The PRWIRE Press Releases https:// 2019-05-17T03:20:55Z ALPMA 2019 Australian Legal Industry Salary & HR Issues Results 2019-05-17T03:20:55Z alpma-2019-australian-legal-industry-salary-amp-hr-issues-results The 2019 ALPMA Australian Legal Industry Salary & HR Issues Survey reveals that, in addition to employment projections remaining positive (53% of law firms expecting to grow employment at their firms in 2019, compared with 42% in 2018), salaries have increased for most roles across the legal industry within Australia. In 2019,76% of employees are also likely to receive a CPI or above increase, with a further 79% of firms offering bonuses this year. 312 law firms across Australia provided information on salaries paid for 70+ legal positions (from Managing Partners, Lawyers and Graduates through to executive management, legal operations and administration roles), expected pay increases, employment structures and the key HR issues keeping law firm leaders awake at night. In addition to providing salary tables based on firm size, location and practice area new this year is an additional breakdown of salary data by location – capital city/regional – addressing the question of how much more do CBD lawyers receive and does it off set the lack of work-life balance that may be afforded to the more regional lawyers. “In relation to salaries, it is particularly good news for those working in West Australia law firms with 25-74 staff seeing the highest salaries,” said Emma Elliott, General Manager, ALPMA. “This might be an attraction and retention strategy that WA firms are having to use given their location”. With staff turnover rates remaining relatively consistent to prior years at 21% for lawyers and 26% for admin/support roles, Retention/Talent Management Strategies is not surprisingly identified as the top key challenge for legal firms, followed by providing regular feedback and mentoring & coaching, which are new entries on the HR challenges list in 2019. Other emerging issues in 2019 are managing mental health and managing innovation and change management. “Given the shortage of top talent in the legal industry, focusing efforts on retaining current staff always makes commercial sense,” said Ms Elliott, “I’d also urge law firms to have quite a robust training (or retraining) program in place to equip their lawyers with the skillset they need in the future.” Despite the industry being dominated by females, with 65% of all positions held by women, gender inequality remains an issue, with 40% of respondents believing there is a gender pay gap in the industry and continued under-representation by women amongst law firm partner ranks. While 58% of lawyers are female and women dominate all legal operational positions, they represent only 19% of equity partners and 38% of salaried partners at Australian law firms covered by the survey. “The perception of a gender pay gap is clear,” said Ms Elliott, “but while 40% of respondents believe there is a gender pay gap, 85% of respondents said there wasn’t one at their firm. 21% of respondents conducted a pay gap analysis in 2018 with mixed results, so there is clearly much work still to be done to understand this issue within legal firms.” Of the 21% of respondents who conducted a pay gap analysis, 76% found there was no gender pay gap, while 24% found there was, with gaps ranging from 1% to 20+%. Law firms with 75-149 staff were most likely to find gaps of between 1-5% (22%) or gaps greater than 20% (22%). Firms with 150+ employees were most likely to find gaps between 6-10% (25%) with 50% of results finding no gaps. “It seems that the smaller firms of 1-24 employees found the least gender pay gaps, with 94% finding no gaps at all,” said Ms Elliott. Only 18% of law firms have formal diversity and inclusion programs in place with work-life flexibility, gender equality and gender equality the most likely provisions to be included. Larger firms are more likely to have a formal diversity program and generally consider this to be a priority. Smaller Australian law firms generally lack the required staff to implement a formal diversity policy, do not have employees experienced in this field or do not consider this to be a major priority. “However, direct feedback from many law firms indicated that employment of new staff was based on merit, and that their firm was culturally and ethically-diverse through informal policies,” said Ms Elliott. Almost one-third (32%) of legal firms in Australia provide paid parental leave entitlements over and above government schemes to the primary care giver. The most common time period provided is 11 to 14 weeks, with almost half (48%) providing paid parental leave in excess of 11 weeks. Two out of 10 respondent law firms (21%) also provide additional parental leave to non-primary care givers, with most (89%) providing one or two weeks. “Given the proportion of females within the legal industry I’m surprised by the lack of paid parental leave policies in place at Australian law firms, that go over and above government entitlements. This is a clear attraction and recruitment strategy that is being overlooked by 68% of firms. This could easily set firms apart and give them a competitive edge in the war on talent” said Ms Elliott. Most firms offer flexible working arrangements with between 73-100% offering flexible working hours. Overall the report showed that permanent part-time positions largely remain stable again this year at around 20% of the opportunities on offer. Not surprisingly law firms with over 150 employees are leading the way and have the most alternate employment arrangements with only 65% of their staff employed on permanent fulltime arrangements. 