Counsellor & Supervisor Review Notes

Section 1

Purpose

The counsellor and supervisor are central to a candidate's APC journey. The counsellor (who must be a chartered surveyor — MRICS or FRICS) is responsible for guiding the candidate through the assessment process, verifying competency achievement, and ultimately certifying that the candidate is ready for final assessment. The supervisor (optional but recommended) oversees day-to-day activities and provides ongoing support.

This guidance note explains the roles and responsibilities of counsellors and supervisors, sets out best practice for structuring review meetings, and provides a framework for documenting progress that supports both the candidate and the assessment process.

Regular, well-documented review meetings are a hallmark of effective APC preparation. They ensure candidates stay on track, address competency gaps early, and build confidence ahead of the final assessment interview.

Section 2

Key Principles

• The counsellor must be a chartered surveyor (MRICS or FRICS). They need not have personal knowledge of the candidate's experience in all competencies but must be satisfied the candidate has achieved the required levels (APC Candidate Guide, June 2025).

• It is the candidate's responsibility to find a suitable counsellor. Employers should facilitate this, but the obligation rests with the candidate.

• The supervisor (if appointed) should be someone who oversees the candidate's day-to-day work and can provide direct feedback on performance. The supervisor need not be a chartered surveyor.

• The counsellor (and supervisor) must certify that the candidate has reached the required level of competence before the candidate can apply for final assessment.

• Best practice is quarterly review meetings (minimum) between the candidate and counsellor, with documented outcomes and agreed actions.

• Review meetings should cover: competency progress, diary review, CPD activity, upcoming project opportunities, any concerns or barriers, and preparation for the next stage.

• If a candidate's employer, supervisor or counsellor changes during the APC, the candidate must notify their local RICS office to update their records.

Section 3

Practical Application

Step 1

Appoint your counsellor early — Identify a chartered surveyor willing and able to commit to the role. Discuss expectations upfront: frequency of meetings, scope of support, and timeline for your APC completion.

Step 2

Appoint a supervisor (recommended) — If possible, arrange for a senior colleague who oversees your daily work to act as supervisor. They will provide the day-to-day guidance that complements the counsellor's strategic oversight.

Step 3

Schedule regular review meetings — Set a quarterly meeting schedule from the outset. Book dates in advance and treat them as non-negotiable commitments. More frequent meetings (monthly) are beneficial in the early stages.

Step 4

Prepare an agenda for each meeting — Bring your APC diary, CPD log, and competency progress tracker to every meeting. Prepare a written update covering: competencies progressed since last meeting, current project involvement, CPD completed, any gaps or concerns.

Step 5

Document meeting outcomes — After each meeting, prepare a brief written record including: date, attendees, competency progress discussed, actions agreed, target dates and any concerns raised. Share this with your counsellor for confirmation.

Step 6

Act on feedback — Your counsellor may identify weaknesses or gaps. Take immediate action — seek additional project exposure, arrange targeted CPD, or adjust your competency selection if necessary.

Step 7

Obtain counsellor sign-off — Before applying for final assessment, your counsellor must formally certify that you have achieved the required level in all competencies. Allow sufficient time for this review — do not leave it to the last week before submission.

Section 4

Common Mistakes to Avoid

• Not appointing a counsellor early enough — some candidates delay this until well into their training period, missing valuable early guidance on competency development and project selection.

• Treating review meetings as informal catch-ups — unstructured meetings without agendas, progress tracking or documented outcomes provide little value and leave gaps in the record.

• Not documenting review meetings — if your counsellor is later asked about your progress (e.g. during an RICS audit), documented records demonstrate a robust process. Undocumented conversations are difficult to evidence.

• Relying entirely on your counsellor to drive the process — the APC is the candidate's responsibility. You should prepare for meetings, track your own progress, and proactively seek guidance rather than waiting to be told what to do.

• Not notifying RICS when your counsellor or supervisor changes — this creates administrative issues and can delay your application for final assessment.

• Choosing a counsellor who is too busy to meet regularly — a willing but unavailable counsellor is worse than no counsellor at all. Ensure they can commit to quarterly meetings at minimum.

Section 5

APC Competency & Quick Reference

• Ethics, Rules of Conduct and professionalism — Level 3: understanding professional responsibilities including the role of counsellors and supervisors in the APC process

• Client care — Level 2: the counsellor relationship mirrors professional client management — communication, expectation setting, and accountability

• Communication and negotiation — Level 2: review meetings develop structured communication skills applicable to professional practice

Who can be an APC counsellor?

The counsellor must be a chartered surveyor (MRICS or FRICS). They do not need to work for the same firm as the candidate, although this is common. They must be willing to commit to regular review meetings and to certify the candidate's competency achievement before final assessment.

How often should counsellor review meetings take place?

Best practice is quarterly at minimum. Monthly meetings are recommended in the early stages of training and in the months leading up to final assessment. Each meeting should have a prepared agenda, cover competency progress, and result in documented actions.

What happens if your counsellor leaves or becomes unavailable?

The candidate must find a replacement counsellor as soon as possible and notify their local RICS office of the change. The new counsellor should review the candidate's diary, CPD log and competency progress to ensure continuity. Periods without a counsellor should not exceed one quarter.

Section 6

APC Preparation Checklist

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Identify and appoint a chartered surveyor (MRICS/FRICS) as your counsellor

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Appoint a supervisor (recommended) for day-to-day guidance and support

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Agree a review meeting schedule (quarterly minimum, monthly in early stages)

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Prepare a standard agenda template for review meetings

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Bring APC diary, CPD log and competency tracker to every meeting

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Document meeting outcomes with date, progress, actions and targets

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Act promptly on counsellor feedback — arrange targeted CPD or project exposure

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Obtain formal counsellor sign-off before applying for final assessment

Section 7

CPD Learning Outcomes

• Define the roles and responsibilities of APC counsellors and supervisors and explain how they support the candidate through the assessment process.

• Structure effective review meetings with clear agendas, documented outcomes and agreed actions that track competency progress systematically.

• Evaluate the quality of your counsellor relationship and take proactive steps to ensure regular, productive engagement throughout the APC training period.

Section 8