Award winning blog with 100s of articles on the legal profession, legal recruitment and legal job markets by Jonathan Fagan, MD of Ten-Percent Legal Recruitment, recruitment consultants based in the UK providing a full range of services for solicitors.
In 2014, we wrote an article about high pay in the charity sector after the Charity Commission started to require all charities to disclose pay of senior executives earning more than £60,000. We have updated the list for 2022, with a comparison chart so you can see the difference between 2014 and 2022. We have included the source of the most recent salary levels and the year refers to the accounts year we extracted the salary information from. 2022 Top 40 Chart of High Paying Charities Charity Highest salary Year Consumers’ Association £390k-£400k 2020 MSI Reproductive Choices £240k-£250k 2020 Save the Children International £285k-£300k 2020 Cancer Research UK £240k-£250k 2020 The British Red Cross Society £170k-£180k 2020 Age UK £180k-£190k 2020
15.08.07 What is PQE, and how important is it to law firms? PQE stands for 'Post-Qualified Experience', and is usually given in years or half years for solicitors and also for legal executives as well. In terms of job advertisements, it was envisaged by various experts on age discrimination that it would no longer be an accepted method of describing vacancies by law firms, as it should not matter how many years experience you have for a post, rather it should be more based on your ability. However since 2006 and the new laws, very little has changed, because in reality solicitors need certain levels of PQE before they can undertake certain tasks. For example, a 1 year PQE solicitor is legally unable to supervise an office - they have to be 3 years PQE before they are allowed to, and also have passed a management course recognised by the Law Society (some solicitors believe the latter to be a simple money spinning operation by various course providers, but I could not poss
Recently Ten Percent Legal Recruitment was assessed for the investor in people accreditation. We worked very hard on this and spent some time as a company ensuring that all our procedures and policies were in place and that our staff were aware of the various requirements of the Investor in People process. We wondered how the assessment would go and also what the questions were likely to be during the interviews. The assessor was very friendly and explained from the outset what she was wanting to do and we were already aware that we would have thirty minute interviews with the directors and managers and twenty minute interviews with the staff. We also had the Investors in People programme so we were able to look and see what the actual questions would be based on, but there was nowhere to indicate what questions would be asked in the investor in people assessments. So if this helps anyone else, here are the questions we were asked in our investors in people accreditation: The asses