Black/African American Men Native Hawaiian/Other Pacific Islander Men Asian Men

(1)

Lawyer Demographics

Partner/Member Associates Counsel Non-traditional Track/Staff Attorneys Summer Associates

Men 5 1 0 0 0 Women 1 0 0 0 0 Total 6 1 0 0 0 Hispanic/Latino Men 0 0 0 0 0 Women 0 0 0 0 0 White Men 4 1 0 0 0 Women 1 0 0 0 0

Black/African American Men 1 0 0 0 0

Women 0 0 0 0 0

Native Hawaiian/Other Pacific IslanderMen 0 0 0 0 0

Women 0 0 0 0 0

Asian Men 0 0 0 0 0

Women 0 0 0 0 0

American Indian/Alaska Native Men 0 0 0 0 0

Women 0 0 0 0 0

2 or more races Men 0 0 0 0 0

Women 0 0 0 0 0 Disabled Men 0 0 0 0 0 Women 0 0 0 0 0 Openly LGBT Men 0 0 0 0 0 Women 0 0 0 0 0

(www.quarles.com)

Basic Information

1700 K Street NW Suite 825 Washington, DC 20006 Organization Size: 455 Office Size: 7 Hiring Attorney: Mr. Recruiting Contact: Ms. Marguerite Durston

Administrator, Attorney Recruitment 1700 K Street NW

Suite 825

Washington, District of Columbia (DC) 20006

United States

Phone: 312-715-5025

marguerite.durston@quarles.com

Compensation & Benefits

2014 compensation for entry-level lawyers ($/year) 135,000

Summer Compensation

2014 compensation for Post-3Ls ($/week)

2014 compensation for 2Ls ($/week) 2,600 2014 compensation for 1Ls($/week) 2,600

Partnership & Advancement

Does the firm have two or more tiers of partner? Yes How many years is the non-equity track? 8 How many years is the equity track?

Pro Bono/Public Interest

Michael Gonring

National Pro Bono Coordinator 414-277-5359

michael.gonring@quarles.com

Is the pro bono information indicated here firm-wide or specific to one office?

Firm-wide % Firm Billable Hours last year 3.04 Average Hours per Attorney last year 43.0 Percent of associates participating last year 77 Percent of partners participating last year 56 Percent of other lawyers participating last year 33

Professional Development

Evaluations Other

Does your organization use upward reviews to evaluate and provide feedback to supervising lawyers?

No Rotation for junior associates between departments/practice groups?

No Does your organization have a dedicated professional

development staff?

Yes Does your organization have a coaching/mentoring program Yes Does your organization give billable hours credit for training time?

No

(2)

General Practice Areas

GENERAL PRACTICE AREAS EMPLOYER'S

PRACTICE GROUP NAME NO. OF PARTNERS/MEMBERS NO. OF COUNSEL NO. OF ASSOCIATES NO. OF NON-TRADITIONAL TRACK/STAFF ATTORNEYS Litigation Commercial Litigation 2 0 1

Business, Corporate Business Law 3 0 0

Government, Regulatory, Administrative Health Law 1 0

HIRING & RECRUITMENT

Began Work In Expected

LAWYERS 2012 Prior Summer Associates 2013 Prior Summer Associates 2014

Laterals 4 0 2 0 UNK

Laterals (non-traditional track) 0 0 0 0 UNK

Post-Clerkship 0 0 0 0 0

Entry-level 0 0 0 0 0

Entry-level (non-traditional track) 0 0 0 0 0

LL.M.s (U.S.) 0 0 0 0 0 LL.M.s (non-U.S.) 0 0 0 0 0 SUMMER Post-3Ls 0 0 0 0 0 2Ls 0 0 0 0 0 1Ls 0 0 0 0 0 Number of 2013 Summer 2Ls considered for associate offers 0

Number of offers made to summer 2L associates

0

General Hiring Criteria Able to leap tall buildings in a... no wait, that is for our superhero opening. For lawyers, you must be smart (but not talk about it all the time), hardworking, energetic, motivated (that is not a code word for "cut-throat"), have lots of interests, enthusiastic, and have no significant enemies. Celebrity status a plus unless you are the loser in the Who-Wore-It-Best feature of a tabloid magazine.

