Save the Date!!!

Sexual Harassment Seminar – June 20, 2007. Time and place TBD

Annual CTAA Conference and Trade Show – Friday, November 16, 2007. Mohegan Sun, Uncasville, CT

New Members

Apartment Management Members
Whiteco Residential
Crown Point at the Reserve
Darci Angarano
General Manager
50 Saw Mill Road
Danbury CT 06810
Phone 203-743-9900
Fax 203-743-4700
DAngarano@CrownPointReserve.com
www.CrownPointReserve.com

Associate members
ServPro of New Haven
Rob Zembruski
Sales rep/ estimator
One Corporate Drive
North Haven, CT 06473
Phone 800-243-8812
Fax 203-234-1204
Servpro9400@servproofnewhaven.com
www.ServProOfNewHaven.com

Complex Painting Services
Paul Whelihan, Jr.
254 Alewife Lane
Suffield, CT 06078
Phone 860-749-5559
Fax 860-370-9777
ComplexPaint@Yahoo.com

Member News – Promotions, Changes, New Hires …

AvalonBay announces the following changes:
Chad Hinkley was hired as the new Maintenance Manager at Avalon Danbury in Danbury, CT. 
At Avalon Walk in Hamden, Maria Crossland was promoted from Activities Manager to Leasing Consultant
Catherine Klein transferred from Avalon Walk to Avalon Haven as a Leasing Consultant

Tarragon Corporation announces the following changes:
WoodCliff Estates, Kelly Browning, Property Manager, Promotion from Assistant Manager
East Hartford, Laurie Knowles, Business Manager, Transfer from Lofts at the Mills in Manchester

Shani Joyner, Leasing Consultant, New Hire       
Ashli Townsend, Leasing Consultant, New Hire

Lofts at The Mills, Tracy Williams, Property Manager, Transfer from Woodcliff Estates in East Hartford
Manchester, Heidy Villanueva, Business Manager, Promotion from Management Trainee

Brian Krueger, Leasing Consultant, New Hire               
Autumn Ridge, Camilia Edwards, Property Manager, Promotion from Assistant Manager at Parkview Apartment in Naugatuck

Vintage at The Grove, Jennifer Labossiere, Property Manager, Transfer from Newbury Village in Meriden which sold.(temporary office at Lofts)

Profiles
Every month, the CTAA eNewsletter will profile two members of the Board of Directors for a glimpse behind the scenes of the workings of the CTAA. This month, we profile two women who have been Vice Presidents of CTAA for four years – Carrie Rocray and Rachel Vincent.

Carrie Rocray – CTAA Vice President

How did a girl from Maine end up managing seven multi-million dollar communities in lower and central Connecticut?  The road for Carrie Rocray, CTAA Vice President, has been filled with both purpose and achievement.  What began as the pursuit of a Communications and Journalism degree at Quinnipiac University has progressed into a successful career and a new family firmly rooted in Connecticut soil.

It was while attending QU that Carrie was first exposed to property management.  A tenant of Hamden Center in Hamden (now a Tarragon property), Carrie accepted a position in their Leasing Department to help with monthly expenses.  Two years later, now a QU graduate, Carrie learned of a Leasing Consultant position available within Avalon. 

Jump forward eleven years.  Carrie, now an Avalon Portfolio Director, has a family of her own, and oversees Avalon communities located in Wilton, New Canaan, Trumbull, Milford, Orange and Danbury (2).  With multiple building applications approved or pending within her portfolio area, her responsibilities will undoubtedly continue to grow!

In addition to her Avalon responsibilities and CTAA VP role, Carrie oversees CTAA’s Education Committee.  Responsible for designing and coordinating the delivery of the programs CTAA provides each year, Carrie says the biggest challenge is keeping the topics fresh and interesting.  “Members pay good money to join CTAA”, she said.  “It’s my job to ensure they get educational opportunities that bring value”.

Carrie first became involved with CTAA when her then boss, Dawn Green, “volunteered” her to join the organization.  When Dawn’s CTAA position changed from VP to President, Carrie inherited the VP post.  Since then, her responsibilities and involvement have only grown.  Asked what she’s found most fulfilling in her association with CTAA, Carrie sites the ability to meet people, both personally and professionally.  “The networking opportunities are excellent – I’ve made some great friendships and connected with people and resources that I normally wouldn’t have exposure to”. 

Looking to the future, Carrie is motivated to find new ways in which the group can grow.  Asked if she had advice for individuals anticipating membership in CTAA, she cited not only the networking and educational opportunities, but also the chance to be involved in an organization with a voice in governmental affairs - a group that works to defeat bills that are not in the interest of its members – a group that obviously, she’s very proud to be a part of.

Special thanks to CTAA communications committee member Anne Altieri of Landlord Law Firm for her interview with Carrie Rocray.

Rachel Vincent - CTAA Vice President of Associate Affairs

Rachel Vincent’s full-time position is Residential Sales Manager for CORT. She donates so much of her time and talent to the Connecticut Apartment Association, one wonders how she has time for her work.

