Roles & Hierarchy

Role Summary Table

The table below shows all roles at a glance. Read the individual role sections below for full detail on responsibilities, authority, and how to move from one role to the next.

Full Role Hierarchy — Quick Reference

Applicant

An Applicant is any individual who has submitted an application for employment but has not yet been offered a position or begun a working interview. Applicants are not employees and have no access to company systems, job sites, or equipment.

Responsibilities: Complete the application honestly and in full. Respond promptly to communications from the hiring team. Be prepared to provide references and consent to a background check if invited forward.

Authority Level: None.

Reports To: N/A — not yet part of the organization.

Path Forward: Applicants who meet the position requirements are contacted for a working interview and become a Prospect.

Prospect

A Prospect is a candidate who has been invited to participate in a working interview — a paid or unpaid supervised trial day on an active job site. Prospects are evaluated on attitude, physical readiness, ability to follow direction, and basic safety awareness. A Prospect is not yet an employee.

Responsibilities: Show up on time, wear appropriate clothing, follow all directions from the supervising Crew Lead or Supervisor, ask questions when uncertain, and demonstrate a genuine effort throughout the trial. Comply with all Code of Conduct standards — including the Worksite Presence & Duty policy — while on company property or a job site.

Authority Level: None. Prospects do not operate equipment, make decisions, or represent the company to clients.

Reports To: The Crew Lead or Supervisor assigned to oversee the working interview.

Path Forward: After the working interview, management reviews performance and makes a hire or no-hire decision. Successful Prospects are offered employment and begin onboarding as a Trainee.

Trainee

A Trainee is a newly hired employee who has accepted an offer and begun the onboarding process but has not yet completed the requirements for independent field work. Trainees wear a green shirt. The green shirt signals to clients, crew, and supervisors that this employee is still in supervised training.

Responsibilities: Complete all required onboarding paperwork and training modules. Attend every scheduled orientation and equipment walkthrough. Work alongside experienced crew members and follow their lead. Ask questions — that is expected and encouraged. Do not operate any equipment without a Crew Lead or Supervisor present and signed off on that equipment.

Authority Level: None. Trainees do not make operational decisions, contact clients independently, or supervise others.

Reports To: Crew Lead.

Promotion Criteria — Trainee → Crew Member: - Complete all required onboarding training modules - Demonstrate safe and independent operation of all equipment assigned to your route - Pass a Crew Lead or Supervisor evaluation on quality standards (mowing, trimming, cleanup) - Complete 30 days of active employment in good standing - No unresolved safety violations or disciplinary actions - Crew Lead submits promotion recommendation to management

Crew Member

A Crew Member is a fully trained field employee cleared for independent task execution. Crew Members wear a red shirt. Red is the standard working-crew color — most employees in active service roles wear red.

Responsibilities: Operate all assigned equipment safely and independently. Execute the full scope of service on assigned routes to company quality standards. Report problems, damage, or safety hazards to the Crew Lead immediately. Complete daily checklists and end-of-day reporting. Represent the company professionally in all client interactions.

Authority Level: Crew Members make day-to-day task decisions within their assigned scope. They do not supervise other employees, approve schedule changes, or speak for the company on billing or service disputes.

Reports To: Crew Lead.

Promotion Criteria — Crew Member → Crew Lead: - Consistent above-standard work quality and professionalism for at least one full season - Reliable attendance and schedule adherence - Ability to identify and correct quality issues in others' work - Completion of any required Crew Lead training (scheduling, client communication, safety oversight) - Recommendation from current Crew Lead or Supervisor - Final approval from management - Crew Lead positions open based on operational need — meeting the criteria makes you eligible; promotion depends on available openings

Crew Lead

A Crew Lead manages a crew on assigned routes, verifies work quality, and serves as the primary point of contact for clients on site. Crew Leads wear a blue shirt. Blue designates field authority — when a client or crew member needs a decision made on site, they go to the blue shirt.

