Abstract

RMA units in smaller organizations face some challenges that their larger counterparts don't. In large institutions, such as big universities, RMA units can be vast and filled with highly specialized personnel. But in smaller settings, these units are often compact, with a small team juggling numerous responsibilities, rarely overlapping in skillsets. This creates unique hurdles that larger units do not encounter.
Three key challenges arise: the Competence Challenge, the Growth Challenge, and the Career Challenge.
The Competence Challenge is by far the most pressing. In a small unit, the diversity of tasks means each member must cover a broad spectrum of knowledge. Unlike larger units, where specialists can focus on mastering their niche, small unit staff often don’t have the luxury of deep dives into any one area. Keeping up with the rapidly changing landscape of RMA becomes a constant struggle. They face the same expectations for proficiency and expertise as larger units, whether they are handling a handful of cases or several dozen. The challenge is to maintain a high level of competence across multiple areas, without the benefit of specialization.
The Growth Challenge involves the unit’s capacity to take on new responsibilities, while the Career Challenge concerns the lack of clear advancement paths. However, both are influenced by the core issue of competence, as without the ability to specialize or delegate, these challenges become harder to address.
The conclusion, based on the experience from a small RMA unit, is that small RMA units must strategically balance their workload, find efficient ways of broadening their expertise, and seize growth opportunities when they arise.