Diversity & Inclusion

Diversity Contact: Darlene Austin

Diversity Website/URL: http://www.quarles.com/diversity/

Organization Narrative

Quarles & Brady LLP (Q&B to our friends) has more than 450 attorneys practicing in eight offices around the country. In the 2013 American Lawyer Midlevel Associates Survey, Q&B ranked #27 out of 134 law firms. 162 of our attorneys are listed in the 2014 edition of The Best Lawyers in America and another 162 of our attorneys are extremely funny people although there is little overlap between those two groups because smart people are often humorless. Our firm has both of the essential ingredients to a wonderful law career: cutting edge work and wonderful people (check out our website on this point at

www.quarles.com/careers). Working here is challenging but it is also a boatload of fun.

The Summer Associate program provides first-hand knowledge of the Firm's culture, clients, practice areas as well as our favorite coffee shops. Summer associates are given a variety of client projects and are also given the opportunity to observe our attorneys in action (i.e., depositions, hearings, client meetings, closings, etc.) We are committed to training and mentoring our summer associates and associates, and feeding them very well. Check out Q&B - we are as good as we sound!

NALP is committed to helping make the legal profession accessible to all individuals on a non-discriminatory basis. NALP is opposed to discrimination based upon actual or perceived gender, age, race, color, religion, creed, national or ethnic origin, disability, sexual orientation, gender identity and expression, genetic information, parental, marital, domestic partner, civil union, military, or veteran status.

Quarles & Brady (www.quarles.com)

(3)

Basic Information

Recruiting Contact

Recruiting Contact Name

Recruiting Contact Prefix Ms.

Recruiting Contact First Name Marguerite

Recruiting Contact Last Name Durston

Recruiting Contact Title Administrator, Attorney Recruitment

Recruiting Contact Address

Recruiting Contact Address Line 1 1700 K Street NW

Recruiting Contact Address Line 2 Suite 825

Recruiting Contact City Washington

State/Province District of Columbia (DC)

Recruiting Contact ZIP/Postal Code 20006

Recruiting Contact Country United States

Recruiting Contact Contact Info

Recruiting Contact Phone Number 312-715-5025

Recruiting Contact Email marguerite.durston@quarles.com

Hiring Attorney

(4)

Hiring Attorney Prefix Mr. Hiring Attorney First Name

Hiring Attorney Last Name Hiring Attorney #2, Prefix Hiring Attorney #2, First Name Hiring Attorney #2, Last Name

Narrative Text

Enter descriptive narrative text about your organization

Quarles & Brady LLP (Q&B to our friends) has more than 450 attorneys practicing in eight offices around the country. In the 2013 American Lawyer Midlevel Associates Survey, Q&B ranked #27 out of 134 law firms. 162 of our attorneys are listed in the 2014 edition of The Best Lawyers in America and another 162 of our attorneys are extremely funny people although there is little overlap between those two groups because smart people are often humorless. Our firm has both of the essential

ingredients to a wonderful law career: cutting edge work and wonderful people (check out our website on this point at www.quarles.com/careers). Working here is challenging but it is also a boatload of fun.

The Summer Associate program provides first-hand knowledge of the Firm's culture, clients, practice areas as well as our favorite coffee shops. Summer associates are given a variety of client projects and are also given the opportunity to observe our attorneys in action (i.e., depositions, hearings, client meetings, closings, etc.) We are committed to training and mentoring our summer associates and associates, and feeding them very well. Check out Q&B - we are as good as we sound!

