JordanFurlong + training   160

a sandbox for legal education – ALT JD
If we accept this as true, then what is the import for legal education? For surely, if what lawyers do and how we do it is changing, then how we educate and train new lawyers should change. Many people have been discussing this for quite a while. Consider Thomas D. Morgan’s proposal that the ABA’s law school reform efforts in 2011 “must necessarily begin — at least implicitly — with the question of what kind of people law schools are charged with producing.”[1] This question remains at the heart of any inquiry into legal education.

I recently joined the working group for the Delta Competency Model[2], which seeks to describe the core competencies required to be a successful modern legal practitioner: this is the kind of person law schools are charged to produce. Comprised of three primary competency areas — the law, personal effectiveness, and business and operations — the model offers an agile and dynamic framework for describing the skills and characteristics today and tomorrow’s lawyers — and legal professionals generally — need to thrive.

My proposal is simple: we need a new flavor of legal education with a curriculum designed to teach these competencies. This must happen in the immediate future, and it must be a path to both a legal practice (as a licensed lawyer) as well as positions that do not necessarily require bar passage and licensure, such as legal operations engineer, legal designer, legal process architect, and many more positions that will be needed and do not yet exist.
competence  training 
may 2019 by JordanFurlong
The Skills Gap Part 1: What Competencies will Lawyers Need to Stay Relevant in the Future? | Rainmaking Oasis, LLC
In our efforts to develop a better way to define the range of competencies needed, we came across The Delta Model that was initially developed by a team spearheaded by Dan Linna, a professor at Northwestern Pritzker School of Law and was joined by Alyson Carrel and Jesse Bowman (also of Northwestern,) Shellie Reid of Northern Virginia Legal Services and Jordan Galvin of Mayer Brown, Knowledge Management.  After conducting additional research and with added insights from Caitlin Moon of Vanderbilt Law School, Gabriel Teninbaum at Suffolk Law School and Natalie Runyon of Thompson Reutter, the group released its Delta Model 2.0 in March 2019. One of their primary findings was that Personal Effectiveness skills are the most important lawyer competencies. The Delta Model model breaks lawyer competencies into three buckets:
competence  training  admission  skills  talent 
may 2019 by JordanFurlong
UnitedLex Luthor | Above the Law
UnitedLex doesn’t have that same incentive. The client relationship lies with the company itself, not its staff attorneys, and it treats skill sets as ultimately fungible. A young attorney growing their skill set just means that attorney has to be staffed onto different matters, and the company needs to find someone else to handle the simpler tasks. Barring an altruistic motive to do the right thing, the company gains nothing from staff development except some administrative headache.

There’s also the problem that nobody gets rich driving a rideshare. In fact, once less apparent costs like depreciation and repairs are accounted for, many drivers are making less than minimum wage. Some outright lose money. The biggest winners of the Lyft and Uber revolution are Uber and Lyft themselves, and the public that now has access to cheap, fungible, convenient ridesharing. The drivers who generate all that benefit get just a sliver of the pie. I worry about that same dynamic transferring over to the legal market. Everyone in the UnitedLex model seems poised to win big, except the lawyers actually making it all possible.

Whose Story Is It?

It’s easy for me to air these kinds of concerns because if UnitedLex is Lyft, law firms are the traditional cab industry that Uber and Lyft have attacked. UnitedLex is a competitive threat to me, and thousands of Biglaw attorneys across the world.

Yet I don’t think my reaction is entirely based on self-interest. I wouldn’t be where I am today without the mentorship and growth opportunities that the law firm model provided me. Done right, the law firm model becomes about more than making money. It’s about passing down knowledge, skills, and an ethic to a new generation, helping people bootstrap themselves into a successful career. I struggle to see UnitedLex or any of its many competitors doing the same. While it may make its clients or shareholders wealthier, it may make our profession poorer.
newlaw  flex  admission  training 
may 2019 by JordanFurlong
Convocation Approves Ryerson’s Integrated Practice Curriculum (IPC) – Slaw
This week, Convocation at the Law Society of Ontario voted to approve the Integrated Practice Curriculum (IRC) for Ryerson’s new law school. This will make Ryerson the second school in Ontario, following Lakehead University in 2014, to adopt this model.

Approval of the proposed curriculum, which is available online, is based on the 2014 list found in the Integrated Law Practice Program for Law Schools document, which reviews exposure to specific skills and tasks, and demonstration and assessments. What this approval means is that graduates of the new law school, which are expected in 2023, will not have to complete articling in order to obtain licensing.
schools  admission  training  governance 
may 2019 by JordanFurlong
Chicago-Kent Legal Tech Program Races Against Fast Evolving Legal Careers | Legaltech News
Last year, Chicago-Kent approved a Masters of Law degree in legal innovation and technology, but it won’t officially launch until students arrive in the fall of 2019. Under that very big umbrella fits knowledge in legal analytics, machine learning and technology-aided access to justice, all of which will be dolloped out to students over the course of one year.

Krent said the program was developed to address increased demand within the economy for tech-savvy employees that can step into knowledge management roles, assist with predictive analytics or provide some added value to an organization’s use of AI.

“There was a good dialogue, not just with law firms but with providers of legal tech, about what skills they want in the next generation of employees. That’s going to change so we have to keep abreast of that. It’s a constantly evolving market,” Krent explained.

Right now much of the demand in the market revolves around privacy, security and e-discovery. Jared Coseglia, founder and CEO of TRU Staffing Partners, said the volume of hiring inside those three disciplines still outstrips that of innovation-based roles.

But there will be a demand for more innovation roles inside the legal sphere—eventually.

“Right now there’s a lot of talk and conjecture, but it hasn’t trickled down and dynamically effected the job market in the sense that legal innovation is still an executive level conversation with most law firms and not an operational agenda just yet,” Coseglia said.

A majority of the innovation-themed job openings that Coseglia comes across today originate from inside corporate law departments. This isn’t necessarily much help to graduating students since most of those companies prefer to fill those roles from within, but the ripple effect can still pose some benefits.
schools  innovation  training 
april 2019 by JordanFurlong
The Houston Legal Tech Association is Turning Law Students Into Tech Writers | Legaltech News
“The idea was to create one platform where these ecosystems of lawyers and IT professionals are together and encouraging that knowledge sharing,” noted Houston Legal Tech Association president Nakul Goenka. “We want to bring lawyers, which includes lawyers working in law firms or in-house counsel or law school students, and IT professionals on the same platform and break down the barriers of communication.”
Goenka added that understanding technical terms and technology’s effects on their business is an essential part of being a lawyer today.

While the association seeks to improve tech knowledge among lawyers, Goenka said students can also gain early career experience from learning firsthand about tech advancements and managing social media. Those benefits include exposure and immersion in the legal tech field and networking opportunities.

Interested students can email their resumes to Goenka or Legal Tech Talent Network, a recruiting firm for legal technology-focused workers the association partnered with to publicize the opportunity. Applicants will be picked based on their interest in technology and law and their availability to post online, Goenka said. There’s no set number of volunteers required, although the association expects to start posting online content this month.

What’s more, while the association is based in Houston, applications will be accepted from law students nationwide. “The business model for law firms is pretty similar throughout the world, and the technology impact in the U.S., if you are able to get a common consensus, it’ll help Houston and throughout the world,” he said.
schools  training  it 
april 2019 by JordanFurlong
How Slaughter and May Is Making Use of Legal AI Across The Firm – Artificial Lawyer
Woods and Stewart also talked about how the firm is making the use of tools such as Luminance a key part of the training they now expect their trainees to be involved in.

For example, all of S+M’s trainees (i.e. junior lawyers before formal qualification as solicitors) now use Luminance and train with it.


Alex Woods, Head of KM
‘We have embedded AI into our legal training. Trainees have to teach Luminance clauses as part of their training. This is not seen as separate from the practice of law,’ they explained.

