Editor's note: This blog post was adapted from a 2009 issue of Direct Connection.

Today’s emerging professionals represent the future of the profession. It is up to every firm, large and small, to support and mentor their growth as they pursue licensure. Support comes in many ways—from providing exposure to the diverse areas of practice required for the Intern Development Program (IDP) to offering study materials for the Architect Registration Examination® (ARE®). Firms that have a reputation of supporting employees along the path to licensure find that it’s easier to acquire and hire new talent, as well as keep valuable trained employees. We asked three firms around the country to share how they support their employees’ along the path to licensure.

Searl Lamaster Howe Architects
Aspiring architects in this small Chicago firm are involved in every phase of the design process—from initial planning and schematic design to construction administration. The office has an open format with no doors, so even if someone isn’t involved with a specific project, they can listen, learn, and offer advice.

The firm offers regular “lunch and learns” and pays for other continuing education classes on a case-by-case basis. Aspiring architects can use a variety of ARE study materials available in the office are paid for the time they spend taking the exam.

“Because we are a small firm, everyone has contact with our clients,” said Principal Pam Lamaster-Millett. “The more licensed professionals we have on staff, the better we can divide our resources between projects, without risking quality. We believe licensure is an important step in professional development because it gives the profession legitimacy.”

Perkins Eastman
Each of the Perkins Eastman’s nine U.S. offices has a licensing advisor to assist staff with their IDP needs. The firm provides a wide range of opportunities for aspiring architects so that they are exposed to as many areas of architectural practice as possible before they start taking the ARE. “Putting theory into practice is critical for success, which is why we participate in the IDP,” according to the firm’s website. “By matching candidates to mentors and providing resources, advice, and guidance, we help propel emerging professionals.”

An integral part of the firm-wide education program includes training for the LEED AP exam, firm-wide design forums, and continuing education “lunch and learns,” to name a few. Perkins Eastman scholarships are available to employees to fund continuing education through classes, seminars, and conferences. In addition, the firm encourages staff to form study groups with others in the office who are taking the ARE and pays for ARE study materials.

GBD Architects
At the Portland, OR, firm, every aspiring architect is assigned a mentor to meet with on a regular basis. GBD Architects also has a licensing advisor who maintains a large library of materials that employees can use to prepare for the ARE. In addition, the company offers regular “lunch and learns,” pays for various software training, and holds annual LEED training sessions that are free for staff.

“By promoting licensure, our firm is more marketable,” said S. Scott Martin, AIA, LEED AP. “A better trained staff improves production, which makes clients happier. GBD really tries to promote from within and empower people to improve themselves.” Once employees become licensed, they are typically made associates within the year. With that title, they receive a notable bump in salary, company stock, and increased vacation time.