A survey from a recent BARBRI webinar showed that over a quarter of law firms* were yet to make the leap to SQE. Barriers included lack of internal buy-in, lack of resources to make the change and most critically, a lack of information on how best to support SQE successfully.?
So what do you need to do of if you are setting up an SQE training programme for the first time?
- Decide on your scheme structure - Will you 'front load' the SQE exams or run study alongside work experience? In other words, will you ask trainees to complete exams prior to work experience or will you integrate the two? Both have benefits and challenges: the benefit of front loading is that candidates can focus 100% of their attention on study; the benefit of combining is that work experience can support exam success given the applied nature of SQE testing "first day at qualified level". On either pathway, make sure you have regular check ins with students to pick up on issues early on. And remember that pass rates on SQE2 are higher if it is studied swiftly after SQE1 as knowledge of the law is retained otherwise extra time is need to brush up on SQE1 - in short avoid leaving a big gap between exams. Finally on either approach you'll need to have a plan in place should a candidate fail an exam?
- Get study leave right - if your scheme runs study alongside work experience ensure that you give sufficient time off to hit the books. In terms of policy - we've seen everything from 5 study days total per SQE level to two days off per week for working SQE students. Much depends on the intensity of chosen course, culture of the firm and expectations of students. In addition your policy?will need to include a day off per exam (that's 2 days for SQE1 and 5 days SQE2)
- Decide on Qualifying Work Experience (QWE) ?- will you rotate candidates or not? SQE doesn't necessitate seat rotation but many firms are keeping an element of rotation as this offers your future legal leaders the?opportunity to gain maximum insight across different teams and gain skills from a range of managers. If you want to provide wide experience but don’t have the seat available you might consider an external course such as the 4 day Trainee Litigation Programme | Altior which gives trainees first-hand experience of the litigation process without having to do a seat. Do what makes sense for the future success of your organisation?
- How will you support paralegals - if your firm employs them, will paralegals have the option to get involved or will you offer them a separate qualification route? Whatever you choose, you’ll need a clear structure and policy that is well communicated to your organisation so that expectations can be managed. If paralegals are on a separate track, ask them to make a business case or have an application process for official support – including the business need of a newly qualified role?
- Might apprenticeships be an option? If?your organisation is able to offer one day off per week to support SQE study why not consider the apprenticeship route? This pathway is gradually taking off in the legal sector and is the most cost?effective route.?For the candidate it means structure, support and ability to earn while you learn; while for the employer it means using your levy or paying only around ￡1k (via the 18 month or 35 month route Solicitor Apprenticeships - Damar Training) to fully qualify a solicitor - particularly helpful where there is increased scrutiny on training budgets.?
Whatever approach and structure you adopt, the flexibility and open access of the SQE should be harnessed to support your organisation's talent development strategy.?
At BARBRI we've seen a wide range of SQE trainee programme and models applied. There is no one-size-fits-all but with clear communication, support and regular check-ins, the next generation of SQE trainees are thriving, excelling in their careers and making a big impact. And for us that is what it is all about.
Questions about SQE in your organisation? Get in touch for a chat.?
*170 employers surveyed January 2024
