7.1 Introduction
This chapter outlines the author’s conclusions and recommendations drawn from the dissertation and identifies key areas of the subject that may need to be changed or improved upon based on the author’s findings during the course of his research.
7.2 Conclusions
There is generally a lack of knowledge amongst students graduating as regards to the society, the author feels that the SCS should be more active in its marketing towards colleges, and maybe by implementing partnership with third level institutions like they have done in the RICS can ensure that there is a high level of graduate entering into the society. This helps to maintain the profile and the standards that the society should be aiming for.
In the authors opinion the workplace in Ireland is crying out for a structured training regime to be implemented and upheld as a growing concern, this will also ensure that the highest level of education is achieved within the society as the society themselves should implement the structured training and employ part time regional technical advisors to aid employers across the country to manage their training regimes.
The author feels that far too much of the work is being delegated out by the SCS and they really need to take some of the incentive and start to work together in the whole process.
“For the professional body governing Chartered surveyors there is a unique lack of professionalism when you try to contact anyone regarding the APC within the society” This is a view that appears to be very widely spread amongst the people surveyed during my research.
Several people also commented within the questionnaires that the method the SCS seem to use to regulate the societies members is by trying to shroud the APC with an air of uncertainty so that only those who are truly motivated will pursue and gain their chartership.
During the Author’s research he sent out 2,100 questionnaires one of the replies he received back was from the new incoming chairman of the SCS, he requested that the author forward his findings to him on completion and that he would take a look at them and see what could be done.
As can be seen from the results of the questionnaire analysis the members have spoken in regards to implementing some published material regarding the APC similar to that of the RICS.
Also 91% of people surveyed were of the opinion that the SCS should introduce a computer programme to help track the Diary’s & logbooks etc.
There was an overwhelming response also about the CPD being held in Dublin the author is aware that more than half the societies members are based in the capital, but it would probably do them no harm to drive down and meet us half way some time.
Final Summary
To sum up, the author when he initially commenced this dissertation was of the belief that the new system was far too much work and a major burden of costs and resources as highlighted in Chapter 5. The author now believes if the new system is implemented correctly and the industry takes it on board enthusiastically that it has the potential to lead to a better qualification and higher standards of the members. The hypothesis of this dissertation “The introduction of the new competency based assessment has lead to an increased burden in terms of cost and workload on all the people involved in the APC process with the exception of the SCS” the author believes that he has proven his hypothesis within the dissertation and by surveying the general attitudes of the members he received results to confirm this. There were 3 core questions in the questionnaire that would prove or disprove the hypothesis. Question 6 on all questionnaires which read “Do you feel there is enough support from the SCS in helping probationers become chartered?” 54% of all respondents answered no to this question, the author feels that this needs to be improved within the SCS. Q16 “Do you feel there is a need for additional resources within offices to help probationers become chartered?” this question was asked only of the fellows and associates the answer here were 58% yes. The author is of the opinion that these resources should be supplied by the SCS. Q17 “In your opinion is there a need for training officers within the SCS since the introduction of the new system?” This was perhaps the best response in proving the hypothesis with 66% of fellows and associates recommending that the SCS introduce the training officers as one of the respondents commented “The iarnrod eireann saying could be used “A lot done more to do””.
The author is now in favour of the new system and feels that it will be beneficial to our profession as it encourages, better communication and allows the probationer to get a better range of experience. With a small bit of support from the SCS in implementing training officers to help with the process and implementing structured training as a mandatory practise. The Author feels that the additional costs and time associated with the new system would soon be forgotten about.
Thursday, June 18, 2009
Chapter 6 Analysis Of results
6.0 Introduction
In this chapter, the author will analyse the results of a questionnaire survey used to asses the extent of knowledge of the new competency based system and attitudes towards the SCS. This information will enable the author to substantiate or refute the hypothesis of the dissertation. The author has also used the questionnaire to obtain further information and views on some of the main topics discussed in the previous chapters; these will be analysed and discussed in this chapter also.
A cover letter was prepared to accompany the e-mail questionnaire. (See appendix A for a copy of the cover letter and sample Questionnaires) Prior to sending out the questionnaires to the members of the SCS the author first issued them to members of the society within his workplace. They offered their opinions and views on the structure and appropriate content of the questionnaire. (Appendix B) Shows the people to whom the questionnaire was sent, of the 2,100 sent out 170 were returned. This implies a response rate of 8% which is not completely satisfactory but still ensures that a wide range of commentary can be formulated. (The author on several occasions tried to reach the SCS in relation to making their facilities available and to offer support and advice but never received acknowledgement)
From the database which the author put together (from the SCS contacts database) there were some 350 of the e-mail address no longer in use. A further 67 people on the list had left the company listed on the website and 77 people returned out of office autoreplys. There were some 43 people who deleted the e-mail without reading it. When this is taken into account it gives a response rate of 11%. The author provided a 20cent per reply incentive donated to the ISPCC which he has forwarded based on the 170 reply’s received €34.00.
6.1 Analysis of Results
The author formulated three different questionnaires aimed at: -
· Probationers
· Fellows
· Associates
6.1.1 Common Questions (Fellows, associates, Probationers)
The author is going to first analyse the responses to the common questions in each questionnaire which were aimed at assessing the degree of satisfaction amongst society members with the services provided within the society.
Q4. Are you happy with the SCS Website and the information available on it?
Objective: The purpose of this question is to establish the level of satisfaction within the SCS regarding the information on the website.
Commentary: As the findings above show, 54% of fellows surveyed were happy with the current content of the website and the information involved, while 72% & 73% of probationers and associates respectively were happy with it. 33% of the fellows were of the opinion that the website needed to be improved and 28% & 27% of probationers and associates were of the same opinion. Overall 13% declined to answer this question. Therefore we can conclude from this that the website needs improving in certain areas and that the Fellows of the society are the group that are most unsatisfied with the current standards of the website.
Q5. Are you happy with the information regarding the APC on the website?
Objective: The purpose of this questionnaire was to asses whether the members of the SCS were happy with the information provided by the SCS.
Commentary: As the findings above show, 40% of fellows 51% of probationers and 60% of associates surveyed were happy with the current information regarding the APC on the website. 47% of Fellows, 46% of probationers and 36% of associates were of the opinion that the information needed to be approved and 20% overall declined to answer this question. Therefore we can conclude from this that the members of the society are not happy with the current level of information relating to the APC and it needs improving in certain areas. The Author is aware that it is almost impossible to reach 100% satisfaction in any of these categories but as our professional regulating body the author feels that the SCS should strive to acheieve satisfaction amongst its members.
Q6. Do you feel there is enough support from the SCS in helping probationers become chartered?
Objective: The aim of this question was to establish if the fellows of the society are happy with the current efforts of the society in helping probationers gain their chartered status.
Commentary: As the findings above show, 54% of fellows, 48% of probationers and 54% of associates surveyed were happy with the support provided by the SCS to probationers, 33%,49% & 42% of the people were of the opinion that they needed to improve and 20% declined to answer this question. Therefore we can conclude from this that the members of the society are not happy with the current level of support being given to probationers of the society. The author is aware that not everybody will always be happy but it is the author’s opinion that the SCS should strive to achieve the highest possible level they can as our professional regulating body.
Q7. In your opinion is there good communication between yourself and the SCS?
Objective: To formulate an opinion on the satisfaction levels amongst members regarding communication with the society.
Commentary: As the findings above show, 67% of fellows 60% of probationers and 58% of associates surveyed were happy with their communication with the SCS, 20%, 40% and 38% of the people were of the opinion that they needed to improve and 17% declined to answer this question. Therefore we can conclude from this that the satisfaction levels rate relatively highly amongst the members.
Q8. Do you think Surveyor’s in Ireland would benefit from publications such as “the APC your practical guide to success” & “The APC an essential guide” CPD study packs and educational tapes relating to the APC process, as can be found on the RICS website?
Objective: To survey practising surveyors opinions in relation to the material and if they think they could be of use to the members of the society.
Commentary: As the findings above show, 86% of fellows, 96% of probationers and 91% of associates surveyed felt that the introduction of such guides would be of a major benefit to the society, 7%, 3% & 7% of the people were of the opinion that they would not be of any use and 10% declined to answer this question. Therefore we can conclude that this is one of the major areas that the SCS could improve on and perhaps implement some of these options.
Q9. Does your workplace in corporate structured learning to help those undertaking the APC?
Objective: To asses the current numbers of company’s that incorporate structured learning programmes for the APC process.
