2 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
Introduction .............................................................................3
Compliance and Ethics ............................................................4
Contract Management/Vendor/Procurement Management ........6
Corporate Governance/Responsibility/Sustainability ................7
Data Privacy/Security ...............................................................9
Government Aairs/Relations ..................................................11
Human Resources/Diversity & Inclusion/
Wage & Employee Benets ..................................................... 15
Insurance/Risk Management .................................................. 16
Intellectual Property, Technology and Licensing ...................... 17
Legal Operations, Innovation & Technology ............................ 19
Regulatory Aairs ................................................................... 21
Appendix I – Professional Competencies,
Characteristics and Skills........................................................23
Appendix II – Salary Reports and Notes ................................... 26
Appendix III — JD Advantage
Work Group Members (2018-2019) .......................................... 31
TABLE OF CONTENTS
3 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
This Resource Guide Represents the dedicated work of the JD Advantage
Work Group of the NALP’s JD Career Advisors Section from 2018-2020 (the
team is listed in Appendix III, with particular thanks to Rhonda Rittenberg,
Director of New Markets at Northeastern University School of Law and
Irina Gomelskaya, Senior Director of Employer and Alumni Relations at
New York Law School).
The Resource includes proles of 10 JD Advantage career areas, and
each prole includes an overview of the area “In a Nutshell,” key
search terms, typical employers, job titles, a list of related professional
associations with links, and certication bodies to the extent they exist
in the area. Appendices also include required Professional Competencies,
Characteristics, and Skills (Appendix I) as well as relevant NALP salary
data for JD Advantage jobs (Appendix II).
The percentage of JD Advantage jobs taken by new law school
graduates almost doubles during the 10-year period from 2006-2016,
increasing from 8.8% of jobs in 2006 to 16.9% of jobs in 2016. However,
this percentage has since declined to 13.9% for the Class of 2018.
Nevertheless, JD Advantage jobs continue to be a sizable share of jobs
in the entry-level legal market and accounted for almost 1,000 more jobs
taken by the Class of 2018 in comparison to the Class of 2006.
Overall, the vast majority of JD Advantage jobs for the Class of 2018 —
nearly 77% — were high-quality jobs in terms of being both long-term
and full-time, with jobs in government and business both exceeding this
percentage. Nearly half of all entry-level JD Advantage jobs are found in
business and industry. In 2018 the median salary for all JD Advantage
jobs was $65,000, which is $5,000 less than the overall median salary
($70,000) for the class. As seen in Appendix II, median salaries for JD
Advantage jobs can vary considerably by employment sector, type of job,
and type of employer.
INTRODUCTION
4 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
• In a Nutshell: The term compliance describes the ability to act according to an order, set of
rules or request. Compliance professionals ensure that businesses abide by all applicable
laws, regulations and rules, and help to preserve the integrity and reputation of a corpo-
ration. In the context of nancial services, businesses compliance encompasses (1) com-
pliance with the external rules that are imposed upon an organization as a whole, and (2)
compliance with internal systems of control that are imposed to achieve compliance with
the externally imposed rules.
Source: www.int-comp.org/careers/your-career-in-compliance/what-is-compliance
• Key Search Terms: compliance, compliance and ethics ocer, chief compliance ocer
• Typical Employers: banks and other nancial institutions, pharmaceutical companies, hos-
pitals/health care companies, higher education
• Job Titles: Ethics Compliance Ocer, Director of Compliance and Ethics, Compliance Ocer,
Chief Compliance Ocer, Compliance Analyst, Senior/Compliance Manager, Business
Compliance Project Manager, Risk and Regulatory Compliance Manager, AML Policy Advisory
Analyst, Compliance Associate, Compliance/AML Training Consultant, Fraud Investigator.
Source: www.int-comp.org/careers/your-career-in-compliance/job-roles-salaries
NAME OF ASSOCIATION DESCRIPTION
Society of Corporate
Compliance and Ethics
Oers a variety of certications in general compliance (CCEP), healthcare privacy
compliance (CHPC), Healthcare Compliance (CHC), Healthcare Research Compliance
(CHRC), and more.
Association of Insurance
Compliance Professionals
The Association of Insurance Compliance Professionals serves the insurance
compliance community by promoting relationships, exchanging information, and
providing learning opportunities within a dynamic regulatory environment.
Association of Trade
Compliance Professionals
The Association of Trade Compliance Professionals serves the trade compliance
professional community by promoting relationships, exchanging information, and
providing learning opportunities within the global trade compliance environment,
all via the web.
Compliance Professionals
Forum
A membership organization for anyone tasked with managing consumer debt. CPF
oers practical, timely answers to your toughest compliance questions – when you
need them, in the format you want them.
Corporate Compliance Insights
Launched in December 2008, Corporate Compliance Insights is a knowledge-
sharing forum designed to educate and encourage informed interaction within the
corporate compliance, governance and risk community.
International Association
of Risk and Compliance
Professionals
The IARCP oers standard, premium and lifetime membership, weekly updates,
instructor-led and distance learning training and certication programs, and other
services.
Heath Care Compliance
Association
The Health Care Compliance Association (HCCA) is a 501(c)(6) member-based
association for compliance professionals in the healthcare provider eld. HCCA was
established in 1996 with headquarters in Minneapolis, MN. We provide training,
certication, networking, and other resources to compliance ocers and sta from
a wide range of healthcare organizations.
Life & Health Compliance
Association
Meets twice a year to nd solutions to their compliance problems.
National Association for
Athletics Compliance
NACDA (National Association of College Directors of Athletics) serves as the
professional association for those in the eld of athletics administration, providing
educational opportunities and serving as a vehicle for networking and the exchange
of information to others in the profession. The National Association for Athletics
Compliance (NAAC) is Community of NACDA.
Higher Education Compliance
Alliance
The Higher Education Compliance Alliance (HECA) provides the higher education
community with a centralized repository of information and resources for
compliance with federal laws and regulations.
COMPLIANCE AND ETHICS
PROFESSIONAL
ASSOCIATIONS
KEY THINGS
TO KNOW
5 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
Society of Corporate Compliance and Ethics
• Certied Compliance and Ethics Professional
• Certied in Healthcare Compliance
• Certied in Healthcare Research Compliance
International Association of Risk and Compliance Professionals
• Certied Risk and Compliance Management Professional
• Certied Risk and Compliance Management Professional in Insurance and Reinsurance
Compliance Certication Board (CCB)
CCB provides certications in two dierent tracks. The Certied Compliance & Ethics Profes-
sional (CCEP) program is geared toward compliance and ethics laws in the United States, while
the Certied Compliance & Ethics Professional–International (CCEP-I) program focuses on the
international sphere. To complete the CCEP, the candidate must have at least one year of work
experience in a full-time compliance position (or 1,500 hours within two years) before applying,
plus 20 approved continuing education units (CEUs). Once the candidacy requirements are com-
pleted, one may sit for the requisite two-hour exam. The process is similar for the CCEP-I.
In the healthcare space, there are the Certication in Healthcare Compliance (CHC), Certication
in Healthcare Research Compliance (CHRC), and the Certication in Healthcare Privacy Compli-
ance (CHPC). The CHC is geared toward general healthcare compliance, while the CHRC is aimed
at those working in the healthcare research area. The CHPC is designed for careers in healthcare
privacy. The work and CEU requirements for the healthcare certications are like those of the
CCEP and CCEP-I. As with the CCEP and CCEP-I, a two-hour exam is required.