19% are permanent part-time with a further 8% on contracted/temporary full-time arrangements. “In today’s legal landscape this flexibility of hours worked is almost a necessity however it doesn’t seem to have translated overall into more flexible working arrangements on an employment front,” said Ms Elliott. There was little movement in fee earner ratios in 2018, with Australian law firms employing 1.45 fee earners for every non-fee earner which was down slightly from 1.52 in 2017. Secretarial support is also servicing a decreasing number of fee earners with support ratios reported at 2.73. “Staffing ratios are not surprising this year and could be a reflection of a market shortage of experienced lawyers,” said Ms Elliott. For more information about the ALPMA Australian Legal Industry Salary & HR Issues survey and to purchase the report, visit https://www.alpma.com.au/Research/salary-survey/index.html   *** ENDS ***   About the ALPMA Australian Legal Industry Salary & HR Issues Survey Every year, the Australasian Legal Practice Management Association (ALPMA) is proud to produce a key remuneration tool for the Australian Legal Industry. ALPMA’s Australian Legal Industry Salary & HR Issues Survey provides an annual overview of salaries paid by law firms across the country. It is the largest and most comprehensive independent survey of salaries and other HR issues across Australian law firms. The survey is a key tool to assist ALPMA members and law firm business leaders to benchmark their remuneration strategies against similar firms, and to gain insights into the remuneration, HR and employment trends across the industry. In addition to salary data, the survey includes information about staff employment profiles, employment benefits, bonuses paid, employment and salary projections for the next 12 months, and HR issues facing law firms in 2019. Thanks to our research partners, Carlyle Kingswood Global, In2View Recruitment, KBE Legal Hub and u&u Recruitment for their contribution to make this study possible.   About ALPMA: The Australasian Legal Practice Management Association, (ALPMA) is the peak body representing managers and lawyers with a legal practice management role. ALPMA provides an authoritative voice on issues relevant to legal practice management. Members of ALPMA provide professional management services to legal practices in areas of financial management, strategic management, technology, human resources, facilities and operational management, marketing and information services and technology. For more information visit http://www.alpma.com.au ALPMA Releases Results of its 2013 Legal Industry Salary Survey sponsored by Legal People 2013-05-14T21:21:49Z alpma-releases-results-of-its-2013-legal-industry-salary-survey-sponsored-by-legal-people The Australasian Legal Practice Management Association (ALPMA) today released the results of its 2013 Australian Legal Industry Salary Survey, proudly sponsored by Legal People. The survey is the most comprehensive, independent annual survey of salaries for legal professionals, senior executives, managers and administrative staff at legal firms in Australia, collecting data for 69 roles. This year, 218 firms of all sizes from across the country completed the on-line survey. ”ALPMA’s Australian Legal Industry Salary Survey provides critical insight for law firms in developing competitive compensation strategies.  Getting this right is a key part of addressing the number one HR challenge for the industry - attracting and retaining quality staff,” ALPMA National President, Mr Warrick McLean said.“The survey provides a single, reliable source of data so our members can benchmark salaries for all positions in their firm against similar firms, refine their remuneration strategy for next financial year and ensure they are across the remuneration and employment trends across the industry.”“We are delighted to see another record number of firms participating in ALPMA’s Legal Industry Salary Survey making it an even more useful source of information in the salary and performance review cycle now occurring in many firms throughout Australia” Sharon Henderson, Partner at Legal People said.Pay Rises Expected for Most Legal Industry Employees in FY14“The good news for employees is that most law firms (90%) are planning pay rises for next financial year,  with 48% of law firms intending to negotiate individual pay rises higher than the CPI (down from 53% last year), while 32% are planning on offering rises in line with the CPI,” Warrick McLean said. “You are most likely to negotiate a pay rise higher than CPI if you work for a small firm or a very large firm (150+ employees),” he said.“However, a steady 10% of respondents are planning a wage freeze for next financial year,” he said. “Last year, 83% of those planning a wage freeze were from small firms (less than 25 staff), but this year there is an even split between respondents from small firms (less than 25 staff) and mid-sized firms (25-74 staff) who plan to put salary increases on hold.”Lawyers Remain Most in DemandMost firms (80%) expect to recruit lawyers/solicitors next financial year, with 55% likely to recruit secretarial staff and a further 39% recruiting paralegals and 30% administrative staff.“Far fewer firms believe it is likely they will need to recruit executive and managerial staff,” he said.Only 2% of firms plan to recruit Knowledge Managers, 6% plan to recruit senior executives, while 13% plan to recruit IT Managers.Managing Partners, Staff at largest firms & WA Staff Paid Highest Estimated Average SalariesNot surprisingly, Managing Partners were the best paid of all 69 roles surveyed, while lawyers/solicitors earn the highest estimated average salary at large firms with more than 150 staff for 11 out of the 13 legal professional roles surveyed.For the first time this year, the survey included a breakdown of salary data by role for firms based in Western Australia, as well as those in New South Wales, Victoria, Queensland and South Australia.“It was interesting to note that WA records the highest average estimated salary for most lawyer/solicitor roles (11/13 roles surveyed) and for 26 out of the 69 roles surveyed overall,” he said This result may reflect the strong demand and health of the legal industry in Perth or the small sample size (3.2% of all respondents were from WA).“Despite the small sample size in WA, the results are consistent with our own observations that WA leads the way in offering the highest salary levels relative to other Australian States” Sharon Henderson said.“ALPMA is actively building its presence in Perth, with a newly appointed WA Committee putting together a program of local seminars in FY14, so we we will keen to see if this result continues next year,” Warrick McLean said.Most bonuses determined on individual performance measures For the first time this year, firms were asked about bonus arrangements for staff,  with 69% of firms indicating they offered bonus payments to staff.  