green for life jan/feb 2014
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A Landscape Alberta Nursery Trades Association member publication January/February 2014 Vol. 2, No. 1
An Inside Look: Landscape Gardener Apprenticeship Program
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Green for Life January/February 2014 I 3
MANAGING EDITOR Nigel BowlesLAYOUT & PRODUCTION Kyla McKechnieEDITOR Marnie MainADVERTISING Erynn Watson
Landscape Alberta Green for Life is a publication for theprofessional landscape trade in Alberta.
Editorial and Advertising Landscape Alberta200, 10331 - 178 Street NW Edmonton, AB T5S 1R5P: 780-489-1991 F: [email protected]
Landscape Alberta does not assume responsibility for and doesnot endorse the contents of any advertisements herein. Allrepresentations or warranties made are those of the advertiser andnot the publication. Views expressed herein are those of the authorsand do not necessarily reflect the views and opinions of LandscapeAlberta or its members.
Material may not be reprinted from this magazine without theconsent of Landscape Alberta.
ISSN No: 1929-7114 (print)ISSN N0: 1929-7122 (online)
Landscape Alberta Executive Committee President - TBA
1st Vice President - Chris BrownCRS Brown Landscape Services Ltd.
2nd Vice President - Dave MontgomeryGreen Oasis Services Inc.
Treasurer - Arnold van de LigtManderley Turf Products Inc.
Past President - Gerard FournierFor Trees Company Ltd.
Landscape Alberta Staff
Nigel Bowles, Executive [email protected]
Marnie Main, Member Services [email protected]
Erynn Watson, Member Services [email protected]
Valerie Stobbe, Trade Show [email protected]
Kyla McKechnie, Admin Assistant & [email protected]
Cheryl Teo, [email protected]
Calendar of Events
January 7 - 9, 2014Landscape Ontario’s Congress Conference and Trade Show
Toronto Congress Centre, Toronto, ONwww.locongress.com
February 11 - 12, 2014Manitoba Green Show
Victoria Inn Hotel, Winnipeg, MBwww.landscapemb.com/site/mgs
March 3 - 7, 201413th Annual Irrigation Expo
The Water Centre, 625 – 25 Ave SE, Calgary, ABwww.irrigation.org
March 5 - 7, 2014Women’s Arboriculture Conference 2014
Harrison Hot Springs Resort, Harrison Hot Springs, BCwww.womenarborists.ca
March 12, 2014Landscape Alberta Spring Workshop,
AGM & Landscape Awards DinnerGlenmore Inn, Calgary, AB
1-800-378-3198
March 14 – 23, 2014Canada Blooms
Direct Energy Centre, Toronto, ONwww.canadablooms.com
On the Cover: Olds College GroundsPhoto Credit: Nigel Bowles
An Inside Look: Landscape GardenerApprenticeship Program, Page 11A Landscape Alberta Nursery Trades Association member publication
An Inside Look: Landscape Gardener Apprenticeship Program
4 I Green for Life January/February 2014
Industry and Association News... New strategic plan for Landscape Alberta As reported in the December issue of Green for Life, volunteermembers and staff met on October 23 & 24, 2013 to build anew strategic plan for the Association.
The traditional association operating model – one that’sdependent on direction and decision making by volunteers,isn’t working as well as it once did. Associations tend to betradition-driven, slow to change and risk-averse. It used to bethat companies automatically joined their trade associations,paid their dues, attended meetings, and volunteered onboards and committees.
Much has changed: business professionals have a differentexpectation of value from associations, a tangible return-on-investment for their membership fees. We also recognize thatmembers are very busy, constraining their ability toparticipate in the issues and activities that industryassociations undertake.
In our strategic planning session, members identified thefollowing core values which will drive our association forwardand guide the planning, decision-making, and behavior withinLandscape Alberta. Leaders and staff will consistently act onthese values to demonstrate that we “practice what wepreach.”
