Senior Business Services AmP Framework
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Culture
Engages with our culture, commits to our Values, and participates in activities to support them.
Role models and promotes RPC Values, proactively contributes to our culture, and participates in activities to support these.
- Treats everyone with respect, considers impact of behaviours on others.
- Considers team differences and the need to be inclusive.
- Challenges biases.
- Proactively seeks to understand views of others.
- Adapts to different learning styles and ways people process information.
- Considers cultural differences and preferences.
- Values different personality types.
- Informally mentors/sponsors others.
- Proactively checks in on colleague's welfare.
- Considers the environmental impact of decisions they make (e.g., use of public transport rather than cars, mindful of business travel, consciously reduce, re-use and recycle).
- Joins community awareness raising sessions (e.g., talks on neurodiversity, mental health, disability, gender, female health, ethnic diversity, religion, social mobility, families).
- Volunteers to be a mental health champion or first aider.
- Attends team socials, sporting activities, choir, community building initiatives, mentoring, firmwide improvement projects, charities and pro bono, or events run by RPC Communities: Belief, Enable, Ethnicity, Families, Gender, LGBT+, Mental Health and Social Mobility.
Understands the commercial and cultural benefits of our DEIB (Diversity, Equity, Inclusion and Belonging) and ESG (Environmental, Social and Governance) approach, as set out in our Responsible Business Report and commits to taking action.
- Honestly assesses their own strengths, development areas and personal challenges.
- Supports others to be confident in themselves.
- Creates an environment where people feel comfortable voicing their ethical views.
- Thinks independently.
- Challenges constructively.
Contributes to a supportive team culture that encourages inclusive collaboration and enables the team to achieve their ambitions.
- Becomes a buddy for a returning parent.
- Promotes understanding and supports different cultures and ethnicities.
- Participates in inclusion events.
- Reverse mentoring.
- Considers colleague's religious beliefs and avoids meetings or emails on religious holidays.
- Considers the impact of the timings of meetings for colleagues.
- Volunteers for focus groups.
- Proactively shares ideas.
- Seeks a diverse range of opinions to demonstrate an inclusive mindset.
Highlights behaviours that do not represent RPC Values or our DEIB practices and escalates with the appropriate person.
- Micro aggressions.
- Access needs.
- Religious beliefs and holidays.
- Caring responsibilities.
- Gender differences.
- Disabilities.
Supports and understands our 'one firm' approach, and always considers geographical and cultural differences.
- Time zone differences.
- Travel challenges.
- International holidays.
- Respects and values other people's time.
- Attends meetings on time.
- Ensures meetings have clear objectives and agendas.
- Encourages others to contribute.
- Celebrates success and highlights people's achievements to others.
- Regularly reads Edge.
- Attends townhalls and contributes questions or feedback.
- Completes employee survey.
Takes responsibility for maintaining personal health, wellbeing, and balance, and supports colleagues to do the same.
- Considers the Mindful Business Charter.
- Considers timing of emails to colleagues and sets realistic deadlines.
- Considers timings of meetings and impact on colleagues.
Understands and embraces Spark our Future principles and supports others to adopt them.
Knowledge and Expertise
Develops and maintains knowledge, skills, and expertise to produce excellent work.
Applies broad and deep technical knowledge to support the firm's strategic priorities and identifies opportunities to achieve them.
Head of
Applies strong problem-solving skills to generate innovative solutions.
Head of
- Applies critical thinking, undertakes research and considers the commercial, legal and other drivers, such as ESG, before proposing solutions.
Thinks ahead and makes decisions at pace that are aligned to firm's strategic priorities.
Head of
Cultivates a continuous learning approach to work, setting the tone for their team and the firm.
Head of
Role models a knowledge sharing mindset to achieve the function and firm's ambitions.
Head of
- Shares knowledge more broadly across the firm to help strengthen and harness strategic activities.
Acts as a leading authority on their expertise within the firm and is recognised as the go to subject matter expert for PEX/EXCO to achieve strategic objectives.
Associate Director
Strengthens subject matter expertise through networks and by presenting externally on RPC's activities, achievements and return on investment.
