Property Management Job Demand Up In Third Quarter

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October 27, 2018

Property Management Job Demand Up In Third Quarter

Property management job demand was up during the third quarter, according to the National Apartment Association’s (NAA) Education Institute jobs report.

Austin, Portland and Denver had the greatest concentration of openings for property management professionals, each more than three times the U.S. average.

In Austin, a number of positions specifying “multi-site” or “floating” property managers was a testament to the talent shortage.

Overall apartment job openings increased

The apartment industry increased its share of job openings in the real estate sector during the third quarter, to 36 percent from 30.2 percent in Q3 2017, according to the NAA report.

New supply and a steady rate of demand contributed to strong growth and a pressing need for additional staffing.

Apartment jobs were available in markets of all sizes, but in terms of sheer numbers of job openings, Los Angeles, Dallas and Washington, D.C. came out on top. Over the past year, Denver and Atlanta dropped out of the top 5 for all types of positions. The pace of new deliveries in both markets slowed dramatically in 2018, according to CoStar data.

The NAAEI monthly ranking by city showed Orlando in the top 5 for the first time this year. Of these markets, Houston appeared the most frequently, four times during the first nine months of this year with increased activity post-Harvey and improving economic fundamentals.

The retail trade and hospitality sectors often compete for similar skill sets. The greatest share of job openings in those sectors fall within the lowest pay scale (below $35,000 per year). The apartment industry offered more competitive salaries with over 75 percent of jobs.

“Today, property managers not only need more technical and financial skills than five years ago, but employers who had job openings over the last quarter were looking for prior experience in the field. Baseline skills, also known as ‘soft skills’ have become far more focused on the ability to communicate effectively, the report said.

NAA a leader in education

The jobs report focuses on jobs that are being advertised in the apartment industry as being available, according to Paula Munger, Director, Industry Research and Analysis, for the National Apartment Association’s Education Institute.

“Our education institute is a credentialing body for the apartment industry. They hear often that one of the biggest problems keeping our industry leaders up at night is the difficulty in finding talent, attracting talent and retaining talent,” Munger said.

“Labor-market issues are happening in a lot of industries, certainly with the tight labor market we have.”

That is why NAA decided to partner with Burning Glass Technologies. “They have a labor-job posting database that is proprietary,” she said, and they can “layer on data from the Bureau of Labor Statistics (BLS).

We looked at that and thought we could do something that is really going to help the industry and help benchmark job titles and trends as we go forward,” she said.

Demand For Maintenance Techs Tops Apartment Jobs Need

About the National Apartment Association Education Institute:

NAAEI’s mission is to provide broad-based education, training and recruitment programs that attract, nurture and retain high-quality professionals and develop tomorrow’s apartment industry leaders.

Why Completing All Compliance Training Is Critical To Your Protection

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the-editors

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October 17, 2018

Compliance training is important for landlords and property managers to keep up with ever-changing rental housing laws at federal, state and local levels. The Grace Hill training tip this week focuses on the second in the series on compliance training.

By Ellen Clark

Once I had a nagging running injury and was prescribed physical therapy.

In addition to sessions two times a week, the physical therapist gave me stretches to do daily, on my own. Weeks went by and the injury still nagged.

Frustrated, I told the physical therapist, “This isn’t working.”

Stretches don’t work if you are not actually doing them

She asked if I was doing the stretches every day.

After moment of thought, I told her I was doing the stretches almost every day. “Well,” she said, “we can’t say the stretches don’t work if you aren’t actually doing them.”

Ok, so she had a point.

Something similar can happen with training.

As trainers or administrators, we don’t see results and we get frustrated. We scrap what we’re doing for something new.

Are your employees actually completing the important compliance training?

But what we often don’t investigate first is, are people actually completing training, and are they completing it in the way it was designed to be completed?

In compliance this is particularly important to complete the training the way it was designed. Should you ever need to defend your training – in court, lawsuits, etc – the more you know about who did what and when, the better off you’ll be.

Measuring training implementation is the low hanging fruit of compliance training evaluation, but it is also one of the most important things to measure.

Here are some things to consider.

Track your employees’ training programs, both online and in real life.

Diligently track employee training via both your learning management system (LMS) and in-person training activities.

What’s Your Denominator?

When tracking compliance training completion, absolute numbers are useful, but percentages are more informative.

