If architecture is one of the most respected professions, why are young architects choosing to leave the profession? There are many studies produced by the AIA and other organizations highlighting that the period of greatest attrition occurs after formal schooling, during the internship process. The internship process is strong fundamentally, however, it lacks the structure to keep interns motivated and in touch with the profession. The architecture internship process should be more structured. Through the combined efforts of both universities and practices the internship course of learning should be a hands on environment that provides young people with the diverse background needed to become a successful architect.

The internship process should serve as a bridge between the university and the real world practice of the profession. The actual practice of architecture is completely different from that which is taught in universities. In school we study the hypothetical, where in the professional world architects must juggle budget, client's needs, and tight schedules. When students graduate and begin work they usually find themselves performing repetitive tasks that do not contribute to their growth as an architect. Because of the disparity between school and the profession, the interns are usually confused and feel underutilized. The disconnect between college and work would be reduced if universities required a co-op for at least two summers or one semester. This practice is common in many other professional degrees. Having a program where the student would become aware of the working environment early on is invaluable and could greatly reduce the turnover rate of interns.

The Internship should be an applied extension of the learning environment, where they feel comfortable to ask questions. Currently, offices are not providing challenging work environments that give young architects the experience that they require to grow. NCARB has developed an extensive breakdown of categories through the IDP process that need to be experienced before becoming a licensed professional. Firms should use this breakdown as a guide to structure the internship process. Instead, according to the 2003 Internship & Career survey conducted by the AIA, over half the interns had to switch firms to complete their IDP and 59% of the interns took longer than four years to complete their IDP. There is obviously something missing in the current process. It is unfortunate for both parties when an office signs an IDP form, and the person has only completed a portion of the hours stated. What is required is a more formalized method of checks and balances to ensure that the proper hours and work have been recorded. The mentor who is signing the IDP forms should set up time at least once every other month to sit with the interns one-on-one to determine how they are progressing. The entire office would benefit from this collaborative approach.

The internship process should foster a creative learning environment. In which interns can become successful architects. Such an environment can be established by having seminars, discussions, and handouts expanding the knowledge of all involved.