This clearly shows just how seriously S+M is taking this. However, this is not completely without challenges, Woods and Stewart also highlighted the need for proper governance around classification of data and legal terms that may have been taught into the AI system.
data  robo  innovation  analytics  training 
march 2019 by JordanFurlong
Are Law Firms Ready for Generation Z? They'd Better Be. | Legaltech News
Although there’s no official date for when Generation Z begins, the Pew Research Center generally defines the members of Gen Z as those born in or after 1997 (some others have moved up that admittedly arbitrary benchmark to 1995). The generational boundary gives members of Gen Z one major distinguishing characteristic: their connection to technology.
“Millennials were living a life where technology was changing things and they were on the forefront of the change,” says Orrick, Herrington & Sutcliffe chief talent officer Siobhan Handley. “Gen Z doesn’t know a time before [that change].”

The oldest members of the Gen Z cohort, also known as the iGeneration, were only around 10 years old when the iPhone launched in 1997. As they entered their teenage years, the world became more interconnected through the widespread saturation of Wi-Fi, smartphones and high-bandwidth cellular service. A survey last year by Pew Research of teens, social media and technology found that 95 percent of adolescents have a smartphone or access to one. And 45 percent of teens said they were online on “a near-constant basis.”

“The smartphone has been their method of doing everything,” says Wake Forest University law professor Laura Graham.
generations  demographics  training 
february 2019 by JordanFurlong
Hogan Lovells Uses Simulated Law Firms to Train Real Partners
Hogan Lovells is amping up its attorney training by engaging newly promoted partners in computer simulations that allow them to test their skills at running a global law firm.

Hogan hired Simulation Studios, a corporate training firm, to create the digital leadership development program for its 2018 equity partner class.

The training was the first for any new equity partner class and is part of the firm’s commitment to partner development on a global scale, Michelle Nash, Hogan’s director of learning and development, told Bloomberg Law.

Since the 2010 merger of Hogan & Hartson and Lovells, the firm’s been dedicated to making annual, incremental advances in its global culture and this training is the one result of that goal, Nash explained.

During the three-day pilot program in June of last year, about 25 equity partners from Hogan’s 2018 class gathered in Monaco prior to the firm’s global partners conference to compete in teams of five against one another running their own simulated law firms.
firms  training  partners  innovation 
january 2019 by JordanFurlong
NRF meets client demand with new legal ops grad scheme | Legal IT Insider
Norton Rose Fulbright has launched a new graduate scheme focused on business and legal operations. The two-year programme will be built around a series of rotations through business solutions; commercial management; innovation; legal project management; and pricing and resource management.

“The decision to launch the scheme is driven by the business need to support our internal change and innovation programme,” commercial director David Carter told Legal IT Insider. “Clients are increasingly telling us that how we deliver services is as important as the quality of the technical legal advice they receive in terms of value.”

Carter added that the huge opportunities that the firm sees to tap into new business lines by offering different delivery propositions are already being exploited.

“Just this week, we won a major mandate with a FTSE 100 company where all the engagement was driven out of these teams, rather than our legal teams. The demand is definitely there and we need first rate people to deliver it,”

In addition to increased client demand, Norton Rose Fulbright’s decision to launch the grad scheme was driven by a pronounced skills shortage. Despite a growing number of specialist courses created by a number of law schools, and lateral moves from other industries and from within law itself, many law firms are facing a recruitment challenge in this burgeoning area.

“In the face of this skills shortage, we have made the significant decision to mould these people ourselves,” said Carter. “Another advantage of a grad scheme is that it gives participants the opportunity to experience all the different elements that we are looking at. It is really important that these things are interconnected. We see the scheme as a powerful natural hedge against silos.”
ops  innovation  schools  admission  training  recruiting 
january 2019 by JordanFurlong
Junior Lawyers Are Going Extinct And Nobody Knows What To Do About It | Above the Law
Professor John Flood of Griffith University in Queensland, Australia also sees this danger. In a new academic paper titled, “Legal Professionals of the Future: Their Ethos, Role and Skills,” he writes:

The effect of automation here could be dramatic in that if junior associates were to be gradually culled from firms, the entire reproduction of the legal profession could be jeopardised since law firms are structured around associates being promoted to partnership…

Exactly. Sooner rather than later, firms are going to slow their junior hiring and focus on a narrower range of candidates. Unfortunately, the path to building a great lawyer is a pyramid scheme and it’s harder to guarantee good results when there are less bodies in the system getting tested for their professional acumen.

Moreover, screwing up the most basic tasks is a critical part of becoming a well-seasoned attorney. What happens when we lose those tasks to throw at a first-year? What replaces that hands-on education?

Legal Cheek cites a Law Society study that estimates:

Over the longer term, the number of jobs in the legal services sector will be increasingly affected by automation of legal services functions. This could mean that by 2038 total employment in the sector could be 20% less than it would otherwise have been, with a loss of 78,000 jobs — equal to 67,000 full-time equivalent jobs — compared to if productivity growth continued at its current rate.

Gloom and doom over unemployment is usually misplaced. Jobs tend to just get shifted — more firm lawyers become freelance attorneys or join non-traditional legal services companies, for example. But if the training regime for young lawyers isn’t addressed, the population of competent attorneys to fill these new gigs will simply dry up.

Firms and law schools need to start taking this challenge seriously because life comes at you fast, and the profession could face its existential crisis sooner than folks realize.
firms  laterals  training  competence  schools 
january 2019 by JordanFurlong
Riverview Law Legal Re-Train Programme Launches! - Riverview Law
The Riverview Law Legal Re-Train Programme launched on Friday 1st June 2018. The programme continues to build on the company strategy of contributing to the development of the legal market. With a growing number of lawyers seeking to enhance their careers by moving into commercial contracts, Riverview Law sees its first 10 lawyers embarking on a 2 year training programme. The programme will take them from a wide variety of specialisms including family law, PI, litigation, industrial disease and employment, and re-train them as commercial contracts lawyers.

Riverview Law has a proud history of growing its own people with a well-established training contracts programme incorporating an SRA approved Technology seat. The development of the Riverview Law Legal Re-Train Programme continues this theme with those undertaking the programme being exposed to:

Commercial contracts legal training;
‘On the job’ commercial experience in at least 2 areas of Riverview Law’s Managed Service and/or Projects business areas; and
The utilisation of Kim and other technologies for the legal industry.
“The Legal Re-Train Programme is an exciting opportunity for us as a business and lawyers in the industry. Having seen the high calibre candidates from other disciplines who are seeking a career in commercial contracts, we knew this was another excellent opportunity to grow our business and support the evolution of the legal market. Our kick off session was full of laughter and enthusiasm with everyone eager to get the programme up and running. We look forward to welcoming our next cohort in the very near future too!”  Sonia Williamson, Head of Managed Services & Projects, Riverview Law.
training  newlaw  skills  admission  schools 
june 2018 by JordanFurlong
The next Steps of a Formation-of-Student-Professional Identity Social Movement: Building Bridges Among the Three Key Stakeholders – Faculty and Staff, Students, and Legal Employers and Clients by Neil W. Hamilton :: SSRN
The major challenge for this symposium on next steps for the formation-of-student-professional-identity social movement is how substantially to increase the number of law students nationally who experience required professional-identity curriculum. A foundational question is what are the elements of student professional identity that such a curriculum is fostering? There are substantial common themes in definitions of student professional identity in the articles in this symposium. For example, William Sullivan writes “The third apprenticeship is concerned with providing entrants to the field effective ways to engage and make their own the ethical standards, social roles and responsibilities of the profession, grounded in the profession’s fundamental purposes.” The Bilionis and Hamilton articles recommend that the formation of professional identity entails the student’s acceptance and internalization of a responsibility (1) for his or her continuing development toward excellence at all of the competencies of the profession, and (2) to others whom the student will serve as a professional including clients, colleagues, and the legal system.
schools  training 
february 2018 by JordanFurlong
The Institute for the Future of Law Practice (043) | Legal Evolution
IFLP (“i-flip”) will be hosting training bootcamps in May 2018 in Chicago (at Northwestern Law) and Boulder (at Colorado Law). The bootcamps are designed to prep law students for sophisticated legal and business work settings. Each student admitted to the program is paired with a legal employer for either a 10-week summer internship or a 7-month field placement. All internships and field placements are paid. The IFLP program currently includes four law schools — Northwestern, Colorado, Indiana, and Osgoode Hall (Toronto) — though the plan is to build an infrastructure that will support and serve a significantly larger number of law students, law schools, and legal employers.

