MAJOR, LINDSEY & AFRICA
2010 PARTNER COMPENSATION SURVEY
By Jeffrey A. Lowe, Esq.
Managing Partner, Washington, D.C.
On June 1, 2010, Major, Lindsey & Africa (MLA) launched its seminal 2010 Partner Compensation Survey. The Survey, which was sent to more than 30,000 law firm partners across the United States, represents the most comprehensive effort ever undertaken to identify ranges of partner compensation, the criteria law firms use in determining partner compensation, and the satisfaction of law firm partners with their compensation and compensation systems. The Survey was administered on behalf of MLA by ADF Research, an independent marketing and research company, which allowed respondents to answer confidentially and anonymously.
This Report provides (i) an overview of the Survey, (ii) the demographical breakdown of the respondents to the Survey, (iii) selected highlights of compensation and other practice metrics as reported by the respondents, (iv) selected highlights of compensation satisfaction, factors and systems as reported by the respondents, and (v) an overview of various factors perceived by respondents to be important in the determination of their compensation.
To print the entire Report
Opening this file may take several minutes as the file is very large
Executive Summary
The Report
Appendix 1: Survey
Appendix 2: Methodology
Appendix 3: Respondents, by:
3.1 Years as Partner
3.2 Partnership Status
3.3 Practice Area
3.4 City
3.5 Lateral Status
3.6 Compensation Transparency
3.7 Lockstep Type
3.8 Total Compensation
3.9 Firm Size
3.10 Firm PPP
3.11 Gender
3.12 Ethnicity
Appendix 4: Average Compensation, by:
4.1 Years as Partner
4.2 Partnership Status
4.3 Practice Area
4.4 City
4.5 Compensation Transparency
4.6 Lockstep Type
4.7 Firm Size
4.8 Firm PPP
4.9 Gender
4.10 Ethnicity
4.11 Compensation Change for Lateral Partners
4.12 Compensation Increase for Lateral Partners
4.13 Compensation Decrease for Lateral Partners
Appendix 5: Average Originations, by:
5.1 Years as Partner
5.2 Partnership Status
5.3 Practice Area
5.4 City
5.5 Compensation Transparency
5.6 Lockstep Type
5.7 Firm Size
5.8 Firm PPP
5.9 Gender
5.10 Ethnicity
Appendix 6: Average Working Attorney Receipts, by:
6.1 Years as Partner
6.2 Partnership Status
6.3 Practice Area
6.4 City
6.5 Compensation Transparency
6.6 Lockstep Type
6.7 Firm Size
6.8 Firm PPP
6.9 Gender
6.10 Ethnicity
Appendix 7: Average Billing Rate, by:
7.1 Years as Partner
7.2 Partnership Status
7.3 Practice Area
7.4 City
7.5 Compensation Transparency
7.6 Lockstep Type
7.7 Firm Size
7.8 Firm PPP
7.9 Gender
7.10 Ethnicity
Appendix 8: Average Billable Hours, by:
8.1 Years as Partner
8.2 Partnership Status
8.3 Practice Area
8.4 City
8.5 Compensation Transparency
8.6 Lockstep Type
8.7 Firm Size
8.8 Firm PPP
8.9 Gender
8.10 Ethnicity
Appendix 9: Average Non-Billable Hours, by:
9.1 Years as Partner
9.2 Partnership Status
9.3 Practice Area
9.4 City
9.5 Compensation Transparency
9.6 Lockstep Type
9.7 Firm Size
9.8 Firm PPP
9.9 Gender
9.10 Ethnicity
Appendix 10: Compensation Satisfaction, by:
10.1 All Respondents
10.2 Years as Partner
10.3 Partnership Status
10.4 Practice Area
10.5 City
10.6 Lateral Status
10.7 Move-Related Compensation Change
10.8 Compensation Transparency
10.9 Lockstep Type
10.10 Total Compensation
10.11 Total Originations
10.12 Total Billable Hours
10.13 Firm Size
10.14 Firm PPP
10.15 Gender
10.16 Ethnicity
Appendix 11: Perceived Bias, by:
11.1 All Respondents
11.2 Years as Partner
11.3 Partnership Status
11.4 City
11.5 Lateral Status
11.6 Compensation Structure
11.7 Total Compensation
11.8 Total Originations
11.9 Lockstep Type
11.10 Firm Size
11.11 Firm PPP
11.12 Gender
11.13 Ethnicity
Appendix 12: Should Compensation be Higher?
12.1 All Respondents
12.2 How Much Higher?
Appendix 13: Importance of Factors in Determining Compensation/Desire for Change
13.1 Factors Affecting Compensation
13.2 Perceived Most Important vs. Should Be Most Important
13.3 Has There Been a Change in Importance?
13.4 Perceived as Becoming More Important vs. Less Important
13.5 Desire for Change in Compensation Method