Landscape Industry Careers Survey Key Findings June

Transcription

1 Landscape Industry Careers Survey Key Findings June

2 BCKGROUND & METHODOLOGY

3 Background The National ssociation of Landscape Professionals Foundation is looking for ways to attract an educated workforce into the landscape industry. The Foundation wanted to conduct research to better understand the career opportunities and needs of landscape industry firms, including the number and mix of positions (particularly management), education needs, and opportunities for long-term career growth. The research was conducted by The Stevenson Company, a nationally-recognized market research firm, in the winter of 2015, via an online survey and telephone interviews with representatives from a sample cross-section of industry companies. 3

4 Key Objectives The primary goals of this research is to understand the following: Employee Compensation Minimum, average and maximum compensation by position Benefits (health and retirement) by position Employee Education Recommended minimum education for executives/management Typical education by position Respondent experience: education and professional certifications Prospective Employment Demographics Ease of finding qualified applicants by position Hiring outlook dvice: pproach to entering the industry, education, training, how to overcome perceived stereotypes Respondent position & tenure in industry Firm income Firm channel mix The following report is a presentation of the key findings from the research. The full report is available to NLP members and NLP Foundation donors/supporters. Please contact Foundation Director nna Walraven for more information. For media inquires, please contact NLP PR Director Lisa Schaumann. 4

5 Methodology & Sample Plan n online study was by the Stevenson Company, conducted with PLNET (now NLP) members. National ssociation of Landscape Professionals (NLP) Foundation ed survey invitations to those companies with less than 100 employees. The Stevenson Company (TSC) called, recruited and sent a link to those companies with 100 or more employees. TSC also called to remind, recruit, and ed a link to fill the remaining completes needed for the under 100 employee companies. Those who responded to the Foundation received a $25 gift card. Those who were recruited by phone received a $50 gift card. Respondents were screened to meet the following criteria: Person able to provide information about types of positions and their compensation structures Has revenue in the landscaping fields covered by PLNET (now NLP) The table below shows the completed surveys by size and type of firm. Note that many companies overlap type. Respondents were assigned to the type for which they have the highest percentage of revenue. In case of a tie, they were assigned randomly to a type category when results are reported without allowing category overlap. Less than 10 Employees 10 to 99 Employees 100 or more Employees Total Design or Build Landscape Management Lawn Care Other Total

6 Methodology & Sample Plan Follow-Up fter reviewing the results of the study, NLP was interested in collecting additional data on sales positions among member companies. TSC and NLP ed survey invitations for a brief (less than 5 minute) follow-up survey to the 195 NLP (formerly PLNET) members who responded to the original study. 44 member companies responded. Those who responded received a $5 Starbucks e-gift card. The table below shows the completed follow-up surveys by firm size: Total Interviews Less than 10 Employees 8 10 to 99 Employees or More Employees 9 Total 44 Note: Due to very small sample sizes by size of company, statistical significance testing between firm size is excluded. 6

7 SUMMRY OF FINDINGS

8 Key Findings Executives and Management Positions are rated the hardest positions to fill. This is particularly true of the small (less than 10 employees) and medium sized (10 to 99 employees) firms. 4 in 10 interviewed expect to hire management positions in the next year. On average, those hiring expect to hire 1 to 4 management positions in the next year. Expected executive hiring is much weaker, with less than 1 in 10 expecting to hire an executive in the next year. Most executives and management are paid a yearly salary, have health insurance and are offered a retirement plan. ll compensation increases with company size. Salary versus hourly wage increases with company size, although the majority of all firms offer a salary. verage salaries offered increases with company size. For executives, average salaries range from $54,000 to $115,000. For management positions, average salaries range from $36,000 to $59,000. Receipt of health insurance and retirement plans increases with company size. The majority of medium and large (100 or more employees) offer these benefits, while small firms do not. 4-year college degree is the most frequently recommended, particularly for executives and among companies with 10 or more employees. n associate s degree or some college is the least amount of education recommended. Half or more who responded to the survey have a college degree or higher.

