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| INFORMATION | | Click on the icons below to print, view the employer questionnaire and add to your list. Click on FAQ at left for definitions of terms. |
 EMPLOYER INFO |
| Employer Name: |
BOSE MCKINNEY & EVANS LLP |
| Address: |
111 Monument Circle |
| |
SUITE 2700 |
| City: |
INDIANAPOLIS |
| State, Zip: |
Indiana, 46204 |
| Country: |
United States |
| Phone: |
(317) 684-5000 |
| Fax: |
(317) 684-5173 |
| Web: |
www.boselaw.com |
|
| Hiring Attorney: |
Mr. Bryan Babb |
|
| Recruiting Contact: |
Ms. Jane McKern |
| Title: |
Recruiting Coordinator/HR Specialist |
| Employer Name: |
BOSE MCKINNEY & EVANS LLP |
| Address: |
111 Monument Circle |
| |
Suite 2700 |
| City: |
Indianapolis |
| State, Zip: |
Indiana, 46204 |
| Country: |
United States |
| Phone: |
(317) 684-5278 |
| Fax: |
(317) 223-0278 |
| Email: |
jmckern@boselaw.com |
| OFFICE/ORGANIZATION SIZE |
| Multi Office Form: |
Y |
| Multi Office Form Reporting For: |
All Offices |
| Specify: |
|
| # Offices On Form: |
6 |
| Total # Offices: |
6 |
| Employer Size Range: |
101-250 |
| Office Size Range: |
101-250 |
| Total Attorneys In This Office: |
111 |
| DEMOGRAPHIC INFORMATION |
| 65 |
7 |
8 |
0 |
0 |
0 |
| 17 |
11 |
3 |
0 |
0 |
0 |
| 82 |
18 |
11 |
0 |
0 |
0 |
| 2 |
0 |
0 |
0 |
0 |
0 |
| 1 |
1 |
0 |
0 |
0 |
0 |
| 63 |
6 |
8 |
0 |
0 |
0 |
| 15 |
9 |
3 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 1 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
1 |
0 |
0 |
0 |
0 |
| 0 |
1 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 1 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| PRIMARY PRACTICE AREAS |
|
| Business | 19 | 6 | | Health | 1 | 0 | | Environmental | 3 | 1 | | Intellectual Property | 5 | 3 | | Real Estate | 7 | 1 | | Tax | 6 | 1 | | Utilities | 3 | 1 | | Creditors Rights | 4 | 3 | | Litigation | 22 | 7 | | Employment Law Public | 5 | 2 | | Government Relations | 2 | 0 | | Public Finance | 2 | 0 | | Employment Law Private | 5 | 3 |
| COMPENSATION & EMPLOYMENT DATA |
| 5 |
() |
|
() |
|
| 2 |
(2) |
|
() |
|
| 90,000+ |
$/yr |
1 |
(1) |
|
() |
|
|
() |
|
() |
|
|
() |
|
() |
|
|
$/wk |
|
() |
|
() |
|
| 1750 |
$/wk |
4 |
(1) |
2 |
(5) |
2 |
| 1750 |
$/wk |
3 |
|
1 |
|
1 |
| STUDENT EMPLOYMENT INFORMATION |
| # 2009 entry-level attorneys who were former interns: |
|
| # 2009 Summer 2Ls considered for associate offers: |
2 |
| # offers made: |
2 |
| Hire school term clerks? |
CBC |
| Prefer significant prior experience in area? |
|
| 1Ls hired? |
Y |
| For attorney hires, require: Bar admission? |
|
| For attorney hires, require: Prior practice experience? |
|
| If yes, # of years? |
|
| U.S. citizenship required? |
|
| When after 12/1 should 1Ls apply? |
12/1 to 1/15 |
| Split summers allowed? |
Y |
| If yes, minimum weeks: |
6 |
| 1Ls considered for interns? |
|
| Comments: |
|
|
Accept applications for the 2011 Summer Program from: |
| Joint degree students graduating in 2013 or later? |
Y |
| Evening students graduating in 2013? |
Y |
| Judicial Clerks? |
N |
| Students at non-US law schools? |
N |
What % of legal staff has been with the organization: |
| less than 2 years? |
|
| 2-5 years? |
|
| 6-10 years? |
|
| more than 10 years? |
|
Application Process: |
| Date applications first accepted for summer interns: |
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| Date applications first accepted for attorneys: |
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| Deadline for applications from summer interns: |
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| Deadline for applications from attorneys: |
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| Date offers are made to summer interns: |
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| Date offers are made to attorneys: |
|
| Average length of hiring process (months) for summer interns: |
|
| Average length of hiring process (months) for attorneys: |
|
|
| Do you hire domestic LL.M.s? |
Y |
| In what practice areas: |
|
| Tax |
| Do you hire foreign LL.M.s? |
|
| In what practice areas: |
|
|
| When should LL.M.s submit applications? |
|
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| Preferred application materials: |
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|
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| Hiring Criteria: |
|
| Top 25% of class and other significant accomplishments and work experience that demonstrate the ability to interact well with others and to function effectively as an attorney. |
| ATTORNEY HOURS |
| Average annual associate hours worked: |
2495 (2008) |
1849 (2009) |
| Average annual associate billable hours: |
1869 (2008) |
1375 (2009) |
| Is there a minimum billable hour expectation? |
Y |
|
