The recognised and approved full mediation course will qualify you to be an Accredited Mediator and to be a Certified Mediator on the National Mediator Database hosted by Clerksroom.
You will then be able to join the Civil Mediation Council (CMC) and your details entered onto their databases.
You will also be eligible to join a variety of panels including the Law Society and Clerksroom as well as to be entered on the Bar Council list of mediators. The course is also recognised and/or approved or accredited in or by, the Chartered Institute of Arbitrators , the Bahamas Association Of Mediators, the Cayman Islands Association of Mediators and Arbitrators, DiSAC, the Indian Association of Mediators and Arbitrators, the Bar Council of Ireland, the SRA, the BSB. In addition if you pass the course you will automatically be eligible to join the Chartered Institute of Arbitrators as an Associate member and depending on other qualifications you could be eligible for Fellowship. We actually do all our London training at the Chartered Institute of Arbitrators.
You may also, of course, set up in private practise.
To pass the course you will need to:
The course also provides 25 hours of Bar Council (BSB) and Law Society (SRA) CPD hours for professional annual requirements.
Internationally you will then satisfy many jurisdictions' requirements. That applies where we run courses.
In England and Wales, if you wish to work under CMC accreditation, you will under the present rules need to observe at least three mediations, one of which can be a professional demonstration, after you have completed the assessment. We will assist you in this respect by giving you the best guidance towards observations and demonstrations.
1.1 Right to Appeal
1.2 The appeals process is available to delegates on courses run by the London School of Mediation.
2.1 Delegates have the right to appeal to the London School of Mediation Assessment and Examination Appeals Committee for a review of a final decision of the London School of Mediation Assessor decisions on assessment, and examination and course Certification.
2.2 This applies to the following decisions:
(a) Appeal against the failure to achieve a safe and competent grade in the Assessment phase;
(b) Appeal against the failure to achieve the minimum pass mark in the written Examination;
(c) Appeal against the mark awarded in the Examination;
(d) Appeal against the failure to be awarded a certificate of satisfactory completion of the course.
2.3 This includes appeals against a requirement to take reassessments.
2.4 An appeal may only be submitted in relation to the final decision of the Assessors and/or the Examiner.
2.5 Appeals will only be considered if submitted within one calendar month of the delegate receiving notification of the decision they wish to appeal against.
2.6 Only written requests for Appeal presented clearly and comprehensibly will be accepted.
2.7 There may be times when a delegate submits an appeal, the subject of which is actually a complaint, or vice versa. In these cases, London School of Mediation may decide to reclassify the appeal or complaint, at whatever stage of the procedure that has been reached, and London School of Mediation will inform the delegate of this.
2.8 If it is clear the circumstances claimed by the delegate do not constitute sufficient grounds for an appeal, the case will be rejected immediately. This includes instances where:
(a) the student has provided no substantial, relevant evidence of a procedural irregularity or of prejudice.
(b) the procedural irregularity claimed by the delegate clearly could not have affected the decision against which the Appeal is being made to an extent that would have led to a different decision.
(c) no substantive reasons have been provided for regarding the decision as manifestly unreasonable
2.9 Where it is believed that there may be grounds to Appeal, an investigation will be conducted.
2.10 Once a member of the Board of London School of Mediation has been personally involved in the delegate’s case whether at any stage of the Appeal process or in circumstances relating to the subject of the Appeal, they will take no further part in the Appeal process.
2.11 If the Board member of London School of Mediation believes that the case is insufficient and therefore bound to fail, the appeal will be rejected.
2.12 Where a case is rejected, the reasons for the decision will be conveyed by letter to the delegate. This will not prevent the delegate from submitting a revised case within one calendar month of receiving notification of the outcome of their Appeal if the delegate has new evidence to make known.
3. Grounds for Appeals
3.1 It is for the delegate to establish their case and only claims of one of the following circumstances will be considered as grounds for appeal:
(a) That parts of the documented assessment procedure were not applied and that this procedural irregularity which has disadvantaged the delegate was significant enough to have materially affected the decision/recommendation made, rendering it unsound.
