About CMCA ~ The Essential Credential

CAMICB is a more than 25 year old independent professional certification body responsible for developing and delivering the Certified Manager of Community Associations® (CMCA) examination. CAMICB awards and maintains the CMCA credential, recognized worldwide as a benchmark of professionalism in the field of common interest community management. The CMCA examination tests the knowledge, skills, and abilities required to perform effectively as a professional community association manager. CMCA credential holders attest to full compliance with the CMCA Standards of Professional Conduct, committing to ethical and informed execution of the duties of a professional manager. The CMCA credentialing program carries dual accreditation. The National Commission for Certifying Agencies (NCCA) accredits the CMCA program for meeting its U.S.-based standards for credentialing bodies. The ANSI National Accreditation Board (ANAB) accredits the CMCA program for meeting the stringent requirements of the ISO/IEC 17024 Standard, the international standards for certification bodies. The program's dual accreditation represents compliance with rigorous standards for developing, delivering, and maintaining a professional credentialing program. It underscores the strength and integrity of the CMCA credential. Privacy Policy: https://www.camicb.org/privacy-policy

What inspires Gen Zers to stay or quit? These clues put loyalty in a new light

By George Anders for LinkedIn

Hurray for Gen Z, the youngest — and most idealistic — generation in the U.S. workforce. A new edition of LinkedIn’s Workforce Confidence survey finds a lot to admire in this cohort of people ages 24 and under. They’re the most likely to love their jobs, and the most insistent on finding employers that share their values.

But don’t take Gen Z for granted.

When things aren’t going right, Gen Z can head for the exits in a hurry. Plenty of Gen Zers are looking to switch industries, according to the Workforce Confidence survey. And three of the top four reasons involve some version of “what’s in it for me?” Among those factors are the hunt for higher pay, faster advancement or better benefits.

Making sense of society’s newest entrants into adulthood has kept commentators busy since at least 400 B.C., when Socrates berated ancient Greece’s youth for their “contempt for authority.” 

Such mutterings amuse experts like British public policy professor Bobby Duffy, who recently wrote that younger people’s eagerness to change jobs “has always been true,” even if each older generation discovers it afresh.

Still, big parts of Gen Z’s coming-of-age journey veer into new territory. The big recent dislocations associated with COVID-19 and associated lockdowns are one example, as is the nonstop hyper-connectedness of growing up as digital natives. Such factors invite a closer look at Gen Z’s distinctive blend of impatience and idealism, as seen in the world of work.  

Some 65% of Gen Z job seekers have either switched industries or are considering doing so, according to the Workforce Confidence survey. That restlessness is matched only by the next youngest generation, millennials (ages 25 to 40.) Rates are noticeably lower for baby boomers (ages 57-75) and Gen X (41 to 56).

Dig deeper — as the chart above shows — and the reasons why Gen Z job seekers are ready for a big change can be split into three main categories.

Earning more (72%) and moving up in the organization (59%) are two of the most commonly cited factors for Gen Z. That’s a hallmark of career starters in any era, who treat their first few years in the labor market as an exercise in job hopping. The search for advancement may be especially urgent for Gen Z now — given the big mismatches between job openings and under-utilized talent. 

Values matter a lot, too. Some 69% of Gen Z respondents in the Workforce Confidence survey say that a key factor in their desire to switch industries is the hunt for better alignment with personal interests or values. Big employers are listening, too. Recent articles in Forbes and Quartz have highlighted ways that companies such as Procter & Gamble and Ford Motor are adjusting their recruiting strategies to be more in step with Gen Z’s habits and priorities.  

Finally, Gen Z’s job seekers care about quality-of-life factors such as better benefits (52%), better job stability (42%) and better or more flexible hours (41%). 

One issue that isn’t a big deal for Gen Z is a more flexible work-from-home policy (24%). That’s actually a far greater concern for millennials (42%), who are somewhat farther along in life’s journey now — and are more likely to be juggling the demands of both work and parenting.

Even with so much attention focused right now on the record numbers of people who are quitting their jobs or switching industries in favor of something new — there’s no reason to ignore people who already like what they’ve got. That includes the 35% of Gen Z job seekers who are determined to stick with their current industries.

What’s keeping them loyal? The top three factors are: enjoying the nature of the work I do (86%), building more expertise in my industry (80%) and continuing to apply, hone or grow the skills I have (70%). 