| If "Yes", number: |
1850 |
|
| Hours policy details: |
|
| There is a bonus for achieving billable hours goal and an additional bonus for exceeding goal hours. |
|
| Is billable hour credit given for pro bono work? |
N |
|
| Is there a maximum that will be credited? |
|
|
| If yes, what? |
|
|
| For bonus consideration, is a pro bono hour equivalent to a billable hour? |
N |
|
CLERKSHIP/CREDIT/SUPPLEMENTAL
COMPENSATION |
| Do you have a Loan Repayment Assistance Program (LRAP)? |
|
| If yes, describe: |
|
| Judicial Clerkship Bonus: |
N |
| Compensation/progression credit for judicial clerkship? |
Y |
| Compensation/progression credit for other advanced degrees? |
N |
| Other Compensation: |
|
|
| BENEFITS |
| Benefits: |
401(k)/IRA/Other Retirement Plan
Bar Association Fees
Business Casual Dress Code
CLE
Employee Assistance Program
Flexible Spending Account/pre-tax Option
Life/AD&D
Long-term Disability Insurance
Medical Insurance
Short-term Disability Insurance
Technology (Laptop, PDA, etc.)
Vacation Leave |
| Benefit Package Comments: |
|
| Medical, Dental, Life, LTD, AD&D, Short-term Disability, Flexible Spending Account, 401(k), Aflac Options, Professional Liability, 3 weeks vacation, Bar Fees Paid (bar review/exam fees, bar association dues), Approved Seminar Fees, Framing Costs, Cell Phone Allowance, Business Development Allowance |
| WORK/LIFE INFORMATION |
| Average weekly hours per attorney: |
|
| Usual scheduled working day: |
|
| Part-time allowed? |
CBC |
| Part-time available to entry-level? |
N |
| # of part-time associates: |
0 (m) 1 (w) |
| # of part-time partners/members: |
0 (m) 0 (w) |
| # of part-time other lawyers: |
6 (m) 2 (w) |
| Do you have a written part-time policy for associates? |
|
| Do you have a written part-time policy for partners? |
|
| What is the impact of working part-time as an associate, if any, on an associate's progression toward partner? |
|
| Can an associate be promoted to partner while s/he is working on a part-time schedule? |
|
| Can a partner work on a part-time schedule? |
|
| Eligibility for alternative work schedules determined by: |
Practice Group Chair & Management |
| Paid non-medical parental leave? |
|
| Comments: |
|
|
| TRAINING AND PROFESSIONAL DEVELOPMENT |
| Coaching/mentoring program? |
Y |
| Evaluations: |
Annual |
| Upward reviews: |
N |
| Professional development staff: |
N |
| Billable hours credit for training time: |
N |
| Rotation for junior associates between departments/practice groups? |
CBC |
| Is rotation mandatory? |
N |
| Comments: |
|
|
| PARTNERSHIP DATA |
| Does the firm have two or more tiers of partner? |
Y |
| If no, how many years is the partnership track? |
|
| If yes, how many years is the non-equity track? |
6.5 |
| How many years is the equity track? |
|
| Additional partnership progression information: |
|
|
DIVERSITY RECRUITMENT & RETENTION
EFFORTS |
| Activities to increase the presence and retention of under-represented groups: |
| Minority job fairs: |
 |
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Bar sponsored Programs: |
|
| Outreach to law student groups: |
|
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Firm Diversity Committee: |
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| Directed Mentoring Effors: |
|
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Rec. at schools w/ large min. pop.: |
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| Comments: |
|
| We are committed to recruiting, retaining and promoting minority attorneys for the enrichment and benefit of our firm, clients and community. |
| CAMPUS INTERVIEWS |
| Selected Campuses: |
|
| Job Fair/Corsortia Attended: |
Indianapolis Bar Association Diversity Career Fair |
|
| CAMPUS INTERVIEWS FOR PRIOR YEAR |
| # of Schools Visited in 2009: |
0 |
| # of Job Fairs / Consortia Attended in 2009: |
1 |
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| PRO BONO INFORMATION |
| Pro Bono Contact Information |
| Pro Bono Contact: |
|
| Title: |
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| Phone: |
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| Fax: |
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| Email: |
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| |
| The information indicated here is: |
| Firm-wide: |
 |
Office Specific: |
|
| |
| %Firm Billable Hours last year: |
|
|
| |
| Average Hours per Attorney Last Year: |
Associates
Partners/Members
Other Lawyers
|
| |
| Participation last year: |
% Associates
% Partners/Members
% Other Lawyers
|
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| What percentage of attorneys performed more than 20 hours? |
|
| What was the number of actual pro bono hours contributed by the organization in the prior calendar year?
