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General Policy

1. Chambers operates an equal opportunities policy in its selection of pupils. No applicant for pupillage will be discriminated against on the basis of his or her race, colour, ethnic or national origin, nationality, citizenship, gender, sexual orientation, marital status, disability, religion or political persuasion or age. As regards disability, Chambers will make reasonable adjustments to the application process for disabled applicants.
2. Chambers will select pupils from the total number of applicants whose applications are received by the closing date for applications.
3. Pupils will be accepted only if they have been through Chambers’ normal selection procedure.

The Tenancy and Pupillage Committee

4. The selection and recruitment of pupils is the responsibility of the Pupillage Committee (the Committee). The Committee consists of no fewer than five and no more than ten members of Chambers. The presence of three members makes its meetings quorate. The composition of the Committee is intended to reflect a diverse cross section of Chambers.
5. Chambers will comply with Bar Council and Bar Standards Board guidance in the training of Committee members and pupillage supervisors.

Pupillages in Chambers

6. Chambers usually offers two twelve-month pupillages beginning in September of each year.
7. In respect of the first six-month non-practising period of pupillage, Chambers will pay pupils an award of £10,000. In respect of the second six-month practising period of pupillage, pupils will receive guaranteed earnings of £12,000.
8. Pupils will generally be in court most days during the second six-month practicing period.
9. During the second six-month practising period, fees received will be subject to the senior clerk’s fees of 1.9% plus VAT. No rent is payable to chambers during pupillage and the first few months of tenancy. Rent will become payable from the January following successful completion of pupillage and any subsequent offer of tenancy.

Selection Procedure

10. Applications for pupillage should be made through the Pupillage Gateway.
11. Following receipt of an application, the Committee will acknowledge it in writing.
12. If possible, any application will be considered by every member of the committee independently and, in any event, by no fewer than three members.
13. No fewer than three members of the Committee will select candidates for interview from all the applications.
14. Interviews will be conducted by no fewer than three members of the Committee.
15. All members of the Committee who review the application will be trained in fair recruitment and will have undertaken Equality and Diversity training.
16. All applicants will be assessed by each interviewer independently using agreed, written selection criteria. A copy of the selection criteria is annexed to this policy.
17. Where possible, interviews shall always be conducted in person in Chambers. Where this is not possible, the Chambers reserves the right to hold interviews via video conferencing or other remote means.
18. The interviews are approximately 20 minutes in length. All candidates will generally be asked the same questions which will include a question based upon a scenario which raises ethical issues. In addition, applicants may be asked questions relating to their application.
19. Selection of pupils from interviewees will be made by the interviewers by reference to their application and performance in interview as assessed using the agreed, written selection criteria.
20. Offers of pupillage will be made in writing, as soon as permitted by the Bar Council Pupillage Gateway timetable.
21. Chambers does not generally hold ‘second round’ interviews but reserves the right to do so should it be deemed necessary in any particular application year.
22. Chambers ensures that the Equality and Diversity Code for the Bar is fully complied with at all stages of the recruitment process.
23. Chambers will make reasonable adjustments to the application process for pupillage and tenancy for disabled applicants and will ensure that adjustments are made where practicable to facilitate pupils and/or practice as a tenant in the event of successful application.
24. All offers of pupillage are made subject to the successful completion of the Bar Vocational course examinations at first sitting. Extenuating circumstances will be considered should an applicant fail to meet this criteria.
25. Chambers would generally expect all applicants to have achieved at least a 2.1 degree and to have achieved or be on course for achieving at least a “very competent” on the Bar Training Course. Chambers are always prepared to consider candidates without this level of qualification in exceptional circumstances.
26. Chambers reserves the right to select as many, or none, of the applicants for interview, as it considers appropriate.
27. Chambers will monitor pupillage applications by as required by the Bar Council.

The Role and Duties of Pupils in Chambers

28. A pupil’s primary role in chambers is to learn. All pupils are expected to familiarise themselves with their pupil supervisor’s practice, produce their own attempts at opinions and pleadings, research points of law and generally shadow their pupil supervisor.
29. Pupils must maintain confidentiality of every client.
30. Normal working house are between 9.00am and 6.00pm Monday to Friday. There are no fixed training hours, but to get the most out of their pupillage, pupils are expected to be available for education and training for a minimum of 37.5 hours each week. Pupils are not usually expected to work outside these hours although it may be necessary for them to do so from time to time.
31. Pupils will also be encouraged to take part in the work of the Free Representation Unit or equivalent, subject to other work commitments. Participation in such schemes should be discussed with a pupil’s supervisor and the senior clerk.
32. Pupils should attend any compulsory training courses during their pupillage.
33. Pupils are expected to complete the New Practitioners Course (NPC) including the Advocacy Course administered by the Wales and Chester Circuit. Should pupils be unable to attend the courses provided by the Wales and Chester Circuit, Chambers will assist the pupil to identify an alternative NPC with another circuit or the Inns of Court.
34. Completion of the Advocacy Course (by the Wales and Chester Circuit or alternative provider) is mandatory before progressing to the second six-month practicing period.
35. Pupils will attend court, conferences and negotiations with their supervisor.
36. Pupils will generally sit in their supervisor’s room.
37. Pupils are not expected to know everything. They should feel free to ask their supervisor questions at any time (except during conferences/negotiations/court hearings).
38. When accompanying a supervisor or any other member to court, a conference or negotiation a pupil should not contribute unless expressly invited to do so by the barrister.
39. All members of Chambers are on first name terms and that includes pupils.
40. Pupil supervisors will review a pupil’s progress to date with the pupil every two months and indicate any areas that may require further work.

