For many licensure candidates working to accomplish their career goals, firm culture is almost inseparable from licensure progress. Licensure candidates work alongside firms and employers to earn and document professional experience through the Architectural Experience Program® (AXP®). In exploring NCARB’s new Competency Standard for Architects and NCARB and NOMA’s Firm Guide for Best Practices in Licensure Support, we’ve identified several key considerations for firms and leaders within the profession to keep candidates on the path to licensure.
As a leader in your firm and the profession, establishing a structured framework for licensure candidates ensures confidence in architects’ competence when it comes to health, safety, and welfare of the public—no matter the pathway they took to demonstrate that competence. Key elements of a successful framework include:
1. Understanding Current Licensure Programs
The first step in supporting licensure candidates at your firm is understanding the current licensure requirements, so you can guide candidates through the path that works best for them. This is especially crucial for AXP supervisors and mentors. NCARB and NOMA recently developed the Firm Guide, which includes best practices and recommended policies to support firms looking to establish an equitable culture of licensure support. NCARB also offers several free resources for supervisors and mentors, including webinars, free continuing education courses, and newsletters to keep leaders updated on latest licensing requirements and regulations.
2. Offering a Structured Approach to the Architectural Experience Program
Candidates are dependent on their firm and supervisors to gain the wide variety of experience opportunities required to complete the Architectural Experience Program. By establishing a structured framework for all AXP candidates at your firm, you can ensure that licensure candidates gain equitable access to experience opportunities, while having a strategy in place to meet all program requirements. NCARB provides several resources for AXP supervisors and candidates to establish clear expectations and strategies to support their licensure journey, including the AXP Candidate and Supervisor Expectations Guide and the AXP Guidelines.
3. Providing Financial Support for Licensure
An essential element to supporting emerging professionals is offering financial support for licensure. There are several levels of financial support to consider based on your firm’s budget and funding capabilities. From covering the cost of licensure as a professional development benefit to offering study resources to candidates preparing for the exam, financial support can help improve employee retention and performance. Strengthening teams at an individual level can offer long-term benefits for your organizational goals.
4. Supporting Candidates Preparing for the Architect Registration Examination (ARE®)
Licensure candidates preparing for or currently taking the Architect Registration Examination® (ARE®) require support beyond payment for the cost of the exam. NCARB recommends that firms maintain a library of the study resources outlined in the ARE Guidelines. Funding memberships or subscriptions to third-party test prep materials is also an option for firms exploring ways to support candidates.
5. Encouraging Collaboration and Being Transparent
Whether from peers or mentors within the firm, candidates can benefit from interpersonal support to guide them on their journey. Depending on the size of your firm and the number of licensure candidate, as a leader in the profession you can choose to foster a community where candidates can coordinate study efforts, share advice and best practice, and develop informed licensure strategies to meet their career goals. Explore hosting lunch-and-learns, cohorts, community meetings, or even appointing a licensing advisor—offering candidates one-on-one support as they navigate licensure requirements.
While not all firms are able to offer material benefits to newly licensed employees, being transparent about the process for receiving or applying for post-licensure career opportunities can reduce the risk of unconscious bias. Including important information like one-time bonuses, salary ranges, promotion application processes, or other opportunities available to newly licensed architects in your employee handbook to share with AXP supervisors who can review with candidates, communicating post-licensure benefits and processes.
AXP supervisors can also offer opportunities for open communication and opportunities to share feedback, encouraging candidates to share how they feel about the support they are receiving on their path to licensure—giving insight where AXP supervisors and firm leaders can offer more guidance or maintain ongoing efforts!
Learn more about the Competency Standard for Architects and explore other NCARB resources.
