“We were motivated by our mentors to go an extra mile”

In the appraisal profession most spend a lot of their time out in the field developing their own experiences and learning along the way. Vary few get the opportunity to have a great mentor to help guide them. The Texas Appraiser Licensing and Certification Board developed a great program available to appraisers credentialed in their state. The Buzz staff recently talked with Douglas E. Oldmixon, Executive Director of the Texas Real Estate Commission and Commissioner of the Texas Appraiser Licensing and Certification Board, to discuss the Mentorship Program in Texas.

Buzz: Thank you for taking the time out and speaking with us today. Before we discuss the mentoring program in Texas, can you tell our readers a little bit about yourself and how you began in the industry?

Oldmixon:  I have been a real estate attorney and broker since 1985, working in all major areas of this industry. Between 1989 and 1996, I worked in large investment portfolios and was a major user of appraisals and other evaluation products. From 1999 to 2003, I managed a specialty mortgage bank for Texas military veterans and held an ex-officio seat on the Board.  From 2004 to 2009 I had a commercial real estate brokerage firm; and since 2009, I have been the Executive Director of the Commission and Commissioner of the Board.  I take great pride in building quality teams to do highly effective regulation of real estate service professionals.

Buzz: Why was the mentoring program developed? What is the purpose of the mentorship program?

Oldmixon:  The program arose from observation of the remedial education that often accompanied disciplinary actions and developing ideas, cooperation and feedback from industry stakeholders.  Board staff recognized gaps in our effort to improve appraisers’ practice skills.  Traditional education courses do not always meet appraisers’ needs and did not allow sufficient time for meaningful discussions on the topics an individual required.  Something more than typical classroom education was needed.  We recognized that rather than a classroom setting, what’s sometimes needed is a flexible, 1-on-1 approach.  This makes two key things available that are missing from traditional education.  First, it allows you to tailor remedial training to fit individual needs and skill levels.  Second, it enables mentees and mentors to pace the training when questions arise or amplification is needed.  Both of these important functions are impractical in larger, generic classes.  The goal is to help appraisers become better at what they do, and mentorship provides a flexible tool to address shortcomings in an individual’s appraisal practice.

Buzz: How does the program work? What does an appraiser have to do in order to become a mentee?

Oldmixon: The program is used primarily in conjunction with a disciplinary order or a contingent dismissal resulting from a complaint pending with the Board.  However, it can also be used voluntarily by appraisers outside of the complaint context and we’ve had some appraisers do so simply to improve their skills.   A list of all Board-approved mentors is always available on our agency website (www.talcb.texas.gov/agency-information/about-the-board/talcb-mentors) and is provided to appraisers when necessary.  As part of a disciplinary action or contingent dismissal agreement, an appraiser has a prescribed timeframe to select a mentor and complete the required hours of mentorship, covering the specified remedial topics.  Mentors charge a fee for their services, which is set or negotiated between the mentor and mentee prior to the mentorship session.  Mentorship may be conducted in-person or by video conference.  Prior to starting the sessions, both the mentor and mentee sign a mentorship guidelines form which explains the process and each party’s responsibilities.  After completing the mentorship, the mentor signs a certification confirming all hours were satisfied, which is submitted to the Board along with the mentorship guidelines form signed by both parties.

Buzz: Have you seen success with this program?

Oldmixon:  Definitely.  We have received very positive feedback from both mentors and mentees, confirming the advantages of this type of program, which fills the void left by relying solely on more traditional education.  It also provides appraisers with a personal resource to consult on any appraisal questions in the future.  Utilizing the close 1-on-1 interactions that mentorship fosters increases the likelihood that appraisers will strengthen weak areas in their practice and avoid future complaints, discipline or other problems such as private civil suits.

Buzz: How does one become and remain a mentor for the program?

Oldmixon:  The Board votes to appoint mentors to a 2-year term based on submission of a written application and meeting minimum criteria.  The current Board-approved criteria requires mentors to: (a) Have over 10 years of experience as a certified residential or general appraiser; (b) Be either: (i) an AQB Certified USPAP Instructor or (ii) hold a recognized appraiser designation and be approved to teach courses to obtain that designation; and, (c) Be in good standing, with no formal discipline.  Once appointed, mentors receive an annual training by Board staff reviewing the mentoring process, the obligations of the parties, and information on the types of appraisal deficiencies they may encounter.  After the expiration of each 2 year appointment, mentors must reapply if they wish to serve an additional 2-year term.

Buzz: Do you see this program developing in other states?

Oldmixon:  Yes, our staff team has had contact with several states that are exploring this possibility in their jurisdiction.  Even the Texas Real Estate Commission is currently developing a similar program for use by their enforcement division.  We also have a similar voluntary work review service offered to appraiser trainees so they can, for a small fee, get an experienced “second opinion” on their work quality.

Buzz: Is there anything else of interest for appraisers about the program that you would like to touch on?

Oldmixon: We would encourage any interested appraisers who meet the minimum criteria to apply to serve as a mentor.  We are particularly in need of mentors in areas not traditionally covered by the major Texas metro areas such as the Valley, East Texas and West Texas.

Buzz: Thank you again for taking the time out and talking with us today. We appreciate the information you have to share about this program and wish you future success with it.

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