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Timestamp: 2019-04-23 04:43:57+00:00

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This report is a compilation of associate hiring and attrition data for calendar year 2018. Included in the publication are comparisons of the data by lateral and entry-level hires, gender, minority v. non-minority and firm size. The report also includes information on where associates go, why they leave, whether their employers considered their departures "desired" or not, and whether departures were related to performance, economic market conditions, or other factors. The report contains analysis that reveal important statistics regarding associates who departed their firm to work at competitor or peer firms. The report also includes an expanded list of employment departures destinations including traditional legal, non-traditional legal, non-legal and other employment destinations.
Please select the pricing option below based on whether or not your organization is a member/supporter of the NALP Foundation. Please note NALP and the NALP Foundation are separate, financially-independent organizations. Discounted rates are available to NALP Foundation members and supporters only. Non-contributors can use the "add-on" option below to pay the price difference between the member/contributor price and the non-contributor price (the $52 charge plus an automatic shipping charge of $8 equals the $60 price difference).
The NALP Foundation for Law Career Research and Education and Fringe PD are excited to announce the relaunch of the lawyer survey on civility within the legal profession. The way that we choose to communicate with each other has a very real connection to law firm productivity and engagement as well as to attorney well-being.This webinar will give an overview of this important research project, the results of the law firm administrator survey, and the goals for the lawyer survey, which is ongoing.
In addition to the extensive, reliable hiring and attrition data collected and reported on through the annual Update on Associate Attrition study, the NALP Foundation is pleased to once again offer special, customized reports to participating and non-participating firms. The reports have proven to be extremely helpful for strategic planning and reporting to firm management. If your firm participated in the 2019 Attrition Study (calendar year 2018), the fee for a custom peer firm report is $350, and the fee for the AmLaw 100, AmLaw 200, regional, or state report is $250.
In addition to the extensive, reliable hiring and attrition data collected and reported on through the annual Update on Associate Attrition study, the NALP Foundation is pleased to once again offer special, customized reports to participating and non-participating firms. The reports have proven to be extremely helpful for strategic planning and reporting to firm management. If your firm DID NOT participate in the 2019 Attrition Study (calendar year 2018), the fee for a customer peer firm report is $600 and the fee for the AmLaw 100, AmLaw 200, regional, or state report is $450.
As law firms expand across the globe and lawyers travel from their home countries to work and be educated in other parts of the world, it has become increasingly important for lawyers, law schools, hiring and training professionals and placement agencies to understand different legal and education systems and rules for qualification and admission. NALP and the NALP Foundation are pleased to offer the updated and expanded edition of the International Directory of Lawyer Qualification. This resource provides background information on all of these matters for 58 countries and allows the users to gain a deeper understanding of a particular individual’s credentials or a country’s system as a whole. Also included in this new edition are sample resumes, grading systems and comparisons, and an explanation of awards and honors offered in law schools. A sample table of contents and country chapter are available to the right. AVAILABLE ONLY IN SECURED ELECTRONIC FORMAT. * This document has a unique password and cannot be forwarded or copied.
In addition to the extensive, reliable hiring and attrition data collected and reported on though the annual Update on Associate Attrition study, the NALP Foundation is pleased to once again offer special, customized reports to participating and non-participating firms. The reports have proven to be extremely helpful for strategic planning and reporting to firm management. If your firm participated in the 2017 Attrition Study, the fee for a custom peer firm report is $350, and the fee for the AmLaw 100, AmLaw 200, regional, or state report is $250.
In addition to the extensive, reliable hiring and attrition data collected and reported on though the annual Update on Associate Attrition study, the NALP Foundation is pleased to once again offer special, customized reports to participating and non-participating firms. The reports have proven to be extremely helpful for strategic planning and reporting to firm management.
If your firm did not participate in the 2017 Attrition Study, the fee for custom peer firm report is $600 and the fee for the AmLaw 100, AmLaw 200, regional, or state report is $450.
