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CRP? GMS? SCRP? SGMS? The story behind relocation certification.

Jerry Funaro | October 29, 2020

Choosing the right corporate relocation company can be confusing. An important part of the process is assessing the qualifications and credentials of each firm’s relocation professionals and looking at what level of relocation certification they hold.

While conducting due diligence, you will find that some relocation company employees have a series of letters following their names. These represent a professional relocation certification they have earned from Worldwide ERC^®, the recognized industry authority in managing and servicing a global mobility workforce.

If you are an HR or other professional not associated with Worldwide ERC, these designations might be Greek to you. This primer will briefly describe the two major certifications awarded by Worldwide ERC^® and their variations.

Relocation Certification #1: Certified Relocation Professional (CRP)

According to Worldwide ERC, the Certified Relocation Professional is a competency-based designation program for mobility professionals primarily engaged in corporate/employee mobility within the United States. CRPs are recognized for demonstrating a comprehensive knowledge of the principles and practices of U.S. employee relocation across all facets of the industry and their dedication to continuing education in this specialized field.

To earn the CRP designation, candidates must have industry experience and sit for a challenging, three-hour exam that covers policy development and administration, home sale programs, U.S. tax and legal compliance issues, relocation appraising and trends in relocation. To retain the designation, CRPs must earn at least 30 recertification credit hours every three years to remain current on evolving industry trends.

An elite group of professionals has been awarded the SCRP or Senior Certified Relocation Professional designation. In addition to earning and maintaining the CRP designation, the SCRPs have contributed substantial time and expertise for the benefit of the employee mobility industry.

Relocation Certification #2: Global Mobility Specialist (GMS)

Those three letters signify that the relocation professional has specialized knowledge of global workforce mobility and is committed to growing his or her expertise in the field. Professionals with the GMS designation have an in-depth understanding of the various options for international relocation assignments, issues surrounding spouses and families, visa and immigration considerations, tax consequences and much more.

To acquire the GMS designation, candidates complete three training modules and then must pass a comprehensive exam on the fundamentals of global workforce mobility and intercultural management skills. To retain the GMS designation, professionals are required to complete 15 continuing education credits in international management/global workforce mobility every three years.

GMS designees who complete additional training in global mobility earn the Senior Global Mobility Specialist (SGMS) designation. In addition, GMS designees can take a supplemental strategic talent mobility course that focuses on how talent mobility and talent management align. After successfully completing this course and passing an exam, candidates earn the Global Mobility Specialist-Talent (GMS-T) designation.

TRC Global Mobility is proud of our continuing education and training and the relocation designations our employee owners have earned. We work hard to stay in front of issues and trends in the mobility field, sharing this information with our clients to support their business goals.

For more information on selecting a relocation management company, this ebook outlines the steps in a typical relocation procurement process, including: assessing your needs and the level of relocation support you need; issuing an RFIs and RFPs; and evaluating potential relocation service partners and pricing proposals.

A primer on home finding assistance in relocation packages

TRC Global Mobility | November 20, 2015

Corporate relocations entail more than a new job position. The list of items that come into play for any relocation is long, but at the top is usually finding a new place to call home.

Most corporate relocation packages include some type of home finding assistance. The benefit can vary considerably, from a lump sum to a full-service, escorted area orientation, depending on the company and sometimes the employee’s position.

Regardless of the scope of the program, the goal of TRC Global Mobility is to make the relocation as stress-free as possible and provide expert, professional advice throughout the process. Read More

The dreaded alternative minimum tax: Prepare now for April, 2015

TRC Global Mobility | March 26, 2014

It might seem way too early to think about 2015, but when it comes to taxes, now is the perfect time.

Many of the employees of our relocation clients were hit with a heavier tax burden this year, just some of the 3.9 million Americans that had to pay the dreaded alternative minimum tax, aka AMT. Under our dual tax system, taxpayers have to pay whichever amount is higher – regular income tax or AMT. The AMT does not allow many of the deductions allowed on regular returns – personal exemptions, standard deductions and deductions for state and local taxes paid.

TRC Global to Attend Worldwide ERC National Relocation Conference

TRC Global Mobility | April 28, 2012

May 9-11, 2012 Henry Gonzalez Convention Center, San Antonio, Texas

TRC Global Mobility will also be sponsoring the Relaxation Station, with complimentary chair massages throughout the conference.
TRC Global will be exhibiting at Booth 301. Come and meet the team.
Jerry Funaro, CRP, GMS, Vice President, Global Marketing will be moderating the session:

Techniques and Resources for Estimating Move Costs

Involuntary Renters, Part 3: Possible Policy Adjustments For Reluctant Renters

TRC Global Mobility | February 7, 2012

In parts one and two of this blog series we discussed homeowner transferees who are able to sell their home but cannot afford to buy another one. Since so many of these “reluctant renters” have needs that go well beyond the basic renter package, companies can find themselves with numerous exceptions and the possibility of inequitable treatment and unintended precedents. To fully address the varied needs of today’s renter population, it’s worth considering several tiers of renter benefits.

