Sign In, Renew, Sign Up

Search AIA

Search AIA Go

Practicing ArchitectureBest Practices

Page Tools

Reed Insight and Community


Chapter 09 Human Resources

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


Footer Navigation

Copyright & Privacy

  • © The American Institute of Architects
  • Privacy