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I Know You Hate Keeping Time Sheets, but Even in the New Era You Must Still Do So and Here’s Why


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                                                                                      Jerome Kowalski

                                                                                      Kowalski & Associates

                                                                                      December, 2012

 

Some time ago, I wrote that even in the era of alternative fee arrangements and value billing, it remained essential for lawyers to record time.  I’ve been asked to revisit the issue and still come to the same conclusion, perhaps even more forcibly. There are myriad reasons that compel this conclusion.

First, despite the continued proliferation of AFA’s and value billing arrangements, the American Bar Association Model Rules of Professional Responsibility does not specifically permit for pure value billing.   Accordingly, well informed lawyers must be exceedingly careful in drafting their AFA agreements so as to meet the Model Rules.  But, even in a carefully drafted AFA, with both parties negotiating in good faith, some courts have continued to hold that fixed fees are unethical and unenforceable, requiring a plaintiff law firm suing a client to prove the value of its services based on the hours actually billed.

Sure, as others observed the old model of the client getting in your cab and all that you were concerned with was that the meter is running, but the taxi driver didn’t really care where you’re going no longer applies. In the old days, it was just about getting your fare. Today, you need to be far more concerned about where your client is going, but you need to keep that meter  ticking away for a variety of reasons, not all of which relates to collecting your fare at the end of the ride.

Just yesterday, the Delaware Chancery Court, in a derivative case in which plaintiffs’ counsel obtained a judgment of some $375,000,000,000, the court awarded plaintiffs’ counsel total fees of $285,000,000 (no, those are not typos).  The fee award came to a staggering $35,000 an hour.  Defense counsel argued for fees of less than $14,000,000.  Clearly, the battleground was neither the plaintiffs’ counsel’s customary and hourly fees nor the amount of hours billed to the case.  But, in order for these plaintiffs to celebrate a huge payday, they were required to submit a written application, which included details of its hourly billing, Similar rules exist in every bankruptcy court in the nation, which approves every fee application for every professional, save for those rare instances for which the court previously approved either a fixed or contingent fee.

In a case decided just last May, noted New York attorney Thomas Puccio successfully prosecuted a class action on behalf of New York City police entitled Scott v City of New York officers and thereafter filed a fee application for some $2,000,000, based on reconstructed time records. Puccio’s award was knocked down to $515,000,  The reason:  Puccio and his colleagues did not keep detailed contemporaneous time in derogation of Second Circuit rules which provide:

 “All applications for attorney’s fees, whether submitted by profit-making or non-profit lawyers, for any work done after the date of this opinion should normally be disallowed unless accompanied by contemporaneous time records indicating, for each attorney, the date, the hours expended, and the nature of the work done.”

As one commentator on this case observed:

“This issue arises because the lawyer for New York City police officers, who successfully sued New York City for overtime violations, sought over $2 million in attorneys’ fees. He submitted a 96-page attachment to the fee motion reflecting more than 2,000 hours of work. But these were not contemporaneous records. The lawyer acknowledged that “the entries were prepared instead ‘by my office working with outside paralegal assistance under my general supervision’” and that “the paralegals based the entries on ‘an extensive database of incoming emails maintain by my law firm in a computer folder.’” In other words, the time records in support of the fee application were prepared after the case ended, not contemporaneously. The time entries were also riddled with errors and mistakes.”

The simple point is not simply that keeping accurate, detailed and timely time records is not simply the gold standard, it remains the only standard.  Yes, virtually every lawyer abhors the notion of justifying his or her daily existence in twelve minute increments, and, yes, we all now know we sell valuable services not hours, time accurate, detailed and timely record keeping still remains with us.

But, there is more.

We have also recently learned essential the need to engage in project management, particularly in AFA engagements. Project management requires maintain GANT, PERT or similar charts, identifying critical paths and projections of the time necessary for each player to reach each critical path. Each player must also provide estimates as to when he or she will reach each critical path. No project manager can effectively carry out his or her responsibilities without tracking  in real time the time expended by each player. And at  the end of the day, in order to measure the profitability of the project and the efficiency of each player, an analysis of the time expended is a vital, indeed, essential tool. Lessons learned in the required post mortem of every completed project leads to more informed decisions on future pricing. Indeed, many RFP’s require law firms to describe their project management programs.  Some clients also require that the project management software be available to the client on an extranet.

Time management is also an essential tool for risk management.  In a recently well publicized case, a counsel at a large law firm was arrested for allegedly defalcating with many millions of dollars of client escrow funds.  While all of the facts are not in, it appears that the alleged perpetrator was handling work for some regular firm clients, not recording their time and privately charging the clients for his work.  These moonlighting activities ultimately apparently required the alleged perpetrator to deposit funds in an escrow account.  Since the matter was not recorded on the firm’s records, the young lawyer apparently went across the street and opened an escrow account in the firm’s name and he was the sole signatory.  The funds in this escrow account seem to have disappeared, with the law firm being the subject of claims for the funds as well as a failure to adequately supervise the alleged miscreant. It may well be that if this lawyer’s time charges were more carefully monitored, the entire problem may well have been avoided.

While you cannot always foil a determined and clever thief, requiring lawyers to account for all of their time, including non-billable time does serve as a deterrent.  Yes, banks with security cameras and guards stationed on the banking floor do get robbed.  But, some number of thefts are deterred.

Finally, I have long advocated that finders, minders and grinders all need to be equitably compensated.  In this more perfect world, lawyers who make contributions to the firm by entertaining clients, blogging, attending conferences, speaking at seminars, writing important articles, as well as those lawyers who toil away at pure client services or engage in the thankless task of managing the enterprise, are entitled to compensation for their efforts.  These efforts shouldn’t be simply recalled anecdotally, but recorded on a timely basis.

So you’re still incredibly annoyed about recording your time in twelve minutes increments, I am afraid  you’re just going to keep sucking it up. You’re probably equally annoyed about developing creative methods of pain and pleasure to assure timely compliance with time keeping requirements, but that annoyance is not quite going away either.

As they say, there’s an app for that:  A wide variety of timekeeping programs allow a timekeeper to toggle on and off at his or her computer time working on client matters.  And for the road warrior, there are IPad, IPhone and Android apps that you can also toggle on or off and the information is downloaded to your mainframe or your cloud.

The Law Firm of the Twenty-first Century isn’t your granddaddy’s law firm. But it still requires detailed, accurate and timely time keeping of all of your activities.

© Jerome Kowalski, December, 2011.  All Rights Reserved.

 Jerry Kowalski, who provides consulting services to law firms, is also a dynamic (and often humorous) speaker on topics of interest to the profession and can be reached at jkowalski@kowalskiassociates.com

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The Key for Law Firm Growth and Survival for the Coming Years is Contingent on Mastering Collaboration


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                                                                             Jerome Kowalski

                                                                             Kowalski & Associates

                                                                             December, 2011

 

In the 1967 Academy Award winning Mike Nichols film, “The Graduate” a young Dustin Hoffman starred in his breakout leading role as Ben Braddock, a recent college graduate, who was floundering about trying to figure out what to do with his life after graduation. Early in the film, Braddock’s parents hold a graduation party for Ben, during which friends and family offer Ben all sorts of career advice. In one famous line, a family friend takes Ben aside and whispers “Ben, all I have to say to you is one word: Plastics” and then walks away,

As we contemplate what will doubtless be a challenging 2012, I have one word to say to all of you:  Collaboration.

In 2010 the concept of the year was “Alternative Fee Arrangements” and value billing. In 2011, it was LPO’s and outsourcing. Plastics, AFA’s and LPO’s have stayed with us since they each emerged as the flavor of the month; so too will collaboration.

Yesterday, I had the pleasure of attending The National Law Journal’s Managing Partner’s Breakfast, which was led by a panel consisting of Tom Mills of Winston & Strawn, Alice Fisher of Latham and Elizabeth Stern of Baker & Mackenzie, each of which served as their respective law firms’ Washington offices managing partners.

All generally had some serious concern, but guarded optimism for 2012.  Panel Moderator, NLJ Editor in Chief David Brown asked many probing questions. Interlocutor Brown based much of his probing predicated on Citibank’s foreboding report on law firm profitability for the third quarter of 2011.

Each panelist separately presented his or her own version of the same theme:  Their firms were engaging early and often with their clients and were being proactive in both anticipating their clients’ needs, objectives and issues were on every level. The key to success was adopting a collaborative mode on every front.

