APC: process explained
Going the right way
24 February 2012
Martin Conlon gives a comprehensive explanation of the APC process
In recent years, we have seen a number of candidates who present themselves for the APC fall short in several areas. This article is designed to explain the process and hopefully point both candidates and their employers in a much better direction.
What is the APC?
The APC is the practical training and experience which, when combined with academic qualifications, leads to RICS membership. It aims to ensure you are competent to practise as a chartered surveyor. The APC normally consists of a period of structured training and a final assessment interview. This structured training period is primarily competency-based. When a candidate presents themselves for the final assessment they must have completed all the competencies: that is the role of the employers, through the supervisor and counsellor. Although a lot of the competencies are generic to the various RICS professional groups, this article will concentrate on those that relate specifically to building control.
In addition to achieving the required level of knowledge, skills and behaviours set out in the competencies, you must also demonstrate that you:
- are a good ambassador for your profession, RICS and your employer;
- are aware of the professional and commercial implications of your work;
- understand your clients’ and employers’ objectives;
- have up to date and developing knowledge of legal and technical matters relevant to your work and the law of the region or country in which you practise; and
- have the confidence to work unsupervised.
To enrol on and start your APC, you must be in suitable employment with a firm that has a structured training agreement in place (if it does not, provisional enrolment is still possible), unless you are enrolling on the Graduate Route 3 or Adaptation Route to membership. The point at which you are eligible to start the APC depends on whether the RICS accredited degree you are taking (or have completed) is undergraduate or postgraduate and the mode of study you are following. For all candidates, the accredited degree course must be successfully completed before applying for final assessment interview.
Back to the beginning
If an employer appoints a graduate from a university that operates an RICS-accredited degree programme, the assumption is that the candidate has a grounding in RICS basic standards.
The first task is to produce the structured training programme which both candidate and employer sign up to. This is very important: it is personal to the candidate, as it sets out over the 23 months exactly what competencies should be achieved and when. An RICS regional training adviser can assist with this if required.
For all candidates, the accredited degree course must be successfully completed before applying for final assessment interview. The APC structured training requires you to complete and record a minimum period of relevant practical experience to demonstrate that you have the skills and ability to practise in your chosen surveying specialism.
For Graduate Route 1, the minimum training period is 23 months with 400 days’ minimum relevant practical experience completed by the time of submitting for final assessment. The competencies a candidate is assessed against depend on the chosen APC pathway. Some competencies are mandatory for all pathways: others are technical and relate specifically to the chosen pathway. The technical competencies include those that are compulsory and some that are optional. Candidates may choose a combination of optional competencies.
Once you have selected the competencies, you can begin recording your structured training. These records must be completed on the APC templates available for download from the RICS website and submitted to RICS for final assessment.
The structured training programme should identify any areas in which the employer cannot provide training. Both employer and candidate should then seek out alternatives so that the candidate can complete the necessary competency. This could mean secondment to another organisation or another part of the same organisation, or getting together with local regional organisations to provide a network of training opportunities.
What does the APC involve?
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There have been very good cross-sector partnerships between public and private sector organisations and these should be encouraged. I would like to see a register of training providers and what they can offer so that candidate and employer can select the one that suits them best. On the employer’s side, the candidate should have a supervisor and a counsellor. Before you send your completed enrolment form you’ll need to appoint a supervisor and counsellor and select the competencies for your chosen APC pathway before you start your structured training.
Appointing a supervisor and counsellor
Your supervisor will normally (but not necessarily) be a chartered surveyor appointed at your workplace. Usually this will be your line manager or the person responsible for giving you guidance on your training and day to day work. Your counsellor must be a chartered surveyor and is usually (but not necessarily) appointed at your workplace.
Your supervisor and counsellor work in partnership to assess your achievement record and play an important role in deciding when you are ready to apply for final assessment, certifying all the documents you submit and ensuring that your day to day training is sufficiently structured to meet the requirements of your chosen APC pathway.
Choosing your competencies
The APC requires you to demonstrate that you have the skills needed to perform specific tasks. The competencies are based on attitudes and behaviours as well as ability and knowledge. The specific competencies you must demonstrate depend on the APC pathway you follow. Your choice of pathway will be determined by your employment as you can only demonstrate competence on the basis of actual work experience. Each pathway requires a period of structured training during which you complete the mandatory and technical competencies that make up the minimum requirements for the APC.
The competencies have three levels:
- Level 1 Knowledge and understanding.
- Level 2 Application of knowledge and understanding.
- Level 3 Reasoned advice and depth of technical knowledge.
Mandatory competencies
These competencies are a mix of the professional practice, interpersonal, business and management skills that are considered necessary for all surveyors. The following minimum standards must be achieved:
To Level 1:
- accounting principles and procedures;
- business planning;
- conflict avoidance, management and dispute;
- resolution procedures;
- data management;
- sustainability; and
- team working.
To Level 2:
- client care;
- communication and negotiation; and
- health and safety.
To Level 3:
- conduct rules, ethics and professional practice.
Technical competencies
For each APC pathway, specific technical competencies must be achieved. These are divided into core and optional competencies, and defined and explained in the relevant pathway guide.
Your supervisor and counsellor can advise you on your competency selection. The work you do in your day to day environment will be reflected in your choice of technical competencies: your choice of optional competencies may alter as your training develops.
Martin Conlon is Director of Assent Building Control and a member of the RICS Building Control Professional Group
Further information
- APC on RICS: What Is The APC?, APC Templates
- Books on APC: APC Candidate's Guide, APC supervisors and counsellors guide