Commentary: As the findings above show, 53% of the fellows, 66% of probationers and 51% of associates surveyed; had structured learning incorporated in their workplace, 40%, 33% & 47% of the people had not and 10% declined to answer. The authors opinion on structured learning for the APC is that it should like the RICS be introduced by the SCS as a standard across the society for all company’s to be registered as approved to provide an adequate training platform. This would help to allow a quality standard that had to be achieved by all company’s and this would attract the best graduates to these company’s ensuring that quality people remain within the society structure this is discussed in depth in later chapters.
Q10. In relation to the SCS talks (CPD/PQSL) do you feel that they are sometimes made un-attendable due to their locations throughout the country?
Objective: To asses whether the CPD courses need to be overhauled within the country and if members sometimes find it is difficult to attend them due to their locations.
Commentary: As the findings above show, 40% of the fellows, 60% of probationers and 80% of associates surveyed felt that the CPD was often hard to make due to its locations, while 60%, 39% & 20% believed it was not; however it is worth noting that this 60% in relation to the fellows were all based in Dublin and perhaps are viewing the situation through rose tinted glasses. As the 40% of fellows whom replied “yes” Were all based outside of Dublin. The author feels that the SCS need to at the least provide a downloadable version of the CPD lectures on the website and maybe from time to time relocate some of the major events to somewhere a little more central between the Dublin, Cork, Galway region.
Q11. While attending college were you actively encouraged to enrol as a member of the SCS?
Objective: To asses whether or not the colleges are playing an active roll in encouraging students to enrol in the SCS and if the SCS have the ability to perhaps market themselves towards the colleges better.
Commentary: As the findings above show, 54% of the fellows, 52% of probationers and 53% of associates surveyed were actively encouraged to enrol as member of the SCS while attending college 33%, 48% & 40% were not and 20% declined to respond. The authors opinion in this circumstance is that the SCS could improve their marketability by the YCS paying visits to the colleges around Ireland that hold the accredited quantity surveying courses, they could also implement partnership with the various colleges this method has been seen to good use with the RICS in recent years and it helps encourage a high quality graduate into the Society.
Q13 Were you encouraged by your Employer to enrol as a member of the SCS?
Objective: To compare with the results from question 11 and to asses if it is seen as essential amongst the company’s to have surveyors gaining their chartership.
Commentary: As the findings show 60% of fellows, 86% of probationers and 87% of associates surveyed were actively encouraged by their employer to enrol which is a significant increase from the college question above. The author is not going to even try to guess why certain employers would not want to encourage their staff to enrol but feels that it could only be seen as good for business that your staff were members of the society. 20%, 9% & 13% were not encouraged and 25% declined to answer this question.
Q16 Do you feel that there is a need for additional resources within offices to help probationers achieve their chartered status?
Objective: To assess the feelings towards the work load involved in the APC and if the Fellows & associates feel that the SCS need to have more input and involvement in the process.
Commentary: As the findings show 60% of fellows and 58% of associates surveyed felt that there was a need for additional resources within the SCS to help the employer carry out the process, 20% & 33% felt that there was no need for them and 20% declined to answer. The author feels that the SCS should like the RICS introduce RTA’s per province to help implement and maintain structured training within the company’s.
Q17 In your opinion is there a need for training officers within the SCS since the introduction of the new system?
Objective: To allow the author to formulate a recommendation to the SCS along with the help of the response’s to question16.
Commentary: As the findings show 53% of fellows and 66% of associates surveyed felt that there was a need for training officers within the SCS to help the employer carry out the process, 40% & 27% felt that there was no need for them and 14% failed to respond to this question. Judging by these responses it would be evident that the members would be in favour of the introduction of training officers within the society.
Q18 Has the new system the potential to lead to disputes amongst employers and employees?
Objective: To allow the author to asses the opinions of the members towards the possibility of disputes amongst employees and employers when it comes to decide if the candidate is suitable for the final assessment or not. The author received interesting feedback in the comments section of this questionnaire where one of the respondents felt that it may not lead to disputes in the way that the author has put it but may in fact lead to disputes between employer and the SCS. The Employer deems the Surveyor capable of passing the final Assessment and the SCS handout a referral “Are they saying that the employer’s judgement is not good enough in this circumstance” This is one of the main question in the survey to help the author refute or substantiate his hypothesis.
Commentary: As the findings show 54% of fellows and 47% of Associates surveyed felt that there was no risk of conflict while 33% & 33% felt that it may lead to conflict, 33% failed to respond. The author would have liked to have researched the area of the risk of conflict amongst employer and the SCS further if he had the time.
Q20 If you had the choice would you recommend the old or the new System?
Objective: To see where opinions lie in regard to the old or the new system being the preferred choice.
Commentary: As the findings show 40% of fellows and 49% of Associates surveyed felt that the former system was the better option, while 27% & 29% felt that the current system was the better one and 55% failed to respond.
6.3.1 Probationers
The author when formulating the questionnaire had perhaps a bias towards what information he was looking for from this group in particular because of hie probationers membership of the society.
Q12 Do you feel that you would benefit from a set template such as an excel programme with all templates set up and all necessary charts and graphs to aid you with the tracking of your competencies?
Objective: To try and asses the general levels of satisfaction towards the SCS amongst probationers, and to try and decipher a common theme amongst the survey results that may lead the author putting forward some real recommendations for improvements required by some of the younger members of the society.
Commentary: This question was very conclusive in its answers with 91% of the respondents agreeing; this leave’s little doubt in the authors mind that if the SCS were to implement a computer programme of sorts it may help mediate the costs and extra work load of the new system. The author is aware of a computer programme being sold through the APC centre website aimed at members of the RICS it may be worthwhile for the SCS to have a look at it.
Q13. Would you consider yourself to have a good working knowledge of the APC guides?
Objective: To try and asses the general levels of satisfaction towards the SCS amongst probationers, and to try and decipher a common theme amongst the survey results that may lead the author putting forward some real recommendations for improvements required by some of the younger members of the society.
Commentary: The majority of probationers 64% seemed happy enough that they have a good knowledge of the guides, and the author’s opinion is that the guides are very detailed and concise. The One comment that was made quite a lot was the lack of guides for the former system on the website for all the probationers currently fazing out on that system.
Q15. Do you fully understand what is required from you at interim and final assessment stage?
Objective: To try and asses the general levels of satisfaction towards the SCS amongst probationers, and to try and decipher a common theme amongst the survey results that may lead the author putting forward some real recommendations for improvements required by some of the younger members of the society.
Commentary: Again the vast majority 70% seem happy with this question there were however several comments that there should be a standard document for both so people can view them and get a “feel for what is required of them”
Q17. Did you/are you completing your first year of the APC while on your placement year?
Objective: To asses the uptake on the APC for year out and sandwich students.
Commentary: This was one fact that the author could not believe, as he was always of the opinion to get the first year of the APC out of the way while on your placement year, he was astounded to learn that 80% of the probationers in the society did not complete the first year of their APC while on placement. This may need to be something addressed between the relevant colleges and the SCS to improve and promote their marketability amongst the student population.
Q20. PQSL has increased from 48 hours to 96 hours during the minimum training period do you find this hard to achieve?
Objective: To asses if probationers are having difficulty in trying to achieve this level of PQSL.
Commentary: 61% of the respondents are finding it hard to try to meet with the 48 hours a year for the PQSL as already spoken about in chapter 5 on the former system it was 48 hours of PQSL over two years. In order for the SCS to try and combat this they should put downloadable links on the website of CPD talks set up CPD/PQSL packs ala the RICS.
Q21. Do you currently find it difficult to plot your experience against the competency planner?
Objective: Again to try and asses if the probationers have yet got to grips with the new system or are there still teething problems that need to be explained.
Commentary: With 52% of respondents still having issues with tracking their competency the author feels that the SCS may need to set up a few more seminars for those that have missed the previous ones.
Q22. Do you find that your supervisor and Counsellor endeavour to guide you through process and are of help in areas where you might be lacking?
Objective: To assess the level of satisfaction within company’s and offices.
Commentary: This response 74% seems to all but refute one of the author’s contentions that the new APC may lead to arguments between employers and employees.
Q23. Do you feel the mandatory competencies are common to your area of surveying?
Objective: To gain a Level of satisfaction with the format of the competencies.
Commentary: This seems to be fairly conclusive that 74% of those who participated were happy that the competencies were of the core of the Quantity Surveying industry.
Q24. Do you feel that the competencies are achievable within the 24 month minimum training period?
Objective: To asses if people were of the opinion that the two year training period was unrealistic and very hard to achieve the level required in all the competencies.
Commentary: 67% of probationers are of the opinion that the competencies are achievable and appears that they are happy with them.
Q25. Do you feel the reviews are of benefit to you?
Objective: To asses if the new system is aiding the probationer with their development and encourages them to mix with their supervisor on a regular basis.