CERTIFICATIONS
COMPLIANCE AND ETHICS (Continued)
6 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
CONTRACT MANAGEMENT/VENDOR/
PROCUREMENT MANAGEMENT
• In a Nutshell: Contract management involves taking on the responsibility of managing the
legal and nancial aspects of contracts for employees or vendors or other parties. Contract
managers use legal knowledge to accurately lead the contract management process, which
may include contract creation, execution, analysis, negotiation, and delivery of services,
revisions/amendments, auditing and reporting, and renewal.
Source: www.businessnewsdaily.com/4813-contract-management.html
• Key Search Terms: contact management, procurement management, vendor management
• Typical Employers: any type of company or business may be interested to hire specialists to
manage its contacts and vendor relations
• Job Titles: Contract Manager, Senior Contract Manager, Senior Contract Specialist, Contract
Administrator, Acquisition Specialist, Manager of Procurement, Director of Contracts
Source: www.ncmajobs.com/jobs
NAME OF ASSOCIATION DESCRIPTION
Financial Industry Regulation
Authority
FINRA is dedicated to investor protection and market integrity
through eective and ecient regulation of broker-dealers. FINRA
is not part of the government. It is a not-for-prot organization
authorized by Congress to protect America’s investors by making
sure the broker-dealer industry operates fairly and honestly.
National Contract Management
Association
Nearly 20,000 members strong, the National Contract
Management Association (NCMA) is the world’s leading resource
for professionals in the Contract Management eld.
National Contract Management Association (NCMA)
NCMA provides three dierent certications via examinations: the CCCM (knowledge of the
Uniform Commercial Code, one year experience and 80 CPEs); the CPCM (ve years of prior work
experience and 120 hours of continuing professional education credits (CPEs); and the CFCM
(focus on federal acquisition regulations; one year of prior work experience and 80 CPEs).
KEY THINGS
TO KNOW
CERTIFICATIONS
PROFESSIONAL
ASSOCIATIONS
7 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
CORPORATE GOVERNANCE/
RESPONSIBILITY/SUSTAINABILITY
KEY THINGS
TO KNOW
• In a Nutshell: Corporate Governance includes many professionals, such as corporate sec-
retaries and business executives in governance, ethics and compliance functions at public,
private, and not-for-prot organizations. These professionals are responsible for supporting
their board of directors and executive management in matters such as board practices,
compliance, regulation and legal matters, shareholder relations and subsidiary manage-
ment. Many companies are also concerned with their community relations and public image
and hire professionals who can advise on matters relating to corporate responsibility and
sustainable practices.
Source: www.societycorpgov.org/about76/aboutus91
• Key Search Terms: corporate governance, corporate audit, corporate responsibility, corpo-
rate engagement, board relations
• Typical Employers: all types of companies, universities, consulting rms, accounting rms
• Job Titles: Director of Governmental and External Relations; Associate Director of Corporate
Governance, Manager of Corporate Responsibility, Senior Manager – Thought Leadership,
Corporate Secretary, Associate Director, Board and Member Relations
Source: careers.societycorpgov.org
NAME OF ASSOCIATION DESCRIPTION
Association of Corporate Counsel
The Association of Corporate Counsel (ACC) is a global
bar association that promotes the common professional
and business interests of in-house counsel who work for
corporations, associations and other organizations through
information, education, networking opportunities and advocacy
initiatives.
Corporate Compliance Insights
Corporate Compliance Insights is a professionally designed and
managed forum dedicated to online discussion and analysis
of corporate compliance, risk assessment, ethics, audit, and
corporate governance topics. Additionally, CCI is a focused
knowledge-sharing forum designed to educate and encourage
informed interaction within the corporate compliance
community.
Society of Corporate Compliance &
Ethics
The Society of Corporate Compliance and Ethics (SCCE)
is a 501(c)(6) member-based association for compliance
professionals. SCCE was established in 2004 with headquarters
in Minneapolis, MN. It provides training, certication,
networking, and other resources to compliance ocers and sta
from a wide range of corporations.
Corporate Legal Operations
Consortium
CLOC is a leader in helping in-house legal teams on their
journey to operational excellence. (See Legal Operations
Section.)
PROFESSIONAL
ASSOCIATIONS
8 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
Society for Corporate Governance
The Society for Corporate Governance, Inc. (“the Society”) is a 501 (c)(6) non-prot organization
comprised principally of corporate secretaries and business executives in governance, ethics
and compliance functions at public, private and not-for-prot organizations. Members are re-
sponsible for supporting their board of directors and executive management in matters such as
board practices, compliance, regulation and legal matters, shareholder relations and subsidiary
management. The Society provides an array of professional development opportunities to its
members via regular conferences and seminars.
Higher Education
A variety of universities oer certicate programs in corporate governance and sustainability,
including Harvard Extension School, Tus University, and New York University’s Leonard N. Stern
School of Business.
CERTIFICATIONS
CORPORATE GOVERNANCE/RESPONSIBILITY/
SUSTAINABILITY (Continued)
9 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
DATA PRIVACY/SECURITY
• In a Nutshell: With speed-of-light technological innovation, information privacy is becom-
ing more complex by the minute as more data is being collected and exchanged. As the
technology gets more sophisticated (indeed, invasive), so do the uses of data. And that
leaves organizations facing an incredibly complex risk matrix for ensuring that personal
information is protected. As a result, privacy has fast-emerged as perhaps the most signi-
cant consumer protection issue — if not citizen protection issue — in the global information
economy.
While data privacy and security are oen used interchangeably, they are related but not the
same. Data privacy is focused on the use and governance of personal data — things like
putting policies in place to ensure that consumers’ personal information is being collected,
shared and used in appropriate ways. Security focuses more on protecting data from mali-
cious attacks and the exploitation of stolen data for prot. While security is necessary for
protecting data, it’s not sucient for addressing privacy.
Source: www.iapp.org/about/what-is-privacy
• Cybersecurity is the process of, and the protection against, criminal or unauthorized use
of electronic data. Online retailers are required to protect consumers’ payment information
from hackers and other nefarious individuals and organizations.
• Privacy is typically a regulation or statute that protects a person’s right to be le alone as
well as how an individual’s nancial, medical, and other personal information may be col-
lected, stored, and released.
• Data protection is the safeguarding of important information from corruption, compromise,
or loss. For example, when your doctor’s oce has a duty to safeguard data regarding your
medical history, insurance, and payment information.
Source: www.nalp.org/uploads/CybersecurityChecklist_2018.pdf
• Key Search Terms: Cybersecurity, privacy, data protection
• Job Titles: Chief Privacy Ocer, Government Privacy Analyst, Cybersecurity Trainer, Vulnera-
bility Analyst, Threat Intelligence Analyst, Security Engineer
• Typical Employers: banks, hospitals, higher education institutions, or corporations
Source: www.iapp.org/connect/career-central
NAME OF ASSOCIATION DESCRIPTION
ACAMS
ACAMS oers a Certied Anti-Money Laundering Specialist certication that
is considered a useful credential when applying to banking compliance
positions. There are also local ACAMS chapters you can join aer joining
the larger national ACAMS organization.
CFE
CFE oers a Certied Fraud Examiner credential that enables you to work in
compliance, risk management, investigations, and governance.
KEY THINGS
TO KNOW
PROFESSIONAL
ASSOCIATIONS
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NAME OF ASSOCIATION DESCRIPTION
IAPP
The International Association of Privacy Professionals is the largest and
most comprehensive global information privacy community and resource.
