Appraisal Start Program

[J Grant]

“It has long been known and of major concern that the appraiser population is aging, retiring or leaving the industry at a rate greater than the number of new appraisers entering the industry to replace them,” said Greg Stephens, a Member of NAC and Chief Appraiser/ SVP of Compliance for Metro-West Appraisal Co.

Why are there so few new appraisers entering the industry? Because of LOW FEES like you pay, Metro West. Why are more appraisers leaving the industry? Because of LOW FEES like you pay, Metro West. What a bunch of crap these "Chief Appraisers peddle...but it's a spin the regulators and industry want and thus ASC has proposed reduction in education and training/supervising to accommodate. Appraisers selling other appraisers out, what a surprise.

All it needs is enough desperate/greedy/short sighted appraiser to participate and train, they always seem to find them. .

 

[Evincere]

“It has long been known and of major concern that the appraiser population is aging, retiring or leaving the industry at a rate greater than the number of new appraisers entering the industry to replace them,” said Greg Stephens, a Member of NAC and Chief Appraiser/ SVP of Compliance for Metro-West Appraisal Co.

Why are there so few new appraisers entering the industry? Because of LOW FEES like you pay, Metro West. Why are more appraisers leaving the industry? Because of LOW FEES like you pay, Metro West. What a bunch of crap they expect us to believe, but all they need is enough craven, stupid appraisers to train for a short term bump in pay for it to work, and they always find them.

JT. Metro and other outfits like them do find them but burn through them as fast as they get them. Its a churn and burn cannon fodder feeder program.

 

[bnmappraisal]

https://www.thestartprogram.com/

Interesting information posted on FB (haven't seen it here, may have missed it).

The S.T.A.R.T. Program is a solution for training the next generation of appraisers. It is developed by a national consortium of industry experts to solve the challenge of declining numbers of appraisers entering the profession. Our objective is to develop a systematic recruitment, training, supporting, and certification program so trainees and new appraisers have the requisite knowledge and skills to complete appraisals.

I didn't see it on FB but received an email yesterday from AXIS (the AMC)
Join AXIS and CRN in Rebuilding the Appraisal Profession – Become a Supervisor Today!
"
According to The Appraisal Institute, there were 2,000 fewer working appraisers in the field in 2016 than there were the year before, and many of those still in the industry are beginning to age out of the workforce -- The average age of a working appraiser is now 54 years old.

In addition, the industry has not been very successful in supporting the growth of new appraisers. According
 to Inman News, Colorado – one of the four states with the most significant appraisal-related problems – only added 32 new appraisers in 2016. In some states, there are simply not enough working appraisers
 to manage the present workload.

Yet we understand it from your perspective: Appraisers in saturated markets rarely want to utilize their most precious resources (time and money) to take on a trainee. Our best and brightest appraisers realize that the MLS fees, software fees, licensing fees are one burden, but even greater is the time it takes to train someone with no real way to monetize that investment. Licensing coursework gives trainees a theoretical framework, but the industry has always relied upon the Supervising Appraiser to do the heavy lifting. And lenders and investors have had little understanding of what the practicum aspect of appraisal training consists of, thus making lenders reticent to accept trainee work, which only adds to the inability of Supervisors to monetize their investment.

So how do we solve this growing crisis? AXIS has spearheaded a movement with Collateral Risk Network (CRN) to reduce the barriers to taking on a trainee and we are calling on our lender partners to support the program as well. "

 

[J Grant]

How do we solve this growing crisis...look in the mirror, AXIS and CRN...you created it with the low fee nightmare micro management AMC model that is not attracting new people and shedding established appraisers as soon as they can exit. I doubt other than a small number of newbies, no matter that trainee hours are shortened or they can inspect on their own, will stick with it once they see the high pressure low reward bleak future of the model these AMC's keep perpetuating.

 

[Flakey]

Too bad there isn't an organization of Appraisers offering training and education for new candidates.

 

[hastalavista]

Funny though, how we refer to appraisers in the feminine, almost like pretending as if at least half were women..

I didn't know you'd find this offensive.
However, if you read my posts, you will find that I routinely use both genders when I talk about appraisers, contractors, borrowers, Realtors, underwriters, etc.
So my use of "she" isn't a denigration (because in the next thread I'll use "he" and vice-versa). It is a recognition that there are hers and hims in every stakeholder position that we (as appraisers) are going to come into contact with.

