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 [