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2022

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AEC / Association Diversity Work Group

May 2022 REALTOR® Legislative Meetings and Trade Expo Meeting Summary

Work Group Purpose

Create models/templates that can help associations create meaningful and sustainable DEI programs, leadership opportunities, and other resources that will assist and provide support for associations as they address diversity, equity. and inclusion with their members and staff.

Meeting Activity

Multicultural Organization Partners -- Hope Artuel, CEO, Asian Real Estate Association of America (AREAA) provided an overview of AREAA that was founded in 2003 and now has 18,000 members with 42 chapters in the United States and Canada.  AREAA is dedicated to removing barriers to home ownership for Asian Americans, and address federal priorities such as credit worthiness, affordable housing, and fair housing as it relates to Asian Americans. AREAA continues to look for ways to collaborate with associations to create new chapters.

DEI Education Team – Team members identified Actionable Roadmap training/promotion opportunities; Actionable Roadmap video topics, and AE Diversity Education Webinar Series content and recommended speakers.  Team members also discussed and identified formal and informal education resources (conferences, books, etc.) for state and local associations.

State and Local DEI Committee Guidelines – Team members reviewed and discussed feedback on draft guidelines (from 2020) for forming state and local DEI committees that will be shared with associations. Team members suggest associations consider consistency and continuity in committee name, and recommend using diversity, equity, and inclusion.  Associations should consider starting with a task force to understand the needs of the association; create a framework for scholarship programs; include recommendations for a dedicated budget to cover committee initiatives; and increase alignment between state and local associations. Team members will share any existing committee policies/guidelines for additional review and feedback via the Hub.

Multicultural Organization Partnerships – Team members suggest associations review the mission of the association and multicultural organizations to ensure they are compatible and not in competition; discuss association goals with multicultural organization leadership; review association policies to ensure a sustainable partnerships; evaluate staff support required; discuss role of the association’s DEI committee; consider Memorandum of Understanding with multicultural organizations; be clear about the benefits and expectations of both organizations; associations should identify opportunities to connect, engage and support multicultural partnerships (growing chapters, starting chapters, etc.) ; identify regular communication opportunities to increase stronger partnerships; identify strategies to overcome multicultural organizations structure challenges; assess association membership barriers to membership of multicultural organizations; determine ways to measure inclusion.

Chair Jakeeva Lee provided an update on the President’s Fair Housing Challenge, and work group members were encouraged to complete: Fairhaven: A Fair Housing Simulation; Bias Override: Overcoming Barriers to Fair Housing; and the optional At Home with Diversity® certification by June 30.

Next Steps

Work group breakout team members will continue to meet virtually this summer.

Work Group Members

Jakeeva Lee, Chair (IL)
Leslie Frazier, Vice Chair (VA)
Ryan Adams (AL)
Ana Becerra (TX)
David Belew, RCE (IN)
Amanda Brewer, RCE (VA)
Cindy Butts, RCE (CT)
Candy Harris (TN)
Tessa Hultz, RCE (NY)
Sarah Kerby (KY)
Nick Kremydas, RCE (SC)
Tonya Lisath (CA)
Peggy Llagas (Guam)
Colette Massengale (MD)
Marty Nash (CA)
Monica Pena (TX)
John Petrack, RCE (PA)
Christina Smalls (AZ)
Teresa Tilton (NJ)
Jeanette Wills (TX)
Kaaren Winkler (MT)
Christine Wren (TX)
Michele Xiong (NC)

Liaison

Christine Barnes (KS)

Staff Executive

Krystal Allen (IL)
Ryan Davis (IL)

AEC / Member Engagement and Experience Work Group

May 2022 REALTOR® Legislative Meetings and Trade Expo Meeting Summary

Work Group Purpose

Identify unique and innovative opportunities for enhanced member experiences and engagement that directly impact member success and profitability. Identify how technology and new models of interaction can help associations meet members where they are and deliver services in a way that aligns with how members do business. Discover new ways to aggregate existing member data (including MLS) and utilize it to improve association programs, products, and services.

Discussion

Following a brief discussion regarding the purpose of the group, open discussion continued regarding members’ needs. Included were needs to collaborate with members from other boards and sharing innovative ideas to improve REALTOR® and real estate business functions.The group also discussed maintaining the advances made in member engagement during the pandemic by utilizing technology. It was suggested that existing tech organizations, both internal and REACH partner organizations, can assist AEs to visualize the possibilities to make improvements for their members through enhanced technology and data analysis. Invited guest speakers included Thomas Dohm, NAR’s ITS Associations Support Manager and Sean Soderstrom, CEO and Co-Founder of Courted.io, a REACH partner organization. Speakers relayed where M1 and Courted.io currently are in their development and how their platforms are being used. Key topics included identifying how members prefer receiving messaging (text, email, phone, newsletters, etc.), how messaging can be customized based on needs, and how associations may work with brokers to reach their agents for the better good of the entire industry – take a business first approach.

Next Meeting

Friday, May 27 1:00 PM Eastern Time

At the next meeting, the work group will further discuss ideas for a firm deliverable by November. The conversation will also continue for the ongoing need to address member engagement, particularly as technology advances along with members’ needs in a competitive real estate environment.

Work Group Members

Stephen Candler (GA)
Danielle Clermont (FL)
Pamela Croke (PA)
Laura Crowther (SC)
Scott Drucker (AZ)
Mark Epstein (CA)
Mark Fisher (IN)
Hugh Gordon (MD)
Ruth Hackney, Vice Chair
Nobu Hata, Chair (CO)
Michele Holen (OR)
Cindy Homewood (VA)
Tracy Huotari (CA)
Danielle Jacob (MD)
Teresa King Kinney (FL)
Debbie Leber (MD)
Stacey Loh (CT)
Lindsey Martinez (TX)
Bo Patten (TN)
Carol Seal (TN)
Libby Sheard (AR)
Derek Sprague (CA)
Michael Theo (WI)
Cynthia Walsh (NC)

Liaison

Christian Barnes (KS)

Staff Executive

Kyle Lambert London (DC)

AEC / Association Accelerator Achievement Work Group

May 2022 Association Accelerator Achievement Work Group Report

Work Group Purpose

Develop a proposal for a national program that would aim to recognize, reward, and incentivize local and state associations to excel, improve, and innovate so the REALTOR® organization can thrive well into the future.  The program will be designed to encourage associations to strive toward a culture of continuously innovating and raising the bar to provide exceptional value to members.

Meeting Activity

Chair Mike Valerino opened the meeting and thanked everyone for attending. He then summarized that the group determined that the association accelerator achievement program will likely be a two-pronged effort that encompasses a monetary grant as well as a physical award. 

To this end, the work group addressed the following areas:

  • Program description : An award and grant program celebrating association achievements of innovative practices that enhance the member experience.
  • Program goal:  To motivate associations to continuously innovate member services and association operations, and foster a culture of idea sharing and collaboration.
  • Award categories: advocacy; broker/business support; communications; community investment; governance; housing initiatives; leadership development; member engagement; professional development; tech tools; other;
  • Application reviewers/selection committee: a peer group of AEs and REALTORS® along with some industry experts; consider having a state association comment period; suggest that all applications be made public so other associations can see new and innovative ideas;
  • Award recognition: a monetary grant along with a physical award; need exposure at a national event where leaders are also present; include the winners on a panel presentation at a national meeting where they can share how they curated their idea and achieved the award.

Based on this feedback, work group leadership will divide the group into permanent breakouts to further flesh out all aspects of this program. The group will meet virtually in the coming months to pull everything together, so that a formal program proposal can be presented to the AEC in November.

