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PILI • C/O FOLEY & LARDNER LLP 321 NORTH CLARK STREET, 28TH FLOOR • CHICAGO, IL 60654-5313
TEL: 312-832-5127 • FAX: 312-467-6367 WWW.PILI.ORG
PILI Corporate Pro Bono Roundtable Wednesday, April 23, 2014, 12:00 – 1:30 p.m.
JP Morgan & Co. 10 S Dearborn Street, Chicago IL 60603
AGENDA
12:00 – 12:05 p.m. Welcome and Introductions by Attendees
12:05 – 12:30 p.m. Intersection of Corporate Citizenship and Pro Bono Work
12:30 – 1:15 p.m. Corporation and Legal Aid Partnership in Practice
1:15 ‐ 1:30 p.m. Questions and Strategies
1:30 p.m. Adjourn
PILI INTERN AND FELLOW EVALUATIONS
Examples of Positive Comments from Interns and Fellows:
My supervision was wonderful. It was very clear that my direct supervisor, tried very hard to make sure all work I was given was meaningful and challenging.
Great supervising, decent workload, and a variety of work. I always felt like I could ask questions and I learned every day. I'm returning next semester to continue learning.
Yes, the environment is very welcoming, and not only do interns have the opportunity to conduct
research and work many of the different areas served, but a lot of confidence is bestowed within each
of the interns which I consider to be a valuable component of any internship.
My supervisor was very welcoming and was always willing to help me and answer any questions I may have had. Even when I messed up on something, my supervisor used it as an opportunity to teach me something new.
My supervisory experience was particularly good. His constant accessibility and availability made it easy for me to ask whatever questions I had and to be included in all the decisions that he was making. He also checked in with often to see whether I had enough to do or whether he had given me too much to do.
This is an extremely efficient office that does great, challenging work. I gained great experience and learned a lot. The attorneys all took a lot of time to teach me and to help me learn about all aspects their organization, its goals, and their strategies. I did real, challenging LEGAL work, and received great feedback that has helped me grow as a new attorney.
Examples of More Critical Comments from Interns and Fellows:
Sometimes scheduling meetings was difficult, unpredictable, or would change at the last moment. I rarely got feedback after submitting an assignment ‐ I think the advocates were just too busy all the time to spend time evaluating. We also got an anonymous overall evaluation that wasn't helpful because I didn't know what assignment or which advocate it referred to.
Only critique I have is that I wish I had received more training on how to conduct an intake interview.
Where I worked doesn't provide for great opportunities unless the Fellow seeks them. I did so and had a great experience. However, I noticed that other interns (for example, a 1st‐year law student) did a lot of administrative work because they did not actively seek out legal work from attorneys.
I didn't get a lot of feedback on my work. That would've been nice. I assume that everything I did was fine because I was never told differently. My supervisors followed up to make sure it was completed, but there was no real evaluation.
Interns get no exposure to the clients, to the bigger‐picture, or to even the lawyer's decision making as they plan out the strategy of their litigation. The analytical work assigned was extremely interesting and challenging, but it's a limited type of experience.
Interns should realize that this is more of a research/policy‐based internship and has less client
interaction and court activity than other agencies
PILI SUPERVISOR EVALUATIONS
Example Comments from Supervisors:
Once the PILI Fellows are trained on specific procedures, we supervise all of their work, but we do not
have "micromanage" them, and that is a great relief.
We have formal intern meetings every Monday. More informal interaction usually happened on a daily
basis.
I wish there was a way to get firms to provide for further fellow commitment after fellow leaves
agency, as long as fellow interested.
As far as the fellowship program, it is hard when the fellows take most of August off for a post‐bar trip.
I am all for getting a break after the bar exam, but vacations of 3‐4 weeks are a little too much after
being gone most of July for the bar. Maybe if folks indicate they need that much time in August, a
fellowship is not the right thing for them.
Please let us know if performance reviews are required or suggested. Our fellows are here a short time
and we have not considered this in the past, although we usually have asked for an exit interview and
suggestions.
My PILI fellow was a great asset to me over the summer as he provided research and writing assistance
that I would usually be without. Considering that he was already well‐versed in the law, having
completed his formal law school training, he was able to take on tasks without much direction and
return with very good results. He also took it upon himself, without instruction, to create a volunteer
manual for my program while completing his other assignments. This will assist my future volunteers
and save time in future trainings.
