Design Principles
In BETAPLAN we believe that the architectural design should be honest and comprehensible to its users, useful and unobtrusive, environmentally friendly and long-lasting. Moreover, it should respect and reflect the uniqueness of its surroundings, be innovative and at the same time aesthetically pleasing. Last but not least it should be expressed in a simple but thorough, down to the last detail, way.
Relationship with the client
Since the beginning the firm has had the chance to work for a diverse group of clients in both the Public and Private sector, ranging from Local Authorities to State Ministries and from small private investors to large institutions. Through the cumulative experience all these years, BETAPLAN can claim the ability to adapt easily and successfully to different situations and client requests which occur through the different phases of design and construction process. In BETAPLAN we highly value the relationship between the architect and the client and we believe that a major goal is the satisfaction of the client’s needs and ambitions. In order to achieve this goal we pursue from the very beginning to establish an active and honest relationship with our clients and we believe that only through close cooperation between the design team, our consultants and the client successful buildings are designed.
Quality Management System
Objective of the Quality Management System
The primary objective of BETAPLAN’s Quality Management System is the creation of a base for the continuous improvement in the efficacy of the Company’s procedures, always having as a rule the optimum fulfillment of the requirements and expectations of its Clients. To achieve this, the Management always supports and applies the base principles and rules of the Company Quality Management System in accordance with ISO 9001:2015, establishing objective Quality goals with the consistent and productive input from both its staff and its associates.
Base Principles – Quality Targets
The base principles – goals, as these are expressed in the Company’s Quality Management System operations and procedures, are the following:
1) The provision of Services and the production of Design Studies that fully comply with the requirements and submission deadlines that are specified in the agreements we sign with our Clients, providing at the same time a satisfactory financial outcome to both BETAPLAN and its Clients.
2) The compliance with the relevant Legislation concerning the Quality, Safety and Environmental Effects of the building works specified in our design studies. In line with its effort to assist the protection of the environment, BETAPLAN applies a policy of recycling paper and batteries.
3) The constant improvement of our quality procedures, so that our Services and our Design Studies are considered to be of the Highest Quality in the Greek and International Markets.
4) The close cooperation with our Clients, the other collaborating design consultants and External Associates, with the objective to constantly improve the quality of our Services and our Projects.
5) The pursuit of the continuous development of BETAPLAN S.A.’s personnel, so that they can perform their tasks in an efficient, qualitatively correct and creative manner, as well as being encouraged to participate actively and creatively in the goal of the continuous Quality improvement, as well as their own personal betterment.
6) The principles of the System and the objective quality goals are reviewed at regular time intervals by the Company Management, to ensure their compliance with the new market needs and developments, the legislative requirements, as well as the attainment of the targets for the continuous improvement in the Company’s operations.
The Management is highly committed to provide the necessary resources (technical equipment – training – technical knowledge) for the satisfaction of the demands that result and are formed by existing conditions.
All the departments of BETAPLAN have the responsibility to be informed of and assimilate the required Quality System procedures, as well as to integrate and apply them in their everyday tasks.
It is the responsibility of BETAPLAN’s Management to ensure that its Quality Policy is communicated, and is understandable and applicable by all the Company personnel, as well by its Clients and external providers, with the objective to achieve the constant and stable development of its business activity, with a strong commitment to its principles and the continuous provision of products and services of the highest quality to its Clients.
The company has also determined:
• The company’s framework of operations as well as the needs and expectations of the interested parties.
• The targeting of our performance and of precise specifications for the services we provide and the monitoring of the degree of achievement of the objectives and the compliance of the services with the requirements set for them.
• The analysis of the risks and opportunities for the company.
• The clear definition of responsibilities and roles for each procedure or part of it.
• The written documentation of the way we perform the services (Manual, Detailed Procedures, Technical Instructions, etc.).
• The Quality Control (during the execution of the project and in the final delivery).
• The keeping of written data that prove the quality of our Services and Works and the functions of the Quality Management System.
• The Inspection of the implementation of the above (through the monitoring of the quality performance and the Internal Inspection (Audit).
• The learning process of BETAPLAN from its mistakes, to systematically take care that they are not repeated (Corrective Actions) and to continuously improve its operations by setting, monitoring and achieving specific improvement goals.
The Quality Assurance System that we follow is documented in the Quality Assurance Manual, while any special requirements related to a specific project or customer in the respective Project Quality Assurance Program.
