Olswang has become the latest law firm to move from a post-qualification experience (PQE) model for associate pay in favour of a merit-driven structure.

The new regime will come into effect from 1 September and will see associates progress through three levels depending on performance and ability rather than a traditional lockstep model, which sees career progression directly linked to years of PQE.

The move has been headed up by Olswang HR director Ffion Griffith. Associates will be given bi-annual appraisals and will be expected to meet defined criteria before they can rise to the next level. Criteria include client focus such as business development; technical skills; practice management; and interpersonal style and approach.

It is expected that associates will remain at each of the three levels for two to three years but the move has been promoted in part to allow associates greater flexibility to move to the next level at their own pace and in line with their own career aspirations. The firm will still conduct salary reviews annually and is due to work out the pay bands for each of the three levels.

Griffith commented: "Olswang has always believed in a meritocratic culture, and this new structured career path reflects this. This is an important component of Olswang's growth strategy and our efforts to retain and reward the best talent in our market – the people who will make a significant contribution to achieving the firm's goals."

Olswang's move reflects a wider shift in the UK legal market with Shearman & Sterling earlier this year replacing its associate lockstep for lawyers in the UK, Asia and the Middle East. Other firms including Field Fisher Waterhouse, Simmons & Simmons and Stephenson Harwood have all recently opted to begin paying their associates on competency-based models.