CONTINUING COMPETENCE: OPTIONS & SOLUTIONS. Options and Solutions for a successful transition to the new regime

Transcription

1 CONTINUING COMPETENCE: OPTIONS & SOLUTIONS Options and Solutions for a successful transition to the new regime

2 CONTINUING COMPETENCE: OPTIONS & SOLUTIONS Why Options & Solutions? The SRA s new Continuing Competence regime raises new challenges for solicitors and law firms: No CPD hours requirement by the SRA Solicitors and firms being fully responsible for identifying what CPD they should be doing to ensure on-going competence to practice Evaluation and reflection around individual learning and development needs as a central part of the SRA regime A Statement of Solicitor Competence which defines the core competencies expected of all solicitors In our Options & Solutions for Continuing Competence, we suggest where potential gaps in coverage can be plugged in order to help you transition successfully to the new regime. About fresh fresh Professional Development was established in 2000 to provide training and consultancy for the legal sector. fresh works with the majority of the Top 100 global law firms based in the UK and abroad, providing in-house learning and development services designed to meet the needs of law firms and their staff, from trainees to senior management and partners. fresh works closely with its clients to ensure that the learning and development services we provide are relevant, add real value to the firm and are of the highest quality. page 2

3 CONTINUING COMPETENCE: OPTIONS & SOLUTIONS Contents Page No. 1. Options & Solutions: Outline Roll Out Presentations Continuing Competence Workshops Transition Programmes Coaching: Solutions for Senior Lawyers 4 2. Roll Out Presentations 5 3. Continuing Competence Workshops Reflection in Practice: Trainee Solicitors Reflection in Practice: Newly Qualified Solicitors Appraisals & Performance Reviews: meeting the requirements of the Continuing Competence regime 8 4. Transition Programmes Transition to: NQ Transition to: Stage 1 Management Transition to: Senior Associate Transition to: Partner Coaching for senior lawyers Coaching for Continuing Competence Structured Coaching Programmes 11 page 3

4 1. OUTLINE 1.1 Roll Out Presentations Communicating the requirements of the Continuing Competence regime and what it means for the lawyers in your Firm is a prerequisite for a smooth, successful transition. We can work with you to communicate an authoritative message tailored to the realities of the Firm including clarity around the SRA requirements and how the new regime translates to the Firm s systems, processes and expectations. 1.2 Continuing Competence Workshops The Continuing Competence regime introduces some new ideas and some new challenges. We have identified two areas for particular attention: (1) Reflection in Practice and (2) Effective Appraisals and Development Reviews. For senior lawyers, we address Reflection within our workshops on Effective Appraisals & Development Reviews. We set out the SRA s requirements within a more hard-edged context: what they need to know, what they need to do and the skills needed in order to conduct effective appraisals and/or other development reviews that both meet the regulatory requirements and help drive the development of the Firm s legal talent. 1.3 Transition Programmes Whilst the primary thrust of the Continuing Competence regime is on addressing the specific learning and development needs of individual solicitors, certain competences become relevant at key transitions in a solicitor s career development. Transition Programmes are not a new idea - but for those firms who do not have structured programmes in place to help their lawyers develop the core skills needed to practice effectively at their level / in their role in the business, the Continuing Competence regime provides an opportunity to re-focus on their needs. Reflection is at the heart of the new Continuing Competence regime - but is often viewed with scepticism (if not disdain) by the solicitor population and the SRA acknowledges that culture change is required to embed new reflective behaviours and mind-sets within the profession. Our Reflection in Practice workshops focus on lawyers at the beginning of their careers - as trainees and NQs - in order to educate, encourage and inculcate new ways of thinking about their learning and development. 1.4 Coaching: Solutions for Senior Lawyers Coaching offers a uniquely well-suited solution for reaching and supporting partners and other senior lawyers under the Continuing Competence regime. We have mapped the format and objectives of coachingstyle interventions to provide relevant solutions for senior lawyers, and have put together a team of skilled and partner credible coaches. page 4

5 2. ROLL OUT PRESENTATIONS Intended audience: Solicitors at all levels of qualification and experience Duration: 60 to 90 minutes (e.g. as a lunch and learn ) Coverage: The Continuing Competence Regime The SRA Requirements What it means for lawyers at your firm How it links to your systems, expectations & requirements Format: Presentation followed by Q&As. This session would be delivered jointly with one or more representatives from the Firm (e.g. HR / L&D) to achieve the right coverage and corporate tone, with links to your expectations, systems and internal procedures discussed and agreed beforehand. Alternatively, we could provide a train the trainer session to help you develop your own roll out presentations. Objectives: To establish a clear understanding of the SRA s requirements in the Continuing Competence regime and what this means for your lawyers on a practical level. Topics: The Continuing Competence Regime: outline & key issues The Continuing Competence Regime: what this means for your lawyers Outcomes: Participants will Understand both the SRA s regulatory requirements and your own internal requirements and expectations Understand what this means for them in terms of their behaviours and internal systems and processes To discuss Roll Out Presentations, please contact Paulo Karat: paulokarat@freshpd.com page 5

