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Counsellor guide

Assessment of Professional Competence

Guidance for Counsellors


Europe, Russia/CIS
August 2015

Assessment of Professional Competence

Counsellor guide

Published by: RICS, Parliament Square, London SW1P 3AD.


All rights in this publication, including full copyright or publishing right,
content and design, are owned by RICS, except where otherwise described.
Any dispute arising out of this publication is subject to the law and
jurisdiction of England and Wales

Counsellor guide

Assessment of Professional Competence

Counsellor guide

Foreword
I am grateful for the contribution that you are making to RICS through
committing your time and expertise to support potential new professionals.
The assessment process is the start of a life long professional commitments
to our standards for thousands of people each year. As an APC counsellor you
play an important role ensuring that those following the assessment have
the experience and potential to fulfil our ethical standards and professional
competency requirements to become members.
Your role in preparing candidates is vital to the effectiveness of the
assessment and the success of candidates. This guide explains what
support you should offer to plan and review their experience and prepare
them for th final assessment. Thank you for your commitment to RICS
and to ensuring the future of the profession.
I hope you will find the role both professionally and personally rewarding.

Sean Tompkins
Chief Executive

Counsellor guide

Assessment of Professional Competence

Counsellor guide

Contents
Section 1
Introduction

06
Commitment is key ...............................................................................................................................................................................................................................................................................................................................................06
.........................................................................................................................................................................................................................................................................................................................................................

Section 2
Overview of the APC

07
What is the assessment journey? .........................................................................................................................................................................................................................................................................................07
Membership requirements ....................................................................................................................................................................................................................................................................................................................07
The competency approach ....................................................................................................................................................................................................................................................................................................................09
Candidates Registration ...........................................................................................................................................................................................................................................................................................................................09
What is MyAPC online portal? ..............................................................................................................................................................................................................................................................................................10
The competency approach ....................................................................................................................................................................................................................................................................................................................10
The key elements of the APC .............................................................................................................................................................................................................................................................................................................10

Section 3
The counsellor

..................................................................................................................................................................................................................................................................................................................

12
The counsellors role ...........................................................................................................................................................................................................................................................................................................................................12
Practical guidance ..................................................................................................................................................................................................................................................................................................................................................12

Section 4
Enrolment

...............................................................................................................................................................................................................................................................................................................................................

13
The importance of the candidates enrolment date ..........................................................................................................................................................................................................................13
Essential guides ...........................................................................................................................................................................................................................................................................................................................................................13
...................................................................................................................................................................................................................................................................................................................................................................

Counsellor guide

Assessment of Professional Competence

Counsellor guide

Section 5
The competencies

14
The mandatory competencies ....................................................................................................................................................................................................................................................................................................... 14
The technical competencies .............................................................................................................................................................................................................................................................................................................. 14
...........................................................................................................................................................................................................................................................................................................................

Section 6
The final assessment

15
Interview .....................................................................................................................................................................................................................................................................................................................................................................................15
Judging the evidence ........................................................................................................................................................................................................................................................................................................................................15
............................................................................................................................................................................................................................................................................................................

Section 7
Your role: a chronology

16
Key aspects before training starts .......................................................................................................................................................................................................................................................................................16
Daily and weekly ..........................................................................................................................................................................................................................................................................................................................................................16
The planning ........................................................................................................................................................................................................................................................................................................................................................................16
The timings ............................................................................................................................................................................................................................................................................................................................................................................16
Checklist ...................................................................................................................................................................................................................................................................................................................................................................................... 17
Outcome of the interview ........................................................................................................................................................................................................................................................................................................................ 17
Guidance for referred candidates ........................................................................................................................................................................................................................................................................................... 17
Appeal (before and after the final assessment) ....................................................................................................................................................................................................................................... 17
Re-assessment of referred candidates....................................................................................................................................................................................................................................................................... 17

Section 8
Where to find help

.....................................................................................................................................................................................................................................................................................................

............................................................................................................................................................................................................................................................................................................................

