub, or evergreen that requires correction. 4.
or subsequent violations to those violations in 2 and 3, a misdemeanor of the fourth degree and a fine of not more than $250.00 or imprisonment for not more than 30 days, or both for each offense in addition to any required restitution for damages incurred by the city or any special assessments levied. Each day during or on which a violation or noncompliance occurs or continues is considered a separate offense. A separate offense shall be deemed committed each day during or on which a violation or noncompliance occurs or continues. The city can also seek injunctive relief.
Besides the obvious question of “why?”, the mulch language raised questions such as what if the landscaper is not aware the tree or shrub is on the city’s easement? What happens if someone later adds mulch or soil to the landscaper’s work? Shouldn’t the landscaper have the right to cure the offense without the concurrent levying of a fine? Isn’t the possible imposition of a criminal charge for a violation of a mulch/soil ordinance grossly ridiculous? As OhioPLANT’s lobbyist, I testified at the September 26 Bexley City Council meeting for the second reading of the ordinance. Unfortunately, and unbeknownst to OhioPLANT and OGIA, the Bexley City Council had separated the tree lawn issue and the mosquito control issue into two separate ordinances at the September 12th hearing (two days before OhioPLANT was made aware of the ordinance) and passed the tree lawn ordinance as 28-23. Unlike commercial applicators, there is no comprehensive state licensure scheme for applying mulch and soils so the legal argument that the tree lawn provision was preempted by state law was not available. Shortly before my testimony I was informed that the tree lawn provision had been separated and passed on its own at the prior hearing and so my testimony was limited to the revised mosquito control ordinance, 33-23. I explained that the proposed mosquito ordinance was preempted by state laws for commercial pesticide applicators and therefore would be invalid if passed. Ultimately, at the third hearing on October 10, the city attorney agreed that the state commercial pesticide laws precluded the city from moving forward with its mosquito control ordinance and the city council withdrew it. What is left is an ambiguous and overly strict city law regarding mulch and soil application. OGIA, with its membership in OhioPLANT, will attempt to have the Bexley City Council repeal the mulch ordinance or at least scale it back. Until then, if you provide landscaping service in Bexley, watch your mulch.
THE BUCKEYE | November/December 2023
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WORKFORCE DEVELOPMENT BY ALANA SETTLE
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From Legislative Advocacy to Grassroots Initiatives and Online Innovation: A Holistic View of OGIA's Efforts to Shape the Future of the Green Industry Workforce
OGIA’S SOLE PURPOSE is to support the success and growth of green industry businesses, and at the core of its mission is a long-standing commitment to workforce development. Through national partnerships, community outreach, online resources, and exclusive member benefits, OGIA implements a multifaceted approach to improving the industry’s access to a qualified labor pool. NATIONAL PARTNERSHIPS
OGIA’s efforts to tackle the labor shortage include strategic partnerships with national associations. OGIA recently joined the Tomorrow’s Workforce Coalition, a collective of hundreds of associations advocating for the bipartisan, bicameral Freedom to Invest in Tomorrow’s Workforce Act. This legislation seeks to expand the ways individuals can use funds from their 529 savings plans (statesponsored investment accounts that are exempt from federal taxes if funds are used to pay for qualifying education expenses). The Act would allow families to use their 529 plans to pay for post-secondary training and credentialing programs, such as professional licenses and certifications. According to the Coalition, the majority of America’s workforce is composed of “middleskill jobs,” which require more than a high school education but not a bachelor’s degree. Changes to qualifying education expenses for 529 plans could open doors for job seekers who do not plan to attend a traditional college or university. COMMUNITY OUTREACH
At the grassroots level, OGIA is always looking for outreach opportunities to promote green industry careers. In September, OGIA hosted an interactive display at the Farm Science Review, a large agriculture tradeshow hosted by The Ohio State University’s College of Food, Agricultural, and Environmental Sciences. OGIA representatives spoke with students from over 49 high schools, as well as parents and educators, about careers in the industry. THE BUCKEYE | November/December 2023
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from OHLO can show off their talents alongside 5,000 student competitors, educators, and industry partners. The competition, which will be held in April in Columbus, Ohio, features 100 contests representing various industries. ONLINE OPPORTUNITIES
OGIA recognizes the importance of the digital landscape in today’s job market. A recently revamped online career center (careers.ogia. org) has new features catering to employers and prospective employees, connecting talented individuals with green industry job opportunities more effectively.