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| |
| Does the organization maintain a formal pro bono policy that sets forth the organization's commitment to pro bono? |
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| |
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How does the organization define what constitutes pro bono legal work?
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| |
| Does the organization set annual goals regarding the minimum number of pro bono hours to be contributed by the organization? |
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| If yes, what is that annual goal? |
| |
| Does the organization set individual attorney goals regarding the minimum number of pro bono hours to be contributed? |
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| If yes, what is that annual goal? |
| |
| Is an attorney's commitment to pro bono activity considered a favorable factor in advancement and compensation decisions? |
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If yes, to what extent?
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| Are full-time support services (word processing, online research Lexis/Westlaw, out of pocket costs) available for pro bono representation? |
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If so, are there any limitations?
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| |
| Are associates provided written evaluations of their work on pro bono matters? |
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| |
| Does the organization employ one or more of the following structures to manage its pro bono program and to provide training and guidance to participating attorneys? |
| Full-time attorney in a dedicated pro bono coordination/oversight role |
| An attorney who coordinates pro bono projects as an ancillary duty to other work |
| Pro Bono Committee |
| Non-attorney administrator |
| Other: |
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How is pro bono work assigned/distributed?
|
| If an attorney is permitted to bring a pro bono case
for possible consideration by the firm, who makes decisions about
whether the firm will handle the matter?
|
| Pro Bono Coordinator |
| Pro Bono Committee |
| Department Chair |
| Other: |
| N/A |
| Does the organization provide any of the following to enable its attorneys to participate in pro bono activities or work in a public interest setting? (Check all that apply) |
| Externships |
| Sabbaticals |
| Fellowships |
| Part-time pro bono programs |
| Other |
| If so, please describe: |
| |
| Are pro bono opportunities available for summer associates? |
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| |
| Additional comments (Please use this space to provide any additional information about your organization's pro bono program including any special recognition or awards the organization has received for its pro bono work.): |
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| What are some of the areas in which your firm has performed pro bono work in the past year? |
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| PUBLIC INTEREST FELLOWSHIPS |
| Do you sponsor split public interest summer and/or post-graduate fellowships? |
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| Public Interest Fellowship Comments: |
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| NON - DISCRIMINATION POLICY |
| Non-Discrimination: |
| Bose McKinney & Evans is an equal opportunity employer. It is our policy to seek and to employ men and women of skill, integrity and enthusiasm without regard to race, age, religion, sex, disability, national origin, sexual orientation, veteran status, or other personal characteristics protected by law. |
| NARRATIVE |
Bose McKinney & Evans offers the opportunity for a sophisticated, high-level legal practice without the bureaucracy and lifestyle sacrifices often associated with large firms. Our clients include businesses of all sizes headquartered throughout the world, governmental units, school corporations and individuals. We routinely represent clients in large and complicated business transactions and in high-stakes litigation involving significant claims and cutting edge legal and constitutional issues. We are active in shaping the law on behalf of our clients at the state legislature and before national, state and local administrative agencies. We also, however, focus attention on the needs of small, family-owned businesses and give them the help they need to grow.
Despite our own growth in size in recent years, we remain committed to the individuality and personal growth of each lawyer in the firm. As a result, we have a group of highly skilled lawyers who work well together but whose lives and interests are pleasantly diverse. There is substantial variation in the educational and social backgrounds of the lawyers at our firm and, not surprisingly, they engage in a wide range of civic, political and other activities.
We consider our associates a vital part of the firm, and we hire with a serious commitment to them. Relying as we do on steady growth for the future rather than a pattern of rapid hiring and attrition, we attempt to select and train associates with considerable care. We do this to maintain the quality of work product and to continue the firm's tradition of being a special and unique place to work. While associates here, just as anywhere else, do need to prove themselves for future partnership, there is no need for associates to compete among themselves for a restricted number of openings. Every associate is hired with the genuine hope that he or she will eventually become a partner.
A natural outgrowth of this attitude is early responsibility. Associates can expect to deal with major clients and other attorneys right away and to function as full-fledged members of the firm very early in their careers. They also have the opportunity to work directly with and learn from the most senior and experienced lawyers in the firm on a day-to-day basis.
The summer program is designed to give summer associates a clear picture of what it is like to practice law at Bose McKinney & Evans. Summer associates work closely with members of the firm and have the opportunity to consult with clients and to attend trials, hearings, oral arguments, negotiating sessions and closings. They are also encouraged to consider the various cultural, athletic and recreational opportunities offered in and around Indianapolis. Summer associates work with many members of the firm, but each has a continuing relationship with a partner and an associate to make the summer more rewarding. |
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