Work Group Members

Mike Valerino, Chair (OH)
Brendan Bailey, Vice Chair (MA)
Donna Andrews (NV)
Brittney Baker Shurr (PA)
Mike Barr (NC)
David Bennett (FL)
Sandra Carroll (MA)
Amanda Creel (AL)
Tonya Deskins (AZ)
Magen Farrell (NC)
Tina Grimes (OR)
Deb Haines-Kulick (TN)
Beth Hansen (MS)
Kathy Harbough (IN)
Eric Hash (VA)
Ray Joseph (WV)
Kevan Lyons (CO)
Josh McFall (AL)
Carla Rose (NC)
Evelyn Schultz (CA)
Doreen Spagnuolo (NY)
Ryan Swinney (NE)
Zach Wahlquist (IL)

Liaison

Christian Barnes (KS)

Staff Executives

Cynthia Bair (IL)
Renee Holland (IL)

AEC / Principles of Association Leadership Work Group

April 2022 Principles of Association Leadership Work Group Report

Work Group Purpose

Develop a shared set of positive aspirational principles of association leadership that include key characteristics and behaviors that define exceptional association leadership.  This shared set of principles can serve as a model for volunteer and staff leaders at all levels of the association to strive toward and consider adopting as a guiding philosophy.

Summary

During their first meeting on April 14, work group members discussed the needs and objectives of the work group, their perspectives on leadership, and the need for a survey of their AE peers and volunteer leadership on their perspectives on the principles of association leadership.  At their next meeting on May 4, the work group will discuss the content of that survey.  The survey results will guide the work group on fulfilling its charge.

Work Group Members

Jaclyn Graves (KY), Chair
April Thomas (VA), Vice Chair
Christian Barnes (KS), Association Leadership Liaison
Carrie Andersen (MN)
Wyndi Austin (CA)
Jean Beck (SC)
Lynda Fernandez (KY)
Karen Gehle (KS)
Theresa Hatton (MA)
Katie Hunziker (MO)
Amy Johnson (HI)
Jorge Ledesma (NJ)
Dennis MacDonald (FL)
Kathy McFadden (MD)
Misty D. Miller (OH)
Michelle Mills Clement (IL)
Candice Moreno (TX)
Roger Nelson (AZ)
David Phillips (NC)
Amy Reid (CO)
Anne Rendle (NJ)
Denise Schultz (WI)
Brent Swander (OH)
Bob Taylor (MI)
Staci Weedon (WA)

Staff Executive

Andrew Scoulas (IL)

2021

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AEC Association Diversity Work Group

2021 REALTORS® Conference & Expo Final Report | November, 2021

Work Group Purpose

Develop and implement tools and resources, as identified by the 2020 Association Leadership Diversity Work Group, to assist and provide support for associations as they address diversity, equity and inclusion and work toward greater diversity amongst their leadership.

Background

Work group teams met independently between full work group meetings to meet work group objectives. Work group team leaders provided the following team updates:

Implementing Actionable Roadmap Team –The team finalized enhancement recommendations to the Actionable Roadmap that includes relevant information and links that will make it user friendly for all size associations to use to identify specific DEI actions each association can take.

NAR staff will work with the NAR Creative team to help update the current Actionable Roadmap, and develop a fun, user-friendly, visual/interactive component; develop a communication plan to promote the Roadmap via all AE communication channels, and also provide a hard copy resource for those who would prefer a more traditional, written document.

Staff Diversity Hiring/Training Team – The team members met via email and separate meetings to submit final deliverables that include sample DEI job descriptions that will also be added to the Actionable Roadmap; best practices for AE and staff recruitment/hiring; recommended samples of awkward statements and responses for associations and CEOs to use as guidance to help navigate uncomfortable conversations with members, staff and the public related to diversity.

NAR staff will work with the NAR Creative team to create these online resources, and develop a communication plan to promote resources via all AE communication channels.

DEI Speaker Selection Team – Work group members will review and provide feedback on a list of DEI speakers that was compiled by the Diversity Incubator Hub group. As recommended, a list of AHWD speakers will also be included as an additional speaker resource. The speaker lists will be shared with local and state associations as a recommended speaker resource until a more sophisticated database is in place.

NAR staff will work with the NAR Creative team to create an online recommended speakers resource, and develop a communication plan to promote speaker resources via all AE communication channels.

Work Group Members

Justin Landon, Chair (KY)
Jakeeva Lee, Vice Chair (IL)
Karen Becker (CO)
Amanda Brewer (VA)
Cindy Butts (CT)
Leslie Frazier (VA)
Christopher Galler (MN)
Ginny Haralson (TX)
Candy Harris (TN)
Tessa Hultz (NY)
Suzy Hurlbert (CT)
Suzan Koren (CO)
Peggy Llagas (Guam)
Duncan MacKenzie (NY)
Teresa McKee (NV)
Marlo Paventi Dilts (NY)
Monica Pena (TX)
David Ramirez (TX)
Wil Riley (SC)
Rosemary Scardina (LA)
Teresa Tilton (NJ)
Albert Tran (CA)
Christine Wren (TX)

Liaison

Ilene Horowitz (NJ)

Staff Executive

Krystal Allen (IL)

AEC Association Innovation Work Group

Final Report | December, 2021

Purpose

Explore the concept of greater innovation and how associations can be nimbler and more receptive to risk and more responsive to member needs that support and align with member businesses. Identify strategies and practices that assist associations in adopting a forward-thinking mindset that is in step with the member’s way of doing business.

Background

This work group was established out of the need for quick and nimble responses to change. These changes focused on need for updating processes and services to meet the changing needs of members of the association as necessary to enable them success in their businesses.

Work Group Activity

The work group hopes to create a movement involving all associations, fostering a culture of innovation to meet members where they are, helping them to enhance business viability and cultivate industry innovation.

  1. Technology
  2. Human Capital
  3. Associations of the Future
  4. Data collection/Dissemination
  5. AE Institute Opportunities
  6. AE Innovation Ambassadorships

The work group determined that the two areas where they could have the greatest impact were the AE Institute and AE Innovation Ambassadorships. The following ideas were proposed to the AEI Advisory Board members for their consideration: 

  1. Host discussions during the “coffee connections,” or breakfast time each morning prior to regular Institute programming, focusing on innovative topics of interest to AEs. This would require work group members to serve as “ambassadors” and to facilitate conversation those conversations.
  2. Host a moderated speaker discussion with invited, local speakers. Amazon Music and Google Play have representatives in the area who could relay how the music industry changed to meet the needs of the customer and changing technology. There are parallels with how real estate transactions are changing to adopt an evolving business model and account for technological progress.
  3. Host an “Innovation Zone” Shark-Tank-type concept. This would follow the speaker session above and presenters would be determined and vetted in advance. AEs would pitch their innovative association ideas or success stories and a panel of judges would ask questions and then choose a winner via the Poll Everywhere app. A prize could be awarded.

The three proposals above were approved by the AE Institute Advisory Board and will be incorporated into the 2022 AE Institute pending process and legal approval. 