Resources
BETAPLAN’s Management will have, within the financial planning framework of the Company, the necessary resources (Personnel, Training, Equipment) to enable the implementation of the above objectives. These resources are documented and controlled.
Main Roles and Responsibilities
The responsibility for the overall operation of the QMS rests with the Executive Management (Chairman of the Board & Managing Director) of BETAPLAN which sets both the policy and the quality objectives.
The Head of Management Systems (Quality, Environment and Health and Safety) is authorized to develop, improve, document and monitor the QMS and to put into force the necessary changes after the approval of BETAPLAN’s Executive Management.
He is also authorized:
•To monitor the implementation of the procedures envisaged by the QMS through Internal Audits.
•To monitor the quality performance of the Company so that he can identify areas that require improvement.
•To initiate any Corrective or Preventive actions he deems necessary to correct or prevent related Problems.
Project Managers are responsible for the Quality Control of the Projects they are managing and to ensure their compliance with the requirements set for them, as well as the implementation of the QMS requirements in the projects they manage.
Also for the management of the discrepancies that may occur in the projects through defined procedures.
In addition, all senior personnel and members of staff should endeavor within the framework of their roles and responsibilities to achieve the quality objectives and the implementation of this policy.
Commitment to the Implementation and Dissemination of the Quality Management Policy
The Management of BETAPLAN is committed to the faithful compliance with this policy and to the requirement of its implementation by all BETAPLAN personnel.
It will also ensure that this policy is known and understood by all BETAPLAN personnel.
This will be achieved in the following alternative ways:
1. Notification of the policy (to BETAPLAN senior staff).
2. Organizing informative meetings for the staff.
3. The establishment of the obligation of all Managers to keep their staff informed regarding the content of the Quality Policy.
4. The direct notification of issues related to Quality Policy to the staff of BETAPLAN.
5. The inclusion in job descriptions of the roles and responsibilities related to this Policy.
Environmental Management Policy
Purpose of the Policy
The purpose of this policy is to specify how we will be able to continuously meet the legal requirements related to the environmental compliance of our operations and beyond that to continuously improve our environmental performance.
Environmental Objectives
More specifically, the policy of BETAPLAN is:
1. Compliance with the applicable Legislation concerning the effects on the Environment of our works and operations.
2. The continuous improvement of our environment-related performance.
Mode of Achievement
To achieve the above, we have installed, operate and continuously improve an Environmental Management System (EMS) which will always comply with the ISO-14001 standard.
The essence of our Environmental Management System is the realization by all the personnel in the Company that the environmental impact of our operations is the result of a series of Procedures that we follow consciously or unconsciously.
Environmental impact, its improvement and the prevention of environmental problems do not come by themselves. They presuppose the awareness and the Systematic control of these processes in each of their individual phases and as a whole.
The method we use to control these processes comprises the following:
• Setting specific goals for our environmental performance and precise specifications for the relevant tasks.
• The clear definition of roles and responsibilities for each process or part of it.
• The written documentation of the manner in which we perform the tasks (Manual, Detailed Procedures, Technical Instructions, etc.).
• The Monitoring of the relevant tasks and their environmental impacts.
• Keeping written data for the execution of the tasks, their monitoring and the results of the controls on the environmental parameters.
• Inspection of the application of the above (through the systematic monitoring of data regarding the efficiency and productivity of our operations and the Internal Audits.
• The learning process of the Company from its mistakes, to systematically ensure that they are not repeated (Corrective Actions) and to continuously improve its operations by setting, monitoring and achieving specific improvement goals.
The Environmental Management System we follow is documented in the relevant SOPs.
Resources
Within the framework of the financial planning of the Company, the Management of BETAPLAN will dispose of the necessary resources (Personnel, Training, Equipment) to enable the implementation of the above objectives.
These resources will be recorded and audited.
Main Roles and Responsibilities
The responsibility for the overall operation of the EMS rests with the Executive Management (Chairman of the Board & Managing Director) of BETAPLAN, which determines both the policy and the objectives for the environmental management.
The Head of Management Systems (Quality, Environmental and Health and Safety) is authorized to develop, improve, document and coordinate the implementation and to monitor the EMS, as well as to bring into force the necessary changes following the approval of the Executive Management.
He is also authorized:
•To monitor the implementation of the procedures envisaged by the EMS through Internal Audits.
•To monitor the environmental performance of the Company so that he can identify areas that require improvement.
•To initiate any Corrective or Preventive actions he deems necessary to correct or prevent related Problems.
