Professional Development Programme

With mentoring, training and ongoing continuing education programs, your legal education doesn’t stop with law school.

The reality is that law school does not give you on-the-job training. That is why a well-established and thorough professional development programme is so important in a lawyer’s career. Our programme is designed to deliver consistent access to interesting and challenging work, quality mentoring, exceptional training, and regular formal and informal feedback.

Benchmarks and Skills Lists

The firm has developed benchmarks that clarify the essential elements for long-term success at Miller Thomson. These benchmarks identify not only knowledge and skills needed, but also the broader firm-specific values, behaviours and talents that lawyers must develop to succeed. Lawyers are also provided with skills lists in their practice area to ensure they are receiving the right training and progressing appropriately.

Professional Development Plan

Associates prepare a Professional Development Plan that sets out short and long-term goals they wish to reach over the year. Each associate works with a Practice Group Chair and Mentor to set goals, and to identify firm resources needed to achieve them.


Mentoring is at the core of our professional development programme. We believe mentoring should be multi-faceted, and we ensure a team of mentors is available to help lawyers as they progress through their careers. Mentors also assume an enhanced role in each lawyer’s progression by assisting with the preparation of Professional Development Plans.


Formal training programs are supplemented by direct involvement in client service teams. Senior lawyers ensure that associates participate in meetings, negotiations, conference calls, business development and client social events, and the billing process. As well, a comprehensive course curriculum is in place to ensure that all lawyers receive the right training, at the right time.

Performance Review Process

Associate reviews are conducted semi-annually. One review focuses on career development (mid-year) and another focuses on an associate’s annual performance. Together with our formal review process, associates are also encouraged to seek out informal constructive feedback throughout the year.