Frequently Asked Questions

What are the requirements for Summer Associates?

We are looking for candidates with excellent academic credentials, strong communication and interpersonal skills, and other attributes which reflect the potential for developing superior legal skills. We review and consider each candidate's complete academic and work history. Law review or moot court, as well as law practice work experience, is desired.

How are Summer Associates managed and supervised?

The firm appoints a Member and two Associate "shepherds" who are responsible for distributing assignments, planning events, and tracking the program. Each Summer Associate is also assigned a Member mentor and an Associate mentor to provide guidance and support throughout the summer. To ensure the mentors' objectivity, we do not permit mentors to assign work to their Summer Associates or to participate in the hiring decision.

What type of training do you offer Summer Associates?

We currently offer Summer Associates an opportunity to learn about the practice of law and Sherman & Howard during weekly training lunches. In addition we invite Summer Associates to attend the regular department training sessions and all Associate training sessions throughout the summer. As with Associates at Sherman & Howard, Summer Associates' best opportunity for training is by working closely with the firm's attorneys who are experts in their respective fields.

Describe a typical day as a Summer Associate and what kind of work they do.

At Sherman & Howard, we do not "punch the clock." We recommend that Summer Associates be available to receive assignments from attorneys and communicate with clients, if necessary, during standard business working hours. During the summer, we generally manage assignments to avoid, as best as possible, after hours and weekend work. On Monday mornings, there is a short meeting with all Summer Associates to discuss current assignments, upcoming social events and general business.

Summer Associates work on a variety of assignments in each department of the firm. While we do ask Summer Associates to list some practice areas that they are interested in, we believe that it is important that each Summer Associate understand the type of work done in each of our departments and get to know a broad range of attorneys. Projects include standard legal research, analysis and drafting of memos and briefs, due diligence, preparing titles, assisting attorneys with depositions and arbitrations, preparing corporate resolutions, etc. and are derived from each of our five practice areas. We pride ourselves on having an "open door" policy at the firm and Summer Associates are encouraged to meet often with the attorneys supervising their projects to discuss the status of the assignment and receive periodic, informal evaluations. We also make sure that Summer Associates don't spend the entire summer in their offices. We solicit "spectator events" from attorneys within the firm and strongly encourage them to take Summers along. These types of events include client meetings, depositions, conference calls, hearings, presentations, and arbitrations.

Our program is quality focused rather than quantity focused. To that end, we encourage Summer Associates to take their time on projects and not be concerned with hours or billing requirements. Depending on the size and availability of the projects throughout the summer, we expect Summer Associates to typically work on between 12 and 20 projects over the 10-week period.

Throughout the summer there are many informal lunches and get-togethers scheduled. We encourage Summer Associates to take advantage of these opportunities to get to know many different attorneys at the firm.

How do you evaluate Summer Associates?

Summer Associates are evaluated on work product, intellectual skills and abilities, and general attributes and attitude. Each attorney with whom the Summer Associate works is asked to complete a uniform evaluation form soliciting comments about each of these areas. We conduct two formal evaluations, one held at the conclusion of their first six weeks at the firm, and one held at the end of the summer. Both meetings are conducted by the Hiring Member and the Member Shepherd and last approximately one hour. These meetings provide the Summer Associate with an opportunity to hear comments from assigning attorneys about the work they've done and to ask questions and share comments about their experience. At the mid-summer evaluation, Summer Associates are asked to discuss the practice areas in which they have worked and the areas where they would like more exposure. During the final evaluation, Summer Associates are asked to rank the firm's practice areas by level of interest for offer purposes and to share final comments. Assigning attorneys are also encouraged to maintain a constant dialog with each Summer Associate regarding his or her work product and an informal, oral evaluation at the completion of each project.

What is the length of the Summer Associate Program and do you permit split summers?

We ask that Summer Associates spend at least 10 weeks with the Firm during the summer. We feel that this is the minimum amount of time necessary for the Firm to evaluate a Summer Associate's work product and general "fit" with the Firm as well as for the Summer Associate to evaluate the Firm.