ABOVE: Ohio High School Landscape Olympics 2023
OHIO HIGH SCHOOL LANDSCAPE OLYMPICS
In October, OGIA hosted the 8th annual Ohio High School Landscape Olympics (OHLO), its flagship workforce development program that receives overwhelming support from green industry businesses. OHLO connects students with real-world experiences in a safe and nurturing environment; they compete in hands-on events to test their skills, network with green industry companies, and receive mentorship from industry professionals during the two-day event. With over 200 students from at least a dozen high schools and career centers attending every year, OHLO makes a significant impact on educating and inspiring future green industry professionals—and promoting the industry to the public as well. Regional news outlets publish stories about the winners from their communities. Parents see a well-organized, safe, and professional event, showing them that the industry cares about developing the next generation of employees. Industry partners who get involved promote their brand, showcase their professionalism, and position themselves as a leader in the industry. Everyone benefits from this outstanding program. For the 2023 event, OGIA partnered with SkillsUSA, a national, non-profit association promoting the skilled trades. OHLO is now considered a qualifying event for SkillsUSA’s Ohio state competition, which means students 14
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ABOVE: Ohio High School Landscape Olympics 2023
Job seekers can now create a free account to upload their resumes for hiring managers and recruiters to view. They can also sign up for job posting notifications, request a free resume review, read career planning resources, and access premium career planning services from recruitment experts. MEMBER BENEFITS
Members of OGIA enjoy valuable benefits to enhance their workforce development efforts. Through OGIA’s partnership with The Employer’s Association, OGIA members have access to a free “hotline” where members can seek guidance from HR experts. This service is especially helpful for small business owners who don’t have dedicated Human Resources staff and need assistance with questions regarding compensation, benefits packages, job descriptions, incentives, performance reviews, and other HR best practices. In addition, OGIA offers HR-related webinars led by The Employer’s Association experts, available for viewing on demand at ogia.org/ professionaldevelopment). INDUSTRY EDUCATION
OGIA strives to ensure its members are wellinformed on best practices and the tools needed to create a successful recruitment strategy for their businesses. At OGIA’s recent midwestGREEN conference, an entire education track was dedicated to Human Resources-related information. Seven education sessions geared toward HR professionals and hiring managers included: an important H-2A and H-2B informational session presented by OGIA preferred service provider másLabor; a session sharing tips for recruiting
ABOVE: OGIA at Farm Science Review 2023
ABOVE: midwestGREEN Conference 2023
college students from Cuyahoga Community College; and a roundtable discussion with HR professionals from Willoway Nurseries and Five Seasons Landscape Management. These education events, of which more are sure to be planned for 2024, can’t be missed if you are a business owner who needs a competitive edge in recruitment and retention. As always, to reap the most benefits of an association membership, you must get involved. Attend events regularly, read OGIA newsletters, and sponsor or support programs however you can. OGIA will continue to work tirelessly on your behalf to ensure a bright future for your industry.
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THE BUCKEYE | November/December 2023
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H U M A N R E S O U R C E S F E AT U R E The Workforce Development Picture BY ANDY SPRENGER & RENEA QUIRE Training Specialists
The Employers Association is an OGIA service provider offering FREE HR assistance and more. Check it out and learn more about this benefit of your OGIA membership at ogia.org/ serviceproviders.
Bath #3- Fixer Bath. This is where you can fix, remove, THERE IS A COMMON THEME when defining the word or change what is needed to continue moving forward in “develop” and that is “process.” Use the development of film your development. as an analogy. You may be thinking, “who still develops film the “old” way?” And that’s a valid thought; however, let this article develop in your mind and create a useful “picture.” “Picture” 3) The Refinement Process is where the picture comes back refers to your goal, vision, or growth you’d like to see as a into the light. professional. a) Washing- Water is used to wash away the fixed chemicals. You’re almost done with the development of Film development has three general processes. your goal. This could take the form of taking a test to get Developing your “Picture” a completion, certification, degree, etc. This could also be 1) Exposure Process that the information is still fresh in your mind and you’re 2) Chemical Process taking the useful from the process and starting to apply it. 3) Refinement Process 1) The Exposure Process is done after you’ve taken the “picture.” This stage is about how you want to develop as a professional.
