LAW FIRM RECRUITING & DEVELOPMENT SURVEY
|
|
- Aron Hancock
- 6 years ago
- Views:
Transcription
1 LAW FIRM RECRUITING & DEVELOPMENT SURVEY COPYRIGHT 2017 MAJOR, LINDSEY & AFRICA LLC. ALL RIGHTS RESERVED.
2 CONTENTS The Participants... 3 Professional Responsibilities... 5 Finding Talent Satisfaction Salary & Bonus Survey Questions Respondents Profile INTRODUCTION We at Major, Lindsey & Africa recognize that the scope of responsibilities of recruiting and development professionals varies widely from firm to firm. In order to provide factual data about these functions we established the Law Firm Recruiting and Development Survey. The results of this survey provide information about the differences across firm size, functions and compensation scales. METHODOLOGY The survey was developed by Major, Lindsey & Africa and data was collected using an online questionnaire. Invitations to participate were sent to attendees of the National Association for Law Placement (NALP) 2016 Annual Education Conference as well as Major, Lindsey & Africa Law Firm Management Practice group clients and candidates. The invitation contained a link which participants could use to access the online survey. A total of s were sent out. 69 responses were received. For each calculation, only those who answered all questions are included in the percentages reported. LAW FIRM RECRUITING & DEVELOPMENT SURVEY i
3 THE PARTICIPANTS 68 people provided their work titles. These were then divided into four functional categories: Answered: 68 Chief Director Senior Manager/ Manager Coordinator/ Administrator Respondents represented 18 different states with the majority coming from the District of Columbia, New York, California, and Illinois. Answered: 67 (1) (1) (9) (13) (1) (2) (9) (1) (4) (3) (2) (1) (1) (12) (2) (2) (2) (1) (# OF RESPONSES) LAW FIRM RECRUITING & DEVELOPMENT SURVEY 3
4 For respondents as a whole, the majority (62.3%) work in firms of 201 to 1000 people 27.5% in firms of and 34.8% in firms of Answered: 69 ATTORNEYS , BY FUNCTION The majority of Directors work in firms of , while the majority of Managers work in firms of attorneys. Interestingly, Chiefs are equally divided among the top four firm size ranges. ATTORNEYS Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 4
5 PROFESSIONAL RESPONSIBILITIES We asked our survey takers about the scope of their responsibilities and analyzed their responses as a group and by functional category based on their provided title. Answered: 67 When asked about geographic scope of responsibility, the numbers with Regional and National coverage are very similar 34.4% and 35.8%, respectively while slightly fewer have International responsibility (29.9%). REGIONAL 34.3% (23 RESPONSES) NATIONAL 35.8% (24 RESPONSES) INTERNATIONAL 29.9% (20 RESPONSES) LAW FIRM RECRUITING & DEVELOPMENT SURVEY 5
6 OVERALL RESPONSIBILITIES When asked about job responsibilities in addition to recruiting: The majority of respondents also handle integration and the summer program A third also handle training and professional development A small percentage handle alumni relations Answered: 68 Recruiting Integration Summer associate program Training and/or professional development Alumni relations Other BY FUNCTION When looked at by function, Coordinator/Administrators are most heavily involved in recruiting and the summer associate program. Those at the Director level are most heavily involved in recruiting and integration. Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 6
7 PROFESSIONAL DEVELOPMENT For those that handle professional development and training, the majority are responsible for associate professional development More than one-half handle counsel and staff attorney, and one-half do partner as well Answered: 24 A much smaller percentage do professional development for contract/temporary attorneys and management and administrative professionals Partner Associate Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Management/Administrative Other (Rounds to <0.02%) BY FUNCTION All Chiefs surveyed are involved in partner professional development. All those at the Director and Senior Manager/ Manager levels are involved in associate professional development. Some at the Director level position are also responsible for professional development among all groups in the firm. Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Mgmt/ Administrative Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 7
8 INTEGRATION The majority of respondents do both partner and associate integration Slightly more than half also handle counsel/staff attorney Answered: 43 Partner Associate Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Management/Administrative Other BY FUNCTION All Chiefs who responded are responsible for both associate and counsel/staff attorney. Only half (50%) are involved in partner integration. Coordinator/Administrators are involved in integration for partner, associate, and counsel/staff attorneys. Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Mgmt/ Administrative Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 8
9 RECRUITING More than half of the respondents do partner as well as associate recruiting, which is more prevalent in firms of rather than in the largest sized firms The majority of respondents also do counsel/staff attorney recruiting One-third handle contract and temporary attorneys A significantly smaller percentage handle management and administrative recruiting Answered: 64 Partner Associate Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Management/Administrative Other Not surprisingly, the majority of those responsible for partner recruiting have been in their current role for 10+ years. Interestingly, the same percentage (23.1%) of people who have been in their current role for 1-2 and 3-5 years are also responsible for partner recruiting. INDIVIDUALS RESPONSIBLE FOR PARTNER RECRUITING VS. SIZE OF FIRM INDIVIDUALS RESPONSIBLE FOR PARTNER RECRUITING VS. YEARS IN CURRENT ROLE ATTORNEYS LAW FIRM RECRUITING & DEVELOPMENT SURVEY 9
10 BY FUNCTION Functionally, Chiefs are involved in partner, associate, and counsel/staff attorney recruiting. Directors, Managers, and Coordinators are involved in all levels of recruiting. Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Mgmt/ Administrative Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 10