Of these, 65% of respondents indicated that bonuses were determined by individual performance measures, 7% by firm performance measures and 26% used a combination of individual and firm performance measures.“Our experience indicates that bonus structures and calculations vary considerably between law firms and at what level of experience this is offered. Whilst individual performance is the most weighted measure of bonus calculation, many firms also look at other non-quantitative measures, as illustrated in the survey results.  It is very important that firms clearly articulate their bonus calculation to staff to avoid any confusion.” Sharon Henderson said.“A wide range of other employment benefits is offered within the industry, with the most common being professional association membership (70%), flexible working hours (68%), mobile phone or mobile phone allowance (64%) and company paid training (60%).Employment Mix Varies by Firm SizeMost firms employ a mix of permanent full-time and part-time employees, contractors and casual staff. This mix varies by firm size, with the percentage of contract and casual staff increasing as the firm becomes larger.“Having a mix of permanent and contract staff is critical for firms in managing workload and ensuring staffing levels are matched to meet fluctuating and forecast client demand.  Getting this balance right is key to firm profitability, “ Warrick McLean said.The most comprehensive, independent report on salaries for all roles at law firmsThe ALPMA Australian Legal Industry Salary Survey Report provides a detailed review of salaries paid for 69 roles within legal firm, spanning legal professionals, executive, management and administrative staff categories at law firms, and differing levels of seniority and experience for each category. New roles included this year included managing partners and business development managers.The ALPMA Australian Legal Industry Salary Survey Report shows the highest and lowest salary paid for each role, and the estimated average salary paid.  Salaries for each role are also broken down by size of firm and by State, allowing companies to benchmark their remuneration strategy for each role with similar firms.Other information provided in the report includes anticipated salary movements, recruitment plans, employment benefits, bonuses and staff employment arrangements. The ALPMA Australian Legal Industry Salary Survey Report is provided free of charge to all participating firms.  Non-participating firms can purchased a copy here for $550 (ALPMA members) or $2,200 (non-membersFOR MORE INFORMATIONAbout the Salary Survey: http://www.alpma.com.au/Research/salary-surveyAbout the HR Challenges for Law Firms: http://www.alpma.com.au/Research/hot-issues-in-hr-for-the-legal-industry-surveyABOUT ALPMAThe Australasian Legal Practice Management Association, (ALPMA), is the peak body representing managers and lawyers with a legal practice management role. ALPMA provides an authoritative voice on issues relevant to legal practice management.  Members of ALPMA provide professional management services to legal practices in areas of financial management, strategic management, technology, human resources, facilities and operational management, marketing and information services and technology. www.alpma.com.auABOUT LEGAL PEOPLELegal People is a leading and highly reputable, specialist legal recruitment consultancy successfully operating in Melbourne for nearly 40 years.  Legal People recruits high calibre people for the legal profession at all levels and areas of law including lawyers (up to Managing Partner level), legal/executive/personal assistants, law clerks/paralegals, human resources, marketing, IT, office services and practice managers. Legal People’s client base is broad ranging and well established including law firms of all sizes, corporate organisations and government departments. www.legalpeople.com.au ALPMA Legal Industry Salary Survey now open for free participation by Australasian law firms 2013-03-21T03:43:14Z alpma-legal-industry-salary-survey-now-open-for-free-participation-by-australasian-law-firms The Australasian Legal Practice Management Association (ALPMA) today launched its 2013 ALPMA Legal Industry Salary Survey, proudly sponsored by Legal People, a specialist legal recruiting consultancy based in Melbourne. The ALPMA Salary Survey provides a comprehensive guide to salaries paid for more than 60 positions at legal firms. Participation is free and open to all Australasian legal firms. Comprehensive, reliable information on actual salaries “Unlike many other legal industry salary surveys, the ALPMA survey collects comprehensive information on actual salaries paid by law firms for all types of positions at the firm – including partners, lawyers, managers and administrative staff,” National President Warrick McLean said. “Actual salary data for all positions at the firm is reported by law firm managers on behalf of the firm - not by candidates seeking a new role,” he said. “This means firms can rely on the data provided to gain an accurate view of salaries being paid for equivalent positions in like firms, and use this to benchmark their internal salary review process.” Enhancements to 2013 Survey “Legal People is delighted to announce our continued support for the 2013 ALPMA Legal Industry Salary Survey” Legal People Partner, Sharon Henderson said. “Last year, close to 200 law firms of took part in the survey and we look forward to the survey being even bigger this year. The enhanced changes that APLMA will implement for 2013 will make the survey data even more relevant to the legal profession.” she said Improvements to this year’s survey include the addition of new positions into the survey including salaried and Managing Partners, Business Development personnel, more administrative staff positions and a further breakdown of administrative positions by years of experience. Survey open from 21 March to 15 April, 2013 The survey is open from today until close of business on Tuesday 15 April, 2013 for