During the final meeting at the 2021 REALTOR® Conference and Expo, the work group provided the following plans for the three 2022 AEI programs above:

  • Roundtable Discussions
    Topic areas will be solicited from AEs in advance. New AEs and first-time attendees will be targeted and contacted by an “ambassador” at the session at AEI for new/first time attendees. Notes from each round table will be taken digitally, in real time, and  compiled and added as attendees join the discussion tables. Notes from each roundtable will be shared following AEI. QR codes may be developed and scanned for easy access to the final documents from each roundtable. Work group members will serve as ambassadors to hosting these discussion tables. Topics for discussion will include What Does Tomorrow’s Association Look Like? Providing Value for Live and Virtual Attendees. How to Maintain Engagement (In Virtual Settings). Vendors Approved by Peers. REACH local, among others.
  • General Session with Digital Music Industry
    This will be a moderated session with the digital music industry on how the music industry has shifted from brick and mortar record stores to music platforms that skip the middle men and go directly to the end users. This planning group would like to send a pre-survey in advance in which AEs can evaluate themselves and their organizations in terms of innovation. Perhaps there are lessons to be learned or applied to our own business models for the real estate industry and for associations. Questions to invited speakers may be:  How do they measure progress versus innovation? What do strategic partnerships look like? What lessons were learned during the change for your business? How did they recognize opportunity? How do they define relevancy? Ultimately, how can REALTOR® Associations function as more of a business vs. a traditional trade association?
  • “The Pitch” General Session
    This session will feature innovative ideas “pitched” by AEs/professional staff. Video submissions and written applications will be submitted and reviewed in early 2022. Applications will be reviewed and narrowed down to three who will then “pitch” their innovative ideas, live, at the 2022 AE Institute. The winning entry may be awarded a monetary prize to assist with idea implementation should the work group be able to facilitate it. 

Next Steps:

This work group will disband for 2021 and another work group with a similar purpose and focus will be appointed in 2022.  Several group members from 2021 expressed an interest in serving in 2022 to help implement the sessions at the 2022 AE Institute.

Work Group Members

David Bennet (FL) – Chair
Nobu Hata (CO) – Vice Chair
Ilene Horowitz (NJ) – Liaison
Steve Candler (GA)
Ryan Castle (MA)
Laura Crowther (SC)
Maranda DeSanto (ME)
Roxie Glenn (TX)
James Haisler (IL)
Sheree Higgins (NC)
Tracy Huotari (CA)
Teresa Kinney (FL)
Jeffrey Lasky (IL)
Jorge Ledesma (NJ)
Stacey Loh (CT)
Neil Malone (IL)
Josh McFall (AL)
Michelle Mills Clement (IL)
Lisa Myers (PA)
Jenny Pakula (OR)
Randy Rogers (AZ)
Michael Ruzicka (WI)
Mike Valerino (OH)
Debbie Werling (VA)
Lindsay Wright (TX)

Work Group Staff

Kyle Lambert London (DC)

AEC Virtual Governance Work Group

Final Meeting Summary | November, 2021

Work Group Purpose

Identify best practices and guidelines to assist associations as they navigate governance procedures and strive for optimal member engagement in a new post-COVID virtual world.

Meeting Activity

Chair Carol Seal opened the meeting and thanked everyone for their participation on this group over the past year. She then led the group in a final review of the virtual governance meeting matrix and technology component.

The virtual governance meeting matrix will be tweaked to reorder the items and add a bullet about conducting confidential meetings in a private room/location. Staff will incorporate these changes into the matrix and work with NAR design staff to make the matrix visually appealing and easy to navigate on nar.realtor.

Since technology is a moving target and constantly evolving, the group agreed to periodically poll AEs on the AEI Year Round Facebook page about their technology successes. This will keep the exchange of current technology resources fresh. There will also be a virtual 2022 AEI Year Round webinar on the topic of virtual meeting technology resources. 

This concludes the work of the AEC/Virtual Governance Work Group.

Work Group Members

Carol Seal, Chair (TN)
Emily Horn, Vice Chair (CA)
Michael Barr (NC)
Cub Berrian (NC)
Amanda Creel (AL)
Nancy Donahue Jones (HI)
Anne Gardner (NC)
Tina Grimes (OR)
Rebecca Grossman (AZ)
Ruth Hackney (WI)
Deb Haines-Kulick (TN)
Kathy Hartman (CA)
Jessica Hickok (OK)
Ken Hogan (TX)
Scott Hughes (LA)
Carrie Kendall (IN)
Nick Kremydas (SC)
Twis Lizasuain (FL)
Kathy Nichelson (IL)
Doug Rotthaus (NE)
Angela Shields (TN)
Liz Sturrock (FL)
Rachel Tristano (MA)
Kelli Walker Starrett (LA)
Lynne Wherry (VA)

Liaison

Ilene Horowitz (NJ)

Staff Executive

Cynthia Bair (IL)

AEC Career Development Work Group

Final Report | November, 2021

Purpose

Provide guidance and resources for AEs who want to advance their careers and consider new opportunities in the REALTOR® association.  Review the AE Mentor Program and explore how the program can be enhanced to help shepherd AEs through career challenges and opportunities.

AE Mentor Program Background

The AE Mentor Program was developed a little over 10 years ago to allow AEs who are new to REALTOR® association management, or those who are experiencing challenges, to connect with seasoned AEs for guidance, advice, and support.  AEs are matched with mentors through the AE Mentor Database, which categorizes available mentors according to their location, demographics, and demonstrated skill set.  All local, state, regional, and MLS staff can participate in the AE Mentor Program; it is not limited to chief staff executives.

Summary

The work group met six times this year and the work group fulfilled their purpose which will benefit AEs for years to come.  Their last meeting was on November 11 during the 2021 REALTORS® Conference & Expo in San Diego and the output of their discussion is below.  During this meeting the work group reviewed the changes staff is incorporating into the AE Mentor Program per the work group’s recommendations and also reviewed and discussed the final components for the updated Succession Planning Resources on nar.realtor.

AE Mentor Program Enhancements

  • The association management Areas of Expertise profiles were reviewed and streamlined, as the work group concluded that too many options may have hindered successful matches.  Some areas such as DEI, Core Standards, and Fair Housing were added to ensure that all current and relevant association management topics are included.
  • The database will be updated and mentors and mentees will be asked to update their expertise profiles.  They will also be given the option to opt out of the program if they are no longer interested in participating as a mentor or mentee.
  • A more formal procedure will be instituted to ensure a successful mentor/mentee matching process.  There will be greater measures of accountability for mentors and mentees with updated roles and responsibilities to ensure a successful mentor/mentee relationship.
  • NAR staff will develop a formal communication plan to promote the updated AE Mentor Program in all current AE communication channels.
  • An AE Mentors event will be offered during the 2022 AE Institute to connect mentors and mentees and to promote the AE Mentor program.  New AEs, mentors and mentees will be invited to the session.

Succession Planning Resources Enhancements

  • The following succession planning resources, available on nar.realtor, were updated based on the work group’s input and will be posted on nar.realtor in December.
    • Checklist for Retiring AEs
    • Succession Planning Checklist for REALTOR® Associations
    • Organizational Assessment Checklist
    • “Break Glass in Case of Emergency” submitted by Tessa Hultz, Long Island Board of REALTORS®
    • Staff is developing a new succession planning resource, as requested by the work group, to replace an out-of-date component that was removed from nar.realtor.
    • Several AEs shared their succession planning experiences, and these experiences will be compiled as  anonymous scenarios with best practices and lessons learned that will be posted on nar.realtor.
    • The updated and new succession planning resources will be posted to nar.realtor and promoted in the AE INS, The Hub and on the AEI Year-Round Facebook page.

Work Group Members

Sandy Naragon (OH), Chair
Tonya Deskins (AZ), Vice Chair
Ilene Horowitz (NJ), Association Leadership Liaison
Brendan Bailey (MA)
Mary Burke (OR)
Andrea Bushnell (NC)
Jessica Coates (MD)
Jamie Cooper (NC)
Sheila Dodson (AL)
Beth Hansen (MS)
Jamie Johnson (UT)
Candy Joyce (TN)
Matthew Lafferty (DE)
Kim McCoy (IL)
Amanda Ornelas (FL)
Carla Rose (NC)
Daniel Sale (MO)
Sharon Sample (OH)
Evelyn Schultz (CA)
Libby Sheard (AR)
Christina Smalls (AZ)
Wes Stefanick (DE)
Shari Veldman (MI)
Edithann Wadewitz (TN)
Lisa Walker (FL) 
Stephanie White (AL)

Work Group Staff

Krystal Allen (IL)
Carole Kaptur (IL)
Andrew Scoulas (IL)

AEC Core Standards Work Group

Final Report | March 21, 2021

Purpose

The AEC Core Standards Work Group is charged with reviewing the Core Standards program to determine whether any of the criteria should be modified and whether any changes should be made to the appeal hearing process.

