Asked to participate in mid-year review/eval Forum

[Anonymous User]

lateral at biglaw firm. been here 2 years, 5th year level.

got an e-mail to participate in the firm's mid-year evaluation process. the process is for "mid-year laterals and those who have been selected to participate by the practice group."

is this weird? bad sign? what do you think.

[Anonymous User]

lateral at biglaw firm. been here 2 years, 5th year level.

got an e-mail to participate in the firm's mid-year evaluation process. the process is for "mid-year laterals and those who have been selected to participate by the practice group."

is this weird? bad sign? what do you think.

Depends on the firm. If it's not an across-the-board thing (i.e., everyone's reviewed twice a year), then it could be that the firm's trying to create a paper trail in preparation for getting rid of/not promoting people. Laterals of any sort are always in some sort of danger in times like these (and how long you need to be somewhere until you're no longer considered a "lateral" varies from firm to firm), but equally it may just be a more general check-in.

[CanadianWolf]

Doesn't seem like a positive.

[Wanderingdrock]

Have you had it done before? It can be surprising how much of Biglaw behavior is explained by simple organizational incompetence. Maybe they just missed doing it for you last year, and now it's been 2 years since you lateralled but they're giving you the mid-year review you were supposed to have gotten already.

[legalpotato]

Where are you at? If K&E, start prepping your resume

[Anonymous User]

I was laid off in 2020 after a randomly scheduled mid-year review, which was not a normal practice at my firm.

[Anonymous User]

I was laid off in 2020 after a randomly scheduled mid-year review, which was not a normal practice at my firm.

How quickly were you laid off? Typical 3-6 month stealth?

[North]

Nothing good will come from this.

start prepping your resume

[bokampers]

How’s your billing been lately? Any performance issues that you’re aware of?

[Anonymous User]

This is the equivalent of performance improvement plan, just paper trail to fire you. 95% don’t make it out (I head of people that make it but it’s very rare)

[Anonymous User]

My firm does midyear reviews for new laterals who aren't on the annual review cycle yet, for folks with billable hours below a specific target (two hundred below our hours minimum), and for those who are having performance issues. If you have low hours but everyone's ok with what's going on (say, you were on a major non-billable project that the firm otherwise appreciates), then a mid-year review wouldn't be a huge deal, or if your firm does a couple of years of mid-year reviews for laterals. Otherwise...yes, I would be a little worried. Do you have a partner in your group that you trust and that you could ask about this? Anyone else you trust who can shed light on the situation? If a partner can give you some indication of what's happening, you may be able to start addressing the issue prior to the review.

I would probably be prepared to receive criticism/negative feedback in the meeting in a way that doesn't make the problem worse (not being combative or arguing, making sure you understand what they are telling you - are you on a PIP, are you being prodded to find a new job, do you need to bring your hours up).

I'm hoping all is well and this is just a thing that your firm does to new-ish laterals, but good luck!

[Anonymous User]

My firm does midyear reviews for...folks with billable hours below a specific target (two hundred below our hours minimum)

Excuse me they what now? So if you bill 150 a month instead of 167 you get a special review? That's insane.

[Anonymous User]

You are likely being laid off.

[Anonymous User]

My firm does midyear reviews for...folks with billable hours below a specific target (two hundred below our hours minimum)

Excuse me they what now? So if you bill 150 a month instead of 167 you get a special review? That's insane.

It's six months into the year (so taking vacation one month or something isn't going to trigger a mid-year review). So yeah, it's a lot, but also since there are so many ways that a person can end up in that position it's not like, a death-knell to get a mid-year review at my firm.

[Anonymous User]

OP here.

I'm going to bring this up with a senior partner I'm pretty close with. My hours are significantly lower than where they need to be but we had a dreadful q4. Past two years I billed 2300 and 2200.

BUT also, I could see where I'm at the up-or-out point and they are looking to cut me loose.

[Anonymous User]

This is definitely K&E and there’s a parallel thread over in the fishy pond.

[Anonymous User]

I was laid off in 2020 after a randomly scheduled mid-year review, which was not a normal practice at my firm.

How quickly were you laid off? Typical 3-6 month stealth?

I was given 3 months at the onset. I was job hunting and it was taking some time for an offer to process. I had a "soft offer" at the 3 month mark. The firm paid me for an additional 4 weeks as things got solidified.

[Anonymous User]

Does this happen at KE more than other firms? Put another way, is it harder to last at some firms more than others?

[Monochromatic Oeuvre]

Does this happen at KE more than other firms? Put another way, is it harder to last at some firms more than others?

1. Not sure they're the worst offender, but more than some Biglaw firms, certainly.

2. Yes, for sure. In the right group at the right firm, you can make a career out of 1700-1800. In an active corporate group at a sweatshop, it might be a fireable offense after a couple years.