Why is it so important? How will you and your candidates benefit? Here's the view of our trainer...
The top three attributes of a good APC supervisor or counsellor:
- Be a good listener – make sure you properly understand the challenges your candidates are facing.
- Know every stage of the process – that way you will always be in the best position to support them.
- Set clear expectations and don’t rush candidates through the process - if they’re not ready for their final assessment, they simply won’t pass.
This is the view of Jon Wright MRICS, APC Assessor, Chair and course tutor for RICS Training’s APC supervisor and counsellor web course.
Counsellor training is now mandatory for all APC assessments, and it’s recommended that supervisors take a course too. There’s the option of a free RICS e-learning module, however Jon, who is an experienced APC assessor, is keen to state the greater added value in undertaking either the half day face-to-face course or two-part web class also offered by RICS Training.
“Two-way interaction with the trainer who can respond to any specific questions you may have is a huge benefit. Really getting to the core of the precise difference between each of the competency levels is also something which in my experience is better initially explained in person.” Explained Jon.
The training outlines exactly what RICS expects from APC candidates before focussing on the role supervisors and councillors should play in supporting them through the process.
“There are often gaps in terms of the level of general knowledge both supervisors and councillors have around the APC process - even though they should be the steadfast first point of call for questions from their candidates. In fact, it still amazes me how many supervisors are unaware they are supposed to schedule regular meetings with their candidates to nurture and support them as well as reviewing previous competency objectives and setting new targets.” Continued Jon.
The web class Jon runs is held in two parts, with the majority of the theory covered in part one, then the practical exercises in part two. This also allows delegates time to reflect in between sessions, gain feedback from their candidates, and, as Jon highlights: “return for part two with plenty more questions as we look to embed everything that is covered.”