Print this page
Review Process

Review Process

An open and entrepreneurial culture means that sometimes it’s a good idea to take stock in our progress. Are we meeting our own expectations, and the expectations of others?

We encourage people to express their opinions, regardless of their role within the firm. Goodwin Procter is structured to function as a true meritocracy, in which hard work, creativity, and initiative are valued over hierarchies. This philosophy is reflected in our approach to constructively evaluating our attorneys.

Formal Evaluations
We take a prospective approach to formal evaluations, so our attorneys can understand what they are doing well and what they need to do to take their performance to the next level. Long before most other firms started looking at defining competencies, we developed our Associate Development Frameworks, which clarify the firm's expectations for each level of associate (junior, mid-level and senior-level).  Each year, our Attorney Review Committee (ARC) solicits feedback from a wide group of attorneys who have worked with an associate, using review forms tailored specifically to the associate's career stage.  A member of the ARC then meets with the associate’s advisor to look at the associate’s past performance and, more importantly, what the associate should focus on in the coming year.

Constructive Feedback
Our Attorney Development Frameworks clarify the firm’s expectations for junior, mid-level, and senior associates based on key skill competencies. Using the Frameworks as a guideline, along with detailed self-evaluations, advisors and ARC members meet with each associate, discuss performance in-depth, and offer career development guidance. Our Staffing and Professional Development Managers, all former practicing lawyers, also work with associates to obtain informal feedback on a project-by-project basis.