Commentary: With a 68% response rate it seems like the reviews are of benefit to most probationers.
Q26. Do the reviews actually take place on their designated date?
Objective: To see if the new system has come on from the old where you would just run to your supervisor the day before hand and bulk sign all your material. If the reviews happen as they should do; there is no doubt that they would be of great benefit to the probationer.
Commentary: Looks like old habits die hard here, with 62% of probationers saying that the reviews never happen on time.
Q27 Do you feel that supervisors are lacking in their knowledge of the new system?
Objective: To asses whether or not if the supervisors have attended the SCS talk on the new APC format, and to see if they try to actively encourage the probationer.
Commentary: Looks like there is a need for more education within the SCS and time to enforce the fact that it is mandatory to attend the training meetings for the new system if you are a supervisor for probationers.
Q29. If you are aware of the format of the former APC which route would you choose?
Objective: To asses the overall opinions of members of the society as to which system they would prefer.
Commentary: The former system is just about edging it with all three members of the society, although it is hard to decipher whether the reason behind this is the fact that there was less work in the old system or people genuinely taught it was better method of assessment.
In this chapter, the author will analyse the results of a questionnaire survey used to asses the extent of knowledge of the new competency based system and attitudes towards the SCS. This information will enable the author to substantiate or refute the hypothesis of the dissertation. The author has also used the questionnaire to obtain further information and views on some of the main topics discussed in the previous chapters; these will be analysed and discussed in this chapter also.
A cover letter was prepared to accompany the e-mail questionnaire. (See appendix A for a copy of the cover letter and sample Questionnaires) Prior to sending out the questionnaires to the members of the SCS the author first issued them to members of the society within his workplace. They offered their opinions and views on the structure and appropriate content of the questionnaire. (Appendix B) Shows the people to whom the questionnaire was sent, of the 2,100 sent out 170 were returned. This implies a response rate of 8% which is not completely satisfactory but still ensures that a wide range of commentary can be formulated. (The author on several occasions tried to reach the SCS in relation to making their facilities available and to offer support and advice but never received acknowledgement)
From the database which the author put together (from the SCS contacts database) there were some 350 of the e-mail address no longer in use. A further 67 people on the list had left the company listed on the website and 77 people returned out of office autoreplys. There were some 43 people who deleted the e-mail without reading it. When this is taken into account it gives a response rate of 11%. The author provided a 20cent per reply incentive donated to the ISPCC which he has forwarded based on the 170 reply’s received €34.00.
6.1 Analysis of Results
The author formulated three different questionnaires aimed at: -
· Probationers
· Fellows
· Associates
6.1.1 Common Questions (Fellows, associates, Probationers)
The author is going to first analyse the responses to the common questions in each questionnaire which were aimed at assessing the degree of satisfaction amongst society members with the services provided within the society.
Q4. Are you happy with the SCS Website and the information available on it?
Objective: The purpose of this question is to establish the level of satisfaction within the SCS regarding the information on the website.
Commentary: As the findings above show, 54% of fellows surveyed were happy with the current content of the website and the information involved, while 72% & 73% of probationers and associates respectively were happy with it. 33% of the fellows were of the opinion that the website needed to be improved and 28% & 27% of probationers and associates were of the same opinion. Overall 13% declined to answer this question. Therefore we can conclude from this that the website needs improving in certain areas and that the Fellows of the society are the group that are most unsatisfied with the current standards of the website.
Q5. Are you happy with the information regarding the APC on the website?
Objective: The purpose of this questionnaire was to asses whether the members of the SCS were happy with the information provided by the SCS.
Commentary: As the findings above show, 40% of fellows 51% of probationers and 60% of associates surveyed were happy with the current information regarding the APC on the website. 47% of Fellows, 46% of probationers and 36% of associates were of the opinion that the information needed to be approved and 20% overall declined to answer this question. Therefore we can conclude from this that the members of the society are not happy with the current level of information relating to the APC and it needs improving in certain areas. The Author is aware that it is almost impossible to reach 100% satisfaction in any of these categories but as our professional regulating body the author feels that the SCS should strive to acheieve satisfaction amongst its members.
Q6. Do you feel there is enough support from the SCS in helping probationers become chartered?
Objective: The aim of this question was to establish if the fellows of the society are happy with the current efforts of the society in helping probationers gain their chartered status.
Commentary: As the findings above show, 54% of fellows, 48% of probationers and 54% of associates surveyed were happy with the support provided by the SCS to probationers, 33%,49% & 42% of the people were of the opinion that they needed to improve and 20% declined to answer this question. Therefore we can conclude from this that the members of the society are not happy with the current level of support being given to probationers of the society. The author is aware that not everybody will always be happy but it is the author’s opinion that the SCS should strive to achieve the highest possible level they can as our professional regulating body.
Q7. In your opinion is there good communication between yourself and the SCS?
Objective: To formulate an opinion on the satisfaction levels amongst members regarding communication with the society.
Commentary: As the findings above show, 67% of fellows 60% of probationers and 58% of associates surveyed were happy with their communication with the SCS, 20%, 40% and 38% of the people were of the opinion that they needed to improve and 17% declined to answer this question. Therefore we can conclude from this that the satisfaction levels rate relatively highly amongst the members.
Q8. Do you think Surveyor’s in Ireland would benefit from publications such as “the APC your practical guide to success” & “The APC an essential guide” CPD study packs and educational tapes relating to the APC process, as can be found on the RICS website?
Objective: To survey practising surveyors opinions in relation to the material and if they think they could be of use to the members of the society.
Commentary: As the findings above show, 86% of fellows, 96% of probationers and 91% of associates surveyed felt that the introduction of such guides would be of a major benefit to the society, 7%, 3% & 7% of the people were of the opinion that they would not be of any use and 10% declined to answer this question. Therefore we can conclude that this is one of the major areas that the SCS could improve on and perhaps implement some of these options.
Q9. Does your workplace in corporate structured learning to help those undertaking the APC?
Objective: To asses the current numbers of company’s that incorporate structured learning programmes for the APC process.
Commentary: As the findings above show, 53% of the fellows, 66% of probationers and 51% of associates surveyed; had structured learning incorporated in their workplace, 40%, 33% & 47% of the people had not and 10% declined to answer. The authors opinion on structured learning for the APC is that it should like the RICS be introduced by the SCS as a standard across the society for all company’s to be registered as approved to provide an adequate training platform. This would help to allow a quality standard that had to be achieved by all company’s and this would attract the best graduates to these company’s ensuring that quality people remain within the society structure this is discussed in depth in later chapters.
Q10. In relation to the SCS talks (CPD/PQSL) do you feel that they are sometimes made un-attendable due to their locations throughout the country?
Objective: To asses whether the CPD courses need to be overhauled within the country and if members sometimes find it is difficult to attend them due to their locations.
Commentary: As the findings above show, 40% of the fellows, 60% of probationers and 80% of associates surveyed felt that the CPD was often hard to make due to its locations, while 60%, 39% & 20% believed it was not; however it is worth noting that this 60% in relation to the fellows were all based in Dublin and perhaps are viewing the situation through rose tinted glasses. As the 40% of fellows whom replied “yes” Were all based outside of Dublin. The author feels that the SCS need to at the least provide a downloadable version of the CPD lectures on the website and maybe from time to time relocate some of the major events to somewhere a little more central between the Dublin, Cork, Galway region.
Q11. While attending college were you actively encouraged to enrol as a member of the SCS?
Objective: To asses whether or not the colleges are playing an active roll in encouraging students to enrol in the SCS and if the SCS have the ability to perhaps market themselves towards the colleges better.
Commentary: As the findings above show, 54% of the fellows, 52% of probationers and 53% of associates surveyed were actively encouraged to enrol as member of the SCS while attending college 33%, 48% & 40% were not and 20% declined to respond. The authors opinion in this circumstance is that the SCS could improve their marketability by the YCS paying visits to the colleges around Ireland that hold the accredited quantity surveying courses, they could also implement partnership with the various colleges this method has been seen to good use with the RICS in recent years and it helps encourage a high quality graduate into the Society.
Q13 Were you encouraged by your Employer to enrol as a member of the SCS?
Objective: To compare with the results from question 11 and to asses if it is seen as essential amongst the company’s to have surveyors gaining their chartership.
Commentary: As the findings show 60% of fellows, 86% of probationers and 87% of associates surveyed were actively encouraged by their employer to enrol which is a significant increase from the college question above. The author is not going to even try to guess why certain employers would not want to encourage their staff to enrol but feels that it could only be seen as good for business that your staff were members of the society. 20%, 9% & 13% were not encouraged and 25% declined to answer this question.