Rather than summarize the contents of the IFLP website, I am going to use this post to answer four questions:

What problem is IFLP trying to solve?
How will IFLP be successful?
Where did IFLP come from?
How can industry stakeholders become involved?
schools  training  innovation  skills 
february 2018 by JordanFurlong
Gowling WLG and Fieldfisher to train solicitor apprentices
Gowling WLG and Fieldfisher are to begin training solicitor apprentices with the University of Law (ULaw) as part of a training course designed to create new pathways to becoming a qualified lawyer.

The new course from ULaw, which officially launched on 25 September, will see 28 apprentices this autumn begin the six-year process in a programme aimed at encouraging a wider pool of candidates to enter the profession.

The course includes a combination of work-based and online supervised study, together with practical and academic activities that will give students a LLB in legal practice skills and ultimately allow them to qualify as solicitors. The programme is also designed to comply with the Government-backed trailblazer standard for legal apprenticeships.

Once apprentices complete the assessments and parts one and two of the incoming solicitors qualifying exam (SQE), which is due to come into force in 2020, they will be able to apply to become fully recognised as lawyers.
training  admission  apprentice 
october 2017 by JordanFurlong
Blog
For a long time, simply ‘knowing the law’ was the sole requirement for lawyers to deliver legal services. Those days are over. The future lawyer must augment core legal knowledge with other skills including (1) understanding technology’s application to and impact on the delivery of legal services (e.g. e-discovery, cyber-security, contract management, legal research, etc.); (2) project/process management; (3) basic business fluency; (4) client management; (5) collaboration; (6) sales and marketing; (7) an understanding of global legal marketplace developments; (8) cultural awareness for what has become a global profession; and (9) emotional intelligence/’people skills.’ Emotional intelligence is widely overlooked as a critical legal skill. Top lawyers with high intellect (IQ) and people skills (EQ) will always thrive, no matter how pervasive technology becomes in legal delivery. Future lawyers, like physicians who have morphed from medical practice to the delivery of healthcare, will return to the role of ‘trusted advisers.’ They will interpret data and apply their professional judgment to solve client challenges. In some ways, future lawyers will be ‘returning to basics’ and performing only those tasks that they are uniquely trained to do. Technology, process, and other paraprofessionals and professionals will liberate them to focus on these core tasks. This will better serve clients even if there might sometimes be a harsh economic impact on mid-career attorneys caught between two different legal delivery models.
skills  training  future 
october 2017 by JordanFurlong
A crisis of values over articling | Law Times
Consider articling. Ten months doing research or real estate transactions or family law (or basically anything) is considered to do the trick for checking the box of practical experience. No two experiences are the same and no articling term is audited to assess standard features or requirements. The net result is that there are myriad possibilities of varying experiential outcomes that are treated in a similar fashion, but they may have no common features, subject matter treatment or law practice exposure. Articling is an antiquated institution.

Experiential learning, which is, in theory, the essence of articling, is already being embodied within the law schools. However, the uneasy decades-old truce between the LSUC and law schools suggests that law schools cultivate legal academics, while the law society merely regulates but does not train lawyers. The reality belies this institutional divide.

A law student cannot be neatly separated from a licensing candidate, nor is the former a completely disparate being from a lawyer. Experience is experience — wherever it can be gained. The quandary is that the experiential learning ground of articling lacks the pedagogy, structural benefits and oversight offered during law school. 

The Lawyers’ Practice Program, which was placed on the chopping block by the LSUC last fall prior to the completion of its pilot test, represents a modicum of compromise between standardized training and controlled experiential learning. To its credit, in October 2016, the law society did not terminate the LPP; however, the fact that it was slated for termination is an indication of the short-sightedness of our regulatory body and the bottom-line financial motivations for its decision-making.

To recall, 15 years ago, all licensees had in-class sessions and practical exercises in addition to articling. While the process was somewhat lacklustre (in contrast to the current dynamism of the LPP), it should be noted that in-class teaching was standard issue to all licensees across the board.

Today, the mainstream licensing pathway has retreated considerably from the model of more than a decade ago in conjunction with the proposed advent of a new “super” multiple-choice examination — the PPE. Whether the PPE  — or Practice and Procedure Examination — that was proposed by the LSUC last year to combine both the barristers and solicitors examinations would save even more money in lower administration and marking fees than the battery of nine examinations administered in days of yore is thought-provoking, but it also misses the point. 
articling  admission  training 
september 2017 by JordanFurlong
Inside Client's Head: CLOC Institute Programming (022) | Legal Evolution
One relatively large category that I was not expecting to create was Legal Ops Professionalization. Instead, it emerged from the data.  The six sessions in this group focus on legal ops core competencies [click on CLOC figure to the right to enlarge], creating a legal ops function in your company, review of the legal operations maturity model {detailed multi-level model created by CLOC members], and salary negotiations for legal ops professionals.  Session title 62 says it all: “Control Your Destiny: How to Assess and Develop Your Legal Ops Skills.”

History is replete with examples of workers coming together to “professionalize” their craft through the creation of a common language and set of standards. This same process is now fully in motion in the emerging field of legal operations.  Although still a few years away, it will eventually culminate in a system of credentials and certifications to help the market identify and allocate legal operations talent. Such a system helps organizations hire the right person for a very important, high-stakes role.  As a second order effect, it also helps legal ops professionals increase their economic power and influence.

It is my view that legal ops is not, strictly speaking, a career path within legal departments.  Instead, legal operations is field that focuses on systems and controls for managing legal problems and complexity.  Under this broader definition, there are legal ops professionals inside progressive law firms, see Post 021 (categorizing law firms based on innovations in people, process, and technology), and legal managed service providers, see Post 010 (noting how managed service model requires “remarkably tight systems for project management and process improvement”). Although buyers and suppliers of legal inputs will always have slightly different perspectives, their underlying knowledge and skills are on a convergence path.
ops  training  clients 
september 2017 by JordanFurlong
Developing lawyers’ skills takes more than just mentorship - The Globe and Mail
For many years, law firms have operated an apprenticeship model of development, with young lawyers paired with those more experienced (often partners), who pass on their knowledge in much the same way as guild craftsmen did in the past.

However, firms are being challenged to provide a different approach to development, much in the same way as schools.

Mentorship remains an important element of development, but with an increasing number of millennial lawyers in the industry, this model requires a rethink.

Firstly, mentorship needs to be viewed as just one of a number of developmental interventions. Formal learning programs, sponsorship, coaching, feedback and experiential learning all play their part in developing the modern lawyer.
mentoring  training  firms  admission 
september 2017 by JordanFurlong
Competency-Based CLE: Has the Time Come? | Jayne Reardon | Pulse | LinkedIn
The focus is on what the student learns rather than on what the teacher “covers.” The teacher doesn’t decide what is taught in any given session; the student directs the learning by what s/he knows as a starting point and when mastery of concepts is demonstrated as a progression point. You may have experienced this approach, for example, with the online education programs sponsored by many companies seeking to help your child excel in standardized testing.

The fundamental premise of competency-based education is that there is a definition of what students should know and be able to do, and they graduate or move to the next level when they have demonstrated their competency. This means that we have to define the competencies very clearly.

In contrast, the hours or seat–based system has been around since the late 1800s. In 1893, Charles Eliot, president of Harvard, introduced the concept of the credit hour. Roughly equivalent to one hour of lecture time a week for a 12- to 14-week semester, the National Education Association adopted it as the basic unit of a college education. To be accredited, universities have had to base curriculums on credit hours and years of study. And the credit hour is the standard measure for transferring work between institutions. The seat-time system — one based on the hours spent in the classroom — is further reinforced by Title IV student aid: to receive need-based Pell grants or federal loans, students have had to carry a certain load of credits each semester.
cle  training 
august 2017 by JordanFurlong
How To Build a Better Bar Exam: Look North | Law.com
A trio of law professors now say that bar examiners in the United States should look to Ontario, Canada, as a model for building a better bar exam. The Law Society of Upper Canada, which administers the licensing exam throughout the province, unveiled an exam in 2006 that focuses on lawyer competencies, not just legal knowledge. The test is open book, and questions are designed to assess lawyering skills in addition to legal analysis, according to a post on the Law School Café blog, written by Georgia State University College of Law professor Andrea Curcio, University of Minnesota Law School professor Carol Chomsky, and Touro College Jacob D. Fuchsberg Law Center professor Eileen Kaufman.

