edition 2014 ALM/IPMA Compensation Survey for Paralegals and Managers Deadline for Submission: March 14, 2014 Publication Date: May 2014

Transcription

1 2014 ALM/IPMA Compensation Survey for Paralegals and Managers Deadline for Submission: March 14, 2014 Publication Date: May Broadway, Fifth Floor New York, NY phone: fax: almlegalintel.com 2014 edition

2 Your participation is vital to the success of this survey. The International Paralegal Management Association (IPMA) and ALM Legal Intelligence thank you in advance for taking the time to compile and submit your data. Please complete and return this questionnaire as promptly as possible, but no later than March 28, We suggest you retain a copy of your completed questionnaire in case we need to contact you. All information provided is strictly confidential. No identifying data will be revealed to any participant or to the survey sponsor. Contact Information: ALM Legal Intelligence 120 Broadway, 5 th Floor New York, NY Phone: (888) Fax: (646) almlegalintel@alm.com Instructions for Optional Electronic Submission of Data You have the option of submitting your responses electronically. All that is required is an Internet connection and Microsoft Excel The electronic survey tool allows you to take the survey online and complete as time permits, and even gives you the ability to upload an Excel worksheet with your individual personnel compensation profile. You can open and close the electronic worksheet as many times as you need, just bookmark the page, enable cookies in your browser, and check the Save & Continue button at any stopping point. If you are interested in completing the questionnaire electronically, please visit our website at: ALM Media Properties, LLC. All rights reserved ALM/IPMA Compensation Survey for Paralegals and Managers Page 2

3 SECTION 1: Participant Information Reminder: ALL participants will receive a Survey Excerpt. Please ensure the correct contact information is provided below. Organization: Name: Title: Address: City: State: Zip Code: Phone: ALM/IPMA Compensation Survey for Paralegals and Managers Page 3

4 SECTION 2: Organization Profile 1. Type of Organization: a. Law Firm b. Paralegals centralized in single office location c. If multi-office, how many offices? Government Agency Paralegals dispersed among multiple offices Corporate Law Department Other (please specify) 2. Please provide the total number of individuals in the following positions (include only US-based office locations): Total Number of Attorneys:, Total Number of Legal Assistant/Paralegal type positions:, (Please see pages for complete listing of positions.) 3. If you are a corporate law department, please answer the following: Revenue from last complete fiscal year: $,,000,000 (Note: This information is most often found in your Annual Report. Financial organizations include assets under management and/or value of premiums.) Type of Industry: (check one box only) Petro-Chemical Manufacturing Pharmaceutical Manufacturing Computer/Electronics Manufacturing Other Manufacturing Utilities Health Care Information (Telecommunications, media and data processing services) Wholesale/Retail Trade Transportation and Warehousing Insurance Finance Services (Professional, Scientific, Technical) Education Other Industry (please specify) 2014 ALM/IPMA Compensation Survey for Paralegals and Managers Page 4

5 4. Which of the following does your organization require as a hiring condition for paralegal positions? (check all that apply) Paralegal Certificate Two-year degree Four-year degree No educational requirements Other (please specify) 5. Does your Organization provide additional compensation for a Paralegal Certificate or completion of a formal Paralegal Training Program? Yes No 6. Overall attrition rate for Legal Assistants/Paralegals (all categories except case assistant/project assistant) for 2013: Under 2% 11% to 25% 2% to 5% 26% to 50% 6% to 10% Over 50% 2014 ALM/IPMA Compensation Survey for Paralegals and Managers Page 5

6 7. For each position below, please indicate the annualized billable hours expectation for full-time professionals in 2014: (Please review position descriptions on pages prior to completing this question.) Paralegal Management Positions Paralegal Director (Position Code 05), Paralegal Manager (Position Code 10), Paralegal Supervisor/Coordinator (Position Code 20), Paralegal Positions Specialist/Industry Analyst (Position Code 40), Case Manager (Position Code 22), Paralegal (Position Code 31), Case Assistant/Project Assistant (Position Code 50), Litigation Support/eDiscovery Positions Litigation Support /Technology/eDiscovery Director/ Manager (Position Code 23), Litigation Support Project Manager/Coordinator (Position Code 32), Litigation Support/Technology Analyst/Specialist (Position Code 41), Docket Positions Docket Supervisor/Manager/Managing Clerk (Position Code 61), IP Docket Clerk (Position Code 62), Litigation Docket Clerk (Position Code 63), 2014 ALM/IPMA Compensation Survey for Paralegals and Managers Page 6