9 Survey Industry Overview

10 Firm Job Mix The vast majority of all landscape industry firms perform multiple types of jobs rather than specializing in only one type. Job Mix Multiple Types Less than 10 Employees Job Mix Multiple Types 10 to 99 Employees Job Mix Multiple Types 100 or More Employees 20% 10% 6% Multiple Types Multiple Types Multiple Types 80% 90% 94% ll one type Multiple types n=46 Q. What % of your total revenues would you say are from the following? n=113 n=36 CPITL letters denote significant difference at a 95% confidence level

11 Firm verage Job Mix There are significant differences in job mix by size of company. The smallest companies are most concentrated in Lawn Care, the medium companies most concentrated in Design or Build, and the largest companies most concentrated in Landscape Management. verage Job Mix Less than 10 Employees verage Job Mix 10 to 99 Employees verage Job Mix 100 or More Employees 12% 21% 14% 34% C 20% 17% Lawn Care 44% BC 23% 22% Design or Build 30% 16% Landscape Management 47% B Design or Build Landscape Management Lawn Care ll Other n=46 n=113 n=36 Q. What % of your total revenues would you say are from the following? CPITL letters denote significant difference at a 95% confidence level

12 Firm Employee Mix bout half of employees are full-time, year round employees. Companies with 10 or more employees have a higher mix of full-time seasonal employees than those with less than 10 employees. These smallest companies have a higher mix of part-time, year round employees. verage Employee Mix Less than 10 Employees verage Employee Mix 10 to 99 Employees verage Employee Mix 100 or More Employees 11% B 5% 9% 16% Full-Time, Year Round 52% 37% Full-Time, Year Round 50% 31% Full-Time, Year Round 54% 21% BC 8% 6% Full-Time, Year Round Part-Time, Year Round Full-Time, Seasonal Part-Time, Seasonal n=46 Q. How many employees does your company have? n=113 n=36 CPITL letters denote significant difference at a 95% confidence level

13 Firm Position Mix Half or more of all company positions are laborer positions. Laborer concentration of positions increases with the size of the company, primarily at the expense of executive and management positions. verage Position Mix By Company Size 3% 3% C 2% 2% 4% 5% 3% 2% 6% 6% C 8% 14% 7% C BC 7% 8% 7% 15% C 9% C Designers rborists or Other Professionals Project Mangers Executives 51% 62% 76% B Inside Staff Management Positions Laborers Less than 10 employees () 10 to 99 employees (B) 100 or more employees (C) Q. How many employees does your company have? n=46 n=113 n=36 CPITL letters denote significant difference at a 95% confidence level

14 Size Mix by Census Region Size of the company varies by census region. The smallest companies (less than 10 employees) are directionally more common in the Midwest and South. verage Position Mix By Company Size 7% 21% 20% 26% 100 or more employees 73% B 48% 55% 10 to 99 employees 65% 20% 30% D 25% Less than 10 employees 9% Northeast () Midwest (B) South (C) West (D) n=41 n=66 n=65 n=23 Q. How many employees does your company have? CPITL letters denote significant difference at a 95% confidence level

15 Employee Compensation

16 Industry Compensation: Type lmost all executives receive a salary. The majority say that management positions, designers, and project managers also receive a salary. rborists, inside staff and laborers more often receive an hourly wage. Type of Compensation TOTL 4% 20% 23% Hourly wage 40% 54% 67% Yearly salary 96% 99% 80% 77% 60% 46% 33% Executives Management Positions Designers Project Managers rborist or other Professionals Q. For each of the positions, please indicate how each position is typically compensated (hourly wages versus salary), typical education needed for that position, and if that position typically offers retirement and health insurance. Inside staff (office, etc.) 1% Laborers n=195 Note: Sample size varies by position