“Unlike the U.S. exams, the [Canadian] exam is open-book, so it tests the ability to find and process relevant information rather than the ability to memorize rules,” the post reads. “Most important, it tests a wider range of lawyering competencies than U.S. exams, and it does so in the context of how lawyers address real client problems rather than as abstract analytical problems.”

An overhaul of the bar exam in the United States is ripe for discussion, Curcio, at Georgia State, said in an interview Wednesday. Pass rates have plummeted in many states over the past three years. A growing number of jurisdictions, including California and Ohio, are currently studying or plan to study the bar exam, Curcio said. A number of legal academics also have called for the formation of a national task force to examine the test.

“I think there is increasing dissatisfaction with the exam and some real momentum for change,” she said.

Erica Moeser, president of the National Conference of Bar Examiners, defended the Multistate Bar Exam—the six-hour, 200 multiple-choice-question portion of the test—as far more than just a memorization exercise. The current exam tests legal knowledge, but it also “involves applying knowledge and using reasoning,” she wrote in an email Wednesday.
admissions  training  governance 
july 2017 by JordanFurlong
What Is Legal Operations - CLOC
Strategic Planning:  Create a long-term strategy, aligning yearly goals and corresponding metrics.
Financial Management:  Manage the departmental budget. Track accruals and forecasting.  Work with Finance to identify spending trends, potential cost savings and efficiency opportunities.
Vendor Management:  Create a vendor management program to insure quality outside counsel support at the right rates and under optimal fee arrangements. Hold regular business reviews.  Negotiate fee agreements.  Drive governance of billing guidelines.
Data Analytics: Collect and analyze relevant data from department tools and industry sources, define objectives to provide metrics and dashboards, that drive efficiencies and optimize spend, etc.
Technology Support:  Create a long-term technology roadmap including tools such as e-billing/matter management, contract management, content management, IP management, business process management, e-signature, board management, compliance management, legal hold, subsidiary management, etc.
Alternative Support Models:  Drive departmental efficiency by leveraging managed services, LPOs, and other service providers.
Knowledge Management: Enable efficiencies by creating seamless access to legal & department institutional knowledge through the organization and centralization of key templates, policies, processes, memos, and other learnings.
Professional Development and Team Building: Deliver improved GC Staff and overall team performance by globalizing the team and creating a culture of growth, development, collaboration and accountability.
Communications:  Work collaboratively across the legal ecosystem to create consistent global processes, from on boarding to complex project management support.  Publish regular departmental communications, plan and execute all-hands.
Global Data Governance / Records Management:  Create a records management program including a record retention schedule, policies and processes.
Litigation Support: Support e-discovery, legal hold, document review.
Cross-Functional Alignment:  Create and drive relationships with other key company functions, such as HR, IT, Finance and Workplace Resources.  Represent the Legal organization at CLOC.
ops  skills  training  future 
july 2017 by JordanFurlong
Lexpert ® | Casual or Committed?
Blessing duly received, Prefix Legal LLP had to set up accounting, financial management, marketing and its own web page. The new subsidiary was officially unveiled this spring, about 18 months after that first lunch, with Peter Willis as its Chief Operating Officer. Will Prefix be looking at acquiring other types of legal outsourcing companies or technology in areas such as e-discovery, document management, contract management or due diligence? “No, we expect the growth from this point forward to happen organically,” Willis says, “but if something came our way that made sense, we wouldn’t rule it out.”

That’s kind of the problem. As firms like McMillan look at ways to bring down costs and grow revenue, they’re finding outsourcers that specialize in one thing and can offer a certain type of work at low cost and high quality. The question becomes not so much whether to use them and their platforms, but how.

Dating, going steady, marriage — or staying single and using the same tools to build from the ground up?


AT THE START OF THIS YEAR, there was something of a small revolution at McCarthy Tétrault LLP, and it speaks volumes about where the legal market is headed when it comes to outsourcers. The firm acquired Wortzmans, a respected firm with about 100 contract lawyers that specializes in litigation support and data governance. Unlike Prefix Legal and LexLocom, these firms aren’t going steady; this is a marriage. Wortzmans will remain in its existing office and retain its own email and document servers, but founder Susan Wortzman is now an equity partner at McCarthy. In Toronto, McCarthy’s e-discovery people moved over to the Wortzmans office at the start of the year.

Here’s where the revolution part comes in. While Wortzmans, now a division of McCarthy Tétrault, is maintaining its brand, it “will absolutely work with and continue taking mandates from other law firms and working with clients directly,” says Matthew Peters, McCarthy’s national innovation leader and a technology partner. Other law firms have been very receptive to the arrangement, he adds.
offshoring  laterals  admission  training  flex  temp 
july 2017 by JordanFurlong
CLOC Legal Operations Career Skills Toolkit: Lawyers, Your Clients Value Legal-Service Delivery Skills | LegalTech Lever
CLOC divides legal-operations skills into IQ (“hard”) skills and EQ (“soft”) skills:

IQ Skills

Business Operations
Data, Analysis & Reporting
eDiscovery
Financial
Knowledge & Content
Outside Counsel
Practice-Specific
Process & Project
Strategy
Substantive Law
Talent & People
Technology
EQ Skills

Communication
Innovation
Management
Personality
Project Management
Teamwork
For each skill, CLOC provides links to five “reading” and five “education” resources—180 skill-building resources.

In an industry sorely lacking in best practices and standards, CLOC aims to build community and drive positive change to help legal industry players optimize legal-service delivery models. All law students, lawyers, and legal-services professionals can learn a lot from the CLOC toolkit and the skill-building resources it identifies. Download the CLOC toolkit, assess your current skills, and start using the resources to improve your legal-service delivery skills today!
ops  client  skills  training 
may 2017 by JordanFurlong
The ‘plus-shaped’ lawyer for the 21st century
We often speak of lawyers adding value. We need to add value for our clients and to our organizations. As 21st-century lawyers, especially in Canada, we also need to be able to work alongside lawyers from different ethnic backgrounds, cultures and experiences. A successful lawyer in the 21st century, I would argue, also needs to possess critical interpersonal and empathy skills and they need to value diversity and inclusiveness. They must also understand and be able to adapt unique approaches, as Mark Webber noted during his session on story-telling at the conference, to make sure their messages are being understood and retained by the listener.

In my respectful submission, beyond a breadth of knowledge in various subject matters, these are all skills that set a spectacular lawyer apart from a mediocre one. I have, therefore, added these critical skills to a box immediately above the horizontal line of the broad subject matter expertise of a T-shaped lawyer. They are skills that are necessary to make one a truly successful, value-added lawyer. It is this plus-shaped lawyer for the 21st century that we should all strive to become.
skills  training  innovation 
may 2017 by JordanFurlong
A Career in LPO: A Non-Traditional Path for Legal Professionals
After almost a year reviewing technology procurement contracts, I transferred to the field of managed document review, where I worked with a great group of people on securities fraud and employment law related cases. During this time, I also learned about the ways in which legal technology was changing the face of litigation. My good fortunes continued during this same time with an opportunity to serve on a unique project aimed at helping Integreon comply with new HIPAA regulations, organize a contract repository, and develop a corporate wide procurement policy. I subsequently went on to support a Mergers and Acquisition due diligence project, and from that experience helped manage the implementation of a new global security account, subject to myriad regulatory rules and requirements, of national and international significance. In addition to leading a team of talented people and supporting some of the best and brightest legal, compliance, finance, contracts, and business development professionals around, I have also had the chance to become a subject matter expert in the field of corporate governance, risk management, and compliance, and to provide sales support to help Integreon grow a service line and solution in an evolving field and marketplace.
process  career  training 
march 2017 by JordanFurlong
Preparing Lawyers to be Practice-Ready in a Tech-Driven World | The American Lawyer
Preparing Lawyers to be Practice-Ready in a Tech-Driven World
With a new emphasis on legal innovation, law schools are using experiential learning and technology tools to meet the future needs of law firms and legal departments.
it  schools  admission  training  firms 
january 2017 by JordanFurlong
Slaughters seeks to maintain no billable hours culture with associate pay revamp | www.legalbusiness.co.uk
The Magic Circle firm reiterated a commitment not to pay on the basis of performance and maintain its no billable hours culture following an employee survey.