7 SECTION 3: Benefits / Policies Profile 8. Indicate which of the following is offered by your organization. (Please provide a check mark for each applicable position.) Performance-based bonus Paralegal Director (Code 05) Paralegal Manager (Code 10) Paralegal Supervisor/ Coordinator (Code 20) Specialist/ Industry Analyst (Code 40) Case Manager (Code 22) Paralegal (Code 31) Case Assistant/ Project Assistant (Code 50) Litigation Support/ Tech/ ediscovery Director/ Manager (Code 23) Litigation Support Project Manager/ Coordinator (Code 32) Lit. Support/ Tech Analyst/ Specialist (Code 41) Docket Superv./ Manager/ Mg Clerk (Code 61) IP Docket Clerk (Code 62) Litigation Docket Clerk (Code 63) Tuition reimbursement Courses related to and/or test fees for professional certification examinations Attendance at professional development seminars Professional association dues Policy which permits working from home on a part-time or full-time basis Laptop equipment Personal digital assistant equipment (Blackberry, iphone, Android smart phones) Link from organization s system to employeeowned personal digital equipment (Blackberry, iphone, Android smart phones) Other (please specify) 2014 ALM/IPMA Compensation Survey for Paralegals and Managers Page 7

8 9. Please indicate to whom the most senior paralegal manager reports. (Check all that apply.) Managing Partner Administrative Partner Department Chair Director of Administration / Office Administrator Director of Human Resources Executive Director Chief Operating / Administrative Officer Chief Practice Support Officer Other (please specify) 2014 ALM/IPMA Compensation Survey for Paralegals and Managers Page 8

9 SECTION 4: Salary Administration Profile (Paralegal Staff Only) 10. Did your organization give salary increases to paralegals in 2013? (check one box only) Yes No 11. Average salary increase percentage planned for 2014 (or most recent data available): Exempt:. % Non-exempt:. % 12. If your organization compensates for overtime, what method is utilized? (check one box only) Time and one-half Fluctuating workweek Comp time Other (please specify) 13. Please indicate the period used to calculate overtime. (check one box only) Daily Weekly 14. Using the period indicated above, after how many hours of work is overtime paid? ALM/IPMA Compensation Survey for Paralegals and Managers Page 9

10 15. Which of the factors listed below do you consider in determining salary increases? Use a scale of 1-5, with 5 being very important and 1 being not important, to rate the importance of the following criteria in determining salary increases. (Circle one number on each line below. Numbers may be used more than once. Check the N/A column for any factor that is not considered.) Factors Level of Importance High Low Merit/Individual Performance Cost-of-Living Years at Organization Years in Profession Productivity/Billable Hours Profitability of Organization Market Other (please specify) N/A 16. If your organization pays a bonus, what method is utilized? Use a scale of 1-5, with 5 being very important and 1 being not important, to rate the importance of the following criteria in determining bonuses. (Circle one number on each line below. Numbers may be used more than once. Check the N/A column for any factor that is not considered.) Factors Level of Importance High Low Merit/Individual Performance Years at Organization Years in Profession Productivity/Billable Hours Profitability of Organization Market Other (please specify) N/A 2014 ALM/IPMA Compensation Survey for Paralegals and Managers Page 10