In addition, all senior personnel and members of staff should endeavor within the framework of their roles and responsibilities to achieve the environmental objectives and the implementation of this policy.
Commitment to the Implementation and Dissemination of the Environmental Management Policy
The Management of BETAPLAN is committed to the faithful compliance with this policy and to the requirement of its implementation by all BETAPLAN personnel. It will also ensure that this policy is known and understood by all BETAPLAN personnel.
Occupational Health & Safety Policy for Personnel and Clients at the Company Installations
Purpose of the Policy
The Policy of the Company is to perform its operations and tasks and to provide both products and services to its clients in ways that prevent occupational injuries and illnesses and fully ensure the Health & Safety of its personnel and its subcontractors. It is also the continuous improvement of the management system for Health and Safety.
All the activities shall be in accordance with the relevant Health & Safety provisions of Greek and European Legislation.
Goals of the Policy
1. Compliance with the relevant Greek and European Legislation.
2. Continuous improvement of the system.
3. Implementation of procedures for staff consultation and participation.
How to Achieve the Goals of the Policy
To achieve its goals, the Company has established, operates and continuously improves an integrated Occupational Health & Safety management system that is described in this manual and in the other documents to which it refers.
Compliance with the system is mandatory for all company personnel and its subcontractors.
The key elements of the system are:
1. Selection of appropriate measures that meet the requirements for occupational health & safety.
2. Compliance of the measures, the installations and the modes of operation of the Company with current legislation.
3. Carrying out regular and systematic inspections to verify the proper implementation of occupational health & safety.
4. Continuous training of Company staff to ensure full understanding of their obligations and the implementation of the provisions of the system to prevent occupational injuries and illnesses and to ensure occupational health & safety.
5. Regular consultations with staff participation with the aim to evaluate the performance and the actions to improve the management system.
Sustainability
Over the years BETAPLAN has become familiar with domestic or international Green Building Certification Systems, such as LEED, MINERGIE, BREEAM, QSAS or KENAK. More specifically, the Stavros Niarchos Foundation Cultural Center, in which BETAPLAN is the executive architect, implements the LEED certification system and is the first project in Greece to receive a Platinum LEED certification rating.
POLICY TO PREVENT AND COMBAT VIOLENCE AND HARASSMENT AT WORK AND THE MANAGEMENT OF INTERNAL COMPLAINTS ON INCIDENTS OF VIOLENCE AND HARASSMENT
The Company BETAPLAN in the context of its compliance with the provisions of Part II of Law 4808/2021, for the prevention and treatment of all forms of violence and harassment, including gender-based violence and harassment and sexual harassment and specifically with articles 9 and 10 of Law 4808/2021, establishes and follows this policy for preventing and combating violence and harassment at work and the policy for handling internal complaints about incidents of violence and harassment.
PURPOSE OF THE POLICY
The purpose of this Policy is to create and consolidate a working environment that respects, promotes and safeguards human dignity and the right of every person to a world of work free from violence and harassment. BETAPLAN declares that it recognizes and respects the right of every worker to a work environment free of violence and harassment and that it will not tolerate such behavior, in any form and by any person.
In summary, the purpose of this Policy is:
α. To prevent, respond to and eliminate all forms of violence and harassment, including gender-based violence and harassment and sexual harassment that occurs in the course of, or in connection with, or as a result of work.
β. The immediate identification of cases of harassment and/or oppression by verifying incidents using effective methods of complaint reporting.
c. The notification to all executives, employees, external partners, customers and third parties who come into direct contact with the Company, that any form of harassment and violence are phenomena not acceptable to the Company.
SCOPE OF APPLICATION
Within the scope of application and protection of this policy are included employees and workers of all kinds, regardless of their contractual/employment status, including employees with a dependent employment contract, with a project contract, independent services and temporary employment, those employed through third party service providers, trainees and employees whose employment relationship with the Company has ended, as well as prospective employees and other persons dealing or cooperating with the Company.
DEFINITIONS - RISK ASSESSMENT
a. 'violence and harassment' means any form of conduct, acts, practices or threats thereof, whether occurring in isolation or repeatedly, which intend to cause, resulting in or likely to result in physical, psychological, sexual or economic harm,
b. 'harassment' means any form of conduct which has the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating, dehumanizing or offensive environment, whether or not it constitutes a form of discrimination, and includes harassment on grounds of sex or other grounds of discrimination,
c. "gender-based harassment" means forms of conduct related to the gender of a person, which have the purpose or effect of violating the dignity of that person and creating an intimidating, hostile, degrading, humiliating or aggressive environment as defined in Article 2 of Law No. 3896/2010 (A' 107) and paragraph 2 of Article 2 of Law No. 4443/2016 (Α' 232). These forms of conduct include sexual harassment under Art. 3896/2010, as well as forms of conduct related to the sexual orientation, expression, identity or gender characteristics of the person.