Background

The Core Standards, which became effective upon approval by the NAR Board of Directors in May 2014, are intended to raise the bar for REALTOR® associations and ensure high-quality service for REALTORS®. Local, state, and territorial associations of REALTORS® are required to annually comply with a set of requirements that fall into six categories:

  1. Code of Ethics
  2. Advocacy
  3. Consumer Outreach
  4. Unification Efforts and Support of the REALTOR® Organization
  5. Technology
  6. Financial Solvency

At the 2018 REALTORS® Conference, the Board of Directors adopted customized Core Standards for commercial overlay boards, effective with the fifth Core Standards compliance cycle, which began January 1, 2019.

At the 2019 REALTORS® Conference, with input from both local and state associations, the Board of Directors adopted customized Core Standards for state associations, effective with the sixth Core Standards compliance cycle, which began January 1, 2020.  The intent was to raise the bar for state associations, without creating an undue burden, as states are already charged with administering the Core Standards for their local associations.

In 2020,  with feedback from state associations regarding the Core Standards appeal hearing process, the AEC Core Standards Work Group was established to take a broader look at the Core Standards program to determine whether any of the criteria should be modified and whether any changes should be made to the appeal hearing process.   The work group, in response to current events and a survey of local and state AEs, recommended changes/enhancements to the Core Standards incorporating Diversity, Equity and Inclusion (DEI), Fair Housing, Technology, Leadership Development, and Professional Standards, to align with REALTOR® association strategic priorities.  These changes were approved by the Board of Directors in November 2020 and implemented with the seventh Core Standards cycle, which began January 1, 2021.

The work group’s term was extended into 2021 to allow time to complete its charge to address the appeal and hearing process. 

Core Standards Appeal Hearing Process Focus Group

In October 2020, NAR’s Research Group conducted an online focus group with local and state association chief staff and staff specialists who have experience with the Core Standards appeal hearing process to explore whether or how the process should be improved.

Key takeaways from the focus group include the following:

  • The long grace period allowed and the multiple chances given to associations to comply with the Core Standards creates a process that lacks “teeth”.  The grace period should be abolished, and a hard submission deadline put in place in which locals are locked out of the certification system after that date.
  • Sanctions should be applied, such as probation, restriction of access to grants and publication of association names.  Charter revocation should not be the only consequence.
  • There should be a clearer delineation of where the state’s role ends and NAR’s role begins in the certification review process.
  • Once a hearing is triggered, all parties need specific information on how the hearing will work and what is expected.
  • State associations should have a voice in the hearing process to “tell their side of the story” to the hearing panel.
  • There’s a lack of consistency in how state associations certify.  Suggest creating a community of state Core Standards administrators so ideas and procedures can be shared or provide training.
  • Hearing panels should continue to be peer-to-peer, with local and state association staff only.

Recommendations

With feedback from the focus group report and input provided to the work group by some state association staff who have been involved in the hearing process, the work group proposed several recommendations to the Core Standards hearing process.

If the following recommendations are approved by the Association Executives Committee and the Board of Directors during the May 2021 Legislative Meetings, the recommendations will be effective for the current Core Standards review cycle (January 1, 2021 to December 31, 2021) and incorporated into the Core Standards appeal hearing process for local and commercial associations (Appendix A).

Recommendation #1

“To require final submission of local and commercial associations’ certification forms on December 31st and terminate access to the form after that date barring a special request from a state association to provide additional access.

Rationale: Implementing a hard and fast deadline ensures teeth in the certification process and greater consistency in enforcement among states.

Recommendation #2

“To prohibit hearing panels from granting non-compliant associations an extension to comply.”

Rationale: The current April 30 deadline extension allows the hearing panel to overturn the state association’s determination and minimizes the value and authority of the state association’s role in the certification process.

Recommendation #3

“To create a standard online form that formalizes the reporting process by which state associations communicate issues of local and commercial association non-compliance to NAR.”

Rationale: A standard form ensures greater consistency among state associations and allows states the opportunity to provide an explanation for why an association is not in compliance with the Core Standards.

Recommendation #4

“To provide state associations the option to submit written documentation for the hearing panel, and the option to meet with the hearing panel prior to the hearing; the appealing association will have no less than five days to review the information provided by the state association.”

Rationale: This provides the state association with an opportunity to share its perspective and add context to its decision to not certify the association.

Recommendation #5

“To send a ‘letter of warning’ to the chief staff and officers of every association that is not compliant with the Core Standards by February 1.

Rationale: The “letter of warning” creates a permanent record of the association’s noncompliance with the Core Standards and sends a message that conveys the severity and potential consequences of noncompliance.  The letter will be maintained in NAR and state association files, as further consequences will be imposed for repeat offenders the following cycle.  The ‘letter of warning’ will also provide associations with the opportunity to request a hearing.

Recommendation #6

“To allow the Core Standards hearing panel the option of placing non-compliant associations on a probationary status for one year and the option of imposing the following sanctions:

  • Publish association’s name in NAR communication channels for not meeting the Core Standards (e.g., The Hub, AE INS, etc.)
  • Require appropriate training on the Core Standards for association staff and leadership as determined by the appeal hearing panel
  • Deny associations opportunities for NAR grants that are pending approval
  • Require associations to develop a plan for merger, consolidation or dissolution
  • Recommend revocation of association’s charter to the NAR Board of Directors.”

Rationale: Probationary status and sanctions provide hearing panels with options that are less severe than charter revocation for first-time offenders.  If the association is not in compliance again the following year, the hearing panel may impose a more severe sanction, including charter revocation.

Recommendation #7:

“To develop a training program that can be used by all REALTOR® associations, including NAR, to educate local, commercial, and state association volunteer leaders on the Core Standards.”

Rationale: While staff leaders provide continuity and have the knowledge to ensure that the Core Standards are met each year, volunteer leaders also need to be apprised, so association resources are appropriately allocated and staff and volunteer leaders can work together to ensure that their association is in compliance with the Core Standards. 

Work Group Members

Mike Valerino (OH), Chair
Jan Marie Ennenga (AZ), Vice Chair
Ilene Horowitz (NJ), Association Leadership Liaison
Lisia Amburn (TN)
Brendan Bailey (MA)
Michael Barth (PA)
Sandra Carroll (MA)
Kathy Hartman (CA)
Allan Hetkowski (PA)
Emily Horn (CA)
Erica Huffstetler (AR)
Matthew Lafferty (DE)
Shauna Love (CA)
Amanda Nagle (IA)
John Petrack (PA)
Patrick Reilly (NY)
Jeanie Richardson (MO)
Suzanne Silva (RI)
Diane Streichert (NJ)

Work Group Staff

Jeremy Green (DC)
Cindy Sampalis (IL)
Andrew Scoulas (IL)


2020

Expand all

AEC Core Standards Work Group

Association Executives Committee
Core Standards Work Group
Final Report

Work Group Purpose: 
The AEC Core Standards Work Group is charged with reviewing the Core Standards program to determine whether any of the criteria should be modified and whether any changes should be made to the appeal hearing process.