11 Answered: 65 FINDING TALENT Following are questions we asked about identifying talent for the firm. What is your primary source for leads? Answered: 65 LEGAL RECRUITER 81.5% SOCIAL MEDIA SUCH AS LINKEDIN 23.1% REFERRAL 67.7% JOB POSTINGS IN LEGAL PUBLICATIONS 18.5% JOB POSTINGS ON YOUR FIRM S WEBSITE 49.2% How do you publicize job postings? Answered: 65 LEGAL RECRUITER 78.1% SOCIAL MEDIA SUCH AS LINKEDIN 40.6% PERSONAL NETWORK 32.8% JOB POSTINGS IN LEGAL PUBLICATIONS 42.2% JOB POSTINGS ON YOUR FIRM S WEBSITE 81.3% On average how long does it take you to fill a position after the job is posted? OTHER 90 DAYS 60 DAYS 30 DAYS 7.9% 23.8% 58.7% 9.5% Answered: 63 LAW FIRM RECRUITING & DEVELOPMENT SURVEY 11
12 Have you set diversity goals for recruiting at your firm? Answered: 61 NO 27.9% 72.1% YES Have you met those diversity goals? Answered: 46 SEE IMPROVEMENT YEAR OVER YEAR 67.4% 23.9% 8.7% IN THE LAST YEAR IN THE LAST 3-5 YEARS LAW FIRM RECRUITING & DEVELOPMENT SURVEY 12
13 RESPONDENTS PROFILE Our respondents answered the following questions about themselves and the structure of their firms. How many people do you manage? Include administrative staff. Answered: 67 PEOPLE None BY FUNCTION Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 13
14 Are the recruiting and professional development functions handled by the same department at your firm? Answered: 66 NO 51.5% YES 48.5% To whom do you report? Answered: 56 LAW FIRM RECRUITING & DEVELOPMENT SURVEY 14
15 Are you... Answered: 66 MALE 10.6% FEMALE 89.4% LAW FIRM RECRUITING & DEVELOPMENT SURVEY 15
16 How long have you been in your current role? Answered: 67 YEARS BY FUNCTION Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 16
17 How many years have you been at your current law firm in total? Answered: 66 YEARS BY FUNCTION Chief Director Senior Manager/Manager Coordinator/Administrator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 17
18 SATISFACTION We asked our participants questions about their professional goals and how satisfied they are in their careers. When looked at by a variety of measures, we found them to be overwhelmingly very satisfied or moderately satisfied. Increased responsibilities beat out increased compensation 2:1 as the reason for joining their current firm and as their next professional goal. What was the primary reason for your move to your current firm? Answered: 39 How satisfied are you in your career? Answered: % VERY SATISFIED 43.3% MODERATELY SATISFIED 3.3% 1.7% SLIGHTLY SATISFIED NOT AT ALL SATISFIED LAW FIRM RECRUITING & DEVELOPMENT SURVEY 18
19 CAREER SATISFACTION BY FUNCTION Very Satisfied Moderately Satisfied Slightly Satisfied Not At All Satisfied CAREER SATISFACTION BY FIRM SIZE ATTORNEYS Very Satisfied Moderately Satisfied Slightly Satisfied Not At All Satisfied LAW FIRM RECRUITING & DEVELOPMENT SURVEY 19
20 CAREER SATISFACTION BY YEARS IN CURRENT ROLE Answered Both: 60 Very Satisfied Moderately Satisfied Slightly Satisfied Not At All Satisfied CAREER SATISFACTION BY YEARS AT CURRENT FIRM Answered Both: 59 Very Satisfied Moderately Satisfied Slightly Satisfied Not At All Satisfied LAW FIRM RECRUITING & DEVELOPMENT SURVEY 20
21 SATISFACTION BY SALARY RANGE Answered: 57 Very Satisfied Moderately Satisfied Slightly Satisfied Not At All Satisfied The majority of respondents would like to stay at their current firm with either increased responsibilities or increased compensation Interestingly enough, the desire for increased responsibilities exceeds increased compensation by more than 20% Your next professional goal Answered: 52 LAW FIRM RECRUITING & DEVELOPMENT SURVEY 21
22 SALARY & BONUS Base Salary Answered: 58 We asked respondents for their base salary and then compared them by function, years in current role, years at current firm, and firm size. Chiefs were primarily in the $300K range Directors are all over the board in terms of salary The majority of Managers fall into the $75K-100K or $101K-130K range Coordinators/Administrators for the most part fall at $100K or less Directors with International scope had significantly higher salaries ($300K+) than those with Regional or National responsibility Interestingly no trend appears to indicate those who are responsible for training and development receive higher salaries. For example, Manager salaries sit in the $75K-$160K range whether they are responsible for development or not There appears to be a slight trend of higher salary ranges ($131K+) at the Director level at larger firms of 201+ and at the Manager level at firms of 1, more salaries are above $130K $75K-$100K $161K-$200K $300K+ BASE SALARY BY FUNCTION $101K-$130K $131K-$160K $201K-$250K $251K-$300K LAW FIRM RECRUITING & DEVELOPMENT SURVEY 22
23 BASE SALARY BY YEARS IN CURRENT ROLE $75K-$100K $101K-$130K $131K-$160K $161K-$200K $201K-$250K $251K-$300K $300K+ BASE SALARY BY YEARS AT CURRENT FIRM $75K-$100K $101K-$130K $131K-$160K $161K-$200K $201K-$250K $251K-$300K $300K+ LAW FIRM RECRUITING & DEVELOPMENT SURVEY 23
24 BASE SALARY BY FIRM SIZE $75K-$100K $101K-$130K $131K-$160K $161K-$200K $201K-$250K $251K-$300K $300K+ LAW FIRM RECRUITING & DEVELOPMENT SURVEY 24
25 In the following charts, we look at salary by function, recruiting responsibility, and firm size. BASE SALARY BY FUNCTION AND GEOGRAPHIC SCOPE OF RECRUITING RESPONSIBILITY CHIEF º DIRECTOR International (4) International (8) National (9) Regional (6) $75K-$100K 25.0% $75K-$100K 0.0% $75K-$100K 11.1% $75K-$100K 16.7% $101K-$130K 0.0% $101K-$130K 0.0% $101K-$130K 11.1% $101K-$130K 50.0% $131K-$160K 0.0% $131K-$160K 37.5% $131K-$160K 33.3% $131K-$160K 16.7% $161K-$200K 0.0% $161K-$200K 12.5% $161K-$200K 11.1% $161K-$200K 0.0% $201K-$250K 0.0% $201K-$250K 25.0% $201K-$250K 22.2% $201K-$250K 0.0% $251K-$300K 0.0% $251K-$300K 0.0% $251K-$300K 11.1% $251K-$300K 16.7% $300K+ 75.0% $300K+ 25.0% $300K+ 0.0% $300K+ 0.0% MANAGER International (5) $75K-$100K 20.0% $101K-$130K 80.0% $131K-$160K 0.0% $161K-$200K 0.0% $201K-$250K 0.0% $251K-$300K 0.0% $300K+ 0.0% National (11) $75K-$100K 18.2% $101K-$130K 36.4% $131K-$160K 27.3% $161K-$200K 18.2% $201K-$250K 0.0% $251K-$300K 0.0% $300K+ 0.0% Regional (8) $75K-$100K 50.0% $101K-$130K 37.5% $131K-$160K 12.5% $161K-$200K 0.0% $201K-$250K 0.0% $251K-$300K 0.0% $300K+ 0.0% ADMINISTRATOR* National (2) $75K-$100K 50.0% $101K-$130K 50.0% $131K-$160K 0.0% $161K-$200K 0.0% $201K-$250K 0.0% $251K-$300K 0.0% $300K+ 0.0% Regional (5) $75K-$100K 80.0% $101K-$130K 20.0% $131K-$160K 0.0% $161K-$200K 0.0% $201K-$250K 0.0% $251K-$300K 0.0% $300K+ 0.0% *No International No National ºNo Regional LAW FIRM RECRUITING & DEVELOPMENT SURVEY 25