legal firms in Australia and New Zealand. To participate, legal firms simply need to click on the link below and complete the on-line survey. Complete the ALPMA Legal Industry Salary Survey   Free Salary Survey Report for all Participants Every firm who completes the survey will receive the ALPMA 2103 Legal Industry Salary Survey Report free of charge. Firms that don't participate can purchase the report for $550 for ALPMA members or $2,200 for non-members. The Legal Industry Salary Survey is a key part of ALPMA’s legal industry research program, which also includes ALPMA’s Legal Industry Financial Benchmarking Study, recently conducted in partnership with Crowe Horwarth. ends. About ALPMA The Australasian Legal Practice Management Association, (ALPMA), is the peak body representing managers and lawyers with a legal practice management role. ALPMA provides an authoritative voice on issues relevant to legal practice management. Members of ALPMA provide professional management services to legal practices in areas of financial management, strategic management, technology, human resources, facilities and operational management, marketing and information services and technology. About Legal People Legal People is a leading and highly reputable, specialist legal recruitment consultancy successfully operating in Melbourne for nearly 40 years. Legal People recruits high calibre people for the legal profession at all levels and areas of law including lawyers (up to Managing Partner level), legal/executive/personal assistants, law clerks/paralegals, human resources, marketing, IT, office services and practice managers. Legal People’s client base is broad ranging and well established including law firms of all sizes, corporate organisations and government departments. ALPMA Releases Results of FY12 Legal Industry Financial Performance Benchmarking Study 2013-03-04T00:54:50Z alpma-releases-results-of-fy12-legal-industry-financial-benchmarking-study The Australian Legal Practice Management Association (ALPMA) today released the FY12 results of its national financial benchmarking study for law firms, conducted in partnership with Crowe Horwath Professional Practice Advisory. The ALPMA Legal Industry Financial Performance Benchmarking Study, helps law firms benchmark their financial performance against their peers and gain a deep insight into the relative financial health of their practice.  This year, 95 firms from across Australia participated in the study.  “This year’s study shows that in FY12 both large firms (>$20M in revenue) and small firms (<$5 million in revenue) improved their financial performance, and are positioned to reap the rewards,” ALPMA National President, Warrick McLean said. Most firms optimistic about growth  “Optimism is also higher this year compared to the previous two years of the study, with growth aspirations in the double digits (12%) for most law firm,” he said.  “The exception is mid-sized firms (with $10 – $20M revenue) who are not nearly as optimistic as the others and are projecting single digit growth (7%)," Mr McLean said.  “On average, firms that participated in the study this year and last year have delivered on their growth aspirations with an average growth rate of approximately 12%,” he said. Funding dangers for mid-sized firms “We do see danger for small to mid-sized firms (with revenues between $5 - $20M) who are projecting growth, but may find it difficult to fund it,” Mr McLean said.   Andrew Chen, Partner from Crowe Horwath explained:  “We believe the projected growth will put stress on the financials of these firms as their current financial performance means they don’t have the working capital to fund growth and they would have to borrow.” “These firms still have serious work to do to improve their financial management if they want to capitalise on the opportunities they see in the market,” he said.  Eight Key Indicators of Financial Health The study uses Crowe Horwath’s proprietary benchmarking tool, Open Measures and highlights eight key financial indicators of practice health – including labour cost, profitability, work in progress days, debtor’s days, rent, return on capital employed, and working capital absorption.   A summary of the results across each of the eight measures for FY12 can be downloaded for free from http://www.alpma.com.au/Research/benchmarking-survey. Labour costs down across the board, while profitability up for large firms “Indirect labour costs (the proportion of revenue consumed by non-fee earners) were down across the board in FY12 when compared to FY11, as is the average total labour cost,” Mr McLean said. “The latter is most evident for large firms ($20M+ in revenue), who have reduced their average total labour costs by 6.5% year on year.” Large firms are also reporting a strong increase in average profitability, up 8% to 18% average profitability in FY12 compared with 10% average profitability in the FY11 study.  “Management of labour resources continues to be an on-going challenge for many firms and needs to be closely monitored in order to maintain these levels in FY13,”  said Mr  McLean. Average Lock-up Days increase for mid-sized firms Small to mid-sized firms (between $5-20M in revenue) also reported a large increase in average lock up days, with the average for firms with revenue between $50-10M increasing by 36 days, and firms with revenue between $10-20M increasing by 11 days. “We encourage firms to focus on improving their lock-up to release cash from their balance sheets. Not only is this good practice management but it helps firms’ fund their growth aspirations. Even small improvements can have a significant impact. With our three years worth of data it is clear that those firms that have focused on improving their lock-up have a competitive advantage in terms of having that cash available to fund their growth,” said Andrew Chen, Partner, Crowe Horwath.   “Law firms face a number of challenges. To survive and to prosper, they must have the ability to adapt. Benchmarking can help firms address the challenges of the current competitive environment.”  Mr Chen said. Companies who did not participate in the free benchmarking study may purchase access to Open Measures to add their data and interactively compare their performance against their industry peers using a number of filters including state, practice type and size of firm.  