Background:
The Core Standards, which became effective upon approval by the NAR Board of Directors in May 2014, are intended to raise the bar for REALTOR® associations and ensure high-quality service for REALTORS®. Local, state, and territorial associations of REALTORS® are required to annually comply with a set of requirements that fall into six categories:

  1. Code of Ethics
  2. Advocacy
  3. Consumer Outreach
  4. Unification Efforts and Support of the REALTOR® Organization
  5. Technology
  6. Financial Solvency

At the 2018 REALTORS® Conference, the Board of Directors adopted customized Core Standards for commercial overlay boards, effective with the fifth Core Standards compliance cycle, which began January 1, 2019.

At the 2019 REALTORS® Conference, with input from both local and state associations, the Board of Directors adopted customized Core Standards for state associations, effective with the sixth Core Standards compliance cycle, which began January 1, 2020. The intent was to raise the bar for state associations, without creating an undue burden, as states are already charged with administering the Core Standards for their local associations.

In 2020, in response to feedback from state associations regarding the Core Standards appeal hearing process for local associations that were not certified under the Core Standards, the AEC Core Standards Work Group was established to take a broader look at the Core Standards program to determine whether any of the criteria should be modified and whether any changes should be made to the appeal hearing process. Additionally, in response to current events and a survey of local and state AEs conducted by NAR’s Research Team over the summer, the work group is proposing changes/ enhancements to the Core Standards to include Diversity, Equity and Inclusion (DEI), Fair Housing, Technology, Leadership Development, and Professional Standards.

Standards Waived in Response to Pandemic

During its first meeting on March 31, the Core Standards Work Group considered the impact of the COVID-19 crisis on local associations’ ability to meet the Core Standards during the sixth cycle (January 1 to December 31, 2020). In light of the social distancing and stay at home orders, travel restrictions imposed by the current pandemic, and out of an abundance of caution for members and association staff, the NAR Leadership Team approved a recommendation submitted by the Association Executives Committee and the AEC Core Standards Work Group to suspend portions of the Core Standards that require in-person interaction for the current cycle.

Outcome: While there were requests to waive all of the requirements to satisfy the Core Standards, the committee’s recommendation to waive Section II. Advocacy, Standard E, and all of Section III. Consumer Outreach was a more targeted way to ease burdens for local associations while still ensuring delivery of high quality member services.

Core Standards Research Survey

In June 2020, NAR’s Research Group conducted a survey of all state and local REALTOR® association AEs, presidents and presidents elect to identify the obstacles to implementing and reporting Core Standards and to determine whether or how Core Standards for local associations should be refined or improved. There were 884 out of 2,900 respondents, for a response rate of 30.5%. Survey finding highlights include the following:

  • 62% feel that the Core Standards, in general, are adequate.
  • Respondents were somewhat evenly split on whether associations should be required to meet the Core Standards either every two years (37%); every three years (23%); or annually (33%).
  • 32% feel that Diversity, Equality and Inclusion (DEI) should be added to the Core Standards; 31% cite Fair Housing.
  • More than two thirds of respondents cite challenges meeting the criteria in at least one area. The areas that are most often cited are advocacy (29%), consumer outreach (20%), and leadership development for elected leaders (15%).
  • Only 2% of respondent organizations have ever been involved in a Core Standards hearing.

Frequency of Core Standards Review Cycle

The work group discussed the impact on local associations if the frequency of the Core Standards cycle changed. If the review cycle changed to every two or three years, the work group weighed whether associations would still be required to meet all of the Core Standards requirements annually, but only report them every two or three years, and whether it would be more complicated to track activities over a two or three-year span.

Outcome: The work group did not think changing the cycle would realize a cost or time savings, and consequently decided not to change the review cycle.

Recommendations

With input from the survey results, the work group considered several changes to the Core Standards that resulted in recommendations focused on DEI, Fair Housing, Technology, Leadership Development and Professional Standards. The work group consulted with Fred Underwood, Director of Engagement, Diversity and Inclusion, in concert with the AEC Diversity Association Leadership Work Group, on the DEI components.

Recommendation #1

“To amend the following Core Standards requirements to acknowledge that associations may meet the existing Advocacy requirement for ‘Act’ under the REALTOR® Party goals and the existing Consumer Outreach ‘Being the Voice for Real Estate' and ‘Community involvement and investment’ requirements through activities that demonstrate a commitment to Diversity, Equity, and Inclusion and Fair Housing.”

Rationale: NAR’s 2021 strategic priorities call for greater DEI among association members/leaders and a commitment to achieving housing equality and affordability. This recommendation allows REALTOR® associations to meet existing Advocacy and Consumer Outreach standards through engagement in DEI and Fair Housing initiatives, consistent with REALTOR® association priorities. If adopted, the Core Standards Certification Form would be amended as follows:

  1. Advocacy
    E. In addition to the requirements established in subsections A-D, each association must support the REALTOR® Party’s “Vote-Act-Invest” goals, and must annually conduct at least two initiatives or activities furthering or supporting each of those three goals respectively. Associations may meet the requirements for “Act” through activities that demonstrate a commitment to Diversity, Equity, and Inclusion (DEI) and Fair Housing. Commercial Overlay Boards must conduct at least one Vote and Act initiative and two Invest initiatives annually. Examples of initiatives and activities satisfying this requirement are available on NAR’s online Compliance Tool and in the Core Standards Frequently Asked Questions (“FAQs”) and in the REALTOR® Party Resource Guide.
  2. Consumer Outreach
    Every association will demonstrate engagement in at least four meaningful consumer engagement activities annually, including at least two activities demonstrating how the association is the "Voice for Real Estate" in its market, and at least two activities demonstrating the association's involvement and/or investment in the community. Associations may meet the requirements through activities that demonstrate a commitment to Diversity, Equity and Inclusion (DEI) and Fair Housing.

Recommendation #2

“To amend the Core Standards requirements to require that association strategic plans include a Diversity, Equity and Inclusion and a Fair Housing component.”

Rationale: Including Diversity, Equity and Inclusion and Fair Housing components in local association strategic plans brings all entities of the REALTOR® associations in alignment and supports a more comprehensive approach in achieving DEI and Fair Housing goals. If approved, the Core Standards Compliance Form would be amended as follows:

  1. Unification Efforts and Support of the REALTOR® Organization
    C. Every association shall annually certify that its board of directors has reviewed and discussed the association’s business or strategic plan, that the plan includes an advocacy component, a consumer outreach component, a Diversity, Equity and Inclusion (DEI) component, and a Fair Housing component, and that those components have actionable implementation strategies.

Recommendation #3

“To amend the Core Standards requirements to require associations to annually certify that they have conducted or promoted a Diversity, Equity and Inclusion and a Fair Housing activity, with options for completion that take into consideration association membership size and diversity.”

Rationale: Adding a standard that requires associations to annually engage in Diversity, Equity and Inclusion and Fair Housing initiatives supports the REALTOR® association’s 2020 strategic priority, which is focused on greater DEI among association members/leaders and a commitment to achieving housing equality and affordability. Recognizing that there are significant discrepancies among associations due to membership size and diversity, this recommendation is scalable and provides a variety of options to allow creativity and adaptability to meet the additional standard. If approved, the Core Standards Compliance Form would be amended as follows:

  1. Unification Efforts and Support of the REALTOR® Organization
    Associations must annually certify they have conducted a DEI and a Fair Housing activity. This requirement can be met by completing a number of different activities, such as the following:
    1. Measure and assess membership diversity in the association membership and develop an actionable roadmap for local association DEI;
    2. Conduct Fair Housing training;
    3. Conduct an At Home with Diversity (AHWD®) course;
    4. Form a Diversity Committee or a Fair Housing Committee;
    5. Conduct implicit bias training (e.g., NAR’s implicit bias video);
    6. Other DEI or Fair Housing activities.

