Pro Bono Program Leadership APBCo Staffing Survey 2017 Staffing Survey Sub-Committee: Laura Atkinson-Hope (Latham), Fiona Brett (Akin), Julie LaEace (Kirkland), Kat McGee (Duane Morris), Kimberly McClain (Seyfarth), Carolyn Rosenthal (Goodwin)

Methodology Survey commissioned by the APBCo Board Investigates pro bono program staffing at APBCo members’ firms To identify hiring trends and inform decision-making Distributed on March 21, 2017 Data captured for 190 pro bono positions reported at 74 APBCo members’ firms 67% of firms with APBCo members participated Some firms may have added or removed team members in the interim Responses will remain anonymous Responses can still be submitted

Key Metrics Staff by number of offices and attorneys Percentage of time devoted to pro bono Timing of the hire Prior experience of the hire Motivation to hire Difference between mandatory and voluntary programs Difference between firms with an active or less active Committee Reporting structures Division of responsibilities

Pro Bono Staff by Number of Offices International Offices   1 to 10 11 to 20 21 to 30 30+ 2.1 4 5 1.75 2.5 3.5 6 - 1.5 2.3 3 U.S. Offices Additional Observations: 26% of the firms that participated only have one staff member while 34% of firms have teams of two This represents an average against which you can measure your team size No. of international offices tends to increase the team size

Pro Bono Staff by Number of Attorneys International Attorneys   1 to 100 101 to 400 401 to 700 701 + 51 to 100 1 1.5 - 2.2 4 5 2.5 1.9 3 701 to 1000 3.3 5.5 1001+ 4.6 U.S. Attorneys Additional Observations: Total no. of attorneys is not necessarily correlated with size of the team Either the largest firms are understaffed or other metrics explain their leverage Recent large firm mergers may provide opportunities for additional hiring

Time Spent on Pro Bono Administration Only 18% of team members are solely responsible for pro bono administration Legal work for pro bono clients: comprises more than 20 hours a week for 10% of team members Legal work for billable clients: 93% do no billable work, while billable work consumes more than 20 hours a week for 2% CSR activities: for 3%, CSR requires more than 20 hours per week; 25% spend up to half their time on CSR Professional development: 3% spend more than half of their time and 72% spend no time on professional development Diversity: 15% spend up to 20 hours a week on diversity efforts Marketing: 22% spend up to 20 hours a week on marketing

Division of Responsibilities

Impact of Mandatory Pro Bono on Team Size 20% of firms reported a mandatory pro bono policy No. of U.S. Attorneys Voluntary for Everyone Mandatory for All or Some 51 - 400 1.9 2 401-1000 2.5 3.6 1000+ 3.8 5 This table shows average team size “Mandatory 50 hours per associate (essentially)” “Mandatory only for those in their first year at the firm” “We have a mandatory requirement of 25 hours. We have an expectation of 65 hours” “In order to receive a full bonus, associates must bill at least 20 hours” “Must do hours or donate to legal aid”

Impact of Committee Participation on Team Size Firms with more active Committees have smaller teams Number of U.S. Attorneys Yes, it's very active Yes, it's somewhat active Yes, but it's not very active None 51 - 400 1.5 1.8 2 3.5 401-1000 2.7 2.6 2.5 5 1000+ 3.8 3.3  - 23% of the firms participating in this survey have a very active a pro bono committee 46% of the firms participating in this survey have a somewhat active pro bono committee 26% of the firms participating in this survey have a pro bono committee, but it’s not very active 6% of the firms participating in this survey do not have a pro bono committee

Timing of Hire and Years of Experience Hiring has accelerated in the last six years Greatest growth is at the entry level Pro Bono Professionals Year Hired Pro Bono Professionals Years of Experience When Hired

Motivation to Hire Law firms hired… 63% …because of an increasing focus on pro bono 35% …to enable delegation of certain administrative tasks 21% …due to risk management concerns 21% …because peer firms were growing their pro bono teams 14% …due to growth/merger of firm 12% …because team needed specific legal subject matter expertise (for example, someone to focus on immigration or veterans matters)

Motivation to Hire Law firms hired… “To increase pro bono performance” “To add specific non-legal capabilities to the team” “To create and manage our charitable foundation” “My firm did not have a pro bono manager/coordinator/paid employee. I pitched the job to my firm and they went for it.” “So that the Pro Bono Director could spend more time focusing on international offices” “To handle all of the firm’s court appointments” “To relieve the Pro Bono Committee of strenuous time commitments”

We’re at your service!