1. Amy J. Slattery AIA LEED AP AIA Kansas City BNIM Architects

2. Ed Vidlak, AIA……………………………………2007 Regional Director Erin Olson-Douglas, AIA…………………...2007 YAF Regional Liaison Greg Staskiewicz, Associate AIA…….2007 AIA Executive Committee Katie Trenkle, Associate AIA………2007 Regional Associate Director Katie Harms, Associate AIA………..2007 Regional Associate Director Stan Peterson, FAIA……………………..2007 Kansas President Elect Budget Timeline Survey 2006 AIA Central States Region Emerging Professionals Task Force

3. Increase Communication Petition for Concurrent IDP/ARE Promote Licensure Help in the adjustment between Education and Work Mentoring Resources 2007 Survey 230 Respondents

4. 2007 Tulsa ep summit Share ideas throughout region Collaborate on new initiatives Plan for next conference

8. outreach jumpdrive welcome packets

10. mentorship event: FAIA + EP Speed Mentoring

11. AIA Kansas City Emerging Professionals Committee

13. AIAKC Emerging Professionals Committee Resources to support members without formal in-house programs and to supplement those who do ARE Study Materials for check-out Monthly ARE Study Sessions A Mentorship Network Opportunities for Involvement and Professional Growth Annual Emerging Professionals networking events Periodic IDP Bootcamp and Training lunch and learns EP Resource Book

14. Why IDP For every 4 licensed architects that we are losing to retirement or death, only 1 architect is becoming licensed Average Age = 55 45% AIA Members > 55 25% Retire within 4 years 77% of AIA KC Licensed

15. EP Resource Book Five Steps to an In-House IDP Program 1. Step Up Identify Your Leaders 2. Survey Says Define What You Need 3. Get in the Know Understand the Process 4. Super Who? Educate Your Supervisors 5. Mentorship Redefine Apprenticeship

16. EP Resource Book 1.Step Up: Identify Your Leaders Designate two in-house IDP Coordinators, one which is a principal in your firm and the other a recently licensed Architect or soon-to-be licensed intern. Register one of your two IDP Coordinators, at no cost, as an Auxiliary IDP Coordinator and gain access to valuable resources developed to assist in the pursuit of licensure. Email: idp@aia.org Define the organizational structure of your in-house program.

17. EP Resource Book 2. Survey Says: Define What You Need Survey your interns and architects to determine your needs Establish goals for your program Define a plan and timeline for accomplishing those goals

18. EP Resource Book 3. Get in the Know: Understand the Process Launch your program with an IDP Bootcamp for everyone in your firm Establish NCARB records for every intern in the firm Increase learning opportunities and support for IDP

19. EP Resource Book 4. Super Who? Educate Your Supervisors Identify a Supervisor for every intern. Supervisors must be effective at delegating: organized, good listeners, trustworthy, motivating, and able to forgive for mistakes. Provide Training for Supervisors for a general understanding of IDP and to improve communication and delegation skills.

20. EP Resource Book 5. Mentorship: Redefine Apprenticeship Educate everyone in the firm about Mentorship with a lunch presentation and discussion. Assign Mentors to every intern or assist them in finding mentors outside the firm. Recognize Reverse Mentoring: Interns have a lot to learn from the licensed professional, but you might be surprised what an intern can teach you. Interns will challenge their mentors to be better informed architects. Encourage Peer Mentoring Promote office camaraderie through informal information sharing at events such as routine happy hours or lunches.

21. EP Resource Book Next Steps Assess your program by applying for the AIA Intern Friendly Firm recognition program. Take it to the next level with the AIA National Component’s Award Go beyond IDP with the AIAKC Teaching Firm Award Share what you learn!

22. AIA Kansas City Intern Friendly Firm Program 1. Commitment to the Architectural Intern 2. IDP Core Competencies 3. Supplementary Education 4. IDP Documentation 5. Mentorship 6. Architect Registration Exam (ARE) 7. Compensation

23. AIA Kansas City Teaching Firm Program 1. Strategic Learning Plan 2. Performance Review and Career Plan Development 3. IDP Tracking System 4. AIA/CES Registered Provider Program 5. IDP/ARE Support Groups 6. IDP Packet 7. IDP Supervisor and IDP Mentor Training 8. IDP Community Service 9. Financial Support Plan

24. BNIM’s Professional Development Program | BNIM Architects AIA Kansas City Intern Friendly Firms International Architects Atelier Gould Evans Associates ATA Architects Hollis + Miller Architects HOK Sport + Venue + Event BNIM Architects DLR Group Teaching Firms BRR Architecture

25. BNIM STRATEGIC INTENT BNIM will set the standards for design excellence to provide integrated-bottom-line performance for our clients, communities and our firm. “In the beginning and at the center of all we do is the client – their needs, goals, wants and dreams.” BNIM’s Professional Development Program | BNIM Architects

26. Strategic Plan Goal: Organizational Capacity Create integrated design environment of collaboration, learning and innovation. Objective 3 Build capacity for integrated-bottom-line thinking Tactics –Develop an educational program that ensures alignment with strategic plan –Develop a plan for Principal / employee mentoring –Develop a plan for peer-to-peer mentoring BNIM’s Professional Development Program | BNIM Architects

27. Amy Slattery BNIM IDP Auxiliary Coordinator Team: Jennifer DeWitt – IDP Mike Pollmann – ARE Kara Bouillette – Lunch Series Amy Allen – HR Support BNIM’s Professional Development Program | BNIM Architects

28. establish council record select a mentor document training activities transmit to registration board transfer record online receive testing number schedule test online take tests apply for registration number identify a supervisor Wiki Site Tours Attend Office Task Force Meetings In House ARE Study Sessions Lunch Series BNIM’s Professional Development Program | BNIM Architects

29. Amy J. Slattery AIA LEED AP AIA Kansas City BNIM Architects