The firm will keep its associate lockstep relatively pure, similar to the flat structure at partnership level, but unlike a number of US competitor firms which run 'eat what you kill' pay systems rewarding performance.

The changes to the firm's associate lockstep scale will increase pay for newly-qualified lawyers from £71,500 to £78,000, while 1PQE pay will increase from £79,000 to £87,000, 2PQE pay will increase from £90,250 to £98,500 and 3PQE from £99,750 to £108,000.

The increases see pay boosted by between 9% and 10.8% for some associates. Last years' pay changes at the firm were more muted with increases of between 2% and 5%. Trainee pay will remain unchanged at £43,000 for first year trainees and £48,000 to second year trainees.

The associate bonus range will remain between 9% and 16% in line with a new bonus structure brought in at the firm in 2015.

The remuneration changes will also see associates gain the option to work one day a week from home from January 2017 as well as 30 days' annual holiday, while 3PQE associates will be offered a four week paid sabbatical.

Slaughter and May senior partner Steve Cooke (pictured) said: 'There is a strong collective belief in our no billable hours targets culture and indeed 95% of associates believe that billable hours targets would have a detrimental effect on the firm's culture. This clearly differentiates us from our competitors – in a positive way. Further, the overwhelming message from our associates and trainees is that they do not want to see pay differentiated on the basis of performance.'
compensation  training  laterals  culture 
december 2016 by JordanFurlong
Mitch Kowalski: University of Calgary warms up Canada’s first family law incubator | Financial Post
Situated at the University of Calgary’s campus building in the Downtown West End, and just steps from the C Train, the incubator will also act as a pilot project that, once successful, can be implemented in other cities across Alberta or even Canada. The new 2,000-square-foot open-concept office will run wireless and cloud-based systems and provide four articling jobs for law graduates.

In the second year of operation, there will be room to employ four first-year lawyers. Detailed curriculum and workflows will ensure that students and staff undertake files in a consistent, structured and disciplined manner. Most uniquely, the articling students and new lawyers will also be trained in the business aspects of law.

“We’re going to create a new breed of reasonably priced lawyers who will drive further innovation in the delivery of family legal services,” Young said. The incubator will operate in a mobile, paperless environment that will take advantage of all available technologies, he said. There’s a shortage of family law lawyers in Alberta, but no shortage of qualified interested students, he said. “It’s not going to be for everyone. But it’ll be exciting for those who choose to do it and it’ll give them more disciplined, consistent and structured training.”
articling  incubator  family  access  training 
november 2016 by JordanFurlong
Law Practice Program lives to see another two years
“So it’s important that we listen and that we reflect on what we’re hearing.”

The program was initially proposed as a five-year pilot, but Convocation cut it down to three years over fears it would become “entrenched.” 

But the shortened program meant the committee tasked with reviewing the LPP only had so much data to evaluate it. 

Proponents say the program needed to be extended in order for it to be properly assessed.

Bencher Gina Papageorgiou, who supported the recommendations to extend the LPP, said the law society’s review of the program clearly shows the LPP was better than articling in certain ways.

“Our obligation is to govern in the public interest and I cannot understand how we could think about moving away from a program that actually trains people —
articling  training  admission  governance 
november 2016 by JordanFurlong
Faking it – the great unmentionable of orchestral playing - The Strad
Faking, smudging, flying, putting the orchestral pedal down – there are so many ways to describe not being able to nail every last note. Yet it is, to some degree, the great unmentionable of orchestral playing, as witnessed by the fact that every musician I interviewed preferred not to be quoted by name. Perhaps that’s because we’re professionals. We’re supposed to be able to play anything, at the switching on of a little red light. Yet I can still remember these heartening words from the principal cellist of a major orchestra about the ‘Storm’ from Beethoven’s Sixth Symphony: ‘How do I play it? I don’t play it; I fake it. I never even met anybody who could play it!’
training  laterals  admission 
september 2016 by JordanFurlong
K&L Gates announces 'game-changer' program to develop income partners
Craig Budner, the global integration and strategic growth partner, called the program “a game-changer” in the firm announcement. “Too often in law firms, someone makes partner and they are left to figure things out on their own,” he said. “This program affords our lawyers the tools and training they need to be successful owners of the firm.”
partners  firms  training  ffs 
june 2016 by JordanFurlong
BU Law Joins UnitedLex Legal Residency Program | Legaltech News
The program takes recent law school graduates through a two-year curriculum centering on litigation management, e-discovery technology, cybersecurity, contract management, and other "foundational skills they'll need when they graduate," according to Joseph Dearing, executive vice president of global legal solutions at UnitedLex.
schools  training  competition  innovation  admission 
june 2016 by JordanFurlong
SmartLaw: The law firm culture shift - HighQ
This will require a revolution in law firm education.

Firm’s are good about offering Continuing Legal Education (CLE) courses for their lawyers and clients, but they also need to start offering Legal Business courses for their own employees.

Support teams need to start requiring their team members to learn about the business the firm is actually in. They cannot work in isolation as if working for a tech company, an event planner, or a design studio.

All of those other functions need to be focused and performed to benefit the firm’s clients. At the same time, it’s not enough for the firm’s lawyers to know the law, they need to know about the business they’re in too.

How does the firm make money? What does ‘writing off’ work do to the bottom line? What's the difference between revenue and profit? 

Not everyone at the firm needs to become an expert in every aspect of the business of law, but everyone needs to have enough comprehension of what the firm does and how it functions, so that they can understand their role, value, and purpose within the firm. 

At that point, whether individual people like each other or not, they can work together with respect and trust that everyone else on the team, whether lawyer, technologist, marketer, or business person, is actively working to achieve the same goal. And then, good culture happens.
firm  culture  training 
may 2016 by JordanFurlong
The Legal Whiteboard
In my experience, law firms undervalue the importance of coaching and mentorship. Carter and Sporkin had the power to make these investments on their own. Yet, today’s modern law firm emphasizes the production of revenues. The cost of nonbillable time can be readily calculated; the same cannot be said, however, about the value of nonbillable time. Partners who have given little thought to the power of professional development are most likely to resist large investments. They lack the systems perspective of Paul Cravath. I have studied lawyer development for over a decade. I think these partners are trading dollars for pennies.
firms  diversity  training  mentoring  laterals 
march 2016 by JordanFurlong
SRA announces rethink on training reforms - Legal Futures
“We will pause and consider all the consultation responses, to make sure people feel they’ve been heard,” Mr Philip said. “There may be a slight hiatus while we do that.

“We feel it is right to make clear that workplace assessment will continue to be part of the model. High professional standards are what we’re all about.”

Mr Philip stressed that the assessment of candidates’ skills by the SQE would be “at least at degree level”, and the SRA would consult again on its plans later in the year.

“The solicitor’s brand is really important. It’s the number one brand in the High Street for consumers and we would like to keep it that away.”

Many of the strongest critics of the reforms were law schools, and Mr Philip said it was important to “re-engage with educationalists” and ensure they were as content as possible.