Note: Fulfilling these requirements under IV. Unification Efforts may also fulfill a requirement under II. Advocacy or III. Consumer Outreach, but not both.

Recommendation #4

“To amend the Core Standards requirement for leadership development education/training to include a commitment to greater Diversity, Equity, and Inclusion among the association’s volunteer leadership; to increase leadership education and awareness of the Core Standards; and to ensure greater understanding of staff and volunteer leadership roles and responsibilities.”

Rationale: Staff leaders provide continuity and have the knowledge and resources to ensure that their volunteer leaders are apprised and aware of association policies, practices, and initiatives. This recommendation supports the need for education and training to prepare volunteer leaders for success in their leadership year. If approved, the Core Standards Compliance Form would be amended as follows:

  1. Unification Efforts and Support of the REALTOR® Organization
    K. Associations will annually provide resources for or access to leadership development education and/or training for their elected REALTOR® leaders, including:
    1. Assessment and encouragement of DEI;
    2. Education, understanding and awareness of the Core Standards;
    3. Understanding of the roles and responsibilities of staff and volunteer leaders as outlined in the President/Chief Staff Executive Checklist.

Associations will document the training, tools, programs, and resources to which they offer or provide access.

Recommendation #5

“To amend the Core Standards requirements to require associations to have the ability to interact with members in a remote work environment via a virtual meeting platform.”

Rationale: As the coronavirus stay-at-home measures restricted in-person gatherings, REALTOR® associations retooled their business practices and are providing virtual offerings to ensure ongoing member services. Virtual meeting platforms include but are not limited to Zoom, Skype and WebEx. The new virtual work environment presented unexpected cost and time saving efficiencies that allows for greater member engagement. This recommendation expands opportunities for members who aren’t always able to participate in live offerings. If approved, the Core Standards Compliance Form would be amended as follows:

  1. Technology
    B. Every association must utilize an email and/or internet-based means for member communication and have the ability to interact with members in a remote work environment via a virtual meeting platform.

Recommendation #6

“To amend the Core Standards requirements to require all associations that administer professional standards to have the services of a certified Professional Standards Administrator.”

Rationale: This revision reflects existing NAR policy requiring associations that administer professional standards to have the services of a certified Professional Standards Administrator. If this recommendation is adopted, the Core Standards Compliance Tool will be modified as follows and will enable associations to identify their Professional Standards Administrator:

  1. Code of Ethics
    B. Every association will maintain a viable professional standards process to enforce the Code of Ethics and provide arbitration and mediation as member services. Associations must have a fully functioning professional standards committee with administrative capability to conduct the program including a certified Professional Standards Administrator, or must administer professional standards enforcement through a multi–board (or regional) professional standards agreement with other associations or with the state association.

Core Standards Hearings Process

Associations that do not comply with the Core Standards risk losing their REALTOR® association charter. If an association appeals the state association’s conclusion that the local association did not meet the Core Standards, the local association has an opportunity to appear before a five member hearing panel of the NAR Association Executives Committee to show cause why the association’s charter should not be revoked. The Core Standards hearing panel’s recommendation is then reported to the NAR Board of Directors for final action.

In October 2020, NAR’s Research Group conducted a focus group to seek input on the Core Standards hearing/appeal process. Focus group participants included former hearing panelists and state association staff who have been involved with the process.

Outcome: The focus group report was shared with the work group and will be discussed at a future meeting when the work group explores possible modifications and improvements to the hearing/appeal process.

Core Standards Compliance Tool and Additional Resources

Work group members provided the following suggestions for enhancing the Core Standards Compliance Tool and expanding resources to assist AEs in the compliance process:

  • Highlight the REALTOR® Association Resource Exchange (RARE) database on nar.realtor as a resource for AEs to share locally developed Core Standards resources.
  • Modify the Core Standards Compliance Tool to be more interactive, allowing AEs to share documents and resources.
  • Provide greater outreach to new AEs by incorporating the Core Standards Compliance Tool and Core Standards resources in NAR’s New AE Orientation and offering training sessions, virtually and on-site, during NAR meetings.
  • Create a recognition program for associations that exceed the Core Standards, similar to existing recognition programs for Advocacy, Global, and Commercial programs.

Future Action

The work group is asking for a term extension or reappointment to allow time to complete its charge. Due to the Coronavirus pandemic and social/racial injustice issues in the aftermath of the George Floyd killing, work group priorities shifted. The work group pivoted to identify recommendations that would provide relief to those who were challenged to meet the standards in a virtual environment, and also focused on incorporating Diversity, Equity and Inclusion and Fair Housing into the Core Standards to align with REALTOR® association strategic priorities. An extension or reappointment allows the work group the time it needs to address the appeal and hearing process.

Work Group Members

Mike Valerino, RCE, Chair (OH)
Jan Marie Ennenga, e-PRO®, Vice Chair (AZ)
Lisia Amburn, RCE (TN)
Brendan Bailey, RCE, CIPS® (MA)
Nicole Banbor, RCE (NJ)
Mike Barth (PA)
Sandra Carroll, RCE (MA)
Ann DeFries (FL), Law and Policy Liaison
Kathy Hartman, RCE (CA)
Allan Hetkowski, RCE (PA)
Emily Horn, RCE (CA)
Erica Huffstetler (AR)
Matthew Lafferty, RCE (DE)
Shay Lawson, RCE (AL)
Shauna Love, RCE (CA)
Amanda Nagle, RCE (IA)
John Petrack, RCE (PA)
Robin Pompey (MI)
Patrick Reilly, RCE (NY)
Jeanie Richardson (MO)
Suzanne Silva, RCE (RI)
Donna Stone, RCE (MO)
Diane Streichert, RCE (NJ)
Jodi Viehman, RCE (SC)

Liaison:
Ann DeFries (FL)

Staff Executives:
Cindy Sampalis (IL), Andrew Scoulas (IL) and Jeremy Green (DC)

AE Competencies and RCE Body of Knowledge Work Group

Association Executives Committee
AE Competencies and RCE Body of Knowledge Work Group
March 16 and April 22, 2020

Work Group Purpose

Update the AE Competencies and RCE Body of Knowledge document that serves as the foundation for all AEC professional development courses, as well as the RCE designation exam.

Meeting Activity

The first meeting of the AE Competencies and RCE Body of Knowledge Work Group was held on March 16 via Webex. An overview of the AE Competencies and RCE Body of Knowledge document was provided, highlighting the three levels of competencies (Administrative, Management and Leadership) and the competencies that are tested on the RCE exam. Consultant Ginger Downs reviewed a template that seven small teams of this work group used to review the competencies to which they were assigned. Consultants Ginger Downs and Alice Martin worked with the teams to review the competencies and make recommendations.

The second and final meeting of the AE Competencies and RCE Body of Knowledge Work Group was held on April 22 via Webex. Each small team reviewed their proposed changes and work group members provided feedback. The final changes were approved and the updated AE Competencies and RCE Body of Knowledge will be available December 2020 and will be used to update The Answer Book, RCE exam questions, as well as the REALTOR® Association Management and Advanced REALTOR® Association Management self-study courses.

Next Steps

This work group will sunset after the REALTORS® Legislative meeting.

