AIA Best Practices represent the collective wisdom of AIA members. They are a compendium of practical knowledge acquired by AIA members in the real world of architecture practice—knowledge gained from experience, immediately applicable to a task at hand. Learn more about AIA Best Practices. Learn more about the IDP Outstanding Firm Awards Program.

AIA Best Practices for the IDP Outstanding Firm Awards program are organized by category.

• Mentoring
• Supervising
• Training Opportunities
• Commitment to IDP
• ARE Support
• Other

Category 1: Mentoring

In order to qualify for an outstanding practice in this category, firms must demonstrate a commitment to integrating mentorship into their firm culture. Some elements of an outstanding practice might include:

• Providing all intern’s with a mentor who is not their supervisor.
• Providing assistance in matching an intern with a mentor outside of the firm.
• Providing mentor support groups where mentors meet with each other and share best practices.

Firms should demonstrate leadership, not simply participation, in programs based in partnerships with other firms or local AIA components.




Current Best Practices

• Learn how Watkins Hamilton Ross Architects, 1996 IDP Outstanding Firm Award recipient, includes all staff in their mentoring program in the AIA Best Practice: “Seek Out the Many Rewards of Mentoring.”
• See how 2002 IDP Outstanding Firm Award recipient, Payette Associates, created a firm-wide program to improve mentoring and education in the AIA Best Practice: “Mentoring Interns: A Firm Commitment.”

See how Symmes, Maini & McKee Associates manages their annual mentor matching program in the AIA Best Practice: “Firm Supports Protégés Through Inclusive Mentorship.”

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Category 2: Supervising

In order to qualify for an outstanding practice in this category, firms must demonstrate a commitment to integrating quality supervision techniques into their firm culture. Some elements of an outstanding practice might include:

• Ensuring all supervisors are trained in IDP by their IDP State Coordinator, AIA Component, etc.
• Providing supervisor support groups where supervisors meet with each other and share best practices related to IDP.
  Firms should demonstrate leadership, not simply participation, in programs based in partnerships with other firms or local AIA components.

Current Best Practices

• Baskervill, 2007 IDP Outstanding Firm Award recipient, maintains peer advisory meetings where interns learn and help each other. An unanticipated benefit has been that interns push each other to be diligent and persistent in completing IDP paperwork and submitting it regularly. Review Baskervill’s 2007 IDP Outstanding Firm Award submission.
• SH Architecture, 2007 IDP Outstanding Firm Award finalist, expects each intern to strive for licensure. At quarterly performance reviews, interns’ progress in the completion of IDP is a means of evaluating their overall performance. Review SH Architecture’s 2007 IDP Outstanding Firm Award submission.

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Category 3: Training Opportunities

In order to qualify for an outstanding practice in this category, firms must demonstrate how they go above and beyond to ensure every intern has comprehensive training opportunities. Some elements of an outstanding practice might include:

• Actively integrating the Emerging Professional’s Companion in a unique way.
• Participating in cross-firm partnering and/or partnerships with an AIA component to create opportunities for interns in your firm.
• Providing paid time off for IDP Supplementary Education opportunities.
  Firms should demonstrate leadership, not simply participation, in programs based in partnerships with other firms or local AIA components.

Current Best Practices

• Scott and Goble Architects, 2007 IDP Outstanding Firm Award recipient, promote a single manager philosophy in which interns gain hands-on experience in managing all aspects of a project. Review Scott and Goble’s 2007 IDP Outstanding Firm Award submission.
• Einhorn Yaffee Prescott, 1995 IDP Outstanding Firm Award recipient, utilizes site visits coupled with lessons learned to teach less experienced professionals critical project management skills that are difficult to gain in the office. Read the AIA Best Practice: “Site Visits: Seeing is Believing and Learning.”
• HKS Inc., 1992 Outstanding Firm Award recipient, outlines how to organize EPC seminars through the AIA Best Practice: “Providing EPC Seminars in Your Firm.”

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Category 4: Commitment to IDP

In order to qualify for an outstanding practice in this category, firms must demonstrate commitment to growing the profession by providing tangible rewards for IDP excellence. Some elements to an outstanding practice might include:

• Ensuring all design staff, particularly those who are more than five years past graduation, are actively pursuing licensure by providing necessary administrative and financial support.
• Paying for the IDP Auxiliary Coordinator to attend the IDP Coordinators Conference.
• Linking completion of IDP to financial and professional rewards.
  Firms should demonstrate leadership, not simply participation, in programs based in partnerships with other firms or local AIA components.

Current Best Practices

• FEH Associates, Inc. and InVision Architecture, 2004 IDP Outstanding Firm Award recipients, partnered to create an IDP/ARE study group. Learn more about their process through the AIA Best Practice: “Crossing Firm Boundaries – Enhancing the IDP Experience.”

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Category 5: ARE Support

In order to qualify for an outstanding practice in this category, firms must demonstrate excellence in support of their ARE candidates. Some elements to an outstanding practice might include:

• Linking completion of ARE to financial and/or professional rewards.
• Providing financial support for attending ARE workshops.
• Providing study groups in-house or in partnership with other firms or AIA component.
• Provide paid time off for ARE study and preparation activities like workshops.
• Other financial support towards completion of the ARE. (i.e. expenses for travel to testing site)

Firms should demonstrate leadership, not simply participation, in programs based in partnerships with other firms or local AIA components.




Current Best Practices

• The Boston Society of Architects administers ARE Success Teams to provide candidates with a support network and study materials. Learn about their program through the AIA Best Practice: “ARE Success Teams.” [link to: http://soloso.aia.org/eKnowledge/Resources/PDFS/AIAP016358?dvid=4294964514] For more information visit their website: www.architects.org/are_success.
• AIA Miami created an ARE preparatory program including seminars, study groups, and a resource library. Read their AIA Best Practice: “Preparation for the Architect Registration Examination.”
• FEH Associates, Inc. and InVision Architecture, 2004 IDP Outstanding Firm Award recipients, partnered to create an IDP/ARE study group. Learn more about their process through the AIA Best Practice: “Crossing Firm Boundaries – Enhancing the IDP Experience.”

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Category 6: Other Outstanding Practices

AIA’s Intern Development Program Advisory Committee recognizes there are many outstanding practices that do not squarely fit into the five delineated categories. Firms applying for the IDP Outstanding Firm Award may submit one statement including all activities falling outside of the specified categories. This statement may count as one of the necessary three categories.

Research and outreach are two popular outstanding program types. Research is critical to forwarding the architecture profession through design, technology, and construction techniques. Firms can contribute to the body of knowledge within the profession with practice-based research. Partnership with a school of architecture or another appropriate organization is strongly encouraged in this area. Outreach through engaging the community is an important activity for firms. Out-of-the-office activities offer unique opportunities to teach professional skills that may not be acquired in-house. Professional responsibility and “giving back” can be very rewarding for staff members who participate in such programs.

In order to qualify for an outstanding practice, the role of intern must be the primary focus of the programming. Some elements to an outstanding practice might include:

• Participating in intern advocacy activities. For example, staff may also be IDP State Coordinator or serve on NCARB or AIA committees specifically related to emerging professionals including the National Associates Committee or Young Architects Forum.
• Special initiatives to support interns in fulfilling Training Area 16 including pro-bono work and community service.
• Special research initiatives involving interns including case studies, Upjohn grants, and Latrobe fellowships.
• Providing opportunities for interns to engage with the community through K-12 outreach.
• Providing scholarships to support the growth and diversity of the profession.

Firms should demonstrate leadership, not simply participation, in programs based in partnerships with other firms or local AIA components.

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