17 Industry Compensation: Yearly Salary Executives earn the most, with salaries starting on average at $64,000 per year and topping out at $108,000. Management position salaries follow executives, with average salaries starting at almost $43,000 and reaching as high as $66,000. $120,000 verage Yearly Salary ($/Year) TOTL $108,740 Minimum Salary $100,000 $80,000 $60,000 $40,000 $64,240 $80,512 $66,414 $61,034 $62,085 $51,367 $50,802 $50,059 $49,531 $42,843 $42,724 $41,549 $42,449 $58,096 $30,488 $37,630 $45,592 $27,450 $24,500 $39,200 verage Salary Maximum Salary $20,000 $0 Executives Management Positions Q. Please record the salary range for each position you mentioned. rborist or other Professionals Project Managers Designers Inside staff (office, etc.) Laborers* n=195 Note: Sample size varies by position *indicates sample size less than 20 CPITL letters denote significant difference at a 95% confidence level

18 Industry Compensation: Hourly Wages Executives earn the most per hour, followed by Designers. Laborers typically earn the least. $40.00 $35.00 verage Hourly Wages ($/Hour) TOTL Minimum Wage $30.00 $30.00 verage Wage $25.00 $20.00 $15.00 $20.00 $24.50 $16.49 $19.53 $23.17 $20.56 $20.23 $17.14 $17.11 $15.23 $14.52 $13.54 $16.11 $19.29 $12.38 $15.08 $17.87 $12.24 $15.85 Maximum Wage $10.00 $9.88 $5.00 $0.00 Executives* Designers Management Positions Q. Please record the hourly wage range for each position you mentioned. rborist or other Professionals Project Managers Inside staff (office, Laborers etc.) n=195 Note: Sample size varies by position *indicates sample size less than 20 CPITL letters denote significant difference at a 95% confidence level

19 Industry Compensation: Type The largest companies are most likely to offer yearly salaries, particularly to executives, management positions, designers, and project managers. However, for all company sizes, half or more offer salaries to executives, management, and designers. 100% 98% 96% 83% 80% 62% 78% B 100% B 96% 77% 50%* 71% % Receive Yearly Salary By Company Size 60% 54% B 88% 46% 57%* 39% 55% 37%* 33% 33% 31% TOTL n=195 Less than 10 employees () n=46 10 to 99 employees (B) n=113 25%* 100 or more employees (C) n=36 1% 3% 1% 0% Executives Management Positions Designers Project Managers rborist or other Professionals Inside staff (office, etc.) Laborers Q. For each of the positions, please indicate how each position is typically compensated (hourly wages versus salary), typical education needed for that position, and if that position typically offers retirement and health insurance. Note: Sample size varies by position *indicates sample size less than 20 CPITL letters denote significant difference at a 95% confidence level

20 Industry Compensation: Retirement Plans More than half of companies offer a retirement plan for all positions EXCEPT laborers. Retirement Plan Offered (401K, Pension, or Other) TOTL 27% 29% 31% 32% 37% 37% 54% No, does NOT offer retirement 73% 71% 69% 68% 63% 63% 46% Yes, offers retirement rborist or other Professionals Designers Executives Project Managers Management Positions Inside staff (office, etc.) Laborers Q. For each of the positions, please indicate how each position is typically compensated (hourly wages versus salary), typical education needed for that position, and if that position typically offers retirement and health insurance. n=195 Note: Sample size varies by position

21 Industry Compensation: Health Insurance More than half of companies offer health insurance for all positions EXCEPT laborers. Health Insurance Offered TOTL 27% 30% 30% 30% 32% 39% 59% No, does NOT offer health insurance 73% 70% 70% 70% 68% 61% 41% Yes, offers health insurance rborist or other Professionals Designers Executives Project Managers Management Positions Inside staff (office, etc.) Laborers Q. For each of the positions, please indicate how each position is typically compensated (hourly wages versus salary), typical education needed for that position, and if that position typically offers retirement and health insurance. n=195 Note: Sample size varies by position