(b) That the decision-making body took a decision which no reasonable person would find comprehensible. Disagreement with the decision does not make it manifestly unreasonable. To apply this ground you must provide substantive argumentation as to why no reasonable person could have arrived at the decision that was made.
(c) That prejudice or bias on the part of one or more of the Assessors or Examiner took place and can be proven (evidence must accompany the submission).
3.2 The following circumstances will not be considered grounds for appeal:
(a) Perceived past shortcomings in tuition, supervision or support not previously raised with London School of Mediation cannot be considered as grounds for appeal. Concerns relating to the quality of teaching or supervision, or other circumstances that relate to the delivery of a course before the commencement of assessment or the submission of the written Examination should be raised under the Complaints Policy as they arise.
(b) An Appeal may not be made to question the academic judgement of the London School of Mediation Examination Moderators, and the delegate will not be permitted to argue the academic merits of his/her work. The student's feeling that the result unfairly reflects the merit of their work or their ability is not a ground of appeal.
(c) An Appeal may not be made against the actual mark awarded for the assessment, which is a matter of academic judgement, except where the case rests on a claim of procedural irregularity. If a delegate wishes to have clarification about a mark received for an individual assessment they are advised to raise this at the time with the Assessor or Examiner at the time that debrief is provided.
(d) A delegate who has submitted an extenuating circumstances claim to the London School of Mediation and is dissatisfied with the outcome should use the Complaints Procedure.
4.1 The procedure is managed by the Directors of London School of Mediation.
5.1 There is no right to Appeal the decision of the Appeal Process.
Last amended 15 March 2016
The course broadly takes the form set out below and is a demanding, challenging, and rigorous week which includes after hours homework that is at the same time for most the most extraordinary professional experience and learning, that universally receives the highest accolades. There is a mix of teaching (but not once will you see the leaders or tutors refer to notes or texts) and workshops, as well as role plays that have been developed over a decade to provide a near-perfect blend that is constantly adjusted to meet the needs of every student.
Assessment Days based on:
There is no age limit high or low. There is no need to be a lawyer, to have a degree, or to be a judge. The course is skill based and builds on all the experience of the varied participants. You should have an interest in people and in assisting individuals, groups, and orgnisations find solutions which may appear intractable.
You will need a real readiness to listen, to think, and to enjoy.
Our faculty experts will give you remarkable training and the skills you need to:-
Modesty forbids . . . but the feedback is remarkable and some 800 students have marked it at an average of 9.2 / 10 consistently over the last 7 years.
The most recent course with QCs, business folk, an overseas government minister, lawyers, teachers and a saddler, offered an average mark of 9.3 which in these tough days is extra-ordinary. The Bar Council and SRA (for Solicitors) accredit the course with full CPD. The course is held throughout the year to great acclaim, and we believe that it is truly world class.
Some unsolicited quotes from emails received recently include:
"I just wanted to say thank you for such a great course last week. I was really apprehensive beforehand – the last time I had done an exam was in 1987!! I am also not that comfortable with role plays – I get very self conscious. However, I enjoyed the whole thing so much, I think my wife and my colleagues are likely to lamp me fairly soon if I don’t shut up about it. I thought the content was great, really liked the delivery style and now I realise why the role plays are so useful."
"You were great to learn from: kept us interested and reassured us we could do it, but made it challenging at the same time. Personally I also found the chance to speak to some other mediators (Judith, John, Lizzie and Tessa) was the real icing on the cake. It made me realise that although there are ground rules that have to be followed, it is permissible to inject a modicum of your own personality and style."
"Many thanks to you both for running the Mediation Course last week. I thoroughly enjoyed it."
"Just a quick note to thank you once again for a superb course on Wednesday and for your advice afterwards. I’ll let you know how I get on."
"Thank you for a wonderful week of instruction and interaction. I thoroughly enjoyed it. Thanks for the information provided in your emails."
"It was a pleasure to meet you and I found the course of great interest and as I said Thursday night I have already used some of the methods in dealing with live situations with great results. Thanks again and look forward to seeing you in February next year."
"Just a quick email to say thank you very much for a really great course - I enjoyed it and also found it challenging: ideal!"
