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RICS Education & Training Department November 2009

The Assessment of Professional Competence (APC)

Employer’s Structured Training Agreement (STA)

This STA is Approved for:

* Name of employer: HSBC Holdings plc

* Address: Global Corporate Real Estate, Level 38, 8 Canada Square, London, E14 5HQ

* Employers representative:(Incl membership number)

Nicholas Giraudeau (0093971)

Multiple offices:

(All offices listed here agree to adhere with the STA details and policies contained within this document).

HSBC HQ 8 Canada Square, Canary Wharf, London, E14 5HQ

* Pathway: Management Consultancy

STA Approved by: David Murray RICS Training Advisor Inner Londont: 01276 24345 e: [email protected]

Approval date: September 2011

Geographical approval: Inner London

* Required

Please remove red text once these templates have been edited.

See the STA/STP Guidance note for further help on completing these templates.

© RICS 2009 - STA / STP Template 09.03


Contents

The employer’s agreement to RICS [?]

The employer’s commitment to their candidate(s) [?]

The employer’s organisation [?]

The employer’s policies [?]

Appendix A – The Candidate’s Structured Training Programme



1. The employer’s agreement to RICS

HSBC Holdings plc agrees to:

a. Comply with the procedures and requirements of the APC process as defined in the current RICS APC guides, pathway guides and associated RICS advice as published by RICS on their web site at: www.rics.org.

b. Devise a Structured Training Programme (STP) for each candidate which reflects the employers expectations and intentions. The programme will relate to the candidate’s eligibility in terms of timescale and will identify specific dates for progress reviews and achievement of RICS key milestones (including the 3 monthly meetings).

c. Appoint a suitable supervisor and counsellor, or in exceptional cases, one person to act in both capacities, who will manage each candidate’s programme of training and assess the candidate’s progress, competency and readiness for final assessment.

d. Implement the employer’s policies noted in section 4 below, in terms of candidate support, payment of fees, leave of absence, professional development and action in respect of referred candidates.

2. The employer’s commitment to their candidate(s)

HSBC Holdings plc agrees to:

a. Ensure the candidate will work diligently towards membership of RICS, following the procedures stated in the current RICS APC guides, pathway guides and associated RICS advice as published by RICS on their web site at: www.rics.org.

b. Expect the candidate to attain membership of RICS as soon as is practicable.

c. Be committed to implementing and continuing to improve a company structured training programme following the RICS APC process and procedures. The importance of continual assessment and professional development is recognised as paramount for maintaining a workforce with up to date knowledge and experience, capable of satisfying the demands of the work to be undertaken. This is also an obligation under the RICS Rules of Conduct.

d. Be committed to providing a structured approach to the RICS APC training process and the development of the candidate in accordance with the current RICS APC guides, pathway guides and associated RICS advice as published by RICS on their web site at: www.rics.org.

e. Endeavour to provide the candidate with the appropriate extent and breadth of training and experience to achieve the required competency levels as declared by the candidate.



f. Where the ability to provide the necessary experience is constrained by commercial pressures the employer will work with the candidate(s) to find alternative means of achieving the required level of competence.

g. Assess the candidate at regular intervals and will only present the candidate for final assessment when the employer is satisfied that the correct and full level of competency has been achieved.

3. The employer’s organisation

a. The employer is a practice of banking.

b. The candidate’s area of work will be in the Corporate Real Estate (CRE) department which is a team of around 1000 people globally and deals with all matters related to HSBC’s real estate portfolio.

c. We employ around 303,000 staff in 12,000 offices located globally.

The bank's Corporate Real Estate division employs around 1000 people globally, with regional teams in Europe, Asia Pacific, North America, Latin America and the Middle East as well as having a ‘Group’ or Global team, based in London which is made up of Global Heads of department, including, Portfolio Optimisation, Sustainability, Facilities Management, Retail Solutions, Critical Facilities, and Health, Safety and Fire. The candidate will work in the Group Function in support of the Heads.

d. Candidates undertaking the Assessment of Professional Competence (APC) will be managed by staff who meet the requirements of supervisor and counsellor as defined in the current APC guides. We have listed their names and membership numbers below:

Full name & contact details Membership number(if not a member enter

N/A)

RICS Status(AssocRICS/MRICS/FRICS)

Counsellor / supervisor or both

Mr Nick [email protected]+ 44 (0) 20 79912226

0093971 MRICS Counsellor

Preeti Suri [email protected]+ 44 (0) 20 79926873

Supervisor


mailto:[email protected]



4. The employer’s policies

a. Payment of RICS fees

The employer will pay the following RICS APC fees in full on behalf of the candidate:

