An Office Pride owner may generate this estimated annual pre-tax owner-operator benefit, with a base analytical case of about $114,000. The range is not an official earnings claim. The 2026 Franchise Disclosure Document reports 2025 Gross Sales—not business profit, owner salary, distributions, or take-home pay—for full-year U.S. franchisees.
This range is an independent analytical scenario, not an Item 19 financial performance representation by Faith Franchising Company, LLC. It combines identified facts from the 2026 Office Pride FDD with U.S. Census Bureau Janitorial Services expense benchmarks and explicitly labeled scenario choices. Actual results can differ materially with contract density, customer retention, cleaning labor, insurance, travel, local marketing, financing, owner involvement, territory conditions, and execution.
Legal franchisor: Faith Franchising Company, LLC. FDD: issued April 20, 2026. Item 19 status: historic Gross Sales only, covering 134 of the 142 U.S. franchisees operating at December 31, 2025, after applying the full-year eligibility rules. Benchmark: U.S. Census Bureau Service Annual Survey, NAICS 56172 Janitorial Services, employer firms. Checked: July 15, 2026.
Limited
The current same-brand FDD supplies strong revenue evidence but no Office Pride expense, operating-profit, EBITDA, net-income, cash-flow, or owner-compensation measure. The earnings result therefore depends materially on an official industry expense proxy whose definitions and population are broader than this franchise system.
Independent pre-tax estimate using the 2025 system median Gross Sales and the central Census margin observation.
Revenue for the middle full-year franchisee—not owner earnings.
Item 19 included 134 of 142 franchisees operating at year-end 2025.
Revenue less total expenses for Census Janitorial Services employer firms across 2020–2022.
9% royalty, 1.5% processing fee, and 1% advertising fund fee before local marketing and fixed obligations.
What does Office Pride Item 19 actually measure?
Item 19 officially measures Gross Sales for eligible franchisees; it does not measure owner earnings. For the January 1 through December 31, 2025 period, the FDD reports average Gross Sales of $768,521 and median Gross Sales of $432,066 for 134 full-year franchisees. Only 41 franchisees, or 30.60%, attained or exceeded the average, showing why the median is the more defensible central revenue anchor.
The FDD defines Gross Sales as revenue from operating the Office Pride business, excluding specified taxes and customer refunds, adjustments, credits, and allowances. This is equivalent to Revenue Sales Collected in Item 6. It is not Gross Profit, Operating Profit, EBITDA, Net Income, Cash Flow, owner salary, or distributions. Source: 2026 Office Pride FDD, Item 19, pages 29–34.
| 2025 Item 19 cohort | Franchisees | Average Gross Sales | Median Gross Sales |
|---|---|---|---|
| First quartile | 33 | $2,110,760 | $1,480,063 |
| Second quartile | 33 | $665,775 | $620,769 |
| Third quartile | 34 | $257,562 | $215,088 |
| Fourth quartile | 34 | $76,444 | $74,366 |
| All full-year franchisees | 134 | $768,521 | $432,066 |
The $768,521 average is pulled upward by a wide $12,108 to $9,132,348 range. The first quartile alone contains a $9.13 million franchisee; removing that franchisee lowers the first-quartile average from $2.11 million to $1.89 million. Neither figure reveals the labor, supplies, insurance, vehicle, selling, administrative, royalty, or financing costs required to produce the sales.
Who is missing from the 2025 population?
The official population is a full-year operating cohort, not every franchisee exposed to the system during 2025. Item 19 excludes two franchisees that opened during the year and five that closed or were not renewed during the year because they did not bill for the full year. Company- and affiliate-owned businesses are also excluded. Transfers that maintained full-year billing are included. This improves period comparability but creates maturity and survivorship limitations.
Item 20 reports 142 franchised outlets at the end of 2025, down from 144 at the start of the year. That outlet count is useful system context, but it does not convert the Item 19 revenue figures into owner-level profit. Source: 2026 Office Pride FDD, Items 19 and 20, pages 29–41.
How was the annual earnings range estimated?
The $56,000 to $184,000 range is a three-scenario estimate of pre-tax owner-operator benefit. It uses three disclosed 2025 revenue observations and three official Janitorial Services employer-firm margins. The scenarios are analytical comparisons, not probabilities, forecasts, or franchisor representations.
The benchmark margins are derived as (revenue − expenses) ÷ revenue: 2020 ($60.911 billion − $45.140 billion) ÷ $60.911 billion = 25.9%; 2021 ($65.197 billion − $47.987 billion) ÷ $65.197 billion = 26.4%; and 2022 ($72.795 billion − $51.168 billion) ÷ $72.795 billion = 29.7%. The 2022 table is older than the 2025 FDD sales period, which is a material confidence limitation.