For today’s reluctant renters, potential benefits could include: Read More

Involuntary Renters: A Growing Trend in the Domestic Relocation Industry Part 2: How To Handle Your Reluctant Renters

TRC Global Mobility | January 21, 2012

Classic domestic relocation policies clearly distinguish between renters and homeowners. Renters are assumed to be younger, more junior employees, often single or married without children. Since the classic renter has no home to sell at the departure location, no home to purchase at the destination and significantly less in the way of household goods and other encumbrances, he or she typically received a modest package of benefits relative to homeowner transferees.

In part one of this series we discussed a new type of employee relocation situation: homeowners who are able to sell their home but cannot afford to buy another one. Read More

TRC Expands Footprint, Staff in Northeast to Support Continued Growth

TRC Global Mobility | November 8, 2011

Expanded Eastern Operations Center and added relocation professionals to serve longtime and new clients –
Shelton, Conn. (November 7, 2011)

To support current and future client needs and to house its growing Northeast region staff, TRC Global Mobility has relocated its Eastern Operations Center to a spacious new facility in Shelton, Connecticut. This full-service office now includes professionals in operations, inventory management, expense administration and marketing.

“We’ve grown at a brisk but manageable pace in the Northeast region”, said Doug Berto, TRC’s President. “This has been particularly gratifying given the still-dicey economy and the downsizing that many other companies are experiencing. We’re looking forward to continued growth in the coming year.”

TRC’s expanded Eastern Operations Center is located approximately 1.5 hours from New York City and 2 hours from Boston. The office is easily accessible from the Merritt Parkway, Interstates 95 and 84 and airports in Hartford, Westchester County, New York and New York City. The almost-new space was built out with state-of-the-art technology and telecommunications and is now fully operational.

TRC’s Eastern Operations Center is located at 6 Corporate Drive, Suite 444, Shelton, Connecticut 06684.

Why Cafeteria Relocation Benefits Are Making a Comeback Part 1: Flexibility

TRC Global Mobility | October 26, 2011

With so many impediments to relocation today, from traditional issues such as spouse career concerns to more recent problems such as “upside down” homes, companies, employers and relocation management companies are clamoring for a more creative, flexible approach. Without creativity and flexibility, many moves simply won’t happen.

This is where “cafeteria”-style relocation benefits come in. A cafeteria approach can help meet employees’ needs for flexibility, control overall program costs, and most importantly, enable companies to achieve their business objectives in a challenging environment. Cafeteria relocation benefits had a flash of popularity in the 1980s and 1990s but faded from the spotlight as more structured, tiered polices gained favor. Read More

Cultural & Language Training in Relocation

TRC Global Mobility | October 12, 2011

Careful cultural assessment and training can mean the difference between a successful assignment and a costly, failed one. Companies commonly invest $1 million or more in an international assignment, yet about 30 percent of assignees end up returning early – and an alarming 70 percent fall short of the goals established for the assignment. Too often, these failed international relocation assignments are blamed on poor housing choices, unhappy spouses and children or misdirected emotions, when in fact the real reason is cultural disconnection.

Select the right candidate

One of the mistakes companies commonly make is to pick the candidate with the best technical qualifications, with little consideration of how he or she (and his or her family) will function in a different location and culture. For example, it’s typically assumed that a hard-charging, effective New York executive will be equally successful in Tokyo. In fact, taking an employee out of his or her comfort zone can disrupt both professional and personal rhythms, upsetting the family unit and compromising workplace effectiveness. To succeed in a markedly different environment, the candidate (and his or her family) must possess flexibility and a sense of adventure.

Before an offer is made, a certified cross-cultural training provider can use targeted tests and exercises to assess the family’s flexibility and adaptability for an international assignment. Human resources professionals and hiring managers can use this information to determine the likelihood of a successful assignment and even to build a pool of vetted, prospective assignees.

TRC Relocation Summit 2011!

TRC Global Mobility | August 31, 2011

Are you a corporate professional looking for solutions to your employee relocation challenges?

Join TRC Global Mobility this September for a complimentary relocation summit! Network with fellow professionals in a friendly, stimulating environment.

September 14-16, 2011 at the Intercontinental Milwaukee.
Worldwide ERC® has approved the Summit for 9 CRP recertification credits!

Sessions include:

Culturally Thriving…or Merely Surviving: Why Cultural Training is the Critical Determinant for Success on International Assignment
– Dean Foster, President, Dean Foster Associates

Relocation Tax and Legal Update
– Peter Scott, Tax Counsel, Worldwide ERC®

The Economy, Housing Demographics and the Housing Market
– Mark Eppli, Professor and Bell Chair in Real Estate, Marquette University

Trends & Topics: What’s Hot, What’s History and How it Will Affect our Industry and Your Program
– Moderated by Alan Trippel, CRP, President, Trippel Survey & Research, LLC

Today’s Mortgage Market: Strategies for Success
Tom Dempsey, Vice President, Relocation Program, Quicken Loans

Policy RX: An interactive discussion of policy prescriptions for your relocation headaches
John Sculley, SCRP, Vice President & Managing Director, RIS Consulting Group
Cathy Bauman, CRP, GMS, Account Executive, Global Mobility Services, Runzheimer International
Contact TRC Global Mobility to learn more!