PILI EVALUATION DATA
Intern and Fellow Responses:
53%43%
3%
How Often Intern/Fellow Met with Supervisor
Daily Weekly At Least Monthly
4.22
4.22
3.41
4.47
3.97
0.00 1.00 2.00 3.00 4.00 5.00
MY SUPERVISOR(S) EXPLAINED HOW MY LEGAL WORK FIT INTO THE OVERALL PICTURE
MY SUPERVISOR(S) ADEQUATELY DESCRIBED THE PRODUCT THAT WAS EXPECTED OF ME
MY SUPERVISOR(S) TOLD ME HOW MUCH TIME I WAS EXPECTED TO SPEND ON MY ASSIGNMENTS
MY SUPERVISOR(S) EXPLAINED WHERE I COULD OBTAIN ASSISTANCE IF NEEDED
MY SUPERVISOR(S) FOLLOWED UP AND EVALUATED THE ASSIGNMENT UPON COMPLETION
Please indicate how regularly your supervisor(s) engaged in the following supervisory activities:
Supervisor Responses:
3.56
3.81
3.35
3.78
3.62
3.00 3.20 3.40 3.60 3.80 4.00
I EXPLAINED HOW THE INTERN/FELLOW'S LEGAL WORK FIT INTO THE AGENCY'S WORK OVERALL
I ADEQUATELY DESCRIBED THE PRODUCT THAT WAS EXPECTED OF MY INTERN/FELLOW
I TOLD MY INTERN/FELLOW HOW MUCH TIME HE OR SHE WAS EXPECTED TO SPEND ON MY ASSIGNMENTS
I EXPLAINED WHERE THE INTERN/FELLOW COULD OBTAIN ASSISTANCE IF NEEDED
I FOLLOWED UP AND EVALUATED THE ASSIGNMENT WITH THE INTERN/FELLOW UPON COMPLETION
Please indicate how often you as a supervisor engaged in the following activities:
3.42
3.41
2.12
3.00
0.00 1.00 2.00 3.00 4.00
WE PROVIDED A FORMAL TRAINING AT THE START OF THE SUMMER FOR OUR INTERNS/FELLOWS
WE INVITED INTERNS/FELLOWS TO STAFF MEETINGS
WE ADMINISTERED PERFORMANCE EVALUATIONS DURING THE SUMMER FOR OUR INTERNS/FELLOWS
WE ADMINISTERED EXIT INTERVIEWS FOR OUR INTERNS/FELLOWS
Please indicate whether and to what extent you and your agency engaged in the following practices:
EXPECTATIONS FOR HOSTING PILI LAW STUDENT INTERNS AND GRADUATE FELLOWS Time requirements: PILI school‐year Interns are required to work 200 hours over the semester. PILI summer Interns are expected to work for 400 hours. PILI Fellows are expected to work for 300 hours. Interns and Fellows are eager to learn and work during their time with your agency and expect to be fully utilized for their total time requirement. Legal work: PILI Interns and Fellows must be primarily engaged in legal work such as participating in client interviews, writing memoranda and letters to clients and other practitioners, conducting research, preparing briefs, drafting documents, and developing legal strategies. The value of the Internship for law students and Fellowships for recent graduates is increased when a project or its component has been completed over the service period. Legal supervision: PILI Interns and Fellows should receive quality supervision from a staff attorney at your agency. Supervising attorneys should explain project assignments in detail and explain how the project fits into the overall picture of the project or case. Clear assignments, deadlines, and examples of the work you desire assist your Interns and Fellows immensely. Interns and Fellows should be assigned challenging work with varying tasks, as well as the substantive, procedural and/or administrative training needed to complete those tasks. Consistent feedback: Supervisors should meet regularly with PILI Interns and Fellows to check the status of assigned work and to provide prompt and thorough feedback. Review of the work product and constructive criticism are essential. In addition, a mid‐term evaluation and final evaluation deeply enrich the Interns’ and Fellows’ educational experience. Immersion: Be certain to include the PILI Intern and Fellow in a wide‐range of agency matters: client meetings; trials; settlement conferences; board, staff and committee meetings; and staff outings. PILI Interns and Fellows should receive as thorough an introduction to your agency and its operations as possible. Participation in PILI programs and events: PILI organizes a weekly lunchtime education session for its Interns and Fellows to expose them to the wide spectrum of the public interest law sector. Interns and Fellows should not only be permitted to attend these sessions, but should be encouraged to do so. PILI also organizes several networking and social events for Interns and Fellows during the summer. Attendance by Interns and Fellows at these programs and events should be counted towards their hour requirements. PILI also welcomes law students and recent graduates who are not affiliated with PILI to attend our summer programming.
Melissa Smart Litigation Group Manager and Senior Counsel
ARDC
Presented at: Morgan Lewis Blockius LLP 77 W Upper Wacker Dr Chicago 3:15-4:15
Series 5- Law Firms and Associations Rule 5.1: Responsibilities of Partners, Managers and
Supervisory Lawyers
Rule 5.2 : Responsibilities of a Subordinate Lawyer
Rule 5.3: Responsibilities Regarding Nonlawyer Assistants
Terminology: ◦ [3] and [4]- Firm –Law department of government and
organization are firm within meaning RPC
Rule 5.1 ◦ Comment –Includes members of associations authorized
to practice law; lawyers in legal services organization or government agency
“Make reasonable efforts to ensure the firm has in effect measures giving reasonable assurance that all lawyers conform conduct to RPC.”
If:
Lawyer orders or ratifies the conduct involved
Lawyer knows of conduct when could be stopped or mitigated and fails to take reasonable remedial measures.
FOLLOWING ORDERS IS NO EXCUSE
“Make reasonable efforts to ensure the firm has in effect measures giving reasonable assurance that all person’s conform conduct to professional obligations of lawyer.”
If:
Lawyer orders or ratifies the conduct involved
Lawyer knows of conduct when could be stopped or mitigated and fails to take reasonable remedial measures.
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