Practicing ArchitectureBest Practices
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09.01 Managing People
09.01.01 Personal Use of Documents: A Sample Firm Policy
09.01.02 Employee Wage Status: Exempt or Non Exempt
09.01.03 Employment Status: Independent Contractor -- Yes or No?
09.01.04 Maintaining Personnel Files
09.01.05 Employees in the Armed Forces
09.01.06 Personnel Management: Encouraging Effective Interaction
09.01.07 Long-term Care Insurance
09.01.08 Five Factors of Employee Satisfaction
09.01.09 Sample Performance Evaluation Forms
09.01.10 Telecommuting Considerations
09.01.11 Develop a Talent Retention Plan
09.01.12 Why Put Off 'Till Tomorrow What Someone Else Can Do Today?
09.01.13 A Sample Compressed Workweek Program
09.01.14 Sample Philanthropic Leave Policy
09.01.15 Overcoming Leadership Blindspots
09.01.16 Leadership in Practice
09.02 Recruiting and Hiring
09.02.01 Definition of Architect Positions
09.02.02 Tips for a Successful Job Interview
09.02.03 Employee Relocation: Sample Reimbursement Agreement
09.02.04 Sample Interview Questions
09.02.05 Basic Elements of New Employee Orientation
09.02.06 Giving Personal References
09.02.07 How the Talent Strain Affects Architecture Firms
09.02.08 Earn a Higher Salary in Four Easy Steps
09.02.09 Navigating the Job Search Process and Beyond
09.02.10 Elements of a Successful Design Portfolio
09.03 Staff Development
09.03.01 Becoming a Certified Protection Professional
09.03.02 Mentoring Interns: A Firm Commitment
09.03.03 Enhanced Drawing Skills
09.03.04 Five Basic Presentation Formats
09.03.05 Five Presentation Delivery Methods
09.03.06 The Five "E's" of Effective Presentation Delivery
09.03.07 How to Be In the Moment
09.03.08 Three Methods of Knowledge Transfer
09.03.09 The 13th Edition of the Architect's Handbook of Professional Practice as a Training Guide
09.03.10 Building Knowledge Through Lessons Learned
09.03.11 Seek Out the Many Rewards of Mentoring
09.03.12 Mentoring as a Team Sport
09.03.13 Types of Training Programs
09.03.14 Site Visits: Seeing is Believing and Learning
09.03.15 Create a Process for Developing Great Ideas
09.03.16 Zen and the Art of Presenting in Public
09.03.17 Make Your Project Photos Sing
09.03.18 Colorado Component and University Develop Partnership for Mentoring
09.03.19 New York Program Goes "Beyond IDP" for Exceptional Mentoring
09.03.20 Boston Program Provides Mentoring Alternatives
09.03.21 Creating Successful Local Emerging Professionals Committees
09.03.22 Providing EPC Seminars in Your Firm
09.03.23 Firm Supports Protégés Through Inclusive Mentorship
09.03.24 Clemson Mentoring Program Bridges Academia and Practice
09.03.25 Initiating an In-House Topical Training Program
09.03.26 The Basics of a Professional Development Program
09.03.27 Continuing Education at Francis Cauffman Architects
09.03.28 Crossing Firm Boundaries--Enhancing the IDP Experience
09.03.29 Development of an In-House University
09.03.30 Laddership: Integrating Leadership and Mentoring
09.03.31 Resources for the Architect Registration Examination
09.03.32 Fostering Talent in an Architecture Firm
09.03.33 Making the Match: Formal Mentorship Requires Goals and Guidelines
09.03.34 Understanding Work Preferences of Emerging Professionals
09.03.35 JH+P's Intern Development Program
09.03.36 NBBJ: Success in Leadership Development
09.03.37 Carrier Johnson: A Commitment to IDP
09.03.38 Fostering Growth at JG Johnson Architects
09.03.39 Producing the Next Generation of Architects
09.03.40 Growing Well-Rounded Young Architects
09.03.41 Creating a Single Project Manager Philosophy
09.03.42 Expanding the Exploration of Design
09.03.43 Supporting the Path to Licensure
09.04 Terminations, Layoffs, and Performance Issues
09.04.01 It's Pruning Time: The Benefits of Downsizing
09.04.02 A Sample Exit Interview
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