26 BASE SALARY BY FUNCTION AND RESPONSIBILITY FOR TRAINING AND DEVELOPMENT CHIEF DIRECTOR Responsible (2) Not Responsible (2) Responsible (9) Not Responsible (13) $75K-$100K 0.0% $75K-$100K 50.0% $75K-$100K 0.0% $75K-$100K 15.4% $101K-$130K 0.0% $101K-$130K 0.0% $101K-$130K 33.3% $101K-$130K 7.7% $131K-$160K 0.0% $131K-$160K 0.0% $131K-$160K 33.3% $131K-$160K 30.8% $161K-$200K 0.0% $161K-$200K 0.0% $161K-$200K 0.0% $161K-$200K 15.4% $201K-$250K 0.0% $201K-$250K 0.0% $201K-$250K 0.0% $201K-$250K 23.1% $251K-$300K 0.0% $251K-$300K 0.0% $251K-$300K 22.2% $251K-$300K 7.7% $300K % $300K+ 50.0% $300K+ 11.1% $300K+ 0.0% MANAGER ADMINISTRATOR Responsible (6) Not Responsible (18) Responsible (1) Not Responsible (6) $75K-$100K 16.7% $75K-$100K 33.3% $75K-$100K 100.% $75K-$100K 66.7% $101K-$130K 50.0% $101K-$130K 44.4% $101K-$130K 0.0% $101K-$130K 33.3% $131K-$160K 33.3% $131K-$160K 22.2% $131K-$160K 0.0% $131K-$160K 0.0% $161K-$200K 0.0% $161K-$200K 0.0% $161K-$200K 0.0% $161K-$200K 0.0% $201K-$250K 0.0% $201K-$250K 0.0% $201K-$250K 0.0% $201K-$250K 0.0% $251K-$300K 0.0% $251K-$300K 0.0% $251K-$300K 0.0% $251K-$300K 0.0% $300K+ 0.0% $300K+ 0.0% $300K+ 0.0% $300K+ 0.0% LAW FIRM RECRUITING & DEVELOPMENT SURVEY 26
27 If a firm size or salary range is not listed, there were no responses for that category. BASE SALARY BY FUNCTION AND FIRM SIZE CHIEF Attorneys Salary Range Percentage $300K % (1) $300K % (1) $300K % (1) $75K-$100K 100.0% (1) DIRECTOR Attorneys Salary Range Percentage 1-50 $101K-$130K 100.0% (1) $75K-$100K 33.3% (1) $101K-$130K 33.3% (1) $131K-$160K 33.3% (1) $75K-$100K 11.1% (1) $101K-$130K 22.2% (2) $131K-$160K 44.4% (4) $161K-$200K 11.1% (1) $201K-$250K 11.1% (1) $131K-$160K 37.5% (3) $161K-$200K 12.5% (1) $201K-$250K 37.5% (3) $251K-$300K 12.5% (1) $300K+ 100% (1) $251K-$300K 50.0% (1) $300K+ 50.0% (1) MANAGER Attorneys Salary Range Percentage $75K-$100K 33.3% (1) $101K-$130K 66.7% (2) $75K-$100K 60.0% (3) $101K-$130K 20.0% (1) $131K-$160K 20.0% (1) $75K-$100K 33.3% (3) $101K-$130K 66.7% (6) $101K-$130K 50.0% (1) $161K-$200K 50.0% (1) $101K-$130K 25.0% (1) $131K-$160K 50.0% (2) $161K-$200K 25.0% (1) ADMINISTRATOR Attorneys Salary Range Percentage $75K-$100K 100.0% (2) $75K-$100K 100.0% (3) $101K-$130K 100.0% (2) LAW FIRM RECRUITING & DEVELOPMENT SURVEY 27
28 Annual Bonus Last Year PERCENTAGE OF ANNUAL SALARY: 5%-10% 11%-15% 16%-20% 21%+ Respondents provided bonus information which we analyzed by function, firm size, years in current role, and years at current firm. Chief bonuses are highly variable from 5-10% up to >21% of salary Director bonuses also vary with the largest number in the 5-10% range Answered: 49 For Managers, the majority are within the 5-10% range Coordinators and Administrators all fall within the 5-10% range No meaningful trend in bonus amounts based on geographic responsibility With the exception of Chiefs, the majority of all bonuses sits in the 5-10% range There is no discernible trend with regard to professional development and training responsibilities; the majority of bonuses sit in the 5-10% range There is no discernible trend regarding bonuses and firm size, though there seems to be slightly higher bonuses in the smaller firms (1-200) at the Director level How does your firm determine your bonus? Answered: 60 BONUS POOL 7.4% 3.7% REVENUE % ALL OF THE ABOVE 29.6% 59.3% PERFORMANCE-BASED LAW FIRM RECRUITING & DEVELOPMENT SURVEY 28
29 ANNUAL BONUS BY FUNCTION Percentage of annual salary: 5%-10% 11%-15% 16%-20% 21%+ ANNUAL BONUS BY FIRM SIZE ATTORNEYS Percentage of annual salary: 5%-10% 11%-15% 16%-20% 21%+ LAW FIRM RECRUITING & DEVELOPMENT SURVEY 29
30 ANNUAL BONUS BY YEARS IN CURRENT ROLE Percentage of annual salary: 5%-10% 11%-15% 16%-20% 21%+ ANNUAL BONUS BY YEARS AT CURRENT FIRM Percentage of annual salary: 5%-10% 11%-15% 16%-20% 21%+ LAW FIRM RECRUITING & DEVELOPMENT SURVEY 30
31 In the following charts, we look at bonus by function, recruiting responsibility, and firm size. ANNUAL BONUS BY FUNCTION AND GEOGRAPHIC SCOPE OF RECRUITING RESPONSIBILITY CHIEF º DIRECTOR MANAGER ADMINISTRATOR* International (4) International (8) International (5) National (1) 5%-10% annual salary 25.0% 5%-10% annual salary 41.3% 5%-10% annual salary 80.0% 5%-10% annual salary 100.0% 11%-15% 25.0% 11%-15% 25.0% 11%-15% 0.0% 11%-15% 0.0% 16%-20% 0.0% 16%-20% 12.5% 16%-20% 20.0% 16%-20% 0.0% 21%+ 50.0% 21%+ 25.0% 21%+ 0.0% 21%+ 0.0% National (9) National (8) Regional (2) 5%-10% annual salary 55.6% 5%-10% annual salary 87.5% 5%-10% annual salary 100.0% 11%-15% 22.2% 11%-15% 12.5% 11%-15% 0.0% 16%-20% 11.1% 16%-20% 0.0% 16%-20% 0.0% 21%+ 11.1% 21%+ 0.0% 21%+ 0.0% Regional (5) Regional (6) 5%-10% annual salary 40.0% 5%-10% annual salary 66.7% 11%-15% 20.0% 11%-15% 33.3% 16%-20% 0.0% 21%+ 20.0% 16%-20% 0.0% 21%+ 0.0% *No International No National ºNo Regional ANNUAL BONUS BY FUNCTION AND RESPONSIBILITY FOR TRAINING AND DEVELOPMENT CHIEF DIRECTOR MANAGER ADMINISTRATOR Responsible (2) Responsible (8) Responsible (6) Responsible (0) 5%-10% annual salary 0.0% 5%-10% annual salary 62.5% 5%-10% annual salary 66.7% 5%-10% annual salary -- 11%-15% 50.0% 11%-15% 12.5% 11%-15% 33.3% 11%-15% -- 16%-20% 0.0% 16%-20% 0.0% 16%-20% 0.0% 16%-20% -- 21%+ 50.0% 21%+ 25.0% 21%+ 0.0% 21%+ -- Not Responsible (2) Not Responsible (15) Not Responsible (13) Not Responsible (3) 5%-10% annual salary 50.0% 5%-10% annual salary 40.0% 5%-10% annual salary 84.6% 5%-10% annual salary 100.0% 11%-15% 0.0% 11%-15% 26.7% 11%-15% 7.7% 11%-15% 0.0% 16%-20% 0.0% 16%-20% 13.3% 16%-20% 7.7% 16%-20% 0.0% 21%+ 50.0% 21%+ 20.0% 21%+ 0.0% 21%+ 0.0% LAW FIRM RECRUITING & DEVELOPMENT SURVEY 31
