2. 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)

3. 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

4. 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

5. 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

6. 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

7. 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

8. Division of Responsibilities

9. 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
1.9 2
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”

10. 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
1.5
1.8 2
3.5
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

11. 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

12. 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)

13. 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”

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