Associate Director
Uses knowledge of the firm's strategy and priorities to identify key organisational risks and advises on how to mitigate against these.
Associate Director
Uses deep and broad specialist knowledge to shape the firm's strategic agenda and priorities.
Director
Widely recognised internally and externally as a future facing thought leader.
Director
Utilises longstanding external relationships to strengthen specialist knowledge and expertise to bolster the success and reputation of the firm.
Director
Acts as the ultimate point of escalation for complex challenges.
Director
Takes ultimate responsibility for decision making.
Director
Clients
Delivers commercial solutions and an outstanding client experience to help our external and internal clients achieve their ambitions.
Defines the client service delivery and experience standards for the function and ensures delivery against them.
Head of
Manages expectations and challenges client requests to ensure alignment with strategic priorities and drivers.
Head of
- Takes the lead when managing senior client expectations.
Anticipates future service delivery requirements, including setting strategy and resource planning.
Head of
- Changes to budgets, parameters and timeframes.
Sets the tone for collaborative problem-solving, empowering others to think innovatively to provide clients with the best possible outcome.
Head of
Achieves outstanding client experience by thinking like a client, understanding their priorities and leading initiatives to improve service delivery.
Head of
- Develops deep knowledge of the client’s business area and is the go-to-person for clients.
Leads client listening activity through trusted relationships to continually improve client experience.
Head of
Takes full responsibility for their area for the delivery of client service and the client experience.
Associate Director
Creates an environment of excellent service delivery to address the strategic needs of clients.
Associate Director
Builds a strong reputation and is well known, respected, and sought out by senior clients.
Associate Director
Understands and navigates the complex political landscape and manages relationships to deliver the best outcomes for the client and the whole business.
Associate Director
Proactively seeks opportunities to collaborate with senior clients to build deep relationships and achieve the firm's ambitions.
Associate Director
Balances many different strategic priorities and areas of focus with versatility, whilst managing the expectations of multiple, and sometimes competing, clients.
Director
Sets the overall direction, objectives, and priorities for the department, based on the firm's strategic priorities, regularly reviewing progress and performance.
Director
Business Efficiency
Works efficiently and commercially to achieve our strategic priorities.
Undertakes multiple complex strategic projects and takes overall accountability for the quality of work done by others.
Head of
Takes responsibility for ensuring the function is adequately resourced to achieve the firm's strategic objectives, contributing to the business case for change.
Head of
Collaborates across functions to share resource and bring together the best combination of skills to deliver strategic priorities.
Head of
Holds budgetary responsibility and performance accountability for the function within the context of the wider firm's financial priorities.
Head of
Takes ultimate responsibility for team delivery of projects on time and on budget.
Head of
Ensures team understands the strategic and financial benefits of their activities to drive efficiencies.
Head of
Creates and produces management reports on functional activities, statistics or return on investments.
Head of
Presents at EXCO/PEX, representing own functional area.
Head of
Commits to the firm's strategic objectives and manages the team and work to achieve these.
Head of
Contributes to the development of the broader dept. and firm strategy.
Head of
Takes a strategic overview of the function to deliver on the firm's priorities.
Head of
Leads, initiates, or sponsors significant strategic change programmes.
Associate Director
Shapes change programmes that impact across the whole firm.
Associate Director
Navigates complex stakeholder management requirements and balances conflicting priorities to achieve business objectives.
Associate Director
Holds decision-making responsibility for their own dept in matters that are visible, significant and directly impact at the most senior levels of the firm.
Associate Director
Takes joint accountability (along with other BS Directors) for the success of the firm and specific accountability for their department.
Director
Leads strategic change programmes and develops business case for investment.
Director
Takes responsibility to ensure that the whole department has the most appropriate resource mix, maximising the use of technology to drive efficiencies.
Director
Takes ultimate accountability for the departmental budget and ensuring return on investment.
Director
Drives and sets the agenda for continual improvement and programmatic change to achieve the firm's strategic objectives.
Director
Reports departmental and firmwide progress against strategic priority areas and workstreams to EXCO and PEX.
Director
Sets the strategy for the growth and business efficiency of the department and drives activities to support this.