Integrity, Member-Directed, Responsive, and Value-Driven With these factors in mind, key focus areas were developed:
Governance and Executive Management. Landscape Albertawill secure ongoing excellence in leadership via the board ofdirectors and the executive director.
Professional Development. Achieve recognition ofeducation/training levels - from provincial and municipalgovernments, as well as organizations in related professions.
Membership. Increase the number of “Active” categorymembers in Landscape Alberta to enhance legislative andmarketing power, our volunteer base, and our fiscal strength.Plus, deliver the association’s services to a broader audiencein order to improve the viability and strength of theprofessional landscape industry in the province.
Alliances and Relationship Building. Grow LandscapeAlberta’s ability to influence public policy, public officials andpublic opinion by creating new alliances and relationshipswith key organizations in allied industries and positions ofpower.
Program Excellence and Targeting of Resources. Intentionallyfocus on program excellence rather than number of programs(quality vs. quantity).
View the full report online at www.landscape-alberta.com(Members Only section).
2014 Seasonal Agricultural Worker ProgramThe Seasonal Agricultural Worker Program (SAWP) is limitedto specific on-farm primary agriculture commodity sectorsincluding nurseries, greenhouse and sod producers. It canprovide access to a steady and reliable workforce during thegrowing season - without this program, producers would havedifficulty supplying their products to the marketplace in atimely and cost-competitive manner. Producers should takenote of the following changes to the SAWP for 2014:
Labour Market Opinion (LMO) applicationsService Canada has advised that LMOs for SAWP applicationsshould be made a minimum of twelve (12) weeks in advanceof when employers need workers to arrive in Canada.
Housing health inspectionsA health certificate for worker housing is required annually. Ifa health certificate has not yet been issued for 2014, ServiceCanada will accept the previous year’s certificate.
Healthlink AlbertaEdmonton: 780-735-1800Calgary: 403-943-2288Alberta-wide: 1-866-408-5465
Wage rates for 2014Nurseries, greenhouse and sod: $10.03 hr. For information:http://bit.ly/18od3R9.
Revenue CanadaRevenue Canada says it’s important to respect filingdeadlines. However, SAWP workers cannot use Netfile andtherefore they must file hard-copy tax returns. The annual taxthreshold for workers from Mexico is $16,000.00 - less forother SAWP-participating countries. Contrary to whatemployers may have been told by some Revenue Canadaagents, bunkhouses are not a taxable benefit. However, use
Green for Life January/February 2014 I 5
of a vehicle for non-business use is a taxable benefit.
Important forms: Payroll deduction table, T4032.Authorization of a representative, T1013.
Employment advertising To meet the minimum advertising requirementsset by the program, employers must advertise onthe Government of Canada Job Bank. Theadvertisement must be posted for a minimum of14 calendar days starting from the first day the adappears and is accessible to the general public. Theadvertisement must remain posted to activelyseek qualified Canadians and permanent residentsuntil the date an LMO is issued.
Using two or more additional methods ofrecruitment consistent with the normal practicefor the occupation, employers can choose one ormore recruitment methods among these: printmedia (local newspapers, job boards, youthmagazines, etc.); and general employmentwebsites (jobboom.com, workopolis.com,monster.ca, etc.).
TravelEmployers are free to make their own travelarrangements for workers, however it isrecommended employers use Vacation WorldTravel, based in Calgary (403-265-0431). They offeropen tickets and while they may cost more, areflexible if last minute changes need to be made.
Worker substitution at airportWorker substitution at the airports in Mexico is nolonger an option in 2014. If a worker doesn’t show,you can change up to 50% of workers names listed,but they will need to get the proper paperwork(work permit, visa, etc.) before they can travel(applicable to two or more workers only).
GeneralSAWP workers can only work on-farm or delivernursery, sod and greenhouse products to market.Workers cannot install these commodities, i.e.SAWP workers can transport trees from a nurseryto a landscape jobsite, but they cannot plant thetrees.