This report is a compilation of associate hiring and attrition data for calendar year 2017. Included in the publication are comparisons of the data by lateral and entry-level hires, gender, minority v. non-minority and firm size. The report also includes information on where associates go, why they leave, whether their employers considered their departures "desired" or not, and whether departures were related to performance, economic market conditions, or other factors. The report contains analysis that reveal important statistics regarding associates who departed their firm to work at competitor or peer firms. The report also includes an expanded list of employment departures destinations including traditional legal, non-traditional legal, non-legal and other employment destinations.
NALP and the NALP Foundation invite your law school to participate in an exciting research project on alumni employment and career satisfaction. This resource provides law schools with an easy and standardized tool with which to survey each alumni class after graduation. As a study participant, your law school will receive a school-specific report as well as the national report with aggregated data from all of he participating schools.
The fee for a one year participation commitment (Class of 2015) in this annual study is $1,500.
If your law school chooses to sign on to participate in the annual Law School Alumni Employment and Satisfaction study for three consecutive years we are able to offer you a significant discount, reducing the annual fee to just $1,200 per year.
The NALP Foundation and NALP are pleased to provide the legal industry with the Study of Law School Alumni Employment and Satisfaction for the Class of 2013, the fourth report in a national research study of law school alumni employment and satisfaction for law graduates three years after graduation. The study measures employment status and career satisfaction, exploring an array of satisfaction dimensions in order to help gain a better understanding and insight into how the law school experience prepared law students for post-graduation employment. AVAILABLE IN PDF FORMAT ONLY.
NALP and the NALP Foundation are please to provide the legal industry with the first report detailing alumni employment and satisfaction results for the Class of 2009 seven years after graduation. The study measures employment status and career satisfaction, exploring an array of satisfaction dimensions in order to help gain a better understanding and insight into how the law school experience prepared law students for post-graduation employment. This study also explores the effects of the recession on jobs and careers given that this class graduated during the global financial crisis that began in 2008 and includes statistics detailing the amount of educational debt, if any, gradates continue to carry seven years out of law school. AVAILABLE IN PDF FORMAT ONLY.
Study of Law School Alumni Employment and Satisfaction - SPECIAL OFFER!
Purchase both the Class of 2009 & the Class of 2013 Study of Law School Alumni Employment and Satisfaction publications for one low price of $110 (a $30 savings). AVAILABLE IN PDF FORMAT ONLY.
Don’t miss out on the NALP Foundation’s special conference pricing on research and best practices resources. Receive three publications of your choice for $250! You may add additional publications to this order for only $75 each and the entire order ships for only $8 in the US/$12 in Canada. After selecting “Add to Cart”, please email Jeremy Bloom at jbloom@nalpfoundation.org to make your selections and add additional publications to your order. (NOTE: 2017-2019 Updates on Associate Attrition and International Directory of Lawyer Qualifications excluded from this offer.) Offer ends April 30, 2019.
This report is a compilation of associate hiring and attrition data for calendar year 2016. Included in the publication are comparisons of the data by lateral and entry-level hires, gender, minority v. non-minority status and firm size. The report also includes information on where associates go, why they leave, whether their employers considered their departures "desired" or not, and whether departures were related to performance, economic market conditions, or other factors. The report contains analysis that reveal important statistics regarding associates who departed their firm to work at competitor or peer firms. The report also includes an expanded list of employment departure destinations including traditional legal, non-traditional legal, non-legal and other employment destinations. AVAILABLE IN PDF FORMAT ONLY.
This report is a compilation of associate hiring and attrition data for calendar year 2015. Included in the publication are comparisons data by lateral and entry-level hires, gender, minority v. non-minority status and firm size. The report also includes information on where associates go, why they leave, whether their employers considered their departures "desired" or not, and whether departures were related to performance, economic market conditions, or other factors. The report contains analysis that reveal important statistics regarding associates who departed their firm to work at competitor or peer firms. The report also includes an expanded list of employment departure destinations including traditional legal, non-traditional legal, non-legal and other employment destinations.