APC registration fee

APC final assessment fee (1st attempt)

Registration of the candidate’s degree or diploma with the RICS

RICS annual subscription fees

NOTE: Any fees paid by the employer are provided on the basis that the candidate will work in a diligent manner towards qualifying. If it is deemed that this is not the case, the employer reserves the right to seek reimbursement of all APC fees paid on behalf of the candidate, from the candidate.

b. Leave allowed for the APC

n/a

c. Professional development

Both the supervisor (also line manager), Preeti Suri Mehta, and Nicholas Giraudeau, Counsellor (and Global Head of Portfolio Optimisation) are in the office and sat in the same location as the candidate each day and are available for informal chats/meetings when need be as well as the scheduled meetings which take place quarterly.

d. Policy for referred candidates

n/a

Note to employers:-RICS (or an RTA) may ask to see this document as evidence of your continued compliance with the APC process and procedures. You are advised to contact your local RTA for advice about the creation of this Structured Training Agreement / Programme and confirmation of RICS’s continued approval of your structured training procedures.



Appendix A

The Assessment of Professional Competence (APC)

Candidate’s Structured Training Programme (STP)

This STP is Approved for:

* Name of employer: HSBC Holdings plc

* Name of candidate: Luke Langford

* Candidate title/status: Trainee surveyor

* Address: Level 38, 8 Canada Square, London E14 5HQ

* Contact details: +44 (0)20 7991 9532Mobile: +44 (0)[email protected]

* Membership number: 56229640

* APC Route: Graduate Route 1

* APC Pathway: Management Consultancy

* Candidate APC start date: 20/06/2011

* Supervisor:(Incl membership number)

Preeti Suri Mehta (non-member)

* Contact details: Phone. 020 799 26873Mobile 07920 410556Email. [email protected]

* Counsellor:(Incl membership number)

Nicholas GiraudeauMembership number: 0093971

* Contact details:+ 44 (0) 207 991 2226Mobile + 44 (0)7767 006 610



http://www.hsbc.com/



Email [email protected]* Validation: This Structured Training Programme is produced in accordance with

the HSBC Holdings plc approved Structured Training Agreement which was approved by Nicholas Giraudeau.

* Required




Contents

General [?]

The candidate’s eligibility [?]

The candidate’s commitment to the employer [?]

The candidate’s declared competencies & achievement planner [?]

The candidate’s structured training programme [?]

Appendix 1 – List of relevant RICS documents



1. General

The candidate will be supported by the employer through their APC Structured Training Programme (STP) in accordance with their employer’s approved Structured Training Agreement (STA).

2. The candidate’s eligibility

Subject to confirmation by RICS, we deem you to be eligible for the following route to membership, and your programme of training is based on this.

Graduate Route 1Requirement:(See routes to membership table

available on: www.rics.org)

The Structured Training Programme reflects our assessment of your current competency and targets a suitable final assessment date. A minimum of 400 days in a minimum of 23 months Structured Training will be required.

Registration date:(Dates are published on www.rics.org)

October 2011

Final assessment application period(Dates are published on www.rics.org)

Final assessment submission period(Dates are published on www.rics.org)

Final Assessment month(Dates are published on www.rics.org)

3. The candidate’s commitment to the employer

Luke Langford agrees to:

a. Review the employers Structured Training Agreement (STA) and familiarise themselves with its content.

b. Be committed to work diligently towards membership of the RICS and to attain such qualification as soon as is practicable.

c. Comply with the requirements of the relevant APC guides and procedures and the employer’s policies as set out in the STA.

d. Achieve the objectives of the RICS APC as set out in the RICS APC candidate’s guide, and agree to follow conscientiously the Structured Training Programme devised by the employer and contained herein.



Employer signature:

[Signed by the counsellor who is a chartered surveyor]

Candidate signature:

Date: [date]



4. The candidate’s declared competencies & achievement planner

The achievement of Level 1 knowledge and understanding requires candidates to develop their academic studies through professional development. Level 2 and 3 competencies are achieved by gaining hands-on experience and carrying out assigned duties.

The exercise reviews a candidate’s competency and how the employer can assist in the development of the candidate to their full declared competency levels. It may also highlight deficiencies for both parties but will help focus in on relevant and achievable competencies.

Please refer to the APC requirements and competencies guide and pathway guide for commentary on each level of competence. If competence is expected to be achieved by a candidate being assigned to a particular location, department or project then this should be stated.