Founded in 2000, the IAPP is a not-for-prot organization that helps dene,
support and improve the privacy profession globally. IAPP oers several
privacy law certications to demonstrate your command of relevant laws
and regulations.
ABA Cybersecurity,
Privacy & Data Protection
Committee
ABA Cybersecurity, Privacy & Data Protection Committee provides
timely information to the legal community on developments involving
cybersecurity, privacy, and data protection in the context of government
contracting; monitors, reviews, and comments on developments in
these areas as they relate to government contracting and associated
activities; and proposes best practices and practical solutions to legal and
contractual challenges associated with government contracting in these
areas.
ISSA
Information Systems Security Association (ISSA) is a not-for-prot,
international organization of information security professionals and
practitioners. It provides educational forums, publications, and peer
interaction opportunities that enhance the knowledge, skill, and
professional growth of its members.
International Association of Privacy Professionals (IAPP)
The IAPP oers the most encompassing, up-to-date and sought-aer global training and certi-
cation program for privacy and data protection. The Certied Information Privacy Professional
(CIPP) helps organizations around the world bolster compliance and risk mitigation practices,
and arms practitioners with the insight needed to add more value to their businesses.
CompTIA Cybersecurity Analyst (CySA+)
This is an international, vendor-neutral cybersecurity certication that applies behavioral analyt-
ics to improve the overall state of IT security. CySA+ validates critical knowledge and skills that
are required to prevent, detect and combat cybersecurity threats.
Certied Cyber Forensics Professional (CCFP)
CCFP certication indicates expertise in forensics techniques and procedures, standards of prac-
tice, and legal and ethical principles to assure accurate, complete, and reliable digital evidence
admissible in a court of law. It also indicates the ability to apply forensics to other information
security disciplines, such as e-discovery, malware analysis, or incident response.
CERTIFICATIONS
DATA PRIVACY/SECURITY (Continued)
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GOVERNMENT AFFAIRS/RELATIONS
• In a Nutshell: Government aairs professionals can work in the private or public sector,
serving as liaisons between a group of government members and its private citizens or cor-
porate entities. They include public relations specialists who coordinate legislative eorts
by working with state, local, and federal governments as well as the media. They help their
organization meet legislative goals by creating policy proposals and working with govern-
ment agencies and citizens. Government aairs managers conduct research and monitor
legislation. They also track happenings within the government that could aect their organi-
zation. Proactively, they research policies to see what changes could be advantageous and
which trends could negatively impact their company in the future.
Conducting both internal and external communications is another duty performed by gov-
ernment aairs managers. To ensure message continuity, they work internally with other
management sta members and oversee employees. They may also participate in nancial
matters including budgeting and management of their department’s nances. Externally,
they work with government ocials, including U.S. Senators and members of the House of
Representatives, advocacy groups and citizens to convey their legislative goals.
As part of their jobs, government aairs managers prepare reports and presentations to
deliver within their organization; they may also present these ndings externally. They write
talking points and oen serve as a point of contact for the media. They must also represent
their organization at industry forums and events. They may be required to travel in order to
fulll this job duty.
Source: www.study.com/articles/Government_Aairs_Manager_Job_Description_Outlook_
and_Duties.html
• Key Search Terms: government/public aairs/relations/communications
• Typical Employers: companies and nancial institutions, pharmaceutical companies, hospi-
tals/health care companies, higher education, lobbying committees, not-for-prot organiza-
tions, Capitol Hill
• Job Titles: Vice President, Public Relations, Director of Public Aairs, Manager of Commu-
nications, Manager/Director of Government Relations, Lobbyist Manager, Director of Public
Policy, Public Relations Strategist, Legislative Representative
Source: www.grassociation.org (GR Jobs page)
NAME OF ASSOCIATION DESCRIPTION
American Association of Political
Consultants
The AAPC is a multi-partisan organization of political and public
aairs professionals dedicated to improving democracy. The AAPC
has over 1,350 members hailing from all corners of the globe. It is
the largest association of political and public aairs professionals
in the world. AAPC members consist of political consultants, media
consultants, pollsters, campaign managers, corporate public aairs
ocers, professors, fund-raisers, lobbyists, congressional staers
and vendors.
Student Membership Dues cost: $60
KEY THINGS
TO KNOW
PROFESSIONAL
ASSOCIATIONS
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NAME OF ASSOCIATION DESCRIPTION
American Society of Association
Executives
ASAE is the essential organization for association management,
representing both organizations and individual association
professionals. ASAE believes associations have the power to
transform society for the better. Their passion is to help association
professionals achieve previously unimaginable levels of performance.
They do this by nurturing a community of smart, creative, and
interesting people: their members. In short, ASAE is the Center for
Association Leadership.
Directory of Political Advocacy
Groups
A list of national “cause lobbyist” organizations.
Government Relations
Association
Founded in 2017 and based in Washington, DC, GRA is the only
organization in the world focused solely on supporting and
championing the government relations profession. The Association
is dedicated to (1) protecting the First Amendment of the Constitution
that seeks to ensure the right of all parties to appeal to their US
Government for a “redress of grievances”; (2) promoting the social
value, educating the public, supporting the professional development
and encouraging the highest ethical standards of today’s practicing
lobbyists and government relations professionals; and (3) connecting
the world of government relations practitioners in order to foster
dialogue, understanding and transparency so that free governments
around the world can most eectively represent the constituents they
have been elected to serve.
Student Membership Dues cost: $49
Public Aairs Council
The Public Aairs Council is the leading nonpartisan, nonpolitical
association for public aairs professionals worldwide.
State Government Aairs Council
The State Government Aairs Council is the premier national
association for multi-state government aairs professionals for major
U.S. corporations, trade associations and service providers.
No individual memberships.
Washington Government
Relations Group Foundation
WGRGF is charged with generating funding and support resources
for minority undergraduate and graduate students pursuing careers
in public policy, public administration, political science, community
engagement or other advocacy disciplines.
Washington Network Group
The Washington Network Group (WNG) is a membership organization
of professionals in business, nance, technology, foreign and
government aairs, established in 1995. WNG is dedicated to helping
its members advance their business and professional objectives
by convening networking events, educational forums and career
development opportunities.
Women in Government Relations
Women in Government Relations (WGR) is dedicated to advancing
and empowering women by fostering professional development and
growth opportunities through a community that supports women’s
leadership in government relations.
Student Membership Dues cost: $45
GOVERNMENT AFFAIRS/RELATIONS (Continued)
13 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
NAME OF ASSOCIATION DESCRIPTION
Government Aairs Industry
Network
Founded in the Spring of 2016, GAIN brings together dedicated
professionals who transform and dene the government aairs
industry in Washington, DC. GAIN is focused on providing
development and networking opportunities to professionals in
advocacy at all levels of their careers. We are cultivating a vibrant
network and forging strong business partnerships with the various
membership organizations, professional non-prot organizations,
and other thought leaders in Washington, DC.
Resource for Jobs as a Lobbyist
Dedicated Lobbying Job Board focused on delivering recruitment
assistance and lobbying career opportunities for Local, State and
Federal Lobbyists, Advocacy, Public Policy, Public Aairs, and
Government Relations professionals. The site serves as a platform
to hire lobbyists and search, review and apply for open Government
Aairs jobs posted by lobbying rms, corporations, recruiters,
nonprots, trade associations, PACs, and grassroots organizations.