The prospects of immediately earning a significant living are slim for all new mediators as they are in most professions.
You will need to build and to work at marketing. We will help.
It may help to know that:
Of the last group about a quarter will change their minds, having explored the demands of mediation, and will look to do work more as a part-time option. Of those who go forward, then there are good rewards for the energetic, the unusual, the lucky, and the determined. Sit back and wait for work and most, like plumbers or musicians, barristers or taxi drivers who take the laid back approach, will go hungry.
Approached with energy, enthusiams, and skill there is a good profession out there, as we see from each course as around six or seven take their ability, and make themselves affable, available and affordable.
They will soon earn small fees and get pro-bono work to gain experience, and then more on to greater things. We give no guarantees, but the CEDR Audit of Mediators 2012 offers some guidance. Typically after around 10 mediations you should be able to charge between £750 and £2,000 per day and if your marketing is right, or you choose the right panel, deal with 10 to 50 cases a year. We will help you get started with marketing advice and general guidance. Your panel will also help.
In the longer term, the lucky or the skilled, the leaders and the QCs can command a fee of £5,000 or more - sometimes up to £8,000 per day ($10,000 abroad) with some regularity. But the norm is considerably lower while neverthless being perfectly acceptable by most yardsticks - and what price you put on satisfaction and the privilege of being a mediator is up to you.
Do talk it through with us, though: and don't be downhearted - if you want to succeed, and are do the work, and apply our lessons, then you will probably succeed. Most who do, do!
Call us to discuss - +44 (0) 207 583 0444.
The London School of Mediation is one of the ten CMC recognised providers of mediation training. We are also recognised by the Law Society Panel and the Bar Council, as well as numerous other bodies.
It should be - the LSM’s directors have been part of the process of setting up the CMC scheme and believe that the course sets the standard for UK training. We were and remain at the heart of the standards and training debate. We are determined that only increasingly high standards should be applied to training and that the LSM course will always greatly exceed that which is the recognised minimum.
Please be careful of using providers who are at best amateur and at worse not even active mediators - there are courses that appear sound that are taught by people who have no or minimal mediation experience. There are only a handful of courses, of which we are aware, that have leaders who have dozens or hundreds of mediations to their name.
There is a very limited amount of legal knowledge that you will find useful and we will deal with it during the course. Because you are not advising, you will not need to learn the law. It is worth knowing that while many lawyers make excellent mediators, some of the best mediators have never opened a law book.
No! Some of the best mediators come from a wide variety of professions or diverse sections of the community. You need only to be able to listen, to ask perceptive questions, to have enthusiasm and interest, and to want to help others without judging or advising. Lawyers can make strong mediators but usually 50% of the courses are not legally trained.
With two of our leaders and tutors being long-established members of the Family Law Bar Association you would have thought the answer was a resounding “yes” – but it is not: we offer a qualified "not really".
We certainly touch on family relationships, and have a section on inheritance and trust matters, as well as a range of family issues – but not (generally) children matters other than capacity and Child Safety.
Yes – but only to deserving causes:
We keep costs low as we do not carry overheads or pay permanent staff. So are courses are probably the least expensive “full” courses in Europe which is remarkable because we have a very high tutor/student ratio.
But we do discount course fees for a range of concessions on both financial and merit grounds, and to promote diversity and equality, wherever possible including for:
We also offer discounts for multiple or group bookings. Ask and you may receive, please email us at: email@example.com
Once you have registered we will write to you (by email letter) confirming the place.
This will contain the contract between us – the following is guidance.
You will (except in the case of a late booking) have a cooling off period of 14 days to cancel without loss.
If you cancel or amend or change after 14 days, a fee is charged. If you cancel with less than 14 days to go, then you will lose 50% of the course fees, and if you cancel with less than 7 days to go, you will lose all your fees unless you transfer to another course - this is because we engage and pay tutors on a very high ratio.
Please see the Terms and Conditions page for more detail.
