Vault Guide to the Top 100 Law Firms, 2018 Edition.pdf

Associatepartner relations associatepartner relations

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Associate/Partner Relations • “Associate/partner relations seem to be excellent. Partners treat associates with respect and take an interest in their education and professional development. The process for internal evaluation and advancement is not entirely clear, although the assessments themselves are helpful and clear.” • “All individual partners and associates are collegial and respectful. Everyone understands that when it comes to promotions and long-term tenure, it’s not always transparent and depends largely on what practice areas are succeeding at partnership time, not just the individual’s merit.” • “Partners work closely with even the most junior associates and create formal and informal mentoring relationships; partners are willing to discuss firm policies and performance and there are quarterly practice group meetings regarding the group’s performance.” • “Partners are extremely approachable, collegial and respectful of associates. We have no unreasonable partners and I would describe the firm as having a ‘jerk-free’ policy—someone who fell outside this norm would likely not be here in the first place or would quickly find the door otherwise. The firm is fairly transparent, too. We have a tier advancement system that everyone is aware of and reviews are tailored to. You know exactly what tier you are in and, therefore, your actual current status and likelihood of advancement. The firm also presents hiring, financial and strategic details to the associates in town hall-like meetings.” Hours • “I have always had sufficient work, with natural ebbs and flows. People treat you like a professional here, and there is no face-time requirement. As long as you get your work done, and done well, and are responsive and accessible, there is no one chained to the desk for some set period because it is expected.” • “As with any practice, work ebbs and flows, but there are no impossible standards expected of you. Face-time is not expressly required, but is impliedly encouraged.” • “Pro bono hours count towards the 1950 requirement. No negative consequences for not meeting the requirement other than not getting the bonus. The firm needs to make sure to provide enough work to associates who want to make the bonus hours—often an issue that associates complain about.” • “My hours have ramped up significantly compared to my first couple months at the firm. We are divided into client teams, so my work flow jumps when one client has a large filing, and declines when not much is happening. There is a practice group coordinator that can also give additional assignments. Most people are out of the office by 7 and continue working from home. It is not a problem to work remotely periodically.” Compensation • “Compensation is market but achieving bonus is difficult if the group is somewhat slow at any point during the year.” • “Matches NY market and bonus throughout all offices, which is great for people in smaller markets.”
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  • Fall '16
  • Hugard

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