Council on Government
Relations
COGR is an association of leading research universities, aliated
medical centers, and independent research institutes. It is
thenational authorities on the nancial and regulatory infrastructure,
and the corresponding compliance requirementsassociated
with managing federal research grants and contracts within
research institutions.COGR provides information, analyses,
advice, policy perspective, and historical contextto its members
in the areas of research administration and compliance, nancial
oversight, and intellectual property. COGR communicates the
viewpoint and concerns of its members andfosters productive
relationshipsbetween the research community and federal
policymakers,advocating for innovation and changethat avoid
unnecessary regulatory burden.
International City/County
Management Association (ICMA)
ICMA is the world’s leading association of professional city and
county managers and other employees who serve local governments.
Municipal Management
Association of Northern
California
MMANC is “Municipal Management Association of Northern
California” — a membership organization of local government
management professionals located throughout the 49 counties of
Northern California.
National Association of County
Administrators
NACA is an aliate of ICMA (International City / County Management
Association). ICMA’s mission is to create excellence in local
governance by developing and fostering professional management to
build better communities around the world.
The National Forum for Black
Public Administrators
The National Forum for Black Public Administrators (NFBPA) is
the principal and most progressive organization dedicated to
the advancement of black public leadership in local and state
governments.
Women Leading Government
Helping women succeed in public service by enhancing career-
building models that develop leadership skills and by networking
professional women in government.
GOVERNMENT AFFAIRS/RELATIONS (Continued)
14 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
NAME OF ASSOCIATION DESCRIPTION
National Academy of Public
Administration
The Academy is an independent, non-prot, and non-par-
san organizaon established to assist government leaders in
building more eecve, ecient, accountable, and transpar-
ent organizaons.
National Association of State
Auditors, Comptrollers and
Treasurers
The Naonal Associaon of State Auditors, Comptrollers and
Treasurers is an organizaon for state ocials tasked with
the nancial management of state government. NASACT’s
membership is comprised of ocials who have been elected
or appointed to the oces of state auditor, state comptrol-
ler or state treasurer in the 50 states, the District of Colum-
bia, and the U.S. territories.
National Association of Counties
The National Association of Counties (NACo) unites America’s
3,069 county governments. Founded in 1935, NACo brings county
ocials together to advocate with a collective voice on national
policy, exchange ideas and build new leadership skills, pursue
transformational county solutions, enrich the public’s understanding
of county government and exercise exemplary leadership in public
service.
National League of Cities
The National League of Cities (NLC) is dedicated to helping city
leaders build better communities. Working in partnership with the 49
state municipal leagues, NLC serves as a resource to and an advocate
for the more than 19,000 cities, villages, and towns it represents.
Public Aairs Council
With a 60+ year history, the PAC has over 10,000 members representing over 700 institutions.
It provides two certications: the more junior Certicate in Public Aairs Management, and the
Certicate in PAC and Grassroots Management for more senior, mid-career professionals. The
expectation with each is that the candidate will complete all requirements within two to three
years of starting the certication process. The candidate must attend a variety of workshops
and seminars, as well as complete service obligations within the industry to obtain the requisite
credits toward the certication.
State Government Aairs Council (SGAC)
SGAC oers the State Government Aairs Certicate. The Candidate must earn credit in six
mandatory (e.g., Ethics and Ethical Leadership, Inside the Legislative Process, State Lobbying
Compliance, Media and Communications Training) and six elective (e.g., Developing a Proac-
tive Advocacy Agenda, Eective Advocacy Tools, Grassroots and Grass-Tops Advocacy, Leading
a State Government Aairs Department, Managing Contract Lobbyists, Mounting a Multi-State
Advocacy Campaign) competencies.
CERTIFICATIONS
GOVERNMENT AFFAIRS/RELATIONS (Continued)
15 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
HUMAN RESOURCES/DIVERSITY &
INCLUSION/WAGE & EMPLOYEE BENEFITS
• In a Nutshell: A Human Resource oce handles a broad portfolio ranging from compensa-
tion and benets, training and development, employee engagement and retention, learning
and development, diversity and inclusion, global and cultural awareness, risk management,
and talent acquisition. Much of the work in the human resources area involves interpreting
and advising on employment and labor and employment laws and regulations, including
wage and employee benets, ERISA plans, workplace safety, discrimination and disability,
privacy, workers’ compensation and unemployment insurance.
Source: www.bls.gov/ooh/business-and-nancial/human-resources-specialists.htm#tab-1;
https://www.diversitycrossing.com/article/1450009/A-Career-as-a-Diversity-Specialist
• Key Search Terms: Human Resources, Diversity & Inclusion, Wages and Employee Benets,
Compensation, HR
• Typical Employers: Various types of private sector and public sector organizations, Human
Resource Consultant groups, labor and employment law rm practice groups, federal and
state agencies, such as US Department of Labor.
• Job Titles: Human Resources Generalist, Human Resources Specialist, Compensation Ana-
lyst, Benet Analyst, Talent Acquisition Analyst, Diversity and Inclusion Ocer
Sources: www.jobs.shrm.org/jobseeker/search/results; www.higheredjobs.com/admin
NAME OF ASSOCIATION DESCRIPTION
HR Certication Institute
The HR Certication Institute oers several human resources
certication options.
International Personnel
Management Association for
Human Resources
IPMA-HR is the leading public sector human resource organization
in the world. It represents the interests of human resource
professionals at all levels and strive to promote excellence in HR
management.
Society for Human Resources
Management
SHRM, the Society for Human Resource Management, creates
better workplaces where employers and employees thrive together.
As the voice of all things work, workers and the workplace, SHRM
is the foremost expert, convener and thought leader on issues
impacting today’s evolving workplaces. With 300,000+ HR and
business executive members in 165 countries, SHRM impacts the
lives of more than 115 million workers and families globally.
Society for Human Resource Management (SHRM)
The SHRM-CP and SHRM-SCP exams and credentials are available to applicants who meet specif-
ic educational and work experience criteria at the time they submit their application in order to
be eligible to sit for one of the exams.
KEY THINGS
TO KNOW
CERTIFICATIONS
PROFESSIONAL
ASSOCIATIONS
16 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
INSURANCE/RISK MANAGEMENT
• In a Nutshell: Insurance and Risk Management are inter-related elds which involve iden-
tifying and analyzing risk of loss or damage, and, regarding risk management, taking steps
to reduce or eliminate the exposures to loss faced by an organization or individual. The
insurance industry is a highly regulated eld with each state having its own set of laws and
regulations.
Source: www.irmi.com/term/insurance-denitions/risk-management
• Key Search Terms: Risk Management, Insurance Risk Management, Risk, Risk Control
• Typical Employers: Financial Services, Insurance, Healthcare, Technology
• Job Titles: Underwriter, Claims Analyst, Contract Analyst, Risk Analyst, Insurance Analyst,
Risk Consultant, Risk Manager, Risk Specialist, Risk Management Associate
Sources: www.aria.org/rmi-academic-research-professional-job-postings; www.rims.org/
resources/career-center
NAME OF ASSOCIATION DESCRIPTION
American Risk & Insurance Association
Premier academic organization devoted to the study and
promotion of knowledge about risk management and
insurance, and publishes two peer-reviewed journals.
The Risk Management Society
Preeminent organization dedicated to educating, engaging
and advocating for the global risk community, RIMS, the
risk management society™, is a not-for-prot organization
representing more than 3,500 corporate, industrial, service,
nonprot, charitable, and government entities throughout
the world.
PRMIA
The Professional Risk Managers’ International Association
provides an open forum for the development and promotion
of the risk profession.