This report is a compilation of associate hiring and attrition data for calendar year 2014. Included in the publication are comparisons data by lateral and entry-level hires, gender, minority v. non-minority status and firm size. The report also includes information on where associates go, why they leave, whether their employers considered their departures "desired" or not, and whether departures were related to performance, economic market conditions, or other factors. The report contains new analysis this year that reveal important statistics regarding associates who departed their firm to work at competitor or peer firms. The report also includes an expanded list of employment departure destinations including traditional legal, non-traditional legal, non-legal and other employment destinations.
This NALP Foundation report represents the second national research study of performance assessments within law firms. In 2006, the NALP Foundation conducted a similar study that revealed compelling information on the administrative processes for conducting performance evaluations as well as associates' perspectives on the effectiveness of evaluations. This new study is expanded to provide information on the importance and function of core competencies and benchmarks in the evaluation process, and includes insights from "on-track, traditional" associates, non-partnership track lawyers and law firm administrators. The information collected form multiple perspectives offers a comprehensive look into the evaluation process within today's law firms. AVAILABLE IN PDF FORMAT ONLY.
The NALP Foundation and NALP are pleased to provide the legal industry with the Study of Law School Alumni Employment and Satisfaction for the Class of 2012, the third report in a national research study of law school alumni employment and satisfaction for law graduates three years after graduation. The study measures employment status and career satisfaction, exploring an array of satisfaction dimensions in order to help gain a better understanding and insight into how the law school experience prepared law students for post-graduation employment. The third report in this series is expanded to include analysis by law school selectivity. AVAILABLE IN PDF FORMAT ONLY.
The NALP Foundation and NALP are pleased to provide the legal industry with the Study of Law School Alumni Employment and Satisfaction for the Class of 2011, the second report in a national research study of law school alumni employment and satisfaction for law graduates three years after graduation. The study measures employment status and career satisfaction, exploring an array of satisfaction dimensions in order to help gain a better understanding and insight into how the law school experience prepared law students for post-graduation employment. The second report in this series is expanded to include information regarding law school courses, jobs graduates have applied for, and an exploration into large law firm careers.
The NALP Foundation, NALP and the American Bar Foundation are excited to share the data from the third wave of the most important and comprehensive study of legal career pathways in history. After the JD III: Third Results from a National Study of Legal Careers provides an overview of findings from wave three of data collection with analysis and comparisons of results from the prior two waves of the study. The findings included in this publication offer an examination of the careers of over 4,000 bar passers of the class of 2000 and the factors that influenced their career choices, pathways and satisfaction.
After the JD Series - Special Offer!
Purchase all three After the JD publications covering 13 years of data and analysis of lawyer careers and satisfaction for one low price of $265 (a $40 savings).
This report is a compilation of associate hiring and attrition data for calendar year 2013. Included in the publication are comparisons data by lateral and entry-level hires, gender, minority v. non-minority status and firm size. The report also includes information on where associates go, why they leave, whether their employers considered their departures "desired" or not, and whether departures were related to performance, economic market conditions, or other factors. A new section included in this report details departures by practice areas and whether associates left to work for a peer or "competitor" firm.
This report represents the fourth research study of law firm associate hiring and attrition during a period that spans almost 20 years. Keeping the Keepers III: Mobility & Management of Associate Talent is a comprehensive study of entry-level and lateral hiring and attrition from 2006-2011. The report includes in-depth information on associate hiring, attrition rates, the factors influencing associate departures, departure destination, and the firms' perspectives on the departures. In addition, the report includes information obtained from firm administrators from a supplemental survey regarding hiring sources, referral incentives, alternative career path opportunities, recruiting efforts, and pervious and future hiring trends. The final section of the publication highlights best practices articles written by experts throughout the industry on various topics related to associate hiring, attrition and retention.
Keepers Series - Special Offer!