 

[Evincere]

Keeping it simple. Certain AMCs and certain entities via mergers, acquisitions and partnerships have been building their futuristic machine for a long time now- more simplified yet data rich formats, re engineered, less expensive appraisal products that appeal to lenders. More widgets and streamlined fast track education programs lobbying. Their problem is finding bodies to saddle up and ride their horses. Hence, appraiser shortages propaganda.

Unless very well paid, no existing appraiser population anywhere is going to die on that hill competing with themselves by bringing new talent into the industry. And saturating fees further

The current Quid pro quo system has not and is not anywhere near acceptable.

 

[Terrel L. Shields]

It is free

Welfare is "free"...for the beneficiary, so who benefits?

Head Start Program was already taken

enroll today!

 

[hastalavista]

When I had a fee shop and was actively training trainees, I didn't lower my fees. Indeed, my fees were slightly higher than most of the competition.
If I were to take on a trainee now, I wouldn't lower my fees (and my fees are definitely higher than typical... and my turn-time is longer than typical).

I will agree with Evincere 100%; if an appraiser is not getting a sufficient fee now (where they take 100%), that same insufficient fee makes less sense on a split-basis... because proper training and supervision is more work than most think (at least, based on my experience and certainly for the first year).
This is a training program concept. If I wanted to grow my firm and I wasn't sure how to do it, I'd look to this program to use as a template. I would certainly encourage lenders to engage firms (as is done routinely in the commercial world and was done in the residential world prior to HVCC); the principal or key appraiser (be that a he or a she ) is approved with the lender and co-signs the report (taking full responsibility for its content). You don't have to grow your firm to a large size; a firm of 3-5 appraisers could be extremely efficient in their work-process; helping one another out, covering one another on vacation time, etc., etc.

And, not everyone wants to be a 1+ MAN shop or take on a trainee. That's fine as well.

I have no desire to take on trainees now (that can always change) for residential work. I could, and if I did, I could increase my volume by at least 50% without any impact on the fee I charge. At a trainee-level fee-split and based on my average mortgage appraisal fee, averaging the first year 3 to 3.5 appraisals a week, they are getting over $30k a year (50 work-weeks per year). That's not going to make them rich but they are not going to starve and not stay in the trainee position forever.

As to not wanting to train my competition, I hear that a lot and I don't have an issue if others feel that way. I've never felt that way and never worried about it. Most of the appraisers I trained stayed with me rather than going it alone (even though I encouraged them to take on their own clients and go their own way if they wanted to). I never had one "steal" a client. I did help some get approved with my clients when they went on their own.


This is a training-program outline/concept. No more, no less.

 

[Evincere]

I didn't see it on FB but received an email yesterday from AXIS (the AMC)
Join AXIS and CRN in Rebuilding the Appraisal Profession – Become a Supervisor Today!
Our best and brightest appraisers realize that the MLS fees, software fees, licensing fees are one burden, but even greater is the time it takes to train someone with no real way to monetize that investment.

So how do we solve this growing crisis? AXIS has spearheaded a movement with Collateral Risk Network (CRN) to reduce the barriers to taking on a trainee and we are calling on our lender partners to support the program as well. "

This is one of the most poorly written, self serving, illogical solicitations I have ever seen. And if AXIS and its partners at CRN don't know the solution and answer other than the one provided they are feigning ignorance, being disingenuous or just as uninformed as their Lenders and in NO POSITION or entitlement to be even offering training programs. It is what it is an laughable.

Because though they know the solution, a straw-man all important "supervisor" title persuasions is offered up instead as a substitute for monetary incentives? The monetary incentive is supposed to be the carrot of more the bodies in the filed and the possibility of more work at the existing fees?

The problem is clearly stated by the author AXIS, in black and white right in the body of the solicitation. However, the solution to the problem as stated - "no real way to monetize the Supervisors investment" is blatantly ignored, glossed over and goes unaddressed - there is no monetary reward promised, implied or inferred in the solicitation for Supervisors.

Apparently, their answer is to just throw more warm trainee bodies at the problem