It is generally more useful to know that 100% of people completed training than it is to know that 136 people completed training. Always track who is supposed to have completed training, so you have your denominator.

Meticulously Track Participation

If you use online training, make sure employees are in the system correctly and that your LMS allows you to track training completion and retrieve the data at the employee level. Use a sign-in sheet for in-person training, and take roll call on a webinar. Always track the date training was completed.

Avoid pursuing a false path by collecting and evaluating complete information regarding your training program.

Collecting and evaluating compliance training implementation data helps to ensure you don’t get dragged down the wrong path when attempting to correct an issue or concern.

Go beyond Participation – Track Implementation

In an ideal world, what are all the things a person would do to complete training the way you designed it?

- Is there a follow-up assignment to an online training module?

- Is there a role play activity during an in-person training?

- List these things out and track who did them.

This will help you know how many people completed the training with fidelity. If your evaluation doesn’t show the results you’d hoped, maybe it isn’t that the stuff isn’t working, maybe it is that people aren’t doing all the stuff.

Collecting compliance training implementation data guards against drawing wrong conclusions about effectiveness. You don’t want to conclude that training didn’t work when, in fact, the issue was that people didn’t complete the training, or didn’t complete it with fidelity.

In compliance this is particularly important. Should you ever need to defend your training, the more you know about who did what and when, the better off you’ll be.

Next up, we’ll look at some basic tips for measuring learning in compliance training.

This is the second post in a series about how to measure the effectiveness of your compliance training program. Read Part 1 here.

Read Ellen’s full blog post here.

About the author:

Ellen Clark is the Director of Assessment at Grace Hill. Her work has spanned the entire learner lifecycle, from elementary school through professional education. She spent over 10 years working with K12 Inc.’s network of online charter schools – measuring learning, developing learning improvement plans using evidence-based strategies, and conducting learning studies. Later, at Kaplan Inc., she worked in the vocational education and job training divisions, improving online, blended and face-to-face training programs, and working directly with business leadership and trainers to improve learner outcomes and job performance. Ellen lives and works in Maryland, where she was born and raised.

Photo credit Tumsasedgars via istockphoto.com

Company Fined $3 Million For False Tenant Screening Linking Apartment Applicants To Crimes

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By The Editors

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October 17, 2018

Company Fined $3 Million For False Tenant Screening Linking Apartment Applicants To Crimes

Property management company RealPage has agreed to pay $3 million to settle Federal Trade Commission charges the company failed to take reasonable steps to ensure the accuracy of tenant screening information provided to landlords and property managers, a violation of federal law that caused some potential renters to be falsely associated with criminal records, according to a release.

“In numerous instances, RealPage failed to follow reasonable procedures to assure maximum possible accuracy of the criminal record information in its tenant screening reports. Since at least Jan. 1, 2012, through Sept. 19, 2017 … RealPage failed to follow reasonable procedures to assure that the criminal record information contained in its tenant screening reports concerned the actual applicant for housing,” according to the FTC release.

RealPage said in a statement the FTC questioned the accuracy of a minuscule fraction of the company’s screening report results. The company is a provider of software and data analytics to the apartment industry and real estate industry and compiles screening reports through an automated system

The FTC’s complaint alleges that RealPage, Inc. violated the Fair Credit Reporting Act (FCRA) by failing to take reasonable steps to ensure the accuracy of tenant screening information provided to its clients.

The amount RealPage has agreed to pay as part of the settlement is the largest civil penalty the FTC has obtained against a background screening company.

Tenant screening reports associated potential renters with criminal records that did not belong to them

“You shouldn’t get turned down for an apartment because someone has the wrong information about you,” Andrew Smith, Director of the FTC’s Bureau of Consumer Protection, said in the release. “This case shows that, especially with today’s tight rental market, we will hold tenant screening companies responsible for the accuracy of their reports.”

The FTC alleges that from at least January 2012 until September 2017, RealPage used broad criteria to match applicants to criminal records and only applied limited filters to the results, and did not have policies or procedures in place to assess the accuracy of those results.

RealPage compiled screening reports through an automated system that used the applicant’s first name, middle name when available, last name, and date of birth when searching for criminal records.