Rachel has been the Vice President of Associate Affairs for CTAA for 4 years. Plus, she chairs the events committee and is transitioning into the huge task of Trade Show Committee chair in 2007. Every time the CTAA hosts an event, whether it is a networking event or an educational workshop, Rachel scouted for the venue, negotiated the contract and made all of the arrangements. It is a time-consuming process.

Since the age of 19, Rachel’s entire professional career has been in sales. She came into her present position via an account executive position for Putnam Furniture in May of 2000, then moving up through the ranks to Area Sales Manager.

 Rachel was a part of the original steering committee that formed the CTAA before it was an official affiliate of the National Apartment Association. She began with CTAA as the events committee chair, then was elected to the Vice President of Associate Affairs her second year with the organization.  

Rachel is proud of the CTAA because the organization has given the apartment industry of voice in Connecticut that it did not have before. She feels her greatest accomplishment with CTAA is that the events calendar continues to grow to include more networking and educational events each year. Rachel looks forward to chairing the Trade Show Committee because the annual conference and trade show define the CTAA on a large scale.

Articles and information you can use….

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Fifty Ways to Laud Your Leasing Consultant (& Other Employee Recognition Ideas)
By Kara Rice, CAM, CAS

Kara Rice, CAM, CAS is Vice President of Grace Hill, Inc., the industry’s leading provider of web-based education. She has 15 years of property management experience and can be reached at (561) 750-9245 or krice@gracehill.com.

Is anyone out there experiencing a staffing shortage lately? If your answer is a resounding “Yes!” you are in good company. The nation’s unemployment rate is the lowest it has been in years. Most of us are experiencing what is known as an “Employee’s Job Market”, which means that it is a very good time to be an employee and extremely challenging time to be an employer. In job markets as tight as what most of the nation’s major apartment markets are experiencing, just about everyone who wants a job already has one. What does that mean for your community? It is likely take a long time to fill any vacant position you have presently. Odds are that it will take you more searching than usual to find a candidate with the qualifications you desire who is willing to come to work for you at the salary you are able to offer. You should consider turning to professional recruiters for assistance in filling vacancies, though be aware that this service does not come cheap. You may even have to lower your expectations, raise your starting salary, or adjust your benefits package to fill open positions. A hiring manager faces many challenges in this market. You may wind up not only operating short staffed for an extended period of time, hiring an employee that is not as qualified as you desire, but also paying more both to recruit and to hire this individual. Increasing pay and benefits for new hires not only takes a toll on your budget, but can create a sticky situation in your workplace when your loyal staff members get wind of the superior package that has been offered to the new kid on the block. As if this weren’t enough bad news, this “Employee’s Job Market” packs one more challenge. Because your neighboring apartment communities and employers from other industries are experiencing the same staffing pinch, it is likely that your existing staff members will receive competitive offers (if they haven’t already). You could find yourself losing staff members more rapidly than you can fill your vacant positions. Unless you relish the thought of servicing all of your own work orders, touring all prospects, and processing all receivables in addition to performing your already extensive list of managerial duties, you had better get an employee retention plan in place quickly!

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There is no better time than the present to acknowledge and reward your team members who are there for you every day, rain or shine. Take the time to support each member of your staff, reward them for their efforts, and make sure they are not getting burned out by working too many hours or days in a row. This is even more difficult to do when you are not operating on a full staff. However, if you do not take the time to show your support and share some kind words or gestures now, you just may find yourself with another vacant position on your hands. “I have used a lot of little things to reward my staff over the years,” says Gerry Hunt of Paragon Properties, Co. in Kalamazoo, Michigan. Hunt’s strategies include awarding a pack of lifesavers to the Maintenance Technician who discovered – and fixed – a water leak before it caused major damage; preparing a home-cooked breakfast for the leasing staff on the morning after they moved in 23 new residents in one day; and issuing special name tags with a gold star for staff members who have been with the company for a year or more. As Hunt’s suggestions indicate, you can get a lot of mileage out of very inexpensive recognition techniques. Sometimes it is the small stuff that really makes the biggest difference. “Even a daily ‘thank you’ goes a long way, ” says Hunt. Many multi-family professionals have learned that next to money, food just may be the next greatest motivator. Pulling your staff together for a special meal or treat can be a great way to relax together and build camaraderie. Lisa Radcliffe, a legal assistant and former Property Manager from Southern California organized a monthly employee lunch. Each month a different team member would select the restaurant and Radcliffe would use the opportunity to award her “Employee of the Month” certificate and other awards over the meal. “It was a lot of fun to get the employees together on a social basis,” says Radcliffe, “and to interact on a more personal level.” In Orlando, Florida, Maintenance Supervisor Vincent Van Rijn of Equity Residential Properties Trust says nothing ends the week better than a Friday afternoon staff happy hour. “We talk over what we’ve accomplished and what we have ahead next week,” says Van Rijn. “We also take that opportunity to pass on the kudos to the person or persons who excelled that week.” What a great way to release the stresses of a busy week of punching out apartments, patching roof leaks, and mediating resident disputes. If your creative juices don’t exactly flow when it comes to brainstorming unique ways to recognize your team members, never fear. Here are dozens of tried and true techniques for letting your staff know that they are appreciated. Some of the ideas below are fun and some are more serious, but all are easy to plan, simple to implement, and better still, they won’t bust your budget. Keep this article close at hand and make it a habit to employ at least one of these recognition strategies per week. If recognizing employees is not something you are good at, don’t be afraid to delegate the task. Find someone on your team who is exceptionally

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good at making people feel good. Make employee recognition a formal part of his or her job description. While there is no doubt that recognition makes the most impact when it comes from the boss, it is better to delegate this task to another than to fail to recognize your employees at all.