RIMS - Certied Risk Manager
The RIMS-Certied Risk Management Professional (RIMS-CRMP) is a credential that demon-
strates your achievement of risk management competencies, knowledge and commitment to
quality. Add RIMS-CRMP to your professional prole to show you can successfully manage risk
and create value for your organization.
Society of Actuaries: Chartered Enterprise Risk Analyst (CERA)
To attain the CERA credential, a candidate must successfully complete the requirements shown
below. Requirements include examinations, an e-Learning module, validation of educational ex-
periences outside the SOA Education system (VEE), and a professionalism seminar. In addition,
candidates who have the Application for Admission as an Associate approved by the SOA Board
of Directors will be granted membership as an ASA.
KEY THINGS
TO KNOW
PROFESSIONAL
ASSOCIATIONS
CERTIFICATIONS
17 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
INTELLECTUAL PROPERTY,
TECHNOLOGY AND LICENSING
• In a Nutshell: Roles in the intellectual property eld involve establishing and protecting in-
tellectual capital including literary and artistic works including books, plays, music, artwork,
product names, slogans, logos and designs used in commerce. IP law and related areas
include patents, copyright, trademark law, licensing, franchising, distribution, technology
transfers, trade secrets and unfair competition matters.
Source: www.aipla.org/about/what-is-ip-law; www.wipo.int/sme/en/ip_business/licens-
ing/licensing.htm
• Key Search Terms: Intellectual Property, IP, Licensing, Intellectual Property Licensing, Tech-
nology Licensing, Technology Transfer
• Typical Employers: Higher Education, Biotechnology, Pharmaceutical companies, Hospitals,
Technology, Entertainment and Media organizations
• Job Titles: IP Counsel, Intellectual Property Associate, Intellectual Property Solution Consul-
tant, Intellectual Property Attorney, Licensing Analyst, Licensing Specialist
Sources: www.careers.aipla.org; www.dice.com
NAME OF ASSOCIATION DESCRIPTION
Intellectual Property Owners
Association
Intellectual Property Owners Association (IPO), established in 1972,
is a trade association for owners of patents, trademarks, copyrights
and trade secrets. IPO serves all intellectual property owners in all
industries and all elds of technology.
American Intellectual Property
Law Association (AIPLA)
Founded in 1897, AIPLA is a national bar association constituted
primarily of lawyers in private and corporate practice, in government
service, and in the academic community. AIPLA represents a wide
and diverse spectrum of individuals from law rms, companies, and
institutions involved directly or indirectly in the practice of patent,
trademark, copyright, trade secret, and unfair competition law, as
well as other elds of law aecting intellectual property. Members
represent both owners and users of intellectual property.
IAOIP
The International Association of Innovation Professionals (IAOIP) is
the world’s only innovation certication body, providing members
with the knowledge, skills, and opportunities to deliver real change
in their industry or eld.
SIIA
The Soware & Information Industry Association is the principal
trade association for the soware and digital content industry.
SIIA provides global services in government relations, business
development, corporate education and intellectual property
protection to the leading companies that are setting the pace for the
digital age.
KEY THINGS
TO KNOW
PROFESSIONAL
ASSOCIATIONS
18 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
CLP, Inc.
CLP, Inc. administers the Certied Licensing Professional (CLP) credential, which requires an
undergraduate degree plus three years of professional experience in the elds of licensing,
business development and commercialization of intellectual property. The required, three-hour
examination covers eight major areas, including intellectual property protection, opportunity
assessment and development, valuation, marketing, agreement development and draing,
negotiation and agreement management.
CERTIFICATIONS
INTELLECTUAL PROPERTY, TECHNOLOGY
AND LICENSING (Continued)
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LEGAL OPERATIONS, INNOVATION &
TECHNOLOGY
(INCLUDES E-DISCOVERY/KNOWLEDGE MANAGEMENT)
• In a Nutshell: “Legal Operations” describes a set of business processes, activities, and
the professionals that enable legal departments to serve their clients more eectively by
applying business and technical practices to the delivery of legal services. Legal Operations
provides strategic planning, nancial management, project management, and technology
portfolio investment expertise that allows legal professionals to focus on providing legal
advice. Legal Operations is a multidisciplinary profession that includes backgrounds like
nance, marketing, data analytics, learning and development, and engineering. These
professionals work with leadership to identify strategic investments that build capacity for
the organization. Their capabilities allow the legal organization to more eectively manage
risks, monitor compliance, incorporate the right technological tools, and deliver more value
to the enterprise by accelerating the business. A proactive Legal Operations team can antici-
pate and plan for challenges before they arrive.
Source: What is Legal Operations?, CLOC Publication, October 2019
• Key Search Terms: Legal Operations, Innovation, Technology, Operations
• Typical Employers: Banks, Financial Services, Insurance, Technology, Management Consult-
ing Firms, Biotechnology, Pharmaceutical companies, Law Firms
• Job Titles: Legal Operation Specialist, Legal Operation Analyst, Innovation Advisory Consul-
tant, Innovation Analyst, Innovation Associate, Information Technology Analyst, Business
Analyst, Knowledge Analyst
NAME OF ASSOCIATION DESCRIPTION
National Association of College and
University Attorneys
The Association’s purpose is to enhance legal assistance
to colleges and universities by educating attorneys and
administrators as to the nature of campus legal issues. It has an
equally important role to play in the continuing legal education of
university counsel. In addition, NACUA produces legal resources,
oers continuing legal education programming, maintains a
listserv (NACUANET) and a variety of member-only web-based
resources pages, and operates a clearinghouse through which
attorneys on campuses are able to share resources, knowledge
and work products on current legal concerns and interests.
SIFMA Compliance and Legal Society
(securities industry)
SIFMA’s Compliance & Legal Society is the leading forum for
compliance and legal professionals working in the nancial
services industry. Membership provides a unique opportunity
for industry leaders and regulators to come together to share
information and collaborate with the goal of ensuring our capital
markets are the most fair, transparent and ethical in the world.
Association of Corporate Counsel
The Association of Corporate Counsel (ACC) is a global bar
association that promotes the common professional and
business interests of in-house counsel who work for corporations,
associations and other organizations through information,
education, networking opportunities and advocacy initiatives.
Corporate Legal Operations
Consortium
CLOC is the world leader in helping in-house legal teams on their
journey to operational excellence.
KEY THINGS
TO KNOW
PROFESSIONAL
ASSOCIATIONS
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The Association of Certied E-Discovery Specialists (ACEDS)
ACEDS, established by The Intriago Group in 2010, is a member organization for professionals in the
private and public sectors who work in the eld of e-discovery. The Certied E-Discovery Specialist
certication is awarded to candidates who meet the education and experience eligibility criteria. Can-
didates who earn the CEDS credential must pass a rigorous, psychometrically sound examination of
145 four-choice items. The exam, which meets the testing standards of the Institute for Credentialing
Excellence, probes knowledge and skill in performing numerous job tasks performed by the multidis-
ciplinary population that works in e-discovery, including attorneys, litigation support professionals,
information technology specialists, paralegals and others.
The Organization of Legal Professionals (OLP)
Aer 18 months in development, this nonprot organization launched its certication program
in July 2011. OLP’s mission is to establish global standards and certication through collaboration
and education. The certication applies to attorneys, paralegals, litigation support sta and consul-
tants. The certication exam has been developed and designed with OLP’s strategic partner, Pearson
VUE, a division of Pearson Learning Solutions. OLP has provided the content, while Pearson has
provided a team of PhDs and a measurement services team.
