Mentoring Programs - Law Firms

 

 

Alston & Bird
http://www.alston.com/careers-professionaldev-mentoring/
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

This program matches each junior associate with a partner or counsel in the associate’s practice group who has the responsibility for shepherding the associate through the first few years of practice. The formal mentor program is designed to complement, rather than replace, the many informal mentoring relationships which naturally develop for most junior lawyers. Lawyers participating in this program are encouraged to have significant contact with one another through day-to-day interactions at work and through social and professional activities. Having learned through experience that young lawyers who are brought along by their seniors tend to progress more rapidly, the firm has assigned high priority to the mentoring function.

Arnold & Porter
http://arnoldporter.webfactional.com/work/professional-development.html
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

Mentors are a critical asset to an associate's career. We have a formal three-stage mentoring program that pairs associates with more senior attorneys as they progress and advance in their careers. New associates are paired with mid-level associates when they join the firm and maintain this relationship during their second year at the firm as part of the junior associate mentoring program. Mid-level associates are paired with partners and counsel. Mentors and mentees at the firm are offered training on goal setting and career action plans in order to help them work together to achieve the mentee's goals for the stated year. In addition, individual and group events are planned throughout the year to encourage opportunities for social interaction and networking. The firm also has several affinity groups which promote and provide informal and formal mentoring relationships.

Baker, Donelson, Bearman, Caldwell & Berkowitz
http://www.bakerdonelson.com/professionaldevelopment/
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

Associates have at least one mentor from the time they join the firm. Each new attorney is assigned an orientation mentor for the first year, who is usually a senior associate in the same office and practice area. Then the associates nominate candidates – usually shareholders – to serve as their mentors going forward. Lateral associates are also assigned mentors and may nominate different mentors as their needs change.

Cravath, Swain & Moore
http://www.cravath.com/mentoringandtraining/
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

The firm’s rotation system establishes a framework in which partners help guide the careers of associates. The system allows associates to form close working relationships with several partners and a mix of associates in different stages of their careers. Practice groups are leanly staffed, so that there are ample opportunities for the associates to collaborate with their partners on each matter to which they are assigned. In parallel with the mentoring that is part of the rotation system, the associates receive mentoring through a formal mentoring program, launched in 2007. The goal of this program is to provide associates with a continuing partner relationship that will offer additional insight, guidance and support throughout the associate’s time at the Firm.

Davis, Polk & Wardwell
http://www.davispolk.com/careers/us/training-and-professional-development/
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

To provide assistance and encouragement to new lawyers, all associates are assigned an associate mentor and a partner mentor. The associate mentor’s role is to welcome the new associate to the firm, and be available to assist with any introductory issues or questions the new associate may have. After establishing him/herself within a practice area, associates are matched with a partner mentor. Partner mentors meet with associates to discuss work and life at the firm, in particular relating to the associate’s professional experiences and development. In addition, our full-time director of associate development is available to work with each associate at the firm. Our director has over 25 years of experience at Davis Polk and she, together with several other experienced administrators, works with individual associates in all of the practice groups to define and facilitate the optimal progression of each associate in terms of assignments, skills development, client and partner contact, and overall professional development.

Duane Morris
http://www.duanemorris.com/site/associates_mentoring.html
Mandatory
Status:  Ongoing
Type:  New Lawyer Mentoring Program

At Duane Morris, we believe a formal training and development program is complemented by a strong commitment on the part of senior lawyers to act as mentors to less experienced attorneys. Each associate is assigned a mentor in his or her practice area soon after arriving at the firm. Together, mentors and associates: •prepare professional development plans outlining professional, client development and community involvement goals, •review and schedule available Duane Morris training and activities, •meet formally and informally on an ongoing basis, and •once a year, jointly evaluate the associates' progress, revising and setting new goals for the coming year. Our associates work with lawyers of diverse backgrounds, levels of experience, talents and interests. As they work together, associates naturally develop close relationships with their mentors and other senior lawyers who are able to guide them on work-related matters, professional activities, community service projects, pro bono opportunities and other extra-curricular activities. Associates have the opportunity to interact with exceptional individuals who have contributed significantly to the firm and the community at large. Many of these individuals are members of the firm's governing board and serve as role models to associates who aspire to their own positions of leadership and service.

Frost Brown Todd
http://www.frostbrowntodd.com/careers-development.html
Mandatory
Status:  Ongoing
Type:  New Lawyer Mentoring Program

The attorney mentoring program focuses on helping new associates quickly become integrated into the firm and their individual practice. New associates are assigned two mentors, an associate and a member. Assigned mentors fill the following roles: Host: Welcome new lawyers to the firm and introduce them to legal professionals within their department and throughout the firm and our communities Bridge: Act as a link to the firm for work, support and administrative information Guide: Explain firm issues and unwritten rules of “how we do it here” Teach: Develop associate’s legal and practice skills Coach: Provide feedback, monitor performance and experience, give “stretch” assignments Facilitate: Connect associate with internal resources to address particular issues that may face associate and help them network outside our offices in the community Frost Brown Todd also holds an informal bi-monthly lunch program where two associates are matched randomly with two senior attorneys in each office. This informal mentoring process supplements the formal program and provides an opportunity for internal networking and cross-selling.