Work Group Members

Margy Grant, RCE, CAE, Chair
Deb Haines-Kulick, RCE, Vice Chair Patricia Anderson
Jean Beck, RCE
Mary Kay Brickey, RCE
Lance Evans, RCE
Kenneth Hogan, RCE
Jon Houser, RCE
Alan Jeffries, RCE
Suzan Koren
Debbie Leber, RCE
Teresa McKee, RCE
Bo Pattan
Jonnie Phillips
Susan Pyzynski, RCE
Sharon Sample, RCE
Evelyn Schultz, RCE
Patrick Wallace, RCE
Stephanie White, RCE
Dale Zahn, RCE
Jennifer Zeller, RCE

Liaison
Ann DeFries

Staff Executive
Renee Holland

Association Leadership Diversity Work Group

Association Executive Committee
Association Leadership Diversity Work Group
October, 2020
Final Report

Work Group Purpose

Engage local associations to foster greater inclusion of diversity among association leadership and to create synergy amongst local chapters of multicultural To identify tools, training and other support for local associations to increase the inclusion of diversity in their leadership and to build partnerships with local multicultural real estate organizations.

Background

The work group focused on three broad areas to address its charge -- resources for training, flexible tools, and promotion of best practices – and also sought to identify how to incorporate outreach and partnerships into each of these areas.

During the course of the year, the killing of George Floyd and subsequent conversations of race and equity in the United States brought greater urgency to the work group’s purpose. Work group members encouraged dialogue, listened to member concerns, and led discussions in their local communities and throughout the country regarding race and inclusion. The work group was uniquely positioned to contribute to the AEI Year-Round sessions that focused on Diversity, Equity and Inclusion (DEI).

The work group also discussed NAR’s clear commitment to inclusion of diversity statement, presented by NAR President Vince Malta and the NAR Leadership Team. NAR’s statement was valuable in setting the foundation for why DEI in the association and in our leadership is critically important to our industry and association. NAR’s statement prompted state and local associations to engage in open discussions and consider their own practices of inclusion and encouraging diversity in association leadership. Several state associations hired staff experts on inclusion of diversity and made examination of race and equity in real estate a priority for their associations.

Recommendations

Recommendation #1

“To develop and provide a resource for state and local associations on a clear case for inclusion of diversity that includes a summary of the history of race and real estate; the benefits of greater education, awareness, and discussion of racial issues; and an overview of how inclusion of diversity and partnership with local multicultural real estate groups helps the association achieve its goals.”

Rationale: NAR’s message on the importance of inclusion is well stated in multiple messages and materials and has already been influential in encouraging state and local association Diversity, Equity and Inclusion (DEI) initiatives. A clear, single document can guide and support state and local staff and volunteer leadership teams as they develop plans to further their DEI plans. This recommendation is that the resource be created as part of the existing activities in the Diversity program and would not require additional funding.

Recommendation #2

“To extend the Diversity Association Leadership Work Group for one year.”

Rationale: The Work Group needs additional time in order to complete the work set forth in the Work Group’s Report and to coordinate the specific recommendations with the Diversity Committee, as needed.

Recommendation #3

“To support the recommendations of the AEC Core Standards Work Group to amend the Core Standards requirement for leadership education/training to include a commitment to greater Diversity, Equity and Inclusion among the association’s volunteer leadership and require local associations to measure, to assess and encourage increased diversity in their leadership relative to their market area demographics, include diversity and inclusion and fair housing in their strategic plan, and to take specific actions from a menu of choices addressing DEI and fair housing. Associations may partner with other associations to satisfy the requirement for specific actions addressing DEI and fair housing.”

Rationale: Staff leaders provide continuity and have the knowledge and resources to ensure that their volunteer leaders are apprised and aware of association policies, practices, and initiatives. This recommendation supports the need for education and training to prepare volunteer leaders for success in their leadership year. The AEC Diversity Association Leadership Work Group supports adoption of a Core Standards requirement for leadership education and training to include a commitment to greater Diversity, Equity and Inclusion among the association’s volunteer leadership. Fair housing and diversity activities serve complementary but different objectives for REALTORS® and REALTOR® Associations. Fair housing is a foundational part of being a REALTOR® and addresses the REALTOR’s duty to the public to provide equal housing opportunities. DEI is about the relationship of the REALTOR® to the REALTOR® Association and their engagement with each other in association matters. Engaging and involving diversity among leadership supports the goals of becoming a more unified organization within the real estate profession.

Tools and Resources

Associations have varying capacities, market areas, sizes, and association management styles requiring a flexible set of tools and resources that AEs can use to guide their associations. Simple checklists provide a starting place and frame of reference that can lead to more specific and detailed guides, roadmaps and training. The work group identified numerous tools and resources that can complement NARs current inventory of materials to help association’s implement their DEI initiatives. The work group recommends that NAR continue to offer its diversity and inclusion grants, and that the following materials be developed:

  • A checklist outlining the overall steps an association can take to address DEI and specific checklists that summarize the following
    • Overall steps to inclusion of diversity
    • Setting up a Diversity Inclusion Committee
    • Training options and resources
    • NAR resources and grants
    • Sources and use of data on demographics
  • An actionable roadmap that identifies paths and steps an association can take to address and increase DEI with links to tools and resources. A recommended Actionable Roadmap is attached.
  • Dashboard that shows local associations member demographics
  • List of multicultural chapters by state
  • Best practices examples
  • Metrics to evaluate progress
  • Guide for selecting speakers and facilitators
  • Study guides and assessments for use in training
  • Speaker’s bureau or regional or national lists of trainers especially on implicit bias and association planning on race and inclusion

Training

The work group identified three specific audiences for whom training is needed: AEs, association staff, and volunteer leadership. Training for staff and volunteer leaders will vary from association, and facilitators who are champions for inclusion will also need to be identified. Training for AEs can be offered at the AE Institute, in partnership with state associations at state AE sessions, and online. The work group strongly recommends that implicit bias training be a key component of the training for all three audiences. The working group also recommends that NAR begin identifying and developing local, state and/or regional champions for inclusion of diversity. These members would be selected and trained much like RPAC champions, to promote and encourage DEI and to help associations with their respective initiatives. The work group offers the following guidelines for developing new training materials:

  • Training content for all audiences
    • Case for inclusion
    • How implicit bias impacts engagement in the association
    • Strategies for inclusion relative to demographic data
    • Identifying and recruiting engaging mentors/leaders
    • Partnerships with multicultural groups
  • Specific content for AEs in addition to the above
    • NAR tools and grants
    • Evaluation metrics
    • Implicit bias training to address inclusion at the association
    • Strategies for inclusion relative to size, management style, and demographic data
    • Identifying, recruiting, and engaging mentors/leaders
    • Providing in-house training to staff and leadership
  • Specific content for association staff
    • Adapt NAR’s diversity training for local association staff to use
  • Providing Training
    • At NAR Meetings: For AEs at AEI, GAD Institute, etc., For Diversity Champions at NAR conferences
    • On-line: Develop video or computer-based training for each recommendation
    • Offer AEs training on facilitating discussion and planning among staff and volunteer leaders.
    • Champions of inclusion: train and recognize local champions to facilitate discussion and planning
    • Speaker Bureau: Develop regional/or national trainer lists, especially on implicit bias training and on association discussions regarding race and inclusion

Promotion, Evaluation and Best Practices

In addition to having a clear statement regarding the need for and benefits of an inclusive association and leadership, the work group recommends that NAR promote the tools and training available to local associations and identify best practices that can inspire and motivate other associations to develop and implement their own diversity and inclusion activities. Recent examples of success in reaching the association’s diverse membership market area; engaging diverse members in the fabric of the association; and building a diverse leadership are needed. These examples should reflect different sizes, management styles and market area demographics.