Counsellor guide

18

Assessment of Professional Competence

Section 1

Introduction
Commitment is key
The business world continues to change and management best practice
focuses heavily on training as an investment for the future. The RICS
Assessment of Professional Competence (APC) is part of that investment.
Those seeking membership of RICS must demonstrate an ability to operate
as technically skilled practitioners and a commitment to meet high ethical
standards which ensure the integrity of the profession is maintained.
Membership of RICS places on every member responsibility for the delivery
of surveying services within an ethical context and subject to specific core
values. These values underpin all RICS conduct regulations and requirements.
This guide will help you prepare for the commitment and responsibility that
goes with training an APC candidate. It provides background information
and gives specific guidance on the requirements of the competencies and
professional development. It looks at your involvement in the various stages
and the reviews that must be carried out during the training period.
The roles of Counsellor and employer are fundamental to the APC and
the success of the candidate at the final assessment stage. RICS greatly
appreciates your time and effort helping to ensure the maintenance of
standards and the status of the profession.

Counsellor guide

Assessment of Professional Competence

Section 2

Overview of the Assessment


What is the Assessment?
The membership assessment routes is the practical training and
experience which, when combined with academic qualifications,
leads to RICS membership.
The objective is to ensure the candidate is competent to practise as
a chartered surveyor. The APC normally consists of:

a period of structured training for structured training


candidates only

the final assessment interview.

Membership requirements
RICS recognises that some candidates will already have considerable work
experience by the time they complete an accredited degree. RICS reduces
the period of structured training for those with more than five years
relevant work experience.

Counsellor guide

Assessment of Professional Competence

Section 2

Membership requirements at a glance


Academic
Qualifications

Relevant Prior Experience

RICS accredited
degree

None.

APC Structured Training

APC Final Assessment


Interview

24 months structured training to


meet competency requirements

60 minute interview including


10 minute presentation

Regular meetings with counsellor

Testing on professional
practice/ethics.

(pre-degree experience can count)

48 hours professional development


for each 12 months structured
training.

RICS accredited
degree

RICS accredited
degree

At least five nine years relevant experience


before starting APC.

Minimum 10 years experience.

12 months structured training


Regular meetings with counsellor

60 minute interview including


10 minute presentation

48 hours professional development


over the structured training period.

Testing on professional
practice/ethics.

None, straight to final assessment.

60 minute interview including


10 minute presentation
Testing on professional
practice/ethics.

Bachelors degree
or professional body
equivalent

At least 5 years relevant experience postqualification.

Senior Professional/
Expert Assessment

10 years relevant experience, and now in a


senior industry position, either in terms of
management responsibility or acknowledged
expert specialist status; OR

None, straight to final assessment.

60 minute interview including


10 minute presentation
Testing on professional
practice/ethics.

5 years experience with an undergraduate


degree or equivalent professional qualification
and a relevant post-graduate degree (masters
level or higher)

None, straight to final assessment.

60 minute interview
including 10 minute personal
introduction based on rsum
testing on professional
practice/ethics and leadership
and management skill/
specialist expertise.

OR; 5 year higher qualification eg PhD in


a surveying related subject.

Counsellor guide

Assessment of Professional Competence

Section 2

The competency approach


The assessment is primarily competency-based. It requires candidates
to demonstrate that they have the skills and abilities needed to perform
specific tasks or functions. These are based on attitudes and behaviours as
well as skills and knowledge.
The specific competencies candidates must achieve will depend on the APC
pathway being taken. There is an APC pathway for each of the discipline
areas in which surveyors work. As competence can only be demonstrated
on the basis of actual work experience, the pathway will be determined by
the candidates employment. The candidates counsellor should help advise
the candidate on which pathway to follow.

Candidates Registration
RICS will review the candidates CV and will notify the candidate of the route
to membership they are eligible for. The candidate will then:

be set up in an online portal called MyAPC

the candidate will complete an online APC passport application,


including:

competencies declaration for your chosen APC pathway

contact details

upload academic certificates

counsellor details (name and email address)

pay the required application fee.

