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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: |
Potter Anderson & Corroon LLP |
| Address: |
Hercules Plaza, 1313 N. Market Street |
| |
Post Office Box 951 |
| City: |
Wilmington |
| State, Zip: |
Delaware, 19899 |
| Country: |
United States |
| Phone: |
302-984-6000 |
| Fax: |
302-658-1192 |
| Web: |
http://potteranderson.com |
|
| Hiring Attorney: |
Mr. Eric N. Feldman |
|
| Recruiting Contact: |
Ms. Joyce B. Shtofman |
| Title: |
Legal Recruiting Coordinator |
| Employer Name: |
Potter Anderson & Corroon LLP |
| Address: |
Hercules Plaza, 1313 North Market Street |
| |
Post Office Box 951 |
| City: |
Wilmington |
| State, Zip: |
Delaware, 19899 |
| Country: |
United States |
| Phone: |
302-984-6050 |
| Fax: |
302-658-1192 |
| Email: |
jshtofman@potteranderson.com |
| OFFICE/ORGANIZATION SIZE |
| Multi Office Form: |
N |
| Multi Office Form Reporting For: |
|
| Specify: |
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| # Offices On Form: |
1 |
| Total # Offices: |
1 |
| Employer Size Range: |
51-100 |
| Office Size Range: |
51-100 |
| Total Attorneys In This Office: |
100 |
| DEMOGRAPHIC INFORMATION |
| 31 |
23 |
6 |
0 |
11 |
6 |
| 8 |
19 |
2 |
0 |
0 |
3 |
| 39 |
42 |
8 |
0 |
11 |
9 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 30 |
20 |
6 |
0 |
11 |
5 |
| 7 |
19 |
2 |
0 |
0 |
2 |
| 1 |
0 |
0 |
0 |
0 |
1 |
| 1 |
0 |
0 |
0 |
0 |
1 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
2 |
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 |
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 |
| PRIMARY PRACTICE AREAS |
|
| Corporate | 15 | 22 | | Litigation | 28 | 27 | | Banking and Bankruptcy | 6 | 4 | | Finance | 5 | 6 | | Intellectual Property | 5 | 7 | | Utilities | 4 | 0 | | Real Estate | 0 | 2 | | Employment | 3 | 6 | | Government | 1 | 0 | | Tax | 1 | 3 | | Computer | 1 | 3 | | Erisa | 0 | 1 | | Trusts & Estates | 0 | 3 |
| COMPENSATION & EMPLOYMENT DATA |
| 8 |
() |
7 |
() |
TBD |
|
() |
|
() |
2 |
| $145,000 |
$/yr |
6 |
(6) |
9 |
(9) |
5 |
|
() |
|
() |
|
|
() |
|
() |
|
|
$/wk |
|
() |
|
() |
|
| $2800 |
$/wk |
14 |
(1) |
9 |
(1) |
8 |
| $2800 |
$/wk |
1 |
|
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| STUDENT EMPLOYMENT INFORMATION |
| # 2009 entry-level attorneys who were former interns: |
|
| # 2009 Summer 2Ls considered for associate offers: |
9 |
| # offers made: |
6 |
| Hire school term clerks? |
CBC |
| Prefer significant prior experience in area? |
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| 1Ls hired? |
Y |
| For attorney hires, require: Bar admission? |
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| For attorney hires, require: Prior practice experience? |
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| If yes, # of years? |
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| U.S. citizenship required? |
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| When after 12/1 should 1Ls apply? |
December 1 |
| Split summers allowed? |
CBC |
| If yes, minimum weeks: |
7 |
| 1Ls considered for interns? |
|
| Comments: |
|
| First half of summer required. |
Accept applications for the 2011 Summer Program from: |
| Joint degree students graduating in 2013 or later? |
N |
| Evening students graduating in 2013? |
N |
| Judicial Clerks? |
Y |
| Students at non-US law schools? |
N |
What % of legal staff has been with the organization: |
| less than 2 years? |
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| 2-5 years? |
|
| 6-10 years? |
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| more than 10 years? |
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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: |
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| Average length of hiring process (months) for summer interns: |
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| Average length of hiring process (months) for attorneys: |
|
|
| Do you hire domestic LL.M.s? |
Y |
| In what practice areas: |
|
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| Do you hire foreign LL.M.s? |
N |
| In what practice areas: |
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| When should LL.M.s submit applications? |
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| Preferred application materials: |
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| Hiring Criteria: |
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| Excellent academic credentials and strong writing skills are required. We prefer extracurricular activities such as law review and moot court. Consideration is also given for previous employment and other experience reflecting superior potential. |