The cost is $550 for ALPMA members, $2,200 for non-members. About ALPMA The Australasian Legal Practice Management Association, (ALPMA), is the peak Australian body representing managers and lawyers with a legal practice management role.  ALPMA provides an authoritative voice on issues relevant to legal practice management.  Members of ALPMA provide professional management services to legal practices in areas of financial management, strategic management, technology, human resources, marketing and information services and technology.  For more information, visit www.alpma.com.au About Crowe Horwath Crowe Horwath Australia is part of the WHK Group Limited - the fifth largest accounting and advisory firm in Australasia and Australia’s largest provider of accounting and financial services to SMEs  with more than 3,000 professionals working in 120 offices in Australia and New Zealand.  Crowe Horwath Australia is a member of Crowe Horwath International – one of the largest professional services networks in the world.   SWAAB Attorneys, Wotton + Kearney & The Resilience Institute Receive Awards from ALPMA NSW 2013-01-23T21:19:51Z swaab-attorneys-wotton-kearney-amp-the-resilience-institute-receive-awards-from-alpma-nsw The Australasian Legal Practice Management Association NSW Branch (ALPMA NSW) recognised SWAAB Attorneys, Wotton + Kearney and Stuart Taylor from the Resilience Institute at its recent annual award night, sponsored by the Ethan Group, LexisNexis, Ricoh and XtraLex.  More than 100 people turned out to celebrate the event at L'Aqua in Sydney. "This is a great night for practice managers, ALPMA and the New South Wales legal community generally,” Sally King, ALPMA NSW President said. "Nights like these couldn't go ahead without our partner’s generous support and commitment to the legal practice management community.”  Wotton + Kearney was awarded “Firm of the Year” in recognition of their support of practice management profession in Sydney through their involvement with ALPMA   ”Andrew Price as Practice Manager of the Year sets a terrific example for the profession,” Sally King said. SWAAB Attorneys received the “Innovation Award” for continually taking things to the next level in terms of service delivery and client focus. “SWAAB have a great track record of being a highly innovative firm – they really punch above their weight in the Sydney market.” Stuart Taylor, Director of The Resilience Institute received the “Best Speaker of the Year” Award for his ALPMA lunchtime seminar on building a resilient law firm.   ”Stuart’s personal story is inspiring and his presentation knocked everyone’s socks off,” Sally King said.  "ALPMA's growth has been incredible over the last 12 months and this is a night where we can acknowledge the professionalism of practice managers." ALPMA NSW is preparing for another big year, and has put together an impressive program of monthly lunchtime learning and development seminars that are free for members.  Membership is open to legal management professionals, who can join now for only $220 if they are based in Sydney or for just $154 if they are in regional NSW. Ends.  Photos: For photos from this event, visit ALPMA’s Facebook page and view the NSW Awards event album  About ALPMA The Australian Legal Practice Management Association, (ALPMA), is the peak body representing managers and lawyers with a legal practice management role.  ALPMA provides an authoritative voice on issues relevant to legal practice management.  Members of ALPMA provide professional management services to legal practices in areas of financial management, strategic management, technology, human resources, marketing and information services and technology.   www.alpma.com.au ALPMA Reveals the Hottest Issues in HR for the legal profession in 2013 2013-01-20T23:44:13Z alpma-reveals-the-hottest-issues-in-hr-for-the-legal-profession-in-2013 Finding quality staff continues to be the top HR issue facing law firms in 2013, according to the results of the Hot Issues in HR for the Legal Industry in 2013 Survey, produced by the Australasian Legal Practice Management Association (ALPMA) and proudly sponsored by SkillsScorecard, released today.  More than 100 respondents from law firms across Australia participated in the survey.The top three HR issues faced by law firms in 2013 (those rated as highly important by over 40% of respondents) were: 1.Finding Quality Staff  2.Employee Retention/Talent Management 3.Developing Organisational Leadership Capabilities ‘It is not surprising that the top three HR issues still remain firmly on the radar for law firms in 2013 as they are issues that need to be owned by ‘whole of firm management’ not solely within HR,”   Mary Hockaday, ALPMA National Learning & Development Director said. “Firms need to develop a well defined talent management strategy and employee value proposition linking recruitment, performance management and learning and development programs supporting leadership capabilities, behaviours and employee engagement – and continuously refine this based on market conditions.”“However too often, these programs only seem to target a sector of the firm not the firm as a whole.  If we are serious about developing leadership capabilities, we need to look at every level of the business not just at partners, directors and senior legal staff.  If we speak about employee engagement, ask the question, what are employees engaged to?” Mary Hockaday, ALPMA National Learning & Development Director said.The top 3 issues were closely followed in importance (rated as very important by over 40% of respondents) by: 4.Managing Poor Performance 5.Effective Social Media Usage 6.Managing Mental Health in the WorkforceThe issue of managing mental health at law firms was added to the survey for the first time this year.  “The fact that managing mental health debuted at number 6 provides a clear indication of the seriousness of this issue for law firms, big and small.  