Q16 Do you feel that there is a need for additional resources within offices to help probationers achieve their chartered status?
Objective: To assess the feelings towards the work load involved in the APC and if the Fellows & associates feel that the SCS need to have more input and involvement in the process.
Commentary: As the findings show 60% of fellows and 58% of associates surveyed felt that there was a need for additional resources within the SCS to help the employer carry out the process, 20% & 33% felt that there was no need for them and 20% declined to answer. The author feels that the SCS should like the RICS introduce RTA’s per province to help implement and maintain structured training within the company’s.
Q17 In your opinion is there a need for training officers within the SCS since the introduction of the new system?
Objective: To allow the author to formulate a recommendation to the SCS along with the help of the response’s to question16.
Commentary: As the findings show 53% of fellows and 66% of associates surveyed felt that there was a need for training officers within the SCS to help the employer carry out the process, 40% & 27% felt that there was no need for them and 14% failed to respond to this question. Judging by these responses it would be evident that the members would be in favour of the introduction of training officers within the society.
Q18 Has the new system the potential to lead to disputes amongst employers and employees?
Objective: To allow the author to asses the opinions of the members towards the possibility of disputes amongst employees and employers when it comes to decide if the candidate is suitable for the final assessment or not. The author received interesting feedback in the comments section of this questionnaire where one of the respondents felt that it may not lead to disputes in the way that the author has put it but may in fact lead to disputes between employer and the SCS. The Employer deems the Surveyor capable of passing the final Assessment and the SCS handout a referral “Are they saying that the employer’s judgement is not good enough in this circumstance” This is one of the main question in the survey to help the author refute or substantiate his hypothesis.
Commentary: As the findings show 54% of fellows and 47% of Associates surveyed felt that there was no risk of conflict while 33% & 33% felt that it may lead to conflict, 33% failed to respond. The author would have liked to have researched the area of the risk of conflict amongst employer and the SCS further if he had the time.
Q20 If you had the choice would you recommend the old or the new System?
Objective: To see where opinions lie in regard to the old or the new system being the preferred choice.
Commentary: As the findings show 40% of fellows and 49% of Associates surveyed felt that the former system was the better option, while 27% & 29% felt that the current system was the better one and 55% failed to respond.
6.3.1 Probationers
The author when formulating the questionnaire had perhaps a bias towards what information he was looking for from this group in particular because of hie probationers membership of the society.
Q12 Do you feel that you would benefit from a set template such as an excel programme with all templates set up and all necessary charts and graphs to aid you with the tracking of your competencies?
Objective: To try and asses the general levels of satisfaction towards the SCS amongst probationers, and to try and decipher a common theme amongst the survey results that may lead the author putting forward some real recommendations for improvements required by some of the younger members of the society.
Commentary: This question was very conclusive in its answers with 91% of the respondents agreeing; this leave’s little doubt in the authors mind that if the SCS were to implement a computer programme of sorts it may help mediate the costs and extra work load of the new system. The author is aware of a computer programme being sold through the APC centre website aimed at members of the RICS it may be worthwhile for the SCS to have a look at it.
Q13. Would you consider yourself to have a good working knowledge of the APC guides?
Objective: To try and asses the general levels of satisfaction towards the SCS amongst probationers, and to try and decipher a common theme amongst the survey results that may lead the author putting forward some real recommendations for improvements required by some of the younger members of the society.
Commentary: The majority of probationers 64% seemed happy enough that they have a good knowledge of the guides, and the author’s opinion is that the guides are very detailed and concise. The One comment that was made quite a lot was the lack of guides for the former system on the website for all the probationers currently fazing out on that system.
Q15. Do you fully understand what is required from you at interim and final assessment stage?
Objective: To try and asses the general levels of satisfaction towards the SCS amongst probationers, and to try and decipher a common theme amongst the survey results that may lead the author putting forward some real recommendations for improvements required by some of the younger members of the society.
Commentary: Again the vast majority 70% seem happy with this question there were however several comments that there should be a standard document for both so people can view them and get a “feel for what is required of them”
Q17. Did you/are you completing your first year of the APC while on your placement year?
Objective: To asses the uptake on the APC for year out and sandwich students.
Commentary: This was one fact that the author could not believe, as he was always of the opinion to get the first year of the APC out of the way while on your placement year, he was astounded to learn that 80% of the probationers in the society did not complete the first year of their APC while on placement. This may need to be something addressed between the relevant colleges and the SCS to improve and promote their marketability amongst the student population.
Q20. PQSL has increased from 48 hours to 96 hours during the minimum training period do you find this hard to achieve?
Objective: To asses if probationers are having difficulty in trying to achieve this level of PQSL.
Commentary: 61% of the respondents are finding it hard to try to meet with the 48 hours a year for the PQSL as already spoken about in chapter 5 on the former system it was 48 hours of PQSL over two years. In order for the SCS to try and combat this they should put downloadable links on the website of CPD talks set up CPD/PQSL packs ala the RICS.
Q21. Do you currently find it difficult to plot your experience against the competency planner?
Objective: Again to try and asses if the probationers have yet got to grips with the new system or are there still teething problems that need to be explained.
Commentary: With 52% of respondents still having issues with tracking their competency the author feels that the SCS may need to set up a few more seminars for those that have missed the previous ones.
Q22. Do you find that your supervisor and Counsellor endeavour to guide you through process and are of help in areas where you might be lacking?
Objective: To assess the level of satisfaction within company’s and offices.
Commentary: This response 74% seems to all but refute one of the author’s contentions that the new APC may lead to arguments between employers and employees.
Q23. Do you feel the mandatory competencies are common to your area of surveying?
Objective: To gain a Level of satisfaction with the format of the competencies.
Commentary: This seems to be fairly conclusive that 74% of those who participated were happy that the competencies were of the core of the Quantity Surveying industry.
Q24. Do you feel that the competencies are achievable within the 24 month minimum training period?
Objective: To asses if people were of the opinion that the two year training period was unrealistic and very hard to achieve the level required in all the competencies.
Commentary: 67% of probationers are of the opinion that the competencies are achievable and appears that they are happy with them.
Q25. Do you feel the reviews are of benefit to you?
Objective: To asses if the new system is aiding the probationer with their development and encourages them to mix with their supervisor on a regular basis.
Commentary: With a 68% response rate it seems like the reviews are of benefit to most probationers.
Q26. Do the reviews actually take place on their designated date?
Objective: To see if the new system has come on from the old where you would just run to your supervisor the day before hand and bulk sign all your material. If the reviews happen as they should do; there is no doubt that they would be of great benefit to the probationer.
Commentary: Looks like old habits die hard here, with 62% of probationers saying that the reviews never happen on time.
Q27 Do you feel that supervisors are lacking in their knowledge of the new system?
Objective: To asses whether or not if the supervisors have attended the SCS talk on the new APC format, and to see if they try to actively encourage the probationer.
Commentary: Looks like there is a need for more education within the SCS and time to enforce the fact that it is mandatory to attend the training meetings for the new system if you are a supervisor for probationers.
Q29. If you are aware of the format of the former APC which route would you choose?
Objective: To asses the overall opinions of members of the society as to which system they would prefer.
Commentary: The former system is just about edging it with all three members of the society, although it is hard to decipher whether the reason behind this is the fact that there was less work in the old system or people genuinely taught it was better method of assessment.
Chapter 4 The people invloved
4.1 Who is the supervisor?
The supervisor is the person responsible for the day to day activities, and has a good knowledge of the work being performed by the probationer. The supervisor ideally should be a chartered surveyor within the division of which the probationer wishes to practise.
4.1.2 Duties of the Supervisor
Provide, Guidance, support and encouragement.
Asses the candidate against the competencies every three months, completing their record of progress and the supervisors three monthly report.
Give guidance on how to keep a diary up to date reviewing it to see whether the competency references are correct. Are they claiming too many or not enough.
Help the candidate interpret the competencies to ensure that they receive credit for all activities carried out.
Ensure the logbook is complete and accurate.
After 12 months agree with the counsellor and the candidate on the candidate’s progress and complete interim summary of progress.
Together with the counsellor, asses whether the candidate has achieved the competency requirements of their Division/Specialist area and has all the relevant evidence for the pre assessment submissions.
Give support and guidance to the candidate on their critical analysis which forms part of the final assessment submissions.
Prior to the final assessment discuss with the counsellor the candidates progress and readiness.
Together with the counsellor complete the final summary of progress report.
If the candidate has been referred discuss with the counsellor the candidates progress and readiness for reassessment.
