Secretarial AmP Framework
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Culture
Engages with our culture, commits to our Values, and participates in activities to support them.
COLLABORATIVE. COMMITTED. COMMERCIAL.
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 and expertise to achieve personal and client ambitions
Commits to building foundation of technical knowledge and expertise.
Apprentice Secretary
- Dedicates time to develop knowledge.
- Sets growth objectives.
- Seeks out learning solutions using available resources e.g., AmP Learn and Edge.
Develops understanding of RPC's terminology, policies and procedures.
Apprentice Secretary
Builds knowledge of the firm's systems, processes and applications.
Apprentice Secretary
Learns how the firm operates: our work, brand, pillars, clients, sectors and business services functions.
Apprentice Secretary
- Develops an understanding of the legal sector and working life.
- Settles into office basics, the surroundings e.g., correct code of conduct, what you can wear/how to act/when to have breaks/learning professionalizing/how to learn how to answer the phone, transitioning longer working days/commuting/learns to get a work life balance/learning to balance study and role responsibilities.
Completes relevant IT learning, uses and keeps up to date with IT tools available.
Apprentice Secretary
Develops understanding of RPC's performance and quality expectations.
Apprentice Secretary
- Business writing etiquette, office professionalism, Code of Conduct and written and verbal communication best practice.
Seeks out learning opportunities and constantly strives to improve and develop.
Apprentice Secretary
- Seeks out learning solutions using available resources e.g., AmP Learn and Edge.
Prepares for own Quarterly Conversations, proactively considering career aspirations and development needs.
Apprentice Secretary
- Updates QC Note online after QC meetings and shares with line manager.
- Reviews AmP Framework categories for personal career development areas.
- Sets growth objectives and reviews progress against AmP Framework.
Achieves relevant qualifications by successfully completing formal learning requirement.
Apprentice Secretary
Seeks and responds to feedback constructively and with a growth mindset.
Apprentice Secretary
- Asks for feedback from a range of colleagues.
- Uses AmP Framework to identify personal strengths and development areas.
Displays initiative when approaching tasks.
Apprentice Secretary
Understands and applies the fundamentals of risk.
Apprentice Secretary
- IT and email risks.
Continually develops technical knowledge of relevant subject areas and shares learning with the wider team.
Junior Legal Secretary
Builds knowledge of how own practice area operates and develops understanding of their clients and priorities.
Junior Legal Secretary
Performs tasks and makes decisions according to defined policies, processes and procedures.
Junior Legal Secretary
- Maintains a good and up to date understanding of relevant, policies and procedures.
Takes ownership for self-development through QCs and progress against objectives.
Junior Legal Secretary
Proactively demonstrates taking initiative.
Junior Legal Secretary
- Suggests new and efficient ways of working and starts to resolve potential issues.
Understands risk and escalates where needed to appropriate person.
Junior Legal Secretary
- To line manager or People team.
Responds to change in a positive and resilient manner.
Junior Legal Secretary
Understands the expertise that is available across the firm to support service delivery and uses it appropriately.
Junior Legal Secretary
- Takes time to understand the skills and expertise and knows where to go for help.
Commits to developing analysis and problem-solving skills.
Junior Legal Secretary
Recognised as a 'go-to person' in their respective practice area.
Legal Secretary
Acts as a subject matter expert to support teams.
Legal Secretary
- Commercial awareness.
- Use of technical systems.
- Process expertise.
Acts as a point of contact for team members with technical issues.
Legal Secretary
Makes connections and identifies opportunities to share knowledge.
Legal Secretary
Resolves complex queries and issues that require judgement and experience.
Legal Secretary
- Suggests creative ways to approach problems solving/issues.
- Clarifies changes to parameters of work which may require amended outputs or deadlines.
Identifies and mitigates risks.
Legal Secretary
Seeks to understand RPC's brand proposition, practice areas and pillars.
Legal Secretary
- Reads Edge posts.
- Commits time and energy to understand firm outside their immediate department.
Seeks opportunities for personal growth.
Legal Secretary
Provides advice and judges when to escalate issues.
Senior Legal Secretary
Addresses issues where a high degree of technical expertise is required.
