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15 Syllabus 1 (1984)

handle is hein.journals/syllabus15 and id is 1 raw text is: American Bar Associatici Volume XV, Number 1 Professors Ain't What They Used to Be Editor's Note: Title for this article is taken from a piece, Are Law Schools Losing Their Sense of Direction? which appeared in Volume 4 Number 4 of Lawyer Hiring & Training Report, Joel F. Henning s comments are taken from 41 - r ,l Richard G. Huber No--)uBi Should They Be? By Richard G. Huber Tose of us with lengthy memories or a strong sense of nostalgia will certainly agree with Mr. Henning that some law teachers of the past were truly giants. We can also agree that the best-known members of law faculties today are those that generate the most media attention and that these are not necessarily either the best teachers nor the finest scholars. Law professors have, however, changed less in reality than in general perception. But there have been changes and we should ask why. First, the profession of law differs markedly from what it was 50 years ago. We all specialize, teachers as well as practitioners. Knowledge and information have expanded so rapidly that no one can comprehend the full range of a major field of law. Individual lawyers do not practice corporate or tax law but specialize in several areas of the field and work with other lawyers in solving complex problems. Teachers can resist this trend to an extent, but I suspect no one teaches all the areas of law that a Continued on p ge 3 _____________________ I Joe IF Hning YES -Some Are Famous for Being Famous By Joel F. Henning tere was a time when law students plunged head first into their studies- at least for a year or two. Legendary law professors became strong, permanent role models for their students. But the situation has changed. Students' interests are external to the institution. Large numbers of first-year students are offered interesting summer clerkships in private law firms, at substantial sums of money. As Harvard professor Arthur Miller put it: The study of conflicts seems irrelevant after a summer spent working on a major corporate takeover.... I don't intend to suggest that law student ennui is entirely the fault of premature and aggressive recruitment by firms, Law professors must share responsibility. Harvard among other things, is my alma mater, so I feel most comfortable criticizing it- Those 70 Harvard professors are extremely independent and willful. Many are also famous. But unlike the days when Harvard professors like Ames, Langdell, Pound, Scott, Hart, and Chadboum were Cc.rirntd o page 3 Drake Program Trains Young Trial Lawyers By Richard M Calkins In recent years years, much criticism has been leveled at the competency of lawyers practicing in the courts. In June, 1982, Drake Law School launched a pilot program intended to increase the competency of young trial lawyers, The program now in its second year, combines the resources of the taw school, the local bar, the courts, and a local medical school. The thrust of the program is to assist law firms in training their new trial lawyers (interns) by giving them a far more concentrated exposure to the courtroom practice than that which any single law firm can provide for its own associates. The !I-month program has three paits: skills training, in-court experience, and exposure to judges, top trial lawyers and administrative hearing officers Skills training begins in June with the five-day, to-hours daily Fred Lane Trial Advocacy Course, which is designed and marketed by Fred Lane, a Chicago trial lawyer and senior partner in Lane & Munday. He heads the Lawyers' Postgraduate Trial Technique Clinic in Chicago. Three Iowa trial lawyers representing the plaintiffs' bar, the defense bar, and the Iowa Bar Association begin a weekly evening seminar in July. This covers both pretrial and trial skills. Interns also confront ethical problems and problems of professional responsibility under Frank Comito, who represents the Iowa Bar Association in all disbarment proceedings. Courtroom criminal defense cases aie then assigned. Prior to the trials, judges handling these cases discuss factors they consider important in lawyers' courtroom conduct. An experienced criminal trial lawyer also discusses the case and critiques the interns during and after the trial. Judges hearing the case also critique the intern on completion of the trial. Interns meet informally with state and federal judges to build confidence in appearing before them. One federal judge holds two sessions, covering all aspects of pretrial work in the federal court. This includes both federal and local rules. Sessions with a hearing officer at the workers' compensation service and other administrative agencies are held as well as sessions with top trial lawyers. Six of the most significant sessions take place at the University of Osteopathic Medicine in Des Moines, where medical faculty discuss with the Continued oi pg. 2 March, 1984 Job Satisfaction Among Associate, Assistant Deans By Susan Sullivan A recent study of job atisfaction which I conducted among law school associate and assistant deans has found that ubstantial differences exist, articularly concerning career focus. The study reveals that assistant deans' primary focus is as an administrator, while the associate deans' focus in as a professor. Job satisfaction is greater for the administrator (or assistant dean) group. Given the administrative nature of the associate and assistant deans' positions, it is not surprising that respondents with a career focus as administrator express higher job satisfaction than those whose career focus is teaching. The major responsibilities of associate deans include academic affairs, general ladministration, student affairs, and admissions. Assistant deans are most often responsible for general administration, student affairs, admissions, placement, and alumni activities. Associate deans hold significantly more tenure-track appointments and report substantially higher salaries than assistant deans. In fact, more than 56 percent of all associate deans report incomes of over $50,000. For assistant deans, 36 percent have salaries between $20,000 and $30,000 and 45 percent between $30,000 and $40,000 The two aspects of job satisfaction for which assistant deans report the least satisfaction are salary and lack of opportunity for advancement. This tatter finding is interesting in light of an earlier study by Kindelsperger in 1982 which found that associate deans viewed their careers leading back to the faculty; assistant deans reported uncertainty about future positions. The sources of satisfaction for both associate and assistant deans are the autonomy of their positions and the helping relationship aspects of their jobs. The associate and assistant deans identified the competence of the law school dean and praise received from the dean as other sources of job satisfaction. The results of this study demonstrate a significant shift in hiring practices regarding associate and assistant deans. Abramson and Moss in 1976 reported that Contin-td n page 7 - - - ------------ 7

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