THE NEW LEGAL LANDSCAPE: TRAINERS ROLE

Transcription

1 THE NEW LEGAL LANDSCAPE: TRAINERS ROLE By Jeanette Derby President & Founder Legal E Employment Partners Washington Legal Trainers Forum Wednesday, March 16, 2016 Offices of Cooley LLP 1299 Pennsylvania Avenue, NW, Suite 700 Washington, D.C

2 Introduction The Economic Effects Current Employment Market Shifts the Legal Landscape Recruiting Trends Driving Engagement Training and Development Staff Professional Development Evolution of Legal Trainers Legal Trainer Salary Survey Future of Law Firms

3 The Economic Effects The Great Recession Global Trade Declines Jeopardized Savings Plans Restrained Consumer Spending Organizational Budget Reductions Massive Employment Layoffs Sustained High Unemployment Restructuring Administrative Roles Reinventing Professional Careers Multigenerational Responsibilities

4 Current Employment Market Current Unemployment National: 4.9% (Jan./Feb. 2016) D.C. Metro Area: 3.8% (Dec. 2015) District of Columbia: 6.6% (Dec. 2015) Recent Hiring U.S. Economy Added 211,000 jobs in November 2015 Wall Street Predicted New 200,000 jobs in November 2015 Legal Employment U.S. Workforce Consists of 1.25M Legal Professionals Legal Workforce Down 45,000 since The Great Recession * All statistics provided by the U.S. Bureau of Labor Statistics

5 Shifts Legal Landscape Alternative Fee Arrangements (AFAs) Stiff Competition for Legal Services Firm-Wide Budget Constraints Space Reductions and Reallocation Maximizing Technology Efficiencies Ratios Rise in Most Departments Prudent Hiring and Compensation Teaming and Engagement Efforts Staff Professional Development Lateral Acquisitions and Mergers

6 Recruiting Trends Experienced Billable Professionals Lateral Partners, Experienced Associates & Paralegals Litigation, Healthcare, Intellectual Property, Real Estate Practice Support and e-discovery Experts Technology Specialists Various Categories Legal Marketing/Business Development All Levels Law Librarians and Researchers Hybrids Combined Paralegal and Administrative Entry-Level Administrative Staff and Paralegals Mid-Management Newly Created; All Departments Favors Tech-Savvy and Advanced Education

7 Driving Engagement Hire Competencies, Streamline Orientation, Early Goals Offer Ongoing Development and Actionable Feedback Align Employee Goals with Organizational Strategies Make Talent a Priority and Involve Top Performers Expand Skills to Foster Advancement/Succession Plan Compensate High Performers for their Contributions Identify Disengaged and Determine Cause Set Expectations of Performance Management Plans Define Competencies, Reviews and Actionable Goals Performance Management Tools to Drive Engagement

8 Training and Development Refresh Current Training Program Orientation and Benefits Firm Policies and Operational Procedures Technology and Software Applications Curriculum Specific for Each Profession Establish Firm s Mission as Collective Goals Develop a Staff Professional Development Campaign Use Top Performers to Identify Needed Competencies Overhaul Mentoring Program > Sponsorship Initiatives Expand Proficiencies for Potential Internal Promotions

9 Staff Professional Development Establish Core Competency Modules and Assessments Society of Human Resources Management Duke University Human Resources > Development Plan National Seminars Training Training Registry Focus on Occupational Development - Business Writing, Research, Marketing, Time Management, Communication, Project Management, Teaming, Leadership and more! Generate a Progressive Technology Syllabus Pursue Value-Added Skills and Billable Expertise Encourage Association Memberships/CLE Certifications American Society of Administrative Professionals National Association of Legal Secretaries National Capital Area Paralegal Association

10 Evolution of Legal Trainers Integral for Optimizing and Deployment of Staff Talent Ensures Successful Launch of Teaming Programs Drives Staff Professional Development Initiatives Integrates Development with Employee Engagement Identifies and Cultivates Potential Internal Promotions Delivers Customized Training/Development for All Staff Works with Department Managers to Enhance Programs Creates Specialized Training for Departments/Practices Offers Ongoing Training of New Processes & Technology Uses E-Learning, Remote Training, Newsletters, Tips.

11 Legal Trainer Salary Survey Law Firms Reporting Totals 29 Principal Office > 14 firms; 18 trainers = $90,770 average Branch Office > 15 firms; 17 trainers = $92,800 average Exempt > 13 firms; 14 trainers = $100,570 average Non-exempt > 16 firms; 21 trainers = $85,880 average Office Size (# of attorneys) > 3 firms; 3 trainers = $74,830 average > 7 firms; 7 trainers = $94,200 average > 7 firms; 8 trainers = $97,820 average 150+ > 10 firms; 15 trainers = $91,820 average Years in Position 0-2 > 5 firms; 6 trainers = $92,890 average 3-8 > 14 firms; 15 trainers = $93,040 average > 6 firms; 7 trainers = $90,960 average * ALA Capital Chapter Salary and Benefits Survey 2015

12 Future of Law Firms D.C. Legal Industry Remains Competitive Local Acquisitions and Global Mergers Emulating Corporate Structures Budgets Evolve Conservatively Technology Dependence Prevails Marketing/Business Development is Priority Reduction of Staff/Payroll and Space Allocation Integration of Multigenerational Workforce Work Teams, Development & Retention Dominate Concerted Effort to Nurture Staff Engagement

13 Questions? Thank You! Jeanette Derby, President and Founder Legal E Employment Partners Washington, D.C. Branch Office Farragut North Metro Station 1001 Connecticut Avenue, NW Suite 225 Washington, D.C Virginia Corporate Headquarters Silver Line Metro Station, Spring Hill Station 1577 Spring Hill Road Suite 270 Vienna, VA