Senior Legal Secretary
Identifies training needs within the team and supports the learning.
Senior Legal Secretary
- Supports the design or delivery of the training.
- Seeks out or recommends learning solutions using available internal resources e.g., AmP Learn and Edge or external learning solutions.
Keeps informed on firm news and shares with the team.
Senior Legal Secretary
For Team Leaders: Supervises workflow and performance of small teams.
Senior Legal Secretary
- Ensures work is effectively delegated and appropriately spread across the team.
- Gives feedback and attends QCs.
- Assesses individual capabilities using the AmP Framework for guidance on career level expectations.
- Helps people to build on their strengths and development areas, using the AmP Framework for guidance.
For Team Leaders: Takes responsibility for quality of work done by others.
Senior Legal Secretary
Proactively develops and maintains subject matter expertise which supports the practice area or firm's strategy and brand proposition.
Secretarial Manager
- Dedicates time to continually grow subject matter expertise.
Develops and shares knowledge in broader related specialisms.
Secretarial Manager
- Coaching to develop others.
Role models a learning mindset, spotting opportunities for self and team to develop and improve.
Secretarial Manager
- Reviews AmP Framework categories for career development areas for the team.
Responds proactively to market changes and trends, assessing the value for RPC.
Secretarial Manager
Pre-empts challenges and problem-solves using sound judgement and experience.
Secretarial Manager
- Applies critical thinking.
- Undertakes research and considers the commercial drivers and issues.
Addresses issues with a high degree of expertise or complexity, making decisions and managing risks.
Secretarial Manager
- Advises on relevant options, strategies and solutions which are both commercially sound and technically appropriate.
Embraces change and helps others to adapt to change.
Secretarial Manager
Clients
Delivers commercial solutions and an outstanding client experience to help our external and internal clients achieve their ambitions.
Takes instructions from line manager/team members and other internal clients and responds promptly.
Apprentice Secretary
- In timely and tailored way, or just to acknowledge receipt of message.
Asks relevant questions to understand the brief and clarification of their role in achieving tasks.
Apprentice Secretary
- Shows curiosity about the individual needs of clients and how to address them.
Keeps team and clients updated on progress.
Apprentice Secretary
Delivers on deadlines reliably and is responsive to changing needs.
Apprentice Secretary
Updates team on capacity, availability and commitments.
Apprentice Secretary
Understands importance of building collaborative client relationships.
Apprentice Secretary
- Observes how others build and manage client relationships.
Commits to understanding each client's preferences, how they like to work, and their expectations for delivery and tailors service accordingly.
Apprentice Secretary
Understands that every interaction impacts the client relationship and RPC brand.
Apprentice Secretary
- Conscious of impact of social media, aware of personal impact and client perceptions.
Develops client service skills, learning to be comfortable, confident and personable in dealings with clients.
Junior Legal Secretary
Interacts with clients to build effective, collaborative working relationships based on trust.
Junior Legal Secretary
- Responds promptly following up on queries calls and emails.
- Takes opportunities to interact with clients and builds relationships based on mutual understanding.
Understands how teams and activities connect to provide effective client service.
Junior Legal Secretary
Clarifies work to be done to ensure clients' needs are interpreted and delivered.
Junior Legal Secretary
Anticipates and responds proactively and in a timely manner to client needs and deadlines.
Junior Legal Secretary
- Spots opportunities to help clients achieve their goals.
Asks questions to effectively prioritise and deliver client requirements.
Junior Legal Secretary
- Interprets the meaning of requests into tangible actions.
Develops client relationships by responding quickly to queries and being proactive and reliable.
Junior Legal Secretary
Delivers strong results for clients consistently.
Legal Secretary
Uses judgement and experience to prioritise and deliver client requirements.
Legal Secretary
- Deals effectively with changes to timescales and understands clients' priorities and deadlines.
Applies knowledge and experience to proactively pre-empt potential client issues and requests and take steps to resolve them.
Legal Secretary
- Anticipates potential or actual issues that could impact clients and shares with others.
Simplify complexities to deliver great client service.