Pupil supervisors

41. A pupil supervisor’s role shall include the following:
    1. make arrangements with other members of Chambers to supervise the pupil in the event that the supervisor is away from Chambers for any reason;
    2. provide feedback to the pupil and conduct regular progress reviews with the pupil;
    3. co-ordinate any work undertaken by the pupil for other members of Chambers and ensure that the pupil has an opportunity to observe other members of Chambers;
    4. ensure that the pupil is exposed to and adequately instructed in the conduct of all matters and procedures as required;
    5. provide the pupil with access to the supervisor’s papers (subject to any confidentiality issues) to enable to them to discuss the preparation of a case, the legal issues concerned and the advice to be given; and
    6. provide guidance in terms of ethical issues and other etiquette expected of members of the Bar, including matters such as dress code.

42. During the second six-month non-practising period, supervisors will (so far as reasonably practicable):
    1. supervise and help the pupil in matters in which they have been instructed/briefed;
    2. advise the pupil on practical matters such as VAT and Data Protection registration, working with the clerks, fee collection, Chambers’ expenses, devilling, client care procedures and continuing expectations of their supervisor’s work.

Pattern of Pupillage

43. As a general rule, pupils will spend the first six months of pupillage with one supervisor and the second six months with a different supervisor.
44. In addition to working with the allocated supervisor, pupils will accompany junior tenants to court and conferences. Pupils may also accompany other members of Chambers to court where a case is particularly interesting or unusual, or it would otherwise be of benefit for a pupil to attend the hearing.
45. Pupils are likely to be asked to produce written work for other members of Chambers throughout their pupillage. Feedback will be provided to pupils following the production of any written work.
46. During the second six-month practising period, pupils will undertake their own court work. They will still be expected to update and discuss with their pupil supervisor the work they have been doing and should continue to attend court and conferences with their pupil supervisor, where practicable and when pupils are not undertaking their own court work.
47. Pupils are expected to complete a Bar Council checklist which will be reviewed with their supervisor.

Distribution of work

48. The distribution of work between pupils will be monitored by the Senior Clerk.
49. Any pupil who feels that that they are not getting a fair proportion of work attributed to pupils should discuss the matter with their pupil supervisor and/or with the Secretary to the Pupillage Committee. In addition, the Senior Clerk will be willing to discuss the distribution of work with a pupil should they wish to discuss that matter with them.
50. Any complaints should be raised in the first instance with a supervisor or the Head of Chambers.

Holidays

51. Pupils are entitled to 2 weeks’ holiday per each 6 months as of right. Chambers does not consider Bank Holidays to count towards this entitlement. Chambers’ funding continues during these periods.
52. Any additional holiday period is entirely at the discretion of Chambers and must be discussed and approved in advance with the Pupil Supervisor and the Senior Clerk and will necessitate (pursuant to Bar Standards Board Regulations) prior approval from the Bar Council to extend pupillage for that period.

Travel expenses

53. Chambers pupillage awards are specifically designed to provide adequate compensation for travel expenses. Accordingly, Chambers does not reimburse pupils for their travel expenses during pupillage except for in exceptional circumstances.
54. Should pupils wish to participate in wider Chambers and/or Circuit activities, consideration will be given to the reimbursement of travel expenses incurred for such events.

Tenancies

55. Pupillage is offered with a view to offering pupils tenancy upon successful completion of pupillage.
56. Tenancy applications by existing pupils are determined by the whole of Chambers in a general meeting usually held towards the end of the second six months of pupillage.
57. Such applications will be considered in accordance with the Equality Code for the Bar and all other provisions ensuring fairness in the selection process. Pupils who wish to apply for tenancy in Chambers should apply in writing to the Head of Chambers. Consideration of the merits of a candidate will be by reference to their performance during pupillage and to agreed, written criteria.

Complaints and Grievances

58. If a pupil has any grievance concerning the conduct of their pupillage within Chambers, they shall have the right to discuss any problems with their pupil supervisor or, alternatively, the Secretary to the Pupillage Committee informally in the first instance.
59. If the pupil prefers, such a discussion may be had with the Head of Chambers or Equality and Diversity Officer instead.
60. If the matter has not been adequately resolved through such a discussion, or the pupil considers that the grievance is too serious to be dealt with informally, they should set out the grievance in writing to the Head of Chambers and it will be considered in accordance with Chambers’ grievance policy.
61. In the event of the pupil not being satisfied with the way in which a complaint is dealt with by Chambers the pupil may refer the complaint to the Leader of the Wales and Chester Circuit, Professional Conduct and Complaints Committee of the Bar Council or such other person or body as they think fit.

Revised September 2023

Academic record

1. 1. Bar qualification
   2. Degree level
   3. A level grades
   4. Other qualifications
   5. Awards, scholarships, prizes.
   6. Contributions to writing, legal analysis, commentary

Analytical thinking

1. 1. Expresses logical and clear thought
   2. Able to absorb information quickly and distinguish between relevant facts and irrelevant information
   3. Relates facts to key aspects of the law
   4. Is able to formulate argument quickly

Presentation and advocacy

1. 1. Communicates readily and clearly both verbally and in writing
   2. Is able to relate to others and build effective working relationships
   3. Is able to adapt their communication skills based upon the audience and environment
   4. Remains calm and in control when under pressure
   5. Is articulate and can deliver arguments with confidence and in a persuasive manner
   6. Has a good understanding of influencing tactics and is willing to use them

Motivation/Resilience

1. 1. The career choice to become a barrister is considered and well thought out
   2. Has a good understanding of both positive and negative realities of the role
   3. Demonstrates commitment to a career at the Bar and determination to succeed
   4. Demonstrates an ability to work independently as well as getting on well with others
   5. Demonstrates an interest and understanding in the type of work done by chambers