22 Employee Compensation: Sales Positions

23 Sales: Dedicated Sales Positions ll of the largest companies interviewed have separate sales positions. The medium sized companies are mixed a little under half have separate sales positions. The smallest companies generally do not have separate sales positions. Sales Positions Less than 10 Employees Sales Positions 10 to 99 Employees Sales Positions 100 or More Employees 0% 12% No strictly sales positions 88% Separate sales 41% positions No strictly sales positions 59% Separate sales positions 100% NO strictly sales: employees who do sales also have other roles/positions in the company HVE separate sales positions n=8 n=27 n=9 Q. Which of the following best describes who/which position handles sales at your company? CPITL letters denote significant difference at a 95% confidence level Note: Small sample sizes

24 Sales: Which Other Position(s) Handle For both small and medium companies with no dedicated sales positions, an Executive most often handles sales/quotes (78% of companies). Management positions handle sales in about half of these companies (52%). Positions That Handle Sales/Quotes if No Dedicated Sales Position By Company Size TOTL n=23 78% 81% 71% 52% 43% 56% 38% 43% Less than 10 employees () n=7 31% 29% 26% 25% 26% 26% 14% 17% 10 to 99 employees (B) n=16 0% 6% 6% 4% 0% Executives Management Positions Inside Staff Project Managers Designers rborist or other professionals Laborers Q. Which of the following positions at your company handles sales/quotes? [If company does not have separate sales positions] CPITL letters denote significant difference at a 95% confidence level Note: Small sample sizes

25 Sales: Size of Sales Role in Other Positions mong Executives who handles sales, about half of their role is sales among medium size companies, and the minority is sales among the smallest companies. While only 1 in 4 companies without sales positions indicate that Designers handle quotes and sales, but among those that do, sales/quotes are at least 50% of Designers role. verage % of Position that is Sales versus Other Responsibilities TOTL 54% 73% 47% 71% 65% 73% 68% 60% 71% 67% 67% 43% 50% 41% 88% 85% 95% 99% 99% 46% 27% 53% 29% 35% 27% 33% 40% 29% 33% 33% 58% 50% 59% Total Less than to 99 Total Less than to 99 Total Less than to 99 Total Less than to 99 Total Less than to 99 13% 15% Total Less than 10 5% 10 to 99 1% 1% Total Less 10 to than Executives Management Positions Inside Staff Project Managers Designers rborist/professionals Laborers Sales Other Responsibilities Q. nd what percentage of that position s role is sales and what percentage is other responsibilities? [If company does not have separate sales positions] Total, n=23 Less than 10 employees, n = 7 10 to 99 employees, n = 16 Note: Sample size varies by position Note: Small sample sizes

26 Sales: Firm Position Mix IF Have Dedicated Sales Positions Of the medium and large companies with dedicated sales positions, these sales positions constitute about 5% of positions. verage Position Mix By Company Size 25% 1% 5% 2% 1% 2% 2% 5% 5% 6% 4% 5% 7% 5% 8% Designers rborist Executives Project Managers 50% Inside Staff Sales 67% 77% Management Positions Laborers 25% Less than 10 employees () 10 to 99 employees (B) 100 or more employees (C) n=1* n=11 n=9 Q. Now including sales positions, how many employees does your company have? [If company has separate sales positions] CPITL letters denote significant difference at a 95% confidence level Note: Small sample sizes

