The requirements set forth by NCARB's Intern Development Program are reasonable expectations for interns working toward licensure. Unfortunately, the implementation is flawed. IDP expects interns to gain a diverse experience in all aspects of the architectural profession but at the same time, employers are working to keep their businesses viable. This conflict of interest creates roadblocks for the intern. IDP relies on employers to mentor their interns yet when they fail in this capacity, the intern loses out and there are no repercussions for the employer. IDP is a requirement for the intern, not the employee and there is no protection for the intern from a lack of diverse training.

If IDP is to remain a requirement, the best way to improve the process for the intern is to re-evaluate the part played by the employer. Not all great architects are great mentors. Training designed to teach architects how to mentor could be offered and a mentoring certificate presented to architects who complete the training. This would directly benefit the intern with a more productive mentoring relationship. It might not be practical to make this a requirement for all architects, but a voluntary certification would mark a firm as placing emphasis and value on their intern mentoring process. After the initial certification, the architect would need to continue the training every year in order to keep up to date on changes to IDP and the licensing exams as well as new trends in education. All of this would help the employer to understand the education their interns have received in school and what they need to learn for the future, thereby informing the employer on how to structure the intern's continuing education at the firm.

Internship should be a continuation and strengthening of the formal education. Skills acquired in school such as design, work ethic and critical thinking, all prepare an intern for learning the skills required in an architectural firm such as building technology, project management and professional practice. There doesn't need to be a gap in the learning process between school and the profession. Architects should understand that interns come to work for them looking to expand on their skills and knowledge acquired in school and are depending on the firm to present them with enough experience to accomplish this.

The mentoring certificate would be beneficial for both the employer and the intern. Interns can become trapped in firms with poor mentoring practices. If interns could determine a firm's true commitment to the internship process before they accept a job, time could be saved and turn-over could decrease. The certificate would be a way for architects to learn about the current state of internship and for interns to feel confident in their employer's intentions. If employers became more intentional in their involvement with interns, the IDP process could begin to live up to its expectations.