The following In-House Advisor guidance note Produced in partnership with Beth Pipe of Bellis Learning Solutions Ltd provides comprehensive and up to date legal information covering:
This Practice Note provides guidance on learning and development (L&D) plans and covers:
what an L&D plan is
why an L&D plan is needed
content of an L&D plan
budgets and resource
L&D plan templates
the corporate fit of the L&D plan
why L&D plans can fail
how the L&D plan can assist with recruitment and the induction of new employees
reviewing and monitoring L&D plans
An L&D plan sets out:
what the legal department wants to achieve, eg its objectives
what learning outcomes are required to help the legal department achieve its objectives, eg what staff need to do differently or better
the training courses and other learning events planned to help deliver each of the required outcomes
a schedule of L&D measures
evaluation methods to gauge success
L&D plans may exist for periods longer than 6–12 months but they will generally contain less detailed information.
There is no Solicitors Regulation Authority (SRA) requirement to have an L&D plan, but the SRA considers ongoing learning to be extremely important.
Under the SRA competence regime, solicitors no longer need to count continuing professional development (CPD) hours, instead they need reflect on the quality of their practice, identify any L&D needs and then address these needs to make sure their knowledge and skills
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