Arkfeld & Associates
Michael R. Arkfeld, the author of Arkfeld on Electronic Discovery and Evidence, has developed the
Electronic Discovery and Evidence Course. This course, which is conducted online, is designed to
provide legal professionals with an integrated and comprehensive foundation about the technolog-
ical and legal issues involved in e-discovery. The course is divided into three sections: Information
Technology for the Legal Professional; E-discovery Critical Issues, Strategy and Tactics; and Admissi-
bility of Electronic Evidence. The course, which includes more than 15 hours of on-demand instruction
time, includes pre- and post-testing and certication.
eDiscovery Team Training
The Team in Training program was designed by Ralph Losey, a partner at Jackson Lewis, for the class
he teaches at the University of Florida College of Law. This program, with 84 modules, provides 75 to
300 hours’ worth of education depending on how much supplemental homework is completed. While
there is no certication, per se, once you complete all 84 modules you can ask to take a 3,000-word
essay exam to test your understanding of the materials. If you pass the exam, you will receive written
conrmation of your passing grade. The curriculum includes ideas and solutions from experts around
the world that address the many challenges of e-discovery. It also explores common mistakes, what
to avoid, legal opinions, and real-world practice suggestions.
Legal Operations: Law Vision’s Certication
Law Vision is the only organization teaching legal project management (LPM) that has developed
a sophisticated on demand, e-learning LPM course. This course teaches the same tools and tech-
niques as in the live program, but in a convenient, interactive, online format. Building upon a
foundational understanding of LPM, lawyers and other legal professionals will learn how to integrate
project management principles, skills, processes, and behaviors into their management of legal
matters on a day-to-day basis. Using case studies of actual legal matters, our rigorous online program
enables lawyers/legal professionals to develop the skills needed to achieve clear and measurable
productivity and eciency improvements in their legal work, resulting in enhanced ability to budget,
predict and manage costs and fees associated with legal matters.
Legal Operations: Legal Lean Six Sigma Institute
These certication courses are the rst and only combined process improvement and project man-
agement certication courses designed specically for the legal profession. LLSI’s Yellow Belt
Certication courses are oered at Suolk Law School and at George Washington University (Master’s
Degree in Law Firm Management). White Belt: Participation in a one-day course that is designed to
be a high-level introduction to Lean, Six Sigma and Legal Project Management. Learning objectives
are geared toward participants gaining familiarity with the vocabulary, concepts, and some of the
tools most commonly used in PI and PM. Yellow Belt: Participation in a two day, more intensive
course that is designed for participants to be able to understand and employ Lean, Six Sigma and
Legal Project Management vocabulary, methodologies, and tools. A White Belt is NOT a prerequisite.
CERTIFICATIONS
LEGAL OPERATIONS, INNOVATION & TECHNOLOGY(Continued)
21 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
REGULATORY AFFAIRS
• In a Nutshell: Regulatory aairs professionals work in highly regulated industry sectors as
well as in government regulatory agencies. Those in the private sector are responsible for
monitoring laws and regulations, advising on legal and scientic requirements, collecting
and evaluating data, engaging with regulatory agencies providing strategic and techni-
cal advice to their organizations for the development of a commercially and scientically
successful product/program, ranging from pharmaceuticals, cosmetics, pesticides and food
products to insurance.
Source: www.raps.org/careers/about-the-regulatory-profession
• Key Search Terms: Regulatory Aairs, Compliance
• Typical Employers: Banks, Insurance Food and Drug, Financial Services, Biotechnology,
Pharmaceutical companies, Technology, Consumer Goods, Energy, Healthcare, Federal and
State government agencies such as FDA
• Job Titles: Regulatory Aairs Associate, Regulatory Aairs Specialist, Regulatory Aairs
Analyst, Regulatory and Compliance Associate
Source: regulatorycareers.raps.org/jobs
NAME OF ASSOCIATION DESCRIPTION
Alliance for Nonprot
Management
The mission of the Alliance for Nonprot Management is to increase
the eectiveness of the individuals, groups and organizations that
help nonprots and communities achieve positive social change.
The alliance creates spaces for professional dialogue and learning
by amplifying research in the eld and promoting its implications for
eective practice.
American Association for
Budget and Program Analysis
(AABPA)
AABPA began in the mid-1970s and has helped federal, state, and
local government managers and analysts, corporate executives, and
academic specialists meet the unique challenges of their careers.
By helping members keep up with the latest developments in their
elds, establish and maintain contacts with colleagues, represent their
interests, and share opportunities, AABPA serves as the key dierence
between simply having a job and being part of a highly respected and
well-trained profession.
Student Membership Dues: $15
American Bar Association
Section of Administrative Law
and Regulatory Practice
The Section of Administrative Law and Regulatory Practice is an
important actual and virtual gathering place for lawyers practicing
in every sector and serving in government and academia. Regular
participants in the Section’s activities and programs already know that
the Section oers a vibrant community of scholars and practitioners
who seek to explain and improve the functioning of administrative
agencies so that they serve the public well.
American Evaluation
Association
The American Evaluation Association is a professional association
of evaluators devoted to the application and exploration of program
evaluation, personnel evaluation, technology, and many other
forms of evaluation. Evaluation involves assessing the strengths
and weaknesses of programs, policies, personnel, products, and
organizations to improve their eectiveness. AEA has approximately
7300 members representing all 50 states in the U.S. as well as over 80
foreign countries.
KEY THINGS
TO KNOW
PROFESSIONAL
ASSOCIATIONS
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NAME OF ASSOCIATION DESCRIPTION
American Society of Public
Administration
ASPA is the leading interdisciplinary public service organization
that advances the art, science, teaching and practice of public and
nonprot administration.
The Association for Public
Policy Analysis & Management
APPAM is dedicated to improving public policy and management by
fostering excellence in research, analysis, and education.
Emerging Local Government
Leaders (ELGL)
ELGL’s mission is to engage the brightest minds in local government
Federal Managers Association
FMA advocates excellence in public service through eective
management and professionalism, as well as the active representation
of its members’ interests and concerns. FMA advances its mission
through consultation in the Executive Branch and advocacy in
Congress, top-notch professional development programs, informative
publications and networking opportunities for its members.
Government Finance Ocers
Association
GFOA’s mission is to advance excellence in state and local government
nancial management.
Institute for Public Procurement
Developing, supporting and promoting the public procurement
professionthrough premier educational and research programs,
professional support, technical services and advocacy initiatives that
benet members and constituents since 1944.
National Council of Nonprots
The National Council of Nonprots (Council of Nonprots) is a trusted
resource and proven advocate for America’s charitable nonprots.
Connecting the policy dots across all levels and branches of
governments, the Council of Nonprots keeps nonprots informed and
empowered to create a positive public policy environment that best
supports nonprots in advancing their missions.
Federation of Regulatory
Counsel
FORC has promoted the common interest of legal counsel who
specialize in the representation of insurance companies before
insurance regulatory bodies.
Regulatory Compliance
Association
As a non-prot, the Regulatory Compliance Association (RCA) supports
a community of over 80,000 compliance, legal and operations
executives from regulatory authorities, institutional investors and
alternative investment and asset management rms.
Regulatory Aairs Professionals Society (RAPS)
The Regulatory Aairs Certication (RAC) is the only credential for regulatory professionals in the
healthcare product sector. The RAC demonstrates essential knowledge, critical thinking abilities to
employers, clients and colleagues and a commitment to continuing professional development. It is
designed for working regulatory professionals, with at least three to ve years of regulatory experi-
ence. There are six dierent RAC exams. The U.S., EU and Canada exams test regional regulations and
involvement with regulatory bodies. The global exam focuses on international standards and guide-
lines. The devices and drugs exams have a global focus yet align to a specic sector of regulation
knowledge. All six exams test for regulatory knowledge, critical thinking and analysis throughout the
lifecycle of a product.