Legal Secretary
- Makes suggestions to make the client service experience smoother.
Inspires client confidence, taking responsibility for actions and client requests.
Legal Secretary
Makes clients feel special by delivering an experience that exceeds their expectations.
Legal Secretary
Acts as a trusted advisor and confidently recommends innovative solutions to meet client needs.
Senior Legal Secretary
- Seeks feedback from clients.
- Asks for clarity if unsure about feedback on specific tasks to feed into wider progress.
- Recommends changes and continual service improvements.
Further develops client relationships and always adopts a client-centric approach.
Senior Legal Secretary
- Ensures client service approach is tailored appropriately.
Understands and empathises with clients' perspectives, drivers and challenges.
Senior Legal Secretary
For Team Leaders: Manages resources to deliver a high-quality service for clients.
Senior Legal Secretary
For Team Leaders: Helps others to prioritise.
Senior Legal Secretary
For Team Leaders: Proactively seeks client feedback to drive forward improvements.
Senior Legal Secretary
Influences at senior level to deliver for clients and enhance the client experience.
Secretarial Manager
- Seeks feedback from clients, recommends changes and continual service improvements.
Builds strong relationships with a broad range of clients based on credibility and trust.
Secretarial Manager
- Explores opportunities to develop trust and enhance client relationships.
Manages the client experience to develop trusted relationships.
Secretarial Manager
- Anticipates opportunities to help clients achieve their goals and takes time to find a connection on a human level beyond work.
Collaborates with clients to achieve objectives and assess future requirements.
Secretarial Manager
Prioritises the client experience and builds this into solutions.
Secretarial Manager
Resolves complex and broad client queries and issues.
Secretarial Manager
Uses expertise and judgement to confidently influence client-oriented situations.
Secretarial Manager
- Understands the difference between service and overservice.
Coaches team to build strong client relationships, encourages others to take responsibility for responding promptly to client queries and owning follow up and role models these behaviours.
Secretarial Manager
Business Efficiency
Works efficiently and commercially to achieve our strategic priorities.
Develops an organised approach to their work, planning and prioritising to deliver high quality work and meet required deadlines.
Apprentice Secretary
Adapts plan when priorities change.
Apprentice Secretary
Use IT systems efficiently to carry out their role and learns to adopt new technology.
Apprentice Secretary
- Files and retrieves content from iManage.
- Ensures correct version control.
- Uses technology to support organisation of work.
Understands the fundamentals of how RPC operates and relates it to their own work activities.
Apprentice Secretary
- Reads Edge posts.
- Attends team business updates and RPC firmwide town halls.
Communicates progress on tasks and where capacity opportunity arises.
Apprentice Secretary
Participates in tasks to support the broader team.
Junior Legal Secretary
- Offers to assist others on tasks after own tasks are completed.
Prioritises tasks based on relative importance and urgency and takes responsibility to deliver their work.
Junior Legal Secretary
- Manages time spent on a task and escalates potential issues with meeting deadlines.
Maximises the efficiencies available through relevant technology.
Junior Legal Secretary
- Uses available IT systems and keeps information up to date.
Anticipates challenges and thinks ahead to deliver on time and on budget.
Junior Legal Secretary
- Quick turnaround for processing invoices.
Identifies areas where processes or ways of working can be improved.
Junior Legal Secretary
Understands the firm's strategic objectives and how their individual work can impact these.
Junior Legal Secretary
Collaborates effectively to deliver their work.
Junior Legal Secretary
Understands basics of budgeting process at RPC.
Junior Legal Secretary
Delivers complex tasks and resolves queries efficiently.
Legal Secretary
Promotes use of effective technology to create efficiency.
Legal Secretary
- Undertakes additional training to adopt super user role.
Ensures processes are efficient and identifies ways of working that can be adapted/automated to improve effectiveness.
Legal Secretary
Proactively seeks and shares knowledge with others on relevant key tasks.
Legal Secretary
- Event planning.
- IT shortcuts.
Contributes to budgeting processes by providing information as required.
Legal Secretary
Applies knowledge and expertise to support projects.
Legal Secretary
Proactively monitors teams' capacity, using initiative to free up fee earner time.