Liz Stern of Baker & Mackenzie put it best, when she said the old model where lawyers were simply like taxi drivers with their meter running. “The meter is running, but the taxi driver doesn’t really care where you’re going,” Stern said. “It’s about getting your fare.”  That model, Ms. Stern said, just doesn’t apply any longer. Lawyers need to understand why the client is embarking on the journey, what the most efficient route is to that destination and arrive at an understanding as to what a reasonable fare is for the journey, predicated on the value of the journey is to the client. Client and law firm need to reach a shared understanding of each of those issues and the only way to do that is by engaging early and continuing to engage as the journey proceeds.

Collaboration must be conducted both horizontally and vertically.  Client collaboration is if course essential, as is collaboration among the law firm partnership. In addition, I would suggest that further collaboration among other stakeholders, such as LPO’s, e-discovery vendors, staffing companies and other law firms serving these same clients. Clearly, a strong hub and spoke system is required with the client at the hub. Those who master collaboration on each of these fields will emerge as the winners in 2012.

Collaboration begins of course with the direct attorney client relationship, bearing in mind that given the shift in supply and demand, clients are fully empowered, as never before. Legal services are now being acquired through the prism of purchasing agent mentality.  Under that lens, the purchasing agent often first makes a “make or buy” decision; and more often, making is less expensive than buying.  Thus, we have seen a rather universal growth of legal departments and a reduction in budgets for the outside legal spend. As Jones Lang general counsel Mark Ohringer recently said, “I am law firms’ biggest competitor.” Said Ohringer “If I could have 100 percent of the work not done by law firms, I would.”  Ohringer  currently keeps 75 percent of his corporation’s legal work in-house or sends it to non-firm vendors.

Recognizing this reality, law firms need to engage proactively with such general counsel and collaborate with non-firm vendors demonstrating through such proactive engagement that the firm, working collaboratively with general counsel could provide better value and more favorable total pricing. Failure to engage here, is that general counsel of the mind set of Ohringer may well succeed in keeping all work out of the law firms. Such general counsel are primarily interested in getting the job done better, cheaper and faster.  That mindset does not denote a universal fatal allergy to outside law firms. The antidote to this allergy is engagement and collaboration.

Mark Hermann, chief litigation counsel at AON and a former BigLaw lawyer recently wrote a compelling essay concerning one of his company’s outside law firms regularly assigning a litigation partner to handle work for his company and Hermann consistently found this partner’s work sub-par.  The law firm just didn’t get it and it appeared that the relationship was becoming strained. Hermann explained that greater enragement and collaboration was necessary to maintain the relationship. He even laid out in direct terms how law firms should engage:

 First, have disinterested lawyers — partners not involved in representing the client — solicit candid feedback from clients. Solicit that feedback mid-year, so the conversation doesn’t conflict with an annual year-end review. During that session, listen carefully to what the client says. (Hint: “I rate the quality of your firm’s work as just below middle of the pack” is not praise.) Ask the client what your firm can do to improve (or expand) the relationship, and heed the advice you receive.

Second, impose real quality control on partnership decisions. A client that has a bad experience with just one of your partners may mistakenly choose to condemn your entire institution. This makes the quality of your partnership awfully important. Try to apply uniform criteria, applied equally across all offices, when you make partnership decisions. Hire lateral partners sparingly (because you probably know little about the true quality of those folks’ work).

Finally, think about how you can encourage clients to switch lawyers, rather than firms, when clients are unhappy with the service they’re receiving. If it were easier (and less embarrassing) to replace the lawyers working on a team, then firms would not lose clients unnecessarily.

We have all read about the explosive success of Clearspire. Clearspire’s success is not merely that it is a virtual law firm, with minimal expenses. It is built on an elaborate custom digital platform which provides for real time, full time collaboration among its lawyers and in real time among its clients.

 

            Some other vital areas for collaboration:

  • Understanding fully the strategic goals and objectives of your clients by engaging in detailed face to face regular discussions with them.
  • Recognize that some of your clients work will be downsourced to smaller firms.  Offer the clients your availability to collaborate with these firms so that they can take advantage of your pool of built up knowledge and experience so that the smaller firm can work more efficiently. And, yes, offer to share your work product with them. After all, the client already paid for this work.
  • If you are one of the smaller firms that is the beneficiaries of the downsourcing, ask the client to assist you in collaborating with other firms with which it has worked so that you are not reinventing the wheel.
  • In some engagements, a law firm will essentially function as a general contractor, with clients directing the law firm to subcontract work to a variety of vendors.  There are many moving parts and disparate players in these engagements.  For the law firm/general contractor to succeed, its principal function is not only to direct and supervise the work of the various subcontractors, but to also share full time, real time collaboration.
  • Build a strong collaborative relationship with LPO and e-discovery vendors, making sure that the clients is very much part of this process. Insist on full time and active collaboration and choose an appropriate real time extranet platform for such engagement.
  • Recognize that general counsel’s office is overloaded and offer a program of secondments.   Liz Stern of Baker & Mackenzie explained how her firm has effectively established a global system of regular secondments that has stood her firm in good stead for many years.
  • Build up your extranet capacity. Engage your clients on the extranet. Get them to utilize the extranet for real time collaboration and feedback. Ask the clients if your extranet platform is adequate.
  • Monthly bills should be a further platform for client engagement and collaboration. Every monthly bill rendered should be accompanied by a letter that describes the objectives the firm had set out for the preceding month for the matter, the steps the firm had taken to meet those objectives, the results and the objectives for the next month. Even where the matter is undertaken on a fixed fee or an AFA, these monthly letters are essential.
  • Engage the clients regularly on discussions regarding bills you have rendered, preferably through either a relationship partner or a non-lawyer professional. Identify issues early and address them collaboratively with the client.
  • Collaborate internally on all strategic goals. Make sure your partnership is fully engaged on all key strategic decisions. Tom Mills of Winston and Alice Fisher of Latham made it clear that all lateral acquisitions are strategic, based on firm leadership and partner consensus.  Latham apparently has most of its laterals visit each of its domestic offices and sometimes each of its foreign offices.
  • Be sure that the legal work the firm is handling is fully integrated with those best suited to do the work are handling the work.  That means that originating partners should not assign work only to members of his or her own “team.” Rather, practice group leaders should guide the assignment of work. Do not allow partners to create silo practices.
  • Keep the partnership fully informed and engaged in the firm’s strategic goals.  Share both the good news and the bad news in real time. Fiats emanating from behind smoke and mirrors breed resentment and distrust,
  • Build consensus.

Plastics were indeed a boom industry in 1967.  Collaboration will be a boon to those who master  the art in coming months. Those who fail to adequately collaborate both vertically and horizontally and vertically do so at their own dire peril.

© Jerome Kowalski, December, 2011.  All Rights Reserved.

 

Jerry Kowalski, who provides consulting services to law firms, is also a dynamic (and often humorous) speaker on topics of interest to the profession and can be reached at jkowalski@kowalskiassociates.com


The End of Alternative Fee Arrangements?


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                                                                             Jerome Kowalski

                                                                             Kowalski & Associates

                                                                             November, 2011

In doing my nightly reading last evening in order to keep up with the latest trends in the legal profession, I came across a very recent brief video clip from Richard Susskind that made me bolt upright and reach for a very stiff drink.  The clip is a bit nerve rattling; accordingly, as they say, viewer discretion is advised.

The headline on the clip is certainly designed to grab your attention:  It has Sir Richard purportedly suggesting “The End of Alternative Fee Arrangements?” Quite obviously, this headline grabber is a clever play on Sir Richard’s seminal work “The End of Lawyers?”  My first thought was whether all of my work on AFA’s over the past few years was for naught. Or was it like the chimera of the tooth fairy, the Easter bunny or Santa?

In fact, on my second and third view, Sir Richard’s admonition became far more lucid and perhaps obvious:  2012 will be the last year in which the need to meet the demand for a reduction of the legal spend will be met almost exclusively by resorting to AFA’s.

Much more of Sir Richard’s observations are both chilling and enlightening:

  • Contrary to general opinion, the legal spend in the coming year will be reduced by 30 to 40%.
  • General counsel and law firms are going to need to meet these demands by creating yet new efficiencies.
  • Lawyers will need to meet demands for more legal services and receive less remuneration.
  • General counsel and law firms will need to learn work far more collaboratively.

