December 3, 2008 by Robert Tharp at 11:57:36 am
of the day, Super Lawyers has emerged as one of the most respected of the gang, in part because the staff does a good job of articulating its selection criteria and takes pains to make the list more than a popularity contest. With the Texas Super Lawyers balloting set to begin in February, we soldiered through a recent Super Lawyers webinar and 64-slide PowerPoint presentation so you don’t have to. Below are some of the highlights of the webinar, which was designed to demystify the selection process a little. For 2009, Texas Super Lawyers balloting starts February 6 and closes March 10.
I Peer Nominations: As we know, the research staff monitors to make sure there’s not too much mutual backscratching. Additionally, to keep everything on a level playing field between big and small firms, the staff stops counting after a single attorney obtains 15 nominations(i.e. it’s pointless to get more than 15 votes). Additionally: Nominations should be based on first-hand observation. Self-nominations are not allowed. In-firm nominations count only if an equal or greater number of out-of-firm nominations are cast. Out-of-firm nominations carry a higher point value.
Informal nominations: The staff also welcomes informal nominations from people like us. These nominations have no point value, but it puts the candidate on the Super Lawyers radar.
Managing partner survey: Every managing partner of a law firm that’s on the SL data base receives an e-mail survey asking them to nominate the top 10 percent within their firm. The results of these surveys are not publicized.
Somebody in the audience asked whether the managing partners should bother nominating attorneys who have previously been named Super Lawyers, or instead use this as a vehicle to help others get on this list. The answer was that you should not assume that previous winners will automatically be on their radar, so nominate attorneys who most deserve to be on the list.
Other ways to get in the candidate pool: Besides peer nominations, informal nominations and the managing partner survey: SL researchers conduct a `star search’ designed to identify lawyers who might be overlooked by the balloting, such as lawyers with national litigation practices, lawyers in smaller firms or lawyers in less visible practice areas. For this reason, it pays to have a strong internet presence.
II Once the candidate pool has been established: The SL research department begins culling through the candidate pool. This step is designed to keep the rankings from being solely a popularity contest. Evaluation is based on: verdicts and settlements, transactions, representative clients, experience, honors and awards, special licenses and certifications, position within law firm, bar or other professional activities, pro bono and community service, scholarly lectures and writings, education and employment background and other outstanding achievements.
SL database links directly with law firm Web site biographies and to lawyers’ records compiled by Westlaw’s `Profiler’ system, such as verdicts, dockets etc… For this reason, it’s crucial that law firm Web site bios are complete and up-to-date.
My.superlawyers.com: This Web site provides attorneys an opportunity to update their professional profiles and describe their practice. Make sure this profile page is complete and current.
Blue-ribbon evaluation: Peer evaluation is conducted in nearly 70 practice areas. The groups assign a 1-to-10 score to each candidate. Candidates are then assembled by firm size so that small, medium and large firms compete against themselves.
Vetting: Finalists are researched to make sure they are in good standing with no disciplinary problems. Candidates are also asked to personally verify their disciplinary history.
From there, Super Lawyers finalists are selected equally among small, medium and large firms until the list reaches 5 percent of practicing attorneys.
Research: Cindy Larson firstname.lastname@example.org
Editorial: Steve Kaplan email@example.com
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