The AIA defines the Emerging Professionals as professionals who have completed their academic studies up to the point of licensure or up to 10 years after completion of their academic studies. EPiC is AIA Pennsylvania’s Emerging Professionals Committee. EPiC Firms are firms that support the Emerging Professional with their development after completing their academic studies. These firms can demonstrate that they are committed to mentoring the young architect in Experience, Leadership, Support and Equity, Diversity, and Inclusion. AIA Pennsylvania would like to increase the number of firms that fall into the category of EPiC firm. Annually the EPiC committee sends out a call for nominations for EPiC firms and here are the qualifications they are looking for:
PART 1 | Architectural Experience Program (AXP®)
- All licensure-eligible Architectural Emerging Professionals are encouraged to establish an
- NCARB Record and are registered with the Architectural Experience Program (AXP®).
- Licensed architects mentor emerging professionals (within or outside of the firm) in all areas of practice.
- Our firm provides emerging professionals with an annual and comprehensive review.
- All AXP® supervisors and mentors in our firm verify that all records are accurate before signing each emerging professional’s experience report.
- All AXP® supervisors and mentors in our firm have knowledge of current AXP® Guidelines and the requirements for registration in the jurisdiction.
- Provides opportunities for supplemental experience in addition to emerging professionals’ routine work assignments.
- Our firm facilitates accumulating AXP® experience hours in all areas through exposure to projects at various stages.
PART 2 | Leadership
- Encourages Emerging Professionals to be involved in a committee and/or professional affiliation within or outside of the firm.
- Engages Emerging Professionals in the entire project duration from conception through completion and provides a broad range of responsibilities and challenges.
- Supports our AXP® supervisors and mentors to effectively lead the development of Emerging Professional skills and talents.
- Includes Emerging Professionals in all areas of the firm’s practice management such as presentations, client meetings, consultant coordination meetings, job site meetings, code reviews, etc.
- Gives opportunities for team building and training sessions to build staff morale and better facilitate corporation and teamwork.
PART 3 | Support
- Compensates Emerging Professionals fairly and generously, recognizing their completion of a professional degree in architecture and professional experience.
- Makes an effort to provide flexible scheduling, recognizing the importance of work/life balance.
- Provides reimbursement and/or leave to attend continued education seminars and conferences.
- Pays minimum of 50% of EP dues for professional organizations such as the American Institute of Architects (AIA).
- Provides administrative and technical support for the ARE®, including furnishing of resources, study materials, and practice exams.
- Offers emerging professionals paid time off to take each ARE® division.
- Publicly recognizes newly licensed architects upon successful completion of the ARE® and fulfillment of state requirements.
- Reimburses Emerging Professionals a minimum of 50% of the cost for ARE® testing OR offers a bonus compensation for ARE® completion.
PART 4 | Equity, Diversity, and Inclusion
- Our EPs are encouraged to speak up when they see an opportunity for change and leadership acknowledges their suggestions.
- Our firm strives to be inclusive for all people. To support a welcoming environment, we provide equity, diversity, and inclusion training for all staff.
- I see underrepresented firm leaders around me (differences in race, ethnicity, gender, gender identity, gender expression, sexuality, religion, ability, socioeconomic status, culture, age, and/or livelihood, etc.), either in my own firm or in the consultants we choose to work with.
- My firm has a EDI committee / policy to openly talk about different needs
- My firm has an inclusive, flexible scheduling for holiday time off (i.e., considering all religions and cultures)
- My firm has a transparent salary structure which is comparable to the AIA Compensation
AIA Pennsylvania’ Emerging Professional Committee encourages you to take a self-evaluation to see how well you are supporting the emerging professional. These young architects with strong mentorship are the future of the profession and can bring new life and ideas to your firm. In this post pandemic climate embracing the emerging professional and being an AIA PA EPiC Firm can help with recruitment and retention of employees. Many new young professionals are looking to see that a firm has a structure to support the emerging professional. There are many ways to communicate to potential candidates how they can thrive in your firm. One of the ways your firm can do this is by becoming an AIA EPiC firm. You can cultivate a culture of belonging and demystify different career paths and paths to licensure for young professionals. Workers need experience to get a job. They need a job to get experience. Increasingly, they’re looking for employers that help them get more than a paycheck from their early career years.
Please consider joining these fantastic firms as an AIA PA EPiC firms that are all part of our 2021 Recognized EPiC Firms.
| Firm | Years awarded | # of Years Awarded |
| Atkin Olshin Schade Architects | 2016, 2017, 2018, 2019, 2020, 2021 | 6 |
| BLT Architects | 2016, 2017, 2018, 2020, 2021 | 5 |
| BRR Architecture | 2021 | 1 |
| CICADA Architecture/Planning, Inc | 2021 | 1 |
| Crabtree, Rohrbaugh & Associates | 2016, 2017, 2018, 2019, 2020, 2021 | 6 |
| DesignGroup | 2020, 2021 | 2 |
| DIGSAU | 2017, 2018, 2020, 2021 | 4 |
| EvolveEA | 2020, 2021 | 2 |
| Francis Cauffman Architects | 2021 | 1 |
| Fancy Parsley | 2020, 2021 | 2 |
| HDR | 2017, 2018, 2019, 2020, 2021 | 5 |
| HOK | 2020, 2021 | 2 |
| HUNT Engineers, Architects, Land Surveyors | 2020, 2021 | 2 |
| IKM Inc. | 2016, 2017, 2018, 2020, 2021 | 5 |
| KCBA Architects | 2016, 2017, 2020, 2021 | 4 |
| MKSD Architects | 2019, 2020, 2021 | 3 |
| mula group | 2021 | 1 |
| Murphy & Dittenhafer | 2016, 2017, 2018, 2019, 2020, 2021 | 6 |
| PJA Architecture | 2016, 2017, 2018, 2019, 2020, 2021 | 6 |
| PZS Architects | 2021 | 1 |
| RLPS Architects | 2016, 2017, 2018, 2019, 2020, 2021 | 6 |
| Rothschild Doyno Collaborative | 2021 | 1 |
| WRT, LLC | 2016, 2017, 2018, 2019, 2020, 2021 | 6 |