Responsibilities: Assign tasks to crew members at the start of each job. Verify quality at each property before leaving. Conduct site walkthroughs and client check-ins. Identify and report safety hazards, equipment problems, and property damage immediately. Submit promotion recommendations for Trainees and Crew Members. Complete required site briefings before each visit. Communicate directly with dispatch and Supervisors throughout the day.

Authority Level: Crew Leads have direct operational authority over the crew they manage on a given route. They can stop work for safety reasons, adjust task sequencing within the route, and speak to clients on service matters. They do not approve time off, adjust pay, hire or terminate employees, or make commitments outside their assigned route without Supervisor approval.

Reports To: Supervisor.

Promotion Criteria — Crew Lead → Supervisor: - Sustained performance across multiple seasons as a Crew Lead - Demonstrated ability to manage multiple crews or complex routes - Strong incident and conflict resolution skills - Completion of any required Supervisor training - Recommendation from Manager or Owner - Supervisor roles open based on organizational need

Supervisor

A Supervisor oversees multiple Crew Leads and crews, manages daily field operations, and ensures routes run on schedule and to standard. Supervisors are the primary escalation point for Crew Leads and the primary field-to-management link.

Responsibilities: Assign routes and crews for each workday. Approve or adjust timesheets before payroll processing. Handle incidents, property damage claims, and client complaints escalated by Crew Leads. Conduct field check-ins and quality audits across multiple sites. Coordinate weather-related schedule changes and communicate them to crews. Participate in hiring decisions. Manage performance documentation for Crew Leads and Crew Members.

Authority Level: Supervisors have operational authority over assigned Crew Leads and crews. They can approve schedule adjustments, authorize minor unplanned expenses, and issue verbal and written warnings as part of the disciplinary process. Major disciplinary actions, hiring, and termination decisions require Manager or Owner approval.

Reports To: Manager.

Path Forward: Supervisors who demonstrate consistent operational excellence, strong leadership, and business acumen may be considered for advancement to Manager when an opening exists.

Manager

A Manager has company-wide operational responsibility — overseeing scheduling, hiring, client relationships, vendor accounts, and day-to-day business operations. Managers make decisions that affect the whole organization.

Responsibilities: Oversee all field operations and Supervisors. Lead hiring, onboarding, and termination processes. Manage client accounts and resolve escalated complaints. Control scheduling, purchasing, and vendor relationships. Review and approve payroll in coordination with accounting. Develop and enforce company policies and operational procedures. Report regularly to the Owner on performance, financials, and staffing.

Authority Level: Full operational authority over all employees and day-to-day business decisions. Managers can hire, discipline, and terminate employees (subject to applicable law and Owner notification). Strategic decisions — pricing changes, major capital expenditures, new service lines — require Owner approval.

Reports To: Owner.

Advisor

An Advisor is a designated non-employee role for individuals who provide expertise, guidance, or consultation to the company — such as an accountant, attorney, industry consultant, or trusted outside expert. Advisors are not employees and hold no operational authority.

Responsibilities: Provide guidance in their area of expertise when asked. Maintain confidentiality regarding company operations and client information. Communicate recommendations to the Owner or Manager — never directly to field staff unless the Owner specifically arranges it.

Authority Level: None — advisory and consultation only. Advisors do not direct employees, approve expenses, or make binding decisions on behalf of the company.

Reports To: Owner (by designation).

Note: Advisor is not an employment classification and does not come with employment benefits, ESST accrual, or workers' compensation coverage through the company. The nature of the engagement (independent contractor, retainer, etc.) is determined separately.

Owner

The Owner holds ultimate authority over all aspects of the business — operations, finances, strategy, personnel, and legal obligations. All roles ultimately report to or are accountable to the Owner.

Responsibilities: Set company direction, values, and long-term goals. Make final decisions on hiring key personnel, major expenditures, pricing, and new service offerings. Maintain legal and regulatory compliance. Build and maintain key client and vendor relationships. Ensure the company operates safely, profitably, and in line with its standards.

Authority Level: Full authority over all company operations and decisions.

Reports To: N/A.