SJ Berwin has overhauled its partner appraisal system, with the firm’s top names set to be rated by both their peers and associates for the first time.
The new ‘360-degree’ system is being used for the current appraisal round and sees partners graded by both those of the same rank and those below them against set criteria, including the way they work, their leadership skills and people management abilities.
Each of the firm’s partners must choose a panel of between five and eight people to provide anonymous feedback, grading the partners from bad to excellent. Significantly, other people at the firm may make comments on the partner’s performance, even if they are not invited to do so.
Senior partner Jonathan Blake told Legal Week: “We regard getting feedback from people as very important to the development of our lawyers at all levels. The grail is to get the right people giving the appraisals so that everyone can improve.”
The move comes against a backdrop of new initiatives SJ Berwin is rolling out to engage with its junior lawyers, after a period in which the firm has been dogged by claims of poor staff morale.
Following the appointment late last year of corporate partner Laura O’Neill (pictured) and property partner Bryan Pickup to manage graduates and oversee associate welfare, the firm has also made a number of changes to its graduate recruitment system.
The firm has put together a panel of senior associates to work with the firm’s recruitment team interviewing potential trainees and summer placement candidates. The panel — the first time associates have had such an active role in recruitment — will see senior associates then recommending which of the applicants should go forward for a second stage interview with partners.
O’Neill said: “We wanted our senior associates to understand how we attract talent and get involved in the whole system and, equally, give prospective lawyers at the firm a view of real fee earners.”
In addition, the firm has just completed its second annual survey of associates, which allows the firm’s junior lawyers to anonymously give their opinion on the firm.
Following the introduction of the survey last year, SJ Berwin created an elected associate forum for the first time to aid communication with the partners and made a number of changes to its flexible working policy.
Talkback: Democracy in action or a largely cosmetic move? Will this help associates feel more 'engaged'? Click here to have your say.
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People leave their supervisors, not their firms. I resigned from my firm to get away from a very unpleasant supervisor whose personal issues invariably expressed themselves through the suffering of bright juniors. 360 appraisals are window dressing. No one really falls for these announcements.
The Wiki entries about SJ Berwin are bang on. I work there and can tell you from the horse's mouth that the appraisal system being publicised gets the thumbs down on the corridors. They should stop wasting money on PR and use it to raise salaries. Money is the only thing associates get out of working here!
This is something that has been needed for a while at SJB and in my case is 10 years too late.
The use of the word "improve" is a good one - the disciplinary and grevience procedures should not be the appraisal process / and largely ignored as a consequence.
An appraisal should be positive as well as negative feedback - I know there are fee earners at SJB when I was there who were very good, but the firm's practices are also to be "wilfully blind to the obvious" concerning those who are management liabilities.
However, SJB should not think they are alone - I have worked in many many law firms over 20 years and there are some right rotters in with the woodwork.
Yes, appraisal is good when it is sincere and designed to look at "consequences" of conduct - a workforce where the ambivalence is a happy worker is a productive worker; not a workforce in fear of their P45 with mini hitlers supported by the gestapo of the Human Resources department!
In that regard, you may be interested in my blog : www.lesleymcdade.blogspot.com
The courts should not be covering up for the mismanagers when they actually get caught: as it is the employer and employee who are left to deal with it. The mismanager (unless directly stated on the writ - some of the time) is unlikely to be referred for supervision and training or strike off to the Law Society (but hey, we all can send them there ourselves); be forced into external or internal management training, team building, life coaching and if they are clearly identified are shown the door to go and do the same somewhere else because no one has the guts to have a discreet word to tell the person their behaviour is not acceptible.
How many partners are actually aware of the Health and Safety at Work Act 1974 and that they must not physically or mentally impair their employees?
Appraisal should be positive and good - however, it could also be a useful kick up the backside or out the door!
SJB are in litigation in the Royal Courts of Justice for personal injury. I am a litigant in person : if anyone would like to assist me on a pro bono basis, I would be grateful : backbone required as what you would be up against is a wall of ignorance and corruption.
Regards.
Lesley
When I was at SJB a partner I worked for received a poor upward appraisal (meant to be completely anonymous) then quoted it at me and asked whether I thought it reasonable. What I thought was: loser.
To be fair, this wasn't a case of SJ Berwin seeking publicity - nor was there any press release. This article was more about Legal Week looking to see how the firm is handling its staff issues. On that basis, it would seem harsh to accuse the firm of spin.
The first poster above has spoken for me. I left because my supervisor was a sad little man whose life seemed to centre on pulling rank on more talented staff lower down the ladder. I was the latest in a long line to leave what was laughably called his "team". Whether or not this story is PR, I doubt anyone at SJB will take it seriously.
We have 360 already at my firm - nice idea but pointless in reality. Anonymity cannot be guaranteed and the fact that you have to continue to work with that person just makes you seriously consider any comments that you may make.
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