AmP Frameworks
The AmP Frameworks provide information to help our people achieve their career ambitions and thrive. The AmP Frameworks outline expectations to support, guide and inspire. They can be used in Quarterly Conversations (QCs), to discuss career development and to support Lifelong Learning.
Whether considering your own progression or supporting others with theirs, we encourage you to adopt a growth mindset when using the AmP Frameworks. You can use them to identify and build on strengths and to have open and honest conversations about development areas.
Working with the AmP Frameworks – simplicity & depth
People want different levels of detail from a career framework. The AmP Frameworks have been developed to reflect this and to enable you to navigate your career, your way.
In their simplest form the AmP Frameworks provide every individual with a 'Career Level on a Page' defining high performance by category of activity. To gain a deeper understanding of the expectations of your role you can 'build' your framework to provide more detail. The AmP Frameworks are cumulative so that each career level builds on the previous career level. To understand the full requirements of your career level you will therefore need to ensure that you are meeting the expectations of the career level(s) below yours (if relevant).
Categories of activity
The categories of activity vary for different roles:
The Culture category does not build cumulatively as the expectation is that all our People, no matter what career level, will contribute to our culture.
The RPC Values of Collaborative, Committed and Commercial are woven throughout the categories.
Performance standards
Performance is described at the highest level in the AmP Frameworks to support the firm's ambitions. The statements therefore describe high performance in each category of activity.
When using the AmP Frameworks it is important to note that this is not a 'tick box exercise'. Expectations will vary depending on the role, career level and work opportunities in each team.
Junior roles are likely to spend more time developing the Knowledge and Expertise category, whereas senior roles are likely to spend more time on the Client and People category. Similarly, opportunities to demonstrate capability in the categories will vary depending on the type of work available in each team at different career levels.
When using the AmP Frameworks to identify strengths and development areas, adopt a growth mindset, look at each category in the round, and discuss relevant examples for the specific role, career level and team.
Promotion criteria and process
Details of the promotion criteria and process from one career level to the next can be found in the Promotion Criteria and Process tab. Individual development and aspirations may vary over time as will business requirements, resulting in people being promoted at a time and pace that is right for them and right for the team.
Download your Career Level on a page
How to use
Working with the Frameworks – simplicity and depth
People want different levels of detail from a career framework. The AmP Frameworks have been developed to reflect this and to enable you to navigate your career, your way.
In their simplest form the Frameworks provide every individual with a 'Career Level on a Page' defining high performance by category of activity. To gain a deeper understanding of the expectations of your role you can 'build' your framework to provide more detail. The Frameworks are cumulative so that each career level builds on the previous career level. To understand the full requirements of your career level you will therefore need to ensure that you are meeting the expectations of the career level(s) below yours (if relevant).
Promotion criteria
Trainee > AL1
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AL1 > AL2
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AL2 > Senior Associate
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Senior Associate > Lawyer Senior Roles
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