Standards: Creating Clear Career Paths

Allison Allen, BCE, Vice President of Membership & Certification, NPMA

The employees you want are looking for a career. A career includes waypoints that mark increasing expertise. One of the most effective strategies for building a stable, motivated workforce is implementing a structured career development program that utilizes industry credentials as clear advancement markers.

THE POWER OF CLEAR PROGRESSION

When potential employees can see a clear path forward, they’re more likely to view pest control as a viable career. A well-structured career path program shows employees what they need to achieve to advance, eliminating uncertainty and providing motivation for professional development. They can see how achieving additional certifications like the new NPMA PRO Certified will lead to increased responsibilities, better benefits, or higher compensation. This transparency helps employees take ownership of their career development and gives them concrete goals to work toward. You, as the employer, can support their pursuit of knowledge and experience through training and mentoring. Need help with those? Reach out to your associations and industry colleagues for training and mentoring resources.

A BASIC CAREER PATH PROGRAM

The QualityPro Model Career Path—highlighted in the September/October 2024 issue of PestWorld—is a great reference for companies starting from scratch. As your company grows, you will need to build in more levels and job titles, but the overall framework will still apply. Each of your technical, sales, and office teams will also need their own path once they complete your onboarding and are working independently. What follows is a framework for technical service professionals.

The First Year

Start with basic requirements: state/provincial licensing, safety certifications, and company/product-specific training. The first year should also include check-ins with a company mentor or supervisor who can help the new employee troubleshoot difficult scenarios. By the end of their first year, newer hires should know how to take care of their customers, how to meet key performance indicators, and what they need to do to advance. The industry credential they can set their eyes on is NPMA PRO Certified.

Retaining employees in their first two years is a challenge but giving them something to look forward to and something for the team to celebrate will help.

A Well-Rounded Professional

Most of your technical team members will spend their entire career as service professionals. They are the backbone of this industry. Keeping them up to date with the best practices in pest management is part of what makes them professionals. State- and province-level license categories differ widely in name, reciprocity, and requirements, but there are national credentials that fit this phase of a career.
After their first year, encourage employees to pursue NPMA PRO Certified. This industry-recognized credential demonstrates professional competency in Pests, Laws & Regulations, Safety, Equipment, Integrated Pest Management (IPM), and Industry Professionalism. Retaining employees in their first two years is a challenge, but giving them something to look forward to and something for the team to celebrate will help.

Advanced Specialization

In our rapidly changing society, lifelong learning is necessary. There is a world of certifications out there that require continuing education, as well as trainings that issue certificates of completion. Determine the skills you want to develop and recognize, then seek out credentials you can build into your career paths. 
Below are a few of the credentialing programs for specializations:

• QualityPro Client Service Professional (CSP)
• GreenPro
• OSHA 30
• Associate Certified Entomologist (ACE)
• Preventive Controls Qualified Individual (PCQI)
• Technology-focused training from Google, Microsoft, or your own software providers
• University-based distance-learning programs for business and sales topics that issue certificates of completion

CAREER PATH PROGRAM

Start by detailing clear requirements for each career opportunity. Define required certifications for each position, establish timelines for completion, and provide a guide to study materials and support.
If you build in credentials that cost money, be clear on when and how reimbursement for program fees or study materials will happen. You may want to link advancement to specific pay increases, offer certification bonuses, or provide additional benefits at higher levels. Some certifications come with a logo, so consider how you will co-brand your company with the credentials on signature lines, business cards, vehicles, and uniforms.

Buy-in from leadership and guidance from a human resources professional will be key. NPMA members can reach out to Seay Management Consultants as a member benefit. (Learn more at npmpestworld.org/seay.) You are investing in people and building a team, so rolling out a sustainable program is important. 

SUCCESS THROUGH STRUCTURE

A clear career path program benefits everyone involved. Employees gain direction and motivation, companies attract and retain talented staff, and customers receive better service. By making industry credentials like NPMA PRO Certified key components of advancement, pest control companies can create a workforce that’s both skilled and stable.

Remember: The most successful programs are those that align company needs with employee ambitions. Regular review and adjustment of the program ensures it continues to serve both purposes effectively, creating a win-win situation for employers and employees alike. 

NPMA PRO is administered by the Foundation for Professional Pest Management, an independent organization that has been developing good business practices and standards since 2004. NPMA PRO is endorsed by the NPMA. Learn more at npmapro.org or reach us at npmapro@pestworld.org.