(The APC Counsellor & Supervisors Guide 2006)(www.scs.ie)
(The Points highlighted above are duties which were also common to the former system)
4.1.3 Additional Roles of the supervisor since the introduction of the competency based APC.
The author has played the devils advocate in a certain since, and in his own opinions believes there are pros and cons for the new assessment. Before the author began his research he was of the firm opinion that the new system incorporated a lot of additional work on everyone involved in the process with the exception of the SCS. If the author was to be critical of the new system it would be mainly due to the lack of support being given by the SCS(not that it was being given for the former system either) to the employer, counsellor, supervisor and probationer alike.
When the new competency based assessment was incorporated within the RICS they introduced RTA’s to help aid employers with setting up structured training agreements which were made mandatory under the new APC within the RICS. Table 4.0 shows the additional work required on behalf of the Supervisor in comparison to the former system. There is a substantial amount of extra work and resources required to manage this process the costs and time of which can be seen in Chapter 6.
4.2 Who is the counsellor?
The counsellor is the person responsible for planning and monitoring your activities. They are required to be a chartered surveyor within the division in which you wish to practise. On a personal note the author has noticed that since the introduction of the new competency based assessment several of the bigger PQS firms and Contractors have enlisted the help of a chartered surveyor specifically for this task. The author feels that the introduction of this person should be implemented through the SCS and the costs not resting with the employer. The argument can be made however that having a member of staff chartered is a method of enticing business and is a wish that the employer may want and may be willing to pay for.
4.2.1 Duties of the Counsellor
Asses the candidate against the competencies every six months and reviews the overall progress as a second opinion to the supervisor.
At the six monthly review complete the record of progress and counsellors progress report.
Discuss with the candidate and supervisor whether the candidate may need additional Training or experience and agree who will organise it.
Support & Guide the candidate.
At the 12 month review liaise with the supervisor and the candidate, agreeing progress and focus for the coming months, complete the interim summary of progress.
Judge when all the competencies have been achieved and the candidate is ready for final assessment.
Liaise with the supervisor and make sure that all the relevant documentation is included in the pre assessment submissions. This should include the final summary of progress report.
Work with the supervisor to give advice and guidance to the candidate preparing for the final assessment presentation and interview.
If the candidate is referred discuss with the supervisor the candidates progress and readiness for reassessment.
(The APC Counsellor & Supervisors Guide 2006)(www.scs.ie)
(The Points highlighted above are duties which were also common to the former system)
4.2.2 Additional Roles of the Counsellor since the introduction of the competency based APC.
Table 4.1 shows the additional work on behalf of the counsellor in comparison with the former system. There is a substantial amount of extra work and resources required to manage this process the costs of which are outlined in Chapter 6. The author believes that the additional work required with the new system could lead to a decreasing number of employers encouraging graduates to enrol in the APC. In order to prevent this, the author feels that the SCS must provide support to all those involved in the APC Process.
4.3 Possibility of Disputes
As per Diagram 4.2 below the author has illustrated the current lines of communication between the SCS and the rest of the people involved in the APC process. The author when initially carrying out his research aimed the questionnaire at the possibility of disputes amongst employees and employers, but it was highlighted to the author in the reply to one of the fellows questionnaires that “There is more of a risk of disputes between employers and the SCS” He substantiated this comment by saying the Supervisors & Counsellors deem the probationer competent to sit the assessment, when this probationer receives a referral it may be seen that this is a direct criticism of the counsellor who put the probationer forward for assessment.
The supervisor is the person responsible for the day to day activities, and has a good knowledge of the work being performed by the probationer. The supervisor ideally should be a chartered surveyor within the division of which the probationer wishes to practise.
4.1.2 Duties of the Supervisor
Provide, Guidance, support and encouragement.
Asses the candidate against the competencies every three months, completing their record of progress and the supervisors three monthly report.
Give guidance on how to keep a diary up to date reviewing it to see whether the competency references are correct. Are they claiming too many or not enough.
Help the candidate interpret the competencies to ensure that they receive credit for all activities carried out.
Ensure the logbook is complete and accurate.
After 12 months agree with the counsellor and the candidate on the candidate’s progress and complete interim summary of progress.
Together with the counsellor, asses whether the candidate has achieved the competency requirements of their Division/Specialist area and has all the relevant evidence for the pre assessment submissions.
Give support and guidance to the candidate on their critical analysis which forms part of the final assessment submissions.
Prior to the final assessment discuss with the counsellor the candidates progress and readiness.
Together with the counsellor complete the final summary of progress report.
If the candidate has been referred discuss with the counsellor the candidates progress and readiness for reassessment.
(The APC Counsellor & Supervisors Guide 2006)(www.scs.ie)
(The Points highlighted above are duties which were also common to the former system)
4.1.3 Additional Roles of the supervisor since the introduction of the competency based APC.
The author has played the devils advocate in a certain since, and in his own opinions believes there are pros and cons for the new assessment. Before the author began his research he was of the firm opinion that the new system incorporated a lot of additional work on everyone involved in the process with the exception of the SCS. If the author was to be critical of the new system it would be mainly due to the lack of support being given by the SCS(not that it was being given for the former system either) to the employer, counsellor, supervisor and probationer alike.
When the new competency based assessment was incorporated within the RICS they introduced RTA’s to help aid employers with setting up structured training agreements which were made mandatory under the new APC within the RICS. Table 4.0 shows the additional work required on behalf of the Supervisor in comparison to the former system. There is a substantial amount of extra work and resources required to manage this process the costs and time of which can be seen in Chapter 6.
4.2 Who is the counsellor?
The counsellor is the person responsible for planning and monitoring your activities. They are required to be a chartered surveyor within the division in which you wish to practise. On a personal note the author has noticed that since the introduction of the new competency based assessment several of the bigger PQS firms and Contractors have enlisted the help of a chartered surveyor specifically for this task. The author feels that the introduction of this person should be implemented through the SCS and the costs not resting with the employer. The argument can be made however that having a member of staff chartered is a method of enticing business and is a wish that the employer may want and may be willing to pay for.
4.2.1 Duties of the Counsellor
Asses the candidate against the competencies every six months and reviews the overall progress as a second opinion to the supervisor.
At the six monthly review complete the record of progress and counsellors progress report.
Discuss with the candidate and supervisor whether the candidate may need additional Training or experience and agree who will organise it.
Support & Guide the candidate.
At the 12 month review liaise with the supervisor and the candidate, agreeing progress and focus for the coming months, complete the interim summary of progress.
Judge when all the competencies have been achieved and the candidate is ready for final assessment.
Liaise with the supervisor and make sure that all the relevant documentation is included in the pre assessment submissions. This should include the final summary of progress report.
Work with the supervisor to give advice and guidance to the candidate preparing for the final assessment presentation and interview.
If the candidate is referred discuss with the supervisor the candidates progress and readiness for reassessment.
(The APC Counsellor & Supervisors Guide 2006)(www.scs.ie)
(The Points highlighted above are duties which were also common to the former system)
4.2.2 Additional Roles of the Counsellor since the introduction of the competency based APC.
Table 4.1 shows the additional work on behalf of the counsellor in comparison with the former system. There is a substantial amount of extra work and resources required to manage this process the costs of which are outlined in Chapter 6. The author believes that the additional work required with the new system could lead to a decreasing number of employers encouraging graduates to enrol in the APC. In order to prevent this, the author feels that the SCS must provide support to all those involved in the APC Process.
4.3 Possibility of Disputes
As per Diagram 4.2 below the author has illustrated the current lines of communication between the SCS and the rest of the people involved in the APC process. The author when initially carrying out his research aimed the questionnaire at the possibility of disputes amongst employees and employers, but it was highlighted to the author in the reply to one of the fellows questionnaires that “There is more of a risk of disputes between employers and the SCS” He substantiated this comment by saying the Supervisors & Counsellors deem the probationer competent to sit the assessment, when this probationer receives a referral it may be seen that this is a direct criticism of the counsellor who put the probationer forward for assessment.
Chapter 3 Introduction to SCS/APC
Introduction
This chapter introduces the reader to the general concept of The Society of Chartered Surveyors and explores their development and break away from the RICS; it also looks at the society’s breakdown structure. It goes on to highlight the help and support (if any) they offer to employers, counsellor’s supervisors and probationers, involved in the APC process.
History of the SCS
In 1881, the Royal Institution of chartered surveyors (RICS) established compulsory professional qualifying examinations for its professional associates and fellows and the first of the examinations were held in that year. 14 years later in 1895 when a small group of Irish surveyors amalgamated with the RICS the SCS was born in earnest. “The society remained a branch of the RICS until 1993, when it became an independent body granting its own qualifications”. (http://www.scs.ie/ 2006).
So what is the SCS?