Speaking to journalists afterwards, Mr Philip said the regulator might decide to keep the existing minimum period of workplace training at two years, but the issue would be determined by the SRA board.
regulation  training  admission 
march 2016 by JordanFurlong
In-House Lawyers Swapped Jobs for Three Months. Here’s What They Learned. | Corporate Counsel
this sort of lawyer swap is “a very novel concept.” But he doubts whether the program is realistic for small legal departments like his, which consists of just 12 people. For Telstra and Westpac, which have legal teams of 200 and 130 employees, respectively, the swap “made sense,” he says. But lawyers at small companies are more “generalist,” he says, making a secondment less ideal.
Lisa Strauch Eggers, who most recently served as interim general counsel for Eddie Bauer, wishes more companies would follow Telstra and Westpac’s lead. “It’s a great way to develop best practices and learn from other people and companies in your industry,” Eggers says.
Sure, there are risks, but Eggers thinks “if you can get past that,” the benefits could outweigh them.
Eggers says to look for a partner that’s in an analogous industry but not a competitor. “If I’m Eddie Bauer, I’m going to look at Home Depot. It would be inappropriate to be swapping lawyers with Patagonia or North Face,” she says.
clients  laterals  training 
march 2016 by JordanFurlong
Lawyer Watch | Research and Commentary on the Legal Professions from Richard Moorhead
My response concentrates on the main issue of concern that I have with the SRA’s proposals and in particular the relationship between the proposals, undergraduate legal education and hopes for an innovative, adaptable, high quality legal profession.  That issue can be stated in this way: when the SRA now approaches all its regulatory policy with an emphasis on minimal/proportionate regulation as a necessary precursor to the benefits of innovation, why is the SRA making proposals which will have the effect of dramatically overregulating legal undergraduate education, with a particular likelihood of inhibiting, rather than promoting, innovation?
competence  training  admission 
march 2016 by JordanFurlong
The bad business of ignoring the justice gap
So far, the results are encouraging. Students with legal process management skills and knowledge of automation tell me that those skills have been a huge help in the job market and that they are using their newfound tech-savvy regularly at work. Some are working in small firms, while others are working in the legal technology industry.
schools  access  training 
february 2016 by JordanFurlong
Legal Tech for Aspiring Attorneys: Online Tools Tackle Law School Challenges | Legaltech News
When Wilson left his role as an educator, he was motivated to found The American Law Foundation “to provide products that were accessible for all, affordable for all, and had a lasting impact for all. My goal was to construct high-quality resources and programming for law students before, during, and after their law school experience. I wanted to build something of lasting value to the students who are trying to build lasting value in society. So, the programs had to be interactive and had to also be personalized to a particular student. And, they had to help solve a problem.”
schools  it  access  training 
february 2016 by JordanFurlong
3 Geeks and a Law Blog: The Rise of the Tech-Savvy Unicorn...err...Laywer
I yield to no one in my commitment to lawyers developing better tech skills. But that commitment in no way detracts from my affinity for the growing importance of allied professionals. Indeed, one of the objectives of improving lawyer tech skills/comfort is to help them appreciate the role allied professionals can play in delivering superior legal service. While I support the call for lawyers to take ownership of their technical ineptitude, I am loath to endorse anything that would seem to diminish the potential contributions from allied professionals. I want more, not less, diverse teams.

My last couple of columns have made mention of the growing importance of legal operations. I'll write my legal ops post someday. Then again, I am being beat to it. Yesterday, the ACC released their CLO Survey, which found that law departments had doubled their legal ops headcount. The cover of this month's Legaltech News featured Mary O'Carroll, the head of legal ops for Google, and one of the leaders of CLOC. Mary is amazing. She has awards coming out the wazoo for her achievements in the legal industry. Mary, however, is not a lawyer. Apparently, Google doesn't care. Then again, what could they possibly know about tech.
it  skills  training 
january 2016 by JordanFurlong
Machine Learning Engineer Nanodegree | Udacity
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schools  innovation  robolawyer  disruption  training 
january 2016 by JordanFurlong
Legal Scholarship and the "Practice Ready" Graduate | Dr Peter Macmillan | LinkedIn
If we think about law school as providing a sorting or signaling function to help law firms find the legal talent they need (which they will then train for legal practice), then it’s arguable that law schools are functioning pretty much as the market requires.

I’m not saying this is all that law schools do. But the reality is that an individual who gets into a highly-rated law school and goes on to graduate near the top of their class is giving a very clear signal to prospective employers that they have exceptional abilities and are worth investing in.

Do they have practice-ready legal skills?  Maybe, maybe not.  Law firms know this. Moreover, many law firm managers have both the incentive and the ability to mold their recruits according to their own technical and cultural standards. These managers are competing to acquire the most teachable and able law-school graduates, and practice-ready legal skills may be very low on their list of requirements.

So perhaps the above question should be reformulated (or at least divided into sub-questions) to ask whether legal scholarship is critical to the sorting or signaling function that law firms require.  It could well be.

Undoubtedly, some law firms do want graduates to be able to hit the ground running. But most sophisticated clients know that it takes a few years of actual legal practice before a lawyer is really practice ready.  Which is why they are often resistant to paying for work undertaken by junior lawyers, whom they believe are still learning their trade.

We can criticize law schools for admitting too many students when the market is unable to employ them all.  We can also disagree with the minimal level of practical skills that some of them teach their graduates.  But we should not assume that “practice-ready” is the only – or even the main – thing that law schools should be aiming for, nor what law firms (the consumers of law-school graduates) actually want.

None of this is new. These concepts have been discussed within the legal profession for years.  I recount them simply as another dimension to consider when assessing the relevance of legal scholarship in preparing law students for careers in law.
schools  training 
january 2016 by JordanFurlong
A More Practical Model for Law Schools
The Startup Legal Garage is structured in a unique way. Professors guide students by teaching soft skills and doctrinal classes, and they set up fieldwork projects by matching students and early-stage tech startups with partners at top law firms. The practicing attorney supervises student work on basic legal needs such as employee contracts, privacy policies, and entity formation — and the student is placed at the center of real-world law practice.
startups  schools  innovation  training 
january 2016 by JordanFurlong
Behind K&L Gates’ Strategy to Put CLE Videos ‘On Demand’ | Big Law Business
Before this week, K&L Gates already was offering CLE credit for certain live webcasts, but a technology gap prevented it from offering credits to lawyers who viewed prior presentations, Berardi said.

To overcome this technology gap, K&L Gates partnered with InReach, a provider of continuing education technologies, to set up a mechanism that prompts the lawyer to give feedback periodically throughout a CLE presentation. That way, the lawyers confirm they are present and paying attention. As a result, lawyers can log in to K&L Gates’ HUB site from anywhere at anytime to earn CLE credits — as long as they have Internet access.

“If technology can allow individuals to watch movies whenever and wherever they want … why shouldn’t the same model be applied to help in-house legal counsel?” the firm asked in a press release.

