OnLive Learning

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 learning and development (L&D) policy is intended for law firms. It contains guidelines and procedures for managers and employees in relation to L&D.

This Precedent staff survey is designed to gather broad directional input on the proposed content and scope of a learning and development (L&D) policy.

This Precedent L&D plan can be used by law firms to set out what the firm wants to achieve, eg its goals and objectives, what learning outcomes are required to help the firm achieve its goals or objectives, what staff need to do differently or better, the training courses and other learning events planned to help deliver each of the required outcomes and a schedule of L&D measures to be implemented over a given period.

This Precedent Learning needs analysis (LNA) questionnaire is designed to be completed by direct reports to help identify and prioritise the learning and development (L&D) needs of managers or prospective managers. Whenever a LNA is focused on a particular group in an organisation, eg the managers, it is advisable to conduct a secondary level of investigation with those for whom the managers are responsible to obtain a more rounded view of L&D needs. This Precedent can be used for gathering this additional insight.

This Precedent Learning needs analysis (LNA) questionnaire can be used to gather feedback from your managers on individual learning and development (L&D) needs. The aim of an LNA is to identify any performance gaps relating to skills, knowledge or behaviour that can be addressed through L&D.

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 contains a comprehensive library of core skills—key competencies, from which you can pick and choose to create a framework of core skills for each role within your firm.

This Precedent Making changes firm-wide is a worked example relating to a hypothetical firm that wishes to make changes to improve its new client process. By using the five steps framework for improving efficiency, a range of solutions has been identified, including amending email signatures to minimise the need for clients to call secretaries to chase for information. This case study looks at how to implement that change only.

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 can be used to provide a regular, eg quarterly, high-level learning and development (L&D) report to the firm’s management team and/or departmental meetings. L&D should be an agenda item for all strategic and departmental meetings.

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 post-course evaluation questionnaire can be used as part of the process for evaluating learning and development (L&D) in your firm.

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 Prioritising root causes table can be used as part of a continuous improvement process. Once you have identified the causes of inefficiency, the Precedent will help you prioritise which will be tackled first.

This Precedent Process map provides a worked example of a process map which has been created to map the end to end process of opening a new client matter.

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.