A small law-firm bonus, or a small-law-firm bonus?
While Biglaw types may or may not have had something to be thankful for over the holiday weekend, many small firm lawyers were feeling the Thanksgiving love via the SoloSez list serve.
There were numerous magnanimous emails coming through about what small firm lawyers are thankful for. I found myself wondering whether these warm-and-fuzzy feelings resulted from pure happiness — or whether they might reflect cold hard cash, in the form of small-firm bonuses.
So let’s gather some data about bonuses at small law firms….
In addition to talk of bonuses and layoffs, another topic that instills fear in associates is partnership prospects. A couple of weeks ago, we asked you how current partnership prospects at your firm compared to last year, and how your firm treats associates who are passed over for partnership.
Forty-seven percent of respondents report that the chances of making partner are worse than last year, 42% say they are about the same, and 11% indicate that prospects are better.
First, the bad news: the percentage of respondents who say that prospects are worse is significantly larger among the senior associates who are either up for partner or nearing partnership consideration. For example, 66% of the Class of 2002 report that making partner is less likely than last year, as do 58% of the Class of 2003, and 55% of respondents who graduated before 2002 (which may include some current partners). Maybe it’s just the nerves talking, but it could also be that eighth year associates and beyond have a better grasp of reality than, say, Class of 2010 associates.
Members of the “lost generation” who managed to snag those elusive Biglaw offers are generally being viewed as welcome additions to their firms. According to our survey results, the majority of respondents report that Class of 2009 and 2010 associates started on time, and have enough billable work.
Although most of the more senior associates think the first-year associates will be cut first if the economy heads south again, a number of newbies are actually very confident about their job security. (That’s especially true of first-years at this New York firm.)
If you’re in Biglaw, chances are that not all of the first-year associates currently working at your firm are of the fresh-out-of-law-school-and-still-tan-from-post-bar-trip variety. With many firms just now welcoming back some Class of 2009 associates after a yearlong deferral, Class of 2010 associates have to wait their turn to start work in 2011 or 2012. But now that the great recession is over, surely business has picked up enough so that there is plenty of doc review and due diligence to go around for first-year associates, right? Or is work still so slow that the more senior associates have to hoard all the grunt work?
In this week’s survey, we want to know whether the first-year associates at your firm are being welcomed with open arms, or viewed as the competition…
We hear lots of stories about screamers — the abusive partners that all associates dread getting assignments from. But what about those partners that associates seek out — the ones who are good mentors, who give younger lawyers pointers about how to become better lawyers?
This week our ATL / Lateral Link survey asks you to take a minute to nominate the partner you most like to work for — and tell us why. Don’t worry, you won’t be asked for your name, so give your honest feedback. We’ll tally the data and in the coming weeks, we will present the top partners to work for throughout the country…
A recent study by economists at UC Berkeley gives employers a nice argument for keeping salaries a secret. Well, luckily for you, I’m not your employer. Therefore I have no qualms about sharing with you Part 2 of the results from our small-firm salary survey.
In your emails following Part 1, many of you asked that I take the practice experience element of the survey and show how it correlates to salary. Good point. I actually had that in mind from the start, but ended up pushing it into my Part 2 draft when I decided to split up the post.
But you don’t care; you just want the numbers. So, with the final caveat that I’m sure I’ll never be able to fully satiate your salary hunger, here’s the latest snack…
In part 1 of the results of the Associate Morale Survey, brought to you by Lateral Link, we revealed that 74% of respondents felt that associate morale was either the same or worse than last year. Though not entirely surprising, this result is troubling, given that low employee morale is not helpful to the economic recovery.
What, then, can firms do to boost struggling associate morale? The top solution, according to 67% of survey respondents, is for firms to be more open and transparent about decisions that affect associates. The next most popular option is for firms to unfreeze salaries and/or reverse pay cuts, cited by 44% of respondents. So to our Biglaw partner readers, remember that a little candor can go a long way with associates, and salary cuts and freezes are so 2008.
Biglaw salaries are no secret. You can find numbers all over the internet, including places like oh, I don’t know, Above the Law (not just the home page, but also the Career Center).
But what about information for everyone else? You already know what I made during my time at a small firm, but that doesn’t really help unless you’re looking for a job at my old firm (surprise, they’re not hiring).
Those looking to smaller firm options need information — law students especially. The OCI music has stopped, and there are plenty of people left standing. The good news is that there are other places to sit down. The bad news is that nobody can tell whether sitting in those seats will earn them enough to keep their creditors at bay.
With that and a general interest in the dissemination of information in mind, please take this short survey, so I can begin compiling some hard numbers on small firm salaries. As always, survey responses are kept completely confidential. I’ll sort, analyze and package the results in some kind of eye-pleasing manner.
Please click HERE to take the SURVEY. And please pass the survey along to any of your friends at small firms; the more responses I get, the more accurate and reliable the findings will be.
If you’d like to offer any other salary-related information or clever commentary, or have tips or story suggestions, please email me at Little Richard at gmail dot com. Thanks!
A key issue for the workplace, both during recession and recovery, is employee morale. In last week’s survey, we asked Biglaw associates how current associate morale at their firms compares to morale from one year ago.
For those of you who need a quick refresher on what the fall of 2009 was like, envision a time when the majority of the massive associate bloodletting had ended, but firms were still reeling from the aftermath; salary freezes and cuts were the trends du jour; and associates who were lucky enough to receive 2009 bonuses saw drastic reductions from the previous year. Could fall 2010 possibly be any more demoralizing for associates?
Ed. note: The Asia Chronicles column is authored by Kinney Recruiting. Kinney has made more placements of U.S. associates, counsels and partners in Asia than any other recruiting firm in each of the past seven years. You can reach them by email: firstname.lastname@example.org.
It’s that time of year again when JDs are starting to apply for 2L summer jobs and 2L summers are deciding which practice area to focus on.
For those JDs with an interest in potentially lateraling to or transferring to Asia in the future, please feel free to reach out to Kinney for advice on firm choices, interviewing and practice choices, relating to future marketability in Asia, or for a general discussion on your particular Asia markets of interest. This is of course a free of cost service for those who some years in the future may be our future industry contacts or perhaps even clients.
For some years now Kinney’s Asia head, Evan Jowers, has been formally advising Harvard Law students with such questions, as the Asia expert in Harvard Law’s “Ask The Experts Market Program” each summer and fall, with podcasts and scheduled phone calls. This has been an enjoyable and productive experience for all involved.
Whether you’re fresh off the bar exam or hitting your stride after hanging a shingle a few years ago, one thing’s for certain: independent attorneys who start a solo or small-law practice live with a certain amount of stress.
Non-attorneys would think the stress comes from preparing for a big trial, deposing a hostile witness, or crafting the perfect contract for a picky client.
But that’s nothing compared to the constant, nagging, real-life kind, the kind you get from the day-to-day grind of being a law-abiding attorney.
Connecticut plaintiffs-side boutique litigation firm (12 lawyers) seeks full-time associate with 2-4 years litigation experience, top tier undergraduate and law school education. Journal or clerkship experience a plus; highest ethical standards and strong work ethic required. Familiarity with Connecticut state court legal practice is preferred, but not required.
The firm handles sophisticated, high-end cases for plaintiffs, including individuals and businesses with significant claims in a wide array of matters. Our cases often have important public policy implications, and are litigated in state and federal courts throughout Connecticut. Representative areas of practice include medical malpractice, catastrophic personal injury, business torts, deceptive trade practices and other complex commercial litigation, and products liability.
Additional information can be located on our website, at www.sgtlaw.com.