Legal Secretary
Proactively seeks and shares knowledge with others on relevant key tasks.
Legal Secretary
Manages or supports projects as a technical expert.
Senior Legal Secretary
- Considers appropriate level of resources and collaboration of resources with other departments.
Takes decisions and prioritises resources to ensure that short to medium term fluctuations in demand and workload are met and managed efficiently.
Senior Legal Secretary
- Thinks ahead to be prepared for future and/or changing project requirements, not just the immediate task.
Supports team to ensure effective management of workload.
Senior Legal Secretary
Considers commercial and budgetary implications of projects/tasks.
Senior Legal Secretary
- Develops understanding of how the firm’s financial systems can help the team manage projects.
Supports reporting on team activities or data.
Senior Legal Secretary
Understands the impact of the decisions they make within the broader context of the firm's commerciality and priorities.
Senior Legal Secretary
- Considers how the team can help achieve the firm's commercial goals and shares ideas.
Develops commercial awareness and understands how their role contributes to the success of their practice area.
Senior Legal Secretary
Considers team wellbeing when allocating resources.
Senior Legal Secretary
Manages team resourcing needs, building business case for optimum resource model.
Secretarial Manager
- Considers appropriate level of resources and collaboration of resources with other departments.
Works outside the team on projects with multiple internal and external stakeholders.
Secretarial Manager
- Delivers projects with some high-level guidance and supervision.
Manages resources, people, budgets or projects efficiently.
Secretarial Manager
- Evaluates the financial benefits of activities.
Uses data to drive decision making.
Secretarial Manager
Plans projects and thinks ahead to deliver on time and on budget.
Secretarial Manager
Manages projects with multiple stakeholders.
Secretarial Manager
Works outside the team on projects that impact one or more functions across the firm.
Secretarial Manager
Anticipates challenges and builds this into project plans.
Secretarial Manager
Escalates issues where project scope, budget or resources may be impacted.
Secretarial Manager
Understands and shapes budget management activities relating to a specific project or area of work.
Secretarial Manager
Provides solutions which are commercial and within budget.
Secretarial Manager
Proactively evaluates improvements to policies, processes and procedures.
Secretarial Manager
Contributes to compiling collateral for PEX/EXCO to escalate to the Head of Practice Services.
Secretarial Manager
People
Manages, influences, and collaborates with those around them effectively to bring out the best in people.
Collaborative
Makes time for listening to others, respecting and valuing differences.
Apprentice Secretary
Asks questions and seeks opportunities to learn from others.
Apprentice Secretary
Works collaboratively and demonstrates a positive approach to work relationships both within the team and in the wider firm.
Apprentice Secretary
- Secretaries and other Business Services departments.
Learns how people in the team operate and their working preferences to build strong relationships.
Apprentice Secretary
- Preferred ways of working.
- Hybrid working preferences.
- Communication styles.
- Accesses AmP Learn for learning resources to support building relationships.
Communicates clearly to aid teamworking.
Apprentice Secretary
Takes an inclusive approach to working with others.
Apprentice Secretary
Recognises the importance of maintaining own wellbeing, asks for help when needed and keeps an eye out for others.
Apprentice Secretary
Supports less experienced colleagues, providing advice and guidance.
Junior Legal Secretary
- Onboards new team members.
- Acts as a buddy.
- Shares knowledge.
- Recommends learning solutions on internal resources, such as AmP Learn and Edge.
Builds trust with colleagues by being reliable and consistent.
Junior Legal Secretary
Demonstrates care, empathy and understanding of people.
Junior Legal Secretary
Takes steps to create a positive and inclusive environment.
Junior Legal Secretary
- Proactively seeks to understand others point of view.
Collaborates with those around them at all levels to ensure work progresses.
Junior Legal Secretary
Recognises contribution of others and celebrates success.
Junior Legal Secretary
- Encourages positive behaviours and actions in others.
Provides constructive feedback to colleagues.
Junior Legal Secretary
- Refers to AmP Framework for guidance on career level expectations when providing feedback.
Delegates work effectively to junior team members to aid their development and gives feedback.
