OnLive Learning

This Practice Note explains what learning and development (L&D) is and provides information on any regulatory requirements that must be observed when undertaking L&D for the legal department. It also includes guidance on assessing the contribution L&D makes to your organisation, why L&D policies sometimes fail, funding L&D, responsibility for L&D, and ensuring that L&D delivers results.

This Practice Note, produced in partnership with Beth Pipe of OnLive Learning, explains what personal branding is and why having and maintaining a strong, authentic personal brand is important for leaders. Managing your own personal brand is hugely important—how people perceive you really matters.

This Practice Note, produced in partnership with Beth Pipe of OnLive Learning, provides guidance on the content of a written offer of employment, eg an offer letter, gathering references, preparation for a new employee and the importance of an induction programme.

This Practice Note provides guidance on how to present with confidence when you are in the same room as your audience. Presenting information clearly and effectively is a key skill to get your message across and influence people successfully. Often, the first daunting step is simply getting started.

Presenting a session virtually has much in common with delivering face-to-face, but there are many differences. This Practice Note covers planning and rehearsing the presentation, dealing with technology and distractions, and body language and tone.

This Practice Note, produced in partnership with Beth Pipe of OnLive Learning, will provide you with the tools you need to structure and conduct a recruitment interview and ask the right questions to ensure you select the best person for the job.

This Practice Note provides information about why retaining diverse talent in a law firm matters, highlights common reasons why people leave jobs and how law firms can minimise these factors and suggests tips for retaining diverse talent.

This Precedent L&D policy and plan—annual review will help you to conduct an annual review of your learning and development (L&D) policy and plan and identify action points.

This Precedent Letter notifying an employee of an attendance review meeting (ARM) is produced in partnership with Beth Pipe,. It is intended to be accompanied by an FAQ document. Periodic attendance review meetings are an integral part of managing long-term sickness where an employee has been absent from work for an extended period of time (usually more than four weeks).

This Precedent Performance appraisal and personal development plan can be used to create a tailored performance appraisal and personal development plan for an individual employee or for different roles in your firm. It is commonly known as an appraisal form and is intended for use by law firms, although it could be adapted for other organisations. There are pre-populated performance appraisal form Precedents available for a number of common law firm roles within the Appraisal and personal development subtopic.

This Precedent, produced in partnership with Beth Pipe of OnLive Learning, can be used to capture key information about yourself which can be used to build a clear picture of who you are and what you want to achieve. This insight will help you to develop your personal brand. A strong, authentic personal brand is vital for a leader or anyone wanting to move into a leadership role.

This Precedent Preparing for your appraisal meeting—appraisee is intended for law firms. It provides guidance to the individual being appraised on how to prepare for a performance appraisal and personal development meeting (appraisal meeting).

This Precedent Preparing for your appraisal meeting—appraiser is intended for law firms. It provides guidance to the individual conducting an appraisal on how to prepare for a performance appraisal and personal development meeting (appraisal meeting).

This Precedent, produced in partnership with Beth Pipe, can be used as a guide to reasonable adjustments that you might consider making for an employee that has a long term health problem covered by the provisions of the Equality Act.

This Precedent, produced in partnership with Beth Pipe, contains a framework to help a manager conduct a structured return to work interview (RTWI) with an employee. The RTWI questions and prompts should be used at the manager’s discretion according to the individual circumstances of each case.

This Precedent, produced in partnership with Beth Pipe, can be used to prepare for a return to work interview (RTWI) and to keep a record of the meeting itself. It will help to ensure a consistent and structured approach to all RTWIs.

This Precedent Return to work interview (RTWI) audit register, produced in partnership with Beth Pipe, is intended for law firms. It can be used to check and record that RTWIs are being conducted consistently for every employee and to the required standard. It will allow you to check whether there is appropriate follow-through on issues identified during RTWIs and recommendations made. This register can provide important evidence in the event of an employee claiming they are being singled out or treated differently from their colleagues.

This Precedent checklist, produced in partnership with Beth Pipe, can be used to plan and prepare for a return to work interview (RTWI) and to ensure you have all the information you need to conduct the interview consistently and effectively.

This Precedent, produced in partnership with Beth Pipe, contains a selection of FAQs for employees about return to work interviews (RTWIs). These FAQs are intended to accompany a staff communication on introducing a return to work process, but can also be used as a free-standing document to supplement any return to work interview provisions in your sickness and attendance policy.