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Jan 03, 2019
Law Firm Non-Equity Partner Subjective Compensation Factors
Our firm is a seventeen-attorney commercial litigation firm in Atlanta, Georgia. I am a member of our firm’s management committee that decides raises and bonuses for non-equity partners and associates. Currently our non-equity partners are paid a salary and a discretionary bonus. We would like to stay with this approach however we have had complaints that our system is totally arbitrary. We would like to be able to provide more transparency – a general list of the items that we consider when making our decisions on salary and bonuses. You thoughts would be appreciated.
Here is a suggested list of factors with weights that you might want to consider:
- Fee Production – Client Origination Collections – 25% weight
- Fee Production – Working Attorney Collections – 25% weight (billable hours in some firms)
- Profitability of Work – 10% weight – (effective rate per hour, realization, etc.)
- Delegation of Work – 10 weight (delegation to paralegals and associates)
- Client and Case Management – 5% weight
- Technical and Professional Competence – 5% weight
- Professional Conduct – 5% weight
- Firm Management and Leadership – 15% weight
You can adjust this list for your particular situation and what is important for your firm.
Here is a sample list of subjective compensation factors with detailed consideration factors with weights and points.
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John W. Olmstead, MBA, Ph.D, CMC
Posted at 09:21 AM in
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