The forms of violence and harassment prohibited by this policy include, but are not limited to:
- Insulting someone primarily and not limited to discrimination on the basis of gender, race, religion, appearance, sexual orientation, disability, age, or other personal characteristics and choices, threats, verbal or gestural, swearing in public or in private, belittling or ridiculing a person or his or her abilities, whether in private or in front of others, outbursts of anger against a person, or making persistent or unjustified criticism.
- Abusive, malicious, derogatory, obscene or mocking comments and the dissemination thereof, innuendo, sexist or racist "jokes" and comments, the use of offensive language, verbal sexual harassment or suggestions, implying that one's sexual favors may advance one's career or that refusal to engage in a sexual relationship may adversely affect one's career with the Company, offering benefits (e.g., promotion or salary increase) in exchange for sexual favors or creating an environment that promotes "sexual intercourse" as a means of professional development in the workplace; retaliating or threatening to retaliate after rejecting sexual advances.
- Cyberbullying, sending messages with harassing and offensive content via SMS, e-mail, social media, fax or letter, insulting and persistent questions about age, marital status, personal life, sexual orientation, as well as similar questions about race or nationality, including cultural identity and religion. The above includes visual forms of harassment such as posters, cartoons, caricatures, photographs or drawings that are derogatory based on characteristics protected by law.
- Unwanted physical contact such as touching, pinching, sexual gestures, hitting, grabbing, pushing and all kinds of physical violence. Invasion of privacy, intentional partial or complete destruction of personal belongings, vehicles or property, interference with or obstruction of the normal work, movement and physical integrity of a person, physical blocking or confinement, sexual gestures, physical surveillance, stalking.
It is expressly provided that the retaliation and acts of retribution or intimidation against another employee or third party who opposes violence or any form of harassment, makes a complaint, testifies, assists, or participates in any process of investigating an incident against the complainant and further victimizing the aggrieved person, shall be treated as acts of violence and harassment, and are expressly prohibited.
MEASURES FOR THE PREVENTION, CONTROL, CONTAINMENT AND MANAGEMENT OF RISKS
The Company, as part of its general policy for the prevention and response to incidents of violence and harassment at work, takes the following actions:
- It informs and trains staff using the most appropriate means available to ensure that all staff are aware of this policy and the procedures provided for in it, as well as the possibilities provided by law in the event of incidents of violence or harassment at work.
These actions include, among others, informing staff by posting in a prominent place or sending via e- mail to the professional e-mail addresses of staff, the details of the competent administrative authorities to which every affected person has the right to appeal (Work Inspectorate) and in particular the telephone line for complaints SEPE (15512), but also the citizens' helpline 1555 and the e-mail address https://1555.gov.gr/, as well as the service of direct psychological support and counselling of female victims of gender-based violence who can communicate with the SOS Line 15900.
- It shall train and inform in every appropriate way its staff, to recognize and identify discrimination, violence, and harassment at work and to provide the necessary support to its staff and associates.
- It encourages the participation of employee representatives and management in training programs and seminars on the identification and management of potential risks of violence and harassment, as well as seminars with mental health specialists or counselling service providers.
- It establishes, within the framework of this policy, a procedure for receiving and examining complaints about the above phenomena, while at the same time designating a specific person as a reference person ("liaison") within the company, responsible for guiding and informing employees on the prevention and response to violence and harassment, as well as for handling complaints. Included in these procedures is also the provision for disciplinary sanctions for anyone found to have engaged in any form of harassment or violence, as well as anyone who was complicit in such actions or who knew of and deliberately concealed such actions.
- It expressly prohibits retaliation against the complainant and further victimization of the person affected.
- It is committed that complaints and proceedings for harassment will be treated confidentially and will be dealt with impartially.
PROCEDURE FOR RECEIVING AND EXAMINING COMPLAINTS
Any employee of BETAPLAN or a third party associated in any way with it, who believes that he/she has been subjected to discrimination, violence or any form of harassment, or if he/she has noticed that such behavior is taking place in the work environment, may report/denounce it as set out below.
