Only 56 percent of the class of 2012 secured full-time, long-term legal employment within nine months of graduation. In this economy, that passes as good news because that figure is up one percent from last year. It’s kind like telling a terminally ill patient that his parking tickets got dismissed.
Law School Transparency reports that when you exclude school-funded jobs, the employment number falls to 55 percent. And there is more bad news when you dive deeper into the statistics.
But this is the class of 2012, the first class that really should have known that this was going to happen….
On Friday, the American Bar Association released the employment data for the class of 2011 that they collected from their member law schools. By dumping the information on a summer Friday, perhaps the ABA was hoping that nobody would notice the statistics?
Well, we noticed. The numbers are too bad not to notice. Earlier this month we reported on the NALP employment data, and the ABA data here doesn’t look any better. Only 55% of people in the class of 2011 are known to have found employment in full-time legal jobs.
Kyle McEntee (left) and Patrick Lynch (right), co-founders of Law School Transparency (LST).
Late last year, plaintiffs’ lawyer David Anziska pledged to make 2012 “the year of law school litigation.” Anziska, who’s currently spearheading efforts to sue law schools over allegedly misleading employment statistics, told my colleague Staci Zaretsky that he and his team members “want to sue as many law schools as we can to bring them into the fray.”
That’s all well and good — for plaintiffs’ lawyers, and for news outlets like ours seeking juicy stories to cover. But there are other ways to achieve reform. So here’s another thought: Could 2012 instead be the year of law school transparency? Transparency achieved voluntarily, by law schools coming forward on their own to share comprehensive data about how their graduates are faring in the job market?
In the weeks since we wrote about the University of Chicago Law School providing very detailed employment data about its recent graduating classes, based on our interview with Dean Michael Schill, we’ve heard from deans, professors, alumni and students of other law schools, all with similar messages. They believe that their schools, like Chicago, are also transparent about graduate employment outcomes — and they want to be recognized for it.
This chorus of “me too!” messages raises a promising possibility: Is law school transparency becoming, for lack of a better word, “cool”? Will honesty about employment data become the hot new trend for U.S. legal education?
Guys, this is my bad. I made a mistake. You see, back in September, Ave Maria School of Law said it was going to do something. And me, silly fool that I am, believed them. I know, I know, I’m an idiot. What kind of person actually believes Ave Maria will keep its word?
In September, Ave Maria announced that it would be the first law school to adopt the proposals set out by the Law School Transparency project for employment reporting by law schools.
And now they’ve gone back on their word. Ave Maria has informed the LST people that they will not let people applying to Ave Maria know what they’re getting into. The school has decided that it doesn’t want to be “first,” and they’re punting the issue back to the ABA.
It’s just amazing to me when an institution of higher education can’t even keep its word….
Last week, the people at the Law School Transparency project scored a major victory. They got U.S. News to agree to disclose all of the employment information the magazine collects about law schools, with the release of next year’s influential rankings.
According to stories around the blogosphere, U.S. News rankings guru Robert Morse is even giving the LST people credit for pushing the magazine in this direction. U.S. News, mind you, has more power over law schools than the freaking American Bar Association — but it was influenced by two young guys from Vanderbilt. Check out coverage from the ABA Journal, the WSJ Law Blog, and the National Law Journal (subscription). Major kudos to Team LST!
The changes are good, but they’re not the Holy Grail of law school transparency. U.S. News won’t be collecting any additional information. Schools will still be able to materially misrepresent some of their crucial employment statistics, and U.S. News is not increasing the weight given to outcome-oriented metrics in its rankings methodology.
It’s definitely progress, but as long as the ABA refuses to wield its regulatory power, there’s only so much a magazine can do…
The following will shock no one who has been paying attention to how law schools are trying to openly game the U.S. News law school rankings and mislead prospective law students. When it comes time to collect employment data, law schools are selectively surveying their graduates: they’re seeking survey responses from employed graduates, while ignoring graduates who are unemployed. They’ve been playing this game at least since the recession started.
And now we have evidence. A tipster emailed pretty much everybody in the legal blogosphere spilling the dirt on how his law school is trying to inflate employment statistics. He claims that the directive from his law school is not at all subtle. If you are employed, the school hounds you to complete a graduate employment survey. If you are unemployed, the school would like you to ignore it. That way, when the school hears from U.S. News or NALP or the ABA — or Law School Transparency, which just issued another request to law schools for more comprehensive employment data — law school officials can throw up their hands and say, “It’s so hard to get our graduates to fill out a jobs survey.”
Still confused about how law schools massage the facts? Let this tipster explain it to you….