4.1 The MANDATORY competencies

Mandatory Competencies Ref Level Competency Definition How this competency will be achievedM001 Accounting principles and procedures

M001 1 Demonstrate knowledge and understanding of accounting concepts and the format and preparation of management and company accounts, including profit and loss statements, cash flow statements and balance sheets.

Extensive work with the Medium Term Outlook (MTO) spreadsheet which summarises the finances of the bank globally and by region and includes the profit and loss figures for Corporate Real Estate.

Ref Level Competency Definition How this competency will be achievedM002 Business planning

M002 1 Demonstrate knowledge and understanding of how business planning activities contribute to the achievement of corporate objectives.

Corporate Real Estate objectives have to be met across the categories of ‘Finance, Customer, People and Process’. Time spent on all work streams will demonstrate different objectives, sometimes publically committed, with different targets, from saving money to saving energy etc.



Ref Level Competency Definition How this competency will be achievedM003 Client care

M003 1 Demonstrate knowledge and understanding of the principles and practice of client care including:• the concept of identifying all clients/colleagues/third parties who are your clients and the behaviours that are appropriate to establish good client relationships• the systems and procedures that are appropriate for managing the process of client care, including complaints• the requirement to collect data, analyse and define the needs of clients.

Meeting primarily with internal clients (colleagues) of the bank, in CRE as well as other departments in the bank. Meeting face to face, by telephone and by video conference, establishing professional relationships throughout projects with members of CRE in many different roles and functions of real estate. Exchanging data with colleagues and contractors in order to produce analysis of the portfolio.

M003 2 Demonstrate knowledge and understanding of the legislation and/or framework for acquiring sites or access for the provision of power, water, pipelines, other third party or communications infrastructure. This should include the methodology and techniques used in valuation for these purposes.

Working with the European CRE team, dealing with the acquisition of sites globally for the Bank. Dealing with contractors in order to establish the required services on the site.

Ref Level Competency Definition How this competency will be achievedM004 Communication and negotiation

M004 1 Demonstrate knowledge and understanding of effective oral, written, graphic and presentation skills including the methods and techniques that are appropriate to specific situations.

Written presentation skills will be used day to day in the composition of emails to colleagues/external parties, oral skills through telephone conversations and meetings with graphic and presentation skills being utilized a number of times with the creation of presentations for the Global CRE Off-Site meeting as well as a presentation on ‘blue-sky’ thinking to the team of work stream heads.

M004 2 Provide evidence of practical application of oral, written, graphic and presentation skills that are appropriate in a variety of situations, specifically including where negotiation is involved.

The creation of summary fact sheets for the Global Head of CRE in order to be distributed to other work stream and regional heads. Using oral skills to assist in negotiations during meetings with the acquisition and fit out of property for different departments within HSBC.



Ref Level Competency Definition How this competency will be achievedM005 Conduct rules, ethics and professional practice

M005 1 Demonstrate knowledge and understanding of the role and significance of RICS and its functions. Also an appreciation of your personal professional role and society’s expectations of professional practice and RICS code of conduct and conduct regulations, including the general principles of law and the legal system, as applicable in your country of practice.

Adhering to the RICS code of conduct regulations as well as the legal system relevant to the location that they are working in. Taking personal responsibility to adhere to the correct etiquette dependent on the situation the business puts them in.

M005 2 Provide evidence of practical application in your area of practice,being able to justify actions at all times and demonstrate personal commitment to the rules of conduct, ethics and RICS 12 professional and ethical standards.

Working with colleagues from all over the world as well as meeting external parties demonstrating adherence to the organisation’s as well as the RICS’ standards.

M005 3 Provide evidence of application of the above in your area of practice in the context of advising clients.

Meeting with colleagues as well as contractors/clients they will be required to put these skills into practice.

Ref Level Competency Definition How this competency will be achievedM006 Conflict avoidance, management and dispute resolution procedures

M006 1 Demonstrate knowledge and understanding of the techniques for conflict avoidance, conflict management and dispute resolution procedures including for example adjudication and arbitration, appropriate to your APC/ATC pathway.

Using reasoned arguments when negotiating a case that requires a single agreed outcome and is being created through contradicting opinions. Any resolution procedures that may be required when working on acquisition or disposal of property.

Ref Level Competency Definition How this competency will be achievedM007 Data management

M007 1 Demonstrate knowledge and understanding of the sources of information and data, and of the systems applicable to your area of practice, including the methodologies and techniques most appropriate to collect, collate and store data.

Training and extensive use on the MAPPS reporting tool as well as other technology based data storage/providing tools, including detailed knowledge of spreadsheets on portfolio data for the CRE function. Creating new data spreadsheets.