Another policy to note is in regard to transfers.TFWs cannot transfer to another employer or beshared without approval. Transferring or sharingTFWs informally contravenes the Immigration andRefugee Protection Act and is punishable by a fineof up to $50,000.00.
Information for hiring Seasonal AgriculturalWorkers: http://bit.ly/1iuhCum.
Invasive Plants DirectiveThe federal “Invasive Plants Directive (D-12-01) Phytosanitary requirements to preventthe introduction and establishment of plants regulated as pests in Canada" is nowposted on the CFIA website. This Directive clarifies the policy to prevent or limit theimportation and the domestic spread of plants considered as pests (i.e., weeds). Itexplains the invasive plants policy, lists the plants considered to be regulated pests,and indicates that these plants are prohibited from entry to Canada.
As new invasive plants are assessed, they will also be added to this Directive. It shouldbe noted that all the prohibited invasive plants listed in the Directive have, in fact, beenregulated through the Automated Import Reference System (AIRS) on the CFIAwebsite since 2011 and will be added to the List of Pests Regulated by Canada shortly.Pathway specific directives for relevant species will be developed separately and asappropriate.
6 I Green for Life January/February 2014
This Directive is intended for use by importers, retailers,nursery and greenhouse operators, the Canada BorderServices Agency, the CFIA, other government departments,and the public.
D-12-01 is available on the CFIA web site here:http://bit.ly/1jmInRX.
HortProtect Risk Management SystemCNLA and Marsh are working in cooperation with CarriersEdge to offer risk management training sessions to thelandscape horticulture industry. Modules include “SafeDriving Practices” and “Lifting and Ladder Safety” in the summer program; the winter program will include “WinterDriving” and “Snow and Ice Control.”
This on-line training program is designed to providecompanies with the tools to better manage their own risk;improving safety and best-practices to reduce the number ofclaims.
Pricing is $39 for HortProtect users; $49 for LandscapeAlberta members; $59 for non-members.
For information visit www.canadanursery.com/driverstraining. Landscape Management Workshops a SuccessDuring the first week of December 2013, Landscape Albertaand Finning (Canada) partnered to host LandscapeManagement Network (LMN) workshops in Calgary andEdmonton.
Using their own business financial statements, attendeeslearned to:
Target profitable sales and spending goals•
Calculate hourly rates and mark-ups•Close deals faster with proven estimating method•Track job progress•Implement incentive systems based on performance•
Due to demand, this was the third time these 2-day LMNworkshops have been offered to Landscape Alberta members– participants rave about what they have taken home fromthese sessions! Many thanks to Finning (Canada) for theirgenerous support in making these professional developmentopportunities such a great value for our members.
Welcome to Our New Members
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Basin Environmental Ltd.Darren Rath1143 – 113 Street SWEdmonton, AB T6W 1P5Tel: (780) [email protected]
Grumpy’s Landscaping Ltd.Hawkin EvertsBox 2488Pincher Creek, AB T0K 1W0Tel: (403) [email protected]
Tranquil Gardens IncorporatedTim Madder273 Patterson Blvd SWCalgary, AB T3H 3K1Tel: (403) 471-6877Fax: (403) [email protected]
Landscape Alberta’s 2013 Green Industry Show & Conferencepacked the Edmonton Expo Center on November 14 & 15.Hundreds of participants were drawn to the conferenceworkshops and the 150-exhibitor trade show - the thirdlargest event of its kind in Canada.
The event kicked-off on Wednesday, November 13 at theCoast Hotel with the Landscape Alberta Nursery GrowersAnnual Auction. This event attracted over 150 people andhelped raise approximately $27,000 for ornamental researchand development.
