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.
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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

Download your Career Level on a page

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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.
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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).

Lawyers Promotion Criteria and Process

The AmP Framework describes high performance at every career level.

As your career at RPC progresses, the amount of time you spend developing the categories will change. For example, junior roles are likely to spend more time developing the Knowledge & Expertise category, whereas senior roles are likely to spend more time on the Client category as they lead client matters and on the People category as their people management responsibilities grow.

The opportunity to demonstrate high performance in all the categories will vary depending on the work undertaken in each practice area. Discussions around performance and readiness for promotion should reflect this.

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.

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Promotion from Trainee – Associate Level 1

CRITERIA

At the point of promotion:

  • 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 five categories in the Trainee career level.
  • There is evidence that they are demonstrating capability in some of the categories at AL1 (relevant to the practice area they are qualifying into).

PROCESS

  • NQ vacancies published with details of the application process.
  • Trainees complete the application process for each Group they apply to. This includes: an application form, an interview, and in some teams an additional assessment.
  • NQ promotion decisions are made by Group and approved by Group Leaders.
  • NQ promotion decisions are communicated to Trainees.

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Promotion from Associate Level 1 – Associate Level 2

CRITERIA

At the point of promotion:

  • 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 five categories in the AL1 career level (relevant to their practice area).
  • There is evidence that they are beginning to demonstrate capability across some of the categories at AL2 (relevant to their individual strengths and their practice area).

PROCESS

  • Individual's readiness for promotion to AL2 is discussed and agreed at the annual team talent review discussions.
  • Nominated individuals complete a promotion proposal form, including evidence of strong financial hygiene and business management.
  • Sponsoring Partner reviews, completes summary comments and signs off form.Group Leader reviews applications and makes promotion decision.
  • Decisions are ratified by PEX.
  • Individual(s) receive outcome decision together with Sponsoring Partner's summary comments.

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Promotion from Associate Level 2 – Senior Associate

CRITERIA

There must be a clear requirement for a role at SA level within the relevant team.

At the point of promotion:

  • 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 five categories in the AL2 career level (relevant to their practice area).
  • There is evidence that they are beginning to demonstrate capability across the categories at the SA career level (relevant to their practice area) and are demonstrating potential strengths in some of these categories.

PROCESS

  • For someone to be considered for promotion, there has to be a business requirement within the relevant team for a Senior Associate.
  • Group Leader, Team Leader and People Team agree individual's suitability for nomination for promotion by reviewing key metrics and discussing performance and potential as measured against the AmP Framework.
  • Sponsoring partner has a conversation with individual(s) explaining the nomination and the process.
  • Nominated Individual(s) complete a personal case form, evaluating performance against each of the six AmP Framework categories (including strengths, development areas and potential) and includes evidence of strong financial hygiene and business management.
  • Sponsoring Partner:
  • ~Completes (very brief short form) business case.
  • ~Reviews, completes summary comments and signs off the personal case (as written by the Associate)
  • ~Shares final submission with the nominated individual.
  • Team Leader signs off business and personal case.
  • Group Leader reviews the nomination(s) for their groups and makes promotion decision.
  • Promotion decisions are ratified by PEX.

Promotion from Senior Associate to Of Counsel

CRITERIA

At the point of promotion:

  • 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 five categories in their current role
  • There is evidence that they are demonstrating capability in some of the categories at the level they are being considered for

PROCESS

  • Business Case form is completed by the Sponsoring Partner and considered by PEX
  • PEX reviews long list of candidate names and recommends those for assessment
  • Candidate completes Personal Business Case and interviews with SRPC
  • SRPC makes recommendation to PEX / PC to consider
  • PEX / PC recommend promotions which are effective 1st may

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Promotion from Senior Associate or Legal Director* to Salaried Partner, Fixed Equity Partner, Equity Partner

CRITERIA

At the point of promotion:

  • 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 five categories in their current role
  • There is evidence that they are demonstrating capability in some of the categories at the level they are being considered for

PROCESS

  • Business Case form is completed by the Sponsoring Partner and considered by PEX
  • PEX reviews long list of candidate names and recommends those for assessment
  • Candidate attends a Piccadilly Beck assessment and completes 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

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Promotion from Salaried Partner to Fixed Equity Partner or Equity Partner

CRITERIA

At the point of promotion:

  • 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 five categories in their current role
  • There is evidence that they are demonstrating capability in some of the categories at the level they are being considered for

PROCESS

  • Business Case form is completed by the Sponsoring Partner and considered by PEX
  • PEX reviews long list of candidate names and recommends those for assessment
  • Candidate interviews with SRPC
  • SRPC makes recommendation to PEX / PC to consider
  • PEX / PC recommend promotions which are effective 1st may