The NALP Foundation is pleased to offer all four publications in the Keeping the Keepers series for the special price of $395! This limited time offer will include the following reports: Keepers I (published in 1998), Keepers II (published in 2003), Toward Effective Management of Associate Mobility (published in 2005) and Keepers III (published in 2013). This collection provides data on associate hiring and attrition from law firms of all sizes for almost 20 years.
This new and enhanced report is a compilation of attrition data for calendar year 2012. Hiring and attrition rates, comparisons of lateral and entry-level data, gender and minority v. non-minority experiences are indicated throughout. Where associates go, why they leave, whether their employers considered their departures "desired" or not, and whether departures were related to economic market conditions are all factor analyzed in the report. In addition, this report includes new data on departure destinations and whether departing associates moved to a peer or competitor firm.
This report details the findings from a very comprehensive survey of mentoring efforts throughout the legal profession. The report includes information from law firms, law schools and bar organizations throughout the United States and Canada on such topics as formal and informal mentoring program structures, budgets and management. Also included in this one of a kind report are perspectives from practicing lawyers in both the public and private sectors and law students from across the United States. These lawyers and law students have provided valuable insight into the importance of mentoring, profiles of primary mentors and frequency and methods for communicating with mentors. The information gained from this study and included in this report is a "must have" for any organization establishing or managing a mentoring program.
This report is a compilation of attrition data for calendar year 2011. Hiring and attrition rates, comparisons of lateral and entry-level data, gender and minority v. non-minority experiences are indicated throughout. Where associates go, why they leave, whether their employers considered their departures "desired" or not, and whether departures were related to economic market conditions are all factors analyzed in the report. Available in PDF format only.
This study of the professional development efforts inside law firms is the first of its kind and provides the industry with important benchmarking data in a number of areas. The report includes aggregate data from over 200 law firm administrators responsible for professional development, and from approximately 1,500 associates throughout the United States and Canada. Important information about professional development staffing, budgets and other resources is included in the report. The report also includes valuable perspectives from law firm associates about the importance of professional development activities and their preferences for program delivery.
This report is a compilation of the most recent attrition data for calendar year 2010. Hiring and attrition rates, comparisons of lateral and entry-level data, gender and minority v. non-minority experiences are included throughout. Where associates go, why they leave, whether their employers considered their departures “desired” or not, and whether departures were related to economic market conditions are all factors analyzed in the report.
Partner movement from one firm to another has become commonplace in today’s legal industry. Law firm leaders consider lateral partner hiring to be an integral component of their strategic plan. Even the severe economic downturn in 2008 and 2009 did not deter firms from investing in new lateral partners nor did it keep partners from joining new firms. This new NALP Foundation study on lateral partner recruitment, integration and retention examines a number of factors which may influence a law firm partner to change firms. Such factors include financial, practice interests, work-life balance and career and business development support and resources. This report provides aggregate data from participating firms and lateral partners that serves as a valuable assessment of issues important to all law firms. The report also include a special section of opinions, responses and best practices submitted by law firm partners and administrative officers as well as nationally recognized legal industry consultants. Available in PDF format only.
This report provides an overview of findings from the second wave of data collection from a 10-year longitudinal study of lawyer careers. After the JD was designed to track the careers of a nationally representative cohort of lawyers admitted to the bar in the year 2000 over the first 10-12 years of the careers. The AJDII report seeks to illuminate the progression of lawyers’ careers through roughly seven years in practice and specifically studies issues such as job mobility, career satisfaction, convergence in the career patterns of women and minorities with white males, and indications of continuing inequality by gender. Detailed charts and tables, as well as thoughtful analysis of the issues provide new insight into many management and career matters.
This report documents the initial findings from the first wave of a 10-year longitudinal study of lawyer careers. The report provides data on the Class of 2000 related to their work experiences, mobility, satisfaction and the dimensions of satisfaction, the types of work associates do, their compensation and other variables. Detailed charts and tables, as well as thoughtful analysis of the issues provide new insight into many management and career issues.