Multi-Office Information

Multi Office form - Reporting for Specify included offices

Number of offices on form Total number of offices

(5)

Lawyer Demographics

Attorney Numbers

Employer Size Range: 201-500

Office Size Range: 25 and fewer

Total Attorneys On This Form: 7

Racial/Ethnic Demographics

Organization Wide

Partner/Member Associates Counsel

Non-traditional Track/

Staff Attorneys Summer Associates

Please use this box to provide any additional comments or definitions regarding your lawyer categories as needed

Practice Areas

General Practice Areas

Employer's Practice Group Name No. Of Partners/Members No. Of Counsel No. Of Associates No. Of Non-traditional Track/Staff Attorneys Litigation Commercial Litigation 2 0 1 Business/Corporate Business Law 3 0 0

Government/Regulatory/Administrative Health Law 1 0

Compensation & Benefits

Lawyer Compensation

2014 compensation for entry-level lawyers ($/year) 135000

(9)

Summer Compensation

2014 compensation for Post-3Ls ($/week)

2014 compensation for 2Ls ($/week) 2600

2014 compensation for 1Ls ($/week) 2600

Clerkship/Credit/Supplemental Compensation

Judicial Clerkship Bonus? No

Compensation/progression credit for judicial clerkship?

Yes

Compensation/progression credit for other advanced degrees?

No

Other Compensation 3L's will receive a $2,500 signing bonus and a

$2,500 graduation bonus.

Benefits

Benefits

401(k)/IRA/Other Retirement Plan 529 College Savings Plan

Bar Association Fees

Business Casual Dress Code CLE

Dental Insurance

Domestic Partner Benefits Employee Assistance Program Family/Dependent Care Leave

Flexible Spending Account/Pre-Tax Option Health Club Membership

Life/AD&D Insurance Long-term Care Insurance Long-term Disability Insurance Medical Insurance

On-site Child Care - Emergency Parental Leave

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Sick Leave

Technology (Laptop, PDA, etc.) Vacation Leave

Vision Insurance Benefit

Package

Quarles & Brady offers several choices for health insurance with coverage starting on the first day of employment, as well as group dental, orthodontic and vision insurance.

Employee premiums, eligible childcare expenses and out-of-pocket medical expenses, may be paid on a pre-tax basis under the Section 125 Flex plan.

Domestic Partner benefits for both same sex and opposite sex; gross-up for same-sex couples.

Three weeks of vacation with no waiting period. Health club reimbursement equal to 50% of dues up to $200 plus an additional Healthy Living reimbursement for another $100.

Employee Assistance Program which includes work-life assistance, including childcare and eldercare referral services. Back-up Child/Elder Care program when regular care falls through. Attorneys are eligible to contribute to a 401k account (Pre-tax or Roth) immediately upon hire. All contributions are invested with Vanguard Fiduciary Trust Company.

Investments are typically self-directed by the employee among 15 mutual fund choices, however account management is available for a fee. Investing education is offered at least annually.

In addition to 12 weeks paid personal medical leave for new mothers, the firm also provides new fathers with six weeks of paid parental leave. Maternity and parental leave may be extended with unpaid leave. Flexible hour schedules available.

For disabling conditions, twelve weeks of personal medical leave with full pay is provided, followed by long term disability insurance paid for by Q&B. Additional supplemental disability insurance is also available. Term life insurance equal to 2 times your salary is paid for by the firm. Attorneys may also purchase additional term insurance for themselves, their spouse/partners or their dependent children at competitive group rates. Discounts on long term care insurance are also available.

Compensation & Benefits Details

Associate base salary (excluding bonuses) is determined by A merit system If not strictly a set lock-step system, what criteria are used to

determine associate base salaries (excluding bonuses)? (check all that apply)

Hours billed Quality of work Pro bono hours Business development Overall contribution (e.g., recruitment activities, firm committees)

(11)

Has your organization offered annual bonuses to eligible associates in the past five years?