The educational conference featured fifteen separateworkshops, general sessions and special programs. Speakersfrom across North America provided attendees with insightand information ranging from garden centre design, treeproblems and solutions, supervisor training, greenhousemanagement and how to run a successful business. Keynotespeaker Eliot Hoppe fascinated the audience with his insightsinto human behaviour using the visual clues we use in oureveryday gestures.
The trade show was a complete sell-out once again at 250booths, with over 150 high quality exhibitors. We alsowelcomed Alberta’s Minister of Agriculture, Hon. Verlyn Olsonand the Deputy Minister, Jason Krips, to the tradeshow. Theywere both impressed at the growth of the industry and itscontribution to the Alberta economy (approaching $1 billionannually).
This year’s trade show floor opened and closed earlier than inprevious years, resulting in better networking and a timelymove-out on closing day – which was fortunate as a majorwinter storm moved in later that evening, leaving over 25 cmof snow on the ground by morning!
Planning is already underway for the 2014 Green IndustryShow & Conference, which will be held at the Edmonton ExpoCentre, November 13 – 14, 2014. Starting in 2015, the event
will move to Calgary’s BMO Centre (formerly the Round-upCentre) and will then begin alternating between the twocentres each year.
See pages 8 - 9 for pictures from the Green IndustryShow. You can also view more photos online atwww.flickr.com/photos/109214823@N04/.
Green for Life January/February 2014 I 7
THANK YOU SPONSORS
2013 Green Industry Show & Conference
2013 Green Industry Show and Conference
We asked exhibitors to tell us one word they would use to describe the Green Industry Show.
Here is what they said.
8 I Green for Life January/February 2014
2013 Green Industry Show1
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“We find the Green Industry Show one ofthe friendliest trade shows we attend.
We love to connect face to face with ourcurrent customers and look forward to
meeting other prospects.”-Sharon Johnson Howkins
Specimen Trees Wholesale Nurseries Ltd.
“The Green Industry Show is an excellent opportunity to network with professionals
in the industry.” -Marina Chabbert, Top Spray®
Green for Life January/February 2014 I 9
1. Mervin and Janet Falkenberg, Greenview Nurseries & Tree Farms Corp.; 2. Lally Cheema and Avtar Jhaj, Stewart BrothersNurseries Ltd.; 3. Mark Johnson, TD Canada Trust – Agriculture Services; 4. Carol Sturman, Leo Gentry Wholesale Nursery, Inc.;5. Steve Neubauer, Rainbow Play Systems Inc.; 6. Mike and Benita Van Zalen, VRE Systems; 7. Bill Letondre, Terry Scott and KevinShaw of Pickseed Canada Inc.; 8. Simon Tillaart, Dutchman Industries Inc.; 9. DeVonne Friesen of Van Belle Nursery, Devon Beckand Pat Aldi, Parkland Nursery & Landscape Services Ltd., Adam Underwood, Van Belle Nursery; 10. Andrew Heighton and TylerStrain, JVR Landscape (2006) Inc.; 11. Jeff Yee and Sean Krahn, Martin Deerline; 12. Fred De Boer, Mainland Floral Distributors Ltd.;13. Sylain Bourden and Dan McMahon, Ball Seed; 14. Eric Brodie, Cody Johnson and Brad Grainger, Brandt Tractor Ltd.; 15. SimoneHalliwell of TerraLink Horticulture Inc. and Jeff Provencal Westland Ltd.; 16. Geri Dominguez, Anita Heuver, Luke Burnett, ErinMontreuil and Michael Templeton of Eagle Lake Nurseries Ltd.; 17. Wendy and Tarance Zak, Larchwood Nurseries; 18. Simon Bos,Simon Bos Nurseries Ltd.; 19. Edward and Craig van Zanten, Pan American Nursery Products Inc.; 20. Helmut Beckmann, FoothillsNurseries Ltd.; 21. Shawna Fennell and Vern Houle of Houle Country. More pictures are available online atwww.flickr.com/photos/109214823@N04/.