CERTIFICATIONS
REGULATORY AFFAIRS (Continued)
23 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
APPENDIX I PROFESSIONAL COMPETENCIES,
CHARACTERISTICS AND SKILLS
Professional Competencies: All Career Tracks
• Prior educational and work experience required by specic position including JD and other associated
degrees (i.e., sciences and others)
• Ability to study and understand legal and other key documents, rules, and regulations
• Ability to gather, evaluate, organize, manage, and collate information in a variety of formats
• Ability to stay current with changes in rules, legislation, and guidelines
• Ability to analyze complicated information, processes, and data
• Ability to negotiate and interact with regulatory authorities
• Ability to provide advice about rules, regulations, policies, practices, and systems to constituencies
• Ability to assess risk from both business and legal perspectives
• Ability to exhibit tact and diplomacy
• Ability to make decisions and deliver results under pressure
• Ability to react calmly and steadily in challenging or critical situations
• Ability to propose solutions that address the needs and interests of all stakeholders
• Ability to make recommendations about and ensure compliance with regulations set by regulatory
authorities
• Ability to write technical or advisory documents clearly and concisely within professional standards and
using proper grammar and punctuation
• An appreciation for and understanding of the legal services market
• Ability to understand the applicable industry and business
• Ability to understand the core functions of sales, procurement, and supply chain within the organization
and manage the flow of work between the functions
• Ability to understand customer relationship management and supplier relationship management models
• Ability to respond discretely and eectively to the most sensitive inquiries or complaints
• Ability to make eective and persuasive presentations on controversial or complex topics to all levels of
management
Professional Competencies: Data Privacy/Security
• Experience in computers, technology, coding, forensics, back-oce operations, lobbying and/or public
policy
• Ability to understand and speak intelligently about the protection of complicated nancial data and
technical processes including cloud management
Professional Competencies: Government Aairs/Relations
• Ability to represent organization before government ocials, departments, agencies, trade associations,
industry coalitions, etc.
• Ability to manage legislative agendas – reviewing bills, developing positions, and communicating views to
others
• Ability to develop and implement strategic plans on key policy positions
• Ability to develop relationships with key regulators, legislators, and policymakers
• Ability to prepare policy briengs
• Ability to manage outside legal and lobbying resources
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Professional Competencies: Human Resources/Diversity & Inclusion
• Ability to create legally eective job descriptions
• Ability to write job oers and rejection documents that deter lawsuits
• Ability to dra employment contracts
• Ability to obtain information on applicants via references, social media accounts, and criminal background
checks
• Ability to monitor workplace communications and computer use
• Ability to conduct investigations and employee surveillance
• Ability to dra legally sound and defensible employee handbooks, disclaimers, employee classications,
policies, and procedures
• Ability to negotiate competitive benet and retirement packages
• Ability to navigate labor and employment laws to meet standards and avoid legal liability
• Ability to create and administer leave policies consistent with state and federal regulations
• Ability to manage complaints regarding discrimination and harassment and to develop prevention plans
and training
• Ability to develop and implement professional development and training programs
• Ability to terminate/discharge employees while minimizing liability
• Ability to develop and implement equity and inclusion policies, trainings, workshops, and programming
Professional Competencies: Regulatory Aairs
• Experience in computers, technology, coding, contracting, property rights
• Ability to understand and speak intelligently about the protection of information and data including
complicated technical processes
• Ability to stay current with changes in regulatory legislation and guidelines
• Ability to make recommendations about and ensure compliance with regulations set by regulatory
authorities
Characteristics
• Accountability
• Adaptability
• Analytical
• Attention to Detail
• Conscientiousness
• Common Sense
• Creative
• Diligence
• Diplomacy
• Engagement
• Evaluative
• Focus
• Flexibility
• Integrity
• Intelligence
• Intellectual Curiosity
• Intentional
• Interpersonal
• Innovative
• Honesty
• Managerial
• Multidisciplinary
• Networked
• Perceptiveness
• Persuasive
• Proactive
• Respect
• Resourcefulness
• Self Sucient
• Strategic
• Stress Management
• Subjective
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Legal Skills
• Eectively identify problems
• Analyze arguments and issues, evaluate eective and realistic approaches to problems and formulate
conclusions and advice
• Develop creative and innovative approaches to problems
• Advise clients and develop relationships that address client’s needs
• Research the law to identify issues and derive solutions
• Orally communicate issues in an articulate manner consistent with issue and audience being addressed
• Dra clearly, eciently and persuasively
• Listen actively to understand what is being said both directly and indirectly
• Persuade others of position and win support
• Ask relevant questions to obtain needed information
• Negotiate to resolve disputes
• Plan and strategize to address goals
• Present complex material to business leadership
• Analyze and assess appropriate risk mitigation
• Maintain core knowledge of the substantive area
• Prevent or manage conflict
Sources:
Hermann, Richard L. (2017) JD Advantage Jobs in Corporations: Expanding the Legal Function; Herman, Richard,
21st Century Legal Careers Series, Careers in Compliance, vol. 2 (2017); 26 Lawyering Eectiveness Factors, Shultz
and Zedeck (2011); Institute for the Advancement of the American Legal System, Foundations of Practice (2016) and
Hiring the Whole Lawyer (2016); smu365.sharepoint.com/sites/Law/CR/Shared%20Documents/ComplianceCheck-
list_2018.pdf; and www.nalp.org/uploads/CybersecurityChecklist_2018.pdf
26 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
APPENDIX II SALARY REPORTS AND NOTES
Chart 1
Reported Salaries in Business and Industry — Quartiles and Ranges
This chart includes salary data for Class of 2018 graduates working in Business and Industry and provides salaries reported
by graduates holding “Bar Passage Required” and “JD Advantage” jobs broken down by “type of business job” and by “types
of business employer.” In this broad category, the median for “Bar Passage Required” jobs are only $2,000 higher than the
median for “JD Advantage” jobs ($77,000 vs $75,000). The 90% range provides an indication of how widely dispersed the
reported salaries are, with a much higher upper range for “JD Advantage” jobs ($45,000 – $175,000).
