Back in June, when we spoke about the latest job data from NALP, it became clear that the class of 2010 — my graduating class — had some of the worst employment outcomes of the last 20 years. We knew this because of the way NALP categorized its data, differentiating between jobs that require and don’t require bar passage, and between full-time and part-time jobs.
But apparently the American Bar Association isn’t interested in helping people understand these outcomes on a school-by-school basis. The ABA doesn’t want you to know how schools fared in finding full-time legal employment for graduates of the class of 2010.
That’s right, the same folks who claimed just two short months ago that “no one could be more focused on the future of our next generation of lawyers than the ABA,” will now be removing those helpful job characteristics from the 2011 Annual Questionnaire….
Welcome to our latest round-up of summer associate offer rate news. This post contains the latest list of law firms and offices with 100 percent offer rates. In future posts, we’re going to shift gears and focus on firms with lower-than-average offer rates.
An offer rate that’s lower than 100 percent is not necessarily newsworthy. The fall recruiting process by which summer associates are selected isn’t perfect. Sometimes candidates look great on paper and do well during interviews, but then do something during the summer — turning in disappointing work product, getting drunk and acting inappropriately — that causes them to get no-offered. And sometimes people get no-offered for reasons that aren’t their fault — office politics, discrimination. Stuff happens.
We’re not expecting 100 percent offer rates all around. At the same time, there is such a thing as an unusually low offer rate. If you know of an office with an unusually low offer rate — which we will arbitrarily define here as something under 66 percent, or two-thirds — please email us (subject line: “[Firm Name] Offer Rate”).
Now, on to the updated list of firms and offices with 100 percent offer rates….
Are you ready for some change? We’re about to see if two organizations worth about a quarter when it comes to regulating law schools can add up to a dollar’s worth of law school transparency. The American Bar Association has adopted new reporting standards for law school graduate employment data.
And at least for the first year of the new standards the ABA will be partnering with the National Association for Law Placement (NALP) to try to get accurate post-graduate employment data to prospective law students.
Let’s hope the ABA and NALP take their talents to the U.S. News law school rankings…
Performance on the LSAT is negatively correlated with networking ability.
– Vice Provost and Professor Sheldon Zedeck of UC Berkeley, at a panel entitled Beyond Grades and Scores: Factors Predicting Lawyer Success and Effectiveness, at the annual NALPconference (which concluded yesterday).
The official title of the NALPconference panel that I attended on merit-based compensation contained a playful shout-out to Sarah Palin: “How Is That Performance-Based Compensation System Working for Ya?”
The panel was originally supposed to have featured a representative of the now-defunct Howrey law firm. So the snarky answer to the question presented might be, “Not well.” (In fairness to merit-based compensation, however, Howrey’s dissolution didn’t have much to do with its model for training, promoting, and compensating associates.)
No mention of Howrey was made during the introductory remarks (or anywhere else in the discussion, for that matter). Rather, the panel focused on the positive — and offered useful advice for firms that are contemplating adoption of performance-based systems….
Greetings from lovely Palm Springs, California, home to the 2011 annual education conference of the Association for Legal Career Professionals (better known to many of you as NALP). The setting is beautiful, the weather is fabulous, and the conference panels have been stimulating thus far. Who needs SXSW?
Yesterday I attended a very interesting session, covering a topic near and dear to the hearts of many Above the Law readers. The apt title of the panel: “From Black Boxes to Glass Houses: Evolving Expectations of Law Firm Transparency.”
The lively discussion covered a wide range of topics — and also offered some advice for law firms for dealing with the increased transparency of the digital age….
* The GOP is right — September is a totally arbitrary deadline to re-write No Child Left Behind. Really, why would we need a new education law by the time school starts up again for the year? [Washington Post]
* Protip: if your client is suing a preschool over its TTT curriculum, you probably shouldn’t guarantee that her kid will get into an Ivy League school before she’s out of her Pull-Ups. [New York Daily News]
* “This lawsuit takes the cupcake. It’s all sprinkles and frosting until somebody files a lawsuit.” I think the title of this news story just gave me diabetes. [NBC Los Angeles]
* Deval Patrick thinks he’s going to be saving Massholes $48 million by cutting 2,000 attorney jobs. What he’s really going to be doing is bringing tears to the eyes of fourth-tier law grads — er, make that second-tier law grads — and doling out more welfare checks. [MetroWest Daily News]
* Good news, everyone! NALP says that law students are going to be slightly less f*cked when it comes to getting a job. [ABA Journal]
* Too bad Latham didn’t hire a “social media guru” sooner — maybe they would have responded to our request for comment on their new Boston office. Throw us a freakin’ tweet here. [Legal Blog Watch]
In July, we profiled the efforts of a group of Vanderbilt law students who are trying to bring more accuracy and transparency to the employment statistics provided by law schools. Their group, Law School Transparency, has requested all ABA-accredited schools to provide useful information to prospective law students — information that neither the ABA nor U.S. News currently collects.
Without the regulatory hammer of ABA (which the organization inexplicably refuses to wield), or the public shaming of U.S News (a for-profit magazine, not an industry watchdog), LST is up against some long odds. They’re trying their best, but their interim report indicates that thus far, 188 law schools have completely ignored their efforts to report simple facts on the employment prospects of law school graduates.
In fact, to this point no school (not even Vanderbilt Law) has agreed to provide the information LST is requesting. Poor Zenovia Evans would have starved to death by now.
But 11 schools did find the time to send out a courtesy letter citing the reasons these schools cooked up to justify keeping people in the dark about employment prospects for law school graduates…
As part of a nationwide tour, Above the Law is coming to the great city of Chicago.
Join preeminent law firm management consultant Bruce MacEwen, Katten Muchin Chicago managing partner Gil Sofer, and JPMorgan Chase & Co. assistant general counsel Jason Shaffer for a panel discussion (sponsored by Pangea3) on the evolutionary and market forces bearing down on the law firm business model. Come on by Thursday, November 20, at 6 p.m., for thought-provoking discussion, food, drink, and networking.
Space is limited and there will be no on-site registration, so please RSVP
Average law school debt for graduates of private universities hovered around $122,000 last year. With only 57% of new attorneys actually obtaining real lawyer jobs, recent graduates have a lot to consider when it comes to managing their student loan payments. Thanks to our friends at SoFi, today’s infographic takes a look at student loan debt, including the possible benefits of refinancing for JDs…
Kinney Recruiting’sEvan Jowers is currently in Hong Kong for client meetings and still has a few slots available through October 22. Evan will also be in Hong Kong November 14 to December 15. Further, Robert Kinney has been in Frankfurt and Munich this week and is available for meetings with our Germany based readers.
One of our key law firm clients has referred us to one of their important clients in the US, Europe and China – a leading global technology supplier for the auto industry – in order to handle their search for a new Asia General Counsel and Asia Chief Compliance Officer.
Kinney is exclusively handling this in-house search.
This position will have a lot of responsibility and include supervision of eight attorneys underneath them in the Asia in-house team. The new hire will report directly to the global general counsel and global chief compliance officer, who is based in the US. The new hire’s ability to make judgement calls is going to be as important as their technical skill set background.
The position is based in Shanghai and will deal with the company’s operations all over Asia and also in India, including frequent acquisitions in the region.
It is expected that the new hire will come from a top US firm’s Shanghai, Beijing or Hong Kong offices, currently in a top flight corporate practice at the senior associate, counsel or partner level. Of course, the candidate can be currently in a relevant in-house role.