Future Partner Strategy

Lawyers are the core of the provision of legal services and market services. The primary task of the large-scale development of law firms is to attract and train a large number of outstanding lawyers. As of the end of 2017, there were more than 365,000 practicing lawyers nationwide, an increase of 11.5% over 2016. In addition, with the loosening of the practicing policies on non-Beijing lawyers in Beijing, it is foreseeable that further breakthroughs will be made on the number of lawyers in Beijing to provide convenience for introduction of lawyers to Beijing. In October 2017, Docvit officially launched the "Future Partner Plan", which aims to ensure that lawyers, apprentice lawyers, and assistant lawyers will grow healthily in Docvit from the aspects of mechanism, policy, business training, etc., make their career achievements and the long-term development in the industry and promote the large-scale development under the controllable practice quality of the law firm. 

Docvit has developed the comprehensive talent selection strategy, talent development strategy and talent promotion strategy for young lawyers, and formed a flexible and sound mechanism guarantee. We will select 30-50 people each year, or at least 20% of the total number of people as the reserve strength of Docvit for key training. Future partners are trained for Docvit by setting up special funds, placing the role in the front, providing the green ladder, introducing the master group, establishing five major routes for external learning exchange, supporting relevant incentive measures, etc.. In order to cooperate with the implementation of "Future Partner Plan", Docvit officially implemented the "Two-Three-Five Plan" outstanding lawyer promotion mechanism. 

Two-year initial training period 

That is to say, the apprentice lawyer is provided with a two-year initial training period, during which they can formally become a full-time lawyer of Docvit and will undergo an overall assessment with the three-dimensional standard of "business ability + professional achievement + professional ethics". After becoming a regular worker, the lawyers can choose "one major and one auxiliary" in the litigation and non-litigation (i.e., each lawyer chooses a major discipline and an auxiliary discipline) as their own business field. During the training period, the lawyers will have the opportunity to participate in higher-level team management if there are outstanding performances, outstanding research achievements, or outstanding contributions. After the expiry of the two-year period, the lawyer can choose whether to continue to be employed by the law firm. 

Three-year "Future Partner" training period 

That is, after the initial training period of two years, the lawyers who continue to work in the law firm will be assessed and selected by the law firm and the excellent young lawyers selected enter the three-year "future partner" training period. During the training period, the overall assessment is conducted in accordance with the five-dimensional standard of "business ability + market potential + management ability + professional achievement + professional ethics". The law firm will introduce a master group based on the lawyer's business field and personal circumstances. The senior partner of the law firm will provide personalized, comprehensive and professional training and counseling for the lawyers. In the meantime, the law firm will provide lawyers with more opportunities to participate in industry activities, build platforms, create resources and open up markets. During the training period, the "future partners" will have the opportunity to be promoted to competent lawyers, strengthen teamwork and participate in the management of the law firm if they have typical performance, outstanding research achievements, outstanding market capabilities, or special contributions. 

50% promotion ratio 

That is, through the two-year initial training period and three-year "future partner" training period, at least 50% of lawyers will be promoted to partners through the overall assessment and selection by the law firm. According to the business field and personal circumstances, the partners can enter the career department or business department, fully participate in team cooperation, and deeply participate in the management of the law firm, and can get the full support from the law firm in terms of business management, brand building, function coordination, career development, resource coordination, exclusive rights and interests, market resources and other aspects. 

Docvit has identified the first batch of "future partners" who are outstanding students graduating from the top domestic law schools and will become excellent lawyers with excellent professional competence, excellent business level and noble professional ethics. Furthermore, Docvit will continue to introduce the relevant plans, support the implementation of the "business partner plan", create a more senior and professional backbone, make the "green forest" of talents more prosperous, and jointly build a "green law firm" in a win-win situation.