According to (http://www.scs.ie/) the main duty of the society is “establishing and maintaining the professional standards of its members”.
What does the SCS Do?
The society is the professional body in Ireland for Chartered Surveyors and as the RICS do worldwide, the society “regulates the profession in the public interest and oversees all aspects of the profession from education through to qualification, and the continuous maintenance of the highest professional standards”(www.scs.ie). Along with this, it publishes and has input in several articles.
How does the SCS regulate the profession?
The SCS is a professional body based in Ireland. It has some 1400 fully qualified members and a further 800-1200 training at any one time. The APC is the process by which the SCS deems a student/probationer eligible to practice as a Chartered Surveyor.
In order to qualify as a Chartered Surveyor a candidate must:
Obtain a degree or diploma accredited by the SCS.
Fulfil specific academic criteria in one of the professional specialist areas encompassed by the institution.
On completion of your degree, you have to undergo a period of training in employment approved by the SCS, concluding with a successful assessment of readiness to undertake professional practice.
EDUCATION (Diploma/Degree)
+
TRAINING (Employment + APC)
=
SCS
Source: The College of Estate Management CPD “The APC” (1996).
The Evolution of the APC.
The APC is derived from the gradual evolution of the qualification process. This grew from the need only to pass a series of examinations or obtain a degree which gave exemption from the examinations, to the addition of a practical test after a suitable post examination period of practice and finally to a prescriptive requirement to undertake specified professional experience prior to the test. In 1990 the test which had been mainly in the form of a theoretical practice problem that was addressed in examination conditions, was phased out and replaced by an interview. “The interview was a matter of judgement down to the three man panel and as such it was concluded that the word ‘assessment’ as opposed to ‘test’ was more appropriate”. Thus the evolution of the title to APC.
The purpose of the APC.
The purpose of the APC may be summarised as follows: “to ensure that only those who have achieved an acceptable level of proficiency in carrying out the work of a professionally qualified surveyor are admitted to corporate membership of the institution”. Plimmer (2003) commented “the policy of the RICS should therefore be to require a high standard of education as a qualification for membership, in order that the fact of being a member may be an earnest of superior competence and skill, as well as of good character… In short, membership should be considered a distinction, not only by the profession but by the public at large”.
To summarise the aim of the SCS is to ensure that, in carrying out the assessment, the society’s reputation and that of its 1400 practising members is in safe hands.
How to enter the SCS
A prerequisite for the APC is that candidates must be in suitable employment, which provides some or all of the mandatory professional experience specified in the APC documentation, and provides that experience under acceptably qualified supervision.
This chapter introduces the reader to the general concept of The Society of Chartered Surveyors and explores their development and break away from the RICS; it also looks at the society’s breakdown structure. It goes on to highlight the help and support (if any) they offer to employers, counsellor’s supervisors and probationers, involved in the APC process.
History of the SCS
In 1881, the Royal Institution of chartered surveyors (RICS) established compulsory professional qualifying examinations for its professional associates and fellows and the first of the examinations were held in that year. 14 years later in 1895 when a small group of Irish surveyors amalgamated with the RICS the SCS was born in earnest. “The society remained a branch of the RICS until 1993, when it became an independent body granting its own qualifications”. (http://www.scs.ie/ 2006).
So what is the SCS?
According to (http://www.scs.ie/) the main duty of the society is “establishing and maintaining the professional standards of its members”.
What does the SCS Do?
The society is the professional body in Ireland for Chartered Surveyors and as the RICS do worldwide, the society “regulates the profession in the public interest and oversees all aspects of the profession from education through to qualification, and the continuous maintenance of the highest professional standards”(www.scs.ie). Along with this, it publishes and has input in several articles.
How does the SCS regulate the profession?
The SCS is a professional body based in Ireland. It has some 1400 fully qualified members and a further 800-1200 training at any one time. The APC is the process by which the SCS deems a student/probationer eligible to practice as a Chartered Surveyor.
In order to qualify as a Chartered Surveyor a candidate must:
Obtain a degree or diploma accredited by the SCS.
Fulfil specific academic criteria in one of the professional specialist areas encompassed by the institution.
On completion of your degree, you have to undergo a period of training in employment approved by the SCS, concluding with a successful assessment of readiness to undertake professional practice.
EDUCATION (Diploma/Degree)
+
TRAINING (Employment + APC)
=
SCS
Source: The College of Estate Management CPD “The APC” (1996).
The Evolution of the APC.
The APC is derived from the gradual evolution of the qualification process. This grew from the need only to pass a series of examinations or obtain a degree which gave exemption from the examinations, to the addition of a practical test after a suitable post examination period of practice and finally to a prescriptive requirement to undertake specified professional experience prior to the test. In 1990 the test which had been mainly in the form of a theoretical practice problem that was addressed in examination conditions, was phased out and replaced by an interview. “The interview was a matter of judgement down to the three man panel and as such it was concluded that the word ‘assessment’ as opposed to ‘test’ was more appropriate”. Thus the evolution of the title to APC.
The purpose of the APC.
The purpose of the APC may be summarised as follows: “to ensure that only those who have achieved an acceptable level of proficiency in carrying out the work of a professionally qualified surveyor are admitted to corporate membership of the institution”. Plimmer (2003) commented “the policy of the RICS should therefore be to require a high standard of education as a qualification for membership, in order that the fact of being a member may be an earnest of superior competence and skill, as well as of good character… In short, membership should be considered a distinction, not only by the profession but by the public at large”.
To summarise the aim of the SCS is to ensure that, in carrying out the assessment, the society’s reputation and that of its 1400 practising members is in safe hands.
How to enter the SCS
A prerequisite for the APC is that candidates must be in suitable employment, which provides some or all of the mandatory professional experience specified in the APC documentation, and provides that experience under acceptably qualified supervision.
Chapter 2 Research
2.1 Introduction
This chapter outlines the research methodology used to prepare this dissertation. It intends to illustrate the sources of information used and shows the ways in which the information was obtained. Also discussed are the limitations experienced in relation to the collection of data.
2.2 Definition of research
“The concise Oxford dictionary as careful search or inquiry; endeavour to discover new or collate old facts etc. by scientific study of a subject; course or critical investigation” (Naoum; 1998)
2.3 Research Process
The research process was subdivided into four different parts:
2.3.1 Research Planning
Research planning initially began during the author’s placement year prior to submitting the dissertation proposal. The topic was originally chosen because the author being enrolled as a probationer member of the SCS felt that there was a lack of information and the APC seemed to be surrounded by an “air” of uncertainty amongst students wishing to enrol in the process.
This allowed the author to identify the possible areas of approach and a preliminary investigation on the availability of information was undertaken. Being satisfied that enough information was available the author prepared and submitted the proposal. After the topic had been approved the next stage in research planning was to identify the aims and objectives of the dissertation.
Following this, a program was devised in order that each objective is researched adequately. Sufficient time was allocated for gathering data and sourcing information, to gain a good understanding of the topic before writing began.
2.3.2 Data Collection
Data collection was conducted using primary and secondary sources. All the information collected was read in detail and the relevant sections were highlighted, before being divided into relevant chapters and stored in a research folder. Meetings were held with the dissertation tutor on a regular basis and advice was given on sourcing of information and the structuring of chapters. Records were kept in accordance with the Limerick Institute of Technology quality procedures.
2.3.4 Secondary sources/Literature Review
The dissertation drew inputs from secondary sources of information. Extensive use was made of the library facilities at LIT. Information was also obtained through the use of DIT, Bolton Street Library, and a visit to the RICS library Great Georges Street London. The main Secondary sources of information examined included:-
Textbooks relating to the APC
Articles from Journals and Magazines
Internet websites relating to the APC
Previous dissertations within the school of the built environment
The various guides from the SCS websites
The textbooks read in order to get some background to the APC process were (Wilkinson; 2004 & 2006) These text books although based on the RICS system of the APC have content similar in nature; to the SCS equivalent. It proved difficult to find textbooks specific to the APC within Ireland as there has been no such published material.
A number of articles from journals and magazines were particularly useful and provided up to date information and opinion of varying aspects of the APC; (Henney, Davis & Watson) 2004 published an article relating to partnership between third level institutes and the professional awarding body ie the RICS. (Plimmer; 2003) highlights the nature of pre and post qualification professional education as a device to improve the quality of professionals. (Berry, Turrell and Wilkinson 2005) speak about the agenda for change which set out a vision for the future to evaluate the status of the RICS Qualification.