Its matching criteria only required an exact match of an applicant’s last name along with a non-exact match of a first name, middle name, or date of birth, the FTC alleges. For example, if RealPage searched an applicant named Anthony Jones born on Oct. 15, 1967, it would deem a match if it found a criminal record for Antony Jones 10/15/67, Antonio Jones 10/15/67 and Antoinette Jones 10/15/67, according to the FTC.

RealPage disagrees with FTC assertions

In a statement the company said, “During its investigation, the FTC questioned the accuracy of a minuscule fraction of RealPage’s screening report results. The FTC’s investigation centered on certain ‘soft’ matching practices for consumers with common last names. The FTC was unable to identify any prior industry or regulatory guidance or other clear legal precedent that RealPage should have followed. No judicial findings of fact were made and, as set forth in the Stipulated Order, RealPage makes no admission of wrongdoing. All of the practices identified by the FTC predated RealPage’s release of innovative new matching logic in September 2017.

“We were disappointed that the FTC singled out RealPage for an issue that has confronted the entire screening industry, namely how to match applicants with common last names to public records when most courts do not make Social Security or driver’s license numbers available as part of those records. We believe our newest matching technology provides market-leading accuracy in spite of these challenges. While we disagree with the FTC’s assertions, we agreed to settle this matter in order to avoid the expense and distraction of litigation,” the company said in a release.

Tenant screening reports to landlords and property managers had records of individuals other than the applicant

“RealPage would provide reports containing records of several different individuals with different names and, in some instances of sex offender registry information, would provide reports containing photographs of several different individuals with different names,” the complaint says.

“RealPage provided consumer reports to clients, including landlords and property managers, that included criminal records of individuals other than the applicant, including:

individuals with a different name from the applicant (including names that are not common nicknames or slight misspellings of the applicant’s name);
individuals with a different date of birth from the applicant;
multiple individuals with different names, dates of birth, and differences in other identifiers such as gender or race;
multiple individuals with different photographs.

Renters may have been turned down for housing after tenant screening

Because RealPage’s screening reports associated some potential renters with criminal records that did not belong to them, those renters may have been turned down for housing or other opportunities, according to the complaint.

In addition to the civil penalty, the proposed settlement also requires RealPage to maintain reasonable procedures to assure the maximum possible accuracy of the information it includes about individuals in its consumer reports. In addition, RealPage is subject to compliance and reporting requirements.

The Commission vote authorizing the staff to file the complaint and stipulated final order was 5-0. The FTC filed the complaint and final order in the U.S. District Court for the Northern District of Texas, Dallas Division. NOTE: The Commission files a complaint when it has “reason to believe” that the law has been or is being violated and it appears to the Commission that a proceeding is in the public interest. Stipulated final orders have the force of law when approved and signed by the District Court judge.

RealPage has been expanding and this month announced that it has entered into an agreement to acquire Rentlytics, which will expand the company’s business intelligence and performance analytics platform by nearly 900,000 additional multifamily units. Rentlytics provides owners and operators with normalized data across multiple third-party systems, resolving system incompatibility, data accuracy issues and time-to-analysis delays.

Resources:

Texas Company Will Pay $3 million to Settle FTC Charges That it Failed to Meet Accuracy Requirements for its Tenant Screening Reports

RealPage FTC Settlement Statement

FTC vs. RealPage Stipulated Order For Permanent Injunction And Civil Penalty

FTC vs. RealPage Complaint

Fair Credit Reporting Act

Richardson’s RealPage to pay $3 million fine for falsely linking apartment applicants to crimes

Property Management Company Databases Can Be Targets For Hackers

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By The Editors

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October 16, 2018

Property Management Company Databases Can Be Targets For Hackers

Hackers typically target databases that store information about many people, which makes property management company databases attractive targets so this week the Grace Hill training tip takes a look at the issue.

By Ellen Clark

Cybersecurity is critical to the property management industry because of the type, and amount of data collected and used on a daily basis.

The topic of cybersecurity was one of the key themes of the 2017 National Multifamily Housing Council annual conference, and property management companies are looking at new ways to safeguard residents’ privacy and protect personal data.

Cybersecurity and property management company databases how safe are you?

Personally Identifiable Information (also known as PII) is any information which can be used, either alone or with other data, to uniquely identify, contact or locate a person. Although you might think that credit card numbers would be the most valuable information for cybercriminals, it turns out that PII is the most attractive information to cybercriminals.