Yes

Comments

What factors are used to determine the amount of an

associate's bonus? (check all that apply) Hours billed Quality of work Pro bono hours Business development

Overall contribution (e.g., recruitment activities, firm committees)

Are same sex domestic partners afforded the same benefits as spouses of attorneys?

Yes

Are opposite sex domestic partners afforded the same benefits as spouses of attorneys?

Yes

Benefits Offered in Addition to Those Provided by FMLA

Parental leave or family care policy

Does your organization have a written parental leave or family care policy?

Yes

Comments Women who give birth to a child may take twelve weeks

paid leave. Fathers and either adoptive parent may take six weeks paid leave.

How many weeks of paid parental leave do female attorneys receive?

12

How many weeks of paid parental leave do male attorneys receive?

6

Have one or more attorneys made use of your parental leave policy in the last 12 months?

Yes

(12)

Does your parental leave or family care policy include adoptions?

Yes

Comments Either adoptive parent may take six weeks

paid leave.

Children/dependents of same sex domestic partners

Does your parental leave or family care policy cover children/dependents of same sex domestic

partners?

Yes

Comments Domestic partners are treated the same as

spouses throughout Q&B's policies and benefits.

Children/dependents of opposite sex domestic partners

Does your parental leave or family care policy cover children/dependents of opposite sex domestic partners?

Yes

Comments Domestic partners are treated the same as

spouses throughout Q&B's policies and benefits.

Partnership & Advancement

Two or more tiers of partner

Does the firm have two or more tiers of partner? Yes

How many years is the non-equity track? 8

How many years is the equity track?

Is the partnership information provided here firm-wide or specific to one office? Firm-wide How many are men? - Equity Partners

(13)

How many are women? - Equity Partners How many are women? - Non-equity Partners

Of the total, how many are racial/ethnic minorities? - Equity Partners Of the total, how many are racial/ethnic minorities? - Non-equity Partners Additional equity/non-equity partnership information

Additional partnership progression information

The partnership track is eight years in most cases, which translates into 2,920 days or 70,080 hours or 4,204,800 minutes (note: please do not check our math). During those eight years, you will need to meet our partnership criteria, which are: excellent culinary skills, bringing expensive gifts to all partners on their birthdays, singing all of the songs from whatever Broadway musicals are hot, and achieving world peace. Oh, wait, those were last year's partnership criteria. The good news is that you will always know the actual criteria (described on our website) and how you are doing because we drown you in unsolicited feedback.

Recruitment & Hiring

Hiring Grid

Began Work In Expected

2012 Prior Summer Associates 2013 Prior Summer Associates 2014 LAWYERS Laterals 4 0 2 0 UNK

Laterals (non-traditional track) 0 0 0 0 UNK

Post-Clerkship 0 0 0 0 0

Entry-level 0 0 0 0 0

Entry-level (non-traditional track) 0 0 0 0 0

LL.M.s (U.S.) 0 0 0 0 0

LL.M.s (non-U.S.) 0 0 0 0 0

SUMMER

(14)

2Ls 0 0 0 0 0

1Ls 0 0 0 0 0

Summer Associate Hiring Questions

Number of 2013 Summer 2Ls considered for associate offers 0

Number of offers made to summer 2L associates 0

Does the organization hire school-term clerks? Case-by-case

Does the organization hire 1Ls? Yes

When after 12/1 should 1Ls apply? 12/1

Are split summers allowed? Case-by-case

Comments regarding Hiring

2013 Summer Program

Do you accept applications for the 2015 Summer Program from Joint degree candidates graduating in 2017 or later?

Yes

Do you accept applications for the 2015 Summer Program from evening students graduating in 2017?

Yes

Do you accept applications for the 2015 Summer Program from Judicial clerks? No Do you accept applications for the 2015 Summer Program from students at non-US law

schools?

No

Post-clerkship Hiring

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Do you hire post-clerkship candidates? If yes, when should they apply?