b) Drying- In this phase the picture is permanent and resistant. This is where the goal is achieved, the vision is seen, and the knowledge is now wisdom.
a) Remove the film holder from the camera. This could Workforce development focuses on more than how to do your be the notes, general research, or initial ideas concerning job and includes relationship skill building which allows for growth and resilience. The Employers’ Association offers classes the goal you have. for all stages of development. Some of our most popular topics b) Exposure. Before unraveling the film from the holder, in this area are: you need to have the right amount of light to expose the • Effective Communication - sharing the skills of active film too. Comparably this could be choosing when to bring listening, becoming familiar with body language, your ideas forward to the decision makers. Give the film and improving a leader’s ability to communicate too much light and you’ll lose the image. Give too much professionally and productively. information at once, or choosing the wrong time to present • Problem Solving and Critical Thinking – providing your vision may prevent the image you have in mind from the tools for leaders to work through situational and being seen. systemic problems that arise in the workplace. • Providing Constructive Feedback – demonstrating the *Lesson: Within the Exposure and Chemical process complete importance of regular, constructive feedback, and best darkness is needed. There may be times when you don’t know practices for delivering a critique that leads to better or can’t see the picture in your life. Trust the process and realize outcomes in the future. that coming into the light of your growth is the next phase. • Building and Maintaining Trust – providing leadership tools for leaders to encourage collaboration in a safe 2) The Chemical Process occurs after you’ve presented your environment. initial goal and now the company would like to see the image. • Coaching Employers to Higher Performance – This process has three baths that the film will go into. demonstrating the tools to empower different employees and the value of encouraging employees to Bath #1- Developer Bath. The Developer Bath is a realize their full potential. mixture of compounds that agitate the film. This could • Creating an Inclusive Workplace – understanding be collecting more information on why, how, and what is that employee’s perceptions and actions are strongly required to develop and achieve your goal. Pause: This influenced by the environment created by the leaders does not mean you have to have all the data at once. Most of the organization and tools to create a welcoming likely you won’t, and there will be aspects of the mixture environment for everyone. you didn’t realize you needed to develop. Bath #2- Stop Bath. It’s in the title, it stops the developer bath process. This could be the time to re-assess your process, your training, or your developing goal. Maybe there was a person peeing in a pool in the background of your wedding photo. So, you need to take another picture, because there were things in the background you weren’t anticipating. Maybe it’s taking the picture longer to develop, so you need to be more patient. Maybe everything is moving forward and you’re ready to go to the next phase. 16
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So, while Workplace Development can mean different things and be applied in many ways, the training and development of your current and potential future team members is an integral part of increasing morale and productivity. If you trust the process, if you’re willing to be flexible and adapt, if you’re willing to give it time to develop, then you’ll be ready to hang the picture on the refrigerator.
Better Together Premier Plant Solutions & Willoway Nurseries, Inc One Name, Same Great Service & Quality. Commited to simple solutions, Premier will continue merging with Willoway and go by one name moving forward. Pick-up and delivery is available at all of our local distributions centers: Avon
4825 Center Road Avon, OH 44011
Broadview
10001 Broadview Rd. Broadview Heights, OH 44147
Hilliard
6981 Scioto Darby Creek Rd. Hilliard, OH 43026
willowaynurseries.com
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51ST ANNUAL
LANDSCAPE & ANNUAL
AWARD WINNERS
PROJECT OF THE YEAR
Oakland Green Interiors Huntington Center Living Wall
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RESIDENTIAL INSTALLATION UNDER $50,000 SILVER AWARD Lifestyle Landscaping | Moss Residence
RESIDENTIAL INSTALLATION $50,001 TO $250,000 GOLD AWARD The Bremec Group | Novelty
SILVER AWARD
Lowenoak Landscape Development Classic Courtyard
SILVER AWARD Lawn Scapes, Inc. Brookfield
HONORABLE MENTION Landscapes by Terra Country Living