It’s also worth noting that 63% of Gen Z respondents in this group (job seekers who aren’t switching industries) say they are staying the course because of the opportunity to form and strengthen relationships in their current industry. That factor doesn’t register nearly as much with older generations — but that shouldn’t be a surprise.

Given Gen Z’s status as the first digital natives, it makes sense that this cohort would want to keep making the most of those formidable networking skills.  

Methodology

LinkedIn’s Workforce Confidence Index is based on a quantitative online survey distributed to members via email every two weeks. Roughly 5,000 U.S.-based members respond to each wave. Members are randomly sampled and must be opted into research to participate. Students, stay-at-home partners and retirees are excluded from analysis so we can get an accurate representation of those currently active in the workforce. We analyze data in aggregate and will always respect member privacy. Data is weighted by engagement level, to ensure fair representation of various activity levels on the platform. The results represent the world as seen through the lens of LinkedIn’s membership; variances between LinkedIn’s membership & overall market population are not accounted for.

Alexandra Gunther and Adam Cohen from LinkedIn Market Research contributed to this article.

Voices & Vignettes From CMCAs 

As CAMICB continues to celebrate its 25th anniversary, we reached out to CMCAs who’ve held the credential for 25, or more, years. Many CMCAs graciously offered to share their experiences, highlights, career paths and advice with us. 

When Bruce Nahon, CMCA, AMS, a Managing Agent based in Kirkland, Washington, started down this career path, he firmly believed he would be best served by belonging to a community of professionals who promoted the CMCA credential and its importance. “Passing a rigorous, internationally recognized exam and earning the CMCA credential was a great way to grow my career as an HOA portfolio manager and it gave me the confidence I needed to pursue this work,” said Bruce, who went on to earn the AMS designation in 2002.

Added Bruce, “As I took on additional properties to manage, the CMCA credential assured HOAs they could rely on my background, experience and the fact that I regularly participate in continuing education opportunities.”

Bruce continues to find satisfaction in helping HOA owners and Boards with their individual and varied needs. “Owners tell me they enjoy contacting me to address their questions and concerns and Boards rely on my knowledge of the governing documents and how they affect all operational aspects of the association. I find this work extremely rewarding,” said Bruce.

Added Bruce, “To all new managers I say, become CMCA certified as soon as possible and find a mentor to help you navigate the joys and sometimes perils of community association management.”

Voices & Vignettes From CMCAs 

As CAMICB continues to celebrate its 25th anniversary, we reached out to CMCAs who’ve held the credential for 25, or more, years. Many CMCAs graciously offered to share their experiences, highlights, career paths and advice with us. 

Barbara E. Saxton, CMCA, AMS, PCAM, is the Regional Community Manager, for The Galman Group, in Jenkintown, PA.  Barbara has been with The Galman Group for more than 16 years.  Prior to that, she was a Regional Community Manager in New Jersey.  Barbara has been  managing community associations for more than 30 years and has been a CAI member for almost as long. Barbara also serves on the Board of CAI’s Keystone Chapter in Pennsylvania.

According to Barbara, “Regardless of your profession, I strongly believe in professional credentials. Earning the CMCA encouraged me to pursue my AMS and PCAM designations. Having these credentials tells my associations that I value my career and I’m prepared to guide them in the right direction.”

Barbara’s advice for managers entering the field, “Earn your credentials. Learn and continuing learning; this will make you the best manager possible.”

As a longtime credential holder, one professional moment proudly stands out in Barbara’s mind: “Receiving the Robert H. Wise, Sr. President’s Award from the Keystone Chapter of CAI (formerly the Pennsylvania Delaware Valley Chapter) in 2016.  My name and credentials are prominently displayed on the plaque,” said Barbara. 

The Robert H. Wise, Sr. President’s Award for Lifetime Achievement was established in 1996 to honor former chapter president Robert Wise, principal and owner of Wise Management Company and who was an active member of this chapter for many years. The award is presented each year by the president of the board to a chapter member who has shown outstanding service and dedication to the chapter.

Barbara’s favorite aspect of community association management are the people. “In this profession, there are so many different perspectives, and so many informed colleagues. This leads to a tremendous amount of satisfying relationships,” added Barbara. 