Serendipitously, this morning my friends at Altman Weil, released their Annual Chief Legal Officer Survey.  Altman Weil’s take is consistent with much of Sir Richard’s admonitions in that in spending money for legal services, “Efficiency Trumps Costs.”

However, Altman Weil’s survey numbers are a bit less glum than Sir Richard’s prognostications:

  • “Fifty-six percent of CLOs said they had increased their internal budgets from 2010 to 2011, compared to 51 percent the previous year. The median increase also ticked up from 6 percent to 7. Forty-six percent of respondents increased outside counsel expenditures, up from 43 percent a year earlier.”
  • The median budget for outside counsel increased by 10%.
  • Controlling costs topped CLO’s list of priorities.
  • 13% of CLO’s outsourced work, previously performed by traditional law firms,  to non-traditional vendors of legal services.
  • 60% of CLO’s promoted collaboration rather than competition from their outside law firms.
  • For the third year in a row, top lawyers said they don’t think law firms are serious about changing their service delivery model. They gave firms a median rating of three, on a scale of zero to 10. But the companies aren’t doing much better. Respondents gave themselves a five in terms of how much pressure they were putting on firms to improve the value proposition.
  • 35 percent of respondents said they regularly and formally evaluated outside counsel, and only 17 percent said they communicated evaluation findings to the firm.

On this last and perhaps most significant point, Dan DiLucchio of Altman Weil had a most telling observation: “As long as the company is sending them work,” says DiLucchio, “the firms assume that that is their evaluation.”  Law departments miss out on the opportunity to change the firms’ behavior, says DiLucchio. He’s seen one of two things happen for firms: “Either you die a slow death, where the faucet is slowly turned off. Or you’re just called in one day and told that the company is moving the work elsewhere.”

These slow deaths and sudden terminations are completely preventable. But it is the obligation of outside counsel to be extremely pro-active in doing so. The steps we encourage our law firm clients to take are very straightforward:

  • Build an extranet.  Make all of your work for the client, not merely timekeeping, completely transparent. Clients should be able to click on their files and have full access to the work done and in progress.  Clients should be encouraged to actively engage the extranet and provide their input. Never respond to a client’s compliant about work done or budget overruns by blithely saying “gee, it was all on the extranet, you should have known.”  The extranet does not absolve the lawyer from communicating to the client.
  • Every monthly bill rendered should be accompanied by a letter that describes the objectives the firm had set out for the preceding month for the matter, the steps the firm had taken to meet those objectives, the results and the objectives for the next month. Even where the matter is undertaken on a fixed fee or an AFA, these monthly letters are essential.
  • In mid-month, send the client a time run of time spent on the matter. Let the client know it is for informational purposes only.
  • When an event occurs in a matter that materially affects either the fee or time budget, get on the phone and let the client know at once.  Explain the issue in detail. Let the client know how you propose to deal with this hiccup and solicit the client’s advice on the proposed course of action.
  • Take a page out of the book of Ed Koch,  New York’s long term mayor, who always greeted voters and visitors with “How am I doing?”  annual client surveys, annual visits by a managing or originating partner just don’t do the trick anymore.  You have to be on the telephone with regularity communicating with the client.  You must visit the client with greater regularity.  Your visit should be carefully planned out, as explained in detail here.

Yes, this is a lot of work.  But it is far less painful than seeing your revenues fall by 30%, watching the faucet slow to a drip or being told where to send all of the client’s files.

© Jerome Kowalski, November, 2011.  All Rights Reserved.

 

Jerry Kowalski, who provides consulting services to law firms, is also a dynamic (and often humorous) speaker on topics of interest to the profession and can be reached at jkowalski@kowalskiassociates.com .

It Shouldn’t Suck to be an Associate at a Law Firm


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Jerome Kowalski

Kowalski & Associates

 April, 2011

 

Improving the quality of associates’ lives and job satisfaction enhance a law firm’s profitability.  A user’s guide for law firms.

             At a recent cocktail party, I bumped in to an old friend, Murray. We exchanged pleasantries and small talk, and the conversation turned to the economy and business.  Murray bemoaned the fact that his business was investing hundreds of thousands of dollars each year in income producing assets which should have useful lives of at least ten years and often should be providing his business millions of dollars in revenues over forty or fifty years.  Yet, money was pouring out the door in vast amounts, as too many of these assets failed after only three or four years.  “Why is that, Murray?”  I asked.  Murray told me that too many of his partners were ignoring the manufacturers’ guides for utilizing these assets as soon as they were acquired, demanding more production from them than could be reasonably expected and the result was that they simply collapsed after three or four years.

Murray is the managing partner of a four hundred lawyer regional law firm.

In recent weeks, the media and the blogosphere were on virtual overload with stories about abusive conditions imposed on law firm associates and tales of law firm associates throwing in the towel and leaving large law firm practices en masse within three or four years of graduation, in spite of the fact that law firms have invested hundreds of thousands of dollars in recruiting and training these associates and these departures largely occur before law firms can obtain a reasonable return on their investments.

Among the recent pieces on the subject was a piece written by Mark Herrmann on March 17, 2011 in his regular Inside Straight column in Above the Law.  Herrmann, a former BigLaw partner and currently in house head of litigation at Aon, catalogued in “How to be a Crappy Partner”  the routine rudeness and incivilities which are too often visited on law firm associates and invited readers to report on their own experiences. More than eighty comments were posted with similar tales of torture and worse, as this piece was going to press.

Previously, Professor Steven Harper wrote about the work-life balance addressing the fact that demands by law firms that associates bill ginormous amounts of hours produce fatigue, inefficiency and poor judgment.  Said Harper: “A fatigued mind is fuzzy, irrational, less efficient, and prone to error. Most clients paying for an attorney’s 3,000th billed hour in a year are getting very little for their money. Yet some lawyers do that year after year — and some clients encourage such behavior.” One would think (perhaps hope) that with the increased focus on value billing and alternative fee arrangements, minimum annual billing requirements would have fallen by the wayside and metrics measuring lawyers’ efficiency would gain in popularity.

Serendipitously, the April 17, 2011 edition of The New York Times Magazine published a piece entitled How Little Sleep Can You Get Away With?   In that piece, the Times described various scientific studies regarding the result of sleep deprivation. The conclusion is that people require seven to eight hours a night of sleep. In the absence of adequate sleep, cognitive performance deteriorates, incrementally, as sleep is deprived in greater amounts. Attention and judgment lapses as required sleep is deprived. Noted the Times:  People who sleep less than seven hours a night are simply not “thinking as clearly” as they should be. Somebody who has been deprived of sleep for 24 hours straight is “the cognitive equivalent of being drunk.” (So much for boasting about pulling all nighters in the service of client needs.)

With that science well researched and understood, one would wonder why law firm risk managers do not monitor the sleep and rest that the firm’s lawyers get.  After all, truckers, pilots and even hospital residents are required to have minimum rest time and document their rest time. Perhaps more surprisingly, in spite of RFP’s that sometimes go to 100 pages, clients never inquire about what steps law firms take to assure that their lawyers are well rested, focused and alert. I have certainly never seen a firm pitch a client for business boasting about the fact that the firm’s lawyers are all well rested, focused and alert, minimizing the risk of malpractice and assuring the delivery of high quality work.

[Update:  On June 30, 2011, Above the Law reported  on the recent passing of 32 year old associate at Skadden from a heart attack.  ATL said that the associate, Lisa Johnstone, died while working at her home on a Sunday and that her colleagues had reported the late Ms. Johnstonewas pulling 100-hour weeks and was under intense pressure. Multiple sources tell us that she had her vacation cut short after being called back to work… Sources also report that Johnstone had shown some disturbing signs of overwork Multiple people told us that she was suffering from hair loss. Again, we don’t have the autopsy report, but multiple sources speculate that under these conditions, Johnstone had turned to “the lawyer version of performance enhancers,” just to stay awake.”]

Professor Harper also recently called to task a law firm managing partner for excoriating associates for failing to timely record their time and suggested that the appropriate remedy might be to randomly select a wayward associate and simply fire him or her as an example.  Harper’s issue was the nature of the rant of the managing partner.  Reminding associates about the need to timely record time may be appropriate, but as Harper said, this rant “morphed into a tirade that reveals pervasive equity partner hubris, especially among big law managers: He believes his own press releases.”