27 Employee Education

28 Education by Position More than half of companies with 10 or more employees say that a college degree is typically required for an executive position. Some college is the most frequent typical requirement for management positions. Typical Educational Qualifications for EXECUTIVES By Company Size Typical Educational Qualifications for MNGEMENT POSITIONS By Company Size 4% 4% 1% 30% 55% 6% 67% Post-graduate degree t least some post-graduate school 4 year college degree ssociate's degree 23% 19% 26% 28% 15% 17% 17% 17% 8% Some college High school Some high school or less 23% 35% 44% 17% B 27% 3% 19% Prefer not to answer 23% 19% 9% 5% 2% 2% 6% Less than 10 employees () 10 to 99 employees (B) 100 or more employees (C) 12% 11% BC 2% 2% Less than 10 employees () 10 to 99 employees (B) 100 or more employees (C) n=23 n=103 n=36 Q. For each of the positions, please indicate how each position is typically compensated (hourly wages versus salary), typical education needed for that position, and if that position typically offers retirement and health insurance. n=26 n=91 n=36 CPITL letters denote significant difference at a 95% confidence level

29 Prospective Employment

30 Qualified Employee ttitudes Overall, companies report the most difficulty with finding qualified executives, management, and project managers. Ease of Finding Qualified Employees TOTL 1% 1% 1% 1% 4% 4% 6% 7% 8% 12% 15% 14% 20% 16% 17% 10% Very Easy 27% 27% 17% 31% Somewhat Easy 29% 45% 43% 36% 32% 47% 35% Neither Easy nor Difficult 44% 31% 31% Executives Management Positions Project Managers rborist or other Professionals Q. Please rate the ease of finding qualified employees for each position in your company. 24% 23% 19% 20% Designers Laborers Inside staff (office, etc.) 4% Somewhat Difficult Very Difficult n=195 Note: Sample size varies by position Note: Don t Know responses removed

31 Qualified Employee ttitudes Directionally, smaller companies have a more difficult time in finding qualified applicants than the largest companies (100 or more employees). While management, project managers and executives are the most difficult to find for companies with less than 100 employees, these largest companies find laborers the most difficult position to fill. 79% 76% 76% 65% C 82% 77% 74% 72% 73% 71% % Very or Somewhat Difficult to Find By Company Size 64% 69% 66% 66% 65% 62% 62% 60% C C 64% 60% TOTL n=195 Less than 10 employees () n=46 10 to 99 employees (B) n= or more employees (C) n=36 53% 54% 54% 34% 21% 24% 22% 17% Management Positions Project Managers Executives Laborers rborist or other Professionals Designers Inside staff (office, etc.) Q. Please rate how likely your company would be to hire for the following positions in the next year. Note: Sample size varies by position Note: Don t Know responses removed CPITL letters denote significant difference at a 95% confidence level

32 Future Hires Outlook Laborer positions are the most likely to be hired in the next year. Likelihood to Hire Position in Next Year TOTL 16% 14% 12% 10% 10% 13% 11% 3% 3% 11% Extremely likely to hire 19% 21% 23% 15% 15% 16% Somewhat likely to hire 79% 23% 28% 24% 17% 13% Might or might not hire 16% 16% 8% 45% 51% 67% Somewhat unlikely to hire 12% 3% 2% 4% Laborers 25% Inside staff (office, etc.) 21% Management Positions 33% Project Managers Designers rborist or other Professionals Executives n=195 Extremely unlikely to hire Q. Please rate how likely your company would be to hire for the following positions in the next year. Note: Don t Know responses removed

33 Future Hires Outlook Most companies in the industry expect to hire laborers. bout 4 in 10 companies with at least 10 employees expect to hire management positions in the next year. 91% 94% 94% % Extremely or Somewhat Likely to Hire By Company Size TOTL n=195 83% Less than 10 employees () n=46 10 to 99 employees (B) n=113 53% 100 or more employees (C) n=36 42% 42% 36% 36% 37% 37% 35% 35% 24% 24% 22% 31% 27% 28% 23% 24% 22% 11% 7% 6% 6% 14% 0% Laborers Inside staff (office, etc.) Management Positions Project Managers Designers rborist or other Professionals Executives Q. Please rate how likely your company would be to hire for the following positions in the next year. CPITL letters denote significant difference at a 95% confidence level