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RESIDENTIAL INSTALLATION $250,001 & OVER GOLD AWARD Hidden Creek Landscaping, Inc. | Tudor Estate Grounds
SILVER AWARD
Landscapes by Terra Golf Course Views
SILVER AWARD
Landscapes by Terra Hideaway Haven
HONORABLE MENTION Oakland Nursery The Ruberto Property
COMMERCIAL INSTALLATION OVER $150,000 SILVER AWARD Builderscape, Inc. | Westley Chapel Cemetery Expansion
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RESIDENTIAL LANDSCAPE MAINTENANCE & MANAGEMENT SPONSORED BY ACORN FARMS SILVER AWARD M. J. Design Associates, Inc. | Morosky Residence
USE OF SEASONAL COLOR, CONTAINER GARDEN, OR PERENNIAL GARDENS SPONSORED BY MILLCREEK GARDENS SILVER AWARD
M. J. Design Associates, Inc. Morosky Residence
SILVER AWARD
Environmental Management Services, Inc. Columbus Commons
HONORABLE MENTION
Blooming Designs Greenlawn Cemetery Columbarium Garden
THEME GARDENS OR RETAIL DISPLAYS OF HORTICULTURAL PRODUCTS OR SERVICES SILVER AWARD Wimberg Landscaping | Office Pollinator Display Gardens
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COMMERCIAL LANDSCAPE MAINTENANCE & MANAGEMENT GOLD AWARD Environmental Management Services, Inc. | Grandview Yard
SILVER AWARD The Bremec Group | Gebauer Company
WATER FEATURE GOLD AWARD The Bremec Group | Moreland Hills
COMMUNITY SERVICE PROJECT SPONSORED BY SEIBERT KECK INSURANCE SILVER AWARD Wimberg Landscaping | Focal Garden at Ault Park
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RESIDENTIAL INSTALLATION $250,001 & OVER GOLD AWARD Oakland Green Interiors | Huntington Center Living Wall
SILVER AWARD Oakland Green Interiors | Junto Interior Plant Design & Install
BEST MARKETING CAMPAIGN - SOCIAL MEDIA GOLD AWARD
SILVER AWARD
LANDSCAPE EMPLOYEE OF THE YEAR
SALES PROFESSIONAL OF THE YEAR
Karen Silvers | Lifestyle Landscaping
Evelyn Chamberlin | Oakland Green Interiors
Karen Silvers is a remarkable employee who has had an immensely positive impact on her organization, making her a deserving nominee for the 2023 Landscape Employee Recognition Award. Over the past decade, Karen has consistently exceeded expectations, demonstrating exceptional work quality and efficiency in her roles, ultimately leading and growing the company's new Irrigation Division. Her dedication has significantly contributed to the company's profitability, culture, and reputation, with numerous clients praising her work and generating substantial referrals. Karen's can-do attitude, even in challenging conditions, motivates her team and results in increased productivity. She has also broken barriers in a male-dominated industry, inspiring young women. Karen's problemsolving skills led to the successful launch of the Irrigation and Lighting Division, saving the company money and satisfying clients. Overall, Karen is a versatile, confident, and determined leader, serving as a role model for all.
Evelyn Chamberlin has been an indispensable part of Oakland Green Interiors for 17 years, where she began as an installer after her college landscaping stint. She has worn multiple hats in the company, mastering various roles, from installation to design, interior plant maintenance, team management, and sales. Transitioning into a full-time senior sales manager in 2017, Evelyn’s passion for plants and horticultural knowledge have shone through as she creates unique and engaging plant designs. She has tackled major projects, including rooftop gardens and massive tree installations at hospitals, showing her remarkable problem-solving skills. Evelyn continually sets high standards for herself and is not afraid to get hands-on in projects, even running a side business selling cut flowers at local farmer’s markets. Her warm and supportive nature makes her a valued co-worker, and her dedication to the company and bringing beauty to Columbus is highly commendable.
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2023 ANNUAL AWARD WINNERS DISTINGUISHED CONTRIBUTION AWARD Andy Doesburg Andy, a seasoned professional in the green industry, initiated the transformation of his family’s business, Thornton Landscape in Maineville, into a thriving $3+ million design/build company with over 35 employees. Graduating from Coastal Carolina University in 1999 with a degree in Recreation and Leisure Management, Andy, though initially not focused on landscaping, was drawn to working with his father and eventually became President of Thornton Landscape over the course of 20 years. After selling the business in 2017, he stayed on as the division manager for Landscape Construction. In 2022, Andy took on the role of Landscape Division Manager at Berns Garden Center and Greenhouse. A dedicated leader, he served as president of OGIA twice, received the OGIA Legislative Advocate of the Year award, and played a significant role in the Greater Cincinnati Home Builders Association, where he met his wife and served as President of the Associates Council.
