It is never too early to start thinking about life after graduation. Here are answers to some of the questions we are asked most about associate life at Farella Braun + Martel:
What Kind Of Work Will I Do As An Associate?
Incoming associates can be assigned to a particular practice group, but generally associates work not only within that practice group but on matters in various practice areas as well, depending on their interests and the firm’s needs.
Associates at Farella Braun + Martel tend to get more substantive work experiences earlier in their career because we leanly staff our matters. Work assignments are carefully selected to ensure that each associate is exposed to a variety of experiences.
“In my first year, I took eight depositions – what an experience!” Fourth year associate.
“I've gotten much more brief writing experience and opportunities to ‘have a say’ on case strategy than a lot of people I know at the other big firms. By my second year, I'd drafted numerous motions, appeared in court, and gone to trial on a contempt motion. Associates here get substantive experience on challenging, interesting cases (which I think is rare).” Fifth year associate.
What Kind of Training & Career Development Does Farella Braun + Martel Offer?
Training our associates is a cornerstone to our success as attorneys and as a firm. To that end, the firm has a Professional Development Committee comprised of associates and partners with the mandate to train our attorneys and to assist them in identifying and achieving their long-term career objectives. The program enables our attorneys to make significant contributions to the firm, both as mentors and as developing attorneys. The committee deals with issues ranging from the associate review process to compensation. Associates on the Professional Development Committee also lead the regularly scheduled question and answer sessions with the Firm Chair and Executive Director – a meeting to which all associates are invited and encouraged to attend.
In 2007, we hired an attorney as our Director of Professional Development, whose primary function is to design and manage programs to promote the development and advancement of our associates. The Director of Professional Development works in conjunction with the Professional Development Committee to implement specific programs, such as formal work assignments, performance coaching, substantive legal training and business development training.
We believe that successful attorneys never stop learning. Our in-depth education program for entry-level associates and recent laterals covers the nuts and bolts of the practice of law, from the “life of a case” to drafting pleadings, motion practice, discovery and drafting/responding to summary judgment motions. We provide associates with approved pro bono opportunities, which count the same as billable work, to further hone their skills and serve our community. We also encourage associates to participate in local and national bar associations as well as professional organizations to increase their substantive knowledge and develop their practices.
We focus on other aspects of an associate’s career as well, such as how to balance the demands of the practice with your life outside the firm. To help integrate new associates into the firm, Farella Braun + Martel conducts a first year orientation program, led exclusively by mid-level and senior associates, who remember well what it is like to be a first year associate.
What Kind Of Mentoring Will I Receive?
First and foremost, the firm believes that mentoring should happen on every case or matter on which an associate works. Partners are evaluated on the quality of mentoring they offer to members of their team and the expectation of the firm is that every engagement is a learning experience for the associate.
In addition to the working relationships created while working on a matter, Farella Braun + Martel has a formal mentoring program for all associates. Every associate is assigned to a mentoring circle led by a partner, and the mentoring partner serves as that associate’s advocate, sounding board, and adviser. The mentoring partner helps the associate build a year-long plan of goals and objectives and collaborates with the associate to achieve those goals. Our formal mentoring program also fosters peer-based mentoring relationships, as each mentoring circle is comprised of associates at various levels of experience; thus, junior associates can seek guidance and support from more senior associates, and senior associates can develop mentoring skills as well.
Associates may also be assigned a senior or mid-level associate mentor when they first arrive at the firm. Formal training is provided for all attorneys, to learn how to be effective mentors as well as mentees. At Farella Braun + Martel, we have found that the mentoring relationship benefits not only the associates, but the partners as well by creating a strong network of relationships that are the foundation of our firm’s close-knit culture.
Finally, the firm has a variety of less formal mentoring and support structures. For example, working mothers at the firm meet regularly as a group to discuss the challenges of career and family balance and to find practical ways to make that balance more achievable – hence the committee’s name: “Moms Making It Work.” The Women’s Leadership Committee has also formed a mentoring circle for all women associates. Our Diversity Committee, which strives to increase the diversity of our firm and the legal profession, also promotes mentoring programs and relationships that improve the retention and advancement of attorneys, whether diverse or not.
How Will I Know If I’m On The Right Track?
We believe that substantive, regular feedback is vital to the development and advancement of our associates. Associates receive two reviews per year, and the reviews are conducted by two partners – the associate’s mentoring partner and a partner who worked the most with that associate during the relevant time period. The partners meet with the associate to provide verbal feedback and solicit the associate’s comments. Together, they also identify the specific experiences the associate needs and the attorneys with whom the associate should work to develop those skill sets. Afterward, a written summary of the meeting is prepared and reviewed by the associate, the mentoring partner and the reviewing partner. This review process allows our associates and the firm to assess progress, address any issues early and to offer thanks for work well-done.