DRMP’s Learning and Development (L&D) program is central to the employee experience and supports continuous growth and engagement throughout the firm. In celebration of National Learning and Development Month, it’s a great time to reflect on how DRMP continually invests in the development and success of its people.
While not every organization has a formal L&D program, DRMP is proud to offer a robust and well-rounded one. From day one, new hires gain access to an in-house learning management system, detailed information on workshops and training opportunities, a mentorship program, and business development bootcamps. This year, the program expanded to include engaging new activities, such as field trips to the firm’s project sites and an interactive Mario Kart e-tournament team building activity to help build employee relationships.
DRMP’s L&D team delivers these programs, introducing creative, innovative ways to learn. In this Q&A, DRMP L&D Specialist Jake Burton shares an inside look at what makes the program career centered, how L&D supports employees across roles and regions, and what exciting changes are on the horizon.
What types of learning opportunities does DRMP offer throughout the year?
DRMP offers a variety of professional development opportunities throughout the year. Our 101 series, forexample,educates our employees on DRMP’s various disciplines, while our SpeakEasy series builds public speaking skills and confidence in front of an audience. The Book Club, held monthly, continues to engage a dedicated group of participants. Our mentoring program launches annually in January and remains active throughout the year, supporting long-term professional growth. Moving into next year, we are looking at culture specific training that focuses on microcultures and how to create the best possible working environment and team. We are also planning for more leadership and project manager training.
Are there any certifications, accreditations, or continuing education credits offered through the program?
Yes, we do our best to ensure that every course we offer is eligible for Professional Development Hours (PDHs) or Continuing Education Units (CEUs). While it’s not always feasible, we make every effort to provide opportunities that support both professional growth and credential maintenance. We’re also now offering ethics courses on our in-house learning platform, Nexus, which will count toward PDH credits.
What's new or upcoming in DRMP's L&D program this year?
We’re really excited about what’s ahead. We’ll be rolling out a full L&D schedule at the start of the year, so employees will have a clear view of what’s coming and where we’re focusing our efforts. For employees who want an early peek, they can check out NEXUS, our in-house learning platform. They might spot a few hints, clues, and maybe even some easter eggs about what’s on the horizon.
We’re also mixing things up with a couple of new initiatives. First, DRMP’s inaugural Mario Kart e-tournament – because sometimes the best way to build stronger teams is with turtle shells, banana peels, and a little friendly sabotage. And for something completely different, we’re launching a Field Trip Program to connect our business services staff with field teams for a firsthand look at project sites.
Can you share some success stories or examples of how L&D has helped employees grow?
Since joining DRMP, I have observed a noticeable shift in how employees engage and connect. I believe our L&D efforts have played a key role in developing more intentional team building and learning that values vulnerability, collaboration, and genuine excitement. Through thoughtfully designed programs, L&D has helped create spaces where employees feel more supported and connected on a deeper level.
What makes DRMP's L&D program unique compared to others in the industry?
I believe DRMP is on the cutting edge of investing in training our talent the way we do. This is fun because the sky really is the limit. We are setting the norms and the expectations for our program, which gives us the necessary room to focus on what our staff need instead of focusing on keeping up with the competition.
How common are company-wide L&D programs, and how does DRMP align with or differ from those trends?
To my understanding, L&D programs/departments/teams are a relatively new thing to the professional world. Having people purely focused on the development of our talent is an amazing way to create retention and drive reciprocal investment from our staff. Our L&D team is lucky because our supervisor knows our skills and trusts us to develop amazing programs. We have the room we need to be creative, but we also have the support we need to go the distance.
Jake Burton serves as a Learning and Development Specialist for DRMP.