OGIA SERVICE AWARD Devon Stanley Devon, hailing from Wooster, cultivated his passion for the green industry while working summers at Ohio State ATI, where his parents were employed for over 30 years. A Landscape Horticulture graduate from OSU, Devon joined Benchmark Landscape as its first official employee in 1988 and has served in various capacities for 27 years. Currently, he holds the roles of Maintenance Division Manager and Business Developer, contributing significantly to the Landscape Maintenance Division’s growth, surpassing $5 million in revenue. Devon, a former OGIA board member and president, is actively involved in the National FFA’s Nursery and Landscape CDE Committee, collaborating with Career and Technical Education Institutions, and co-founding OGIA’s High School Landscape Olympics. Residing in Plain City with his wife Tracie and four daughters, Devon enjoys coaching softball, camping, supporting OSU, raising 4-H market hogs, and cherishing time with family and friends.
EDUCATOR & PUBLIC SERVICE AWARD BILL DAWSON Bill’s lifelong dedication to sharing his love for gardening and nature has left an indelible mark on the community. After working for Oakland Nursery in the mid-80s, he played a pivotal role in shaping the outdoor horticulture displays for AmeriFlora in 1992, contributing to the revitalization of Franklin Park and its conservatory. Over his 30-year tenure at Franklin Park Conservatory and Botanical Gardens, Bill led the Growing to Green Community Garden Program, helping Columbus grow from a dozen to over 300 community gardens, making it the city with the highest number of thriving community gardens per capita. Bill’s commitment to horticulture extends to his personal life, having married his wife Jodi at the Franklin Park Conservatory 39 years ago. Though he recently retired as the Growing to Green Program Manager, Bill continues to impart his knowledge through consulting, advising, gardening videos, and Earth Art and nature photography shared on various social media channels.
YOUNG PROFESSIONALS OF THE YEAR LIZ & JARED HUGHES In 2007, at the age of 19, Jared embarked on his horticulture journey at Foertmeyer and Sons Greenhouses while pursuing college. Initially focusing on succulents for their low maintenance and easy propagation, Jared’s business grew steadily, enabling him to expand his plant collection from around the world. In 2015, Liz, Jared’s wife, joined the venture, and together they transitioned to the Groovy Plants Ranch, a dream project in Fargo. Relocating from Cardington to Marengo, the couple, now with two daughters and two Australian shepherds, has turned the Ranch into a vibrant destination with a diverse team boasting over 100 years of collective horticulture experience. Liz and Jared, along with their team, have successfully cultivated a fun, informative, and distinctly “Groovy” environment at Groovy Plants Ranch.
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2023 SCHOLARSHIP RECIPIENTS THE OHIO GREEN INDUSTRY ASSOCIATION IS EXCITED TO ANNOUNCE THE 2023 SCHOLARSHIP RECIPIENTS. We're proud to
PRESIDENT’S SCHOLARSHIP
support the academic aspirations and dedication of students passionate about shaping the future of horticulture and landscaping. These scholarships, rooted in merit and achievement, serve as a testament to our commitment to fostering excellence in college students majoring in landscape, nursery production, and related horticulture disciplines. High school FFA students demonstrating a fervent interest in pursuing similar majors also stand as integral contenders for this prestigious award. Among the accolades, the OGIA President’s Scholarship, a notable $3,000 grant, awaits an exceptional college candidate, while multiple $2,000 scholarships are poised to recognize outstanding achievement. Additionally, two deserving high school FFA candidates will each be awarded a $500 scholarship, affirming our dedication to nurturing budding talents at different stages of their educational journey.
Tyler Cebulskie
Cincinnati State Technical & Community College
Destiny Griffiths
Cuyahoga Community College
Gabrielle Fernandez
Jodi Waycaster
Cuyahoga Community College
Cuyahoga Community College
FFA HIGH SCHOOL SCHOLARS Olivia Humbert
Reid FitzGerald
Jackson High School
Cuyahoga Community College
Ella Richer
Pettisville High School
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C O M M U N I C AT I O N S C O R N E R Green Horizons: Crafting a Strategic Approach to Attract Top Talent RECRUITMENT CAMPAIGNS in the green industry demand a thoughtful and strategic approach to attract top-tier talent. Effectively communicating your organization’s opportunities and values is essential in a competitive field.