| ATTORNEY HOURS |
| Average annual associate hours worked: |
(2008) |
(2009) |
| Average annual associate billable hours: |
(2008) |
(2009) |
| Is there a minimum billable hour expectation? |
Y |
|
| If "Yes", number: |
2000 |
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| Hours policy details: |
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|
| Is billable hour credit given for pro bono work? |
Y |
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| Is there a maximum that will be credited? |
Y |
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| If yes, what? |
50 |
|
| For bonus consideration, is a pro bono hour equivalent to a billable hour? |
Y |
|
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? |
CBC |
| Other Compensation: |
|
| New associates receive a $5,000 stipend, and reimbursement of bar application and review course fees. Judicial Clerks receive the aforementioned and increased starting salary. |
| BENEFITS |
| Benefits: |
401(k)/IRA/Other Ret. Plan w/Employer Contribution
Bar Association Fees
Business Casual Dress Code
CLE
Dental Insurance
Domestic Partner Benefits
Employee Assistance Program
Family/Dependent Care Leave
Flexible Spending Account/pre-tax Option
Life/AD&D
Long-term Disability Insurance
Medical Insurance
Parental Leave
Short-term Disability Insurance
Sick Leave
Technology (Laptop, PDA, etc.)
Vacation Leave |
| Benefit Package Comments: |
|
Potter Anderson & Corroon LLP
Attorney Benefit Schedule
401(k)/Other Re. Plan w/Employer Contribution. The firm offers a 401(k) plan allowing pre-taxed deferrals after one year of service with a discretionary firm contribution after two years of employment.
Bar Association Fees. The firm pays for general membership dues for the American Bar Association and Delaware State Bar Association and up to two section memberships in each association. In addition, the firm pays all fees related to the practice of law in Delaware including fees associated with the Delaware Bench & Bar Conference, the City of Wilmington Business License, the Delaware Supreme Court annual registration, Delaware State Bar Association events and enrollment in one or more legal associations.
Bar Exam Fees. The firm reimburses all fees related to the Delaware bar exam, registration and bar review courses. In addition, the firm provides a $5,000 stipend for new, entry level associates who begin their employment with the firm in the fall after the bar exam in July. In addition, the firm pays for related expenses for those attorneys applying to the U.S. Patent Bar, registration, bar review and bar examination fees.
Continuing Legal Education The firm encourages and pays reasonable costs for continuing legal education including course fees, and where necessary, travel and hotel expenses.
Dental Insurance. The firms pays the full cost for attorney and their dependents. Benefits begin on the 1st of the month after first day of employment.
Disability Insurance. Attorneys are covered at full salary for short term medical disabilities accompanied by a physician’s certification. After 180 days, the firm provides disability coverage for full and partial disabilities. Benefits are paid at 60% of gross monthly earnings to a maximum of $15,000 per month. There is a 90-day waiting period for these benefits and no cost to the attorney.
Domestic Partner Coverage. Firm benefit plans available to qualified domestic partners.
Employee Assistance Program. No cost to attorney or dependents. Benefits begin after 90 days.
Flexible Spending Account/Pre-Tax Option. Dependent and unreimbursed medical. Enrollment is once yearly in June. (Effective July)
Life Insurance. The firm provides life insurance for each attorney in the amount of $50,000.
Medical Insurance. The firm pays the full cost for attorneys and their dependents. There is currently a choice of two plans through Blue Cross Blue Shield of Delaware: the Blue Care Plan (HMO) and the Blue Choice Plan (PPO). Benefits begin on the 1st of the month after first day of employment.
Parental Leave. The firm permits parental leave under various circumstances including:
Disability Leave: 6 to 8 weeks is provided to associates disabled as the result of childbirth.
Paid Childcare Leave: 6 weeks available to all attorneys following the birth, adoption or foster care placement of a child.
Unpaid Childcare Leave: Available to all attorneys following the birth, adoption or foster care placement of a child.
Vacation Time. The firm offers three weeks of non-cumulative paid vacation per year.
