Track Change You Can Believe In

Track Change You Can Believe In
Orrick has put out an announcement of its "new talent model" today, not long after Howrey announced its new training model that cuts younger associates' salaries but promises better development opportunities. Orrick's move comes only a day after a survey of in-house departments found the widespread perception that law firms are not interested in change.
We've reported on Orrick's new talent model and its planned departure from lockstep a few times, but now Orrick has announced some details. The press release is below. We'll chew it over later this afternoon on Cal Law, and in tomorrow's Recorder.
New York - Orrick,[link widoczny dla zalogowanych], Herrington Sutcliffe introduces today a new Talent Model that promises to reengineer the way the law firm delivers high value legal service. The new model combines a move away from traditional lockstep advancement for partner track associates with the creation of a variety of other novel legal roles. "At Orrick,[link widoczny dla zalogowanych], we are working closely with our clients to bring greater innovation and efficiency to the delivery for high value legal work. Bringing the law firm talent model into the 21st century is key to this objective. We believe our new approach to developing the lawyers of tomorrow and reengineering the way we staff complex matters is one of the most comprehensive and exciting changes in the profession today."
The new model establishes three tracks of lawyers and other professionals and staff: Partner Track Associates, Career Attorneys and Legal Team Professionals,[link widoczny dla zalogowanych], and Custom Track Associates.
"Our new Talent Model is designed to allow associates to advance at a rate that reflects their growing skills and value," said Siobhan Handley, Orrick Managing Partner for Innovation. "It will create a clearer and more understandable path to partnership,[link widoczny dla zalogowanych], provide greater flexibility in the way we staff engagements, and create long-term opportunities for the best associates who may not want to be partners."
Moving Away from Lockstep Advancement: Partner Track Associates
Orrick will replace the automatic lockstep advancement model for its partner track associates with a model that allows associates to advance at a pace that reflects their developing skill set.
The firm will have three levels of associates - Associate, Managing Associate, and Senior Associate - with well-defined performance criteria for advancement from one level to the next and with corresponding compensation levels. To implement this program,[link widoczny dla zalogowanych], the firm is enhancing its associate training,[link widoczny dla zalogowanych], mentoring,[link widoczny dla zalogowanych], and feedback systems.
"The traditional associate lockstep staffing and compensation model is based upon out-dated assumptions,[link widoczny dla zalogowanych]," said Laura Saklad,[link widoczny dla zalogowanych], Orrick Chief Lawyer Development Officer. "Our new Talent Model recognizes that not all associates advance at the same pace,[link widoczny dla zalogowanych], tenure is not a proxy for advancing skill, and clients should not bear the cost of training associates. These roles will enable the firm to leverage and expand the services and capabilities that the firm already provides its clients from the Global Operations Center in Wheeling, West Virginia. In every area of practice,[link widoczny dla zalogowanych], the firm has sought to identify tasks and processes that can be disaggregated from the delivery of high-value legal advice and executed in an i ntegrated,[link widoczny dla zalogowanych], seamless and efficient manner by specialists and other lower cost resources. These roles include project managers,[link widoczny dla zalogowanych], document reviewers,[link widoczny dla zalogowanych], compliance specialists,[link widoczny dla zalogowanych], due diligence specialists,[link widoczny dla zalogowanych], document assemblers,[link widoczny dla zalogowanych], and legal researchers.
The Custom Track creates roles for lawyers who have outstanding skills yet desire a less traditional path to partnership or do not aspire to partnership at all,[link widoczny dla zalogowanych]. Associates on the Custom Track will be able to set a different pace for advancement or customize a long-term role that enables them to contribute in a meaningful way but does not necessarily lead toward partnership with the firm,[link widoczny dla zalogowanych]. Associates on the Custom Track may return to the Partner Track,[link widoczny dla zalogowanych].
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