LEVERAGE THE POWER OF SOCIAL MEDIA
Social media platforms, such as LinkedIn, Facebook, and Instagram, are essential for reaching potential candidates. Utilize these platforms to provide behind-the-scenes glimpses of your gardens, profiles of team members, and any relevant industry news. Engage with your audience by responding UNDERSTAND YOUR AUDIENCE Begin any recruitment campaign by comprehending your to comments and messages quickly. A strong social media target audience. The green industry is diverse, with candidates presence can greatly enhance your recruitment efforts. SARA CANTEES possessing a broad spectrum of skills and interests. Tailor your OGIA Communications communication to resonate with their unique qualifications, COLLABORATE WITH EDUCATIONAL INSTITUTIONS Partnerships with local colleges, universities, and trade Manager motivations, and aspirations. sara@ogia.org schools offering green industry programs can be beneficial for recruitment campaigns. These institutions often have dedicated HIGHLIGHT CAREER GROWTH OPPORTUNITIES Career growth and development are universally sought- career services that can facilitate connections with students after elements in any profession. Clearly outline the career and recent graduates. By engaging with these educational path within your organization, emphasizing opportunities for establishments, you can tap into a pool of enthusiastic and advancement, training, and skill development. Prospective knowledgeable candidates. candidates are more likely to be intrigued by roles that offer a well-defined trajectory and the chance to evolve within your EMPHASIZE WORK-LIFE BALANCE Maintaining a healthy work-life balance holds importance for organization. numerous professionals in the green industry. Emphasize any flexible scheduling options, perks, or initiatives that show your SHARE SUCCESS STORIES Real success stories are potent motivators. Feature testimonials organization’s dedication to the well-being of its employees. or conduct interviews with current employees who have Positions that provide a harmonious blend of professional advanced within your organization. Sharing their journeys, and personal life are likely to draw the interest of prospective challenges, and achievements provides prospective candidates candidates. with a tangible demonstration of the potential for growth and Navigating recruitment campaigns in the green industry development in your company. demands a strategic approach to attract the best talent. The UTILIZE VISUAL CONTENT EFFECTIVELY key lies in effectively communicating the unique opportunities Visual content, including photos and videos, is an invaluable and values your organization offers in this competitive field. tool to capture the attention of potential candidates. Visuals Understanding your diverse audience, highlighting clear paths help convey the aesthetic appeal of your gardens, the rewarding for career growth, sharing authentic success stories, and nature of working with plants, and the unique culture of your utilizing visually compelling content are essential strategies. organization. These elements can significantly influence a Incorporating these tactics will help your recruitment efforts be candidate’s decision to join your team. poised to not only attract top-tier candidates but also foster a thriving and dedicated team within the vibrant green CRAFT ENGAGING JOB DESCRIPTIONS industry. A well-crafted job description is the cornerstone of any successful recruitment campaign. Be explicit about the responsibilities, qualifications, and expectations of the role. Including a salary range will also communicate transparency.
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ADVERTISER INDEX
OGIA MEMBERSHIP RENEWALS Just a quick heads-up to all our fantastic OGIA members: keep your eyes on your inbox for your membership renewals.
Bowling Nursery
7
Briar Rose Nurseries, Inc.
10
Cascade Lighting, Inc.
10
Davis Tree Farm & Nursery, Inc.
23
Evergreen Seed Supply, LLC
7
Ernst Conservation Seeds, Inc.
15
Fairview Evergreen Nurseries, Inc.
15
Spring Meadow Nursery, Inc.
5
Willoway Nurseries, Inc.
17
We're gearing up for another incredible year filled with exclusive benefits, opportunities, and exciting events tailored just for you. Don't miss out on continuing your journey with us at OGIA - watch out for that email or letter in the mail to renew your membership to stay connected and engaged with the green industry!
A D R AT E S & I N F O Contact Sara Cantees sara@ogia.org
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Ohio Green Industry Association P.O. Box 518 Dublin, Ohio 43017-9998 Address Service Requested
LANDSCAPE PLANTS FOR OHIO
Updated for 2023 - Landscape Plants for Ohio: A Professional’s Guide. An 80 page printed publication including, evergreens, ferns, grasses, perennials, shrubs, and trees. This book is designed to help everyone from home gardeners to professional landscapers identify plants, optimal growing conditions, planting tips, and more! For more information, visit ogia.org/LandscapePlantsOhio
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Your Guide to the Best Plants for Ohio