Ref Level Competency Definition How this competency will be achievedM008 Health and safety

M008 1 Demonstrate knowledge and understanding of the principles and responsibilities imposed by law, codes of practice and other regulations appropriate to your area of practice.

Regular meetings with the Global Head of Health, Safety and Fire to gain knowledge of basic HSF requirements in office buildings.

M008 2 Provide evidence of practical application of health and safety issues and the requirements for compliance, in your area of practice.

Attend available talks on the HSF procedures for the company as well as the HQ office building that we are based in.

Ref Level Competency Definition How this competency will be achievedM009 Sustainability

M009 1 Demonstrate knowledge and understanding of why and how sustainability seeks to balance economic, environmental and social objectives at global, national and local levels, in the context of land, property and the built environment.

Working in support of Global Head of Sustainability on a variety of projects, primarily ensuring the continual refreshing of a number of initiatives which are publically committed by each region and aim to spend on the implementation of sustainable projects which in turn reduce the usage/disposal of CO2, water, waste and energy.

Ref Level Competency Definition How this competency will be achievedM010 Team working

M010 1 Demonstrate knowledge and understanding of the principles, behaviour and dynamics of working in a team.

Working from the small sized ‘Group’ CRE team of work stream heads and the larger European CRE team as well as with the wider team who are situated in 85 countries around the world, using technology such as teleconferences and video conferencing to conduct meetings, often which are occurring over a number of different time zones as well as continents and cultures.



4.2 The TECHNICAL CORE competencies

Technical Core Competencies Ref Level Competency Definition How this competency will be achievedM002 Business Planning

M002 1 Demonstrate knowledge and understanding

of how business planning activities

contribute to the achievement of corporate

objectives.

Using data to populate a medium term outlook spreadsheet for the financials of the portfolio as well as forecasts up until five years in advance through the use of a rolling operating plan and other forecasting software.

M002 2 Provide evidence of application of the

principles and demonstrate your ability to

use the tools of business planning

appropriate to your area of practice.

Using forecasting techniques to help set targets for the portfolio size and cost for a 5 year period. Using excel skills to create and populate tables to measure data accuracy and availability.

M002 3 Provide evidence of reasoned advice given

to clients and others of the principles and

tools of business planning and be able to

evaluate your performance outcomes.

Using data to create presentations and other forms of reporting for the use of senior members of the Corporate Real Estate team.

Ref Level Competency Definition How this competency will be achievedT014 Consultancy Services

T014 1 Demonstrate knowledge and understanding

of the procurement and execution of

advisory and strategic consultancy services

in the context of the real estate and

construction sectors.

Using an extensive amount of current and archived data as well as interacting with colleagues across the globe to gain as well as give data or recommendations on Corporate Real Estate relative to current projects.

T014 2 Apply your knowledge of the provision of

consultancy services in the context of the

real estate and construction sectors.

Working with a vast range of colleagues from every country and culture across the globe to achieve the required result.

T014 3 Give reasoned advice, prepare and present

consultancy reports, together with relevant

analysis to clients, in the context of the real

estate and construction sectors.

Using knowledge gained from working extensively in the company’s portfolio data, give advice or share information through the creation of documents and interaction with colleagues as well as gaining the required services from any contractors.



Ref Level Competency Definition How this competency will be achievedT079 Strategic real estate consultancy

T079 1 Demonstrate knowledge and understanding

of the business context of real estate, and

an appreciation of the role of the real estate

professional as a strategic advisor.

One of the primary functions of Global CRE is to save or release potential capital through the management of its property portfolio.

T079 2 Apply your knowledge and understanding

of the business context of real estate in a

corporate or other context.

Analysing and preparing data to demonstrate potential savings that could be made through management of the portfolio.

T079 3 Provide evidence of reasoned oral and

written advice on the principles and

application of real estate knowledge.

Strategic advice to colleagues and senior management through the presentation of analysed data as well as meetings and other sources of gaining the relevant knowledge and information.



4.3 The TECHNICAL OPTIONAL competencies

Technical Optional Competencies Ref Level Competency Definition How this competency will be achieved

T060 Option Appraisal

T060 1 Demonstrate knowledge and understanding of option appraisal methods.

Interface with business unit head, around a specific change initiative to understand business drivers and context. Establish/work with team with defined roles and responsibilities around, risk, opportunity identification and comparison.

T060 2 Apply relevant methods for carrying out option appraisal, including the selection, assembly and analysis of data.

Establish standard qualitative and quantitative scoring metrics that reflect business needs and not management profile. Utilising external consultants for benchmarking and providing professional advice.