Property management companies collect, use and store huge amounts of highly sensitive, personal, private data about prospective residents, employees, vendors, and current residents. This includes information found in leases, rental applications and other documents such as Social Security numbers, insurance information, addresses, employment history, and financial records.

Unfortunately, the most commonly collected and stored data in the property management industry is also the most sought after by criminals.

Hackers tend to look for the biggest reward for the least amount of effort, so they typically target databases that store information about many people. The wealth of valuable personal information stored, therefore, makes every property management company a very attractive potential target for hackers.

Like many challenges companies experience, strong cybersecurity traces back to one factor — the people. Many of the costliest data breaches are the result of human error and negligence—either someone clicking on a link in a phishing email without thinking, linking an infected phone or tablet to a company network, or simply losing or having stolen a device containing sensitive data.

How are you training your employees who are the first line of defense against cybercrime?

If you don’t have a training solution in place, there’s no time like the present to think about it.

All employees play an important role in creating a culture of cybersecurity within your company.

Cybersecurity is a risk for companies of all sizes and is becoming increasingly important to pay attention to. Cybersecurity can no longer be seen as a concern for only the “IT” department or specialist. All employees play an important role in creating a culture of cybersecurity within your company and protecting the sensitive personal information of all residents, vendors, and co-workers.

The cybersecurity landscape will keep changing as will the threats, vulnerabilities and security challenges created by an increasingly connected world. This is why cybersecurity awareness is so important and implementing best practices can help property management companies keep their own and their residents’ data more secure.

Read Ellen’s blog post here.

Recent Grace Hill training tips you may have missed:

What Do You Do When Assistance Animals Break The Rules?

7 Ways To Stay Out Of Trouble When Checking Criminal History

5 Ways To Protect Applicants, Residents And Employees From Sexual Harassment

Do You Have A Smoke-Free Policy That Adequately Protects Residents?

How To Handle Suspicious Documentation For Assistance Animals

How A No Pet Policy Can Be Discriminatory

Property Management Cyberattack Risks Overlooked, Underestimated

Do You Know How To Respond To a Sexual Harassment Complaint?

Have You Reviewed Your Criminal Background Checks Policy Lately?

Multifamily Managers And Marijuana: Caught In A Pot Crossfire

Fair Housing Discrimination Against Someone You’ve Never Talked To?

4 Ways To Avoid Screening Pitfalls With Applicants

Red Flags In Evaluating Documentation For Assistance Animals

About the author:

Ellen Clark is the Director of Assessment at Grace Hill. Her work has spanned the entire learner lifecycle, from elementary school through professional education. She spent over 10 years working with K12 Inc.’s network of online charter schools – measuring learning, developing learning improvement plans using evidence-based strategies, and conducting learning studies. Later, at Kaplan Inc., she worked in the vocational education and job training divisions, improving online, blended and face-to-face training programs, and working directly with business leadership and trainers to improve learner outcomes and job performance. Ellen lives and works in Maryland, where she was born and raised.

About Grace Hill

For nearly two decades, Grace Hill has been developing best-in-class online training courseware and administration solely for the Property Management Industry, designed to help people, teams and companies improve performance and reduce risk. Contact Grace Hill at 866.472.2344 to hear more

Portland Mayor To Take On Short-Term Fake Rental Owners And Airbnb

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By The Editors

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October 16, 2018

Portland regulators, through the city’s revenue department,t have reached a memorandum of understanding with Airbnb

Back in August Portland auditors found about 80 percent of short-term rentals operate illegally, and now the Portland Tribune in an excellent article has exposed a fictitious Airbnb host named Nadia who claimed to live in Portland, Seattle and San Diego and had hundreds of short-term rental listings.

Portland’s short-term rental regulations require hosts to get a Type A or Type B permit depending on the size of the rental and follow certain restrictions:

The host must occupy the residence at least nine months of the year
The rental property must be the primary residence of the host
A maximum of 25 percent of units in a multi-family building may be rented
Rentals must be for less than 30 days

“Nadia claimed on the Airbnb website to live in Portland, Seattle and San Diego. The photo of Nadia used with her listings, the Tribune discovered, is the exact same image used by a model for web pieces such as “100 Pretty Back to School Outfits” and “Becoming a Preppy Girl in High School.” Nadia’s listings also use the same photos repeatedly to depict multiple Airbnb listings in Portland and other cities,” the Tribune reported.