LL.M. Hiring Information

Domestic LL.M.s

Do you hire US LL.M.s? Yes

In what practice areas? Health, Trust and Estates

Do you hire non-US LL.M.s? No

When should LL.M.s submit applications? Upon Posted Request

Preferred application materials Cover Letter, Resume, Writing Sample.

Hiring Criteria

General Hiring Criteria

Able to leap tall buildings in a... no wait, that is for our superhero opening. For lawyers, you must be smart (but not talk about it all the time), hardworking, energetic, motivated (that is not a code word for "cut-throat"), have lots of interests, enthusiastic, and have no significant enemies. Celebrity status a plus unless you are the loser in the Who-Wore-It-Best feature of a tabloid magazine.

Campus Recruiting

Campus Interviews

Arizona State University College of Law George Washington University Law School Georgetown University Law Center

Harvard Law School

Howard University School of Law

Indiana University School of Law - Bloomington Marquette University Law School

(16)

University of Arizona College of Law University of Florida Levin College of Law University of Illinois College of Law University of Iowa College of Law University of Michigan Law School University of Minnesota Law School University of Wisconsin Law School List Any Job Fairs / Consortia Attended

(previous fall)

Cook County Job Fair, Lavendar Law Job Fair, Loyola Patent Law Job Fair

Campus Interviews

Number of Schools Visited in 2013 9

Number of Job Fairs / Consortia Attended in 2013 3

Hours & Work Arrangements

Full-time

Hours

Is there a minimum billable hour expectation? Yes

If yes, what is the minimum? 1,800

Is billable hour credit given for pro bono work? Yes Is there a maximum that will be credited? No If yes, what is the maximum?

For bonus consideration, is a pro bono hour equivalent to a required hour?

Yes

Hours policy details Bonus eligibility is 1900 base hours (assuming

satisfactory performance).

Recent hours history

Average annual associate hours worked in 2012 Average annual associate hours worked in 2013

(17)

Average annual associate billable hours worked in 2012 Average annual associate billable hours worked in 2013

Alternative Work Options

Part-time options

Is part-time allowed? Yes

Is part-time available to entry-level? No

Is there a minimum percentage of full-time hours that a part-time attorney must work?

Case-by-case

Comments Associates must work a minimum of

60%, absent special circumstances. Partners vary.

Are attorneys who work part-time and exceed their agreed upon part-time hours compensated in some manner for the additional hours?

Case-by-case

Comments

Are attorneys who work part-time given bonus consideration?

Yes

Comments

Number of part-time lawyers

Number of male part-time associates 0

Number of female part-time associates 0

Number of male part-time partners/members 0

Number of female part-time partners/members 0

Number of male part-time other lawyers 1

(18)

Part-time policies

Do you have a written part-time policy for associates? Yes Do you have a written part-time policy for partners? No

Eligibility for alternative work schedules determined by The Legal Personnel Committee

Part-time advancement

What is the impact of working part-time as an associate, if any, on an associate's progression toward partner?

Maintaining a flexible work schedule may extend an Associate's

consideration for partnership. Can an associate be promoted to partner while s/he is

working on a part-time schedule?

Yes

In the past five years, have attorneys made partner who have worked or are currently working alternative

schedules with your organization?

Yes

Comments

Can a partner work on a part-time schedule? Yes

Other alternative work options

Please describe any other alternative work arrangements:

Does your organization have a written alternative work option policy (e.g., part-time, flex-time)?

Yes

Does your organization have an alternative track adviser?

Are attorneys who work alternative schedules given bonus consideration?

Non-traditional Track Attorneys

Non-traditional Track Attorney Info

Does your organization have attorneys on a non-traditional track? Yes Non-traditional track attorneys - comments

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Is there a separate point of contact at your organization for this type of position?

No

If yes, please provide contact information

What title(s) does your organization use for non-traditional track

attorneys? (check all that apply) Staff attorney

Other Do you hire entry-level attorneys for non-traditional track positions? No

In which practice areas do you hire non-traditional track attorneys? Depends on practice group needs.