Director
Takes ultimate responsibility for planning, managing and progressing complex firmwide strategic projects.
Director
People
Manages, influences, and collaborates with those around them effectively to bring out the best in people.
Takes leadership responsibility for their teams.
Head of
Sets the tone of a supportive development culture to enable the team to achieve their ambition.
Head of
Inspires exceptional people performance through building an energised community with a shared purpose.
Head of
Collaborates and influences across the firm to achieve their function's ambitions.
Head of
Communicates strategic direction to ensure alignment and achieve firm ambitions.
Head of
Takes responsibility for resourcing their function.
Head of
Recognised as a leader who has built collaborative relationships across the firm at all levels of seniority.
Associate Director
Navigates complex stakeholder management to deliver the best outcomes for the firm.
Associate Director
Leads, influences, and guides at all senior levels of the firm.
Associate Director
Fosters respected and collaborative relationships with senior stakeholders to assert the firm and department's needs.
Director
Represents and advocates for the department at Partner and Board level to drive, shape and influence the firm's agenda.
Director
Role models inspirational leadership to bring the dept. together to encourage collaboration and motivate them to achieve exceptional performance.
Director
Takes a departmental view to ensure optimal recruitment strategy.
Director
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).
1
Start by looking at the statements in all the categories for your Career Level
2
Click on sub categories (where relevant) to build your understanding
3
Click on the + button (where relevant) next to each statement to see examples
4
Click on the career level(s) below yours (where relevant) to understand the full requirements of your role
5
Click on the career level(s) above yours (where relevant).
Senior Business Services Promotion Criteria and Process
The AmP Frameworks describe high performance at every career level.
As your career at RPC progresses, depending on your role, the amount of time you spend developing the categories is likely to change, and the opportunity to demonstrate high performance in all the categories will vary. Discussions around performance and readiness for promotion should reflect this.
An individual's strengths, development areas 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.
The below promotion criteria and process should be read with the above in mind.
Promotion to level 7 (Head of) or (In-House Lawyer - Knowledge/Risk)
CRITERIA:
- There must be a clear requirement for a role at this level within the relevant team, which has been authorised by the departmental Director, and approved by the Head of People Advisory and EXCO.
- The individual is demonstrating all indicators in the Culture category of the AmP Framework.
- The individual is performing to the level defined across the other four categories in the current career level.
- There is evidence that they are demonstrating capability in some of the categories at the next career level (relevant to their role, team and department).
PROCESS:
- The individual's readiness for promotion is discussed and agreed at talent review discussions and with line manager/departmental Director.
- Sponsoring Director has a conversation with individual to explain the process and next steps.
- EXCO agree the individual's suitability for nomination for promotion by discussing performance and potential as measured against the AmP Framework.
- Business case detailing requirement for the role at the next level must be completed by line manager.
- Personal case detailing the individual's readiness for promotion must be completed by the individual, in line with the AmP Framework. This should include evidence of high performance at current level and evidence of capability to perform at the next career level.
- Sponsoring Director reviews the forms, completes any summary comments and signs off form.
- Interview is arranged with PEX Partner and Business Services Director.
- EXCO review promotion applications, discuss interview feedback and approve all promotion decisions.
Promotion to level 8* (Associate Director), level 9/10* (Director)
CRITERIA:
- There must be a clear requirement for a role at this level within the relevant team, which has been authorised by the departmental Director, and approved by EXCO.
- The individual is demonstrating all indicators in the Culture category of the AmP Framework.
- The individual is performing to the level defined across the other four categories in the current career level.
- There is evidence that they are demonstrating capability in some of the categories at the next career level (relevant to their role, team and department).
PROCESS:
- Business Case form is completed by the Sponsoring Director and considered by PEX.
- PEX reviews and approves business case before moving to next stage.
- Candidate attends a Piccadilly Beck assessment and completes their own Personal Business Case.
- SRPC (Senior Roles Promotion Committee) considers outcomes and recommends for interview
- SRPC interviews candidate.
- SRPC makes recommendation to PEX/PC to consider.
- PEX/PC recommend promotions which are effective 1st May.
*Process will be determined on an individual basis based on previous assessment/s