Looking to take your career to the next level? Here’s what you should know about the CMCA credential!

The field of community association management offers great potential for professionals who have experience in people-centric roles. If you’ve worked in the hospitality or service industry, this might be a career path to consider. And whether you’re new to the field or have been working as a community association manager for some time, it’s worth learning about how the Certified Manager of Community Associations (CMCA) credential can help you take your career to the next level. 

The Community Associations Institute (CAI) estimates that as of 2018, there are approximately 355,000 community associations in the United States housing over 74 million residents. That’s 11 million more residents than just a decade ago. In fact, one in four people in the U.S. lives in a community association. There are approximately 8,000 community association management companies and up to 60,000 off and on-site community association managers in the U.S. alone. As the number of people living in community associations increases, so too does the need for community association managers. 

Job prospects are excellent, especially for community association managers who hold a professional designation. It’s estimated that up to 26 percent of all ownership housing is in one of the three basic types of community associations. As of May 2020, the median annual wage for community association managers was just over $59,500. As job prospects and wages vary from state to state, it’s a good idea to check out your area’s particulars.

CMCA – The Essential Credential

The Certified Manager of Community Associations (CMCA) credential key to building a successful career in community association management. It signifies to employers you’re competent in specific management practices and are committed to professional excellence, ethical business standards, and continuing education. Employers are always on the lookout for dedicated professionals, and the CMCA credential after your name often makes the difference between whether or not you land the all-important first interview.

The CMCA credential is highly accessible:

  • It can be achieved with a limited investment of time and money on your part.
  • It takes a few days of prerequisite course work, some time for study, and one day for the exam.
  • Its relatively low cost is a great investment in your future.

Earning the CMCA credential opens the door to higher earnings—on average 20 percent more—than non-credentialed community association managers. It is also a great way to build your professional expertise and image.

The CMCA program is dual accredited. The National Commission for Certifying Agencies (NCCA) accredits the CMCA program for meeting its U.S.-based standards for credentialing bodies. The ANSI National Accreditation Board (ANAB) accredits the CMCA program for meeting the stringent requirements of ISO/IEC 17024 Standard, the international standards for certification bodies. The program’s dual accreditation represents compliance with rigorous standards for developing, delivering, and maintaining a professional credentialing program. It makes the CMCA credential one of a small number of dual-accredited credentialing bodies and the only accredited certification for community association management professionals around the world. It is a great source of pride and a strong testament to the strength and value of the CMCA credential.​

An Exciting Career Path with A lot of Potential

Life as a community association manager can vary day-to-day. Managers work closely with residents and Board members, make site visits to the community, hire and supervise vendors, interact with community leaders, and so much more. Not only do you earn a decent living, but you’re constantly learning new things and meeting interesting people from all walks of life. The odds of becoming bored on the job are slim—there are just too many different and interesting things to do!

Becoming a Certified Manager of Community Associations is not merely a designation; it can lead to the career journey of a lifetime. It elevates your credibility as a community association manager and makes employers more confident in hiring you. Finally, it offers you a wealth of opportunity, stability, and growth potential in an exciting career that currently shows no sign of slowing down.

For further information, please visit camicb.org or email us with any questions at info@camicb.org.

Privacy Policy: https://www.camicb.org/privacy-policy

Real estate Q&A: How can HOA enforce smoking ban in common areas?

Gary M. Singer, South Florida Sun Sentinel

Q: At our annual meeting, our condominium community passed a “No Smoking” resolution into our bylaws. It encompassed the entire club area, including the outdoor facilities. We now have a small group of new owners who vocally oppose this ban and continue to smoke at our community pool despite numerous requests to stop. How can we enforce the ban? — Jerry

A: Smoking has been banned indoors in condominium common areas for a while. The recent trend is to ban smoking in outdoor common areas, like the pool, and in limited common elements, such as balconies.

To see if your association has the right to do this, you must review the condominium’s declaration. If allowed, it will need to be voted on by a prescribed majority of the unit owners. As long as all of these hoops are jumped through, the ban goes into effect.

Generally, if a community rule is reasonable, it will be upheld if challenged in court. A smoking ban, even outside on a balcony or in the pool area, would likely be found to be reasonable because of the well-known health issues associated with secondhand smoke.

The logic would apply to similar activities, such as pipe smoking or vaping.