Welcome MyAPC email:


Dear Counsellor
I am pleased to inform you that a counsellor account has been
created for you in MyAPC. To log on, please click on the website:
http//www.joinmyapceu/
Log in your email address
Password enter the password
Account - select the counsellor
If you have any problems logging on, please reply to this email.
Kind regards
MyAPC

You will need to log into the MyAPC portal, example of MyAPC log in screen:

Once the candidate has completed the APC passport application, the
counsellor will be sent an email from MyAPC to register as a counsellor.
The welcome email will say:

You will then see the candidates passport application needs signing by you,
this will be in something called your to dos.

Counsellor guide

Assessment of Professional Competence

Section 2

What is MyAPC?
MyAPC is the online platform candidates residing in Europe, Russia/CIS
uses for the duration of their APC from enrolment to Final Assessment.

Easy to use and from any location (only internet access required)

All parties (candidate, counsellor, assessors and RICS administration)


have access via passwords to ensure security

Helps candidate manage the documentation online and submit it


without printing and posting

Automatically reminds candidate, counsellor of outstanding actions


and next steps.

Throughout the journey of supporting your candidate(s), you will be sent


automatic emails from MyAPC asking you to sign off various documents
at the different stages of the candidates journey.
Please note: The MyAPC emails are not spam emails and it is important you do
read the messages.

The key elements of the APC


overview
*Structured training: the formal, structured approach to the delivery
of training and experience over any given period.
*Self assessment log planner: a self assessment planner within the
candidates MyAPC space to help plan how the candidates experience
and training will meet the competency and professional development
requirements. They must be signed and dated by the counsellor.
It is the counsellor, at the time of your application for the final assessment
interview, who must be satisfied that you have achieved the specific
competencies.
Please note: structured training and the self-assessment log planner are only
applicable to those candidates completing 12 or 24 months structured training.

Professional development the systematic maintenance, improvement and


broadening of professional knowledge, understanding and skill throughout
your career.
Summary of experience: A detailed summary of experience, about each of
the mandatory and technical competencies.
Please note: Senior professionals/Experts do not complete a summary of
experience.

Case study: written report of the candidates own personal involvement


in a project or projects during their training. It must provide a critical
appraisal of the project together with an outline of the lessons they
have learned. It will provide important evidence of the competencies the
candidate has achieved. The case study must give detailed evidence of your
ability to work competently and to apply the knowledge relevant to their
APC pathway.
Professional development: must undertake professional development
for each 12 months structured training. In the context of life-long
learning (LLL), the APC professional development is an introduction to the
candidates continuing professional development (CPD) commitments
following qualification.

APC route 24 months structured training 96 hours

APC route 12 month structured training 48 hours

APC route no structured training 20 hours over last 12 months

Senior professional/expert 60 hours over the course of 3 years

It is the candidates responsibility, with the counsellor, to plan and achieve


professional development. Professional development helps the candidate
to gain extra skills and knowledge that are not always possible to achieve
within the week-to-week business of the practice.
It is important to plan and structure professional development but to
remain flexible. It must complement and support the APC competencies.
It can be achieved from formal training courses, distance learning
programmes, informal structured reading and secondments. The
counsellor should take an active interest and help with the evaluation.

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10

Assessment of Professional Competence

Section 2

The following framework may help you design a flexible plan with the
candidate:

Professional development plan


Personal skills development linked to mandatory competencies
normally 16 hours per year
Technical skills development linked to core/optional competencies
normally 16 hours per year
Professional practice skills development linked to professional
practice competencies, code of ethics and conflicts of interest
normally 16 hours per year

Ensure that your candidates can provide evidence of a planned and


systematic approach in their submissions. The relationship between the
topics selected and the competencies must be clearly demonstrated.

Counsellor guide

11

Assessment of Professional Competence

Section 3

The counsellor
The counsellor has the role of advising and supporting the candidate in
their development, as well as assessing their competence. They must
ensure the candidate gains the required range and depth of experience
and training.
The APC counsellor should have responsibility for the candidate and knows
their work well.