To identify these best practices, the work group recommends metrics that can be used to evaluate the success of local associations in meeting the goals of inclusion. These metrics should be based on accomplishments, not activities, and should be measurable. The following metrics are recommended:

  1. Overall – changes in diversity included in leadership relative to market and member demographics. Three measures should be included: Overall market demographics, member demographics and leadership demographics.
  2. Discovery stage –
    1. Identification of members serving diverse markets
    2. New contacts from among members serving diverse markets
    3. Increased understanding of the real estate needs of diverse markets
    4. Identification of multicultural chapters and leaders
    5. Communicating case for inclusion to membership
  3. Engagement stage –
    1. Members serving diverse markets attending committee meetings, association events
    2. Members serving diverse markets participating as leaders in events and activities, in classes, on committees.
    3. Publicity regarding diverse member engagement
    4. Participation by leaders of multicultural groups in association activities
    5. Participation of association leadership at multicultural group activities
    6. Multicultural group leaders and members included in leadership training
  4. Realization stage -
    1. Diversity on key committees related to Advocacy, Professionalism and ethics, and member professional development
    2. Leadership training includes diversity among participants and inclusion as a topic of training
    3. Leadership structure, including staff, reflects diversity
    4. Leaders representing diversity sent to the state association and NAR
    5. Governance structure includes paths for diversity inclusion

Using these metrics in examining diversity grants awarded to local associations, as well as other examples of association success, will build a current library of best practices that can be shared with all associations.

Diversity, Equity and Inclusion Initiatives Implemented in 2020

With heighted social and racial injustices issues at the forefront this year, with input from the work group, NAR staff is implementing the following initiatives, some of which are already complete:

  • Actionable Roadmap for Local Associations
  • Benefits of local multicultural partnership and list of local chapters (on nar.realtor/diversity)
  • Implicit bias training related to fair housing
  • Demographic data dashboard for local association demographics
  • AEI Year-round sessions on DEI
  • Programming at the Leadership Summit focused on DEI
  • NAR’s clear commitment on inclusion of diversity statement

Next Steps

The work group recommends that it be extended for an additional year to complete the work outlined above and coordinate the specific recommendations with the Diversity Committee, as needed. The Diversity Committee manages the Diversity and Inclusion grants and is developing actions to recognize success at the state and local level as well as guidance on local diversity committees. In partnership with NAR staff and a consultant, the work group can deliver a comprehensive package of tools, resources, training materials, diversity champions, and best practices to assist state and local associations in furthering DEI initiatives and encouraging greater diversity in association leadership.

Work Group Members:

Michelle Mills Clement, Chair (IL)
Deb Junkin, RCE, Vice Chair (GA)
Karen Becker, RCE (CO)
Laurie Benner (MD)
Carrie Chang (MN)
Marisol Correa-Barbosa, RCE (FL)
Keri Epps-Rashad (NC)
Carol Hawk, RCE (FL)
Jo Ann Johnston (WA)
Justin Landon, RCE (KY)
Peggy Llagas (Guam)
Nita Martin, RCE (FL)
Josh McFall, RCE (AL)
Kim Shindle (PA)
Gabe Walsh (IA)
Scott Williams (OH)

Liaison:
Ann DeFries (FL)

Staff Executives:
Krystal Allen, e-PRO (IL)
Fred Underwood, RCE (DC)

Association HR Issues Work Group

Association Executives Committee
Association HR Issues Work Group
Friday, November 6, 2020
2020 Annual Conference and Expo - Final Report

PURPOSE: To address common REALTOR® association human resources issues and concerns, and identify tools and best practices that can assist REALTOR® association staff in relations with other staff and volunteer members.

BACKGROUND: Over the past several months, a contingency of AEs expressed concern about conflicts and challenging relationships between AEs and volunteer leadership. This work group was formed to take a closer look and determine whether these were isolated instances or if there was widespread concern. NAR was also interested to know what human resource issues were causing concern among associations.

A comprehensive 23-question survey was sent to AEs and state, local and national leadership in early 2020 to determine the proportion of associations that has experienced conflict between AEs and volunteer leaders, whether the conflicts were resolved and what factors might be linked to those issues.

In the meantime, prior to the first work group meeting, COVID-19 closed most associations and a need developed for crisis management plans in order to maintain operations and services to members.

WORK GROUP ACTIVITY: During the first virtual meeting in March, it was determined the group could best accomplish its purpose by organizing into two breakout teams:

  1. Crisis Management and Emergency Preparedness and 
  2. Resources and Training for Enhancing Relationships with Leadership

The work group met again in May at NAR’s Legislative Meetings and discussed how to best meet each team’s goals. It was determined that each group would identify tools, services and needs, both existing and those that might need to be developed, to provide in an online toolkit, of sorts, for each of the above topic areas.

Each group met again virtually in July 2020 and at a final virtual call in August 2020. Outlines were solidified to guide staff on the topic areas that were recommended for each of the online toolkits. Content for each toolkit was identified and specific examples, websites, and existing tools/services were cited and suggested for both topics.

RECOMMENDATIONS FOR FUTURE ACTION: The work group recommends that staff move forward and develop two online toolkits that cover the topic areas above. The toolkits are to reside on nar.realtor, where they are readily accessible to all REALTOR® associations, and should be revised and updated as appropriate.

Work Group Members:

Beth Hansen, RCE, Chair
Tina Grimes, RCE, Vice Chair
Lanie Bauer
Christie Bevington, SRES
Tiffany Claxton, RCE
Amanda Creel, RCE
Sheila Dodson, RCE
Amanda Fowler
Tina Franklin
Roxie Glenn, RCE, CRS, GRI
Debra Hansen, RCE
Jamie Horbach
Tracy Huotari, RCE
Jamie Johnson, RCE
Janet Kane, RCE, CIPS
Brianna Keysacker
DaVina Lara
Twis Lizasuain
Stacey Loh
Kim McCoy, RCE
Ryan McLaughlin, RCE
Monica Solis Pena, RCE
Rosemary Scardina, RCE
John Sebree, RCE, CIPS
Lynne Wherry

Liaison:

Ann DeFries (FL)

Staff:

Kyle Lambert London (DC)
Carole Kaptur (IL)

November, 2020

AEC / Global Business Councils Work Group

Association Executives Committee
Global Business Councils Work Group
November 4, 2020
Meeting Summary/Final Report

Work Group Purpose

To explore NAR’s Global Business Councils Program and identify resources and support that could assist local and state associations in their domestic global efforts; provide input on NAR’s global achievement program and propose enhancements to recognizing global business excellence. 

Background:

This work group is a continuation of the 2019 Global Business Councils Work Group and is now charged with implementing the ideas that the 2019 work group created.

Meeting Activity:

Through virtual meetings with work group leadership, the group worked in the following three breakout teams to accomplish its purpose:

  • Communications: focused on how to communicate the global message on available AE communication channels
  • Data: focused on gathering data on global business programs across the country
  • Resources: focused on developing a comprehensive reference of existing materials on global council management 

The work of these three breakouts resulted in a three phase plan that will unfold as follows: 

  • Phase I: merge the information on nar.realtor about global business councils with the work group’s output. 
  • Phase II: condense this into one digital resource and reconstruct it for an easy user experience.
  • Phase III: customize it for an effective user experience (AEs, REALTORS®, international partners)

Staff has the information it needs to work on the various phases and have the finished product ready in the first quarter of 2021. 

Work Group Members:

Andrea Bushnell, Chair (NC) 
Tessa Hultz, Vice Chair (NY) 
Casey Angel (NC) 
Carrie Arblaster (OH) 
David Bennett (FL) Laura Crowther (SC) 
Lynda Fernandez (FL) 
Dave Garrison (FL) 
Theresa Hatton (MA) 
Jacob Knabb (IL) 
Jakeeva Lee (IL) 
Dolly Matten (MN) 
Nicole Murray (PA) 
John Riley (SC) 
Angela Shields (TN) 
Steve Volkodav (CO) 

Liaison:

Anne DeFries (FL)

Staff Executives:

Cynthia Bair (IL) 
Lisa Calarco (IL)

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