11 SECTION 5: Personnel Compensation Profile Instructions (for Compensation Profile on page 15) Please note: we need your full participation for the survey results to be as useful as they can be. If certain data is not filled out (such as such as compensation or standard work week) data WILL NOT be reported for that position. Personnel Compensation Profile: This section involves job matching for thirteen (13) jobs in the Legal Assistant/Paralegal/Litigation Support/Docketing career progression. Please read the job descriptions carefully and provide information only for jobs that you feel are an equal match. The following is information to be included for each individual in your organization on this page. Note: Include only USbased individuals. Branch Office Note: If you receive assistance from representatives at branch offices in completing this part of the survey, please be sure to collect all forms and return them in one package. Please DO NOT add $ signs, fractions or cents. On the enclosed data collection form (Compensation Profile), please complete for each person employed in your program at year end 12/31/2013 the following: Column B Position Description: Please review the job descriptions and select the Code that most closely matches the job responsibilities for each position reported, even though the actual title may be different than the titles below. Code Paralegal Management Positions Title and Description 05 Paralegal Director: This position typically reports to upper management. This person is responsible for the overall functioning of the organization-wide paralegal population, including the strategic planning and administrative management of client service, financial performance and paralegal staff career development. Sets objectives regarding performance standards, hours and billing rates. Typically, this position is exempt under the Fair Labor Standards Act. 10 Paralegal Manager: This position typically reports to a Paralegal Director/Manager or an Administrative Partner. This person leads and directs the operations of a group of paralegals within a single office or department, including coaching, recruiting, monitoring hours and work assignments, performance management and training. This person has a broader scope of responsibilities as compared to a supervisor. Their primary responsibility is the management of paralegals and therefore they do not typically have a billable hour requirement. Typically, this position is exempt under the Fair Labor Standards Act. 20 Paralegal Supervisor/Coordinator: This position typically reports to a Paralegal Director/Manager. This person is responsible for the day-today functions of a group of paralegals. Responsibilities include assigning, monitoring, reviewing quality of work and communicating/enforcing policies. They also have input regarding hiring and performance reviews. This person may function as a working supervisor with a billable hour requirement. (continued on next page) 2014 ALM/IPMA Compensation Survey for Paralegals and Managers Page 11

12 Paralegal Positions 40 Specialist/Industry Analyst: This person provides special services to clients based on training or expertise, such as Nurse Consultants, Environmental Technicians, or CPAs. 22 Case Manager: This person has demonstrated the ability to manage all aspects of a deal or case within their area of expertise and may supervise or train other paralegals. (As with all positions, please combine all legal experience when calculating years in profession for this position as noted below.) 31 Paralegal: Under the supervision of an attorney, this person performs a range of substantive case/deal related duties. Responsibilities may include factual research, document analysis, cite checking and shepherdizing, drafting certificates and corporate transactional documentation, drafting pleadings, coordinating document productions, administering trusts and estates, assisting with pension plan administration, assisting with real estate transactions, and handling substantive functions in practice areas that do not require a law degree. 50 Case Assistant/Project Assistant: This person typically work under the direction of a paralegal and performs various routine tasks, such as: document numbering, document organization, labeling folders, filing and other various projects that do not require advanced training or substantive knowledge of the transaction or litigation. This person may be promoted to a Paralegal after meeting minimum experience requirements. Litigation Support/eDiscovery Positions 23 Litigation Support/Technology/eDiscovery Director/Manager: This position typically reports to upper management. This person is responsible for the firm's litigation support function as well as the direction for use and purchase of litigation support technology. Responsibilities also include management of litigation support personnel, the development of litigation support procedures and protocols, identifying industry trends, new technology and end-user training to meet client needs. This position does not typically have a billable hour requirement. 32 Litigation Support Project Manager/Coordinator: This position typically reports to the Litigation Support/Technology Manager/Director. This person assists attorneys and paralegals in the development and management of all aspects of the ediscovery lifecycle from case inception through trial. This position requires a combination of technical and case management skills. Responsibilities include coordinating and managing all technical resources for case; including managing ediscovery vendors, working with client IT departments and managing costs and risks related to ediscovery. Provides training and ongoing support for litigation technology tools. This position has a billable hour requirement. 41 Litigation Support/Technology Analyst/Specialist: This person typically reports to the Litigation Support/Technology Manager/Director and may work under the direction of a Project Manager/Coordinator. This is a technical position. Responsible for data processing, database management and electronic document production. This position has a billable hour requirement ALM/IPMA Compensation Survey for Paralegals and Managers Page 12