The counsellors role

Practical guidance
It is the responsibility of the counsellor to ensure that the candidate is
competent in all the required areas and to the required levels before applying
for the final assessment. The training periods set out in this guide are
minimum periods. Candidates must not come forward for final assessment
too early.

The counsellor is a chartered surveyor and is usually appointed at the


candidates firm. The counsellor should be from the same specialism of
the candidate. The role of counsellor should also be strategic, focusing
on planning the training programme and monitoring the progress of the
candidate. The counsellor must liaise regularly with the candidate.

A key role of the counsellor is the day-to-day assessment of progress against


the competencies of the candidates APC pathway. A key aspect to the
successful management of the training period is therefore your in-depth
knowledge and understanding of these competencies. The competencybased approach, while still assessing what people know, also assesses what
they can do. You have to ensure that the candidate not only has the knowledge
and understanding but can also put this into practice.

Counsellors responsibilities are to:

If you are the candidates counsellor you will already be doing much of what
is required to assess them, using similar skills to those for appraising staff:

help the candidate choose appropriate competencies on enrolment

support, guide and encourage the candidate

assess the candidate against the competencies and review overall


progress

being aware of how they are performing in day-to-day activities,


assessing competencies such as working in a team, problem solving and
working to deadlines

discuss with the candidate whether the candidate needs additional


experience or training and agree who will organise it

looking at work they have produced, learning more about their technical
and professional knowledge and understanding

at the 12-month review (for 24 months structured training


candidates), liaise the candidate, agree progress and focus for
the coming months and sign the first year review

asking questions about why they chose a particular approach, exploring


their knowledge and understanding

asking about the wider implications of their work, testing understanding


of the whole work environment.

judge when all the competencies have been achieved and the
candidate is ready for final assessment

liaise with the candidate and make sure that all the relevant
documentation is included in the final assessment submissions

give advice and guidance to the candidate preparing for the final
assessment presentation and interview

if the candidate has been referred, discuss the candidates progress


and readiness for re-assessment.

From this you can begin to form a judgement of how well they are doing.
The point at which they are competent is when you are confident that
they can carry out an activity without supervision to a standard that is
acceptable to you.
Candidates need guidance and support to get the most out of their training
programme. This is particularly important where you have reviewed their
progress and have decided they are not yet competent. The candidate requires
clear guidance on where they need to develop. The candidate may not realise
there is a problem and miss out on a learning opportunity.

Counsellor guide

12

Assessment of Professional Competence

Section 4

Enrolment
The importance of the candidates
enrolment date and guides
A delay of a few weeks in the candidate enrolling could put the final
assessment back six months, as final assessments are normally held
twice a year.
Once the application is accepted, the local RICS office of the candidates
country of residence will confirm the candidates registration and the
start date for recording experience (if applicable).
Essential material in addition to this guide:
the APC Candidates guides
the APC Requirements and competencies guide
the APC Passport (enrolment form)

the pathway guides

These guides are available from your local RICS office and can also be
found on the RICS website www.rics.org
Please note: Working alongside this guidance, you will also need to access the
e-learning counsellor module. Your RICS local office will give you log in details to
access the module.

Counsellor guide

13

Assessment of Professional Competence

Section 5

The competencies
For structured training candidates, each APC pathway requires a period of
training during which the candidate completes the mandatory and technical
competencies that make up the minimum requirements for the APC.
For non structured training candidates, (including senior professional/
expert candidates) will have to demonstrate that they have met the
mandatory and technical competencies required by the chosen pathway.

The mandatory competencies


These competencies are a mix of the professional practice, interpersonal,
business and management skills that are considered common to, and
necessary for, all surveyors. These competencies are compulsory for all
candidates. Candidates must achieve the following minimum standards.