34 Potential Future Hires Outlook mong those who may hire, companies with 10 to 99 employees expect to hire 1 management position on average, while those with 100 or more employees expect to hire an average of 3-4 management positions in the next year. B 72.6 verage Number of Employees Likely to Hire mong Those Likely to Hire By Company Size TOTL n=195 Less than 10 employees () n=46 10 to 99 employees (B) n= or more employees (C) n= Laborers Inside staff (office, etc.) Management Positions Project Managers Designers rborist or other Professionals Executives Q. nd how many positions do you think you would be likely to hire next year? [sk if Might or might not hire, Somewhat likely to hire, or Extremely likely to hire] Note: Sample size varies by position CPITL letters denote significant difference at a 95% confidence level

35 Potential Future Hires Outlook The average firm is looking to hire 1 management position in the next year. B 68.6 verage Number of Employees Likely to Hire mong ll Companies By Company Size TOTL n=195 Less than 10 employees () n=46 10 to 99 employees (B) n= or more employees (C) n= B B B B 0.2 Laborers Inside staff (office, etc.) Management Positions Project Managers Designers rborist or other Professionals Executives Q. nd how many positions do you think you would be likely to hire next year? [sk if Might or might not hire, Somewhat likely to hire, or Extremely likely to hire] Note: Those Somewhat/Extremely unlikely to hire coded as 0 employees likely to hire CPITL letters denote significant difference at a 95% confidence level

36 Landscape Industry: Number of Hires in Next Year Estimate Landscape Industry: Estimated Number of Hires Less than 10 Employees 10 to 99 Employees 100 or More Employees TOTL Industry Executives Management Positions 10,500 4, ,750 Designers 1,875 2, ,505 Project Managers 9,275 4, ,275 rborists or other professionals 6,590 3, ,960 Inside Staff 10,330 3, ,870 Laborers 146,200 65,275 30, ,475 Total Industry Less Laborers 39,070 18,360 2,555 60,000 Note: Reflects total expected hires in the next year, not NET new hires. Laborers hires, particularly in the Less than 10 employee group, are expected to be seasonal hires.

37 Prospective Employment: dvice (available in full report)

38 Respondent & Firm Demographics

39 Respondent Position Most interviewed are male and are either the company Owner or President. Respondent Title By Company Size Respondent Gender By Company Size Owner President CEO Vice President HR position (Director and others) Manager (General, Senior, Business, Operations, Production) Office (Office Manager, dmin ssistant) CFO or other finance/accounting COO Director (creative and others) Sales / Customer service Other 26% C 6% 2% 14% 11% 2% 8% 11% 0% 1% 19% B 7% 11% 19% 2% 5% 0% 2% 5% 6% 2% 2% 6% 2% 3% 3% 2% 1% 3% 7% 4% 3% 48% BC 37% 42% 39% Male Female 11% 22% 28% 72% 78% 89% Less than 10 employees () n=46 Q. re you Q. What is your title/position at the company? 10 to 99 employees (B) n= or more employees (C) n=36 Less than 10 employees () n=46 10 to 99 employees (B) n= or more employees (C) n=36 CPITL letters denote significant difference at a 95% confidence level

40 Respondent Experience On average, those interviewed have been in the landscaping industry about 20 years or more. However, those in companies with 10 to 99 employees have been in both their position and in the industry longest. Time in Position By Company Size Time in Industry By Company Size 1 to 5 years 19% 36% B 41% B 1 to 5 years 7% 7% 19% B 6 to 10 years 11 to 15 years 17% 18% 11% 13% 18% 11% verage Time in Position Less than 10 employees 10 to 99 employees 11.7 years 16.3 years () 6 to 10 years 11 to 15 years 15% 11% 6% 17% 16% 8% verage Time in Industry Less than 10 employees 10 to 99 employees 19.5 years 23.5 years () 16 to 20 years 7% 11% 11% 100 or more employees 15.1 years 16 to 20 years 12% 11% 20% 100 or more employees 22.1 years 21 to 25 years 9% 13% 6% 21 to 25 years 15% 12% 11% More than 25 years 13% 21% 25% More than 25 years 26% 42% 44% Less than 10 employees () 10 to 99 employees (B) n=46 n=113 Q. How long have you been in this job position at your company? Q. How long have you been in this industry? 100 or more employees (C) n=36 Less than 10 employees () n=46 10 to 99 employees (B) n= or more employees (C) n=36 CPITL letters denote significant difference at a 95% confidence level