What is the minimum billable hour requirement for non-traditional track attorneys?

For Senior Counsels it is 1,500. Staff Attorneys are on a case-by-case basis. Please include any additional information about non-traditional track

positions (including mentoring, evaluations, billable hours, training, benefits, opportunities for pro bono work, etc.)

Senior Counsels are eligible for a bonus.

Pro Bono/Public Interest

Pro Bono Contact Information

Pro Bono Contact

Pro Bono Contact Name Michael Gonring

Pro Bono Contact Title National Pro Bono Coordinator

Pro Bono Contact Phone 414-277-5359

Pro Bono Contact Email michael.gonring@quarles.com

Pro Bono Information

Is the pro bono information indicated here firm-wide or specific to one office? Firm-wide

% Firm Billable Hours last year 3.04

(20)

Pro Bono Participation

Percent of associates participating last year 77

Percent of partners participating last year 56

Percent of other lawyers participating last year 33

Average hours

Average hours per associate last year

60

Average hours per partner last year

27

Average hours per other lawyer last year

9

What percentage of attorneys performed more than 20 hours?

40

What was the number of actual pro bono hours contributed by the organization in the prior calendar year?

19,110

Does the organization maintain a written pro bono policy that sets forth the organization's commitment to pro bono?

Yes

How does the organization define what constitutes pro bono legal work?

Legal services provided to indigent persons or organizations whose clientele is largely made up of indigent persons are eligible for hour-for-hour credit; legal services provided to charitable, community, religious, civic, governmental or educational organizations if the payment of legal fees would significantly burden the resources of the organization, is credited up to 50 hours per year.

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Does the organization set annual goals regarding the minimum number of pro bono hours to be contributed by the organization?

No

Does the organization set individual attorney goals regarding the minimum number of pro bono hours to be contributed?

No

Advancement/compensation

Is an attorney's commitment to pro bono activity

considered a favorable factor in advancement and

compensation decisions?

Yes

If yes, to what extent? Pro bono hours are counted as base hours for associates and credited toward minimum hours requirements and counted as part of total compensation hours for partners. Pro bono commitment and performance on pro bono matters are part of the associate evaluation program.

Pro bono support services

Are full-time support services (word processing, online research Lexis/Westlaw, out of pocket costs) available for pro bono representation?

Yes

If so, are there any limitations? No.

Are associates provided written evaluations of their work on pro bono matters?

Yes

Does the organization employ one or more of the following structures to manage its

An attorney who coordinates pro bono projects as an ancillary duty to other work

(22)

pro bono program and to provide training and guidance to participating attorneys? (Check all that apply):

How is pro bono work assigned/distributed? Matters that come in through outside sources are offered to all attorneys generally, or to specific practice group attorneys depending on the subject matter. Attorneys also may bring proposed matters to the coordinator for approval.

If an attorney is permitted to bring a pro bono case for possible consideration by the firm, who makes decisions about whether the firm will handle the matter? (check all that apply)

Pro Bono Coordinator

Does the organization provide any of the following to enable its attorneys to

participate in pro bono activities or work in a public interest setting? (Check all that apply):

Summer associate pro bono opportunities

Are pro bono opportunities available for summer associates?

Yes

Additional comments (Please use this space to provide any additional

information about your organization's pro bono program including any special recognition or awards the organization has received for its pro bono work.)

2 firm attorneys received pro bono awards in 2013 and the firm received the Beacon of Justice Award from the National Legal Aid & Defender Association. A total of 211 new pro bono files were opened in 2013. 69% of the total pro bono hours in 2013 were recorded by non-litigators.

What are some of the areas in which your organization has performed pro bono work in the past year?