Another recent piece was authored by Will Meyerhofer, a former BigLaw associate, who gave up his BigLaw career early on and returned to school to obtain a degree in social work, with a plan to build a psycho therapy practice largely dedicated to a client base of law firm associates, helping them cope with the tribulations of BigLaw life. In his piece, “Not Worth It,” Meyerhofer posited the question as to whether it was worth opposing Mike Tyson in a boxing ring for $3,000,000.  No, he concluded it wasn’t worth it.  He concluded that no rational person would do so and went on to further opine that no rational person should work at a BigLaw firm either. Said Meyerhoffer:  “No one would consider fighting Mike Tyson for ordinary money, either. And it’s not worth it for $3 million. Big law isn’t even worth it for $160k a year.”

Meyerhofer went on to catalogue the miseries of law firm associates:  Sleep deprivation, partner greed, degradation of associates, partner’s indifference to associates, the increasing elusiveness of being promoted to partner and the like.  Said Meyerhofer: “The bottom line: Mike Tyson will destroy you in the ring because that’s what he does. He’s a heavy-weight champion and they destroy people in the ring. A big law firm is just like Mike [Tyson]: it will destroy you because that’s what it does.”

Meyerhofer’s piece resulted in 67 comments (as this post is being written), most of which added individual tales of woe suffered by associates and derided those who tremulously suggested that life as a law firm associate was indeed worth it.

We add to this genre of literature a piece featured in the April 25 edition of Canadian Business Magazine  entitled “Losing their Briefs: Young lawyers once had big pay and big perks. Now they have big headaches. Law’s golden age is over.”  (Also available here: http://www.canadianbusiness.com/article/21204–losing-their-briefs ).  To make its point, the magazine featured the piece on its front cover with a banner headline entitled “Why it sucks to be a lawyer.” This piece focused largely on the waves of layoffs we have seen in the last two years, the dwindling demand for young lawyers and the concomitant loss of job security among law firm associates.

I previously addressed the critical need for a law firm to maintain a high level of job satisfaction for its own profitability.   Nothing has changed to detract from this essential ingredient for law firm success.  I also separately addressed the need for law firms to appropriately recognize and reward all of the lawyers who contribute to a law firm’s success.

For people like Murray, who are charged with leadership roles in law firms, it is incumbent upon them to create a culture where it doesn’t “suck” to be an associate.  It is vital for the firms to insure that associates are indeed satisfied with their jobs.  Most important, it is financially vital for the law firm to realize a fair return on the sizeable financial investments they have made in their associates. I leave for last the plain civility that lawyers should exercise, as members of a profession of a higher calling. It is perhaps a sad commentary that the prolix Model Rules of Professional Conduct contains nary a word on the working relationship that lawyers should maintain with their subordinates, yet reams of ink are devoted to lawyers’ relationships with clients, adversaries, the judiciary and the public.

            The steps necessary to improve associate morale, job satisfaction and efficient productivity are simple, plain, logical and both business and professional imperatives:

  • Treat associates the way you would expect to be treated.  Yes, it’s the old do unto others.
  • Maintain an open and honest dialogue as to the firm and as to the associate’s progress.  Associates are important stakeholders in the firm’s success and have every entitlement to be leveled with and to operate in an atmosphere of abundant transparency.  BigLaw associates are smart and are motivated to succeed; they are not mushrooms, who can be left in the dark and fed gunk.  What you don’t tell associates will ultimately be exposed in the blogosphere.
  • Always recall that every study ever done concerning why people change jobs always yields the same result:  of all of the factors, compensation is among the lowest of possible factors.  Among the highest: general job dissatisfaction, conflicts with supervisors; lack of opportunities for advancement; having little or no say in decisions that affect an employee;  fear of termination; and  boring, repetitive or overly routine work that doesn’t tap in to an employee’s potential.  Managing partners and group practice leaders must be made to appreciate that these factors far exceed a large compensation base or a market driven bonus. In fact, the market driven bonus too often sends the wrong message:  It is frequently read by an associate as an indication that the firm doesn’t get it; it’s not just about the money, it’s about the general working conditions and the unnecessary stress created by the job.  Indeed, we have all seen that the largest exoduses of associates always follow the payment of these bonuses.
  • Maintain a genuine mentor program.  Mentoring associates should be embedded in the fabric and culture of the law firm.  It doesn’t simply mean an occasional lunch.  It means spending quality time with associates, providing real counseling and an always ready ear to lend to an associate, who needs some guidance.  Quality mentoring should be a requirement of law firm partners, ranked up there with lawyering skills, marketing and sharing in management responsibility. Not every partner can adequately serve as a mentor, just as not every partner can be a successful marketer.  But, those who can perform this important function should be recognized, their talents should be capitalized upon and they should be rewarded for the efforts exerted in this process.
  • Identify as soon as possible those associates who may be in crisis.  Be sensitive to early signs of disaffection, depression or anxiety.  Arrange, through the mentor and the firm’s HR function an early intervention program for these associates. Disaffection, depression and anxiety are contagious afflictions and should not be permitted to fester and infect others. These maladies also lead to drug dependence and worse.
  • Grab the 3,000 hour biller by the collar and tell him “slow down there, fella.”  He or she simply cannot continue at this pace without doing some serious damage to himself or herself and to the firm’s clients.
  • Be realistic, pragmatic and thoughtful in fixing deadlines for work assignments.  This means that when assigning work to associates, a factor that must always be considered is existing assignments already on the associate’s docket.
  • Create a mechanism – whether through the mentor program or otherwise – in which associates can and, indeed, are encouraged, to report partner’s abuses and excesses without fear of retribution.
  • Partners who toy with associates or otherwise engage in abusive conduct should be held personally accountable for their excesses. These excesses do and will continue to harm the firm financially.
  • Demonstrate real concern about associates’ work/life balance.
  • Rather than focusing on minimum annual hourly billing requirements, focus on whether associates are getting sufficient rest. It may be a great short term fanatical gain to have associates lumbering away at 2,500 plus hours, but it is a long term bust when a comma is misplaced, a date incorrectly noted, a key clause inartfully drawn, a case overlooked or a key citation omitted.  The malpractice claim will be made against the partnership, not the associate.  The client will take its business across the street. For want of a couple of hours of sleep, many millions of dollars will be lost. In monitoring associates’ hourly billing, the 3,000 hour biller shouldn’t be instinctively rewarded kudos; rather, a culture should exist in which a partner should sit down with the associate and counsel him or her on the need to take it a little easier and get some required rest.
  • Encourage and reward leadership at every level in the fashion championed by Google.
  • Associates should be treated as important contributors to the success of the law firm: their contributions are vital to the law firm and its future.  On the other side of that same coin, let’s always recall that the loss of well regarded and highly performing associates is financially punitive to the law firm and its clients.  Yes, there are vast armies of unemployed and underemployed associates available to fill any vacancy.  But the loss of a well regarded associate unnecessarily drains management time, depletes associate morale and the cost of ramping up a new associate is a completely unnecessary and avoidable expenditure.
  • Let’s take a small page out of the experience of professional sports teams.  They succeed because of the talents of the teams they field.  Recognizing this, team owners deploy a pool of trainers and coaches to assure their continued success. Law firms should embed in their cultures that it is vital for the firms’ partners to serve these functions:  trainers, coaches and boosters to assure and enhance the talents young stars bring to the game.

© Jerome Kowalski, April, 2011.  All rights reserved.

At Last! A Metric to Measure the Value in Value Billing


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Jerome Kowalski

Kowalski & Associates

April, 2011

Actually, I was just kidding.  Here is a new yardstick to measure lawyers’ productivity and compare that productivity to their peers

In the continuing wide ranging assault on the citadel of hourly billing in which all stakeholders are currently engaged,  Professor Steve Harper recently suggested that law firms should not measure productivity of lawyers based on the number of hours billed.  “Rather,” he said, “than mislabel attorney billables as measures of productivity, an index should permit excessive hours to convey their true meaning: attorney misery.”  Professor Harper then went on to propose a detailed and thought provoking system for calculating this metric. Harper’s misery index is aptly named, not only because it highlights the misery caused to lawyers by hourly billing, but also because hourly billing so often creates friction between client and lawyer.

Because so much of our work in the last two years has involved alternative fee arrangements and value billing,

The lamentable hourly billing system, a system which breeds and promotes inefficiency and, as Harper and I previously noted, sometimes worse.  Lamentations seem to be wearing off as alternative fee arrangements and similar value billing arrangements proliferate.  Recent surveys show that 46% of large corporations require some form of AFA’s from law firms and 95% of surveyed law firms offer AFA’s.

