“In my day”
Whenever practitioners talk about the APC, it doesn’t take long before the phrase “in my day” springs up. As our profession evolves, it is only right that the way we select the next generation should evolve as well.
Some of you may remember when we set examinations to decide who was eligible for membership. With the development of technical Colleges, Polytechnics and ultimately Universities, it became illogical to set further exams, but we deemed it appropriate to test candidates’ practical skills and attitudes in an exam setting after they had gained their degree.
This was what we called the “Test of Professional Competence” (TPC). Some of you may remember being set a task, and exercising your knowledge and judgement to devise solutions to a range of practical problems. The TPC Guide ran to four sides of print – one was a message from the President.
Returning ownership to Members
This procedure was designed to re-create the workplace. First we only interviewed the border-line cases; subsequently we interviewed everyone.
Candidates sat a test in the morning and faced an interview in the afternoon. But over ten years ago, practitioners felt that it would be more appropriate to actually use the workplace. Who better than the employer to know how their trainee was doing?
This was a crucial shift of responsibility. The Membership took back ownership of the process. Candidates can only present themselves for final assessment when Members are satisfied that competence had been achieved, rather than because the clock said so.
To clarify what practitioners meant by “competence”, the principles were explained in a Guide and a range of definitions was produced.
Competency Advice
Those practitioners who took the time to read the definitions (rather than just the competency titles) generally understood the requirements, and agreed that they matched the wide range of tasks that Chartered Surveyors might be called upon to perform.
The concept of “core” and “optional” competencies allowed practitioners to select those that were relevant and achievable. Over a period of time, the individual competency requirements were refined. The range of optional competencies was widened. Mandatory competence was split from technical competence.
Recently, the Pathway Guide was published by the faculty. This puts each competence into a context.
Undoubtedly, further refinements will be introduced to respond to the changing expectations of Members and their clients.
The Principles remain the same
But over years, the principles have never changed. Candidates have to develop and demonstrate a “knowledge and understanding” of a range of surveying issues. And they have to show their managers that they can effectively apply that knowledge in the workplace.
It was never expected that a candidate would have practical experience of every situation, but the Guides have always contained a requirement that the candidate demonstrates “an up-to-date and developing knowledge of (relevant) legal and technical matters”.
And the Guides have always asked employers to “identify the breadth and depth of relevant experience needed to fulfil the APC competencies and plan the candidate’s work to achieve this.”
Employers in Scotland can contact Alan at RTAScotland@RICSonline.org. Others should contact their local RTA.