Garfunkel Wild, P.C.
http://www.garfunkelwild.com/Recruiting.htm
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

Garfunkel Wild, P.C. (“GW”) has created a formal and comprehensive mentoring program (the “Program”). Associates fresh from law school and even more experienced lateral hires are assigned a mentor from among the many experienced attorneys at GW. Mentors assist associates through the early stages of their tenure at GW, meeting regularly in order to ensure that associates become fully adapted to GW and its culture, as well as the high standards a GW attorney is expected to meet and the resources available at GW. The Program is meant to supplement, not supplant, other activities of GW dedicated to the development of its associates. In addition to informal mentoring that occurs through daily interactions among GW attorneys, training is also provided through in-house seminars, departmental meetings, continuing legal education programs conducted by GW and careful supervision by our experienced attorneys. GW also has a program by which attorneys “shadow” experienced attorneys at work-related events such hearings and depositions, and a well-structured evaluation program for advising associates annually of their progress.

Gray Plant Moody
http://www.gpmlaw.com/join-us/summer-program/summer-associate-mentor-program/
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

New associates will be assigned a transitional mentor to help them navigate the initial passage from law school to firm life. The first duties of the transitional mentor are to assign the associate their first substantive legal projects. The transitional mentor will provide the associate with moral support and advice during the first few months at the firm. After associates are at the firm for several months, they are asked to select a principal to be your mentor. This mentor will stay with the associate throughout their time as an associate at Gray Plant Moody and will focus on providing career guidance and ensuring that that mentor has meaningful professional experiences. Mentors are resources for associates to help with monitoring workload, assisting with the completion of annual self-assessments and individual practice plans, and generally advising associates on personal and professional relationships within the firm. The mentor plays a role in the mentees professional evaluations and will help guide them down the path to becoming a principal at the firm.

Hahn Loeser
http://www.hahnlaw.com/Mentoring-Program.aspx
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

Each of the firm's associates, after being with the firm for approximately one year, is assigned a senior associate or partner to serve as his long-term mentor. Mentors serve as both a guide and a resource for the young associates as they begin their professional development, and they will encourage their mentees to work with a variety of partners, explore different approaches to working on legal matters, and observe different methods of practice management and types of rainmaking skills. Certain partners in the firm serve as assignment coordinators for their respective practice areas. The role of the assignment coordinator is to regulate workflow and ensure, to the highest extent possible, that all associates have work that will appropriately allow them to build comprehensive and well-rounded legal skills. The practice areas also provide a number of in-house training opportunities. This formal program, combined with Hahn Loeser's open-door atmosphere, provide associates with the teaching and guidance necessary to develop the skills that lead to a successful legal career.

Jones Diversity Group
http://www.jonesdiversity.com/index.php?page=lawServices
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

Once diverse talent is attracted, firms must take a proactive role in retaining that talent. A formal mentoring program is one proven way to achieve that goal. We design formal mentoring programs and provide training to both mentors and mentees.

Kaye Scholer
http://www.kayescholer.com/diversity/ks_diversity
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

In 2008, the Firm rolled out a revised mentoring program designed to assist associates' career development and enhance their experience at the Firm. Highlights of the program are:

◾all associates are paired with mentors for a period of at least two years at a time;

◾associates are encouraged to select rather than be assigned mentors;

◾virtually all mentor/mentee communications are confidential.

In addition, there are four Program Coordinators who monitor the mentoring relationships to ensure that mentors and mentees are meeting in a timely fashion, to ensure that the mentor-mentee pairings are appropriate and to evaluate the extent to which the program is functioning successfully.

Latham & Watkins
http://latham.com/joinus/careerTraining
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

Latham’s firmwide Mentoring Program is an essential component of an associate’s career development and is designed to facilitate their integration into the firm. In particular, every first-year associate and new lateral associate is matched with a senior attorney mentor, who is available to answer questions about the firm, provide career guidance or simply act as a confidential advisor. Over the years, many of Latham’s associates have developed close professional relationships with their mentors. The firm frequently reassesses the program to ensure it meets our associates' career development needs.

LeClairRyan
http://www.leclairryan.com/careers/xprGeneralContent2.aspx?xpST=CareersGeneral&key=7d5bce9b-c7e4-4401-8228-697ac58ec078&activeEntry=389a5426-dce1-4431-9a58-5275d2de18a9
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

The Mentoring Program assigns mid-level and senior partner mentors to every associate and junior partner. Recognizing that all lawyers benefit from the guidance and assistance of a more experienced lawyer, the mentoring relationship is expected to continue throughout the attorney’s career at LeClairRyan. The Mentoring Program recognizes that mentees may change mentors throughout their careers as professional relationships develop and the mentees’ needs change over time. Outside consultants are used to periodically train the Firm’s lawyers in how to be effective mentors and mentees. Since almost every attorney in the firm is either a mentor or mentee, or both, all LeClairRyan attorneys attend these training sessions.