Perhaps, instead of a “misery index,” we could develop a “value index” under which lawyers would be rated on the basis of the efficiency in which they deliver a quality product.

Let’s suggest that each assignment is rated on a scale of 1 to 5 based on the complexity of the assignment, with 5 being the most complex. Complexity Level 1 might be one in which, based on historical data might take up to 25 hours to complete; Complexity Level 2 might be one that might require 26 to 100 hours to complete and so on up the scale.

In our Value Index, a lawyer completing a Complexity Level 1 assignment in 15 hours would be graded as +10;  if he or she completed the  assignment in 30 hours, he or she would be graded at -5.  In addition, as part of the process, supervising lawyers (or perhaps even clients) would value the quality of the work using a similar 1 to 5 system, with 1 being unacceptable, level 3 being acceptable and 5 being superlative. A quality review of five would result in a doubling of the individual Value Score, a quality level of 3 would be neutral, a quality review of 1 would be a reduction equivalent to the total initial Value Index score.  Thus, in the latter instance, if the initial Value Index score was 10, it would be reduced to 0.

To keep the playing field level, each firm’s Value Index scoring system would be peer reviewed by a competing firm randomly assigned, similar to the fashion in which accounting firms are peer reviewed.

Scores would be collated for each lawyer at year end.  Work assignments would be monitored so that to the fullest extent possible, lawyers would be assigned a combination of work at different Complexity Levels, which at the upward end of the grid, would add up to a total of 2,000 hours annually (computers could help monitor the assignment process keeping tabs on the Complexity Levels).   Annual reviews would include aggregate Value Index scores for each lawyer.  Those lawyers scoring highest would of course be the most highly compensated.

Law firms could then post their Value Index scoring on their web sites and utilize the data for recruiting purposes. Lawyers moving laterally would include their individual Value Index scores on their resumes.

This is very much a concept which is a work in progress and certainly requires refinement, but once refined and implemented, lawyers could properly boast of the value of the services they deliver to clients, utilizing a metric adopted by universal convention, instead of the number of hours they sold to their clients. I know that there are some lawyers who are staunch value billers who loudly reject the very idea that in the brave new world of AFA’s, recording time has no place and the very thought of recording time in this world is a mortal sin. However, it is my considered view that recording time is a vital management tool and that until the Model Rules of Professional Responsibility are amended to specifically address value billing and alternative fee arrangements, recording time is one more burden we will need to carry.

I would welcome readers’ thoughts, suggestions and comments on our Value Index proposal.

© Jerome Kowalski, April 2011. All rights reserved.

Alternative Fee Arrangements — A Primer (via Kowalski & Associates Blog)


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Alternative fee arrangements and value billing came of age in 2010 and may soon largely supplant hourly billing models.

Recent polls indicate that 55% of corporate clients require their outside counsel to provide alternative fee arrangements or similar value billing arrangements and that over 90% of American law firms offer some forms of AFA’s. Journalist Gina Passarella recently provided an analysis (at http://www.law.com/jsp/pa/PubArticlePA.jsp?id=1202487347296&src=EMC-Email&et=editorial&bu=The%20Legal%20Intelligencer&pt=TLI%20AM%20Legal%20Alert&cn=TLI_AM_LegalAlert_20110325&kw=Law%20Firm%20Financial%20Results%20Analyzed ) of law firms’ reports on revenues and profitability for 2010 and noted that a principle reason so many law firms experienced a reduction in revenue while increasing profitability was because so many matters were handled on an AFA basis and realizations on such matters often exceeded those achieved on standard hourly billing arrangements. We demonstrated almost two years ago that this result could be attained on a well managed AFA engagement to the mutual benefit of both the client and the law firm.

Simply put, Alternative Fee Arrangements and value billing will be a cornerstone for The Law Firm of the Twenty-first Century:  http://kowalskiandassociatesblog.com/2010/10/31/the-law-firm-of-the-twenty-first-century/

Our original primer on alternative fee arrangements and value billing, published in March 2010, has been one of the most widely read posts we have published, reaching tens of thousands of readers. Accordingly, I take this opportunity to re-post that original primer.

Alternative Fee and Billing Arrangements: A Primer                                                                                  Jerome Kowalski                                                                              Kowalski & Associates                                                                              March, 2010 The most significant current public discourse regarding law firm revenues which will surely continue in the mo … Read More

via Kowalski & Associates Blog

Alternative Fee Arrangements, Value Billing and Metrics in a Dwindling Marketplace for Legal Services: Are We All Marching to the Beat of the Same Drummer?


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Value Billing and Alternative Fee Arrangements:  What are we Really Talking About?

 

A Client and a Lawyer Walk in to a Bar. 

The client says “we want you to provide us with value billing.”  The lawyer says “we’re big believers in alternative fee arrangements and have very sophisticated AFA programs.”  The client says, “Okay, how much are you going to reduce your rates?”

 

                                                                                      Jerome Kowalski

                                                                                      Kowalski & Associates

                                                                                      December, 2010

When it comes to value billing, are clients and lawyers speaking the same language?

  

In 1985, while still actively practicing law, I defended a claim brought by a diversified Fortune 500 Company against my client, a relatively small manufacturer of fluidized bed heat treating furnaces. These furnaces are, among other things, designed to harden certain ferrous metals for greater endurance. For example, many of the metals in automobiles require enhanced hardening beyond their natural state. This enhanced hardening is achieved by heating the metals above 1,200 degrees Fahrenheit for fixed periods of time. The breach of warranty claim was straightforward:  The plaintiff purchased such a machine for $103,000 and it claimed it did not function as warranted. It wanted its money back. An AmLaw 100 firm prosecuted the case.  The lawyer handling the case has since become a federal judge, while I sit from my perch here and jot my musings.

Early discovery in the case and my client’s own engineers’ inspection of the device at the plaintiff’s facility led us to quickly conclude that the problem was that the plaintiff’s personnel were simply not properly operating the equipment. Our conclusion was not surprising: In 50 years of business, no customer had ever successfully prosecuted a breach of warranty case against my client.  To be sure, this 1,000% batting average was not the result of outstanding lawyering; rather, my client had an excellent product and high quality control standards.

In a very early settlement conference, my client offered to provide the plaintiff’s personnel with additional training at no added charge and further offered to refund the full purchase price plus some portion of the legal fees if an independent academic expert mutually acceptable to the parties reported that the device was in fact not operating as warranted. The plaintiff’s division head summarily rejected the offer and in an expression of refreshing candor conceded that his division was not meeting net revenue expectations and he needed to get rid of both the machine and the personnel needed to operate the unit if he were to get close to meeting his division’s net revenue projections.

Against this backdrop, my client’s CEO called me and told me that he could resolve the case quickly. His company had received an order from a different customer that required the purchase of $10,000,000 worth of refractory brick (that is brick that can sustain consistent high heat, such as you will find in your own fireplace) and that our plaintiff, through a different division,  was one of the nation’s three largest manufacturers of such refractory. My client was prepared to issue a PO for this refractory to the plaintiff, while still providing the promised additional training.

Sounds easy, doesn’t it? The plaintiff would get the full benefit of its bargain and profit from the new order.  Yet the plaintiff’s division manger refused, since his division would not be credited with the sale and he still needed to trim costs to meet revenue projections. Try as we might, opposing counsel and I, who agreed privately that the proposed resolution was sound and an outstanding commercial resolution, just could not get the plaintiff, even at its highest corporate offices, to buy in on the deal.

We nonetheless settled the case quickly thereafter. My client simply repurchased the machine and resold it within days to the United States Department of Energy for $135,000. The PO for the refractory was issued to a competitor of the plaintiff.

The litigation costs were far less than anticipated for both sides, and in today’s parlance we provided “value billing:”   We provided efficient professional services and concluded a potentially complex litigation, at a fraction of the budgeted cost.  But, did we really provide “value billing?”

This quarter century old case came to mind as I sat through the National Law Journal’s Managing Partners Conference in Washington on December 2.

The conference included much talismanic recitations of “value billing.”  Actually, the repeated catch phrase that captured my ear was the too oft cited “legal spend.”  The repeated juxtapositions of the two phrases by each presenter, extremely capable law firm leaders, to be sure, was rather straightforward:  Corporate clients were slashing expenses for outside counsel and law firms were scrambling to maintain significant slices of the shrinking pie by discounting prices.