Domestic abuse injunction proceedings; family law; landlord-tenant; consumer/bankruptcy; guardianships; real estate; foreclosure defense; child advocacy; criminal appellate; capital punishment;

asylum/immigration; tax; public benefits; transactional, including tax-exempt; clinic-based limited advice.

Public Interest Fellowship

Fellowship sponsorship

(23)

fellowships?

Public Interest Fellowship Comments

Diversity & Inclusion

Diversity Contacts

Diversity Chair

Diversity Chair Prefix

Diversity Chair First Name Janine

Diversity Chair Last Name Landow-Esser

Diversity Contact Information

Diversity Contact Prefix

Diversity Contact First Name Darlene

Diversity Contact Last Name Austin

Link to your organization's diversity website http://www.quarles.com/diversity/

Recruitment

Recruitment methods Which of the following methods do you use to increase the presence and retention of under-represented groups? (Check all

Diversity job fairs

Outreach to law student groups Formal mentoring efforts

Recruit at schools with large minority populations Bar-sponsored programs

(24)

that apply)

Comments Diverse Attorney Retreat

Non-discrimination policy

Quarles & Brady LLP has a long-standing policy of fair and equal employment opportunity for every person regardless of age, race, color, creed, religion, disability, marital status, sex, sexual orientation, gender identity/expression, national origin, ancestry, citizenship or other legally protected status. Quarles & Brady recruits, hires, and promotes individuals without regard to these characteristics. The Firm seeks to provide a work environment that is free from discrimination, intimidation and

harassment based on any of these characteristics, and the Firm does not discriminate in working conditions, physical facilities, or any other terms, conditions or privileges of employment, including transfer, compensation, training, staffing, promotion, demotion, or separation, based on any of these characteristics.

Diversity Fellowships/Scholarships

Diversity fellowships or scholarships

Does your organization or office sponsor/offer a Diversity Fellowship or Scholarship? Yes If yes, is the program open to 1L Please provide a brief description of the program

In 2014, the firm established the John W. Daniels, Jr./Quarles & Brady Legal

Opportunity Scholarship to support the American Bar Association's Scholarship Fund to promote diversity in the profession by providing crucial financial assistance to racially and ethnically diverse students struggling to afford the cost of law school. We also have the LEO Scholarship which is designed to bring the UW Law School's students of color together as a single community, provide a strong academic and social support network, promote diversity and recruit students from groups that have been historically disadvantaged. The Phoenix and Tucson offices have a Diversity Writing Intern during their spring semester.

Affinity Groups

(25)

Does your organization or office have affinity groups?

Yes

If yes, please describe your affinity groups below

We have a Women's Forum in each office. We also have firmwide race/ethnic/sexual orientation affinity groups.

Professional Development

Training & Professional Development

Evaluations

Does your organization have a formal evaluation program in place? Yes

Evaluations Other

Does your organization use upward reviews to evaluate and provide feedback to supervising lawyers?

No

Rotation

Rotation for junior associates between departments/practice groups?

No

Is rotation mandatory?

Comments Junior Level Associates are evaluated semi-annually, Mid

and Senior Level Associates are evaluated annually.

PD

Does your organization have a dedicated professional development staff? Yes What are some of the types of training and professional development

opportunities your organization offers? (check all that apply) In-house training programs External firm-paid seminars Continuing legal education (CLE) Organized/formal

(26)

For more details, visit www.nalpdirectory.com NALP Copyright 2013 mentor program Trial advocacy training Observation opportunities Practice group training Retreats What roles do counsel/senior attorneys play in the training of attorneys?

(check all that apply) Presenters

Mentoring

Does your organization have a coaching/mentoring program Yes

Does your organization give billable hours credit for training time? No

NALP is committed to helping make the legal profession accessible to all individuals on a non-discriminatory basis. NALP is opposed to discrimination based upon actual or perceived gender, age, race, color, religion, creed, national or ethnic origin, disability, sexual orientation, gender identity and expression, genetic information, parental, marital, domestic partner, civil union, military, or veteran status.