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Pennrose Announced as Winner of Training Magazine’s 2019 Training Top 125

November 30, 2018

Pennrose has been named to Training magazine’s Training Top 125 for the second consecutive year. As the leading business publication for learning and development professionals, the annual Training Top 125 ranks companies’ excellence in employer-sponsored training and development programs. The Training Top 125 winners will be recognized during a black-tie awards gala on February 25.

“Our talented and dedicated employees are at the heart of Pennrose’s mission to transform communities for the better,” said Mark H. Dambly, President of Pennrose. “Every day, we strive to provide our 400-plus employees with the tools, training and support they need to make a genuine impact in the communities in which we operate, and lead fulfilling and successful professional lives.”

Pennrose fosters a company-wide atmosphere of learning through a robust curriculum of professional development opportunities and company-paid training and credentialization. Employees have the opportunity to partake in best practices training on a variety of industry programs, such as Yardi, Tax Credit Specialist, manager training, Certified Occupancy Specialist (COS), company-paid real estate licenses, and Certified Apartment Maintenance Technicians (CAMT).

To ensure employees are satisfied in their role and given the opportunity to grow, the company regularly conducts engagement surveys, midyear pulse surveys, quarterly learning-needs analysis, and focus groups. Pennrose also frequently hosts employee outings, events, and conferences to improve collaboration and creativity, and promote team bonding.

The Training Top 125 ranking is based on myriad benchmarking statistics. Statistics include total training budget; percentage of payroll; number of training hours per employee program; hours of training per employee annually; detailed formal programs; learning goals; Kirkpatrick Level 3 and 4 evaluation; and business outcomes measurement. The ranking is determined by assessing a range of qualitative and quantitative factors, including financial investment in employee development, the scope of development programs, how closely such development efforts are linked to business goals and objectives, and the results they achieve.

To learn more about the Training Top 125, please visit