6 3. WORKSHOPS 3.1 Reflection in Practice: Trainee Solicitors Intended audience: Trainee Solicitors Duration: 2 hours Coverage: SRA Training Regulations 2014 The Training Contract Record Reflection : what it looks like & how to do it Getting the most from supervisors before and at mid / end of seat reviews Requirements & expectations beyond qualification Format: This workshop will help trainees understand what reflection looks like in a practical context, how to develop a more reflective mind-set around their learning and development and how to adopt the behaviours for compliance with the SRA requirements. Examples and Case Studies from real Training Contract Records will be used to bring the session to life (which can include input from existing trainee solicitors). Liaising with you before delivery (and perhaps delivered jointly), this session can also join the dots between the Training Contract Record and mid / end of seat reviews. Objectives: To enable trainees to clearly understand the SRA s requirements around Reflection and the Training Contract Record, what this means for them and how it links to their mid and end of seat reviews. Topics: The SRA Training Regulations 2014 A look ahead to the Continuing Competence regime post-qualification Understanding Reflection and what it means for them in practice Getting the most out of their on the job learning and development Getting the most out of mid and end of seat reviews. Outcomes: Participants will Understand the SRA s regulatory requirements around Reflection and be able to make links with their day-to-day practice Understand how to take more ownership and responsibility for their learning and development Be better equipped to use appraisals / performance reviews to identify, discuss and address their L&D needs. To discuss any of the Workshops, please contact Paulo Karat: paulokarat@freshpd.com page 6

7 3. WORKSHOPS 3.2 Reflection in Practice: Newly Qualified Solicitors Intended audience: Newly Qualified Solicitors Duration: 2 hours Coverage: SRA Statement of Solicitor Competence Principle 5 The Annual Declaration Reflection : what it means & how to do it Identification of Learning & Development Needs Format: This workshop outlines the SRA s requirements and focuses on practical scenarios and Case Studies where solicitors can reflect on their performance and their learning and development needs. Liaising with you before delivery (and perhaps delivered jointly), the workshop will set Reflection within the wider context of the Firm s L&D programme and strategy, and establish links with the Annual Declaration and internal processes, in particular appraisals / development reviews. Objectives: To help solicitors cross the bridge between reflective practice pre-qualification and postqualification, helping to consolidate and embed good behaviours and mind-sets around learning, development and career progression. Topics: The SRA Requirements: Principle 5, the SRA s Statement of Solicitor Competence and the Annual Declaration Understanding Reflection and what it means in practice: typical reflection points and how to evidence reflection, with links to the firm s internal processes The full range of competences and 'Learning & Development Needs beyond technical knowledge, and how to use the reflective process to identify them How to raise L&D needs at appraisals / development reviews, and techniques for seeking feedback and support Outcomes: Participants will Understand the SRA s regulatory requirements around Reflection and be able to make links with their day-to-day practice Understand how to take more ownership and responsibility for their learning and development Be better equipped to use appraisals / performance reviews to identify, discuss and address their L&D needs. To discuss any of the Workshops, please contact Paulo Karat: paulokarat@freshpd.com page 7

8 3. WORKSHOPS 3.3 Appraisals & Development Reviews: meeting the requirements of the Continuing Competence regime Intended audience: Senior solicitors with a performance review role Duration: 2 hours Coverage: SRA Statement of Solicitor Competence Principle 5 Identifying and dealing with competency issues Identifying and dealing with Learning & Development Needs Format: This workshop will explore the key skills required for an excellent appraisal and development review, set in the context of both the SRA requirements and the Firm s own expectations. Practical and focused on what appraisers need to do both before and during the appraisal / development review, this workshop can be delivered in conjunction with your HR / L&D team in order to establish clear links with the firm s expectations in this area. Objectives: To provide participants with the core skills to be effective in appraisals / development reviews, rooted in an understanding of the Firm s development culture / agenda and the SRA requirements (including the need for solicitors to reflect in order to identify L&D needs) Topics: Appraisals / Development Reviews in the context of the SRA Continuing Competence regime and the Firm s talent development agenda K e y S k i l l s f o r e ff e c t i v e A p p r a i s a l s / Development Reviews: coaching; feedback; objective setting; identifying and dealing with competence issues; identifying and dealing with L&D Needs Outcomes: Participants will: Understand what an excellent appraisal / development review looks like Take away tips and skills in coaching, feedback, objective setting and the identification of competence issues / L&D Needs Understand the role of good appraisals / development reviews in (a) ensuring continuing competence at the individual and entity level (b) supporting a lawyer s professional development (c) fostering a culture of continuing professional development and excellence at the firm To discuss any of the Workshops, please contact Paulo Karat: paulokarat@freshpd.com page 8

