An employer can contribute to the professional practice experience ('BEP') and attract new talent by hiring a graduate and support this employee:
-support in achieving the learning outcomes as described in the Personal Development Plan ('POP');
-provide the completed work statement;
-give the opportunity to follow additional modules, courses or training;
-provide space for discussions with the committee;
-provide guidance by appointing an experienced colleague as a mentor;
-financially support by contributing to the costs that the employee has to incur in the context of the BEP. These costs can then be entered as operating costs.
The BEP lasts 2 years if the BEP-participant works at least 32 hours per week. The period is extended proportionately if the participant works less than 32 hours per week. There is a minimum of 20 hours per week. With a working week of less than 20 hours, participation in the BEP is not possible.
When hiring an employee with a master's degree, the applicable collective labor agreement applies to all architectural firms. Urban development, garden and landscape architecture or interior architecture offices can voluntarily conform to the collective labor agreement for architectural offices.
Employees who go through the BEP are motivated and will start their career efficiently and well prepared. By being guided by a mentor, attending meetings and reflecting on the experiences and insights gained, the participant will become more proficient in professional practice at an accelerated rate. This makes the participant an extra valuable force in the office for the employer.
Registration in the architects register remains a requirement to be able to use the protected title of architect, urbanist, garden and landscape architect or interior architect. BEP participants may not call themselves a 'junior architect'.