The firm makes me feel valued in two ways. First, the firm has always stressed training and real opportunities. Second, the firm has always compensated associates well.

– Ian Taylor, Partner in Baltimore, University of Maryland JD 2000.

At DLA Piper, we believe that you should have a clear picture of how your performance and your compensation align. So, you’ll participate in a robust annual review process that assesses associate performance on a holistic review of skills and contributions to the firm; rates associates in a rigorous equitable and systematic manner; and provides valuable feedback that can form the basis of constructive career development plans.

In addition to the year-end annual formal review process, we also employ a Project Feedback Program (PFP). The objective of the PFP is to provide you with consistent and timely feedback specifically related to work you have performed.

For your formal review process, at the close of each year, you’ll complete a self-assessment of the work you’ve done, the training you’ve received and your goals for the coming year.

This self-assessment will be complemented by a review from the partner to whom you are assigned — as well as from each lawyer with whom you’ve worked in the previous year. You’ll receive copies of all assessments.

All of this performance information converges at our Associates Evaluation and Compensation Committee. Members of the committee review your assessments and meet with you to discuss overall performance and agree on next year’s goals. Increases in compensation are based on level and step placement within our system and are determined  by the committee and practice group leadership.