Professional Development
Departments & Practice Areas
Bond, Schoeneck & King is organized into five departments: Business Law, Labor and Employment Law, Litigation, Property and Trust and Estate.
In addition, Bond has 35 practice and industry groups which consist of attorneys from across departmental lines who have experience and/or a common interest in these practice or industry areas. They collaborate to share information, assist each other in serving clients, and market the firm's experience. An attorney may belong to more than one group. Participation is an excellent way for less experienced attorneys to learn about other practices, to decide upon an area that interests them, and to foster relationships with attorneys and clients who are involved in that practice.
Training
Our firm provides training for new associates in a variety of forms, all designed to give associates a solid foundation in the practical aspects of practicing law.
The firm offers a thorough orientation program for new attorneys. The program is intended to introduce a new attorney to all facets of the firm and its members. During their first six months with the firm, new associates generally rotate through all five departments of the firm, allowing them to become acquainted with the firm's practice as a whole and the individuals working in each department. As a result, each associate's departmental assignment at the close of the rotation program is generally mutually agreeable.
In addition, the firm conducts a Professional Development Program which provides informative sessions on a number of topics, including substantive practice areas, skills, ethics, marketing and more. While many of these programs are designed for all firm attorneys, some are designed specifically for lawyers just starting out in practice. All programs are available throughout our offices through video conferencing and may provide CLE credit.
The firm also provides other opportunities for formal and informal training to assist each attorney's professional development. Taking into account individual differences, the firm works with associates to develop tailored, flexible training programs that are challenging, satisfying, and productive. Bond recognizes that an associate's most valuable learning opportunity can come from day to day work activities and the ability to work with more experienced attorneys. The frank and open atmosphere cultivated throughout the firm allows associates to work with firm Members as well as other associates, thus enhancing the skills to sustain and build our practice. Our Members are accessible for consultation and guidance to help associates reach their greatest potential.
Mentoring
The firm's Mentoring Program is designed to assist new attorneys in making the transition within the firm from law school or previous employment. The program is intended to provide associates with: (a) feedback from experienced attorneys on developmental progress, outside of the formal review process; (b) an outlet for venting frustrations without fear of a negative outcome; (c) a developmental checkpoint for legal skills; (d) an avenue for recognizing and championing their accomplishments and successes; and (e) the perspective of experienced attorneys on the political and social nuances of the firm.
During the new attorney rotation period, attorneys are assigned a mentor by the Associate Committee. Following the completion of the rotation period and assignment to a department or regional office, new mentors are selected from the associate's department or regional office based on the associate's preference. It is expected that this formal mentoring relationship will last at least one year.
A mentor serves a variety of functions, including:
- monitoring the associate's career development;
- acting as a catalyst between the associate and his/her department and practice group to ensure that the associate is exposed to diverse and stimulating legal work;
- providing coaching on a variety of subject matters of interest to the associate; and
- coordinating the associate's professional and social networking within the firm and the community.
During the mentoring period, mentors are expected to provide periodic feedback to the Associate Committee regarding the associate's progress and any developmental needs.
Overall, the Mentoring Program is intended to promote the inclusion of new attorneys in the firm's endeavors and to facilitate the growth and development of lengthy and successful careers with the firm.
Performance Reviews
The performance and salary of all associates are reviewed on at least an annual basis. Attorneys who work with associates are asked to assess each associate's skills and performance in a number of areas. The firm's Associate Committee reviews these evaluations and meets with each associate to discuss the associate's progress. During the performance review process, an effort is made to keep associates apprised of their progress toward becoming a Member in the firm. Associates' endeavors in non-billable and pro bono projects are valued and taken into consideration during the performance review process.
Membership Criteria
Bond hires attorneys we believe have the ability and motivation to become Members* of the firm.
Admission to Membership is based on demonstrated ability to perform a substantial volume of legal work in a consistently excellent manner. The traits of responsibility, personality, and proprietorship that determine one's ability to attract, serve and address client needs are important considerations.
Associates employed by the firm directly from law school can normally anticipate consideration for Membership within six to nine years of service with the firm. The firm will consider experience outside the firm that contributes to the associate's demonstrated ability. No fixed period of service is required for those hired after experience in clerkships or from other legal positions.
* As a PLLC, the firm's "Members" are the equivalent of "Partners" in a traditional partnership.