Back in April, we reported on an admirable organization called Law School Transparency. The goal of LST: “encouraging and facilitating the transparent flow of law school employment information.”
Given what’s typically at stake — three years of your life, and six figures of cash (or student loans) — the decision to attend law school is an important one. There’s a case to be made in favor of law school, and there’s a case to be made against it. (For the case against, see pretty much any post about law school by my colleague, Elie Mystal, or any of the bloggers on this blogroll.)
Regardless of the ultimate outcome, the decision should be made based on accurate and complete information. And that information should include data about employment outcomes for graduates of a given law school. If I get a J.D. from law school X, what kind of job can I expect to obtain?
This is where Law School Transparency (LST) comes in. What is LST doing to advance the ball in reporting employment data from law schools?
Lat here. Today’s topic: transparency in how law schools report their graduates’ “employment outcomes” — i.e., the jobs that their graduates obtain.
When we attended admitted students’ weekend at Yale Law School — back in 1996, so almost 15 years ago — we were given detailed lists showing where the past few classes ended up working. The graduates were listed in alphabetical order, and below each person’s name was the name and address of their employer. For prospective law students, it was reassuring to see so many federal judicial clerkships and large law firms on these lists. The implicit message: if you graduate — or when you graduate, since we’re talking about YLS, not known for failing people (although it does have grades) — you will be able to secure a good job.
Alas, we understand that not all law schools are so forthcoming about where their alumni end up working (or not working, in this economy). There have been widespread allegations of law schools gaming the system, by massaging or manipulating the employment data they report to the American Bar Association and, perhaps even more importantly, to U.S. News & World Reports (for use in the magazine’s highly influential law school rankings). There have even been claims of law schools outright lying about how many of their graduates wind up employed, where they end up working, and how much they earn from these jobs.
Most observers are content just to complain about law schools not being forthcoming enough about employment information. But two enterprising law students at Vanderbilt — Kyle McEntee and Patrick Lynch, a 2L and 3L, respectively — are doing more. They’ve started a nonprofit organization, Law School Transparency, which has the goal of “encouraging and facilitating the transparent flow of law school employment information.” They’ve also written a paper, A Way Forward: Improving Transparency in Employment Reporting at American Law Schools (SSRN download), proposing a new approach to reporting of job outcomes by law schools.
More details and links — plus commentary from Elie, who feels strongly about this issue — after the jump.
In a land that is right here and in a time that is right now, a technology has arisen so powerful that it can replace basic human document review. Is it time to bow down before our new robot overlords?
First, here’s a little story about me: my life in the legal world began as a paralegal. My first case was a GIANT patent infringement case that was already six years old and had involved as many as five companies, multiple US courts, the ITC and an international standards committee. I knew nothing about any of this.
On my first day, my supervisor (a paralegal with at least eight other cases driving her crazy) sat me down in front of a Concordance database with a 100,000+ patents and patent file histories. “Code these,” she said. I learned that “coding”, for the purposes of this exercise, meant manually typing the inventor’s name, the title of the patent, the assignee, the file date, and other objective data for each document. I worked on that project – and only that project – for at least the first six months of my job. After a week or so, time began to blur.
What I know, in retrospect and with absolutely certainty, is that as time began to blur, so did my judgment. So did my attention to detail. If you could tell me that I did not make at least one mistake a day – one inconsistent spelling, one reversed day and month, one incorrectly spaced title – I frankly would need to see your evidence. I would not believe it. The human mind is trainable but it is not a machine.
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We currently have a number of active openings for associate roles at US and UK firms in HK / China, Singapore and two new in-house openings. As always, please feel free to reach out to us at email@example.com in order to get details of current openings in Asia, as well as to discuss the Asia markets in general and what we expect for openings later this year. Our Evan Jowers and Robert Kinney will be in Beijing the week of March 25 and Evan Jowers will be in Hong Kong the week of April 1, if you would like to meet them in person.
The US associate openings we have in law firms are in the usual areas of M&A, cap markets, FCPA / white collar litigation, finance, and project finance. The most urgent of our top tier (top 15 US or magic circle) law firm openings in Asia (among many other firm openings that we have in Asia) are as follows:
• 2nd to 5th year mandarin fluent M&A associates needed in Beijing and Hong Kong at several firms;
• Korean fluent 2nd to 4th year cap markets associate needed in Hong Kong;
• 2nd to 5th year Japanese fluent M&A associates needed in Tokyo;
• 4th to 6th year mandarin fluent cap markets associate needed in Hong Kong;
• 2nd to 4th year M&A / cap markets mix associate needed in Singapore.
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