The Position Level & Promotion Table is a base document of the firm's promotion score system, which establishes the hierarchy of positions in the firm. It contains six groups of qualification requirements (25 in total) for positions on two levels — partners and associates.
1. Education & CLE:
- entry level education and CLE requirements;
- general language and analytical skills; and
- computeracy and other technology skills.
2. Professional Knowledge & Experience:
- length of the career in the profession;
- length of the career in the firm;
- partner election procedure;
- scope of legal and general knowledge; and specific legal work skills;
- acceptance of client engagements;
- client case management work;
- complexity of legal tasks;
- work quality; and
- work reputation.
- fees earned by the firm member during the year.
4. Managerial Knowledge & Experience; Involvement in Management:
- knowledge of the professional services market and legal service business in general;
- experience and involvement in the management of the firm;
- client-oriented approach;
- pubic appearances;
- corporate compliance;
- involvement if the firm's affairs; and
5. Personal Skills:
- negotiation skills;
- capability of team work and collaboration;
- capability of independent work, initiative and self-assurance;
- development orientation and responsibility; and
- fairness, honesty and integrity.
6. INTELLECT-S Annual Golden Ten competition performance.
The Table was designed to explain to every fee earner member the system of values professed by the firm as regards personal and professional fitness, self-improvement and selfdevelopment, the principles of career growth, and to give everybody a clear roadmap for further professional development and a complete picture of a model legal professional. Before adoption, the Position Level & Promotion Table was subject to collective discussion by all firm members.
As a second, no less important objective, the Table provides a system of just and fair criteria and tests for appraising firm members' professional performance and achievements, apart from partners' practice heads' and case team leaders' personal opinions. In deciding on promotions, the firm's appraisal board — the Career Committee — relies on the objective criteria set out in a corporate policy, which is an extra argument for or against a promotion.
The Table and work review scores underlie every firm member's performance appraisal and the roadmap for his/her further development, improvement and changes to adopt in order to grow professionally and to seek and earn promotion. Ultimate decisions to promote (and dismiss) depend on how fee earners meet the criteria set out in the Table and comply with the road map recommendations.
INTELLECT-S entered its promotion score system, its corporate Golden Ten contest and its business school in the Professional Growth category of law firms' competition 'For Successful Personnel Management' held by the Russian law magazine Legal Success in 2011.
The firm's entries merited a mention of the judges of the contest: "The interesting work of the INTELLECT-S Group of Companies, a Russian law firm out of Yekaterinburg with operations in Perm, Nizhny Novgorod, Novosibirsk and Moscow, has been noted in the course of the discussion."
It was nice to learn that we were the only firm which earned the contest judges' note, says INTELLECT-S Director for Development Anastasia Makhneva. The mention was the more complimentary that the entrants included such renowned Russian as Egorov Afanasyev Puginsky & Partners and Pepelyaev Group, and such international giants as White & Case.