32 If a firm size or annual bonus range is not listed, there were no responses for that category. ANNUAL BONUS BY FUNCTION AND FIRM SIZE CHIEF Attorneys Bonus % of annual salary Percentage %-15% 100.0% (1) % % (1) % % (1) %-10% 100.0% (1) DIRECTOR Attorneys Bonus % of annual salary Percentage % % (1) %-10% 66.7% (2) 16%-20% 33.3% (1) %-10% 44.4% (4) 11%-15% 44.4% (4) 21%+ 11.1% (1) %-10% 57.1% (4) 11%-15% 14.3% (1) 16%-20% 14.3% (1) 21%+ 14.3% (1) % % (1) %-10% 50.0% (1) 21%+ 50.0% (1) MANAGER Attorneys Bonus % of annual salary Percentage %-10% 100.0% (1) %-10% 75.0% (3) 16%-20% 25.0% (1) %-10% 85.7% (6) 11%-15% 14.3% (1) %-10% 50.0% (1) 11%-15% 50.0% (1) %-10% 66.7% (2) 11%-15% 33.3% (1) ADMINISTRATOR Attorneys Bonus % of annual salary Percentage %-10% 100.0% (1) %-10% 100.0% (1) LAW FIRM RECRUITING & DEVELOPMENT SURVEY 32
33 ABOUT MAJOR, LINDSEY & AFRICA Founded in 1982, Major, Lindsey & Africa is the largest and most experienced legal search firm in the world. With more than 25 offices worldwide, Major, Lindsey & Africa has earned recognition for its track record of successful general counsel, corporate counsel, partner, associate and law firm management placements. The firm also provides law firms and companies with highly specialized legal professionals on project, interim and temporary-topermanent hire basis. Combining local market knowledge and a global recruiting network, Major, Lindsey & Africa recruiters are dedicated to understanding and meeting client and candidate needs while maintaining the highest degree of professionalism and confidentiality. The firm considers every search a diversity search and has been committed to diversity in the law since its inception. Major, Lindsey & Africa is an Allegis Group company, the global leader in talent solutions. ABOUT MAJOR, LINDSEY & AFRICA S LAW FIRM MANAGEMENT PRACTICE Our Law Firm Management Practice focuses exclusively on recruiting senior management talent who can excel in rapidly shifting marketplace conditions, demanding new regulations and ever-intensifying competition. We understand both the unique environment of law firms and the qualities necessary for a professional to thrive and succeed in these positions and build leadership teams from the ground up. LEARN MORE AT: AMY B. MALLOW Managing Director amallow@mlaglobal.com AMANDA K. BRADY Global Practice Leader abrady@mlaglobal.com LAW FIRM RECRUITING & DEVELOPMENT SURVEY 33
34 MAJOR, LINDSEY & AFRICA SURVEY OF LAW FIRM RECRUITING CHIEFS, DIRECTORS, MANAGERS AND COORDINATORS 1. What is your title? 2. In what city and state are you located? 3. How large is your law firm? 1-50 attorneys attorneys attorneys 501-1,000 attorneys attorneys attorneys 4. What is the geographic reach of your responsibility? Regional National International 5. What is your primary responsibility? Select as many as apply. Recruiting Integration Summer associate program Training and/or professional development Alumni relations Other (please specify) 6. If you selected Professional Development (in #5 above) as a primary responsibility, for which populations are you responsible? Select as many as apply. Partner Associate Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Management/Administrative Other (please specify) 7. If you selected Integration (in #5 above) as a primary responsibility, which population are you responsible for integrating into the firm? Select as many as apply. Partner Associate Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Management/Administrative Other (please specify) 8. If you selected Recruiting (in #5 above) as a primary responsibility, for which population do you recruit? Select as many as apply. Partner Associate Counsel/Staff Attorney Contract/Temporary Attorneys Law Firm Management/Administrative Other (please specify) 9. What is your primary source for leads? Legal recruiter Social media such as LinkedIn Referral Job postings on legal publications Job postings on your firm s website 10. How do you publicize job postings? Legal recruiter Social media such as LinkedIn Personal network Job listings in legal publications Job posting s on your firm s website 11. On average, how long does it take you to fill a position after the job is posted? 30 days 60 days 90 days Other (please specify in days) 12. Have you set diversity goals for recruiting at your firm? Yes No 13. Have you met those diversity goals? In the last year In the last 3-5 years See improvement year over year Comments 14. How many recruiting professionals are in your firm? Chief Director Manager Coordinator LAW FIRM RECRUITING & DEVELOPMENT SURVEY 34
35 15. How many people do you manage? Include administrative staff. None More than What was the primary reason for your move to your current firm? Increased responsibilities Increased compensation Desire to work for a larger law firm More senior level position Other (please specify) 16. Are the recruiting and professional development functions handled by the same department at your firm? Yes No 17. To whom do you report? Attorney recruiting committee Attorney professional development committee Chief/Director of Recruiting or Professional Development Chief Human Relations Officer of Chief Talent Officer COO/Executive Director Other (please specify) 18. Are you... Female Male 19. How long have you been in your current role? 1-2 years 3-5 years 6-10 years More than 10 years 20. How many years have you been at your current law firm in total? 1-5 years 6-10 years years More than 20 years 22. How satisfied are you in your career? Very Satisfied Moderately Satisfied Slightly Satisfied Not At All Satisfied 23. What is your next professional goal? Select all that apply. Increased responsibilities at my current firm Increased compensation at my current firm Move to a larger firm Other (please specify) 24. What is your base salary? $75,000 to $100,000 $101,000 to $130,000 $131,000 to $160,000 $161,000 to $200,000 $201,000 to $250,000 $251,000 to $300,000 $300, What was your annual bonus last year? 5-10% of annual salary 11-15% of annual salary 16-20% of annual salary More than 21% of annual salary 26. How does your firm determine your bonus? Bonus pool Revenue % Performance-based All of the above Other (please specify) LAW FIRM RECRUITING & DEVELOPMENT SURVEY 35