Your community can enforce the new rule the same way it would any other rule. First, a warning letter should be sent to the offending homeowner. If this does not work, they can be fined for breaking the rules.

This situation is becoming further complicated by the rising use of medical marijuana. If it were legal, it seems that recreational marijuana would be treated similarly to tobacco.

However, an argument can be made that prescribed marijuana might be accepted in some cases as a reasonable accommodation under housing and disability laws.

Meeting With The Nation’s Top Policy Experts At The 2021 

NCSL Legislative Summit

By Matthew Green, CAMICB Associate Executive Director

It was fantastic to be back in person last week at the National Conference of State Legislatures (NCSL) Legislative Summit in Tampa, Florida. This annual meeting gives the nation’s state legislators and staff a rare opportunity to connect, dive into policy issues and prepare for the legislative sessions in 2022.

The annual Summit is an important opportunity for CAMICB to educate – and update – state and international lawmakers about the community association management profession. CAMICB has partnered with CAI and exhibited at the Summit for more than 10 years. Since then, our team has had thousands of face-to-face conversations with lawmakers about HOA and condominium laws. We also exhibit annually to reinforce the CMCA credential be considered a primary certification option should legislatures pursue licensing the association management profession.

This year nearly 2,400 people registered for the Summit, with almost a thousand legislative staff and policymakers from across the world attending. Our booth bustled with the conversation about the CMCA credentialing program’s recent international accreditation by the ANSI National Accreditation Board (ANAB) and emphasizing the CMCA credential meets the global benchmark for certification programs. Earning the prestigious international accreditation is proof the CMCA credential serves community association management in a consistent, comparable, and reliable manner worldwide.

And if you want to catch up on some of the hottest policy topics – visit NCSL https://www.ncsl.org/meetings-training/2021-summit-livestreaming.aspx for many of the recorded sessions.

Voices & Vignettes From CMCAs 

As CAMICB continues to celebrate its 25th anniversary, we reached out to CMCAs who’ve held the credential for 25, or more, years. Many CMCAs graciously offered to share their experiences, highlights, career paths and advice with us. 

Rebecca Sarver, CMCA, CAM is the HOA Manager of the Southwest Florida Division for DR Horton, a home construction company. Said Rebecca, “My position with Horton – a home developer – means I hire management companies to oversee the communities we build. In this role, I work with our attorneys to write good governing documents, rules and regulations, architectural designs, and more.”

Rebecca explains that managers who’ve only been in the business a few years probably have not managed a developer controlled community. She says, “I really enjoy training others and I feel I can give these managers a very unique perspective on a different side of the business. That’s the beauty of professional community association management – there are many paths managers can take.”

Rebecca found that when she first earned her CMCA credential, it was so new that people didn’t understand its importance or why it was needed. Rebecca recalls that, “At the time, the CMCA was so new and in Florida, people were only familiar with the CAM or LCAM, and they didn’t know what the CMCA meant. The ability to promote myself as having earned this new and emerging credential was very beneficial. It helped me gain the respect of my colleagues and executive level staff.”

Rebecca’s advice for those considering a career in professional community association management:  “Ask your vendors questions. Attend as many classes as you can. If possible, attend the CAI National conference. Learning all aspects of this business gives you more to offer any association or employer; that means accounting, financials, insurance.”  She also reminds managers that “it’s ok if you don’t have all the answers; the important point is be sure you say you don’t know but you will certainly find out.”

Finally Rebecca offers, “I always tell managers, you know more than you think you do. After 37 years in this industry, I still attend classes as often as I can. With the popular ZOOM platform, I find attorneys are offering lots of online webinars. I probably attend one a week, and I always learn something new.”

Voices & Vignettes From CMCAs 

As CAMICB continues to celebrate its 25th anniversary, we reached out to CMCAs who’ve held the credential for 25, or more, years. Many CMCAs graciously offered to share their experiences, highlights, career paths and advice with us. 

Paul D. Grucza, CMCA, AMS, PCAM is the Director of Education and Client Engagement at the CWD Group, Inc. AAMC in Seattle, Washington. Paul is one of the first 100 CMCAs to have earned the credential. He feels so strongly about its importance, that he implemented a policy at CWD that states all new staff members must earn the CMCA credential within 90 days of employment.

