Greenbacks for green careers

Seed Your Future (SYF), in collaboration with the American Floral Endowment (AFE) and North Carolina State University, conducted a comprehensive horticultural salary survey last fall, aimed to provide valuable insights into the salaries and benefits offered across various positions within the horticultural industry.

“We are thrilled to possess data that allows us to compare the salaries and benefits in floriculture with those in broader sectors of agriculture,” says Debi Chedester, executive director of AFE. “Our objective is to share this information in order to attract a wider range of individuals to our industry, encompassing various roles from cultivation to accounting."

The survey collected data on salary and benefits for positions ranging from CEOs to seasonal workers, covering eight horticultural sectors: floriculture/greenhouse, florist, nursery, landscape, public gardens, fruit/vegetables and other edibles, garden center/markets, and horticultural services.

Average production salaries showed significant variation, with fruit/vegetable production seasonal workers earning an average of $30,160, and public garden production managers earning $98,590. Most positions in the horticultural industry offered salaries exceeding $40,000. Administrative positions, on the other hand, commanded higher pay scales, ranging from $46,740 for public garden merchandisers to more than $100,000 for roles such as fruit/vegetable production maintenance managers ($120,580); horticultural services research/development managers ($129,750); and horticultural services sales managers ($132,633).

While certain positions exhibited relatively lower average salaries, the wide salary range indicated that longevity and experience played a significant role in determining higher pay within those positions. This highlights the potential for career growth and increased earnings in the horticultural industry.

The survey also revealed that paid time off, professional development opportunities and medical insurance were the most prevalent benefits. In addition, companies reported offering dental and vision coverage, life insurance, retirement plans, Employee Stock Ownership Plans, profit sharing, bonuses, short-term/long-term disability coverage, vehicle and phone allowances, purchase discounts, flexible work environments, meals and wellness days.

Some 51% of the surveyed businesses expressed plans to increase their hiring, while 43% intended to maintain their current hiring rate. Few businesses indicated plans to decrease hiring.

The survey will be conducted every other year to gauge changes and trends, and industry participation is key to ensure the data reflects salaries across the country.

Get involved and learn more here: research.seedyourfuture.org

Kelli Rodda, Editor | krodda@gie.net