The learning curve

The regular review and measurement of performance by trainer and trainee is a prerequisite of any successful training programme, and this remains a key feature of the new PEAT 2 system. There can sometimes be a misapprehension on the part of a trainee that the review function is solely a matter for the trainer. However, like every other aspect of the traineeship, to be effective it requires considered input from both sides.

Clear and concise reviews, undertaken at appropriate junctures, provide both you and your training solicitor with the necessary information to make an informed assessment as to whether learning outcomes are being met. That helps to give training a focus, and you, in particular, a clear understanding of where you are in relation to the “Qualifying Solicitor” standard.

The Society has, of course, set down for mandatory performance reviews to be completed by training solicitors on a quarterly basis but, to my mind, although these reviews are certainly important milestones in the training programme, there must also be an ongoing review and monitoring function with feedback on performance. Quite apart from the duty to train incumbent on your training firm, you too must take responsibility for carefully considering your own performance, requesting feedback and communicating closely with your training solicitor to identify and remedy gaps in your training and experience in the period between reviews.

Quarterly opportunity

Each firm, and indeed each training solicitor, will have their own method of carrying out quarterly performance reviews, but every review must cover the same criteria of core competencies. So it is essential to keep these competencies uppermost in your mind at all times. Certain factors, such as the firm you are with, the area of law in which you are training, or the stage of your traineeship you are at, may dictate that you have more exposure to certain competencies than others, but you should always keep a weather eye on areas which you feel light in, with a view to requesting increased exposure in the next quarter and beyond.

It is good practice for you to complete your own mock review before you meet with your training solicitor. In relation to the core competencies, you should consider what has gone well and what you feel requires improvement, and note down examples in each case. In my experience, this helps to focus discussion on the positives and negatives in the previous quarter, re-calibrate objectives and, crucially, identify priorities for the next quarter. Ideally, your version of the review should not be too dissimilar from that of your training solicitor!

Do not underestimate the importance of the review meeting. It is a chance for undivided attention where the focus should solely be on you and your training and, in my opinion, you can reasonably expect at least an hour to be spent on this – it is the perfect opportunity to ask for feedback, and the most appropriate forum to give your own views on how your training is going. Prepare thoroughly for it, take notes of the key points and, in particular, the feedback, and use this as an aide-mémoire for the next quarter – everything that is said in the review meeting is for your benefit.

Best when fresh

In addition to formal reviews, trainees should utilise their logbooks or electronic training records, as the case may be, to monitor and assess their own performance at least once each week.

Consideration should also be given to performance at the completion of a relevant task, transaction or project, and while the pressures of a busy office environment means that time will always be in shorter supply than any of us would choose, it is not unreasonable to request feedback outwith your formal review structure. It can often be beneficial for you to review a specific task immediately after completion, when the nuances are still fresh in your mind.

Equally as important as requesting feedback, is acting upon it. Remember, the sole purpose of the feedback is to give you guidance so that you can improve your performance – make sure it sinks in.

Two years is not a long time, so to ensure that you harness the full benefit of your training, you must engage fully in the ongoing review of your performance and act purposefully on feedback and constructive criticism. The truth is, even after you qualify, you should never stop assessing your performance and aspiring to improve, so it’s best to get into good habits now!