Simmons & Simmons looks set to press ahead with an overhaul of its associate pay model with plans to abandon the post-qualification experience system in favour of a merit-driven regime.

The proposals will be put before the firm's management committee for approval later this month, following a full consultation with associates that finished in December.

The UK top 15 law firm wants to shift its pay model from the lockstep system, where assistants are paid strictly on the basis of years' post-qualification experience,to focus on individual competency evaluations.

If approved, the new system would be effective from 1 May. Simmons said reasons for the move included giving clients better value, arguing that fees will more accurately reflect the service under such a model.

Simmons head of human resources John Lucy commented: "We want to find the appropriate balance between seniority and competence.I don't think that it always follows that you are one year more competent because you qualified one year earlier. Based on this, it is not always appropriate to pass on the cost to the clients in terms of fees."

Simmons is also set to review its associate bonus payment system, which is based onbillable hours.

In future, the firm is considering including a broader range of factors in the assessment, such as strength of client relationships. However a review has yet to begin, with no changes to the bonus expected until next year.

Simmons' initiative on pay reflects a broader drive among major law firms in the UK and US to shift assistant pay to 'competency-based' models, which link pay to discretionary promotions.

Firms that have announced such a move in recent years include Norton Rose, McDermott Will & Emery and Orrick Herrington & Sutcliffe.

Simmons & Simmons on the Legal Week Wiki