Addressing this successfully may require a significant change in culture at a firm and it is very important that this is supported and led by partners,” Mary Hockaday said.The biggest change this year was the increased importance by law firms placed on workforce diversity and equal opportunity – last year, less than 5% rated this as highly important. In 2013, this result increased by 12% , with over 75% of large firm respondents rated this as very or highly important, indicating this is a major issue on the large law firm agenda.Most firms (more than 60% of respondents) rated the impact of legal outsourcing, staff changes from mergers and acquisitions, legal project management or changing partnership models as not important or only slightly important.“Looking at issues that firms consider very important or highly important, talent management leads the field. That firms would prioritise talent management (keeping their most productive people) in current market conditions is no surprise”, said Ray D’Cruz, CEO of SkillsScorecard.  “That they would be getting serious about managing poor performance (also highly rated) is the flipside of how firms react to uncertain times.”The information gathered in the survey will help shape content for ALPMA’s National HR Workshops, held in March 2013 and facilitated by leading HR industry consultant, Kriss Will. “The ability to find quality staff, the challenges and opportunities in getting employee retention/talent management right and the concerns about how to effectively manage poor performance will be addressed at the workshops from both the strategic and operational perspectives.  The role of organisational leadership capabilities will also be covered,” Kriss Will said. “HR Managers from leading law firms will share their insights and practical tips on what works in their firms in the panel discussions.  With each attendee having the opportunity to submit three of their own “tricky questions”, the employment lawyers will be kept busy demystifying the legal requirements. “ “In my experience, these one day forums provide a unique opportunity for people to learn and share.  It is amazing how quickly the day flies by and the feedback is unequivocal – it is a very valuable day for any law firm manager,” she said. Interested firms should register now to attend the National HR Workshops, as places are strictly limited.   ALPMA National HR Workshops Date Proudly Supported by Adelaide HR Workshop 5 March, 2013 SkillsScorecard, EMA Lawyers, McArthur Law Staff Sydney HR Workshop 12 March, 2013 SkillsScorecard, Empire Careers, The People Builder, Strategic Business Alliance Brisbane HR Workshop 14 March, 2013 SkillsScorecard, The College of Law, Empire Careers Melbourne HR Workshop 21 March 2013 SkillsScorecard, Legal People, Strategic Business Alliance   ALPMA launches survey to identify major HR challenges facing the legal profession in 2013 2012-12-06T02:39:21Z alpma-launches-survey-to-identify-major-hr-challenges-facing-the-legal-profession-in-2013 The Australasian Legal Practice Management Association (ALPMA) today launched the Hot Issues in HR for the Legal Industry in 2013 Survey, proudly sponsored by SkillsScorecard, to identify the major HR challenges facing the legal profession in 2013.  "The survey will help us understand and address the HR issues that will have the biggest impact on law firms and the broader legal industry in 2013," said Mary Hockaday, ALPMA National Learning & Development Director said. "Thanks to generous support from SkillsScorecard, this year the survey will analyse results by firm type and size, allowing us to analyse the issues by firm size and location. This will give us deeper insight into whether HR issues are common across all firms or vary depending on how big the firm is or where it is based," she said. Last year, the survey identified finding the right staff, employee retention and talent management as the most important issues facing HR professionals at law firms, with managing poor performance and developing organisational leadership capabilities also rated as highly important. “Less than 5% of respondents rated “Workforce diversity & EEO” and “Impact of legal outsourcing overseas” in the highly important category in 2012, and it will be interesting to see if this result has changed in 2013,” Mary said. Ray D’Cruz, CEO of SkillsScorecard, believes HR priorities are closely tied to economic conditions. “Last year’s focus on retention and talent management was consistent with Australia’s relatively healthy economy. In contrast, firms from the UK and US were more focused on operational efficiency, including the leveraging of technology. It will be interesting to see how a softening economy and recent international merger activity focuses Australian legal HR priorities in 2013,” Ray said. Participation is free and open to any Australasian legal management professional with a responsibility for or interest in HR.  To participate, simply click on the link below: http://www.surveymonkey.com/s/ALPMA_HRissues2013 The information collected is anonymous and confidential. A report with the survey findings will be published in January 2013 and distributed free to all participants.  The information gathered in the survey will help shape content for ALPMA’s national learning and development program in 2013, including  ALPMA's National HR Workshops, held in March 2013 in Melbourne, Sydney, Brisbane and Adelaide and the ALPMA National Summit on 18-19 October at the Sydney Convention & Exhibition Centre.   About ALPMA The Australian Legal Practice Management Association, (ALPMA), is the peak body representing managers and lawyers with a legal practice management role.  ALPMA provides an authoritative voice on issues relevant to legal practice management.  Members of ALPMA provide professional management services to legal practices in areas of financial management, strategic management, technology, human resources, marketing and information services and technology.   www.alpma.com.au About SkillsScorecard SkillsScorecard builds, tailors and implements performance and learning software systems.  Our clients are law firms that are actively engaged in the global war for talent. They use SkillsScorecard to improve feedback, clarify career pathways and improve career development and learning – all key elements in the ongoing challenge to attract and retain top talent.  