• A Little Thank You - Hallmark Cards sells “Itty Bitty Greeting Cards”, a playing card sized package of 10 miniature greeting cards. Choose the “Workplace Pack” for $4.95 and you now have 10 rewards for under fifty cents apiece. These cards are just made for slipping onto someone’s golf cart or in a stack of daily work orders.

• Jumping Java – Never underestimate the power of caffeine. Stop by the gourmet coffee shop on the way into the office and pick up a one-pot sized bag of coffee beans for about $1.95. If you are feeling really generous, go for a decorative mug to complement the coffee.

• Try Your Luck – Keep a stash of $1 scratch-off tickets in your desk. Use them to reward an employee on the spot.

• Employee Appreciation Day – Most of us have held a “Resident Appreciation Day”. Why not vary that idea just slightly and shower your team with the same kind of attention? Invite your residents to participate and make it a really memorable event.

• Pot Luck Party – Invite your employees and their families to bring a dish to share for dinner with the whole staff. Interacting with team members’ significant others is another way to break down barriers at work and improve communication.

• Singing Telegram – Impressed with someone’s work? Call them up and sing so! Here’s the easiest way to sing someone’s praises: think of any widely known tune (“Happy Birthday”, “Jingle Bells”) and change the words to suit your needs. Then, call up your special someone and belt it out! Don’t be shy -- there is no room for modesty in this wacky world of property management.

• One A Day – Your local office supplies store carries one-a-day calendars for every hobby and passion. Pick one that suits your employee’s tastes and he’ll remember your thoughtfulness every day.

• Start A File – When you send your staff member a note of praise, include a manila folder labeled “Success File”. Include the suggestion “File this note in the enclosed folder. Add to the folder any other such notes from residents, employees, etc. When you are having a down moment, flip through here to remind yourself of all the positive things you have achieved.”

• T-Time – Purchase an inexpensive white t-shirt and decorate it with fabric safe markers or paint to celebrate an outstanding achievement. This is especially fun when done for an entire staff.

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• Take A Letter – Everyone loves the sound and sight of their own name. Order stationary or note pads with your employee’s name on it. Cheaper still – print out some snazzy customized address labels from your computer.

• Party Time – With the help of the rest of the staff, sneak into your superstar’s office and decorate her area with balloons, streamers, and banners. This is sure to make her feel as special as if it were her birthday!

• Create A Card – Visit your local card store and use their greeting card computer to customize a professional looking card that says exactly what you are feeling.

• Bake A Cake – If that is beyond your capabilities, pick one up from your supermarket bakery and decorate it with your words of praise or thanks.

• Put It In Words – Vary the way in which you express your gratitude and praise. Send a handwritten card for small items; send a professionally written letter on company letterhead, carbon copied to the company big wigs, for momentous accomplishments. Your employee will cherish both formats for the different messages they send.

• Call Your Mother – Actually, call your employee’s mother, or his father, or his spouse or significant other to let that person know how pleased you are with the work of their loved one. I promise you this kind gesture will not quickly be forgotten.

• Praise Publicly – Recognize your employee’s good efforts in a public way. If your company has an internal newsletter, publish a message of praise there. If not, insert a letter praising this individual’s good work into each and every paycheck your company issues this pay period.

• Tag Along – Invite your superstar to be your guest at the next Apartment Association dinner meeting.

• Share the Soapbox – Invite your staff member to say a few words about his or her accomplishment at the next staff meeting, or to assist in implementing his or her idea at another community.

• Call the Boss – Ask your boss – or your boss’ boss – to call this individual and recognize his or her good work.

• Knowledge Is Power – Invite your team member to spend a day with you learning the ropes of your position. If you are really bold, offer to spend a day with your employee at his position in order to gain a better appreciation for his duties, too.

• Tool Time – Reward your employee with an improved work tool that will make his or her life easier. Upgrade your Maintenance Supervisor to the latest and greatest two way radio/cell phone, install a DSL line to your Manager’s office for super fast internet access, or outfit your leasing consultant with a top of the line day timer.

• You’ve Got Class – Sign your outstanding employee up for advanced schooling through the Apartment Association, IREM, or other educational resources.

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• Loosen the Reigns – Promote your hourly employee to a salaried position. This promotion may not involve a change in title or pay, but the freedom from the time card is worth a mint.