The Tribune reported that the fraudulent host, Nadia still had 120 Portland properties listed on Airbnb, plus nearly 500 in five other cities even after they exposed her as a fictitious host.

Short-term rental companies operating like the Wild West

As a result of the Tribune’s reporting, Portland Mayor Ted Wheeler told the newspaper “Airbnb and other short-term rental companies have been operating like ‘the Wild Wild West’ in Portland, but now ‘there’s a new sheriff in town.’ ”

Wheeler told the Tribune a pending deal being negotiated with Airbnb will make it easy to eliminate illegal or bogus listings on the short-term rental website by allowing the company to register its own hosts online, if they attest that they are meeting city rules. The city would end mandatory inspections of potential Airbnb properties by the Bureau of Development Services, while retaining the right to do spot inspections.

In exchange, Airbnb would have to divulge the names and addresses of its hosts to the city.

The Bureau of Development Services conducts home inspections before issuing permits to ensure the safety of visitors renting the units. Development Services also investigates complaints and enforces short-term rental regulations.

Portland reached agreement with short-term rental company HomeAway

Hosts are required to obtain a business license from the Bureau of Revenue and Financial Services and pay City taxes and fees. Those taxes include the lodging tax also required of hotels, and a business tax if rental and other business income combined exceeds $50,000 per year. Recent changes to city tax codes also added fees specific to short-term rentals. Online booking agents may remit lodging taxes and fees on behalf of hosts.

The city’s audit in August said, “Of approximately15 booking agents active in Portland, none regularly provide data to the City, citing privacy protections for hosts. The City recently reached an agreement with one booking agent, HomeAway, to provide data on hosts as soon as Airbnb also agrees to provide data to the City. At the time of this audit, the City had not yet reached agreement with other booking agents.”

Resources:

City looks to rein in ‘Nadia,’ other fictional rental owners

Host or Hoax? Meet Nadia . . .

80 percent of Portland Airbnb-style rentals operate illegally, audit finds

SHORT-TERM RENTAL REGULATION: Enforcement is lax and effect on housing crisis unknown

Goodbye LA, Hello Phoenix As Residents Move To Find Affordable Housing Solutions

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By The Editors

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October 15, 2018

Goodbye LA, Hello Phoenix As Residents Move To Find Affordable Housing Solutions

The Phoenix metro area and Dallas-Fort Worth top the list of areas where people are moving to find more affordable housing solutions and a less expensive metro to live in, according to a study from RentCafe.

Maricopa County with a median income just $3,000 less than that in Los Angeles and a rent $1,000 cheaperhas become increasingly popular among those fleeing hot markets like the ones in California. Same goes for the top Texas counties where the median income is above that in Manhattan ($83,500).

According to the US Census Bureau, 55% of the U.S. residents who decide to move do so for a housing-related reason. Leaving an expensive, first-tier metro for a more affordable one has become a major trend. With this in mind, we wanted to see which US metros are affected the most by a new kind of population movement: affordable migration.

“With the middle-class squeezed by the rising cost of living, particularly housing costs, many average-earners find it an onerous endeavor to create a decent life for themselves and their families. Living in a big metro like New York or Los Angeles may come with a high income and more opportunities, but the cost of housing in these expensive areas can place a middle-class lifestyle too far out of reach,” RentCafe says in the report.

Why Phoenix And Maricopa County Are Tops in Affordable Housing

To better understand what makes Maricopa County the top destination to move to and what role housing affordability plays, Rent Cafe asked for the opinion of Mark Stapp, Fred E. Taylor Professor of Real Estate, Executive Director of Masters of Real Estate Development, and Director of the Center for Real Estate Theory and Practice at Arizona State University in Tempe, Arizona.

“Housing is a critical element in population expansion and economic development in Maricopa County as in all places. There is currently an affordability issue because the cost of housing has increased faster than incomes. But it’s more than just looking at an affordability index to determine the impact of housing on people’s decision to move to Maricopa County,” Stapp told RentCafe.