Lerman Senter
http://www.lermansenter.com/f-2.html
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching for Summer Associates

Each summer associate is assigned an associate mentor with whom he or she can discuss legal research issues, firm policy and procedural questions, day-to-day concerns and long-term career goals. In addition, Lerman Senter provides many opportunities for summer associates to get to know and socialize with all members of the firm. First year associates are also initially assigned an associate mentor for their first few months at the firm. As relationships develop with more senior members of the firm, associates generally choose a member to assist them in their further growth and development as attorneys.

Nixon Peabody
http://www.nixonpeabody.com/summersabout.aspx?show=123610
Mandatory
Status:  Ongoing
Type:  Summer Associate Mentoring & Training Program

The emphasis of our summer program is to provide law students with a realistic view of life as an associate at Nixon Peabody. You will be provided with the opportunity to learn skills through a combination of training programs and mentoring. We provide our summer associates with training in practical business skills, ranging from setting goals and building personal networks to time management and workplace etiquette. Every summer associate is paired with at least one mentor to provide guidance before, during and after the summer program.

Pepper Hamilton LLP
http://www.pepperlaw.com/careers/Associate_Positions.aspx
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

Associate professional development begins the day associates walk through the door. The Associate Mentor Program matches first-year associates with more senior associates who help them make a smooth transition into their practice groups and the firm. Associate mentors in this program make a one-year commitment to help a new associate “learn the ropes” during his or her first year at Pepper. Associates also participate in the firm’s Partner Mentor Program, in which partners offer their associate protégés candid feedback and coaching, professional insight, and opportunities to guide and support the associates’ performance and overall professional development. Professional development planning is an important aspect of the mentoring process.

Reed Smith
http://www.reedsmith.com/eme/munich/why_reed_smith/
Mandatory
Status:  Ongoing
Type:  New Associate Mentoring Program

Each associate is given a partner as a mentor. Together you discuss your development, preferred assignments in or to practice groups, which training or seminars to attend, etc. Also, regular evaluations help to gauge your progress.

Rinke Noonan
http://www.rinkenoonan.com/careers/mentor-program/
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

Rinke Noonan’s informal mentoring program is designed to assist associates to develop the expertise, productivity, marketing skills, work habits, judgment, ethical behavior, and cooperative relationships that Rinke Noonan expects its attorneys to demonstrate. Mentors coach and support associates who are expected to quickly move toward independence in their practices and client relationships.

Simpson, Thatcher & Bartlett
http://www.simpsonthacher.com/sitecontent.cfm?contentID=24&itemID=244
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

Incoming associates across practice groups and offices are formally assigned a partner and associate mentor.  In addition, incoming associates in Corporate and Litigation departments in New York, together with their mentors, are organized in small mentoring groups.  Mentoring groups meet periodically in social settings over the course of the associates' first year of practice.

Sullivan & Worcester
http://www.sandw.com/careers-prodev.html
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

To support the special needs of first year associates, S&W pairs each first year with a second or third year associate to help acclimate them to the firm and acts as a resource. This relationship officially lasts one year. S&W also does lateral mentoring where the mentor serves as a resource for the lateral associate’s particular needs, and is a supplement to the Board of Advisors program. Everyone needs mentors, regardless of where they are in their career, which is why S&W has an ongoing mentoring program. S&W’s many training programs and career development initiatives are designed to facilitate the sort of meaningful relationship-building that is essential for the formation of true mentoring relationships. The structured approach to work brokering means that you have a chance to build working relationships with a variety of senior colleagues.

Tucker Ellis & West
http://www.tuckerellis.com/careers/mentoring-training
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

Each senior attorney has made a commitment to successful mentorship of Associates, recognizing that such a commitment is one of the essential cornerstones for maintaining a high level of service for the clients of the firm and for the career satisfaction of the Associates. The professional growth and development of Associates is necessarily a shared responsibility, as it requires both an unhesitating commitment by each senior attorney to manage his or her practice and client relationships in a manner designed to ensure maximum acquisition by each Associate of the substantive skill set necessary to transition our client relationships to the next generation of TEW lawyers, and an unhesitating commitment by each Associate to actively seek to acquire and maintain that substantive skill set.

University of Tulsa College of Law Mentoring Program
http://law.utulsa.edu/student-services/professional-development/mentoring-program/
Status:  Ongoing
Type:  Law school mentoring program

The Professional Development Office at the University of Tulsa's College of Law partners with the Tulsa County Bar Association to match lawyers with 2Ls and 3Ls to provide insight into different areas of law and the life of a practicing attorney.

Winston & Strawn
http://www.winston.com/Index.cfm?contentID=51
Mandatory
Status:  Ongoing
Type:  Individual Mentor Matching

The program is divided into three levels. First year associates are assigned senior associate mentors who help new attorneys become acquainted with Winston & Strawn and large law firm life in general. Second and third year associates are assigned partner mentors who meet with them bi-monthly to provide guidance for continued professional development within the firm. All fourth-year associates are above are paired with a partner advisor responsible for regular discussions with associates about their professional development.

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