T060 3 Provide evidence of reasoned oral and written advice on option appraisal to support business planning and decision making.

Attendance of meetings with project team, providing Group input to overall process.Review and development of internal Group Standard Business Case document for Corporate procedures and governance.Reasoned discussion with line manager and Head of Portfolio Optimisation.

Ref Level Competency Definition How this competency will be achievedT019 Corporate Real Estate Management

T019 1 Demonstrate knowledge and understanding of the role of real estate in the context of the corporate occupier.

Working with Workstream heads to interface directly with Business Leaders, including PFS (Personal Financial Services), GMB (Group Management Board) and GR (Global Resourcing) to understand relevant drivers. i.e. cost reduction, staff retention, the brand.Understand Group objectives within HTS (HSBC Technology and Services) to enable real estate strategy creation in line with these Business Leaders which may have an impact on workplace strategy and metrics as well as brand refurbishment.

T019 2 Apply your knowledge to the management of corporate real estate under appropriate supervision.

Support on creating Global Workplace strategy with core metrics, utilisation rates, and employee engagement statistics.Support change/transactional activities through understanding business issues and local real estate constraints to global policies.Assist in providing pro-active support to meet business objectives whilst maintaining shareholders governance.

T019 3 Provide evidence of reasoned advice on corporate real estate strategy to the corporate occupier in order to meet business needs.

Support in creating business cases for Group Head of CRE approval. Business cases to consist of: Drivers for change, Options analysis, Alternatives, P+L impact, Return on investment measures, Recommendations.



Ref Level Competency Definition How this competency will be achievedSP003 Managing Resources

SP003 1 Demonstrate knowledge and understanding of the resources required and their cost for the effective operation of a business.

Using the Medium Term Outlook and Rolling Operating Plan to forecast changes in the cost of the portfolio.

SP003 2 Provide evidence of the application in your area of practice, giving reasoned advice on the most effective use, allocation and cost of resources.

Working amongst different global heads to establish the needs of each work stream. Setting personal objectives in the standard HSBC format to comply with HSBC Technology Services categories: ‘People’, ‘Process’, ‘Finance’ and ‘Customer’ with targets and stretch targets.



5. The Candidate’s Structured Training Programme

5.1 Candidate details:

Name: Luke Langford Registration date: October 2011Number: Final assessment application periodRoute: Graduate Route 1 Final assessment submission periodPathway: Management Consultancy Final Assessment month

5.2 MANDATORY competency development programme and meeting plan:

Ref Competency Level Q1 Meeting

Q2Meeting

Q3Meeting

Q4Meeting

Q5Meeting

Q6Meeting

Q7Meeting

Q8Meeting

MANDATORY

M001 Accounting principles and procedures 1 [date]

M002 Business planning 1

M003 Client care 2

M004 Communication and negotiation 2

M005 Conduct rules, ethics and professional practice 3

M006 Conflict avoidance, management and dispute

resolution procedures

1

M007 Data management 1

M008 Health and safety 2

M009 Sustainability 1

M0010 Teamworking 1

[All data entered within this table is provided as an example. Candidates, supervisors and counsellors will need to amend this table according to the unique situation of each candidate. This can also be used as an effective planning tool so may be revised at the 3 monthly meetings]



5.3 TECHNICAL CORE competency development programme and meeting plan:


Q2Meeting

Q3Meeting

Q4Meeting

Q5Meeting

Q6Meeting

Q7Meeting

Q8Meeting

TECHNICAL CORE

T002 Business Planning

T014 Consultancy Services

T079 Strategic Real Estate Consultancy

T00?T00?T00?T00?T00?T00?




5.4 TECHNICAL OPTIONAL competency development programme and meeting plan:


Q2Meeting

Q3Meeting

Q4Meeting

Q5Meeting

Q6Meeting

Q7Meeting

Q8Meeting

TECHNICAL OPTIONAL

T060 Option Appraisal [date]

T019 Corporate Real Estate Management

SP003 Managing Resources

T00?T00?T00?




Appendix 1 – List of relevant RICS documents

Adobe PDF

APC Candidate guide APC Employer, supervisor and counsellor guide APC Requirements and competencies guide APC Pathway guides (There are 21 different pathways) RICS Rules of Conduct RICS Rules of conduct guidance note RICS Surveying safely

Microsoft Word

APC candidate diary template APC Supervisor and counsellor report template

Microsoft Excel

APC Final Assessment templates (Ensure candidates downloads the correct pathway)

Online

www.rics.org www.rics.org/pathway www.rics.org/apc www.ricsbooks.com www.isurv.co.uk


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