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“We do not have asales force, so thisshow is where we
need to be to see ourcustomers. We love
this show.”-Michiel Verheul
High Q Greenhouses
“We appreciate havingthe opportunity to support
the industry by buildingand creating relationships
that will help grow andfoster an environment oflearning and mentoring
within the industry.”-Ellen Dyck
Purple Springs Nursery
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10 I Green for Life January/February 2014
Fatigue and Safety in the Workplace
Long work hours or many consecutive days ofwork can fatigue workers and make them feeltired, irritable, depressed, or giddy. They maylose their appetite, have digestive problems,and are more likely to catch a cold or flu.
Fatigued workers may:react more slowly than usual•fail to respond to things going on•around them or respond incorrectlyshow poor logic and judgment•be unable to concentrate•be less motivated and more forgetful•have a tendency to take greater risks•
Poor performance due to fatigue isparticularly apparent with tasks that arerepetitive and take 30 or more minutesto complete, or are complex and requireconcentration.
Workers commonly cope with their reducedlevel of function by:
working more slowly•checking and rechecking their work•relying on fellow workers•carrying out less critical tasks•
Most people need 7.5 to 8.5 uninterruptedhours of sleep each day; less than this amountleads to a sleep debt that adds up over time.A single night’s shortened or disrupted sleepmay not affect a worker’s performanceimmediately, but repeated disruptions overdays and weeks can affect performance.
A worker completing an extended shift mayhave only 4 to 5 hours for sleep once travel,eating, and social time are taken into account.Mandatory off-duty hours increase thelikelihood that a worker will rest or sleep. Resttime can be enhanced with quiet on-siteaccommodation and prepared meals.
Consider exposure to hazards such as noise, vibration, chemicals, and extremetemperatures when extending hours of work. An occupational hygiene specialistshould be consulted when adjusting occupational exposure limits.
When selecting personal protective equipment (PPE) such as respirators or specializedclothing, consider the effects on the worker of having to wear the PPE for extendedwork hours.
For more information see Safety Bulletin ERG015 Fatigue, Extended Work Hours, andSafety in the Workplace at www.worksafe.alberta.ca, or call toll free: 1-866-415-8690.
Source: Work Safe Alberta
Green for Life January/February 2014 I 11
It is no secret that Alberta is facing a labour shortage acrossall industries. Employers have turned to the foreign workerprograms offered by the federal government, but recentchanges have made those programs more difficult to access.With 20% of current construction industry workers retiringover the next seven years, demand for skilled labour is higherthan ever. Where can you find the skilled labour yourcompany needs now? next year? five years from now?
As an employer, have you considered the advantagesof training an apprentice? According to the CanadianApprenticeship Forum, employers could see big potentialpayoffs - up to $1.47 average return for each dollar investedin apprenticeship training. Other advantages include:
Employee retention•Improved performance quality and productivity•Industry recognition•
What is the Landscape Gardener Apprenticeship Program? Landscape Gardener is a certified trade in the province ofAlberta; the Landscape Gardener Apprenticeship Program(LGAP) is the apprenticeship training program delivered (asdirected by the government) through Olds College. Theprogram offers hands-on learning technologies in both hardand soft landscape skills including pavers, wood construction,plant identification, landscape design, and more.
Training consists of four 12-month training periods. In eachperiod an apprentice is required to take two months oftechnical training at Olds College plus complete 1200 hoursof on-the-job work experience. At the end of each period, theapprentice is required to pass an exam before moving on tothe next level.
From day one, apprentices earn a salary which increasesaccording to their time and experience in the trade. The rateof pay is based on a specific percentage of the prevailingjourneyman’s wage in their shop.
To gain a better understanding of this successful program, weinterviewed an employer who has trained apprentices, LGAPinstructors from Olds College, and apprentices enrolled in theprogram. Each interview offered a different perspective onthe advantages of apprenticeship.
