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Contractors and supervisors, landscaping, grounds maintenance and horticulture services

OaSIS code 82031.00

Contractors and supervisors, landscaping, grounds maintenance and horticulture services supervise and coordinate the activities of workers in the following unit groups: Nursery and greenhouse workers (85.103) and Landscaping and grounds maintenance labourers (85.191).

Overview

Also known as

  • Greenhouse supervisor
  • Grounds maintenance contractor
  • Groundskeeping supervisor
  • Horticulture workers supervisor
  • Interior plantscaping contractor
  • Landscaping contractor
  • Landscaping foreman/woman
  • Landscaping supervisor
  • Lawn care contractor
  • Nursery foreman/woman
  • Park maintenance supervisor
  • Tree service contractor

Main duties

This group performs some or all of the following duties:

  • Supervise and coordinate the activities of workers who maintain lawns, gardens, athletic fields, golf courses, cemeteries, parks, interior plantscapes and other landscaped areas
  • Tender bids on contracts for landscaping and grounds maintenance work
  • Plan and estimate the materials and labour requirements for individual contracts
  • Organize the planting and maintenance of trees, gardens, lawns, shrubs and hedges and the construction and installation of fences, decks, patios, walkways and retaining walls
  • Establish work schedules and procedures and coordinate activities with other work units
  • Resolve work-related problems and prepare and submit progress and other reports
  • Requisition supplies and materials
  • Maintain financial and personnel records
  • Hire staff and train workers in job duties and company policies
  • May manage operations of own company
  • May provide snow removal services during winter months
  • May perform the same duties as workers supervised.

Additional information

No data has been provided for this section.

Similar occupations classified elsewhere

Exclusions:

  • Landscape architects (21201)
  • Landscape and horticulture technicians and specialists (22114)
  • Contractors and supervisors, other construction trades, installers, repairers and servicers (72014)
  • Contractors and supervisors, heavy equipment operator crews (72021)
  • Managers in agriculture (80020)
  • Managers in horticulture (80021)

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

8 – Natural resources, agriculture and related production occupations

TEER

2 – Occupations usually require a college diploma or apprenticeship training of two or more years; or supervisory occupations

Major group

82 – Supervisors in natural resources, agriculture and related production

Sub-major group

820 – Supervisors in natural resources, agriculture and related production

Minor group

8203 – Contractors and supervisors, agriculture, horticulture and related operations and services

Unit group

82031 – Contractors and supervisors, landscaping, grounds maintenance and horticulture services

Occupational profile

82031.00 – Contractors and supervisors, landscaping, grounds maintenance and horticulture services

Work characteristics

Work characteristics gathers the various components describing the work environment of each occupation, such as employers, work activities, and the work context. Each category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of complexity (for Work Activities) or other measurement dimensions (for Work Context), and secondly, in alphabetical order. The whole list of descriptors and their ratings can be expanded at the bottom of each page.

Work Activities

Proficiency or complexity level
Supervising Subordinates
5 - Highest Level
Coordinating the Work and Activities of Others
4 - High Level
Scheduling Work and Activities
4 - High Level
Staffing
4 - High Level
Team Building
4 - High Level

Work Context

Structural Job Characteristics

Structured versus Unstructured Work
Degree of freedom to determine tasks and priorities
4 - High amount of freedom
Work Week Duration
Worked hours in a typical week
3 - More than 40 hours

Physical Work Environment

Physical Proximity
Physical distance from others
3 - Somewhat close (e.g. share office)

Physical Demands

Sitting
Duration
2 - Less than half the time
Standing
Duration
4 - More than half the time
Bending or Twisting the Body
Duration
3 - About half the time

Interpersonal Relations

Contact with Others
Frequency
4 - Every day, a few times per day
Duration
4 - More than half the time
Work with Work Group or Team
Importance
4 - Highly important
Frequency
5 - Every day, almost continuously

Workplaces/employers

  • Cemeteries
  • Landscaping companies
  • Landscaping operations of public works departments and private establishments
  • Lawn care companies
  • Nurseries and greenhouses
  • Tree service companies

Skills and abilities

This section displays the various competencies required for an occupation. Each category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of proficiency (for Skills and Abilities) or importance (for Personal Attributes) and secondly, in alphabetical order. The whole list of descriptors and their ratings can be expanded at the bottom of each page.