It’s now been two years since the Association of Corporate Counsel issued its “Value Challenge” and perhaps it’s now time to reconsider the concept and perhaps re-define re-think what legal “value billing” really should mean. I readily admit to be a value billing junkie.

A principal problem in the ACC Corporate Challenge is its rather wholesale reliance on defined metrics. Professor Steve Harper, a former Kirkland partner, recently reported that reliance on metrics is frequently misplaced.  I long ago joined a chorus of others in raising the issue of the “mother” of all metrics; the much touted annual AmLaw 200 report on law firm profitability is slightly less than gospel.

The National Association for Legal Placement, which has a key part of its mandate issuing reports on the metrics of recent law school graduates issues reports on that are nothing more or less than picture perfect portraits of opacity. NALP and its constituents are unwilling or unable to answer a simple question:  “If I decide to go to law school, work my butt off for three years and incur $200,000 in debt, what is the likelihood that I will get a well paying job?  If the law schools let me know how their recent graduates managed, I could make an informed decision.”  An Indiana Jones inspired group, The Law School Transparency Project, embarked on a good faith search for this holy grail of metrics and short of an extremely unlikely national labor strike there is very little likelihood that actual metrics will ever be found.

The point here is that metrics are ephemeral, misleading, quixotic, enigmatic and too often of little assistance in getting the full measure of quality.

All of which brings me back to my original questions:  exactly what is value billing, how is it measured (or even recognized) and how should it be rewarded?

Indeed, even with the ever rising crescendo demand by corporations for Alternative Fee Arrangements over the past 30 months, corporate general counsel are still expressing confusion and uncertainty regarding the concept while law firms, eager to satisfy a dwindling client base believe they have risen to and met the Alternative Fee Arrangement challenge, remain perplexed about why they are having so much difficulty marketing AFA’s.

Metrics are simply just but one, and only one, variable in a far more complex algorithm by which value is measured.

I think we all need to get back to basics and view the issue in the context of law school:  Classroom participation counts.

Let’s posit the query in a Socratic hypothetical:  Assume a sophisticated client believes it has perfected the alchemy to turn dross in to gold.  All that it needs is the capital to finance the R&D and the assistance of regulatory specialists to gain required governmental approvals. At a networking event at law firm or through some blog postings by a law firm, the client makes the connection to obtain financing and is introduced to scientists who can serve as Scherpas through the regulatory gauntlet. Clearly, the client has already obtained value (of the most prized, sort, since it came at no cost) but now it needs to engage counsel to handle the lawyering. Corporate counsel, guided by his or her own Sherpa, the purchasing agent, issues an RFP and circulates it among the usual suspects, including the networking event host and blog poster. Five acceptable proposals are submitted, with network hoster and blogger proposing a fee schedule placing it as the second most expensive bidder in a tight race.  As John Belushi asked, “who are you going to call?”

General Counsel:  How do you answer Belushi’s question?   Hit the comment section below and share your thoughts.

The Law Firm and the Lawyer as a Marketplace for Value

            Lawyers who have achieved marketing successes have done so because they intuitively comprehend that they add value because they have developed a network of contacts and that this network is a constant work in progress. Whenever such a lawyer is in contact with a member of his or her network, his or her first instinct is to calculate in nanoseconds which of his or her other network contacts can add value to that contact. The primary skills for achieving this result is listening to the speaker and then instantaneously calculate how value can be added to the speaker by hooking him or her up with another network member and for each to develop synergies, business alliances, business solutions and more spokes attached to the hub of the marketplace for value.  No direct metric can be attached to this activity nor will immediate revenue derive from having a lawyer or a law firm function as a marketplace for value.  But the simple fact is that clients will flock to lawyers who regularly add value, even if no invoice can be rendered for the value received by the client in having commercially enjoyed the benefit of this marketplace for value.

As for law firms, it is your job to demonstrate the entitlement to a higher grade by touting your own classroom participation and the real value (not the metrics) you added to the client:

  • During your own marketing calls to your clients, show how you added real value, not just a lower bill.
  •  In responding to the RFP, don’t be shy as to expressing a willingness to meet the competition (But only meet the competition after you have first assured yourself that you can manage the engagement at a reduced fee which still yields profitability;  as more than ever, risk assessment and project management are the elixirs for survival in the AFA world).
  •  Just as the swallows head south for Capistrano at this time of year, so too does the annual debate concerning the value of client surveys fill the air.  Does your client survey ask the simple question “other than lowering our fee structure, how else can we add value?”  In your client survey submission, cite instances in which your firm added real value to a client’s business (other than simply by reducing fees); solicit suggestions from clients regarding how your firm can add value,  not just reduced metrics.

© Jerome Kowalski, December, 2010. All Rights Reserved.

Enhancing Law Firm Profitability During this Period of Economic Upheavel; Law Firm Subsidiaries and More


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How Law Firms Can Make an Extra Buck During the Continued Period of Economic Disruption

 

 Consider establishing affiliated law firm subsidiaries and increased secondments

 

  

 

                                                                                      Jerome Kowalski

 

                                                                                      Kowalski & Associates

 

                                                                                      October, 2010

 

                                            

 

The Great Recession is continuing to take its toll as both corporate legal departments and law firms are seeking ways to squirm through these difficult time. Some law firms are endeavoring to meet these challenges by creating wholly owned subsidiaries which provide outsourcing, and temporary staff lawyers. These law firms staff these separate entities with lawyers, compensated at lower rates, who are not employed by the firms directly and typically house these lawyers in facilities separate from the law firm and in low rent districts. More about these later.

 

Corporate law departments are also feeling the squeeze. In one recent survey of corporate law departments, 80% of the respondents reported that their department’s work load increased in 2009, as compared to 70% reporting increased workloads during the preceding year. Corporate law department’s expenses increased to a median .33% of corporate revenues from the preceding year’s .29% (compared to 2008’s .33% of total revenues).  An additional factor to be considered is that at least one quarter of corporate departments reported that budgets for corporate law departments have been reduced by at least 15%.

 

Recessionary times historically have created enormous burdens on corporate law departments. Steps taken by corporations to meet recessionary challenges necessarily keep the lawyers busy, as corporations deal with reductions in force, followed, as night follows day, a spate of age, sex or gender discrimination claims. Companies seek to divest or close down units, all of which is fodder for the legal grist mill. Corporate lawyers are required to deal with defaults by corporate customers and vendors, as well as defaults by the company itself. Matters previously referred to outside counsel are retained by the corporate law department. The corporate law departments are being instructed to bend every effort to see to it that disputes with vendors, suppliers and other parties should be resolved by the corporate law department, without litigation and without referring such matters to outside counsel.  All of this occurs, of course, against a general backdrop in which corporations impose ever increasing restraints on incurring the expense of retaining outside counsel.

 

These corporate constraints on fees of outside counsel are being met in a variety of different methods:

 

One is an ever increasing use of alternative fee arrangements, a topic we have been addressing for some time. To no great surprise to us, corporations report that almost three quarters of the fees they paid to outside counsel were based on some form of AFA. Equally of no great surprise, some 90% of law firms report that they offer a variety of AFA’s to their clients.

 

Second is keeping as much work inside the company as possible.   The consequence is not only significant increases of work for corporate law departments, but, in addition, as noted, a substantially greater reluctance to litigate controversies. The Great Recession marks a major departure from previous recessions and downward cycles over the past half century. Previously, the onset of a downward cycle set litigators drooling as they anticipated the bakes of additional work previous recessionary cycles produced.  I believe it’s fair to say that most law firms were caught by surprise when The Great Recession did not produce a great wave of litigation.

 

A third result has been compelling outside counsel to rely more heavily on outsourcing routine work, such as document review,  by both law firms and corporate law departments to independent vendors, often, based overseas.

 

Most law firms do profit directly from work performed by staff lawyers by purchasing such work at wholesale and selling it at retail.  In other words, the client is billed a premium above the cost of such lawyers, whether these staff lawyers are hired by the law firm directly or through a staffing agency.  Corporate consumers of legal services are like customers of retail clothier Syms: They are well educated and make the best customers. Accordingly, many corporations have struck their own direct favorable deals with staffing companies and outside counsel are directed to utilize those agencies, which are in turn paid directly by the corporate client, thus eliminating the mark up.

 

Corporate legal departments themselves, in meeting the ebbs and flows of their own work loads and keep a tight rein on their own shrinking budget, have also been utilizing staffing agencies to beef up when demands of their own time are at their peak. What’s good for the goose is good for the gander.

