Senior Manager of Attorney Evaluation and Performance Management
Type: Full Time
Required Education: 4 Year Degree
Professional Legal Management
4 Year Degree
Internal Number: 3290138
Senior Manager of Attorney Evaluation and Performance Management
Locations: Denver Boise Washington, D.C. Los Angeles San Diego San Francisco Palo Alto Phoenix Bellevue Dallas Portland New York Chicago Seattle Madison Austin Anchorage
Job Description: At Perkins Coie, we look for individuals that are self-motivated, dedicated to providing value and superior services and, above all, people who have a high degree of integrity and enthusiasm for their work. We've created a company culture that is based on collaboration, devotion to serving our clients, and mutual respect. Perkins Coie is committed to advancing diversity and inclusion both within the firm and throughout our collective communities. Work for one of the 100 Best Workplaces in America, get great health insurance, tuition reimbursement, your birthday off, and paid sabbaticals.
GENERAL PURPOSE Manage evaluation, feedback, promotion, and performance management processes for associates, counsel, non-partnership-track attorneys, and patent agents.
ESSENTIAL FUNCTIONS These essential functions are primary job duties that incumbents must be able to perform unassisted or with some reasonable accommodation. • Oversee and make recommendations to streamline and improve the formal evaluation, promotion, and performance management processes for all non-partner attorneys at the firm. Also oversee and make recommendations to real-time and upwards feedback systems. • Manage, implement, and document policies, procedures, and practices related to the evaluation, feedback, promotion, and performance management processes. Develop new policies, procedures, and practices as necessary. • Manage communications related to the evaluation, feedback, and promotion processes. Revise and update annual communications. Draft ad hoc communications as necessary. Develop and recommend revisions to the evaluation, feedback, self-evaluation, and other forms as necessary. • Advise the Associate & Counsel Evaluation Committee chair and the chair(s) of the evaluation committees for non-partner attorneys and patent agents on policies, procedures, and practices related to the evaluation and promotion processes. Manage and facilitate the work of the committees. Lead committee orientation and training meetings and serve as primary point of contact and advisor for individual committee members. Coordinate with the Diversity & Inclusion team regarding the annual diversity and inclusion workshop for committee members. • Co-facilitate the annual Associate & Counsel Evaluation Committee meeting(s). Oversee the development of the agenda, content, and materials for the meeting(s). Co-lead annual "pipeline" calls with practice group and subgroup leaders and management committee liaisons to confirm state of individual attorneys' advancement toward promotion and to review development and performance matters. Oversee documentation of discussions, decisions, and action items. Follow-up on development and performance management matters as well as other action items as necessary with the attorney development team and talent advisors. • Serve as primary liaison and manage communications to Management Committee, practice group chairs, subgroup leaders, office managing partners, talent advisors, practice directors, managers, and others. Respond to questions about the evaluation and promotion processes from all stakeholders in the processes. • Draft and edit individual attorney development statements as needed. Oversee audit of supervisors' written feedback and draft development statements for comments that should be edited or excluded. • Develop and deliver trainings on best practices in delivering and receiving feedback and evaluations as well as best practices in performance management. • Oversee and facilitate real time feedback processes and advance a culture of feedback. • Manage and drive performance management process generally and for individual situations. Manage termination decisions and implementation, and coach supervisors on making and communicating termination decisions. Collaborate with attorney development team, diversity team, talent advisors, and human resources counsel as needed. • Have knowledge of the historical performance, development, and advancement issues for individual attorneys. Respond to related questions from practice group leaders, subgroup leaders, office managing partners, talent advisors, and others. • Compile and analyze data related to the evaluation, feedback, promotion, and performance management processes. Draft summary reports for Management Committee, Executive Committee, and others. • Oversee and evaluate current technology tools and systems and potential technology solutions related to evaluation and feedback processes including, e.g., viGlobal's evaluation and real-time feedback tools and tools developed internally. Collaborate with Finance and IT teams on tools and technology matters • Perform other duties, as assigned. • Be present at work during regularly scheduled working hours and as needed in the position, consistent with the firm's attendance expectations. • This position may require travel.
SPECIFIC SKILLS REQUIRED Knowledge of law firm attorney evaluation, feedback, promotion, and performance management processes. Outstanding communication and presentation skills, critical thinking and initiative. Advanced Word and Excel skills.
SPECIFIC SKILLS PREFERRED Knowledge of viGlobal's evaluation and real-time feedback tools.
EDUCATION AND EXPERIENCE Requires bachelor's degree and a minimum of seven years of manager-level or higher experience in attorney personnel management or evaluation, attorney professional development, or relevant field, including working collaboratively in a multi-office law firm. Also requires experience supervising others and developing policies and delivering training related to above areas.
This position may be filled in Colorado or New York. These ranges are specific to Colorado and New York, depending on qualification and experience and may not be applicable to other locations. Colorado compensation range: $126,900 to $200,630 annually. New York compensation range: $147,250 to $232,800 annually. Perkins Coie may provide a discretionary bonus annually and information regarding benefits can be found here: https://www.perkinscoie.com/en/about-us/careers/professional-staff/benefits.html#_blank
EEO Statement Perkins Coie is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, sex, age, national origin, veteran status, marital status, sexual orientation, gender identity, disability or any other category prohibited by local, state or federal law. This policy applies to all aspects of employment, including recruitment, placement, promotion, transfer, demotion, compensation, benefits, social and recreational activities and termination.