earnings

research results: how firms pay new partners

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plus: 14 flaws of most comp plans.

by marc rosenberg
how to bring in new partners

most firms are giving out raises of 10 to 15 percent when they promote senior managers to partners. but, of course, it’s not as simple as that.

more on partnership: what does buy-in buy? | how to structure partner buy-in | keys to bringing in new partners

there are essentially two the kinds of systems that firms across the country are using:

(1) the formula and

(2) the comp committee. but let’s dig deeper into the data, which comes from

but let’s dig deeper into the data, which comes from the rosenberg map survey.
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the 8 basics for data-based partner performance evaluations

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businesswoman writing with pencil on notepad in the officeplus: 3 choices for setting the reporting year.

by marc rosenberg
partner comp: art & science

there is no standard list of data to review for evaluating partners.

more on partner compensation: 5 types of partner evaluations | should the mp be the highest paid partner? | integrating partner comp with strategic planning | partner pay: the declining importance of book of business | 3 non-performance-based comp systems | 3 subjective compensation systems | what partners earn and how they earn it | why most partner comp systems are performance-based

but here is a good, solid list of the eight basics:

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paying the managing partner: today’s trends and best practices

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businesswoman holding giant dollar symbolhow firms are balancing base salaries against billable hours.

by bill reeb and dominic cingoranelli

the managing partner should have a compensation plan unique to that position focused on carrying out the strategic and tactical objectives of the firm.

more on performance management: how to elect a managing partner … and how to fire them | why accountability falls to managing partners | how to implement strategy, step by step | how to decide who decides pay | accountability includes partners | succession plan requirements | how retired partners are robbing their own firms | 4 ways to create more capacity | partner retirement and the war for clients | succession: the questions to care about | hazards of not reallocating equity

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while there can be some individual performance goals assessed, the bulk of the managing partner’s incentive package and focus should be on overall firm performance. the key here is that you don’t want an incentive system for the managing partner that is overly focused on individual goals because the real value of this position is in driving firmwide change.
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5 types of partner evaluations

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woman conducting evaluationplus sample questions.

by marc rosenberg
partner comp: art & science 

why do firms do performance evaluations of partners?

more on partner compensation: should the mp be the highest paid partner? | how to set the managing partner’s compensation | crash course: operating a compensation committee | partner pay: open vs. closed compensation systems | the 3 best partner compensation formulas | 11 points in designing a partner comp system | what partners earn and how they earn it | why most partner comp systems are performance-based

the textbook objectives of performance evaluations are:
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