36 COPYRIGHT 2017 MAJOR, LINDSEY & AFRICA LLC. ALL RIGHTS RESERVED.
Houston Association of Legal Recruitment Administrators Survey
Houston Association of Legal Recruitment Administrators Survey Spring 2010 Presented By: Eva Wisnik Wisnik Career Enterprises, Inc. ewisnik@wisnik.com www.wisnik.com Survey Method Sent survey to 41 Houston
More informationCorporate Recruiters Survey Report 2017
Market Intelligence Corporate Recruiters Survey Report 2017 The is a product of the Graduate Management Admission Council (GMAC), a nonprofit organization of 220 leading graduate business schools from
More informationApple UK Gender Pay Gap Report
Apple UK Gender Pay Gap Report 2017 We know the strength of our innovation depends on a vibrant and diverse workforce. From our earliest days, we ve believed that Apple should be a reflection of the world
More informationExecutive Summary
2013-2014 1 ABOUT THE SURVEY In 2013, SMPS partnered with Dynamic Benchmarking to develop a customized, dynamic marketing compensation and metrics survey platform. The platform was built and tested in
More informationBP s UK gender pay gap in 2017
BP s gender pay gap in 2017 BP s UK gender pay gap in 2017 Building a diverse BP where every employee is valued is one of the ways we ll succeed together. Bob Dudley, Group chief executive At BP, we work
More informationGender Pay Gap Report 2017
Gender Pay Gap Report 2017 Barclays commitment to building a diverse and inclusive culture It has been my experience, not just as a business leader but also in my life beyond work, that equality and diversity
More informationNew York Law Firm Recruiters Salary Survey 2007
New York Law Firm Recruiters Salary Survey 2007 Presented By Eva Wisnik For November 13, 2007 Wisnik Career Enterprises, Inc. www.wisnik.com Survey Method Sent over 350 surveys to New York City legal recruitment
More informationKRAKOW THE LAND OF CARROTS
KRAKOW THE LAND OF CARROTS Finding the right one to answer the key questions Krakow is recognised as one of the top locations for the Business Services Sector (BSS) in Europe with 40 000 people working
More informationTABLE OF CONTENTS ONLY
TABLE OF CONTENTS ONLY Business Continuity Compensation Report - United States of America Compensation Review May 2017 Benchmarking. Plan Ahead. Be Ahead. Data collected between January March 2017 with
More informationCHARITY FINANCE SALARY, REWARDS & RETENTION SURVEY 2017
CHARITY FINANCE SALARY, REWARDS & RETENTION SURVEY 2017 Contents Introduction 3 What s Happening to Finance Salaries? 4 Average Salary 5 Functions 6 Non-Finance Responsibilities 7 Qualifications 8 Incentives
More informationTurning Employees into Brand Advocates. 4 Steps to an Effective Employee Engagement Program
Turning Employees into Brand Advocates 4 Steps to an Effective Employee Engagement Program Engaged employees are the lifeblood of every successful business. They speak positively about your company to
More informationWWF-UK GENDER PAY GAP REPORT 2017 GENDER PAY GAP REPORT 2017
WWF-UK GENDER PAY GAP REPORT 2017 1 BACKGROUND As we have more than 250 employees in the UK, we re required to publish our gender pay gap. The pay gap information in this report is based on a snapshot
More informationSales Engineers & Technical Sales Managers
INTRODUCING FOOD MANUFACTURING PROFESSIONALS 2016 Salary Survey Sales Engineers & Technical Sales Managers (Food/FMCG Machinery & Components) About the Salary Survey Respondents 216 Respondents 98% Male
More informationAverage Service and Operations Manager Salary
Welcome to the new normal. In 2017, the Copier Channel finds itself in a new business landscape that emerged after a decade of rapid technological advances. Now that the industry is IT-based, it faces
More informationWANTED: WOMEN IN STEM
Additional support from WANTED: WOMEN IN STEM An Exploration of Influential Factors, Their Professional Journey & Ways to Foster Change Women in Technology International Survey, 2016 Gender Female 98.8%
More informationFinancial Salary Guide & Employment Outlook
2017 Financial Salary Guide & Employment Outlook About Alliance Resource Group Candidate-first methodology. Our unique discovery process provides an exceptional understanding of the competencies and interests
More information2018 SALARY GUIDES NOW AVAILABLE! FINANCE & ACCOUNTING SALARY GUIDE
2018 SALARY GUIDES NOW AVAILABLE! 2017 FINANCE & ACCOUNTING SALARY GUIDE TABLE OF CONTENTS From the CEO... 3 2017 Most In Demand Positions... 4 About the Salary Guide... 5 Salary Guide New York Metropolitan
More information2012 Retained Executive Search: The Associates
2012 Retained Executive Search: The Associates Sponsored by the Executive Search Research Consulting Group Underwritten by Strategic Research Solutions January 2013 January 2013 The Executive Search Research
More informationAll rights reserved, including the right of reproduction in whole or in part or in any form.
No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except
More informationWyndham Worldwide Associate Referral Program Guidelines
Effective: 7/25/16 Wyndham Worldwide Associate Referral Program Guidelines In alignment with our Count On Me! service culture, we count on associates, our greatest resources, to refer individuals who embrace
More informationCONTENTS I. POLICY SUMMARY
Senior Management Group Appointment and Compensation Approved September 18, 2008 Amended March 19, 2009, September 16, 2010, and September 18, 2013 Responsible Officer: Vice President Human Resources Responsible
More informationABOUT TABLE OF CONTENTS DEMAND
DEMAND DEMAND ABOUT TABLE OF CONTENTS Kforce, one of the nation s largest professional staffing and solutions firms, polled over 1,600 companies of all sizes from a broad spectrum of industries. Leaders
More informationEmployer Branding Essentials. 4 Tips Inspired by LinkedIn s Top Attractors Ranking
Employer Branding Essentials 4 Tips Inspired by LinkedIn s Top Attractors Ranking Introduction Your reputation as an employer is everything. If you have a good one, top candidates want to work for you
More informationChief Executive Officer Compensation in Federally Qualified Health Centers Highlights of the Second Edition
2012 Chief Executive Officer Compensation in Federally Qualified Health Centers Highlights of the Second Edition Data Collected June August, 2012 Published August, 2012 2012 Merces Consulting Group, Inc.
More informationWorkshop: Authentic bonding 17 June 2013
www.pwc.com Workshop: Authentic bonding Authentic bonding Starts before you join the firm Happens while you are on board Continues after you have left the firm Pre- & On-Boarding Coaching Off-Boarding
More informationWelcome to the most profitable Tasty Home Based Business in the World!
