Employment BDP Test

We want to aim to continue work for corporate clients to be 70%, or more.

We want to aim to generate more referrals from other departments.

We would like to explore Health Care Professional Regulatory work given that Samantha Tanney has experience in this area. Our workload continues to increase significantly. Lucy Flynn joined in September 2017 (working 3 days per week) and Samantha Tanney joined in July 2018 (working 4 days per week). We have now recruited a 6 th fee earner (Adele Shortman) to assist with increased workload. The team should have capacity over 2019/2020 to be billing approximately £65,000/month. Aim to increase the employment team profile, with all fee earners attending more networking events / writing articles / continuing with seminars. It would be useful to have some immigration expertise and we need to consider whether this could be achieved in-house possibly through the new fee-earner we recruit. Currently we outsource this work to JMW and Brabners.

3.2. People development

We all attend CPD training and read daily employment law updates to keep up to date. We do not have pensions expertise but, as and when this is needed, we will use Counsel. (Approach to Supervision) – Fee earners at Oaklands all sit together and discuss matters daily. Monthly departmental meetings to discuss targets, aged debt and CRM for the month ahead.

3.3. Proclaim /iManage/ Technology / internal operations

(Issues and opportunities for continual improvement that you want to address)

(Key initiatives you want to implement, objectives, timescales, resources needed within the department and beyond) Training is required on iManage and we are all actively engaging with this. All team members are taking part in the Benchmarking programme.

3.4. Marketing & Promotion

 We have entered into consultancy agreements with Clare Cross, Emma Morris and Neil Maxwell to provide HR services (e.g. running a disciplinary meeting/redundancy consultation meeting) for our clients on a consultancy basis. It would not be appropriate for us as solicitors to do this for our clients. We have previously referred such work to an HR company, but are aware that this has on occasions led to us losing other work. The arrangement with Clare, Emma and Neil will ensure this does not happen and is a separate marketing initiative. We bill our clients for their time at an enhanced rate.

 Getting more of the same work from existing clients – how, who?

Market our training packages e.g. “dealing with disciplinaries”. Continue with CRM to go out and have review meetings with key clients e.g. Seashell Trust, Greenhalgh’s, Scapa Plc.

 Cross selling services to and from other departments – how, who?

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