“More important is the total housing burden, the desirability of the area (quality of the place) and the type of jobs being created. Key reasons people typically give for moving to Phoenix metro area are:

Climate (no natural disasters, many days of clear skies and low humidity and ability to live an active outdoor lifestyle)
Amenities (natural/open space and many activities)
Cost of living (transportation, heating and cooling, property and income tax, etc)
Employment opportunities (type and amount of jobs)

“Phoenix does have important advantages that in the long run should help resolve, or at least keep in check, affordability issues. These advantages include a regulatory environment that is less onerous than many states making new development faster and less expensive to entitle and build, few constraints to future growth, relatively new transportation infrastructure, sufficient domestic water supply (diverse sources and most advanced water laws have made metro Phoenix much more resilient to shortage than most of its competitive metro areas) and available land that is easy to develop.

“These facts mean that adding median priced homes is relatively easy and less expensive which will help resolve the affordability issue over time,” Stapp told RentCafe.

Methodology

Report prepared by RENTCafe.com, a nationwide apartment search website.
Population data source: U.S. Census Bureau County Population Totals and Components of Change 2012-2017.
Domestic migration, also known as internal migration, is defined by the U.S. Census Bureau as the movement of people within national boundaries. It does not include changes in population caused by international immigration or by natality.
In this report, we analyzed the net domestic migration changes (inbound migration minus outbound migration) in the U.S. across county lines from 2012 to 2017 (a 5-year period).
Income data source: 2018 median household income estimations by RENTCafe based on historical data from the U.S. Census Bureau.
Home sale price data source: 2018 median home sale price for all residential sales provided by Redfin, a national real estate brokerage.
Rent price data source: 2018 average rent provided by Yardi Matrix, a RENTCafe sister company that offers comprehensive apartment market data for properties of 50 units or larger.

HUD Settles With Landlord Over Threat To Evict Woman With Emotional Support Dog

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By The Editors

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October 15, 2018

A landlord who threatened a woman with eviction because she had an emotional support dog has settled claims of disability discrimination with the U.S. Department of Housing and Urban Development (HUD) and will pay the tenant $8,500, according to a release,

HUD announced the agreement between a woman with a disability and housing providers in Los Angeles, CA. The agreement resolves claims that owner, 4147 McClung Drive, LLC, Keeton Property Management, LLC, and the manager of one of its properties threatened the woman with eviction because she had an emotional support animal. Read the agreement.

The Fair Housing Act requires housing providers to make reasonable accommodations in their rules, policies, practices, and services when needed to provide persons with disabilities an equal opportunity to use or enjoy a dwelling. This includes waiving “no-pets” policies for persons with disabilities.

“Emotional support animals are essential to the ability of individuals with disabilities to function on a daily basis. They are not pets,” Anna María Farías, HUD’s Assistant Secretary for Fair Housing and Equal Opportunity, said in the release. “This agreement highlights the importance of housing providers granting the reasonable accommodations they are required to provide under the law.”

Tenant had emotional support dog

The case came to HUD’s attention when the woman filed a complaint alleging the property manager told her that she could not keep her dog and threatened to evict her, even though she had provided medical documentation attesting to her need for the support animal.

The complaint further alleged that after receiving an eviction notice, she moved out of her home. The housing providers deny that they discriminated against the woman.

Under the terms of the agreement, the owners will pay the tenant $8,500 and provide fair housing training to its management and leasing staff.

April 2018 marked the 50th anniversary of the Fair Housing Act. In commemoration, HUD, local communities, housing advocates, and fair housing organizations across the country have coordinated a variety of activities to enhance awareness of fair housing rights, highlight HUD’s fair housing enforcement efforts, and end housing discrimination in the nation. For a list of planned activities, log onto www.hud.gov/fairhousingis50.

Persons who believe they have experienced discrimination may file a complaint by contacting HUD’s Office of Fair Housing and Equal Opportunity at (800) 669-9777 (voice) or (800) 927-9275 (TTY).

Is Your Property Management Compliance Training Working?

By

the-editors

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October 10, 2018

The Grace Hill training tip this week focuses on compliance training and the importance for landlords and property managers of keeping up with ever-changing rental housing laws at federal, state and local levels.

By Ellen Clark

The holy grail of compliance training questions: Is the training working?

Being able to answer the question, “Is my compliance training program working?” requires thoughtful planning, but it doesn’t have to be complicated.

Breaking it down can help, so over the next few weeks we’ll provide a series of tips for structuring a good compliance training evaluation plan.