Welcome to the most profitable Tasty Home Based Business in the World! Introducing a brand new worldwide Recipe Exchange social platform that will literally go viral. No sponsoring required. The more you
More informationSHRM CUSTOMIZED TALENT ACQUISITION BENCHMARKING REPORT
SHRM CUSTOMIZED TALENT ACQUISITION BENCHMARKING REPORT THANK YOU FOR ORDERING A SHRM CUSTOMIZED TALENT ACQUISITION BENCHMARKING REPORT Your report is based on the following criteria: SELECTION CRITERIA
More informationWHERE PEOPLE ARE AND WHAT DO THEY WANT AN INSIGHT INTO RECRUITMENT BEST PRACTICES. Rowan O Grady, Hays Canada President
WHERE PEOPLE ARE AND WHAT DO THEY WANT AN INSIGHT INTO RECRUITMENT BEST PRACTICES Rowan O Grady, Hays Canada President PRESENTER Rowan O Grady Hays Canada President rowan@hays.com DIVIDER SLIDE WHERE PEOPLE
More informationFROM MYTHS TO MONEY YOUR JOURNEY TO REVENUE WITH CONTRACT RECRUITING
FROM MYTHS TO MONEY YOUR JOURNEY TO REVENUE WITH CONTRACT RECRUITING TABLE OF CONTENTS Your Journey to Revenue with Contract Recruiting TRENDS & IMPACTS OPPORTUNITIES AHEAD 3 6 TOP 10 REASONS TO PLACE
More informationEY Center for Careers in Accounting and Information Systems Career Planning
EY Center for Careers in Accounting and Information Systems Career Planning Introduction What is the difference between career planning and job search? A career plan is a long-term path, based on your
More information2017 SURVEY SUITE. Strengthening Total Compensation Solutions through Data-Driven Intelligence and Insights. Cover TBD
Cover TBD 2017 SURVEY SUITE Strengthening Total Compensation Solutions through Data-Driven Intelligence and Insights Struggling to benchmark unique or emerging positions? Interested in devising competitive
More informationFTSE 100. Group Director of Corporate Communications/ Affairs Survey 2016/17
FTSE 100 Group Director of Corporate Communications/ Affairs Survey 2016/17 About the survey Once again, we are delighted to reveal our annual survey of the Corporate Communications/Affairs space. Now
More informationGlobal Staffing Trends What you need to know about the state of the recruitment industry
Global Staffing Trends 2017 What you need to know about the state of the recruitment industry What s in this report 1 Why read this report 6 The impact of branding 2 Top 4 takeaways 7 Looking ahead: Staffing
More informationHuman Resource Professionals. Human Resource Professionals. Executive Summary Report Spring, A Survey of. for. Gatti & Associates.
A Survey of Human Resource Professionals for Human Resource Professionals Executive Summary Report Spring, 2006 Prepared by: DISCOVERY Surveys, INc. Bruce L. Katcher, Ph.D. Specializing in Employee Opinion
More informationComparison of Skilled Workers and Businesses
Comparison of Skilled Workers and Businesses Business for the Arts (Ontario) submitted by Nanos to Business for the Arts, April 2016 (Submission 2016-733) About the project The research was commissioned
More informationAlumni Career Levels: Job Attributes and Satisfaction
Alumni Career Levels: Job Attributes and Satisfaction Career Stages and Job Levels Class of 2011 Graduates by Job Level Profile of Senior-Level and Executive Alumni Notable Differences by Industry Strategies
More informationGLOBAL WORKFORCE MOBILITY SURVEY 2017
GLOBAL WORKFORCE MOBILITY SURVEY 2017 TABLE OF CONTENTS 3 4 7 8 11 12 Top Takeaways Global Business Opportunities Are a Priority for Companies in 2017 Employers are Investing in Attracting and Retaining
More informationOffice of the Director of National Intelligence. IC Annual Employee Climate Survey. April Summary Results
April 2006 Summary Results 1 Background In October 2005, the Director of National Intelligence conducted the first-ever Intelligence Community (IC) Employee Climate Survey to gauge the state of the IC
More informationJob Families and Market Analysis
Job Families and Market Analysis Dennis Larsen Executive Director Compensation Programs & Strategies University of California Human Resources December 7-8, 2011 Irvine, CA Setting the Stage Compensation
More informationUK Oil and Gas Salary Survey What are you worth?
UK Oil and Gas Salary Survey 2015 What are you worth? Introduction Welcome to the 2015 edition of the Nigel Wright Energy UK Oil and Gas Salary Survey. As a company that is at the core of recruitment
More informationSpotlight on Africa HR and Global Mobility trends and approaches in Africa
Spotlight on Africa HR and Mobility trends and approaches in Africa 1 Economic trends in Africa New investment amongst South African corporations is overwhelmingly directed towards expanding into other,
More informationOur 2017 Gender Pay Gap Report
Our 2017 Gender Pay Gap Report A FEW WORDS FROM OUR HR DIRECTOR Frances Duffy, UK HR Director As a Times Top 50 Employer for Women and winner of Business of the Year at the First Women Awards 2017, we
More informationGender pay gap report
2017-18 Gender pay gap report Background New UK legislation means that all organisations employing more than 250 people must report on a number of key metrics to illustrate their gender pay gap. The gender
More informationGender Pay Gap Reporting. Reporting for April 2017
Gender Pay Gap Reporting Reporting for April 2017 Our Commitment Teaching Personnel is an equal opportunities employer, working with nearly 6,000 teachers, teaching assistants and internal staff across
More informationANNEXURE-I QUESTIONNAIRE FOR EMPLOYEES PERCEPTIONS ON HRM PRACTICES IN SUGAR INDUSTRIAL UNITS
ANNEXURE-I QUESTIONNAIRE FOR EMPLOYEES PERCEPTIONS ON HRM PRACTICES IN SUGAR INDUSTRIAL UNITS Section-1: 1. What is your name?(optional) 2. What is your designation? 3. What is your age? Under 21 21-30
More informationACHIEVING PAY EQUITY: HOW ANALYTICS HAS EVOLVED T O S U P P O R T TRUE PROGRESS
HEALTH WEALTH CAREER ACHIEVING PAY EQUITY: HOW ANALYTICS HAS EVOLVED T O S U P P O R T TRUE PROGRESS A U T H O R S : BRIAN LEVINE, Ph D LINDA CHEN ALEX GRECU, Ph D WORKFORCE STRATEGY & ANALYTICS Over the
More informationThe Essential Relationship between HR and Marketing
The Essential Relationship between HR and Marketing A Definitive Guide on How HR and Recruiting Departments Can Adopt Marketing Techniques to Attract the Best Talent Recruiting departments are increasingly
More informationANGLIAN WATER S GENDER PAY GAP REPORT
ANGLIAN WATER S GENDER PAY GAP REPORT This report sets out the gender pay gap at Anglian Water, the reasons for it and the steps we are taking to close it. What is the gender pay gap? This is the average
More informationThe Vertical Salary Review 2017 with Place North West PROPERTY + CONSTRUCTION
The Vertical Salary Review 2017 with Place North West PROPERTY + CONSTRUCTION Contents 3 Foreword 4 Methodology 5 Profile of respondents 7 Overview 8 Salary summary 9 Architects 12 Building Services Consultants
More informationGRADUATE SURVEY FORM CLASS OF 2017 NALP EMPLOYMENT REPORT AND SALARY SURVEY