The competencies have three levels of attainment which are progressive in


terms of skills and abilities:

Level 3

Level 1 knowledge and understanding

Level 2

Level 2 application of knowledge and understanding

Client care

Level 3 reasoned advice and depth of technical knowledge

Communication and negotiation

The candidate must satisfy three types of competency:

Health and safety

Mandatory competencies personal, interpersonal and business skills


common to all pathways

Level 1

Core competencies primary skills of the chosen APC pathway


Optional competencies selected by the candidate with the counsellor
from the list for the chosen APC pathway
Discuss with your candidate and decide at which point they reach the
required level of skills and abilities for each of the competencies. The
number of days taken to reach the appropriate level of competence will
depend on a combination of the following:

the starting point has there been any previous experience?

the candidates aptitude and speed of progress with the competency

the quality of the training and experience provided

the particular competency.

Before you sign off a candidate at any level on their progress, study the
wording of the particular competency carefully.
You must be satisfied that the candidate has been given the appropriate
experience and will be able to answer questions on the competency at final
assessment. The counsellor must make a judgement before signing off
the candidate in the record of progress. This judgement must uphold the
rigorous standards of RICS.

Conduct rules, ethics and professional practice

Accounting principles and procedures


Business planning
Conflict avoidance, management and dispute resolution procedures
Data management
Sustainability
Team working.

The technical competencies


For each APC pathway, specific technical competencies must be achieved.
The competencies are divided into core and optional. For some pathways there
will be an element of choice in the core competencies, and for the optional
competencies a choice must be made from the APC pathway list. For some
pathways one optional competency can be taken from the full list of technical
competencies and some pathways allow candidates to select a mandatory
competency as an optional and take it to a higher level. For full details, see
the APC Requirements and competencies guide and the APC pathway guides.
It is important that you give careful thought to the candidates choice and
combination of competencies. The combination must reflect not only the
work of the candidate in their day-to-day environment (driven by the needs
of clients/employer) but also what is appropriate to the APC pathway.

Counsellor guide

14

Assessment of Professional Competence

Section 6

The final assessment


Interview

Judging the evidence

The final assessment interview is primarily competency-based and your


candidate will need specific skills for this. It is extremely important that
you plan this within the candidates training. Ensure that they have a good
working and well-rounded knowledge of the particular APC pathway, as well
as detailed experience of the core and selected optional competencies.

Think about the type of evidence that will demonstrate the candidates
competence (for example reports, valuations, correspondence). Base your
decisions on actual evidence of work produced rather than their ability
to talk about what they do. Competency-based assessment is about the
candidate being able to operate under normal work pressures, such as
interruptions and tight deadlines. It is also about having interpersonal skills
and being part of a team. The best way to judge this is to observe them in
their normal day. Be objective in your assessments and give the candidate
reasoned advice.

Guideline of the structure of the interview


Chairs opening and introductions

3-4 minutes

Candidates presentation on case study

10 minutes

Questions on the presentation

10 minutes

Discussion on overall experience including professional


development, competencies, rules of conduct and
professional practice

35 minutes

Chairman close

12 minutes

Total

60 minutes

The main ways to assess candidates are:


observation in the natural course of your work and theirs

examination of their work, asking the candidate questions

speaking to other people who know their work for confirmation of their
abilities.

When looking at the work produced by the candidate, find out what they
did themselves and which aspects were done by teamwork. Talk to the
candidate about this. The following questions will help determine whether
the candidate has met the competencies:

Is the work they have produced relevant to the competencies they


are claiming?

Is it sufficient? Are you sure the candidate could do this again in


similar circumstances or was this a one-off?

If a candidate is taking a long time to gain experience, is the


evidence current? Can the candidate still do it?

The candidate must be competent in all the required competencies to the


required levels before going for final assessment. If you use a variety of
assessment methods and get to know the candidates work over a period of
time you will be able to make a sound judgement. The candidate cannot apply
for final assessment until you have certified that, in your opinion, they have
reached a level of proficiency that justifies attending the final assessment.

Counsellor guide

15

Assessment of Professional Competence

Section 7

Your role: a chronology


Key aspects before training starts

Planning time with your candidate

Make your commitment clear from the outset.

Help the candidate with the APC Passport (enrolment form).