 

As mentioned at the outset of this piece, some law firms, such as King & Spalding owns a separate entity known as Discovery Center  an outsourcing litigation support center, obviously in direct competition with other outsourcing services, both domestic and abroad.  Baker & McKenzie reportedly has a separate subsidiary which provides litigation prep and support services. London based Berwyn Leighton Paisner established a separate entity named “Lawyers on Demand” which seems nothing more or less than a temporary lawyer staffing agency, which focuses its efforts on providing temp lawyer staffing to corporate clients, apparently not at all very much different than Axiom. Other law firms, such as Mintz Levin, have long had separate subsidiaries which provide wealth management and investment advisory services.

 

It has been said that endeavors such as these are inspired by an article written by Clayton Christensen and Michael Oberdorff in the Harvard Business Review entitled “Meeting the Challenge of Disruptive Change”. , which, among other things, suggests that in disruptive economic periods, companies should retain their basic business model, on the assumption that such models remains viable during periods of economic disruption, while simultaneously pursuing different and new business models which can separately yield profitability.

 

One salient point made by Professors Christensen and Oberdorff should not be overlooked, namely, as new business models are pursued, the basic business model should not be abandoned.

 

Towards that end, I would urge law firms to seriously consider secondments.  The concept, more popular in Europe than in the United States, involves “lending” an associate to a client for some fixed temporary period of time. In a typical seconding arrangement, the client pays the seconded associate directly.  Seconding has a number of distinct advantages including: (1) the firm assists corporate law departments in times of peak demand, without requiring either a permanent addition to the corporate payroll; (2) a seconded associate employed full time by a law firm, particularly a law firm which has had an ongoing relationship with the company, and is therefore presumably well trained and comes on board at a running start, typically far more advantageous than a temp staff lawyer;  (3) upon the associate’s return to the firm, he or she will have a far better understanding of the company and its workings and objectives; (4) the investment made by the law firm in highly qualified, well trained associates who may be underutilized at the law firm, given current economic conditions, can be continued in the law firm ranks as economic conditions stabilize; (5) the seconded associate will add to his or her skill set and value to the law firm as he or she gains a far better understanding of the client’s business, objectives and culture; (6) client loyalty is enhanced; and (7) morale among firm associates are enhanced as the firm displays loyalty to its own associates.

 

The client’s interest in having a seconded associate is one of the matters which should be discussed during periodic face to face meetings with clients, which I previously discussed.

 

© Jerome Kowalski, October, 2010.  All Rights Reserved.

 

 

 

Are 100 Page Responses by Law Firms to Client RFP’s Really Efficient or Necessary? Some Radical and Revolutionary Changes are Upon Us


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Hundred Page RFP Submissions which Clients have Been Demanding of Law Firms Got you Down? Change is-a-coming.

 

                                                                                       Jerome Kowalski

                                                                                      Kowalski & Associates

                                                                                      September, 2010

Many of our client law firms have expressed enormous, indeed almost unspeakable,  frustration and dissatisfaction with the RFP process that so many corporate clients and potential corporate clients now require, particularly in connection with engagements that will require Alternative Fee Arrangements, in which such responses seem to have become a staple. The RFP typically requires completion of a 60+ page questionnaire, which frequently require scores of hours and professional time to complete.  Added to this frustration is the fact disappointment experienced by firms who have gone to such lengths to and not get to the brass ring.  Many firms have simply thrown their hands up in the air and basically abandoned most or all efforts to respond to such detailed RFP’s.

The good news is that there may be significant change coming down the pike with regard to the RFP process.  Jeff Carr, the well respected trend setting General Counsel of FMC Technologies, who has not only been the most vocal advocate for AFA’s and Value Billing, has taken note of the fact that compelling law firms to complete such cumbersome questionnaires too often results in lawyers not only pulling their hair out, but, as I mentioned, simply abandoning these cumbersome processes.  One consequence is that corporate clients are getting short changed since otherwise eminently well qualified law firms have simply responded to the whole RFP process with a simple no mas.

Inside Counsel recently reported how Mr. Carr has recognized the problem, but, in addition, as part of FMC’s convergence program, reduced its previous 56 page RFP questionnaire down to a one page yes or no questionnaire, publicly posted for all to see at www.legalonramp.com , a document outlining FMC’s general terms and conditions for engagement of outside counsel and FMC’s pay for performance system. FMC also “published its historic litigation data and invited the participating firms to rank themselves by type of litigation or litigation competency, provide their historic data and metrics, and provide their default ACES budget for the major types of litigation FMC has.”

Mr. Carr then culled through 52 responding law firms and invited 32 to provide  the ultimate “elevator pitch” by providing a Tweet on Twitter, which of course is limited to 140 characters. FMC dubbed this as a “Tweet and Greet.”   For those of you who scoff at Twitter as kid’s play and merely a social tool, the recent article in the Guardian will certainly be an eye opener in connection with its real utility for lawyers and clients.  Twitter is but one of the tools that more and more in house lawyers are using to identify competent outside counsel, in the same way that they use blogs. In fact, if you or your marketing personnel have created your blog with all of the appropriate tools of this new Internet era, your blog posting should be fed automatically to Twitter.  This one is, as are all of ours. Doubters or skeptics can check us out on www.twitter.com  @jerrykowalski.

Of the 32 firms that responded to Mr. Carr’s “Tweet and Greet” invitation, 16 were invited by Mr. Carr to meet with him and, in his words, “wow not woo.” In the end, FMC selected six law firms and “decided to form a joint venture among them, wherein new cases are handled by a team the law firms form. Sometimes the team consists of one firm, several or even all of them.”

“The JV is administered by one of the outside counsel on retainer with a performance-based hold back,” Carr explains. “All cases have a default target budget [based on an FMC-designed pay-for-performance plan] lower than our historic data. The overall savings will be shared between FMC and all the firms, with the distribution reflecting how well they worked with the other firms.”

All of FMC’s various pending cases were then re-assigned to the new law firm joint venture, as are new matters coming in the front door.

Mr. Carr then went on to note, “traditional RFPs have a reputation for being complicated, mostly useless and quite painful, but it doesn’t have to be that way, So, out with the 56-page RFP, little of which is used in the ultimate decision-making, and in with the three-page non-RFP.”

Jeff Carr is, as is well known, an articulate and outspoken advocate for change in the relationship between client and counsel. He is the ultimate trend setter for corporate counsel. Watch for other companies to follow suit.

But, when you get home tonight, spend some time with your kids and have them explain to you what Twitter is all about and how to make best use of it.

© Jerome Kowalski, September, 2010.  All Rights Reserved.

Associate “Job Satisfaction:” Why Law Firms should care


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Associate Job Satisfaction (JD)

Associate Job Satisfaction:  Should We Care?

         Jerome Kowalski

Kowalski & Associates

September, 2010

The American Lawyer recently reported the results of its annual survey of associate satisfaction and reported that law firm associate job contentment and morale dipped to its lowest level since 1994. American Lawyer concluded in its survey that job satisfaction, based on a survey of over 5,000 associates found that job satisfaction fell “from 3.897 in 2009 to 3.733 this year. That’s the lowest score since 2004. In particular, associates lowered the individual grades for their own firms, giving an average rating of 3.96 this year–less than the 4.16 rating in 2009–and the lowest score in recent years.”

This report was followed by a series of public comments and blogs that associates who complained were unnecessarily and inappropriately “whining”. Partners and unemployed or underemployed lawyers were particularly critical of associates receiving regular paychecks calling them simply “cranky”; an example of this public dialogue is contained in a recent ABA article, in which some of the nearly 100 posted comments had a rather interesting, if not at times bitter series of comments. The American Lawyer report can be exegetically interpreted and analyzed in a variety of different ways: First, “only” 25% of associates expressed dissatisfaction with their jobs. Second, perhaps cynically, American Lawyer was simply taking a tabloid and a bit sensationalist approach to its report, and the various releases describing its report were made in order to boost sales and interest. Or, perhaps, a rate of 25% of disaffected associates is not acceptable, because it significantly affects lawyer efficiency, morale and law firm profitability.