Berardi, who believes that soon many more law firms will post CLE videos online, said the system could force lawyers to pay better attention than they would at in-person seminars, where they are free to multitask on their laptops or smartphones during a presentation.
cle  clients  it  training 
december 2015 by JordanFurlong
K&L Gates Takes CLE On-Demand | Legaltech News
The firm has created a platform from which legal professionals can earn accreditation and gain insight at the click of a button.
cle  publishing  clients  training 
december 2015 by JordanFurlong
EY launches a training contract, and you don't need a 2:1 to apply | News | The Lawyer
The scheme follows the firm’s new graduate recruitment policy, meaning applicants are not required to have achieved the minimum of 300 UCAS points and 2:1 degree before applying. In place of these requirments applicants will undergo a number of online assessments and numerical tests designed to measure the potential of the candidate.
accountants  admission  competition  training 
november 2015 by JordanFurlong
UnitedLex Expands Legal Residency Program to USC Gould School of Law | Legaltech News
“Our legal residency program was created to address challenges facing the legal industry, including the lack of training opportunities for recent graduates and the ever-increasing costs for both the providers and consumers of legal services,” said Daniel Reed, CEO of UnitedLex in a statement. “The program represents an innovative way for law schools and the legal industry to tackle a very challenging situation.”
admission  training  schools  competition  process 
november 2015 by JordanFurlong
Graying Firms Wrestle With Making Room for Younger Lawyers - The New York Times
In an effort to broaden its approach, Bryan Cave, a 950-lawyer firm that began in St. Louis 142 years ago, started a “business academy” two years ago to give associates the opportunity to brainstorm ways to better serve clients. At its most recent meeting last spring, about 100 entry-level associates offered ideas to improve client service. A winning idea was to offer electronic tagging of federal bankruptcy filings so interested clients are updated automatically, according to Therese D. Pritchard, the firm’s chairwoman.
laterals  training  partners  compensation 
november 2015 by JordanFurlong
Empirical Research on the Core Competencies Needed to Practice Law: What Do Clients, New Lawyers, and Legal Employers Tell Us? by Neil W. Hamilton :: SSRN
Key stakeholders in legal services, legal education, and the professional regulation of lawyers are asking the following question: What are the core competencies needed for a new lawyer to practice law effectively and successfully? Since the focus of professions like law, medicine, the clergy, and the professorate is to provide assistance at a high level of commitment and professional competence to the person served (client, patient, parishioner, and student), a good place to start in answering this question would be to examine empirical research on what core competencies are needed by the person served. This article summarizes some of the empirical data available to answer this question.
competence  schools  admission  training  firms 
november 2015 by JordanFurlong
The CPD hour is dead. Long live CPD!
‘Compliance’, in this context, means being able to evidence use of the statement as a guide to identify and address learning needs. It is to be used to assess whether the individual, and ultimately the whole firm, is in a position to provide a proper standard of service.
cle  competence  training 
november 2015 by JordanFurlong
viDesktop | Talent Management Software: Employee Performance Management, Recruiting, Career Development
With viSkills, you can lay a roadmap of skills required for mastery in each practice group, equipping associates with a visual guide to day-to-day progress on an upward career trajectory. At each level of associate advancement, you can measure skills acquisition in concrete terms to guide planning and plug skills gaps. In addition, your performance evaluations and associated goals can work in tandem with associates' benchmark progress and reflect its content.
cle  training  laterals  firms 
october 2015 by JordanFurlong
kCura Launches School Partner Program For E-discovery Skill Set Education | Legaltech News
But, in a behind-the-scenes take, technology is not worth much to those who don’t know how to use it. Therein lies the education aspect of such technological advances: How can new interfaces boost an attorney’s skill set? How can e-discovery technology benefit a company overall? These are questions that kCura’s Relativity Academic Partner Program seeks to answer, as the company moves along with an educational element for law and paralegal students.
it  schools  litigation  training 
october 2015 by JordanFurlong
Law Apps Bake Off
Law apps are a new and growing part of the legal landscape and can provide fast, accurate and cost-effective answers to common legal problems. The next generation of lawyers at Melbourne Law School will compete in the Law Apps Bake Off – where student teams will unveil apps they have built in the MLS Law Apps subject using the Neota Logic expert system development platform. Appearing before a panel of judges, students compete for prizes for excellence in design and for the all round best app.
schools  apps  robolawyer  innovation  training 
october 2015 by JordanFurlong
First "teaching law firm" for students granted ABS licence
Nottingham Law School (NLS) has created the first “teaching law firm” for students after being granted an alternative business structure (ABS) licence by the Solicitors Regulation Authority.
clementi  schools  innovation  apprentice  training  admission  access 
october 2015 by JordanFurlong
Why Bay Street has slashed nearly 50 articling jobs since 2010
Historically, large firms have relied on articling students to complete the grunt work — say, document review on lawsuits or due diligence on corporate mergers. In recent years, however, firms have started outsourcing that work to specialized firms and contract lawyers, says Heller. Outsourcing, it turns out, is a lot cheaper than paying students. “And so,” says Heller, “firms may no longer need as many articling students to support these projects.”
articling  training  regulation  admission 
october 2015 by JordanFurlong
Rutgers Law Associates Succeeds as New Firm in Newark | Media Relations
Many of the more than 200 U.S. law schools, including Rutgers, operate or are associated with pro bono clinics, enabling students to gain real-word legal experience without charging fees. Rutgers Law Associates (RLA), however, functions as a small general practice law firm – believed to be the only law school “practice” of its kind – billing clients $50 per hour, hundreds of dollars less than experienced attorneys command.
schools  innovation  access  training 
september 2015 by JordanFurlong
Lexpert ® | Building Legal Education in Canada for the Future
Fusing theory with practice sounds rather like the charter of the new Lakehead University Bora Laskin Faculty of Law in Thunder Bay, Ontario. According to its website, Lakehead aims to integrate “legal skills with substantive legal knowledge. Skills are taught progressively and coordinated so that they build one upon the other — course by course, year by year. Students enrolled in the three-year JD program at Lakehead will complete integrated practice training and do placements within their three-year degree. Integrating legal skill training into the JD program is exactly what was proposed by the Carnegie Report into legal education in 2007. It also mirrors the training and placements offered in other professional programs such as medicine, nursing and education.”
schools  training  admission 
september 2015 by JordanFurlong
LPP year 1
Bentley says it’s important to realize it’s not only the profession of law that is having a hard time placing graduates of professional programs. “You look at any cohorts from professional schools or general programs it’s tough to get connected to the workplace — look at teachers’ colleges in Ontario and throughout Canada,” he says. “The law is struggling with what many are struggling with and what we provide is a two-fold opportunity — to complete the experience required to be called, but more than that the opportunity to benefit from 21st-century training for the legal practice it is and the legal practice it will become in the years to come.”
articling  apprentice  training  admission 
august 2015 by JordanFurlong
National Admission Standards - Federation of Law Societies of Canada
Only individuals who follow a rigorous training program and demonstrate their suitability to serve the public with a high level of competence, are eligible to join Canada’s legal profession and be licensed by a Canadian law society to practise law.
Because Canada’s national mobility regime requires each law society to recognize the credentials of members of the legal profession wherever they were initially licensed to practise law in Canada, the Federation of Law Societies of Canada is leading initiatives to ensure that admission standards are consistent across the country.
National Competency and Good Character Standards
Law societies are mandated by provincial and territorial statutes to regulate members of the legal profession in the public interest. The licensing of members of the profession is a key component of that responsibility.
competence  admissions  training  regulation 
august 2015 by JordanFurlong
Law School Cafe » Student Choice
Some law school deans have objected to the proposal on the ground that it will “limit the flexibility and self-determination of individual students in studying law, and in planning diverse careers.” That objection is misguided. The California proposal will increase student options by pressing law schools to teach more of the courses that students want and need.
Diverse Offerings
If the California proposal is adopted, it will allow students to fulfill their practice-based work in any doctrinal field. Schools can design courses focused on tax practice, securities regulation, environmental work, or any other subject that might attract law students. The courses m
competence  admissions  training  regulation 
august 2015 by JordanFurlong
Practical-Skills Plan Divides Law School Association | National Law Journal
Whether the State Bar of California’s plan to require new attorneys to complete at least 15-credits of practical skills courses in law school is unduly restrictive or a needed step to ensure they have some real-world competencies depends on whom you ask—even within the same organization.
competence  admissions  training  regulation 
august 2015 by JordanFurlong
[no title]
STATE BAR OF CALIFORNIA
TASK FORCE ON ADMISSIONS REGULATION
REFORM:
PHASE II FINAL REPORT
competence  training  admission  regulation 
august 2015 by JordanFurlong
Licensed vs. Competent
How does the general public know which lawyers are competent now? A lawyer is presumed competent if she has a law license. A new lawyer with zero experience in child protection law can take just such a case. It’s possible that lawyer might face discipline after she botches the case, but does that help the client she failed? Does her discipline protect the public from the next new lawyer?
competence  training  admission  regulation 
august 2015 by JordanFurlong
SRA | Training for Tomorrow | Solicitors Regulation Authority
It's essential that people who provide legal services are competent and professional. We are developing a new competence framework for the qualification of solicitors. It will give the public confidence that the lawyers of the future will meet high standards of professionalism and ethics, but will also be flexible enough to work effectively in today's diverse and rapidly changing legal market.
competence  training  admission  regulation 
august 2015 by JordanFurlong
Practical-Skills Plan Divides Law School Association | National Law Journal
California bar officials signed off on the plan in November but are awaiting approval from the California Supreme Court and state legislature. Under the plan, clinics, externships, clerkships, and legal work in a law office would count toward the 15-credit requirement. Doctrinal courses would partially count if they incorporate skills such as drafting and negotiating. The proposal also calls for new lawyers to complete at least 50 hours of pro bono or reduced-fee services while in law school or during their first year of practice, and undergo 10 hours of continuing legal education or bar-sponsored mentorship in their first year.
schools  admission  training 
august 2015 by JordanFurlong
How law firms are innovating when it comes to hiring - ABA Journal
The results of its initial effort surprised Kilpatrick Townsend. For starters, some of those candidates who looked great on paper, or even at lunch, failed measurably. The firm tells of one applicant who, when asked to work on a group project, stood apart from the group texting. The firm also reported that the more intensive interviewing effort had a tremendous “second order effect”: The lawyers and staff involved in this effort built bonds with one another and more self-consciously embraced the norms that the firm was seeking to develop.
Other law firms are developing similar experiments geared to discern more directly the competencies that lawyers will actually be called up to display in practice. At Womble Carlyle, for example, applicants are asked to submit a short video in which they respond to questions that call on them to demonstrate their thoughtfulness in addressing issues that they would face in practice.
Similarly, Schiff Hardin worked with Lawyer Metrics (a company founded by Indiana University Maurer School of Law Professor Bill Henderson) to develop structured behavioral panel interviews that it could use in its hiring rather than the legacy subjective model, which the firm believed was hurting its efforts to find the best talent and promote a more diverse talent pool. (For a compelling challenge to the profession on the need to redouble diversity efforts, see Deborah Rhode’s piece here.) The firm complemented these interviews with a writing assignment—one that involved summarizing legal information for a non-lawyer—that all applicants were asked to complete onsite at the firm during the interview. The firm’s professional development partner, Lisa Brown, reported that this approach generated more selectivity in giving offers, a greater rate of their acceptance (with the professionalism and fairness of the interview process cited as a significant factor), and a notably more diverse group.
talent  training  skills  firms 
july 2015 by JordanFurlong
How law firms are innovating when it comes to hiring - ABA Journal
cellence in a predefined set of competencies, including resilience, an ability to work in teams, empathy, and leadership, is central to getting hired. The interview process, therefore, is not about having an unstructured conversation at a meal. Rather, the applicants are invited to an offsite retreat that includes behavioral interviews with seven different law firm team members. The firm also asks everyone invited to this offsite event to conduct a group project and a writing assignment. In effect, the firm seeks to evaluate directly the sorts of activities that associates are asked to do on the job. For law firm hiring, this is a radical concept.
The results of its initial effort surprised Kilpatrick Townsend. For starters, some of those candidates who looked great on paper, or even at lunch, failed measurably. The firm tells of one applicant who, when asked to work on a group project, stood apart from the group texting. The firm also reported that the more intensive interviewing effort had a tremendous “second order effect”: The lawyers and staff involved in this effort built bonds with one another and more self-consciously embraced the norms that the firm was seeking to develop.
Other law firms are developing similar experiments geared to discern more directly the competencies that lawyers will actually be called up to display in practice. At Womble Carlyle, for example, applicants are asked to submit a short video in which they respond to questions that call on them to demonstrate their thoughtfulness in addressing issues that they would face in practice.
Similarly, Schiff Hardin worked with Lawyer Metrics (a company founded by Indiana University Maurer School of Law Professor Bill Henderson) to develop structured behavioral panel interviews that it could use in its hiring rather than the legacy subjective model, which the firm believed was hurting its efforts to find the best talent and promote a more diverse talent pool. (For a compelling challenge to the profession on the need to redouble diversity efforts, see Deborah Rhode’s piece here.) The firm complemented these interviews with a writing assignment—one that involved summarizing legal information for a non-lawyer—that all applicants were asked to complete onsite at the firm during the interview. The firm’s professional development partner, Lisa Brown, reported that this approach generated more selectivity in giving offers, a greater rate of their acceptance (with the professionalism and fairness of the interview process cited as a significant factor), and a notably more diverse group.
talent  laterals  training  skills 
july 2015 by JordanFurlong
Should law firms hire data scientists? | Exen Legal Solutions
Do law firms need to employ data scientists?
With the exception of large corporate and criminal law firms who manage big criminal or fraud cases, I would say that the majority of law firms probably don’t need to consider employing data scientists. Yet.