Our clients are also dealing with increased client demands for value, competition from new sources, regulatory change and the ongoing profit imperative. SkillsScorecard assists firms to improve productivity, reduce business and professional risk and accelerate skills development.  www.skillsscorecard.com ALPMA LAUNCHES FINANCIAL BENCHMARKING STUDY TO HELP LAW FIRMS COMPARE PERFORMANCE & FINANCIAL HEALTH 2012-11-28T02:27:58Z alpma-launches-financial-benchmarking-study-to-help-law-firms-compare-performance-amp-financial-health The Australian Legal Practice Management Association (ALPMA) today launched its third annual Legal Industry Financial Performance Benchmarking Study, conducted in partnership with Crowe Horwath Professional Practice Advisory. The benchmarking study helps law firms benchmark their financial performance against their peers and gain a deep insight into the relative financial health of their practice.  Free participation for all Australasian Law Firms For the first time this year, all Australasian law firms will be able to participate in the Study at no cost.  “Typically this kind of in-depth financial analysis and critical business insight comes with a significant price tag, that not all law firms can afford,” Mr McLean said.  “By providing free participation for all (not just ALPMA members), every legal practice – regardless of size - can benefit and the depth and quality of the data gathered will also be further strengthened.” To participate, click on the following link:  ALPMA Legal Industry Financial Performance Benchmarking Study On-line Survey Industry-Wide Financial Metrics for Law Firms “Having a consistent, industry-wide set of financial metrics by which law firms can measure their financial health and performance over time helps both professional practice managers and managing partners as they lead their firms through the current turbulent environment,” ALPMA National President and General Manager at Coleman Greig, Mr Warrick McLean said.   “It also supports ALPMA’s mission to promote excellent and innovation in legal practice management and to enhance the theoretical and practical understanding, skills and knowledge of legal practice management professionals,” Mr McLean said. The study uses Crowe Horwath’s proprietary benchmarking tool, Open Measures and highlights eight key financial indicators of practice health. Key measures benchmarked in the study include profitability, work in progress days, debtor’s days, labour cost, rent, and working capital. “Law firms can interactively compare their performance against the industry using a number of filters including state, practice type and size of firm. This allows users to make their analysis more relevant and meaningful.” Crowe Horwath Principal, Andrew Chen said. “As well as benchmarking performance for the last financial year this year we are also asking firms about their about their expectations for the coming year.  We know there will be a high level of interest and value in these projections.” Mr Chen said. Key Challenges for Law Firms The 2011 Financial Performance Benchmarking Study identified a downward trend in overall profitability compared to 2010, as the impact of Australia’s two speed economy took effect.  The study also identified the need for appropriate business management in law as critical to operating a successful firm.  How to Participate Participating firms complete an on-line survey that requires information from their 2011/12 financial year results.   This data is analysed using Open Measures, Crowe Horwath’s proprietary benchmarking software.   Information relating to each individual firm’s performance is treated as strictly confidential.  Individual firms will be able to see their own specific data that they have submitted for analysis. However, data relating to the other participating firms will only be available for comparison and analysis in aggregate form. Detailed guidelines are provided to all participants.   Costs & Timeframe The study opens on 28 November, 2012 and the survey tool will close to participants on 25 January, 2013.   Participants will be able to view the results at no cost from 13 February.  Companies who do not participate may purchase access to Open Measures to view the results from 20 February, 2013. The cost is $550 for ALPMA members, $2,200 for non-members. ENDS. About ALPMA The Australian Legal Practice Management Association, (ALPMA), is the peak Australian body representing managers and lawyers with a legal practice management role.  ALPMA provides an authoritative voice on issues relevant to legal practice management.  Members of ALPMA provide professional management services to legal practices in areas of financial management, strategic management, technology, human resources, marketing and information services and technology.   About Crowe Horwath Crowe Horwath Australia is part of the WHK Group Limited - the fifth largest accounting and advisory firm in Australasia and Australia’s largest provider of accounting and financial services to SMEs  with more than 3,000 professionals working in 120 offices in Australia and New Zealand.  Crowe Horwath Australia is a member of Crowe Horwath International – one of the largest professional services networks in the world.  ALPMA RELEASES RESULTS OF ITS AUSTRALIAN LEGAL INDUSTRY SALARY SURVEY 2012-06-04T02:57:02Z alpma-releases-results-of-its-australian-legal-industry-salary-survey The Australian Legal Practice Management Association (ALPMA) today released the results of its annual Australian Legal Industry Salary Survey, proudly sponsored by Legal People. The survey is the largest and most comprehensive independent survey of salaries across most roles for legal firms in Australia. This year, close to 200 firms of all sizes from across the country completed the on-line survey. ”At a time when attracting and retaining quality staff is the number one HR priority for the legal industry, ALPMA’s Australian Legal Industry Salary Survey provides critical insight for leaders at law firms that will help them formulate the right HR strategies for their business ,” ALPMA President Warrick McLean said. “The survey helps our members benchmark their salaries against “like” firms, sharpen their compensation strategy for 2012/13 