Plan the professional development.

set aside a time and a place where you will be undisturbed

Put dates in the diary for three-, six- and 12-monthly reviews
(for structured training candidates only)

review your personal notes on the candidates performance

Make sure that you sign all the appropriate documents, at the
appropriate times.

ask the candidates for their views and feelings on their progress
and ask them to prepare a few notes to bring to the meeting

in this discussion always use as a reference point the competency


definitions in the APC Requirements and competencies guide and
APC Pathway guides

at the end of the meeting record your comments on training to-date


as part of your ongoing progress report and aim to include one or two
action points for the coming quarter to emphasise to the candidate
that it is an active partnership
ask the candidate to add comments to the report of progress.

Daily and weekly

Planning:

The counsellor must maintain regular contact with the candidate. Most
importantly the counsellor must:

ensure the candidates day-to-day work broadly covers their


competencies

discuss before and evaluate after any planned training or professional


development activities

Timings:

involve the candidate in work-based activities, ensure other staff are


aware of the candidates training needs and are prepared to assist
when interesting opportunities arise

record examples of the candidates performance at regular intervals


to refresh your memory in your quarterly reviews.

At 3-6 monthly reviews work with your candidate to update the


summary of experience template and review the self-assessment
log planner

At the halfway point review and liaise with the candidate, agree
progress and focus for the coming months

At the 6 monthly reviews judge what competencies have been achieved


and when - are they ready for final assessment?

Discuss the topic for their case study. What would show the best
spread of skills, which will cover 2 or more technical competencies?
What project have they worked on in the last 24 months that best
demonstrates their analytical ability and ability to give sound
professional advice?

Conduct a mock interview to help them prepare for the type of


questions they may get asked.

Counsellor guide

16

Assessment of Professional Competence

Section 7

The counsellor should provide a strategic overview of the candidates progress


against the competencies and should also assist with areas of uncertainty.
Please note: you may be a counsellor to a candidate who isnt following any
structured training eg a Senior Professional. If this is the case, the weekly and
monthly review will not be applicable, but you must still sit dedicate time to your
senior professional candidate and go through all the competencies to ensure
your candidate is ready for the final assessment.

Checklist what must be signed


off by the counsellor

APC passport application

Self assessment log planner (12 and 24 structured training


candidates only)

Summary of experience (not applicable to senior professional/


expert candidates)

Case studies.
Please note: RICS stands for the highest standards of professionalism. Candidates
submissions for interview must reflect this. Unsatisfactory submissions will give
a severe disadvantage and greatly reduce the chances of success at interview;
so RICS will not proceed with the interview unless the documents the candidate
presents are of suitable quality. If they are not, the panel has the right to reject
submission which will result in assessment being deferred until the next session.

The role of the counsellor is to check the candidates submissions (no matter
what route they are following or how experienced the candidate may be)
and ensure it is to a high standard suitable to be presented to a professional
panel of RICS trained assessors.

Outcome of the interview


The local office of the candidates country of residence will let the candidate
know the result within 21 days. Should the candidate be unsuccessful and be
referred, then notification of this will include a referral report explaining why
the panel reached its decision. The referral report will be sent within 21 days.

Guidance for referred candidates


Your support and guidance will be of great importance to a referred candidate.
Ask them to write a few notes about their experience in relation to the referral
report contents. When you meet, adopt a counselling style of interview.
Help the candidate understand the outcome of the assessment and accept
the reality of the situation. The candidate must take ownership of the outcome
and either accept the result and not seek to blame anyone else or (if you feel
that there are grounds for an appeal) provide you with evidence to support
an appeal. You and the candidate must agree on a way forward.

Appeal after the final assessment


After final assessment
The candidate will have 21 days from the date of the results letter from
RICS to make an appeal. Details on how to appeal will be given by the RICS
local office.

