RICS Assessment of Professional Competence (APC) Final Assessment Submission and Interview Flashcards

24 sample cards from the Final Assessment Submission and Interview deck

Sampled from the end of the deck, so these are different cards from the ones shown on the syllabus page.

1. On what basis do APC assessors reach their decision — what are they marking against?

   Against the candidate's ability to demonstrate, to the assessors' satisfaction, the required competencies at the declared levels plus mandatory/ethical competence — judged on a competency (pass/refer) basis rather than a numerical mark or grade.

2. What two outcomes can result from the RICS APC final assessment?

   A pass (the candidate is recommended for election to MRICS) or a referral (the candidate did not yet demonstrate competence and must address identified shortcomings before reattempting).

3. What is a 'referral' in the APC and what does the candidate receive afterwards?

   A referral is an unsuccessful outcome where one or more competencies were not demonstrated to the required standard. The candidate receives written feedback identifying the specific areas of weakness to address before the next attempt.

4. What are the typical routes after an APC referral?

   The candidate reviews the written feedback, works with their counsellor/supervisor to address the gaps, and reattempts at the next available session (commonly six months later), usually resubmitting and re-presenting only the elements needed depending on the referral.

5. What ongoing CPD obligation applies to chartered members after passing the APC?

   All RICS members must complete and record a minimum of 20 hours of CPD per year as a chartered professional (of which at least 10 hours should be formal), recorded on the RICS CPD portal, to maintain their professional competence.

6. Why might the post-qualification CPD requirement (20 hours/year) differ from the APC-trainee requirement (48 hours/year)?

   During the APC, the higher 48-hour requirement reflects intensive competence-building toward chartership; post-qualification, the standing requirement for all chartered members is a minimum of 20 hours per year to maintain and update competence (lifelong learning).

7. What does 'lifelong learning' mean in the RICS professional context?

   A career-long commitment to maintaining, updating and developing professional knowledge and competence through ongoing CPD, keeping pace with changes in regulation, technology, markets and practice, as a continuing obligation of chartered status.

8. What is the consequence for a chartered member who fails to record the required CPD?

   Non-compliance with mandatory CPD is a breach of RICS regulation and can lead to regulatory action, including being subject to RICS monitoring, sanctions, or in serious/repeated cases referral to disciplinary processes.

9. How should a candidate handle a question at interview to which they genuinely do not know the answer?

   Acknowledge honestly that they are not certain, explain how they would find out or where they would seek guidance, and avoid guessing or fabricating — demonstrating integrity and sound professional judgement is valued over bluffing.

10. What is the purpose of the candidate declaring the level of each competency in the submission?

    It tells the assessors the depth they are claiming (knowledge, application, or reasoned advice) so the panel can target questioning to verify that the declared level is genuinely held, ensuring honest self-assessment.

11. Why must case study and summary examples be the candidate's own work?

    The APC assesses individual competence, so examples must reflect the candidate's personal actions, decisions and reasoning. Claiming team achievements as one's own undermines integrity and can be exposed and penalised under questioning.

12. What role does the 'key issue' play in the case study presentation?

    It is the central problem the candidate analysed and resolved; the presentation and questioning focus on the candidate's reasoning, options appraisal and recommended solution around this issue, making it the vehicle for demonstrating Level 3 advice.

13. What is the difference between the Summary of Experience and the Case Study in what they demonstrate?

    The Summary of Experience evidences breadth — competence across all declared competencies over the whole training period; the Case Study evidences depth — detailed reasoning and advice on a single project's key issue.

14. What is the minimum experience requirement for the structured training (preliminary review) route to APC?

    Candidates on the structured training route must complete a minimum of 24 months (around 400 days / 200 days varies by route) of relevant, supervised experience, recording the required diary hours and achieving all declared competencies before final assessment.

15. What is the role of the 'Ethics module' / online ethics test in the APC journey?

    Candidates must complete the RICS online ethics module and pass the associated test, demonstrating understanding of the Rules of Conduct and professional standards, as a prerequisite before progressing to final assessment.

16. How should a candidate prepare for ethical scenario questions at the interview?

    By understanding the RICS Rules of Conduct, identifying real and potential ethical dilemmas from their own work, and rehearsing a reasoning framework (identify the issue, consider the standards/options, decide and justify the right course of action).

17. Why is timekeeping important in the 10-minute case study presentation?

    Assessors strictly time the presentation; over-running may be cut off, leaving key points unmade, and poor timekeeping signals weak preparation. A concise, well-rehearsed presentation leaves a strong impression and maximises the time for the key issue.

18. What evidence supports CPD claims, and where is the CPD record kept?

    Evidence includes course certificates, attendance records, reflective notes and learning outcomes, recorded on the RICS online CPD portal, which provides an auditable, time-stamped log of the candidate's learning activity.

19. What is meant by 'maintaining competence' as a chartered surveyor?

    Keeping knowledge and skills current and fit for purpose through ongoing CPD, monitoring changes in legislation, standards, technology and markets, and only undertaking work for which one remains competent — a continuing duty under the Rules of Conduct.

20. How does a candidate demonstrate the mandatory 'Conduct rules, ethics and professional practice' competency at interview?

    By showing knowledge of the RICS Rules of Conduct (Level 1), applying ethical practice in their work with examples (Level 2), and giving reasoned ethical judgement on dilemmas (Level 3) under panel questioning.

21. What should a candidate do if a panel question relates to a competency declared at Level 1 only?

    Demonstrate sound knowledge and understanding (definitions, principles, regulation) as appropriate to Level 1, without being expected to show detailed application or advice — but be honest about the boundary of their experience.

22. What is the relationship between the diary/logbook and demonstrating progression?

    The diary/logbook chronologically records tasks and experience, evidencing how the candidate moved from Level 1 understanding to Level 2 application to Level 3 advice over the training period, supporting the credibility of the declared levels.

23. After passing the APC, what ongoing professional obligations confirm chartered status?

    Paying RICS subscriptions, adhering to the Rules of Conduct, completing and recording the minimum annual CPD (20 hours), maintaining professional indemnity arrangements where relevant, and committing to lifelong learning and ethical practice.

24. Why is feedback after a referral considered constructive rather than purely negative?

    The written referral report pinpoints the exact competencies and shortcomings that fell short, giving the candidate a clear, targeted development plan to address with their counsellor so the reattempt focuses effort efficiently on the identified gaps.

What this deck covers

Final Assessment Submission and Interview flashcards FAQ