Simmons throws out associate PQE model for merit-based system
Simmons & Simmons is ending its post-qualification experience (PQE) model for associate pay and moving to an entirely merit-based system from 1 May. The City law firm's management committee has given the final go-ahead to proposals to usher in the model, which will see the firm entirely abandon the lockstep system that sees assistant pay increase based on experience. The decision was made last month after a consultation with associates.
March 17, 2010 at 08:04 PM
2 minute read
Simmons & Simmons is ending its post-qualification experience (PQE) model for associate pay and moving to an entirely merit-based system from 1 May.
The City law firm's management committee has given the final go-ahead to proposals to usher in the model, which will see the firm entirely abandon the lockstep system that sees assistant pay increase based on experience. The decision was made last month after a consultation with associates.
The new model will see Simmons evaluate associates' performance based on their technical competency. This will mark a departure from the current system where, although there is a banding system in operation, pay is based primarily on PQE.
Simmons said the main reason for the switch was ensuring that clients were billed based on the level of service provided, as well as allowing assistants to progress more rapidly through the ranks.
Simmons head of human resources John Lucy said: "This will put greater emphasis on career development and it is also a means to allow associates to progress corresponding with their achievement. It gives us more flexibility to recognise and reward our people."
Simmons is set to review its associate bonus system during the next financial year. It is also still to make a decision on its 2010 associate pay rates.
Earlier this week, Stephenson Harwood joined the growing rank of law firms moving towards merit-based pay, with a new system set to come into play on 1 May.
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