- Conservative: $215,088 third-quartile median Gross Sales × 25.9% Census 2020 surplus margin = approximately $55,690.
- Base: $432,066 system median Gross Sales × 26.4% Census 2021 surplus margin = approximately $114,052.
- Upside: $620,769 second-quartile median Gross Sales × 29.7% Census 2022 surplus margin = approximately $184,427.
- Top-quartile sales are not used: the disclosed distribution contains a $9.13 million outlier and likely reflects materially different scale, staffing, and overhead.
How do the three owner-operator scenarios compare?
Estimated annual pre-tax owner-operator benefit; rounded to the nearest $1,000.
Interpretation: revenue cohort selection moves the result more than small rounding differences. The base is a transparent central case, not a claim about the most likely owner outcome.
Sources: 2026 Office Pride FDD, Item 19, pages 29–34; U.S. Census Bureau Service Annual Survey NAICS tables, 2020–2022 Janitorial Services employer-firm revenue and expense data. Calculations by FranchisesBiz.
- Owner compensation
- Not separately deducted. The estimate may include both residual business surplus and the market value of labor performed by the active owner.
- Manager compensation
- Not separately modeled because the current FDD requires active full-time operation and Item 19 does not identify manager-run outlets.
- Franchise fees
- Treated as part of the all-in industry expense envelope; disclosed Office Pride fees are reconciled within that envelope rather than subtracted a second time.
- Debt service
- No separate principal payment is deducted. Interest cannot be isolated cleanly from the aggregate Census expense definition.
- Depreciation and capital spending
- Not separately identifiable or modeled. The result should not be read as free cash flow.
- Personal income taxes
- Excluded. Entity structure, jurisdiction, deductions, and owner circumstances determine after-tax results.
Where does the base-case revenue go?
At the $432,066 base revenue anchor, the model allocates about $64,808 to specifically disclosed recurring Office Pride and required operating obligations, about $253,206 to other operating expenses, and about $114,052 to owner-operator benefit. This is a derived reconciliation, not a franchisor-reported P&L.
Base-case revenue allocation
A reconciled decomposition of $432,066 in Gross Sales using a 26.4% all-in surplus margin.
Interpretation: the core franchise and required-cost bundle consumes about 15% of base revenue before cleaning labor, payroll burden, supplies, transportation, sales, administration, bad debt, and other operating costs.
Sources: 2026 Office Pride FDD, Item 6, pages 6–10; Census Service Annual Survey Janitorial Services data. The $5,500 insurance input is the midpoint of the FDD's $4,000–$7,000 range. No royalty rebate or variable Customer Development Fee is assumed.
Which recurring fees materially affect the model?
The disclosed recurring burden begins with 11.5% of Revenue Sales Collected before local marketing and fixed obligations. Item 6 also contains a processing-fee cap, potential fee increases, account-specific Customer Development Fees, and volume rebates. Because actual invoice timing and account mix are unknown, the scenario uses the current standard rates and does not assume a rebate.
| Recurring obligation | Current FDD amount | Scenario treatment |
|---|---|---|
| Royalty Fee | 9% of Revenue Sales Collected | Included within the all-in expense envelope. |
| Processing Fee | 1.5%; after year one, weekly minimum applies; $20,000 annual single-outlet cap | Modeled at 1.5%; none of the three selected revenue anchors exceeds the annual cap materially. |
| Advertising Fund Fee | 1%; franchisor may increase it to 2% under stated limits | Modeled at the current 1% rate. |
| Minimum Local Marketing Spend | Lower each month of 2% of prior-month Revenue Sales Collected or $500 | Annualized as the lower of 2% of scenario revenue or $6,000. |
| Technology Fee | $60 per week, beginning two months after initial training | Modeled at a mature annual run rate of $3,120. |
| Insurance | $4,000–$7,000 per year | Base allocation uses the $5,500 midpoint. |
| Conference Fee | $500 per person annually | Modeled for one person. |
The $45,000 Initial Franchise Fee and the Item 7 initial-investment range are startup amounts, not annual operating expenses, so they are not subtracted from one year of revenue. Source: 2026 Office Pride FDD, Items 5–7, pages 5–13.
How does owner involvement change the result?
The published range is best read as owner-operator benefit, not passive business profit. The 2026 FDD requires the Office Pride business to be actively operated on a full-time basis, and the managing partner or shareholder must diligently perform the franchise obligations. A purely absentee manager-run model is therefore not the current contractual baseline. Source: 2026 Office Pride FDD, Item 12, pages 24–25, and Item 15, page 26.