41 Firm Incomes Revenue and commercial channel work increases with company size. Most of the smallest companies have revenues less than $500,000 and do primarily residential work. Mid-size companies have revenues between $500,000 and $2.5 million and do slightly more residential work. The largest companies have revenue over $2.5 million and do primarily commercial work. verage Company Revenue Splits by Channel By Company Size Company Income By Company Size Less than 10 employees () n=46 26% 74% BC Commerical Residential Less than $500,000 $500,000 to less than $1 million 6% 0% 13% 23% C 3% 80% BC $1 million to less than $1.5 million 4% 0% 18% C 10 to 99 employees (B) n=113 39% 61% C $1.5 million to less than $2 million 0% 0% 12% C $2 million to less than $2.5 million 0% 9% 6% 100 or more employees (C) n=36 79% B 21% $2.5 million or more Prefer not to answer 0% 2% 1% 6% 31% 86% B Less than 10 employees () n=46 Q. What % of your company s total revenues would you say comes from Commercial projects or jobs and what % comes from Residential? Q. In terms of gross revenues, where do you estimate your firm will finish the calendar year 2014? 10 to 99 employees (B) n= or more employees (C) n=36 CPITL letters denote significant difference at a 95% confidence level

42 Firms by Channel Most of the smallest companies (78%) do more than half of their business in the residential channel. Medium companies are slightly skewed to residential, with 64% of their business mostly residential. The largest companies do most of their business in the commercial channel, with 86% doing mostly or all commercial work. verage Company Revenue Splits by Channel By Company Size Less than 10 employees () n = 46 11% C 67% C 9% 11% 2% LL Residential Revenue (100% Commercial) Mostly Residential (51-99% Residential) 10 to 99 employees (B) n = 113 4% 60% C 3% 27% 5% Equal (50% Residential/50% Commerical) Mostly Commercial (51-99% Commercial) 100 or more employees (C) 14% 64% B 22% B LL Commercial Revenue (100% Commercial) n = 36 Q. What % of your company s total revenues would you say comes from Commercial projects or jobs and what % comes from Residential? CPITL letters denote significant difference at a 95% confidence level

43 Firm Demographics Companies with 10 to 99 employees are concentrated more in the Northeast than others. The smallest companies (less than 10 employees) tend to be the youngest companies, while the largest companies (100 or more employees) tend to be the oldest companies. Company Census Region By Company Size Company ge By Company Size Northeast 17% 27% C Less than 10 years 3% 12% 46% BC Midwest 8% 28% 39% 43% 10 to 19 years 20 to 29 years 20% 26% 19% 22% 25% 34% South West 4% 13% 17% 35% 32% 36% 30 to 39 years 40 to 49 years 50 years or more 0% 4% 0% 6% 13% 19% 22% 14% 17% B verage ge of Company Less than 10 employees 10 to 99 employees 100 or more employees 13.4 years 24.5 years () 33.6 years (B) Less than 10 employees () 10 to 99 employees (B) n=46 n=113 Q. In which state does your company reside? Q. How long has your company existed? 100 or more employees (C) n=36 Less than 10 employees () n=46 10 to 99 employees (B) n= or more employees (C) n=36 CPITL letters denote significant difference at a 95% confidence level