Internet websites were visited and relevant information on the APC and the SCS was selected, the most beneficial websites were:-
The Society of Chartered Surveyors
The Royal Institution of Chartered Surveyors
The APC centre
There is little by way of previous research and publications relating specifically to the SCS’s APC and the issues tackled within this dissertation. The authors Questionnaire served to overcome this problem. Dissertations available within the built environment section of LIT were used to assess the general layout and level of content required in the dissertation. A full list of textbooks, documents, articles and dissertations are detailed in the references and bibliography sections respectively.
2.3.5 Primary Sources
Questionnaires, interviews and a case study formed the basis for obtaining the primary sources of information. A questionnaire was drafted. The aim of the questionnaire was to assess the degree of knowledge and the attitudes within the SCS towards the APC. It was decided to keep the questionnaire short and straight forward. An analysis of the results of the questionnaire is given in chapter 8.
Interviews were conducted during the course of the research for this dissertation. In order to prepare for the interview a list of questions for each interviewee were prepared (see appendix a) The interviews were as open mannered as possible and the responses were recorded by hand written notes taken during the interviews. Any additional information given was also recorded. All those interviewed were sincerely thanked for their contribution to the research. The case study carried out is as part of the primary research and is covered in chapter 8.
2.4 Limitations
There was a lack of published information and research regarding the APC in Ireland. The Author compensated for this limitation by obtaining primary information via a questionnaire, interviews and a case study.
This chapter outlines the research methodology used to prepare this dissertation. It intends to illustrate the sources of information used and shows the ways in which the information was obtained. Also discussed are the limitations experienced in relation to the collection of data.
2.2 Definition of research
“The concise Oxford dictionary as careful search or inquiry; endeavour to discover new or collate old facts etc. by scientific study of a subject; course or critical investigation” (Naoum; 1998)
2.3 Research Process
The research process was subdivided into four different parts:
2.3.1 Research Planning
Research planning initially began during the author’s placement year prior to submitting the dissertation proposal. The topic was originally chosen because the author being enrolled as a probationer member of the SCS felt that there was a lack of information and the APC seemed to be surrounded by an “air” of uncertainty amongst students wishing to enrol in the process.
This allowed the author to identify the possible areas of approach and a preliminary investigation on the availability of information was undertaken. Being satisfied that enough information was available the author prepared and submitted the proposal. After the topic had been approved the next stage in research planning was to identify the aims and objectives of the dissertation.
Following this, a program was devised in order that each objective is researched adequately. Sufficient time was allocated for gathering data and sourcing information, to gain a good understanding of the topic before writing began.
2.3.2 Data Collection
Data collection was conducted using primary and secondary sources. All the information collected was read in detail and the relevant sections were highlighted, before being divided into relevant chapters and stored in a research folder. Meetings were held with the dissertation tutor on a regular basis and advice was given on sourcing of information and the structuring of chapters. Records were kept in accordance with the Limerick Institute of Technology quality procedures.
2.3.4 Secondary sources/Literature Review
The dissertation drew inputs from secondary sources of information. Extensive use was made of the library facilities at LIT. Information was also obtained through the use of DIT, Bolton Street Library, and a visit to the RICS library Great Georges Street London. The main Secondary sources of information examined included:-
Textbooks relating to the APC
Articles from Journals and Magazines
Internet websites relating to the APC
Previous dissertations within the school of the built environment
The various guides from the SCS websites
The textbooks read in order to get some background to the APC process were (Wilkinson; 2004 & 2006) These text books although based on the RICS system of the APC have content similar in nature; to the SCS equivalent. It proved difficult to find textbooks specific to the APC within Ireland as there has been no such published material.
A number of articles from journals and magazines were particularly useful and provided up to date information and opinion of varying aspects of the APC; (Henney, Davis & Watson) 2004 published an article relating to partnership between third level institutes and the professional awarding body ie the RICS. (Plimmer; 2003) highlights the nature of pre and post qualification professional education as a device to improve the quality of professionals. (Berry, Turrell and Wilkinson 2005) speak about the agenda for change which set out a vision for the future to evaluate the status of the RICS Qualification.
Internet websites were visited and relevant information on the APC and the SCS was selected, the most beneficial websites were:-
The Society of Chartered Surveyors
The Royal Institution of Chartered Surveyors
The APC centre
There is little by way of previous research and publications relating specifically to the SCS’s APC and the issues tackled within this dissertation. The authors Questionnaire served to overcome this problem. Dissertations available within the built environment section of LIT were used to assess the general layout and level of content required in the dissertation. A full list of textbooks, documents, articles and dissertations are detailed in the references and bibliography sections respectively.
2.3.5 Primary Sources
Questionnaires, interviews and a case study formed the basis for obtaining the primary sources of information. A questionnaire was drafted. The aim of the questionnaire was to assess the degree of knowledge and the attitudes within the SCS towards the APC. It was decided to keep the questionnaire short and straight forward. An analysis of the results of the questionnaire is given in chapter 8.
Interviews were conducted during the course of the research for this dissertation. In order to prepare for the interview a list of questions for each interviewee were prepared (see appendix a) The interviews were as open mannered as possible and the responses were recorded by hand written notes taken during the interviews. Any additional information given was also recorded. All those interviewed were sincerely thanked for their contribution to the research. The case study carried out is as part of the primary research and is covered in chapter 8.
2.4 Limitations
There was a lack of published information and research regarding the APC in Ireland. The Author compensated for this limitation by obtaining primary information via a questionnaire, interviews and a case study.
My dissertation APC explained Chapter 1
I completed this dissertaion in 2007, thought it might be helful on here. It was written at the time ofthe change from the old system to the new APC system as it is today.
The APC Explained & Examined
An Undergraduate Thesis in partial Fulfilment of the requirements for the Higher Educational and Training Award Council (HETAC) Bachelor of Science (Hons) Degree in Construction Economics Awarded by Limerick Institute of Technology
MARCH 2007
Summary
This Dissertation outlines the history of the SCS’s Assessment of Professional Competence and professional education in the form of CPD & PQSL, for Quantity Surveyors. It progresses onto consider some of the issues currently facing the APC & professional education, with the introduction of the new competency based APC.
The author feels that these along with several others examined within the dissertation are of significant importance due to the “Increasing pressure on professionals & their representative institutes to offer a breath of specialist knowledge and a competent & ethical service to clients and the public within an increasingly demanding & global marketplace.”(Plimmer 2003)
With the introduction of the new competency based APC the author felt that there was more than sufficient information to realise the potential for this dissertation within the research area.
Chapter 1
Introduction
1.1 Rationale for the research
The author being an aspiring Chartered Quantity Surveyor, enrolled as a Probationer member of the SCS in 2005. It is from here that he started to gain a significant interest in pursing his Chartership. Having never been made aware of the SCS by his college or his former employers the student QS at the time, was not aware of any professional awarding body. It was not until the Author commenced his employment with John Sisk And Son Ltd that he was actively encouraged to enrol and complete his APC.
From discussions with Chartered Surveyors and Probationers of the Society the author set out to research and analyse the complete process of the APC and the effect if any the introduction of the new competency based APC has had. The author received strong feedback & encouragement from his peers within the industry when he initially decided to pursue this area as a dissertation topic.
At the time of research there were no empirical studies examining the authors chosen topic. This meant that the author was starting from scratch with his studies and research and the topic was completely original to the author.
It was observed that in general there was a lack of knowledge amongst many of the probationers towards the APC format and what exactly was required from them. It is the author’s opinion that fresh research such as this is required to reach the grass roots of the problem by directly pursuing the opinions of employers, students and academic providers about their needs and requirements.
In order to examine these areas the author must first make the reader acutely aware of the background philosophies and key concepts of the APC, as well as an introduction to the various guides & forms of the SCS.
1.2 Aim, Objectives & Hypothesis
1.2.1 Aim
To give the reader an insight into the SCS and the process involved with the APC, to assess the current state of knowledge of the APC amongst employers, member’s students and academics alike, to carry out research through a questionnaire on membership satisfaction within the SCS, and to highlight some of the key areas that need attention. The author also progresses on to carry out a case study in order to highlight the current draw on costs and resources of the new competency based format of the APC. The author also examines if the new format has the potential to make it easier for contractors QS’s to become chartered, and the potential of the small one and two men company’s to provide the adequate resources and training for probationers.
1.2.2 Objectives
To adopt an appropriate research methodology for this dissertation.
To use a case study involving the author to illustrate the costs and resources that needs to be provided by the employer under the new format.
To highlight changes that may need to be made to the APC and CPD.
To investigate the evolution of the APC and its reasons for needing to evolve.
To analyse what the SCS can learn from the RICS.
To assess the practising Quantity Surveyors perceptions towards the current APC, through a questionnaire.
To formulate conclusions and recommendations from this research and identify areas of further research within this topic.
