sponsored by 2024 GREEN INDUSTRY OUTLOOK – CONTRACTORS


A reliable crew


F


or the first time in three years, the number of contractors reporting that they’re able to find enough qualified workers in their region to meet their needs (29%) has increased by more than 1%. In previous


surveys, that number had held steady at about 25% year over year. For the other group, most tend to say that local wages for similar work


are too competitive (37%), before the issue that potential employees aren’t aware of career path options (35%). Other responses include a prohibitively high local cost of living for employees. Some of the biggest changes in this year’s survey come from how con-


tractors are trying to bring in new employees and improve and maintain the crew they’ve got. Tat starts with the number of companies reporting a policy or program


related to employee diversity (66%) as compared to last year (53%). More are encouraging additional licensing, certification and additional training (96%) over the previous survey’s results (87%). Mentorship programs also increased significantly, with 46% reporting them as a part of their practices, up from 36%.


Most contractors offer monetary incentives (77%), and among the oth-


er options, a few of the “other” answers shared ideas like paid time off, four-day work weeks and a guaranteed hour minimum. Some also offer a footwear and clothing allowance, free education and training and company


trucks. One of the classics of the industry, team and family barbecues, was also on the list. Respondents who report having enough workers bring on at least a


few more younger employees generally (89%) than those who don’t (84%). Tey’re not significantly different on current diversity of race, ethnicity or gender in their crew, and both groups are similar in their approaches to diversity programs. Tey similarly encourage employee education and cer- tification and offered very comparable pay and benefits. But for the second year running, respondents who found enough labor are more likely to have a mentorship or career path program (59%) at almost a 20% difference to those who say they didn’t find enough workers (41%). Given the data from the last two years, it still seems as though the biggest factor in having the labor needed for the year comes down to showing the potential of a career path ahead.


All questions related to pay and benefits specified an end date of June 30, 2023, and are related to information relevant prior to that date.


During peak season, how many full-time equivalents are employed by your business?


13% 6% 15%


34% 19% 13%


8% 6% 1%


10% 32% 42% 16 Irrigation & Lighting November 2023


$11 per hour or less $12-$14 per hour $15-$17 per hour $18-$20 per hour $21-$23 per hour $24 or more per hour


1-5 employees 6-10 employees 11-25 employees 26-50 employees 51-100 employees 101+ employees


35% 37%


What is your business’s approximate starting pay for an entry-level crew position?


If you’re unable to find enough workers, what do you think the primary reason is?


8% 20%


Available workers need too much training. Wages for similar work locally are too competitive. Potential employees are not aware of a career path in the industry. Too much of a negative perception of the industry.


What benefits do you offer to crew members?


Monetary bonuses/incentives Health care


Retirement plans Other


Is your business racially and ethnically diverse?


16%


79% Yes


20% No


77% 50% 43%


Are you able to find enough qualified workers in your region to meet your needs?


29% Yes


71% No


Have you established a mentorship or career path program for your employees?


46% Yes


54% No


irrigationandlighting.org


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