Reflective Development Records

SRA Training Regulations 2014

“Trainees must maintain a record of training which…

a.Contains details of work performed

b.Records how the trainee has acquired, applied and developed their skills by reference to the Practice Skills Standards

c.Records the trainee’s reflections on his or her performance and development plans

d.Is verified by the individuals supervising the trainee”

(Regulation 14.1)

The SRA’s Practice Skills Standards

9 headings…•Advocacy and oral presentation

•Time & work management:– Case and transaction management

– Client care and practice support

•Communication skills

•Dispute resolution

•Drafting

•Interviewing and advising

•Legal research

•Negotiation

The SRA’s Practice Skills Standards

…90+ specified skills

“Communication skills” for example comprises…

1.Choosing appropriate methods of communication

2.Expressing ideas concisely, clearly & logically

3.Using appropriate language

4.Grammar, syntax & punctuation

5.Attention to detail, proof-reading

6.Listening skills

7.Speaking effectively

SRA Training Regulations 2014

•Training Principal must ensure trainees maintain a record of training which will meet requirements of Regulation 14(Regulation 13.1)

•Training Principal must be able to sign off that trainee... "has a full and complete record of training which complies with the requirements under the SRA Training Regulations 2014”

(AD1 Admission Form)

SRA Continuing Competence Regime

• Out goes the 16 hours CPD regime…

• …in come new expectations around reflection on performance and reflective Development Records

• Culture change

• Starts with trainees and NQs (1 November 2016)

September 2015: full mobile suite…

‘Verification’: online sign-off

In Summary…• Quick and easy to use, backed-up, paper-free

• Trainees prefer it: higher engagement levels

• Full compliance with SRA Training Regulations & Training Principal confident about AD1 declaration /sign-off

• ‘Real time’ visibility on trainee activity (across offices & on secondment)

• Monthly reports on engagement levels

• Record used at mid-seat and end-of-seat to support high quality development conversations

• Tool for regular reflection, proven to consolidate development & improve performance

• Embeds habitual reflection before transition to NQ> (new CPD regime 1 November 2016…)

A new kind of L&D data

Supports data reporting at all three levels:

• Individual

• Departmental

• Firm-wide