and understand remuneration and employment trends across the industry.” ALPMA’s Australian Legal Industry Salary Survey provides a detailed review of salaries paid for 57 roles within legal firms, showing the highest and lowest salary paid for each position, as well as calculating an “average” salary paid for each role. This information is further broken down by size of firm and by state, allowing companies to benchmark their remuneration strategy with similar firms. Other information collected by the survey for the first time this year included anticipated salary movements, recruitment plans, employment benefits and staff employment arrangements. Most employees in the legal industry can expect to negotiate a pay rise in excess of CPI increases, despite the challenging business environment, with 53% of firms indicating that this is their intent for the next twelve months. A further 37% of firms indicated a pay rise in line with CPI increases. “This news is tempered by the fact that 10% of all respondents are planning to implement a wage freeze – with 83% of those anticipating a wage freeze employing less than 25 people,” he said. Most firms (82%) expect to recruit legal professionals next financial year, with 66% expecting to recruit secretarial staff and a further 39% recruiting paralegals and 37% administrative staff. “On the other hand, Executive and senior management at law firms looks to be very stable, with only 3% of firms expecting to recruit new business leaders,” he said. The move towards flexible working arrangements continues to sweep inexorably across the industry, with close to 70% of all respondents indicating they offer this to employees, he said. At the same time, part-time, contract and casual roles make up a large part of the Australian legal industry workforce, with casual staff more frequently employed by firms with less than 75 employees. “While nearly all firms with more than 75 staff offer flexible working conditions as a benefit for employees, adoption has not been as widespread in smaller firms, perhaps indicating the challenges of managing workload while accommodating flexibility for firms where there are less staff to share the work,” he said. A wide range of other employment benefits is offered within the industry, with the most common being professional association membership (75%), flexible working hours (70%), company paid training (66%) and mobile phone or mobile phone allowance (61%). The complete Australian Legal Industry Salary Survey Report, which contains the detailed breakdown of salaries paid across 57 roles can be purchased from the ALPMA website from 5 June. (www.alpma.com.au/salary-survey) for $550 (ALPMA members) or $2,200 (non-members ENDS. FOR MORE INFORMATION www.alpma.com.au/salary-survey ABOUT ALPMA The Australian Legal Practice Management Association, (ALPMA), is the peak Australian body representing managers and lawyers with a legal practice management role. ALPMA provides an authoritative voice on issues relevant to legal practice management. Members of ALPMA provide professional management services to legal practices in areas of financial management, strategic management, technology, human resources, facilities and operational management, marketing and information services and technology. www.alpma.com.au ABOUT LEGAL PEOPLE Legal People is a leading and highly reputable, specialist legal recruitment consultancy successfully operating in Melbourne for nearly 40 years. Legal People recruits high calibre people for the legal profession at all levels and areas of law including lawyers (up to Managing Partner level), legal/executive/personal assistants, law clerks/paralegals, human resources, marketing, IT, office services and practice managers.Legal People’s client base is broad ranging and well established including law firms of all sizes, corporate organisations and government departments. www.legalpeople.com.au ALPMA Launches Australian & NZ Legal Industry Salary Survey 2012 2012-04-18T07:43:18Z alpma-launches-australian-amp-nz-legal-industry-salary-survey-2012 The Australian Legal Practice Management Association (ALPMA) today launched the Australian & New Zealand Legal Industry Salary Survey 2012, proudly sponsored by Legal People, a specialist legal recruiting consultancy based in Melbourne. The ALPMA Salary Survey provides a comprehensive overview of salaries paid for all positions at legal firms across Australia and New Zealand. “This year we are making significant improvements to the survey to enable firms to better benchmark themselves with “like” law firms” and to inform their retention and recruitment strategies moving forward,” ALPMA National President, Warrick McLean said. “For the first time, we will be asking about the types of salary packages and benefits offered. The survey will also provide a deeper insight into the employment profile at law firms in terms of the breakdown between full time, part time, contract and casual positions.” “This year’s survey also includes information relating to legal firms intentions regarding recruitment and salaries over the next 12 months,” he said. These improvements have been made possible by the financial support of Legal People. “Legal People are pleased to be associated with the ALPMA Legal Industry Salary Survey 2012,” Legal People Partner, Sharon Henderson said. “This survey will provide greater insight into actual salaries and benefits being paid by law firms across the country, enhancing the great work that ALPMA has been doing,” she said The survey is open from today until 18 May to legal firms in Australia and New Zealand. To participate, legal firms simply need to open this link in their internet browser:http://www.surveymonkey.com/s/ALPMA_SalarySurvey_2012 Every firm who completes the survey will receive the ALPMA 2012 Legal Industry Salary Survey Report free of charge as an incentive to encourage strong participation from across the industry. This report is available for $550 for non-participating ALPMA members or $2,200 for non-members. The Australian & NZ Legal Industry Salary Survey is a key part of ALPMA’s legal industry research program, which also includes ALPMA’s Legal Industry Financial Benchmarking program, conducted in partnership with Crowe Horwath.