Legal Secretary
- Gives clear instructions/expectations, parameters/timelines, monitors and reviews work.
- Gives constructive and timely feedback to others.
Leverages strong working relationships and collaborates with a range of people across the firm.
Legal Secretary
Responds as an escalation point to support junior team members.
Legal Secretary
Supports recruitment and induction activities.
Legal Secretary
Understands skills required to be an effective leader and demonstrates these when opportunities arise.
Legal Secretary
- Leads on discrete tasks, working with other teams and functions.
Supervises, trains, coaches and mentors others to reach their full potential.
Senior Legal Secretary
- Recommends learning resources in AmP Learn to support the development of others.
Gives timely and constructive feedback to others.
Senior Legal Secretary
Contributes to the Quarterly Conversations and performance management of others, including gathering feedback when appropriate.
Senior Legal Secretary
- Assesses individual capabilities using the AmP Framework for guidance on career level expectations.
- Helps people to build on their strengths and development areas, using the AmP Framework for guidance.
Adapts style of supervision to bring out the best in people.
Senior Legal Secretary
- Flexes own style and behaviours to fit with others and ensures that this is appropriate to the situation.
Supervises the performance of small teams.
Senior Legal Secretary
Influences and supports others by leveraging technical expertise.
Senior Legal Secretary
Escalates resourcing needs to ensure others are supported in their work.
Senior Legal Secretary
Proactively participates in recruitment, induction and onboarding to grow the team and successfully integrate new colleagues.
Senior Legal Secretary
- Recruits inclusively, ensuring that the benefits of a diverse team are achieved.
Seeks out opportunities to develop their leadership skills and recognises that leadership is not always linked to seniority.
Senior Legal Secretary
- Situations where a junior member of the team may have more knowledge than more senior colleagues.
Plans for the development of others by providing stretching work and learning opportunities.
Secretarial Manager
Delivers Quarterly Conversations for the team.
Secretarial Manager
- Shares balanced feedback from others.
- Highlights strengths and development areas.
- Sets stretching objectives.
- Manages performance issues.
- Provides learning opportunities, such as seminars, on the job learning and courses.
Provides robust and constructive feedback on performance issues or behaviours which are not aligned to the firm's values.
Secretarial Manager
Seeks performance feedback from others outside of the team, to help optimise performance.
Secretarial Manager
Coaches and develops people to achieve their full potential.
Secretarial Manager
- Listens and empowers junior team members.
- Encourages others to bring new ideas.
- Recommends learning resources in AmP Learn to support development of others.
Encourages collaboration within own team and across RPC as a whole.
Secretarial Manager
Listens and seeks to understand team members individual wellbeing needs.
Secretarial Manager
Leads people flexibly, values differences and manages hybrid working effectively to optimise performance.
Secretarial Manager
Creates an inclusive and engaged team that recognises and celebrates achievements.
Secretarial Manager
Demonstrates good leadership with more junior members of the team.
Secretarial Manager
Builds awareness of own leadership style, understands there are different ways to lead and seeks to refine approach.
Secretarial Manager
Takes responsibility for looking out for people's wellbeing and balance, escalating as appropriate.
Secretarial Manager
Recognised as an effective and inclusive leader within their team who appreciates the benefits of a diverse team and adapts their leadership appropriately.
Secretarial Manager
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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).
Secretarial 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 from level 1 (Apprentice) to level 2 (Administrator)
CRITERIA:
- There is a clear requirement for a role at this level within the relevant team, which has been authorised by the relevant Partner/Director.
- The individual has completed/is on track to complete their formal apprenticeship.
- 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:
- Offers are made at the end of the 18-month apprenticeship programme and approved by the relevant Partner/Director.
Promotion to level 3 (Executive), level 4 (Senior Executive) and level 5 (Manager)
CRITERIA:
- There must be a clear requirement for a role at this level within the relevant team, which has been authorised by the relevant Partner/Director discussed with the People team.
- 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/relevant Partner/Director.
- 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 Partner/Director reviews the forms, completes any summary comments and signs off form.
- EXCO review promotion applications and approve all promotion decisions.
- Decisions are ratified by PEX.