Employer: Bruce Kay, Owner and President of OnGrowingWorks Inc. and Chair of the LGAP Provincial AdvisoryCommittee
Landscape Alberta (LA): Why do you choose to train anapprentice?Bruce: “If I boil it down, our business chooses to educate andtrain staff because it creates a spark of enthusiasm. The sparkof enthusiasm opens awareness for a better way forward forour whole team. We find it’s the beginning of a shift towardscreating passion for our work. When people think that theyalready know something, we find they are limited to that levelof knowledge - they are not open to better ways. Apathycreeps in and it can come across as ‘Whatever, I get paidby the hour regardless’. However, after they experienceapprenticeship technical learning, then get the chance toapply their learning on a project, the opportunity to work witha new level of awareness creates the spark that our businessneeds to thrive. The attitude of ‘already knowing’ shifts to themore enthusiastic ‘I know I don’t know, BUT I want to learnmore!’. This creates a shift in work culture that is measurablethrough improved productivity, performance quality,employee retention, and profitability (not just in dollars).”
An Inside Look: Landscape Gardener Apprenticeship Program
12 I Green for Life January/February 2014
LA: What are the costs for a company to train anapprentice, and is there a financial benefit?Bruce: “The actual cost to the employer is negligible. TheAlberta Government funds the bulk of the apprenticeshipprogram. There is additional funding available for boththe employer and the apprentice including EmploymentInsurance while the apprentice is at technical training, plusgrants and other forms of funding available for travel or livingaway from home.
Our company takes a more financially active approach byassisting the apprentice with all schooling expenses as acommitment to learning and professional development.From an employer perspective the return on investment isvery high. Honestly, I’m shocked that our industry has notadopted this program as the primary learning opportunityfor employees. It seems to be working fine for many otherindustry sectors including carpentry, automotive, masonryand more.”
LA: Employees come and go - what if your apprentice/journeyman moves on?Bruce: “Regardless of the learning programs businesseschoose, employee retention is part of all good businessplanning. If one of our staff believe they can be better workingelsewhere, we do everything possible to help them. Partof our employee retention plan is promoting professionaldevelopment, advancement and increased pay connected tothe increased value they bring to the business.”
Instructors: Anita Schill and Darlene Morton, LGAP trainingat Olds College
LA: Making career decisions – why choose apprenticeship?Anita: “The students are exposed to instructors who arespecialized in their fields and have experience in the industry.On top of that, their classmates all have different experiences
and different employers. This exposure is invaluable for astudent trying to find direction and information regarding allaspects of our trade.”
LA: What benefits do employers gain by training anapprentice? What does that mean to the industry?Anita: “The apprentices demonstrate more interest andownership toward their workplace responsibilities. They aremore confident and more willing to take on challengingtasks.”
LA: What are the requirements needed to register as aLandscape Gardener apprentice? What cost does thestudent bear?Darlene: “A potential apprentice needs to be employed witha firm that has a Journeyman Landscape Gardener (orequivalent) on staff. The Journeyman will mentor theapprentice through the ‘hands-on’ component of the trade,and sign off on all working hours in the apprentice’s ‘bluebook’. The blue book documents the hours spent in specificskill sets for that working year. The employer and the apprentice must register with theAlberta Apprenticeship Board. The apprentice will be issuedan Apprenticeship ID number which will be required forapplication in the trade at Olds College. Students pay anapproximate tuition fee of $800.00 per training session atOlds College. The majority of the apprentice learningmaterials are included in the tuition, and are supplied to themat the beginning of the related class.” (Note: there are grantsand other funding available to students.)
LA: What are apprentices learning while attending theschool portion of their LGAP training?Anita: “They learn technical knowledge and understandingof what they do in the field. Instructors present newinnovations and techniques. We are all dedicated to workingtowards an environmentally sustainable future with possibleand practical solutions.”