GRADUATE SURVEY FORM CLASS OF 2017 NALP EMPLOYMENT REPORT AND SALARY SURVEY LLM JD Please refer to the Frequently Asked Questions sheet as you are completing this survey. Name Phone Permanent Address Non-FLS
More informationAHRI pulse survey. Turnover and Retention. turnover and retention 1
HR:PULSE AHRI pulse survey Turnover and Retention turnover and retention 1 AHRI s previous 2008 Pulse survey on turnover and retention in Australian businesses found an average turnover figure of 18.5
More informationConducting a Recruitment and Selection Process Sample Tools, Templates and Operating Guidelines
Conducting a Recruitment and Selection Process Sample Tools, Templates and Operating Guidelines Prepared by: Carmen Drouin & Associates, January 2015 Prepared for: National Sport Federation Services Canadian
More informationFuture of Work. CTA Market Research Report. The Authorative Source for Consumer Technologies Market Research
Future of Work CTA Market Research Report May 2017 The Authorative Source for Consumer Technologies Market Research research@cta.tech 703-907-7600 Executive Summary The Consumer Technology Association
More informationhow will I draw my future
recruiting how will I draw my future AXA Advisors, LLC. The security that comes with a well-established global leader is admired not only by our peers in the industry, but also by our clients. join a winning
More information2012 Linux Jobs Report
Strong Demand Drives Higher Salaries, More Perks for Linux Professionals A survey and report by Dice and The Linux Foundation February 16, 212 Executive Summary It is well accepted that the IT job market
More informationINTRODUCTION PRINCIPLES
REMUNERATION POLICY INTRODUCTION Remuneration within Rolfes Holdings Limited ( Rolfes or the Company ) is aligned to its corporate strategy and in adherence to the principles set out in the King Report
More information2017 UK Gender Pay Gap
2017 UK Gender Pay Gap UK Gender Pay Reporting as of April 2017 March 1, 2018 2017 Gender Pay Gap Reporting: UK Recently, the UK introduced legislation requiring companies with more than 250 employees
More informationUnited Kingdom. Staffing Trends 2016
United Kingdom Staffing Trends 2016 Introduction To build your client base, engage with candidates, and recruit top talent, you need to understand where the recruitment industry is going. This annual report
More information4TH MEMBERSHIP SURVEY. (14 November to 15 December 2016)
4TH MEMBERSHIP SURVEY (14 November to 15 December 2016) Foreword Dear members, The Institute is keen to listen to you. As members of Hong Kong s sole statutory accounting licensing institute and the largest
More information7 Quality Organizations and Service. Copyright 2016, 2013, 2011 Pearson Education, Inc. 1
7 Quality Organizations and Service Copyright 2016, 2013, 2011 Pearson Education, Inc. 1 PERFORMANCE PROFITS CUSTOMERS Copyright 2016, 2013, 2011 Pearson Education, Inc. 2 After studying these topics,
More informationCareer Development: A Two-Way Street
Page 1 of 6 Career Development: A Two-Way Street According to management guru Tom Peters, a professional s career today can mean as many as 10 jobs, in five companies or firms, in three industries. Young
More informationBBC Statutory Gender Pay Report 2017
BBC Statutory Gender Pay Report 2017 BBC Statutory Gender Pay Report 2017 2 Statutory Gender Pay Report Contents 3 Introduction 4 Why equal pay and the gender pay gap are not the same 5 Gender at the BBC
More informationBenchmarking Report on Workplace Effectiveness and Flexibility Executive Summary
Benchmarking Report on Workplace Effectiveness and Flexibility Executive Summary PREPARED FOR: WORKSITE LOCATION: Company X Chicago, IL ORG ID NUMBER: 123456, www.familiesandwork.org Sloan Award Benchmarking
More informationRequest for Proposal For: 2018 American Bar Association Temporary Services
Table of Contents Bid Timetable [2] 1.0 General Bid Information [3] 2.0 Proposal Requirements [5] 3.0 Criteria for Selection [7] 4.0 Specifications and Work Statement [7] Appendix A: Bidder Response Sheet
More informationThe Four Pillars of Marketing : How to Measure the ROI of Marketing
The Four Pillars of Marketing : How to Measure the ROI of Marketing Pillar 1: Retain and Grow Relationships with Existing Clients Client Satisfaction and Retention Client Service Cross-Marketing Referral
More informationHEALTH CARE HIRING HITS BOTTOM LINE
RESEARCH RESULTS CLIENT RESEARCH RESULTS BY: MIKE KEMP CONSULTANT, CABER REALIZATION RESULTS: Compared to the previous hiring process, the current hiring process was rated more than three times better
More informationPORTLAND PUBLIC SCHOOLS HUMAN RESOURCE SERVICES AND DELIVERY
PORTLAND PUBLIC SCHOOLS HUMAN RESOURCE SERVICES AND DELIVERY January 2013 Overview Portland Public School District (the District or PPS) contracted with AKT to create a new vision and values for their
More informationWhat are you worth? North East Salary Survey 2017
What are you worth? North East Salary Survey 2017 Introduction Welcome to the 2017 edition of the Nigel Wright Recruitment North East Salary Survey. As a company that is at the core of recruitment in the
More informationGlobal Recruiting Trends What you need to know about the state of talent acquisition
Global Recruiting Trends 2017 What you need to know about the state of talent acquisition What s in this report 1 Why read this? 6 The impact of employer branding 2 Top 5 takeaways 7 Looking ahead: Recruiting
More informationRain check. 38 MM&M x SEPTEMBER 2010 x mmm-online.com ILLUSTRATION: 2010 ELDON DOTY
Rain check Following last year s unprecedented decreases, average salaries have bounced back to 2008 levels. Is the storm finally passing? James Chase reports on the key findings of the Career & Salary
More information2017 Recruiter Sentiment Study
2017 Recruiter Sentiment Study with Insights from and Candidates Conducted by The Martec Group MRINetwork.com/Recruiter-Sentiment-Study CONTENTS SURVEY HIGHLIGHTS 3 JOB OPENINGS TODAY What is Causing Job
More informationImperial Coaching Strategy
Imperial Coaching Strategy External Context Dealing with change and uncertainty are a constant that all institutions are currently facing. Imperial recognises that this will call on the resilience of its
More informationPerformance Feedback Culture Study Key Informant Questionnaire
Performance Feedback Culture Study Key Informant Questionnaire Your company is participating in a multi-company study of performance feedback culture that is being conducted by the Center for Effective
More informationGENDER PAY GAP REPORT 2017
Foreword Measuring the pay gap Understanding our pay gap Closing the gap Statutory disclosures 2/7 Foreword Fast facts Diageo plc At Diageo, our ambition is to become one of the most trusted and respected
More informationVOLUNTEER DEVELOPMENT
