Liverpool Law February 14 February 2014 | Page 16

16 Apprenticeships The Higher Apprenticeship Scheme The Weightmans experience Weightmans answer for us some general questions regarding the recently implemented apprentice scheme together with the view from one of their apprentices Jordan Coulton. How does the Higher Apprenticeship differ to other apprenticeships within the legal sector? The Higher Apprenticeship is aimed at those have good GCSE/A Level qualifications but do not wish to proceed to university and is the equivalent to the first year degree. It offers a new vocational pathway for careers in personal injury, insolvency or commercial litigation. Why would you encourage employers to look beyond traditional entry routes into the legal sector? With rising university costs not everyone can afford tertiary education, some just don’t suit the student lifestyle and some just don’t know whether law is right for them. Alternative routes such as the Higher Apprenticeship route opens the door for such individuals and it is naïve to think that there are not some potential high quality lawyers out there who just need to an opportunity. With training costs being potentially met by the government it is a low risk, cost effective pool of talent for employers for explore. Why do apprentices offer practical and financial advantages to firms? The idea of an apprentice should be an attractive one for law firms. In a market that is increasingly requiring firms to be efficiently geared with strong utilisation of staff apprentices are a flexible resource that should not be overlooked. At the beginning of their programme an apprentice will learn the very basics of how a firm works; both in a structural sense but also an operational one. They will initially be involved in the support work and administration that allows practice areas to operate. As their education and experience then increases the apprentice will transition into a fee earning role with a view to becoming a competent case handler at the end of two years. Without being parachuted straight into a fee earning role there is perhaps a greater sense of understanding and integration with the support teams. By employing an apprentice there is also then the flexibility and experience of being able to do more than just fee earn should the need arise. From a financial perspective an apprentice should be looked upon as a long term, low cost investment. For those under 19 at the start of their programme the Government provides the training cost leaving the employer to simply meet the cost of the apprentice’s employment. As young, inexperienced recruits without a legal education behind them the salary cost is less than that of a trainee or paralegal. What are the implications for practitioners? Working with an apprentice requires a level of commitment and enthusiasm. From an educational perspective the apprentice requires a mentor to support the relationship between studying and working life. The mentor needs to work closely with the apprentice to ensure they can balance the differing demands and also to guide and nurture them as they take the first steps in their career. Those who work alongside the apprentice need to demonstrate patience, underst [