The following Practice Management 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 good practice
content of an L&D plan
budgets and resources
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 firm wants to achieve, eg its objectives
what learning outcomes are required to help the firm 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
In larger firms the firm-wide L&D plan is likely to be broken down into divisional, departmental or site L&D plans.
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.
All practising solicitors and registered European lawyers (RELs) must meet the SRA’s continuing competence requirements. For further information, see Practice Note: The competence regime.
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