Falling snow? Not in sunny California. Falling bar exam passage rates? Yes — at least for 2010.
A few days ago, the State Bar of California released overall statistics for the July 2010 administration of the (notoriously difficult) California bar exam. The overall bar pass rates went down by a little — but at some schools, the pass rates went down by a lot.
Which law schools’ pass rates tumbled, and by how much?
In the former case, the Above the Law readership overwhelmingly voted for the 1L to drop out of law school. In the later case, I strenuously argued that the person should go to the funeral and take the LSAT later.
We have updates on both people. It appears that Above the Law readers are more persuasive than I am…
Given the legal economy, prospective students should clearly be shooting for law schools in the top-15. But, not everybody can rock the all powerful LSAT. Going to a law school in this group can still result in Biglaw jobs for graduates who want them — especially if the school is located in the market where you ultimately want to practice.
18. USC (Gould)
19. Washington University in St. Louis
20. George Washington
22. Boston University
22. University of Minnesota
22. Notre Dame
27. Indiana University
28. Boston College
28. William and Mary
28. U.C. – Davis
Thoughts on these schools? I’ve got some thoughts on this particular group of rankings as a whole…
Last month, we reported that UC Hastings College of Law was set to become the most expensive law school in California. Apparently, the good people at Berkeley and UC Davis took that as a challenge.
Tomorrow, November 18th there will be a meeting on the proposed budget for the California university system. The tuition numbers for law schools would be terrifying for prospective law students — if only they were able to exercise common sense.
First let’s look at the proposed tuition and fees for California residents at Berkeley and other California public law schools over the next three years:
Notice that these numbers are up from the proposal that was on the table just this past August. I can’t imagine what tuition will look like when we actually get to 2012 – 2013. By then they’ll be charging people in Euros and organ donations.
After the jump, we look at what these schools plan for non-resident students (hint, it’s obscene enough that I considered putting up NSFW warnings), and why UC administrators think students will accept the tuition hikes.
I have criticized U.S. News for caring about the number of books available in a law school library. I’ve criticized the Thomas Cooley law school rankings for caring about the size of a law school library.
Clearly, I don’t know what a law school library should be used for. But students at UC Davis do.
Rebecca Cohn was a California assemblywoman representing Buena Vista, Burbank, Cambrian Park, Campbell, Fruitdale, and parts of San Jose and Santa Clara. After losing to Jim Beall, she decided to matriculate at UC Davis School of Law (King Hall).
Cohn said that her lifelong dream was to attend law school. But she apparently couldn’t shake the political monkey: she decided to run for 1L representative. Our friends at The Shark pick up the story from there:
No doubt recognizing the tough road ahead of her, Cohn ran her 1L Representative campaign with some enthusiasm that stunned some students. Her ascension to high profile student caused a commotion on campus that involved: a war over her Wikipedia entry, the re-use of signs from her assembly campaign, and several salacious rumors that are too inflammatory and unverified to repeat.
If we receive any “salacious” rumors, we will happily repeat them.
The Shark at least hinted at the tenor of the rumors swirling around Cohn:
Most of these rumors seem to stem from the report that her San Jose magazine cover … prompted two assembly aides to sue her for creating a sexually charged workplace. Cohn, who is single, seems to be avoiding this situation at King Hall: the San Jose Mercury News reported that she has not been asked out on a date by a single King Hall student.
More on Cohn’s campaign craziness, after the jump.
This was absolutely agonizing; but after hours of deliberation, we managed to do it. We reviewed the male side of the field in our ERISA Lawyer Hotties Contest, then painstakingly winnowed it down to twelve deserving finalists. (Yes, we previously said we’d have ten finalists. But picking even a dozen, from so many worthy competitors, was nearly impossible.)
Our decisions were based on (1) photographs of the nominees, and (2) reader testimonials about them. In order to make the final cut, a nominee needed an appealing picture and a strong testimonial. We also gave priority to attorneys who work primarily on pension and employee benefit law, as opposed to ones whose practice involves the field only tangentially.
The female finalists will follow tomorrow. For now, check out the pictures and testimonials for the male finalists — and cast your vote for America’s Hottest Male ERISA Lawyer — after the jump (click on the “continue reading” link).
The holiday season is upon us, and yet again, you have no idea what to get for the fickle lawyer in your life. We’re here to help. Even if your bonus check hasn’t arrived yet, any one of the gifts we’ve highlighted here could be a worthy substitute until your employer decides to make it rain.
We’ve got an eclectic selection for you to choose from, so settle in by that stack of documents yet to be reviewed and dig in…
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 six years. You can reach them by email: firstname.lastname@example.org.
We currently have a very exciting and rare type of in-house opening in China at one of the world’s leading internet and social media companies. Our client is looking for an IP Transactional / TMT / Licensing attorney with 2 to 6 years experience. The new hire will be based in Shenzhen or Shanghai. Mandarin is not required (deal documentation will be in English) but is preferred. A solid reason to be in China and a commitment to that market is required of course. This new hire will likely be US qualified (but could also be qualified in UK or other jurisdictions) and with experience and training at a top law firm’s IP transactional / TMT practice and could be currently at a law firm or in-house. Qualified candidates currently Asia based, Europe based or US based will be considered. The new hire’s supervisors in this technology transactions in-house team are very well regarded US trained IP transactional lawyers, with substantial experience at Silicon Valley firms. The culture and atmosphere in this in-house group and the company in general is entrepreneurial, team oriented, and the work is cutting edge, even for a cutting edge industry. The upside of being in an important strategic in-house position in this fast growing and world leading internet company is of the “sky is the limit” variety. Its a very exciting place to be in China for a rising IP transactional lawyer in our opinion, for many reasons beyond the basic info we can share here in this ad / post. This is a special A+ opportunity.
If your firm is in ‘go’ mode when it comes to recruiting lateral partners with loyal clients, then take this quiz to see how well you measure up. Keep track of your ‘yes’ and ‘no’ responses.
1. Does your firm have a clearly defined strategy of practice groups that are priorities of growth for your office? Nothing gets done by random chance, but with a clear vision for the future. Identify the top practice areas for which you wish to add lateral partners. Seek input from practice group leaders and get specifics on needs, outcomes, and ideal target profiles.
2. In addition to clarifying your firm’s growth strategy, are you still open to the hire of a partner outside of your plan? I’ve made several placements that fit this category. The partner’s practice was not within the strategic growth plan of my client, but once the two parties started talking with each other, we all saw how it could indeed be a seamless fit. Be open to “Opportunistic Hires.” You never know where your next producing partner might come from, so you have to be open to it. I will be the first to admit that there is a quirky element of randomness in recruiting.
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