The RPM Career Pathing Project is a collaborative initiative between Learning & Development and RPM Leadership, including Regional Directors and Community Directors, aimed at creating structured developmental programs and resources for our Residential Property Management on-site employees.
The Project’s Core Objectives:
- Boost retention by giving employees clear advancement pathways.
- Develop internal talent to meet portfolio growth demands.
- Identify future leaders before leadership gaps emerge.
From Workshop to Reality: How It Started
The initiative launched at the June 2024 Community Director Meeting with a focused Career Pathing Workshop. Instead of generic professional development, RPM leaders rolled up their sleeves to define exactly what success looks like in each role.
The workshop process:
- Competency identification: Leaders mapped technical, interpersonal, and leadership skills essential for each RPM position.
- Role-specific focus: Teams broke into groups by position to brainstorm targeted development programs.
- Real-world application: Discussions centered on practical skills and experiences needed for advancement.
The result? A clear picture of “what good looks like” in every role; plus, actionable ideas for helping employees get there.
Ongoing Development
Since the workshop, we’ve continued momentum through monthly Career Pathing Committee meetings with the lead representatives from every RPM role. Each committee member has invested significant time and effort into fine-tuning core competencies and building comprehensive career pathing programs.
First Program Developed: Career Path Learning Plans
After months of development work, RPM’s first program is ready, Career Path Learning Plans: custom learning curricula tailored to each RPM role, including lease-up positions.
How it works:
- Manager-initiated conversations about performance and readiness for growth.
- Customized learning paths aligned to core competencies of the target role.
- Skills-focused development that prepares employees for their next career step.
Important clarity: Completing a learning plan doesn’t guarantee promotion, but it demonstrates an employee’s commitment to growth and readiness for increased responsibility.
Career Path Learning Plans begin with something often missing in professional development: honest dialogue between manager and employee.
The process requires:
- Performance assessment: Manager and employee align on current performance levels.
- Readiness evaluation: Both parties agree the employee can handle additional responsibilities.
- Formal assignment: Learning & Development assigns the appropriate learning plan.
While completing the learning plan does not guarantee a promotion, it showcases the employee’s drive, ambition, and readiness to advance in their career.
Future Program Growth Opportunities
Beyond learning plans, Learning & Development is thoughtfully identifying future programs to add to career pathing.
- Job Shadowing: Hands-on exposure to different roles and responsibilities.
- Mentorship Programs: Pairing developing employees with experienced professionals.
- Other targeted initiatives based on ongoing needs assessment.
The Bottom Line: Take the next steps in your career in RPM.
Are you interested in taking the next step in your career? Unsure which competencies are needed for your desired role in RPM? Begin by talking with your manager about your performance and readiness for growth. If you’re performing at a high level and ready to take on more responsibility, your manager can request a Career Pathing Learning Plan on your behalf. Now is the time to take charge of your career and get ready for your next role.
Brandon Groves is the Manager of Operations Training as part of our Learning & Development Team, serving as the operations trainer for all in-office residential property management employees. In his role, he trains a wide range of operations classes, supports software and program rollouts for RPM, creates and designs employee development programs, and facilitates leadership training. Before transitioning to L&D, Brandon spent 11 years in RPM, where he held the role of Community Director for most of his career. Brandon spends his free time outside work with his beautiful wife and two sons. They enjoy going to Disneyland, attending concerts & sporting events, and traveling to tropical destinations like Hawaii.