9 4. MODULAR TRANSITION PROGRAMMES We can provide Modular Transition Programmes at each of the key transition stages. Delivered as complete Programmes or via stand-alone Workshops, we would be happy to discuss your particular needs and what would work best for you. 4.1 Transition to: NQ+ Our Modular Transition Programme (NQ+) provides coverage against key competences expected of solicitors in the first couple of years post-qualification, for example: 1. Building an effective network 2. Effective writing 3. Commercial awareness: knowing and understanding clients 4. Commerciality of advice 5. Understanding financial statements 6. Delegating tasks and matter management 7. Risk and compliance 4.2 Transition to: Stage 1 Management By no longer prescribing the Management Course Stage 1, the SRA now requires firms to consider the core competences needed for lawyers at the 2 to 4 year PQE level. Our Modular Transition Programme (Stage 1 Management) identifies 6 core competences expected of solicitors as they move towards management-level roles and responsibilities: 1. Professional client meetings 2. Client Relationship Management: developing clients and contacts 3. Delegation and supervision: including feedback skills 4. Efficient time and matter management 5. Understanding law firm finance 6. Risk management For a full outline of any of our Modular Transition Programmes, please contact Rachel Berry: rachelberry@freshpd.com page 9

10 4. TRANSITION PROGRAMMES We can provide Modular Transition Programmes at each of the key transition stages. Delivered as complete Programmes or via stand-alone Workshops, we would be happy to discuss your particular needs and what would work best for you Tr a n s i t i o n t o : S e n i o r Associate Our Modular Transition Programme ( Senior Associate ), provides coverage against key competences expected of your lawyers as they transition to a more senior role within the business: 1. Your role and responsibilities as a senior associate 2. Financial & Commercial Awareness: understanding financial statements 3. Understanding law firm finance and profitability 4. Strategic networking 5. Client development meetings 6. Communicating for success with clients 7. Client Relationship Management 8. Supervision and delegation 9. Leadership 10. Building and developing your practice 4.4 Transition to: Partner Our Modular Transition Programme (Partner), provides coverage against key competences expected of your new partners: 1. Efficiency and profitability 2. Team Leadership 3. Client Development 4. Presenting for New Business For a full outline of any of our Modular Transition Programmes, please contact Rachel Berry: rachelberry@freshpd.com page 10

11 5. COACHING FOR SENIOR LAWYERS 5.1 Coaching for Continuing C o m p e t e n c e : meeting the requirements for senior lawyers Intended audience: Partners and senior lawyers Duration: 60 to 90 minutes Coverage: Partner-focused Competences Reflection on practice Annual Declaration L&D Needs Development Plan Format: A 60 to 90 minute coaching session with a partner credible coach designed to provoke and capture reflection around their practice and their own learning and development needs, with the option of packaging this within the session into a light-touch Develop Plan. This session may benefit from being scheduled in the lead up to PCRE and the Annual Declaration. Capable of being offered stand alone or as part of a Structured Coaching Programme. 5.2 Structured Coaching Programmes: bespoke, partnerfocused Learning & Development Intended audience: Partners and senior lawyers Duration: 60 to 90 minute coaching sessions within a structured coaching programme Coverage: Reflection on practice Progression of Objectives & L&D Needs Format: Structured coaching sessions with a partner credible coach designed to provoke reflection and progress around Objectives and L&D Needs as appropriate. Objectives: To provide partners and other senior lawyers with a credible, bespoke and time-effective development option. Objectives: To provide a tangible and credible point of reflection around a partner s learning and development needs, captured for the benefit of the Firm. To discuss our Coaching options, please contact Paulo Karat: paulokarat@freshpd.com page 11

12 fresh Professional Development Ltd The Forum 277 London Road, Burgess Hill, West Sussex RH15 9QU e. t w w w. f r e s h p d. c o m Part of The FRESH DEVELOPMENT GROUP