LA: What is your favourite aspect of being an instructor inthe LGAP program?Anita: “My favorite aspect is that ALL students have someindustry experience. This lends itself to lively discussions andopportunities to collaborate while completing assignments.Best of all, courses such as Tree Biology and Soils aremeaningful to the students because, although they havebackground experience, they learn the science that explainsthe why and how of the work they do in the field.”Darlene: “Truly it is a joy to see the interest these studentshave in learning the reasons behind what they are doing onthe job. They have good questions about their experiences inthe field and are ripe for lively discussions on these topics.Apprentices come to us with many levels of skill, and alsodifferent sets of skills. Often they can share successfultechniques used at the job site with their classmates, andmuch learning and interaction occurs at that level.Landscape Gardeners work as hard in the classroom as theydo in the field.”
Green for Life January/February 2014 I 13
Students: Elizabeth Wheale, Fairhaven Landscaping andElaine Foss, Calgary Zoo, City of Calgary
LA: Why did you choose to become an LGAP apprentice?What is the biggest benefit?Elizabeth: “I applied for work with a landscaping companybecause I like working outside and I needed a seasonal job. Myboss asked me to consider apprenticeship - I didn’t even know itwas a ticketed trade. The biggest benefit is that in 6 years, I havealmost never woken up in the morning and hated that I had togo to work! It is a career that I actually fully enjoy, and that'sworth a lot to me. I would have learned skills without theapprenticeship, but the training taught me the reasons whythings are done, opened my eyes to the other facets of the trade,and gave me a chance to learn and work on current bestpractice.”Elaine: “About 5 years ago my foreman suggested that I enroll inthe LGAP program, and I jumped at the chance. I'd been doingthe job for years, so why not reap the benefits of learning andearning Journeyman status. I am Red Seal certified and proud ofit! One of the greatest benefits of the LGAP program was that itfurthered my knowledge immensely.”
LA: What costs are there to an apprentice during training?Elizabeth: “Very little, actually. My employer paid for the firsttwo years of my training. Apprentices can collect EI while they'reat school, and then the government paid me back a total of$4,000.00 in grants, plus whatever other scholarships andbursaries I qualified for.”Elaine: “My employer paid for each semester, as long as I passedthe exams. I was also awarded government grants, which werecertainly appreciated.”
LA: Do you feel you received high quality training? What wasyour favorite class?Elizabeth: “Absolutely. I probably liked Arboriculture the most.Who doesn't like climbing ropes and using chainsaws?”Elaine: “I feel that the instructors were excellent and were well-equipped to deal with students from a wide range ofbackgrounds and ages. I'm not sure about my favourite class -the Plant Identification classes have helped me immensely whileworking in the field.”
LA: What do you think is the biggest benefit of being anapprentice to your employer?Elizabeth: “Guaranteed labour. It takes 4 years to complete theapprenticeship - that's a guarantee of one worker coming backevery day for four years in an industry where labourers typicallyonly last a few months. Also, apprentices are privy to theconstant changes in best practice within the industry, so theybring current information back to the workplace.”Elaine: “It might be my stick-to-it-iveness, my willingness tolearn and challenge new things as an older employee. Plus, myattempts to bring ‘respect for green-spaces’ while working withan asphalt crew!”
LA: Why do you think the LGAP apprentice is important tothe industry?Elizabeth: “Because it's not a protected trade, any Joe with a
bobcat or a wheelbarrow can call himself a landscaper. Havingskilled labourers who understand the essentials of the tradewill be invaluable. Apprentices embody a certain levelof commitment, and come out the other end with essentialknowledge of safe, ecologically-friendly practices and the skillsto make businesses successful.”Elaine: “An LGAP apprentice is VERY important to the industry.Knowledge and training are the best ways to be a respectedmember in the landscape field. Being Red Seal certified benefitsthe employer and the customer: both know that they are gettingwhat they pay for. I would highly recommend the LGAP programto anyone who is interested and has the ambition to apply theprogram’s rewards to enhance their future.”