Split summers are determined on a case-by-case basis by the Hiring Member and are only considered if the Summer Associate has previously worked at the Firm (for example, as a 1L Summer Associate).

What types of social events do you have during the summer and is it required that all Summer Associates attend?

The Summer Shepherds try to plan a reasonable number of social events so that Summer Associates have an opportunity to get to know the Firm and its people. We have many annual events held each year which include an all-associate golf outing, a summer welcome cocktail party, a mid-summer dinner party, the firm wide summer picnic and department happy hours. In addition, there are many informal events that are decided throughout the summer based on the interests of the class. Summer Associates are not required to attend any of the summer events.

What are your Firm's diversity recruiting efforts?

Sherman & Howard is a charter signatory and active participant in The Colorado Pledge to Diversity Legal Group, which emphasizes the importance of increasing the number of racially and ethnically diverse attorneys recruited, hired and promoted by law firms in Colorado.

Sherman & Howard also participates in the 1L Summer Clerkship Program, a fundamental program of the Colorado Pledge to Diversity. This program introduces diverse first year law students to large law firms and in-house corporate legal departments with the goal of increasing their participation in summer clerkship programs and, ultimately, their post graduate recruitment into these organizations. Since the Program began in 2001, the firm has hired six diverse first year students through the Program and has invited five of those students to return for their 2L summer and the opportunity to earn an Associate position at the firm following graduation. During the 2008 Program year, in which the firm will participate, AnaLisa Valle, a Sherman & Howard Corporate Associate and alumna of the 1L Summer Clerkship Program, will serve as the Program's chairperson.

Sherman & Howard is a sponsor and participant in the Rocky Mountain Diversity Legal Career Fair. The RMDLCF is an annual forum for legal employers, law students and law school graduates to meet and discuss employment options with the goal of expanding opportunities and assisting the legal profession in fulfilling its commitment to diversity.

What is the Firm's 1L policy?

The choice to hire first year law students to participate in the summer program is made annually by the Hiring Member based on the anticipated recruiting needs of the Firm. 1Ls are asked to submit their resumes for consideration after receiving their first semester grades. No hiring decisions for first year students are made or interviews scheduled until first semester grades are released.

How is the size of the Summer Associate Class determined?

The size of the Summer Class is determined by the Hiring Member and Department Managers. Sherman & Howard hires only as many Summer Associates as there are anticipated first-year Associate openings for the following fall so there is no competition within the Summer Associate Program for a limited number of positions. For each of the past several years, we have invited between five and seven Summer Associates to participate in our Program.

How do I apply?

We prefer that all candidates from schools that we visit during the fall recruiting season contact us through their school's on campus interview (OCI) program. All candidates interested in applying for consideration in the Summer Associate Program should submit through OCI, or send, a cover letter, resume and a recent law school transcript via e-mail, regular mail, or fax. Writing samples are not required but are encouraged for OCI candidates.

Can I apply if your Firm is not visiting my campus this fall?

Yes. While we have focused our law school visits to schools where we traditionally receive a high level of interest, we strongly encourage students to apply from schools across the country.

What is your Firm's Equal Employment Opportunity policy?

It is the policy of the Firm to afford all employees and applicants for employment equal opportunity for employment and advancement based on individual qualifications and the overall requirements of the job, without regard to factors unrelated to job performance including age, gender, race, color, religion, sexual orientation, national origin, disability, marital or veteran status or any other legally protected status.  This policy relates to recruiting, hiring, training, advancement, work assignments, compensation, benefits, discipline, reductions, transfers, termination and all other terms, conditions and privileges of employment.  The Firm also implements affirmative action where necessary to comply with government regulations.

In addition, the Firm is committed to providing and maintaining a work environment in which all employees are treated in a professional manner. Harassment based on factors such as, but not limited to, sex, color, religion, age, race, national origin or disability, is not tolerated.