Linked LPQ qualifications

Meet the Standards and Get a Legal Qualification

On this page:
1. LPQ qualifications available
2. What are LPQ qualifications?
3. How much do LPQs cost?
4. Who awards LPQs?
5. How do I get an LPQ qualifications for me or my staff?
6. What do you mean it is an award, not a course?
7. Why do you refer to 95+% compliance?
8. Are there other LPQ qualifications?
9. Got any other questions?

All the Competency Standards have a linked LPQ legal qualification.

1. LPQ Qualifications Available

For paralegals:
LPQ Introductory Certificate in Paralegal Practice
LPQ Intermediate Certificate in Paralegal Practice
LPQ Advanced Certificate in Paralegal Practice
LPQ Certificate in Conveyancing Practice

For legal secretaries:
LPQ Introductory Certificate in Legal Secretarial Practice
LPQ Intermediate Certificate in Legal Secretarial Practice
LPQ Advanced Certificate in Legal Secretarial Practice

For legal assistants:
LPQ Certificate in Legal Assistant Practice

2. What are LPQ Qualifications?

"LPQ" stands for "Legal Professional Qualification". 'LPQ' is the 'family' name for all our qualifications. It acts as a quality and relevancy kite-mark.

3. How Much Do LPQs Cost?

LPQs are qualifications, not courses. Therefore the cost is very low: GBP £195 per employee. This amount covers:
- Registration for an LPQ qualification
- Confirming that 95+% of the relevant Competency Standards have been met
- Being set a work-related assignment
- Marketing of the assignment
- Issuing of an LPQ certificate if successful

4. Who Awards LPQs?

We do.

5. How do I Get an LPQ Qualifications for Me or My Staff?

It is very straightforward - we hate bureaucracy!

a). The employer decides the Standards and level that he/she wants the relevant employee(s) to aspire to meet, e.g. the Intermediate Level Standards for Legal Secretaries.

b). The employer registers the employee(s) with us by simple email request or similar (employees must have the active support of their employer because the employee must prove to the employer's reasonable satisfaction that he/she meets at least 95% of the relevant Standards. This way the employer has a direct say in how the employee meets the Standards).

c) The employer designates the individual(s) who can check and sign off that the employee has proven that he/she can meet a particular Standard (a 'designated line manager').

d). Working at whatever speed suits the employer, the employee proves to the reasonable satisfaction of a designated line manager that he/she can meet at least 95% of the relevant set/Level of Standards.

e). The designated line manager records the employee's ongoing compliance on a compliance sheet, noting briefly on that sheet what the candidate did to successfully demonstrate compliance in respect of each individual standard. NB: for reasons of confidentiality and transportability, the employee does not create or maintain any form of portfolio.

f). Once the employee has completed at least 95% of the relevant Standards then he/she can apply to us to take the written assessment. This consists of an essay to be completed by the employee at home and in her/his own time and then submitted to us. The essay is a reflective piece of work designed both to test the employee's understanding of what is required of him/her by the Standards and also to help with the general learning process.

g). If successful then the employee receives the relevant LPQ qualification and then may choose to move on to the next Level or different Standards as appropriate. If unsuccessful we give feedback as to why and the employee can resubmit his/her assessment (at a charge of £25).

The process is designed to be as non-bureaucratic and flexible as possible. We will work with employers to meet their needs to the extent we possibly can provided it does not impair the credibility or standing of LPQ awards.

6. What Do You Mean it is an Award, Not a Course?

If you register for an LPQ award linked to the Competency Standards you are not buying a training course.  All the various sets and levels of Competency Standards are intended to reflect the relevant core obligations, skills and attributes expected of employees in that role at their then level of seniority.  Accordingly compliance with the Standards consists of the employee proving to the employers' designated line manager(s) that he/she can meet those obligations and has the relevant skills and attributes.  Since these are all meant to be learned on-the-job, it is quite likely that no additional training will be required.  Over the course of a year the employee will either prove they already have the relevant skills accept truck or will acquire them.  One of the main functions of the Competency Standards is to help employers to identify and consistently require/have their employees work towards gaining the relevant skills etc.

7.  Why Do You Refer to 95+% Compliance?

Although the Competency Standards are only meant to focus on the core skills etc. that the vast majority of employers expect of their employees, there will always be some Standards that are simply not relevant for a particular role.  The Standards Working Party, comprised primarily of employers, felt that national consistency was not damaged by up to 5% non-compliance.  The said 5% therefore acts as "wriggle room", hopefully allowing employers and employees to avoid the situation where they are learning skills which are not relevant to their role.

8. Are There Other LPQ Qualifications?

Yes. The LPQ name is used on all Institute qualifications, some of which have nothing to do with Competency Standards, e.g the LPQ Certificate in Advisory Practice awarded to those University of Portsmouth law graduates who successfully undertake a year's experience and training as CAB advisers.

9 . Got Any Other Questions?
You can find out more about Competency Standards generally by clicking here, about paralegal standards by clicking here, about conveyancing paralegal standards by clicking here and about legal assistant standards by clicking here. Or you can phone us on 02070 999 122 (overseas +44 2070 999 122) or emailing office @ theiop.org (note breaks in link).


 

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