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| WORK/LIFE INFORMATION |
| Average weekly hours per attorney: |
|
| Usual scheduled working day: |
|
| Part-time allowed? |
Y |
| Part-time available to entry-level? |
N |
| # of part-time associates: |
1 (m) 2 (w) |
| # of part-time partners/members: |
0 (m) 0 (w) |
| # of part-time other lawyers: |
1 (m) 0 (w) |
| Do you have a written part-time policy for associates? |
Y |
| 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? |
See Comment Section Below |
| Can an associate be promoted to partner while s/he is working on a part-time schedule? |
Y |
| Can a partner work on a part-time schedule? |
|
| Eligibility for alternative work schedules determined by: |
Practice Group Leader/Exec. Comm. |
| Paid non-medical parental leave? |
Y |
| Comments: |
|
|
| TRAINING AND PROFESSIONAL DEVELOPMENT |
| Coaching/mentoring program? |
Y |
| Evaluations: |
Annual |
| Upward reviews: |
N |
| Professional development staff: |
Y |
| Billable hours credit for training time: |
N |
| Rotation for junior associates between departments/practice groups? |
CBC |
| Is rotation mandatory? |
N |
| Comments: |
|
At Potter, associate development and training is one of the firm's top priorities. The backbone of the firm's associate training and development is its two-tiered mentoring program. Upon joining the firm, each associate receives a Developmental Mentor which is a partner in the associate's practice group. Recognizing that not all forced mentoring relationships are always successful, the firm encourages associates to select another partner as their Personal Mentor after they have spent six months working at the firm. Together, the Developmental and Personal mentors interact with the associate to implement a development plan specific to each associate's practice area. This plan ensures that the associates set appropriate developmental goals and enables associates to create their pathway to success at the firm.
In addition to the mentoring program, the practice groups are structured in a way that permits associates to receive hands-on training. Specifically, on any given assignment, associates are typically working on a team with one partner and one other associate. This breakdown provides greater opportunities for associates to gain substantive experience at early stages in their careers. The firm also offers quarterly training programs targeting substantive skill development for all practice group areas. |
| 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? |
|
| How many years is the equity track? |
8 |
| 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: |
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| Excellent academic credentials and strong writing skills are required. We prefer extracurricular activities such as law review and moot court. Consideration is also given for previous employment and other experience reflecting superior potential. We participate annually in the Delaware Minority Job Fairs and have served as chair and committee members in the 1L and 2L job fairs. We also co-host the DuPont Minority Job Fair and have sponsored and participated in the Sadie T.M. Alexander Conference and Career Fair at the University of Pennsylvania, the Vault/MCCA Legal Diversity Career Fair, the Southeastern Minority Job Fair and the National LGBT Career Fair and Conference. Members of our firm have also served as co-chair and as tutors in the Supplemental Bar Review Course sponsored by the Multicultural Judges and Lawyers Section of the Delaware State Bar Association. The firm's Diversity and Inclusion Committee monitors diversity efforts and proposes ideas for the continued recruitment, retention and development of attorneys. |
| CAMPUS INTERVIEWS |
| Selected Campuses: |
Dickinson School of Law at Pennsylvania State University
Duke University School of Law
George Washington University Law School
Georgetown University Law Center
Harvard Law School
Howard University School of Law
Rutgers University School of Law--Camden
Temple University School of Law
University of Maryland School of Law
University of North Carolina School of Law
University of Pennsylvania Law School
University of Pittsburgh School of Law
University of Virginia School of Law
Villanova University School of Law
Widener University School of Law
William & Mary School of Law |
| Job Fair/Corsortia Attended: |
Delaware Minority Job Fair (1L)
Delaware Minority Job Fair (2L & 3L)
National LGBT Bar Assn. Career Fair & Conference
Sadie T.M. Alexander Career Fair (U Penn) |
|
| CAMPUS INTERVIEWS FOR PRIOR YEAR |
| # of Schools Visited in 2009: |
16 |
| # of Job Fairs / Consortia Attended in 2009: |
4 |
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| PRO BONO INFORMATION |
| Pro Bono Contact Information |
| Pro Bono Contact: |
Kimberly L. Gattuso, J.D. |
| Title: |
Director of Associate Development & Recruiting |
| Phone: |
302-984-6000 |
| Fax: |
302-658-1192 |
| Email: |
kgattuso@potteranderson.com |
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| The information indicated here is: |
| Firm-wide: |
|
Office Specific: |
 |
| |
| %Firm Billable Hours last year: |
.5 |
|
| |
| Average Hours per Attorney Last Year: |
9.9 Associates
4.1 Partners/Members
7.2 Other Lawyers
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| |
| Participation last year: |
39.5% Associates
24.3% Partners/Members
50.0% Other Lawyers
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| What percentage of attorneys performed more than 20 hours? |
10.9 |
| What was the number of actual pro bono hours contributed by the organization in the prior calendar year?
