An open and entrepreneurial culture means that it’s a good idea to periodically take stock of our progress. Are we meeting our own expectations and the expectations of others?
We encourage people in all roles at the firm to provide feedback to their team members. Goodwin values hard work, creativity, and initiative at all levels. This philosophy is reflected in our approach to constructively evaluating our attorneys.
Our Attorney Review Committee (ARC) takes a prospective approach to our annual formal evaluations, so our attorneys can understand what they are doing well, what they should focus on in the coming year and what they need to do to take their performance to the next level. Long before most other firms started looking at defining competencies, we developed our Attorney Development Frameworks, which clarify the firm's expectations for each level of associate (junior, mid-level and senior-level) and professional track attorney (department or discovery attorney, senior attorney and counsel). As part of their ARC review, attorneys also receive developmental feedback from partners trained in coaching and facilitation skills as part of the firm’s Super-Reviewer Initiative.
Advisors regularly meet with each associate to discuss performance in-depth and offer career development guidance. Our Attorney Development Managers also work with associates to solicit informal feedback on a project-by-project basis.
Partner + Counsel Upward Feedback
Goodwin believes that feedback is essential for professional growth. That’s why Goodwin runs a biennial firm-wide upward feedback survey process for its partners and counsel. Associates, paralegals, and other legal professionals are invited to submit anonymous feedback about the partners and counsel with whom they work. The firm then aggregates those responses and presents them to individual partners and counsel, Business Units, and firm leadership.