How many associates were affected by law firm layoffs and downsizing in 2009? How many were asked to leave for performance-related issues? How did women and minority associates fare in the 2009 layoffs? Did “keeper” associates hired at entry level have a higher or lower attrition rate than those hired laterally? These questions and many more are answered in the NALP Foundation’s latest attrition data for calendar year 2009. Statistics gleaned from firms participating in the study from across the country are included in this report and provide firms with comparable data for benchmarking with national averages.
This report is the third in a series of annual attrition studies conducted by the NALP Foundation. Findings from this report cover law firm associate hiring and attrition during calendar year 2008. The publication includes a comprehensive examination of associate mobility during the past year, including statistics related to associate departures due to downsizing and unmet performance standards. Extensive data on law firm associate hiring; associate departures; comparisons by gender, ethnicity, and firm size are also included.
This report, covering law firm associate hiring and attrition during calendar year 2007, provides extensive data on law firm associate hiring; associate departures; comparisons by gender, ethnicity, and firm size; including data characterizing associate departures as "wanted" or "unwanted."
This report provides comprehensive information on associate attrition for calendar year 2006. The findings offer detailed data on the rate at which law firms hired new associates and the rate of both entry-level and lateral associate departures, their destinations and reasons for departing. New this year is data indicating whether the associate departures were “wanted” or “desired” by the law firm employer. It is the sixth report in a decade-long series of research studies.
This national study of performance assessments provides quantifiable data that documents variances in the format and delivery media for evaluations; who is involved in developing, compiling, and analyzing the information provided by evaluators; how survey results are communicated to associates; the degree to which evaluations motivate associates; and measure the impact or influence of the evaluation process on individuals and the firm. In addition, the report contains detailed analysis of data from both law firm managers and associates on their perceptions about the role and value of evaluations and whether/how they influence associates.
In Pursuit of Attorney Work-Life Balance: Best Practices in Management provides new data on the strategies utilized by employers to support attorney work-life balance and on the nature of the conflicts attorneys experience between their work responsibilities and personal/family priorities. This research report supports the evolution of attorney workplaces as great places to work for highly motivated, talented attorneys whether they practice in private law firms, corporate legal departments or government agencies.
This report is an essential reference for law firms, reporting on the length of time laterals expect to stay in their current jobs, the differentiated criteria law firms employ for hiring entry-level and lateral associates, and detailed data by firm size, gender, graduation year, minority status, and practice area. In addition, The Lateral Lawyer offers more than four dozen potential responses for firms to consider as they plan for lateral recruitment, retention and development initiatives.
The effectiveness of associate integration efforts will determine how quickly the new lateral and entry-level associates become productive lawyers — and quite possibly how long they stay. Integration then, is key to managing and developing associates. Among other topics, this handbook addresses making the case for an integration program; designing an associate integration program; and measuring the value of an integration program. 100 pages with many forms and worksheets.
The findings of this report reflect associate departures from January 1, 2002 through December 31, 2004 as reported by a representative sample of law firms nationwide. The data provide updated statistics on associate attrition, and in addition, the report includes a comprehensive guide for tracking associate departures to gain management and competitive insight. The report also includes an attrition diagnostic for assessing the cost of attrition and an extensive section that reviews best practices in associate management -- all targeted toward improving retention.
Why are they leaving? Where are they going? This report is a comprehensive study of entry-level and lateral associate hiring and attrition from 1998-2003. The study provides detailed comparative information on the departures of both entry-level and lateral associates. The new data offers information on the reasons for associate departures as well as their destinations. The comprehensive study also provides insights on the relevance of prior professional work experience, geographic ties, and age with associate departures.
The NALP Foundation broke new ground with this benchmark study of associate attrition in law firms nationwide. The data provided never-available insights on why associates leave their employers and what employers can do to better manage unwanted departures. The report includes detailed “best practices” for law firms, law schools and law graduates – all of whom are stakeholders in the increasingly important issue of retention of talent.

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