Abilities

Proficiency or complexity level
Auditory Attention
3 - Moderate Level
Categorization Flexibility
3 - Moderate Level
Colour Perception
3 - Moderate Level
Depth Perception
3 - Moderate Level
Explosive Strength
3 - Moderate Level

Skills

Proficiency or complexity level
Management of Material Resources
4 - High Level
Management of Personnel Resources
4 - High Level
Time Management
4 - High Level
Coordinating
3 - Moderate Level
Critical Thinking
3 - Moderate Level

Personal Attributes

Importance
Adaptability
4 - Highly important
Attention to Detail
4 - Highly important
Collaboration
4 - Highly important
Independence
4 - Highly important
Innovativeness
4 - Highly important

Interests

The OaSIS uses the Holland Codes to describe the work-related interests. According to the Holland model, people work best in work environments that match their preferences, which means that people and work environments can be matched for a best fit. Occupational environments in Holland’s theory are described according to a combination of main interests and the activities they represent. There are six interests in the Holland typology: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. All occupations in OaSIS have up to three interests assigned to them.

Interests

Preferences for work environments and outcomes.

Interests profile: ERC

Enterprising (E)

Enterprising occupations are characterized by the dominance of action-oriented activities to attain organizational or self-interest goals. They frequently involve starting up and carrying out projects, influencing, leading or mobilizing people, making decisions, and sometimes require risk taking and dealing with business.

Realistic (R)

Realistic occupations are characterized by the dominance of activities that entail the explicit, ordered or systematic manipulation of objects, tools, machines and animals. Many of these occupations do not involve a lot of paperwork or working closely with others.

Conventional (C)

Conventional occupations are characterized by the dominance of activities that entail following sets of procedures and routines. These activities may include systematic manipulation of data, such as keeping records, filing materials, reproducing materials, organizing written and numerical data according to a prescribed plan, and operating business and data processing. They often require following a clear line of authority and usually involve working with data and details more than with ideas.

Employment requirements

Employment requirements includes the education, training, certifications and the knowledge required to work in each occupation. The Knowledge category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of proficiency, and secondly, in alphabetical order. The whole list of Knowledge descriptors and their ratings can be expanded at the bottom of each page.

Education, certification and licensing

  • Experience as a landscape or horticulture supervisor or as a landscape or horticulture technician is required.
  • Completion of secondary school is usually required.
  • Experience in the type of work supervised is required.
  • A college diploma, specialized courses or industry-related training and certification in landscaping and horticulture are usually required.
  • A provincial licence to apply chemical fertilizers, fungicides, herbicides and pesticides may be required.

Knowledge

Knowledge level
Business Management
3 - Advanced Level
Agriculture and Horticulture
2 - Intermediate Level
Clerical
2 - Intermediate Level
Client Service
2 - Intermediate Level
Human Resources and Labour relations
2 - Intermediate Level

Skills for success

 
Skills for Success Model
 
Skills for Success are skills that help you in a quickly changing world. Everyone benefits from having these skills. They can help you to get a job, progress at your current job or even change jobs. The skills also help you become an active member of your community and succeed in learning.
 
 
Linkages Between ESDC Skills Models and Frameworks
 
ESDC makes available a dictionary of over 300 terms (or descriptors) and definitions, known as the Skills and Competencies Taxonomy (SCT). Descriptor information from the Taxonomy is used in the Occupational and Skills Information System (OaSIS).
 
While there is general commonality of meaning between the descriptors in the SCT and the Skills for Success model, there are some differences in their definitions due to their distinct purposes. The Skills for Success Model [9 broadly defined skills] identifies the skills that are universally applicable. The SCT displays specific skills and competency requirements for 900 occupations. Users of the Skills for Success Model and Essential Skills content may find competency information from the Taxonomy and the OaSIS to be complementary.
 
Stay tuned to this section for more information and updates regarding linkages between the Skills for Success model and the OaSIS.

O*NET in-it

This page includes information from the O*NET 27.2 Database by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the CC BY 4.0 license. O*NET® is a trademark of USDOL/ETA. Employment and Social Development Canada has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications.

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