VOLUNTEER DEVELOPMENT BUILDING A STRUCTURE FOR FUTURE LEADERS TO EMERGE Sarah Sheila Birnbach President Birnbach Success Solutions (301) 530-6300 office (240) 401-3440 mobile sheila@birnbachsuccesssolutions.com
More informationCareer Solutions. O v e r 25 Ye a r s o f Ex c e l l e n c e
Career Solutions O v e r 25 Ye a r s o f Ex c e l l e n c e A Studley Group Company Career Transition Solutions for Individuals & Organizations in Change Transition Solutions offers the best value for
More informationCompensation Market Trends
Industry Study Compensation Market Trends Dan Cox and Joseph Amster Sponsored by: Contents 1.0 Executive Summary 2.0 Compensation Market Analysis 3.0 Survey Participation 3.1 What type of compensation
More informationD R. V I C K I A. B R O W N D O D C H I E F L E A R N I N G O F F I C E R C I V I L I A N W O R K F O R C E J U LY 2 016
D R. V I C K I A. B R O W N D O D C H I E F L E A R N I N G O F F I C E R C I V I L I A N W O R K F O R C E J U LY 2 016 PRESENTATION GOAL 1. Create awareness of what employee engagement is, how it is
More information2015 REGIONAL SENIOR EXECUTIVE REWARD SURVEY MERCER EXECUTIVE REMUNERATION GUIDES (MERG) CHINA, HONG KONG, INDIA, JAPAN AND SINGAPORE
2015 REGIONAL SENIOR EXECUTIVE REWARD SURVEY MERCER EXECUTIVE REMUNERATION GUIDES (MERG) CHINA, HONG KONG, INDIA, JAPAN AND SINGAPORE MERCER EXECUTIVE REMUNERATION GUIDES MERCER S NEW ASIA SENIOR EXECUTIVE
More informationShared Responsibility Reference Guide V1017
Shared Responsibility Reference Guide V1017 Trademarks The ADP Logo is a registered trademark of ADP, LLC. ADP A more human resource is a service mark of ADP, LLC. All other trademarks are the property
More information2017 Aspect Software, Inc. All rights reserved
Agent Engagement: Customer service agent engagement is best described as feeling good about, satisfied with, and committed to your job. The State of Agent Satisfaction 62% Of customer service agents report
More informationCreating a Job Search Program In Your Church, Synagogue Or Community Organization
Creating a Job Search Program In Your Church, Synagogue Or Community Organization Special Supplement to The Unwritten Rules of the Highly Effective Job Search By Orville Pierson Note: This Special Supplement
More information2016 Architecture & Engineering
2016 Architecture & Engineering Market Outlook Survey The results are in... 1 Grassi & Co. and Zetlin & De Chiara LLP are pleased to announce the release of our 2016 Architecture & Engineering (A&E) Industry
More informationReasons Why Employee Referrals Matter to Small to Mid-sized Businesses
Reasons Why Employee Referrals Matter to Small to Mid-sized Businesses CLICK BELOW TO LEARN MORE ON WHY REFERRALS MATTER: INTRODUCTION One of the toughest challenges small to mid-sized businesses (SMBs)
More informationUK Gender Pay Gap Report 2017
UK Gender Pay Gap Report 2017 1 Gender Pay Gap Report 2017 At Citi, we believe diversity and inclusion at all levels of our organisation are critical to our success, and that our gender strategy sets out
More informationStandard 5 Appendix 6
Standard 5 Appendix 6 MPA PROGRAM ASSESSMENT PLAN May 2013 Part I: Overarching Program Components Purpose: To ensure the MPA program has regular and effective assessment of its mission, goals, public service
More informationNACD Private Company Governance Survey
This document was prepared for respondents to the 2012-2013. NACD Private Company Governance Survey PUBLISHED BY National Association of Corporate Directors SPONSORED BY The NACD Center for Board Leadership
More informationVariable Pay Designing & Management
Date: 3. August 2012, 14:00-17:00 Venue: The Garden Hotel, Guangzhou HR Seminar & Discussion Forum Variable Pay Designing & Management - Minutes - Speaker: Christine Zhen, HR director of C&B, Greater China
More informationProcurement Assessment Report
Procurement Assessment Report Findings and Recommendations Prepared by E&I Consulting Group May 7, 2015 E&I Consulting Group 2 Jericho Plaza, Suite 309, Jericho, NY 11753 (631) 630-8374 www.eandiconsulting.org
More informationMaritime Salary Review
Maritime Salary Review July 2012 Introduction How professionals in the shipping industry, whether at sea or ashore, are remunerated can be a complicated and varied picture. It is an industry buffeted in
More informationdifferent functions, capabilities and areas of expertise of our professionals.
sustainability Quality of Service / Learning and Development Professional development is crucial to maintaining the quality of our services, ensuring the growth of the Organization and creating value for
More informationThe 2007/08 Employee Satisfaction and Retention Survey Maura Pallera, Global Research Analyst,
i n s i g h t March 2008 The 2007/08 Employee Satisfaction and Retention Survey Maura Pallera, Global Research Analyst, mpallera@salary.com Bottom Line Subjects Employers understand reasons for employee
More informationLanteria HR Core HR
Lanteria HR 2013 - Core HR User's Guide for version 4.2.0 Copyright 2015 Lanteria Table of Contents 1 Introduction... 4 1.1 The Core HR Module Overview... 4 1.2 Terminology List... 4 2 Core HR Dashboard...
More informationLabour Market Study of Solid Waste Management Employment in Canada
555 Rene-Levesque Blvd. W. 9 th floor Montreal (Quebec) H2Z 1B1 CANADA (514) 861-0809 Fax (514) 861-0881 Internet info@zba.ca Labour Market Study of Solid Waste Management Employment in Canada Employer
More informationHENRICO CASA PROGRAM EXECUTIVE SUCCESSION PLAN POLICIES
HENRICO CASA PROGRAM EXECUTIVE SUCCESSION PLAN POLICIES Henrico CASA Executive Succession Plan Policy POLICY STATMENT: A change in executive leadership is inevitable for all organizations and can be a
More informationC A R L E T O N U N I V E R S I T Y POSITION DESCRIPTION
C A R L E T O N U N I V E R S I T Y POSITION DESCRIPTION PART A Employee Name: Title of Immediate Supervisor: Manager, Talent & Organizational Development Position Title: Talent Acquisition Coordinator
More informationOUR PEOPLE, OUR STRENGTH
OUR PEOPLE, OUR STRENGTH 2015-2017 TABLE OF CONTENTS 1. 1. Employee messages... 2 i. Message from CAO ii. Message from Director, Human Resources 2. Executive summary... 3 3. About the Our People, Our Strength
More informationThe Mainframe Talent Drain: How a Baby Boomer Exodus is Impacting Mainframe Operations and What Organizations Can Do to Adapt
Ensono Whitepaper The Mainframe Talent Drain: How a Baby Boomer Exodus is Impacting Mainframe Operations and What Organizations Can Do to Adapt ensono.com White Paper OVERVIEW The demographics of the IT
More informationGREATER RHODE ISLAND WORKFORCE DEVELOPMENT BOARD
1 GREATER RHODE ISLAND WORKFORCE DEVELOPMENT BOARD REQUEST FOR INFORMATION (RFI) FOR: ONE STOP OPERATOR SERVICES OR ONE STOP OPERATOR SERVICES AND PROVIDER OF ADULT AND DISLOCATED WORKER PROGRAMS AND SERVICES
More information