“I’m proud to have held and maintained the CMCA for so many years,” said Paul.  Paul is also a member of the Exam Development Committee where he has spent more than 20 years helping to write exam questions for the CMCA examination.  “I believe my experience in the field has helped shape the exam questions and, in turn, what knowledge is expected of CMCAs.” 

As Paul looks ahead to retirement and reflects upon his more than 40 year career in professional community association management, he explains, “I’m proud to have spent 40 years of my life in this wonderful industry. My favorite piece has been focusing on client engagement and training. This has been such a rewarding career for which I am grateful.” 

He adds, “One must have both patience and a true sense of urgency in this profession as well as a servant-leader mindset to be successful.” 

Voices & Vignettes From CMCAs 

As CAMICB continues to celebrate its 25th anniversary, we reached out to CMCAs who’ve held the credential for 25, or more, years. Many CMCAs graciously offered to share their experiences, highlights, career paths and advice with us. 

Sandy Denton, CMCA, LSM, PCAM, is the General Manager of Sienna Associations in Missouri City, Texas.  Sandy, who is also Vice-Chair of the CAMICB Board of Commissioners, was recently honored with CAI’s most prestigious award – the Distinguished Service Award – at the CAI annual conference in Las Vegas.

“Whenever I explain my credentials, and why we have them, most people have no clue that our industry has these various credentials,” said Sandy. “When I describe what earning the CMCA credential and the PCAM designation, as well as others, mean and what they represent, they’re so impressed. I’m very proud to have these credentials as well as to be involved with both CAMICB and CAI.” Sandy is also a Past-President of CAI and has served as a distinguished speaker at numerous industry related conferences; she currently serves on the faculty of CAI’s professional manager development program.

Simply put, Sandy “loves making a difference in the lives of those living in the communities I serve. There are endless opportunities in community association management and every day there’s a new challenge!”

Voices & Vignettes From CMCAs

As CAMICB continues to celebrate its 25th anniversary, we reached out to CMCAs who’ve held the credential for 25, or more, years. Many CMCAs graciously offered to share their experiences, highlights, career paths and advice with us. 

Pamela D. Bailey, CMCA, AMS, PCAM who is the CEO/Founder (Retired) of Chaparral Management Company, Inc. AAMCstarted her company in 1985, in Houston, Texas, where most management companies were owned by men. She knew that in order to stand out as the best and the brightest, she had to do everything possible to earn her place at the table. She recalls the Houston market was very competitive but her peers were some of her biggest cheerleaders. According to Pam, “Earning my CMCA credential and then later earning additional designations from CAI, gave me the opportunity to compete head to head.”  

Pam adds that her father was her biggest fan, and while he never received his college education, he understood the importance of a well-educated professional. She notes, “Each time I earned a credential or designation, I sent Daddy the press release first. Prior to his death in 2012, he had written part of his obituary that included me with all of my credentials following my name!  Soon after I received a sympathy card from another PCAM in Virginia Beach – who I did not know – but who had read the obituary. This powerful moment is when I realized the community of professional managers is truly a tribe.” 

One word describes Pam’s favorite aspect of community association management: relationships. “It’s a profession that’s all about people, and people are about relationships,” she said. Pam’s company was a well-known player in the Houston market for more than 30 years before she sold it, and she proudly notes that she maintained her very first client for all those years, “Simply put, caring about our communities and our homeowners, made us the best in Houston,” she said.

After Hurricane Harvey battered the Houston area in 2017, Chaparral Management had 42 inches of water in their office building and they lost everything on the first floor. Pam fondly recalls as they were hauling wet furniture to the curb, a truck pulled up with homeowners from one of their communities. “They got out of the truck and starting hugging us, helping us and assuring us it would be fine. Thirty minutes later, several more cars of homeowners arrived to feed us; they brought food, tables, flowers, napkins, the works! Our entire office was so touched and moved by their sense of community, empathy and generosity. We will forever be bound to them.”

Pam shares that the first, most important thing new managers must do to get off to a good start is, “Put down your phone and get out in the community! Be seen, show them you care and listen to their stories. If you see a baby stork, cap and gown, or other signage in the front yard signifying an important milestone or achievement, send a card of congratulations, and sign it. And if or when they call about a letter or delinquent statement, listen to their back story. If you show them you genuinely care, you will be repaid tenfold.”