Setting up an apprenticeship training program is easier thanyou think - there are a plenty of resources available to employers(and employees) with information on everything you need toknow about hiring and training an apprentice.
Canadian Apprenticeship Forum (caf-fac.org)•tradesecrets.alberta.ca•apprenticeshippays.com•Landscape Alberta LGAP Information package•Olds College (oldscollege.ca)•Alberta Learning (alis.alberta.ca)•
Thank you to Bruce, Anita, Darlene, Elizabeth and Elaine fortaking the time to answer our questions. Please share this articlewith staff members and colleagues. Keep our industrystrong, knowledgeable and professional – consider training anapprentice, or becoming one yourself.
24309 Twp Rd 510, Beaumont, ABPhone: 780 929 8102 Fax: 780 929 8107
Toll Free: 1 866 490 [email protected] www.cheyennetree.ca
1000+ varieties and sizes of PRAIRIE HARDY
Trees, Shrubs & Perennials
Olds College opened its Botanic Gardens & TreatmentWetlands on September 5, 2013. The grand openingcelebrated the partnerships undertaken to create thisbeautiful yet highly functional addition to Olds College. Theconstruction that began three years ago could not have beencompleted without the support of many industry partners,including Foothills Landscaping (2000) Ltd.
Plans for Olds College Botanic Gardens and TreatmentWetlands began twelve years ago. The master plan involveddeveloping 20 acres of land into a world-class research,education and public use facility, including naturalizedlandscapes, specialty gardens, walking trails, demonstrationplots, an arboretum and 20 constructed treatment wetlandsand display ponds. The site can host a variety of events andboasts several kilometers of trails throughout the gardensand wetlands.
“Not only is this the only facility of its type in Canada, but thiscomplex will also be available for wetland and botanicaleducation for students ranging from elementary school topostgraduate education” stated Olds College President, Dr.Tom Thompson. “Students will experience hands-on learningabout the importance of preserving our few remainingnatural wetlands and the important role they play in ourenvironment, and the resulting effects on the economic andenvironmental health of Alberta and Canada.”
The research undertaken at the facility has applicationsrelated to major Alberta industries including oil and gas, agriculture, land development, horticulture, food production,conservation, and more. The treatment ponds are functionaland will facilitate the study of removal of contaminants,sediments, and undesirable nutrients, as well as water usageand storage.
For more information on the Olds College Botanic Gardensand Treatment Wetlands, visit: www.oldscollege.ca/BotanicGarden/index.htm.
14 I Green for Life January/February 2014
Olds College Opens Botanic Gardens and Treatment WetlandsHort Mart
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Backhoe Loaders, Small Wheel Loaders and Small Track Loaders, Compact Wheel Loaders, Mini Hydraulic Excavators, errain Loaders, Compact TMulti TMulti Terrain Loaders, Compact T
*0% for 48 months + zero down + 90 days no payments for quali�ed customers on Cat Skid Steer Loaders,
Contact your local Finning sales rep today for details.
ractors. Offer expires February 28, 2014.ype Type Tractors. Offer expires February 28, 2014.rack Track Type TBackhoe Loaders, Small Wheel Loaders and Small TBackhoe Loaders, Small Wheel Loaders and Small Track Track Loaders, Compact Wheel Loaders, Mini Hydraulic Excavators,
*0% for 48 months + zero down + 90 days no payments for quali�ed customers on Cat Skid Steer Loaders,
Contact your local Finning sales rep today for details.
ractors. Offer expires February 28, 2014.rack Loaders, Compact Wheel Loaders, Mini Hydraulic Excavators,
*0% for 48 months + zero down + 90 days no payments for quali�ed customers on Cat Skid Steer Loaders,
2013
AB-013-2013Services Ltd.
Parkland Nursery and Landscape Facility:
administered in Canada under the
Clean Plants2013