The School has been approved and recognised by the Civil mediation Council - this process involves adopting policies which are robust and contemporary on all issues and reflect our ethical standards and intentions. We are also registered with Westminster City Council (for whom we also provide in-house training), with The Bar Council, the SRA, the Law Society, the BSB, the CMC. These include policies or practices on:
* Staff and faculty selection and induction
* Course preparation and briefing
* Health and safety
* Staff dignity
* Anti-plagiarism and cheating
* Malpractice and maladministration
* Data Protection and record keeping
These are all set out in our Centre Handbook which you are welcome to read once you are on the course, or after the course. Please ask John Harvey or Michelle Baines for a copy. Details of our appeals and complaints policies can be found on the next FAQ.
We are not aware of any other major mediation training provider having policies that cover all of the above. We are proud of our professionalism at all levels and in this respect, and having more than a third of our faculty as formally-trained trainers, including professional educators, who are also busy mediators, makes us once again unique.
The School welcomes feedback and we take this both formally and informally, as well as having our courses reveiwed externally by the SRA and BSB. The reviews happen at least twice a year - we are unique in this rigorous external assessment.
Perhaps because of this we have yet to have a formal complaint or appeal, which in some 15 years training over 2,500 people worldwide, speaks volumes. But we have policies for this event.
* The complaints policy can be accessed at the link at the foot of this page or by emailing firstname.lastname@example.org - just ask for the policy
* The appeals policy can be accessed through our Company Handbook (please ask) or by emailing email@example.com - again, just ask for the policy
Both adopt rigorous neutral and independent processes and represent best practice proportionate to the size of the School. We hope you will not need them but it is good to know they are there.
HOW WE PROTECT AND LOOK AFTER STAFF AND FACULTY MEMBERS
The Directors greatly value the contribution made by all members of the faculty and support staff to the delivery of a high quality education service for the benefit of the trainees and the community of mediators. We recognise that the quality of this contribution will be influenced and enhanced if all members of staff and the faculty of leaders and tutors can enjoy a working environment which supports and encourages them in working to their full potential.
The Directors are committed to promoting and sustaining a working environment in which all members of staff feel valued and respected and in which they co-operate and communicate effectively with each other in seeking to achieve the highest standards of work performance. Any language or behaviour which has the effect of undermining, humiliating or threatening another person, including harassment and bullying, is unacceptable and will be neither permitted nor condoned. We believe that all members of staff, our directors, and tutors will actively support this commitment and will use language and behaviour that is consistent with our expectations. We also recognise, however, that we need to have clear arrangements in place for raising and addressing any instance of the use of language and behaviour that is incompatible with these expectations.
The Directors will demonstrate their commitment to a working environment and working relationships which are based on respect for and recognition of the individual contribution made by all members of staff by:
3.1 Clearly communicating the standards that all members of staff have the right to expect and are expected to demonstrate to others in all workplace communications
3.2 Equipping the directors and staff with the knowledge and skills required to influence a positive working environment and working relationships
3.3 Alerting all members of staff to the type of language and behaviour that is not acceptable and, where this occurs, how this will be dealt with
3.4 Identifying a range of sources of information and assistance for members of staff to help them decide what to do if they experience unacceptable language or behaviour (appropriate information is contained in the Procedures and Notes of Guidance accompanying this Policy)
3.5 Establishing appropriate informal and formal arrangements for members of staff to raise instances of unacceptable language or behaviour. Information concerning these arrangements are given in the Procedures and Notes of Guidance accompanying this Policy
3.6 Ensuring that complaints are handled sensitively and are fully investigated through appropriate procedures. Information concerning these arrangements are given in the Procedures and Notes of Guidance accompanying this Policy
3.7 Monitoring the implementation of this policy and evaluating its effectiveness.
4.1 The Directors will implement this policy by:
* setting examples and standards of behaviour in the workplace
* recognising destructive behaviour and taking action where it occurs
* ensuring that staff (particularly new appointments) know about this policy and how to raise bullying/harassment issues
* being clear about their role in dealing with complaints
4.2 The Director ultimately responsible for this Policy and to whom any complaints about a breach of the Policy which are unresolved by managers or staff should be addressed is:
London School of Mediation Limited
7 Hornbeam Square South,
Harrogate. North Yorkshire HG2 8NB.
+44 (0) 207 583 0444 London
+44 (0) 1423 87 4599 Yorkshire