664 |
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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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How does the organization define what constitutes pro bono legal work? The firm permits associates to participate in pro bono activities that are approved by their Practice Group Chair. These activities include referrals from Delaware Volunteer Legal Services and other similar organizations.
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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? |
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| 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? The firm fully supports its associates engaging in pro bono activities and permits the hours spent on pro bono contributions to be counted towards the associate's minimum annual billable hours guideline. Once an associate reaches the minimum billable hours requirement necessary to receive a bonus, that associate then qualifies for a bonus based on the number of hours, including all pro bono hours, above the minimum.
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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? None
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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: |
|
How is pro bono work assigned/distributed? The associates are encouraged to select their own pro bono activities, provided that such work is partner approved.
|
| 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: Any Partner |
| 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? |
|
| |
| 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.): |
| Summer associates have the opportunity to participate in pro bono activities while working with attorneys in the firm. |
| What are some of the areas in which your firm has performed pro bono work in the past year? |
Office of The Child Advocate
Delaware Volunteer Legal Services |
| PUBLIC INTEREST FELLOWSHIPS |
| Do you sponsor split public interest summer and/or post-graduate fellowships? |
N |
| Public Interest Fellowship Comments: |
|
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| NON - DISCRIMINATION POLICY |
| Non-Discrimination: |
| The Firm believes that all employees should be able to enjoy a work environment free from all discrimination and harassment prohibited by law, including discrimination and harassment because of an individual's race, religion, creed, color, national origin, ancestry, mental and/or physical disability, gender, sexual orientation, age, or marital status ("protected categories"). |
| NARRATIVE |
At over 180 years old, we are proud to be counted among the ten oldest continuing law practices in the country. More important to us than our past, however, is our future. We are a firm of approximately 100 lawyers engaged in general practice, with particular emphasis on corporation, partnership and other business entity law, litigation, intellectual property, labor and employment, environmental, bankruptcy, banking, public utility, tax, health care and trust, estate law and produts liability. Representative clients of the firm, include, among others, The KAO Brands Company, General Motors Corp., Wal-Mart Stores, Inc., The Walt Disney Company and E. I. du Pont de Nemours and Company. More detailed information about our firm can be found in our firm brochure (available at law school placement offices) or at our Home Page (www.potteranderson.com).
Practice in Wilmington is unique for a city of its size. Due to the large number of corporations, partnerships and other business entities domiciled in Delaware, much of the firm's business consists of counseling major corporations and other entities on questions of Delaware law or representing those clients in corporate and commercial litigation before the Delaware courts. The firm also has been involved in national litigation involving bankruptcy, insurance coverage and intellectual property cases filed in the Delaware courts. Although our work offers the challenge and sophistication of a large metropolitan practice, our lawyers and their families enjoy the amenities of a smaller city, including attractive and moderately priced housing, uncongested streets and open countryside within ten minutes of the downtown area. At the same time, larger cities are readily accessible: Philadelphia is a 30-minute drive, Baltimore is approximately an hour away and both Manhattan and Washington are less than two hours away by train.
Our firm is not strictly departmentalized, and we attempt to vary the experience of each associate to ensure a matching of aptitude and interests with firm needs. Associates are expected early on to assume considerable responsibility in the firm's matters and to deal directly with clients. Participation in community activities, including pro bono legal service, is encouraged. Advancement of associates is as rapid as their demonstrated ability. We do not hire an associate unless we believe that he or she has the potential to become a partner in due course. Associates are eligible for partnership consideration after eight years.
We afford our summer associates the opportunity not only to acquaint themselves with our firm and the Wilmington area, but also to broaden their legal education and training. Summer associates assist lawyers in the firm through legal research, analysis, and drafting, and they are encouraged to observe court proceedings, attend client conferences, participate in firm sponsored skills and practice area seminars, and involve themselves in the other aspects of our day-to-day law practice. Summer associates work directly with both partners and associates, and each one receives guidance from designated mentors to monitor progress and provide direction as needed.
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