1.2.3 Hypothesis
“The introduction of the new competency based assessment has lead to an increased burden in terms of cost and workload on all the people involved in the APC process with the exception of the SCS”
1.3 Scope of Dissertation
The author will give an overview of the main issues that are involved in the whole APC process from cradle to grave. It is the author’s aspiration to provide as detailed an appraisal as possible in order to allow the readers of this dissertation to get a clear and concise understanding of the issues at hand. The author also hopes that any other aspiring Chartered Quantity Surveyor reading this dissertation will be able to get a good handle on the APC & what is required from them.
In his recommendations and conclusions the author hopes to formulate a list to forward to the SCS in the anticipation that they may provide some of the requests that have been highlighted from the Author’s research and surveys from the members of the SCS.
1.4 Structure of Dissertation
Chapter 1
Introduces the reader to the dissertation, it gives the definition of the APC, and some background to this Dissertation topic. It also gives the aims and objectives of the Dissertation, stating the scope of the dissertation and the structure of each chapter.
Chapter 2
Discusses the methodology used to research and gather information for the dissertation. It details the primary and secondary sources of information, which were used. It gives a literature review of secondary sources of information and identifies the limitations experienced while researching.
Chapter 3
Introduces the history of the SCS and the breakaway from the RICS, it gives the main purpose of the APC and its importance within the industry. It also shows the structure of the SCS and the method of deliverance of the APC.
Chapter 4
This chapter discusses the role of the Supervisor, Counsellor and the employer in the day to day activities and the support and advice they are expected to deliver and the additional burden that has been placed on them since the introduction of the competency based APC.
Chapter 5
The employer and the costs that rest with them to get their students chartered, this chapter uses a case study to highlight the costs of a probationer from commencement to completion.
Chapter 6
This chapter provides an analysis of the results of the questionnaire survey.
Chapter 7
Outlines the author’s conclusions and recommendations drawn from the dissertation and identifies areas of further research within this topic.
The APC Explained & Examined
An Undergraduate Thesis in partial Fulfilment of the requirements for the Higher Educational and Training Award Council (HETAC) Bachelor of Science (Hons) Degree in Construction Economics Awarded by Limerick Institute of Technology
MARCH 2007
Summary
This Dissertation outlines the history of the SCS’s Assessment of Professional Competence and professional education in the form of CPD & PQSL, for Quantity Surveyors. It progresses onto consider some of the issues currently facing the APC & professional education, with the introduction of the new competency based APC.
The author feels that these along with several others examined within the dissertation are of significant importance due to the “Increasing pressure on professionals & their representative institutes to offer a breath of specialist knowledge and a competent & ethical service to clients and the public within an increasingly demanding & global marketplace.”(Plimmer 2003)
With the introduction of the new competency based APC the author felt that there was more than sufficient information to realise the potential for this dissertation within the research area.
Chapter 1
Introduction
1.1 Rationale for the research
The author being an aspiring Chartered Quantity Surveyor, enrolled as a Probationer member of the SCS in 2005. It is from here that he started to gain a significant interest in pursing his Chartership. Having never been made aware of the SCS by his college or his former employers the student QS at the time, was not aware of any professional awarding body. It was not until the Author commenced his employment with John Sisk And Son Ltd that he was actively encouraged to enrol and complete his APC.
From discussions with Chartered Surveyors and Probationers of the Society the author set out to research and analyse the complete process of the APC and the effect if any the introduction of the new competency based APC has had. The author received strong feedback & encouragement from his peers within the industry when he initially decided to pursue this area as a dissertation topic.
At the time of research there were no empirical studies examining the authors chosen topic. This meant that the author was starting from scratch with his studies and research and the topic was completely original to the author.
It was observed that in general there was a lack of knowledge amongst many of the probationers towards the APC format and what exactly was required from them. It is the author’s opinion that fresh research such as this is required to reach the grass roots of the problem by directly pursuing the opinions of employers, students and academic providers about their needs and requirements.
In order to examine these areas the author must first make the reader acutely aware of the background philosophies and key concepts of the APC, as well as an introduction to the various guides & forms of the SCS.
1.2 Aim, Objectives & Hypothesis
1.2.1 Aim
To give the reader an insight into the SCS and the process involved with the APC, to assess the current state of knowledge of the APC amongst employers, member’s students and academics alike, to carry out research through a questionnaire on membership satisfaction within the SCS, and to highlight some of the key areas that need attention. The author also progresses on to carry out a case study in order to highlight the current draw on costs and resources of the new competency based format of the APC. The author also examines if the new format has the potential to make it easier for contractors QS’s to become chartered, and the potential of the small one and two men company’s to provide the adequate resources and training for probationers.
1.2.2 Objectives
To adopt an appropriate research methodology for this dissertation.
To use a case study involving the author to illustrate the costs and resources that needs to be provided by the employer under the new format.
To highlight changes that may need to be made to the APC and CPD.
To investigate the evolution of the APC and its reasons for needing to evolve.
To analyse what the SCS can learn from the RICS.
To assess the practising Quantity Surveyors perceptions towards the current APC, through a questionnaire.
To formulate conclusions and recommendations from this research and identify areas of further research within this topic.
1.2.3 Hypothesis
“The introduction of the new competency based assessment has lead to an increased burden in terms of cost and workload on all the people involved in the APC process with the exception of the SCS”
1.3 Scope of Dissertation
The author will give an overview of the main issues that are involved in the whole APC process from cradle to grave. It is the author’s aspiration to provide as detailed an appraisal as possible in order to allow the readers of this dissertation to get a clear and concise understanding of the issues at hand. The author also hopes that any other aspiring Chartered Quantity Surveyor reading this dissertation will be able to get a good handle on the APC & what is required from them.
In his recommendations and conclusions the author hopes to formulate a list to forward to the SCS in the anticipation that they may provide some of the requests that have been highlighted from the Author’s research and surveys from the members of the SCS.
1.4 Structure of Dissertation
Chapter 1
Introduces the reader to the dissertation, it gives the definition of the APC, and some background to this Dissertation topic. It also gives the aims and objectives of the Dissertation, stating the scope of the dissertation and the structure of each chapter.
Chapter 2
Discusses the methodology used to research and gather information for the dissertation. It details the primary and secondary sources of information, which were used. It gives a literature review of secondary sources of information and identifies the limitations experienced while researching.
Chapter 3
Introduces the history of the SCS and the breakaway from the RICS, it gives the main purpose of the APC and its importance within the industry. It also shows the structure of the SCS and the method of deliverance of the APC.
Chapter 4
This chapter discusses the role of the Supervisor, Counsellor and the employer in the day to day activities and the support and advice they are expected to deliver and the additional burden that has been placed on them since the introduction of the competency based APC.
Chapter 5
The employer and the costs that rest with them to get their students chartered, this chapter uses a case study to highlight the costs of a probationer from commencement to completion.
Chapter 6
This chapter provides an analysis of the results of the questionnaire survey.
Chapter 7
Outlines the author’s conclusions and recommendations drawn from the dissertation and identifies areas of further research within this topic.
Where to start??
Some background reading on the process is very beneficial in helping you; getting your head around the requirements and how the whole thing work's.
1) http://www.scs.ie/about_us/what_is_the_scs
2) http://www.scs.ie/what_is_a_surveyor_/what_is_a_building_surveyor
3) http://www.scs.ie/joining/grades_of_membership
4) http://www.scs.ie/joining/probationer_membership
The guides can be found http://www.scs.ie/members/education/student_probationers/apc_files/candidates_guide.pdf
http://www.scs.ie/members/education/student_probationers/apc_files/requirementsandcompetenciesguide.pdf
These are very useful in setting up your plan and diaries i will post up some templates which i have used; to help me keep track of my information later.
1) http://www.scs.ie/about_us/what_is_the_scs
2) http://www.scs.ie/what_is_a_surveyor_/what_is_a_building_surveyor
3) http://www.scs.ie/joining/grades_of_membership
4) http://www.scs.ie/joining/probationer_membership
The guides can be found http://www.scs.ie/members/education/student_probationers/apc_files/candidates_guide.pdf
http://www.scs.ie/members/education/student_probationers/apc_files/requirementsandcompetenciesguide.pdf
These are very useful in setting up your plan and diaries i will post up some templates which i have used; to help me keep track of my information later.
Why create this blog?
Well having been through this process i have decided to write about it as there are many people out there like me who need to get some information on this area. A lot of the whole process seems to be clouded with uncertainty especially for the younger surveyors in the smaller companys. I have recently qualified under the quantity surveying route of the asesment of professional competence ran through the society of chartered sureyors. www.scs.ie
Subscribe to:
Posts (Atom)