13 Docket Positions 61 Docket Supervisor/Manager/Managing Clerk: This position is responsible for management of the docket department and docket staff. Responsibilities include creating systems and procedures for docketing workflow and this position has advanced knowledge of automated docketing system software. Person has comprehensive knowledge of state and federal civil procedure and court process and/or intellectual property prosecution procedures. May support single or multiple offices. This person may function as a working manager/supervisor who performs some docketing clerk tasks. This may be an exempt position under the Fair Labor Standards Act. 62 IP Docket Clerk: This position supports attorneys and paralegals in the tracking of deadlines on patent, trademark and/or copyright matters. Responsibilities include calculating response dates, maintaining calendaring databases, updating rules sets, assessing correspondence and proof of filings and preparing docket and status reports. May support single or multiple offices. Person has knowledge of U.S. and foreign intellectual property prosecution rules and regulations. 63 Litigation Docket Clerk: This position supports attorneys and paralegals in the tracking of deadlines in litigation matters. Responsibilities include calculating response dates and maintaining calendaring databases, updating rules sets, reviewing pleadings and filings and preparing docket and status reports. May support single or multiple offices. Person has knowledge of state and federal civil procedure and court process ALM/IPMA Compensation Survey for Paralegals and Managers Page 13

14 Column C Exempt/Non-exempt: Please indicate if the position is treated by your organization Exempt or Non-exempt under the overtime provisions of the Fair Labor Standards Acts (FLSA). Non-exempt jobs are subject to the overtime provisions of the FLSA. Column D Years in the Profession: Please indicate the actual number of years (rounded to a whole year) that an individual has been in the profession. For example, for a person who was a Paralegal Clerk for one year, a Paralegal for two years, Case Manager for three years and a Paralegal Supervisor for four years the total number of years in the profession would be ten. Time spent as a Legal Secretary is not counted. For 0 to 6 months, always round down to the nearest whole year; for 7 to 12 months, always round up to the nearest whole year. Column E 2014 Annual Base Salary: Report the most current annual base salary recorded, for the period starting January 1, Column F Standard Work Week: The number of hours in the standard work week for this position. Please fill in for each position even if it is the same for everyone at the organization. Column G 2013 Bonus Award: For those positions that are eligible, report the total cash bonus pay received for work performed in the 2013 calendar year, regardless of time of payment. Bonus pay would be the annual supplemental compensation paid based on met objectives and/or targets. Column H 2014 Billing Rate: Report the most current billing rate for an individual, for the period starting January 1, Column I Column J 2013 Billable Hours: Provide only the total billable hours worked for clients (whether or not the client was actually billed for those hours) during the 2013 calendar year. Practice Area: Please select the appropriate letter code (select only one per employee). If an employee works in two or more practice areas, please indicate the practice area in which they spend 50% or more of their time. For example, select code MN for Legal Assistant Managers doing principally management related work. If you cannot determine a practice area, please use NC for Not Classifiable. BK Banking FL Family Law LI Litigation BR Bankruptcy GV Government/Legislative MG Mergers/Acquisitions CN Contracts HC Health Care RE Real Estate CO Corporate IM Immigration RG Regulatory/Utilities CR Criminal IN Insurance SC Securities EP Employment IP Intellectual Property/Patents/Trademarks TE Trusts/Estates/Probate EV Environmental LB Labor OT Other NC Not Classifiable MN Manager Column K Zip Code: If individual s work location is different than the zip code provided under participant information, please provide zip code of branch or other location. (continued on next page) 2014 ALM/IPMA Compensation Survey for Paralegals and Managers Page 14

15 PERSONNEL COMPENSATION PROFILE (continued) Please complete the table below using the instructions on the preceding pages for all US-based office locations. Photocopy additional pages as needed. (A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) Exempt/ Zip of Work Position Years in 2014 Annual Practice Line # Non-exempt Standard Work Billable Location Code Profession Base Salary Bonus Billing Rate Area Code (E or N) Week Hours (see page 14) 1 $ $ $ 2 $ $ $ 3 $ $ $ 4 $ $ $ 5 $ $ $ 6 $ $ $ 7 $ $ $ 8 $ $ $ 9 $ $ $ 10 $ $ $ 11 $ $ $ 12 $ $ $ 13 $ $ $ 14 $ $ $ 15 $ $ $ 16 $ $ $ 17 $ $ $ 18 $ $ $ 2014 ALM/IPMA Compensation Survey for Paralegals and Managers Page 15

16 2014 ALM/IPMA Compensation Survey for Paralegals and Managers Page 16