For small firms the cost almost certainly outweights the benefits, and their cases can be effectively investigated and managed via more traditional methods of information gathering.

But as the amount of useful data out there is growing. And the cost of mining may well fall, as advances in data science bring quicker and more efficient digital interrogation methods and tools.
data  training 
june 2015 by JordanFurlong
Can the Incubator Movement Help Save Legal Education? | Law.com
The “legal incubator” movement has gained significant attention in the last few years. Started in 2007 by Fred Rooney at City University of New York School of Law, legal incubators are law firm development programs through which solo and small law firms are established. Most incubator participants are recent law school graduates, though not that’s a requirement. The goal of incubator programs is to provide participants with sufficient resources and mentorship to successfully launch and maintain solo and small firms.
incubator  schools  admission  training  innovation 
june 2015 by JordanFurlong
Innovation internship to revolutionise firm
After meeting Dan Katz, the founder of the Reinvent Law Laboratory at a conference in London in 2012, Kain C+C managing director John Kain is taking on an ‘innovation intern’ to bring fresh ways of working to the firm.
 
“We believe that coupled with the right systems and processes, this internship can help us to more effectively run our business and in turn, will deliver better results for our clients,” said Kain.
admission  training  innovation 
june 2015 by JordanFurlong
New Education Plan for Alberta Lawyers-to-be – Slaw
The new plan identifies five competency areas, with goals the student is expected to meet by the end of the articling term:
Ethics and Professionalism
At the end of the articling term, the student will be able to act ethically and professionally in accordance with the standard set by the Law Society of Alberta Code of Conduct.
Practice Management
At the end of the articling term, the student will be able to effectively manage time, files, finances, and professional responsibilities, as well as being able to delegate tasks and provide appropriate supervision.
Client Relationship Management
At the end of the articling term, the student will be able to effectively manage client relationships.
Conducting Matters
At the end of the articling term, the student will be able to conduct a range of matters handled by lawyers on a regular basis.
Adjudication/Alternative Dispute Resolution
At the end of the articling term, the student will be able to identify core elements of a dispute and resolve disputes through use of alternative dispute resolution or adjudication.
cle  admission  training  articling  schools 
june 2015 by JordanFurlong
Finally, Some New Jobs For Law School Graduates | Above the Law
While UnitedLex isn’t a practicing law firm, when it comes to the nuts-and-bolts of practice in the modern era, third-party vendors like UnitedLex have a lot to teach. Graduates work with UnitedLex as a resident for up to two years (not foreclosing the possibility of longer-term employment), compiling genuine hands-on experience. It’s not uncommon for a resident to manage their own team of reviewers and interface directly with the client and its outside counsel to develop strategy. Additionally, about 10 percent of the residency is devoted to training programs that UnitedLex and the schools developed to keep the grads learning the practical skills needed for a developing practice.
schools  training  innovation  process  outsourcing 
june 2015 by JordanFurlong
City firm announces first articled apprenticeship | News | Law Society Gazette
he six-year programme, which includes a degree, postgraduate qualification and training contract, will be run with the University of Law, Mayer Brown said. 

The programme provides a non-graduate route to qualification as a solicitor, reminiscent of the old articled clerkship. 

Mayer Brown said it is looking for an apprentice to join the six-year scheme in September 2015.

The training programme consists of a four-year part-time LLB followed by the Legal Practice Course (LPC) and Professional Skills Course (PSC).

After the third year, the apprentice’s work will begin to count towards a training contract, which will continue until the PSC is completed.

Candidates will study part-time at the University of Law, and will spend their first 12-18 months in the business service department at the firm before working wi
articling  apprentice  training  schools  innovation  admission 
june 2015 by JordanFurlong
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