Graduate Planner Review

Working on projects of differing types of development and locations with the support of a Director or senior member of staff within your team. This leads to a growth in knowledge of differing processes within planning, as well as softer skills such as project and time management. Additionally, as there is a wealth of expertise within the business, there is an emphasis on collaborative working within Savills itself with specialist teams.

Capacity is not always acknowledged, so it can make it hard to prioritise university on top of work. However, this is likely to be the same in any private sector role. Due to the relationship between work and the apprenticeship definitely time management. Communication is also a big skill to master, as emails need to be concise and not misconstrued, and projects typically run more smoothly when people are on the same page.

Given the role is at graduate level, there is the potential to be pigeoned holed, so there is very much the need for you to express your interest and capability in taking more responsibility or differing projects on this can be the most frustrating aspect of the job. However, when given the opportunity, the job can be really fun! Senior staff members aren't always understanding about the pressure of uni on top of a full-time job, which again causes frustration and burnout. There needs to be greater involvement between line managers, Grad HR and the university.

I enjoy working at the company in the planning department, but I do not think the current graduate scheme caters to Level 7 apprentices with uni days being used for internal training instead of coursework. The training days themselves although full days, typically tend to have many lectures on specialisms at a basic level with little emphasis on how to apply this new knowledge as a planner. More scenario-based workshops could be good, as the last one was really fun, engaging and informative. Additionally, the planning grad scheme is currently not suited if you are placed in a specialist team. The need for rotation should be identified from the get-go with an honest conversation with all parties involved, not over a year into the grad scheme.

Support is provided through two channels Grad HR and the learning development team, and then your team (Director, Line Manager, and other more senior employees). Formally this is through CPD such as training days and events, and an appointed Grad HR employee. When I have had a HR issue the Grad team have been really helpful and understanding. Being from a specialist team, I have lacked needed support when it comes to uni as they do not have the general planning experience to answer any queries, this I feel has put me at a disadvantage to my peers.

I think admin/ staffing is incredibly poor leading to a lack of support, especially if you have a learning disability. I could not get hold of the Disability Team to get my learning provisions updated for a whole term, leading to a stressful situation that could have been avoided. One of the Course Coordinators is very responsive, but as a whole, the experience has not been pleasant.

I think it's an essential building block, and I can already see the advantages of it when applying knowledge to my day to day work. Just a shame about our cohorts experience at LSBU.

Tons, but I imagine that's a bit perk of working from the main office! Teams also typically have a learning budget which can allow you to do to talks and courses externally as well!

Yes

Savills does give huge advantages to a graduate, which they might not get if based in a local planning authority or smaller consultancy.

Show a willingness to learn/ adapt, also if there is a specific type of planning that interests you make sure to highlight that in your application.