Firm remodels associate career structure with performance focus

Barlow Lyde & Gilbert has overhauled its associate career structure and introduced a new merit-based pay system for lawyers in the UK.

The firm has divided its associate rank into three tiers – associate, senior associate and legal director – as well as introducing a new counsel rank for a handful of senior lawyers outside the partnership. The intention is for lawyers, who until now have been known only as associates, to progress through all tiers except counsel before becoming partners.

In addition to dividing most associates' careers into three distinct stages, the firm has also abandoned associate lockstep, with lawyers to be paid according to their performance within each rank.

Pay bands for each tier are still to be decided; however, associates will be measured against 10 key competencies across three areas: intellectual rigour; commercial acumen; and organisational capability.

Barlows chief executive David Jabbari (pictured) said: "We want to ensure that Barlows offers rewarding and fulfilling careers for all of our staff and that we are continuing to develop the high calibre of lawyer that our clients have come to expect.

"We also recognise the importance of creating a clear and structured career path for our associates and making sure they are properly rewarded for their performance."

Barlows has been developing the new framework, which came into effect on 1 May, since 2009 with global management consultancy firm Hay Group.

The firm this week announced a 17% increase in revenues to £94.5m and a 35% jump in profits to £22.7m for the 2010-11 financial year.

News of Barlows' pay overhaul comes as Allen & Overy and Linklaters confirmed that they will be freezing associate pay bands for 2011-12, while Slaughter and May announced marginal increases of between 1.5% and 3% for junior lawyers. Lawyers at all three firms will progress through the bands as normal.