The Company's CEO is designated as the reference person in relation to this policy and the management of incidents of violence and harassment at work.
All queries relating to the implementation or interpretation of this policy are made to the reference person, who is responsible for and manages all matters relating to the information and counselling of staff, as well as matters relating to the prevention and management of violence and harassment at work. In addition, the reference person shall receive denunciations and/or complaints from the persons concerned about behavior involving violence or harassment, and shall deal with them as follows.
Complaints about conduct that constitutes a violation of this policy are accepted in writing at the dedicated email address violation@betaplan.gr, which is accessible only to the reference person.
Complaints are investigated by the reference person promptly and thoroughly, impartially and in compliance with the principles of confidentiality and protection of the personal data of the alleged victims and the accused.
In particular, the reference person collects and evaluates the complaint, recording and characterizing it. The reference person then contacts the complainant, informs him/her of the following options for managing the incident and asks him/her how he/she wishes to initiate the management process.
It is noted that complainants have the right to be informed of the receipt of their complaint and the progress of its examination.
To avoid worsening the position of the complainant, as well as to ensure the integrity of the investigation, the reference person must take all necessary measures, such as moving employees or modifying their working hours or the way they are provided (e.g. teleworking), until the investigation is completed.
In particular, following a complaint, the following procedures may be followed:
- Mediation of the reference person and reaching a settlement, through an invited discussion and a hearing of two parties. Provided the circumstances complained of have been resolved and the incident is deemed to have ended, with the procedure not taking more than 10 working days, the reference person shall prepare a report on the incident and its development and inform the Board of Directors of the Company.
- If the complainant does not wish to follow the above procedure, or if the above procedure is unsuccessful, the reference person shall draw up a relevant conclusion with the findings of his/her investigation with a simultaneous characterization of any observed behavior of violence or harassment and its degree, which shall be submitted within 10 working days from the receipt of the complaint to the Board of Directors, which is also competent to decide on the application of sanctions.
-
The Board of Directors of the Company, upon being informed of the reported incident of violence or harassment or discriminatory treatment, will decide on taking appropriate corrective measures and imposing disciplinary sanctions against the complainant, depending on the severity of the incident, which may include, but not limited to:
a. the oral or written reprimand or recommendation for compliance
b. a change of location, working hours, place or manner of performing the work
c. the termination of the employment contract with BETAPLAN or a cooperation agreement
Complaints that are proven to be manifestly unfounded or malicious will be filed as inadmissible, and in case the Company's management deems it necessary, they will be further investigated to restore order and avoid distortion of the purposes pursued by this policy.
This policy and the above procedure are applied in parallel and complementary to the general legislation in force for the protection of the employee's personality and do not affect the employee's legal rights under civil and criminal law.
The employee or senior staff who engages in such prohibited conduct bears full and exclusive responsibility for his/her actions and if the case follows the judicial route, the Company undertakes to cooperate with the Competent Authorities and to provide any relevant information upon request.
In general, the Company and the reference person appointed by the Company are committed to cooperate with any competent public, administrative or judicial authority, which, either on its own initiative or following a request by an affected person, within the scope of its competence, requests the provision of data or information and are committed to provide assistance and access to the data. To this end, any information they collect, in whatever form, shall be kept in a relevant file, subject to the provisions of the law on the protection of personal data.
At the end of the calendar year, a report shall be drawn up by the reference person with the incidents (without mentioning any persons by name), the type and evolution of the incidents managed.
Architect (National Technical University of Athens - School of Architecture).
Architect, born in 1947. He is a partner and managing director of BETAPLAN S.A., which he co-founded in 1972. He obtained a Certificate of Specialization in Healthcare and Welfare Buildings (ACTIM, Paris, 1983). He has wide experience in the management of the design process and the construction supervision of various types of buildings and building complexes, such as, hospitals, theatres, housing, offices, cultural centers and monuments. He is a highly qualified expert in healthcare strategic planning and operational policy, design management for health facilities and welfare buildings, as well as accessibility for the disabled. He has participated as a member in several technical committees and was a visiting lecturer at the Postgraduate National School of Public Health between 1994 - 2002. 
Mrs Tzanou is an architect and an associate with BETAPLAN S.A. since 1990. She has a Master of Arts in Architectural Building Conservation from De Montfort University in Great Britain. Mrs Tzanou is very experienced in the collaboration with foreign architectural firms for some of the most prominent projects in Greece. Her projects include the coordination of the design of some of the most significant venues for the Athens 2004 Olympic Games, the Stavros Niarchos Foundation Cultural Center, the Municipal Athletic and Recreational Park of Kallithea. 