Measure the effectiveness of your compliance training program using these five simple steps

It may help to think about your plan in the five components below. Each one represents an important program evaluation pillar. Collectively, the information will help you understand what’s working and what isn’t so you can target improvements to your compliance training over time. Even if an evaluation doesn’t show positive results, it is a success if it provides the information you need to make things better.

No. 1 – Implementation of compliance training

Did employees complete the training?

Collecting this data guards against drawing wrong conclusions about effectiveness. You don’t want to say training didn’t work when, in fact, the issue was that employees didn’t complete the training, or didn’t complete it with fidelity.

No. 2 – Learning

Did employees learn the content taught in the training?

This provides information on effectiveness of the instruction itself. If employees can’t demonstrate they grasp what’s been taught, it is very unlikely they will be able to apply the training content on the job.

No. 3 – Reaction

Did employees like the training and feel they benefited from it?

Buy-in will increase likelihood that training will continue to be implemented with fidelity. This is particularly important in compliance training.

No. 4 – Transfer

Do employees use the strategies on which they were trained on the job?

Even if employees demonstrate learning mastery (above), key metrics will not be affected if behaviors aren’t changed.

No. 5 – Performance Results

Does using the strategies result in improved on-the-job performance?

The primary goal of training is to improve job performance. This is typically one of the more difficult things to measure, but also arguably the most important.

Before you start planning against these components, it is important to answer this question regarding each of your compliance training programs:

- What does success look like?

- Is it that all employees take training on time?

- Is it also that instances of non-compliant behavior (e.g., harassment) are reduced, or that accident rates or claims rates are at or below a benchmark?

Taking the time to articulate your success metrics up front will pay off greatly as you create and implement your evaluation plan.

Sneak preview… Next week, we’ll look more closely at how to measure training implementation!

Read Ellen’s blog here.

About the author:

Ellen Clark is the Director of Assessment at Grace Hill. Her work has spanned the entire learner lifecycle, from elementary school through professional education. She spent over 10 years working with K12 Inc.’s network of online charter schools – measuring learning, developing learning improvement plans using evidence-based strategies, and conducting learning studies. Later, at Kaplan Inc., she worked in the vocational education and job training divisions, improving online, blended and face-to-face training programs, and working directly with business leadership and trainers to improve learner outcomes and job performance. Ellen lives and works in Maryland, where she was born and raised.

Photo copyright by Tumsasedgars via istockphoto.com

Portland Rental Management Company Agrees To Pay Former Tenant $105,000

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By The Editors

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October 9, 2018

Property management company to pay tenants $300,000 to settle eviction moratorium violation

A Portland rental management company has settled a lawsuit and agreed to pay $105,000 to a former tenant who had claimed deplorable living conditions existed in her southeast Portland apartment complex, according to reports.

The property management company agreed to pay Langford the settlement shortly before the case had been scheduled to go to trial in Multnomah County Circuit Court.

A&G Rental Management was sued by Aleina Langford, a former tenant, over what the suit alleged were “deplorable living conditions that included hypodermic needles, rats and overflowing garbage at her Southeast Portland apartment complex.”

Big wins by tenants are rare

Her attorney, Michael Fuller, told OregonLive.com that the rental management company sent a collection agency after her seeking more than $1,500 in so-called bogus charges.”

As a result of the alleged deplorable living conditions and bogus charges, Langford filed a lawsuit against the rental management company for emotional harm. When commenting on his client’s decision to sue, Fuller told the newspaper, “She didn’t fall through a walkway, and she didn’t get poisoned by lead. This was a case where she was treated like it didn’t matter and all of her concerns were ignored.”

Fuller says he’s heard of only two other tenant-landlord lawsuits in Portland in which landlords have ended up paying more than $100,000. In both those cases, the former tenants had claimed they were physically injured.

Langford told The Oregonian/OregonLive that it was an uphill fight against the management company from the beginning, and she felt powerless at times. “If you complain about something like I did throughout your whole tenancy and nothing happens, you just feel disheartened,” Langford said.

Resources:

Oregon Rental Company Settles for $105k in Living Conditions Suit

Portland tenant secures $105k settlement after complaining of bad living conditions

Portland Rental Management Company Forks Over $105K to Settle Lawsuit Filed by Former Tenant

Marijuana And Fair Housing Act Reasonable Accommodations

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By The Editors

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October 8, 2018

Marijuana And Fair Housing Act Reasonable Accommodations

Marijuana and the Fair Housing Act are questions that often come up these days amid changing laws so this week the Grace Hill training tip takes a look at the issue.