Re-assessment of referred
candidates
Naturally if your candidate is referred they will be disappointed. It is the role of
the counsellor to keep the candidate motivated and help steer the candidate
through a re assessment. The candidate will be supplied with a referral report
from the panel members highlighting the reasons for the referral.
To be eligible for re-assessment the candidate must submit:

continue to record their CPD this will need to be uploaded onto their
MyAPC; account

write a new case study or re-submit the same case study as long as the
project is no more than 24 months old)

provide an updated summary of experience

agree with your counsellor how you will address the deficiencies identified
in the referral report and complete the referral deficiency report in your
MyAPC account.

Once you have completed the above, the candidate will be re-interviewed at
the appropriate assessment dates for the country the candidate is based.

Counsellor guide

17

Assessment of Professional Competence

Section 8

Other support material and information to note


Please note: Working alongside this guidance, you will also need to access the
e-learning counsellor module. Your RICS local office will give you log in details to
access the module.

RICS Regulation
As an RICS student/trainee, your candidate(s) must comply with RICS Rules
of Conduct and Ethical Standards that are also mandatory for all RICS
members and regulated firms. RICS Regulation is responsible for ensuring
that RICS students, trainee and members meet this requirement and can
take actions in case of non-compliance. For further information please
visit www.rics.org/regulation

The RICS Online Academy


Online learning is an efficient way to further develop professionally and
offers many topics ranging from technical aspects for land, property and
construction to leadership, management and personal development. Find
out more about e-learning modules, web classes and distance learning
courses that might be of interest to you and your candidate.
Encourage your candidate to make use of their local and virtual networking
opportunities to engage with this rich environment of support and insight.
Contact your local RICS local office to understand what is coming up
and connect with the RICS Linkedin group linkedin.com/groups or
facebook.com/RICS

Continuing Professional Development (CPD)


Once your candidate has qualified as a professional member, the current
policy on CPD requires all practicing members to undertake and record
(online) at least 20 hours of CPD per calendar year of which 10 hours must
be of formal learning.

Counsellor guide

18

Confidence through professional standards


RICS promotes and enforces the highest professional qualifications and standards
in the development and management of land, real estate, construction and
infrastructure. Our name promises the consistent delivery of standards bringing
confidence to the markets we serve.
We accredit 118,000 professionals and any individual or firm registered with RICS is
subject to our quality assurance. Their expertise covers property, asset valuation and real
estate management; the costing and leadership of construction projects; the development
of infrastructure; and the management of natural resources, such as mining, farms
and woodland. From environmental assessments and building controls to negotiating
land rights in an emerging economy; if our members are involved the same professional
standards and ethics apply.

United Kingdom RICS HQ

Parliament Square, London SW1P 3AD


United Kingdom
t +44 (0)24 7686 8555
f +44 (0)20 7334 3811
contactrics@rics.org

Ireland

Rua Maranho, 584 cj 104,


So Paulo SP, Brasil
t +55 11 2925 0068
ricsbrasil@rics.org

Africa

Americas

Rue Ducale 67,


1000 Brussels, Belgium
t +32 2 733 10 19
f +32 2 742 97 48
ricseurope@rics.org

t +971 4 446 2808


f +971 4 427 2498
ricsmenea@rics.org

Oceania

North Asia

ASEAN

Japan

South Asia

t +61 2 9216 2333


f +61 2 9232 5591
info@rics.org

t +852 2537 7117


f +852 2537 2756
ricsasia@rics.org

t +65 6635 4242


f +65 6635 4244
ricssingapore@rics.org

t +81 3 5532 8813


f +81 3 5532 8814
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We believe that standards underpin effective markets. With up to seventy per cent of the
worlds wealth bound up in land and real estate, our sector is vital to economic development,
helping to support stable, sustainable investment and growth around the globe.
With offices covering the major political and financial centres of the world, our market
presence means we are ideally placed to influence policy and embed professional standards.
We work at a cross-governmental level, delivering international standards that will support
a safe and vibrant marketplace in land, real estate, construction and infrastructure, for the
benefit of all.
We are proud of our reputation and we guard it fiercely, so clients who work with an RICS
professional can have confidence in the quality and ethics of the services they receive.

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