Mrs Koghilaki is an architect graduated from the National Technical University of Athens and an associate with BETAPLAN S.A. since 1980. She has in depth experience in the design of projects and she is actively involved in the design and supervision of public and private developments including the preliminary, final design, tender documents and construction supervision stages. She has wide experience in various types of projects, which include healthcare facilities, building conservation, urban design and landscaping, educational buildings etc. 
Architect/planner/environmental consultant, born in 1948. He is an associate with BETAPLAN since 2001. He studied architecture in Milan, Italy, and town planning in Paris and London. He worked in Great Britain for 22 years as the Planning & Environmental Services Manager with YRM Architects & Planners and then as a free-lance planning consultant. He was also for 7 years a senior visiting lecturer at the Faculty of the Environment of the University of Greenwich. He has wide experience in the planning and environmental aspects of major developments, as well as the management and coordination of international projects. His international professional experience comprises projects in several countries including Great Britain, Portugal, France, China, Turkey and Saudi Arabia. He is a member of the British Royal Town Planning Institute. 
Mrs Solomonidi is an architect graduated from the N.T.U.A. with a post-graduate diploma in urban design from Paris - Belleville school of Architecture and an associate with BETAPLAN S.A. since 1992. She has worked for several architectural practices, both in Athens and Paris, before joining BETAPLAN. She has wide experience in the design management and coordination of major development projects such as the Metro Red Line South Elevated & At-Grade in Doha, Qatar, the Stavros Niarchos Foundation Cultural Center, the “Lazaristes Theatre and Cultural Centre” in Thessalonica, the “Athens 2004” Olympic Games Weight Lifting Stadium, the Lyric Theatre of Corfu, The International Airport of Kos. 
Mrs Vitta is an associate and project manager with BETAPLAN S.A. She has studied mechanical engineering at the Technical Training Institute of Athens. Before joining BETAPLAN in 1990, she worked for five design consultancies. Mrs Vitta is a highly experienced consultant in all the stages of the design and management of projects, both in Greece and overseas. She has managed a large number of design projects including hospitals, housing, government buildings, offices and cultural centers. 
Mrs Andreadou is an architect, interior designer and an associate with BETAPLAN S.A. since 1992. She has wide experience in the design and project management of major developments projects. Among the projects, she worked as architect, are included the Lazaristes' Theatre and Cultural Centre in Thessalonica, the Athens Olympic Games Weight Lifting Stadium, the Lyric Theatre of Corfu etc.
Architect, born in 1975. He joined BETAPLAN in 1998 and has been an associate since 2004. He studied Architecture in Athens (Diploma in Architecture, Faculty of Architecture, NTUA 2001) and Environmental Design of Buildings in Cardiff, Wales (M Sc from the Welsh School of Architecture, Cardiff University, 2003). His experience includes the design of several public and private projects of various types, such as hospitals, museums, office buildings, railway stations, theatres, private housing, educational buildings, sports facilities, churches etc. Examples of his experience in Passive Design include the Art Gallery of Arta, the Athens Children Oncology Unit, the Police Academy in Komotini, the Serafio Swimming Pool and Cultural Centre etc. LEED Green Associate since 2013. WELL AP since 2021.
Andreas Ventourakis was born in 1984 in Athens. He has studied architecture in the National Technical University of Athens (NTUA), and in July 2018 he graduated with an MBA from INSEAD, Paris. He started his career in 2010 at the architectural practice BETAPLAN, and for 7 years he was a core member of the SNFCC architecture team RPBW/BETAPLAN, following the progress of the project from the design phase until its delivery to the Greek State. Currently, he is interested in the application of new business models in the architectural and construction industry. Andreas has been part of the architecture team in all the international competitions of BETAPLAN, including the awarded competition in Bad Kissingen for which he was the lead architect. Additional to the above he has been involved in other medium-scale projects, including the New Building for the Quality Control Laboratory of Boehringer Ingelheim and the Kallithea Municipal Athletic and Recreational Park. 
Mrs Ventouraki joined Betaplan in 2000 and has since been involved in the design and coordination of several major projects, including the Metro Red Line South Elevated & At-Grade in Doha, Qatar, the Stavros Niarchos Foundation Cultural Center, The Museum of Greek Folk Art (ΜΕΛΤ). 