Employee dissatisfaction is wildly contagious and significantly adversely affects employee efficiency, an unacceptable result in an era in which associate efficiency is critical, in our changing law firm business model of increasing Alternative Fee Arrangements and the death of hourly billing. We have known for at least four decades the reasons for lack of job satisfaction in any work environment. In 1968, the Mayo Clinic identified the factors that lead to job dissatisfaction:  Bickering co-workers  Conflict with your supervisor  Not being appropriately paid for what you do  Not having the necessary equipment or resources to succeed  Lack of opportunities for promotion  Having little or no say in decisions that affect you  Fear of losing your job  Work that you find boring or overly routine  Work that doesn’t tap into your education, skills or interests

The cures for virtually all of these factors is largely greater transparency in law firm management and appreciably greater open and candid discussion, led by law firm management, joined in by partners regarding the state of the firm and how the firm plans to weather the continuing economic turbulence.

Interestingly, Joel Rose, a respected law firm consultant, in a recent guest column described the role of law firm managers. Mr. Rose seemed to suggest that law firm managing partners are hampered in their roles because of their needs to consult and obtain approval of other members of management. He also lists the sundry obligations of the managing partner, listing, in my view, “communications” way too low on the MP’s duties. In the current economic malaise, I frankly would list communication at the very top of the list.

I would take this issue a step further: In thirty years of being deeply immersed in the entire recruiting process, from hiring partner, to heading a legal recruiting firm to ultimately serving as a consultant to law firms on, among other things, lawyer recruiting, training and retention, by far and away, the single most often cited reasons given by lawyers who are asked why they are seeking alternative employment, is one form or another of “lack of feedback,” an absence of knowing what is “going on at the firm” and, finally, a fear by an associate that he or she will not make partner for reasons completely exogenous to the associates performance and a concomitant sense that partnership decisions are made in a fashion that is so deeply mysterious, unfathomable and enigmatic. Every lawyer involved in recruiting and every recruiting professional has heard this mantra repeated consistently and in a virtual talismanic fashion.

Law firms are theoretically well aware of this. Recruiting literature prepared by virtually all law firms for law school graduates consistently cite the firm’s regular feedback and open communications. Similarly, lawyers involved in the recruiting process, upon hearing the gripes of an interviewee of the absence of adequate communications by partners at their former law firms, recite, by rote, as it were, the firm’s open style of communications and regular feedback, with all associates being fully informed about matters affecting their careers. If so many partners hear and say the foregoing, how could so many associates consistently experience a diametrically opposite sense?

More crucially, as law firm economic pressure rise, the level of communications and transparency declines. As candid communications and transparency decline, so too does associate morale and efficiency. A material portion, if not all of these maladies can be mitigated with open and relatively full disclosure of the impact of The Great Recession on the firm, its economic performance as well as the firm’s strategic business plans. Associates (and I daresay the partnership) want to know and are entitled to know how the firm plans to get through these challenging times.

The bickering among associates largely caused by uncertainty of continued employment, in a continuing era of associate layoffs (openly acknowledged or through “stealth layoffs), “accelerated” reviews, deferral of start dates and reduced law school recruiting must be addressed in open forums with associate participation in which the subject is addressed and the subject is put on the table for associate input on the question.

On September 23, 2010, Hildebrandt Robbins Baker casually added substantial fuel to the fire and heightened associates uncertainty of continued employment by issuing a report which speculated that during the next 5 to 7 years 17,500 (out of a total of 65,000) “partner track” associates at AmLaw 200 law firms, amounting to some 27% of the total of such  associates could simply be “eliminated” (http://www.hbrconsulting.com/blog/archive/2010/09/23/chipping-away-at-the-traditional-model.aspx )  While, a reading of Hildebrandt’s report show that it is based on a series of assumptions and speculations,  largely not supported by any facts, the result is clearly heightened concern about associates’ job security.   Hildebrandt’s speculations, while widely correctly criticized, see for example, http://abovethelaw.com/2010/09/consultant-says-17500-non-partner-biglaw-jobs-at-risk/#more-37294 , the mere report sent an unnecessary and unwarranted shock wave among at least the 65,000 “partner track” associates at AmLaw 200 law firms and surely trickled down to a significant number of other large law firms below the AmLaw 200.  The Hildebrandt report, suggesting, among other things a completely unsupportable prescience, certainly had the consequence of sending a shock wave through associate ranks around the nation, who doubtless spent unnecessary time fretting and discussing the foreboding “news.”  I daresay that if Hildebrandt had the ability to predict employment statistics seven years hence, its crystal ball surpasses that of any other economist in the nation.

Thus, in addition to the irresponsible conflagration Hidebrandt ignited and the concomittant increase in associate disaffection, partner time is now required to douse these flames.

Issues like this must be the subject of open discussion by and among partners and associates.  Associate concerns simply must regularly be allayed.

Several recent case studies illustrate the point: The London office of Delloite Touche confronted the fact that incoming work was insufficient to keep all of the professional staff employed. Management and had an open dialogue with its professional staff openly discussed the subject; it proposed a number of alternatives, including layoffs or reducing compensation by approximately 20% and concomitantly reducing by the same percentage the time the professionals were required to work. The professional staff openly discussed these and other alternatives and expressed to management that the latter alternative was the far more desirable alternative. The result: enhanced employee morale and despite the reduced number of hours required, most of the professionals had no hesitation in working beyond the 20% reduction for clients, marketing efforts, mastering new skills and writing professional articles. More recently, Norton Rose of England took the same approach to similar effect.

Perhaps an even more insightful analysis appears in Above the Law, in an essay written by a lawyer who “switched sides”  and moved in house to Aon from Sullivan & Cromwell: http://abovethelaw.com/2011/01/inside-straight-human-resources-and-the-law/?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+abovethelaw+%28Above+the+Law%29&utm_content=Google+Feedfetcher

Associates observe the obvious fact that many partners increasingly “hoard” work, partially because the AFA model requires quality legal work to be efficiently delivered by experienced lawyers and, quite frankly, sometimes “hoard” hours for their own job security. These factors, again, need to be discussed openly, with associates invited to openly discuss these issues and suggest alternatives, including ways they can contribute substantively to the firm, even in the new era. Acquisition of new skills (not simply in other practice areas, but also in marketing and project management), pro bono work, accepting the fact that they will necessarily take a step back in matter involvement as they endeavor to improve their own efficiency are obviously areas for open discussion.

Law firm management in this new era also must swallow the fact that associates and partners can no longer be assessed by the number of hours billed, but rather, the new metric is efficiency of delivery of quality work product. Applying these basic principles, associates need to educated that making these contributions will eliminate conflicts with supervisors. Dissatisfaction with compensation should also be openly discussed. Associates need to be inculcated with the plain fact that rather than unfavorably comparing their own compensation with that being paid at other firms, they should be comparing the fact that they are receiving compensation and have meaningful employment with the unfortunate throngs of peers not as fortunate.

Reading the commentaries of the articles I cited above, the fact is that most associates do “get it.” Associates should also be encouraged to devote their own time to various programs conducted by virtually every bar group (such as the New York State Bar Association’s Committee on Lawyers in Transition) which provides counseling to lawyers who are unemployed or underemployed. The essence of all of the foregoing is that transparency in management, open and regular communications and dialogue eliminates or, at least tempers) virtually all of the known reasons for employee dissatisfaction.

Interestingly, Professor Steven Harper of Northwestern University School of Law and a former Kirkland & Ellis partner, in a very recent article notes that associate dissatisfaction leads to lawyer inefficiency and adversely affects a law firm’s profitability. Professor Harper argues, quite correctly I believe, that all of a firm’s partners owe a duty to the firm in assuring associate satisfaction and that a metric which should be considered as partner compensation is determined should include the measure by which individual partners contribute to associate satisfaction, or, on the negative side, associate disaffection.

Surely, these concepts are completely revolutionary, as is so much the profession has been going through recently, such as AFA’s, value billing, the death of hourly billing and legal project management. Informed management, as well as each partner, if they do have some measure of concern for enhancing morale and efficiency by the firm’s professional staff needs to step away from the smoke and mirrors of the Wizard of Oz and the secret huddling of partners behind closed doors. But the fact is that the continued management styles that were widely used in the past, treating associates (and indeed, lower level partners and counsel) as mere mushrooms (being kept in the dark and fed muck) and elevates insecurity, job dissatisfaction, fear, inefficiency, morale, rumor mongering, attempts by associates to spend late nights to rifle through partners’ trash bins, email boxes, hack in to the firm’s computer system, seeking any grain of fact or hypothesis, embellish on it or make unwarranted assumptions and conclusions, spread these among associate ranks, which only escalates in the child’s game of “telephone”, and diminish morale, certainty, confidence and efficiency.

© Jerome Kowalski, September, 2010

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