An active owner may capture both residual operating surplus and compensation for sales management, recruiting, scheduling, quality control, customer retention, and administration. If a paid general manager or operations leader performs those duties, total manager wages, payroll taxes, benefits, and related overhead reduce the owner's residual dollar-for-dollar unless the manager enables enough additional sales or efficiency to offset the cost.
Item 19 says some members of the 2025 reporting population operated part time and others full time, but it does not separate their Gross Sales or expense results. That mixed operating-status cohort cannot establish the earnings of a new full-time owner. It also does not identify owner hours, owner salary, manager compensation, or the percentage of owners with another job.
- Full-time owner-operator
- The scenario range is most relevant here. Part of the amount may compensate the owner's labor rather than represent return on invested capital.
- Owner with operating manager
- Start with the scenario result, subtract the manager's full employment cost, then assess whether the organizational capacity creates additional contracts or margin.
- Multi-unit owner
- Do not multiply the one-unit result mechanically. Development timing, shared staff, manager layers, territory maturity, and processing-fee caps change portfolio economics.
- After-tax household income
- Not estimated. Personal taxes and household cash flow depend on entity structure, debt, deductions, state, and individual circumstances.
What could move actual earnings outside the range?
The largest unresolved uncertainty is the actual Office Pride expense structure at each revenue level. The FDD provides a useful revenue distribution and recurring franchise fees but does not disclose cleaning labor, payroll burden, subcontractor costs, supplies, vehicle and travel expense, customer acquisition cost, account churn, bad debt, insurance claims, administrative payroll, or owner compensation.
- Contract density and route efficiency: geographically concentrated accounts can reduce unproductive travel and supervisory complexity.
- Cleaning labor and retention: wage rates, turnover, overtime, payroll burden, and staffing reliability can change margins materially.
- Customer concentration and churn: losing one large account can move revenue faster than fixed overhead can adjust.
- Sales mix: routine janitorial contracts and specialty projects can have different labor, material, scheduling, and collection economics.
- Owner role: the amount and type of work performed by the owner determine how much of the scenario is labor compensation versus residual business return.
- Financing and capital needs: debt principal, vehicle replacement, equipment, and working-capital requirements sit outside this owner-earnings estimate.
The Census benchmark is also imperfect. It covers U.S. employer firms in NAICS 56172 rather than Office Pride franchisees, and its published 2022 estimates carry sampling variability. Its aggregate expense definition does not expose an Office Pride-specific owner salary, franchise-fee line, territory mix, customer concentration, or maturity cohort. The Service Annual Survey methodology explains the survey framework and estimation process.
What should a buyer verify before relying on this range?
A buyer should replace the industry proxy with Office Pride-specific operating evidence before making an investment decision. The FTC permits financial performance representations under defined conditions, and the FDD says written substantiation for Item 19 is available on reasonable request. The most useful next evidence is a reconciled P&L from comparable franchisees—not another revenue average.
- Request Item 19 substantiation and reconcile Gross Sales to invoices, collections, credits, bad debt, and the reporting-period definition.
- Interview full-time franchisees near the third-quartile, system-median, and second-quartile revenue levels rather than selecting only top performers.
- Ask for cleaning labor, payroll taxes, workers' compensation, supplies, travel, insurance, selling expense, administrative payroll, and owner-compensation percentages.
- Separate owner salary, draws, distributions, retained earnings, depreciation, capital spending, interest, and principal payments.
- Confirm the actual royalty rebate, processing-fee cap, local marketing, Customer Development Fee, technology, conference, insurance, and any local marketing-group contribution.
- Verify customer concentration, account churn, route density, average contract size, receivable aging, and the cost of replacing a lost account.
- Obtain written clarification of the full-time operating obligation and any proposed manager structure before underwriting a less-involved ownership model.
What is the strongest defensible earnings answer?
The strongest defensible annual range is approximately $56,000 to $184,000 in estimated pre-tax owner-operator benefit, with a $114,000 base analytical case. It is scenario-based, not an official Office Pride earnings disclosure. The most important driver is the level and quality of recurring contract revenue relative to cleaning labor and operating overhead. The largest uncertainty is the absence of an Office Pride-specific expense and owner-compensation disclosure.
A buyer should treat the range as an underwriting framework, then verify Item 19 substantiation, comparable franchisee P&Ls, owner hours, manager costs, recurring fees, customer concentration, debt terms, and capital needs. The resulting figure should remain separated into business profit, compensation for owner labor, financing cash flow, and personal taxes.