By Ellen Clark

Marijuana use is on the rise across the United States. Thirty states and the District of Columbia have legalized marijuana use for medicinal or recreational purposes. This means you will likely have residents who request an accommodation to standard policies that prohibit drug use on your property.

The question is, are you required to make this kind of accommodation?

The U.S. Drug Enforcement Agency classifies marijuana as a Schedule I Controlled Substance.

If a resident is using marijuana for a medical condition, that condition may qualify as a disability that could entitle them to an accommodation of some kind. Under the Fair Housing Act (FHA), it is illegal to refuse to make a reasonable accommodation in rules, policies or services when such accommodations may be necessary to afford a person with a disability equal opportunity to use and enjoy a dwelling. An accommodation is reasonable under the FHA if it does not cause undue hardship, fiscal or administrative burdens on the property management company, or does not undermine the basic purpose that the policy seeks to achieve.

If a resident has a disability and indicates that using marijuana in their home is related to that disability, they could request a “reasonable accommodation” under the FHA. Note that physicians in the United States are not actually permitted to prescribe marijuana, although they can recommend its use for their patients to treat various medical conditions https://tramadol4painrelief.com.

The U.S. Drug Enforcement Agency (DEA) classifies marijuana as a Schedule I Controlled Substance, which recognizes no medical use. Ultimately, an accommodation that allows conduct in violation of a federal law likely constitutes an “undue administrative burden.” That means that using marijuana in multifamily housing would likely not be a reasonable accommodation a housing provider has to allow, even if it is for medical purposes.

The bottom line is that the current state of the law does not require the approval of medical marijuana as a reasonable accommodation for a disability. Nevertheless, this is an evolving area of the law, and specific requests for accommodations related to marijuana use should be discussed with your attorney.

California is different when it comes to marijuana

As of October 1, 2018 , California made history again by becoming the first to implement a statewide process to automatically review and potentially reduce or dismiss sentences and records for low-level marijuana offenses, according to governing.com.

The crux of the new legislation is the idea that people should not be forced to bear long-term professional and financial consequences for crimes that are no longer illegal. California legalized marijuana use for adults and small amounts of possession with Proposition 64, which voters approved in 2016.

Marijuana is legal for recreational use in nine states plus the District of Columbia. None of them automatically reconsider marijuana records statewide, and some don’t even allow retroactive record relief.

Resources:

Marijuana skeptics fear ‘de facto legalization’ in states

Recent Grace Hill training tips you may have missed:

What Do You Do When Assistance Animals Break The Rules?

7 Ways To Stay Out Of Trouble When Checking Criminal History

5 Ways To Protect Applicants, Residents And Employees From Sexual Harassment

Do You Have A Smoke-Free Policy That Adequately Protects Residents?

How To Handle Suspicious Documentation For Assistance Animals

How A No Pet Policy Can Be Discriminatory

Property Management Cyberattack Risks Overlooked, Underestimated

Do You Know How To Respond To a Sexual Harassment Complaint?

Have You Reviewed Your Criminal Background Checks Policy Lately?

Multifamily Managers And Marijuana: Caught In A Pot Crossfire

Fair Housing Discrimination Against Someone You’ve Never Talked To?

4 Ways To Avoid Screening Pitfalls With Applicants

Red Flags In Evaluating Documentation For Assistance Animals

About the author:

Ellen Clark is the Director of Assessment at Grace Hill. Her work has spanned the entire learner lifecycle, from elementary school through professional education. She spent over 10 years working with K12 Inc.’s network of online charter schools – measuring learning, developing learning improvement plans using evidence-based strategies, and conducting learning studies. Later, at Kaplan Inc., she worked in the vocational education and job training divisions, improving online, blended and face-to-face training programs, and working directly with business leadership and trainers to improve learner outcomes and job performance. Ellen lives and works in Maryland, where she was born and raised.

About Grace Hill

For nearly two decades, Grace Hill has been developing best-in-class online training courseware and administration solely for the Property Management Industry, designed to help people, teams and companies improve performance and reduce risk.