Percentile
25th Median 75th
90% of Reported
Salaries Fell in the
Range
# of Salaries
Reported
Salary Coverage
All Reported Salaries $60,000 $75,000 $96,000 $41,000-160,000 1,676 53.6%
By General Job Characteristics:
Bar Passage Required/
Anticipated
65,000 77,000 96,500 48,000-140,000 563 63.0
JD Advantage 60,000 75,000 95,000 45,000-175,000 904 53.9
Other Professional 50,000 72,500 108,000 31,000-200,000 189 42.4
Non-Professional 31,200 39,000 54,000 23,000-66,000 19 17.9
By Type of Business Job:
Consulting 70,000 85,000 135,000 54,500-180,500 120 55.0
Compliance 62,300 75,000 95,000 48,000-160,000 196 58.3
In-house Lawyer 65,000 80,000 100,000 50,000-140,000 409 65.2
Management 65,000 85,000 130,000 41,225-245,000 124 49.4
Marketing/Public
Relations
52,000 75,000 95,000 34,000-190,500 61 47.3
eDiscovery Attorney 45,760 48,000 52,000 41,000-60,000 18 45.0
Landman — 78,500 — — 8 44.4
Tax Associate 72,000 80,000 87,500 59,500-110,000 141 76.2
Self-employed 60,000 80,000 122,500 50,000-200,000 28 22.0
Law Clerk/Paralegal 50,000 57,500 70,000 39,000-87,000 51 39.8
Temporary Attorney — 58,600 — — 6 13.6
Other Job 55,000 70,000 90,000 34,000-150,000 514 50.3
By Type of Business Employer:
Accounting 71,400 80,000 90,000 58,000-120,000 177 71.7
Association or
Campaign
65,000 70,000 96,000 56,000-125,000 22 64.7
Banking/Finance 63,500 80,000 120,000 47,000-200,000 244 59.1
Entertainment/Sports
Management
50,000 62,500 76,000 40,000-110,000 47 44.3
Healthcare 60,000 75,500 95,000 42,500-200,000 139 54.5
27 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
25th Median 75th
90% of Reported
Salaries Fell in the
Range
# of Salaries
Reported
Salary Coverage
Insurance 65,000 70,000 85,000 42,000-137,000 111 55.2
Management
Consulting
75,000 100,000 151,000 55,000-193,000 72 62.6
Real Estate 50,000 64,000 80,000 33,280-120,000 82 44.6
Retail/Hospitality 50,000 63,750 88,500 30,000-110,000 54 31.4
Legal Process
Outsourcer (LPO)
45,760 48,000 60,000 40,000-85,000 35 48.6
Legal/Law-Related
Technology Company
51,000 63,500 82,500 40,000-147,500 56 52.3
Other Technology/e-
Commerce Company
72,000 85,000 110,000 50,000-160,000 151 63.7
Legal Temp Agency 54,000 60,320 85,000 45,000-100,000 10 17.2
Other Business Setting 60,000 75,000 97,250 40,000-150,000 476 51.6
Note: Figures are based on salaries reported for full-time jobs lasting at least one year. The median is the mid-point in a ranking of salaries reported. The range of
salaries delineated by the 25th and 75th percentiles represents the middle range in the ranking. The 90% range provides an indication of how widely dispersed the
reported salaries are. The column labeled “Salary Coverage” shows the percentage of full-time jobs lasting a year or more for which salary information was reported.
The total number of salaries reported exceeds the sum of salaries reported by job type (overall and business job type) because not all job types are shown. Figures
by type of job include all business job types and business employer types. Figures by type of business job include all types of jobs, e.g., bar passage required/antic-
ipated, other professional. Figures by type of business employer include all job types. For purposes of this table, the few jobs with publishing/newspaper employers
are included in the ‘other business setting’ category. Only the median is shown if fewer than 10 salaries were reported.
28 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
Chart 2
Reported Salaries in Business and Industry —
Quartiles and Ranges for JD Advantage Jobs Only
This chart includes salary data for Class of 2018 graduates working in Business and Industry in “JD Advantage” jobs only.
25th Median 75th
90% of Reported Salaries
Fell in the Range:
# of Salaries
Reported
Salary
Coverage
All JD Advantage Salaries $60,000 $75,000 $95,000 $45,000-175,000 904 53.9%
By Type of Business Job:
Consulting 70,000 85,000 135,000 55,000-180,000 107 57.5
Compliance 63,000 75,000 90,000 48,000-160,000 169 56.3
In-house Lawyer . 70,000 . .. 9 69.2
Management 70,000 95,000 150,000 50,000-260,000 83 53.9
Marketing/Public Relations 55,000 79,000 97,000 34,000-185,000 37 48.7
Landman . 78,500 . .. 6 37.5
Tax Associate 70,500 80,000 87,500 59,500-105,000 96 75.6
Self-employed 55,000 80,000 190,000 50,000-325,000 15 25.4
Law Clerk/Paralegal 46,000 58,000 72,000 36,000-87,000 39 36.4
Other Job 60,000 70,000 85,000 45,000-150,000 336 55.9
By Type of Business Employer:
Accounting 70,000 80,000 90,000 60,000-110,000 124 71.7
Association or Campaign 62,000 70,000 120,000 45,000-330,000 14 60.9
Banking/Finance 61,500 80,000 115,500 46,000-220,000 160 58.6
Entertainment/Sports Management 47,000 60,000 75,000 40,000-100,000 26 42.6
Healthcare 60,000 73,000 90,000 43,750-205,534 80 58.4
Insurance 60,000 75,000 87,750 41,600-150,000 32 43.8
Management Consulting 75,000 100,000 152,000 60,000-187,000 64 66.7
Real Estate 50,000 60,000 75,000 37,500-120,000 33 43.4
Retail/Hospitality 50,000 60,000 95,000 40,000-110,000 19 34.5
Legal Process Outsourcer (LPO) 45,000 60,000 66,000 40,000-85,000 15 44.1
Legal/Law-related Technology Company 52,000 65,000 85,000 40,000-120,000 39 53.4
Other Technology/e-Commerce Company 69,000 83,750 108,000 50,000-190,500 68 61.8
Legal Temp Agency . 58,240 . .. 9 20.5
Other Business Setting 60,000 72,000 85,000 47,500-150,000 221 50.1
Note: Figures are based on salaries reported for full-time jobs lasting at least one year. Jobs with fewer than ve salary observations are not included within the
table. The median is the mid-point in a ranking of salaries reported. The range of salaries delineated by the 25th and 75th percentiles represents the middle range in
the ranking. The 90% range provides an indication of how widely dispersed the reported salaries are. The column labeled “Salary Coverage” shows the percentage
of full-time jobs lasting a year or more for which salary information was reported. For purposes of this table, the few jobs with publishing/newspaper employers are
included in the ‘other business setting’ category. Only the median is show if fewer than 10 salaries were reported.
©2020 National Association for Law Placement (NALP)
29 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
Chart 3
Reported Salaries in Government by
Level of Government and Type of Job — Quartiles and Ranges
This chart includes salary data for Class of 2018 graduates working in Government and provides salaries reported by gradu-
ates holding “Bar Passage Required” and “JD Advantage” jobs. Please note that the median is the same ($60,000) for both
types of jobs.
Percentile
25th Median 75th
90% of Reported Salaries
Fell in the Range:
# of Salaries
Reported
Salary Coverage
All Reported Salaries $50,000 $60,000 $68,000 $40,000-90,000 2,314 68.5%
By General Job Characteristics:
Bar Passage Required/
Anticipated
50,000 60,000 67,224 40,000-83,914 1,883 71.2
JD Advantage 48,000 60,000 75,000 36,400-132,000 321 57.8
Other Professional 51,000 70,000 94,022 33,000-145,000 100 61.7
By Government Level:
Federal 56,233 68,000 80,000 41,680-110,000 630 68.7
State 45,000 52,000 60,000 38,600-74,000 849 68.7
Local 54,000 61,325 68,000 40,000-85,000 810 68.8
By Kind of Job:
Executive Agency 53,393 62,700 70,000 40,750-100,490 500 71.6
Legislative 45,000 55,000 69,422 35,000-85,000 90 60.4
Agency Honors Program 64,000 69,000 83,000 55,000-90,000 142 87.7
Courts (not clerk) 45,868 56,000 64,200 36,400-84,000 134 62.6
Prosecution 46,000 57,000 64,000 40,000-72,000 947 70.0
JAG Corps 50,000 65,000 75,000 37,292-100,000 167 67.9
Other Military 64,100 79,250 96,000 37,000-140,000 34 53.1
Other Government Job 50,000 59,000 68,494 38,000-110,000 275 59.4
Note: Figures are based on salaries reported for full-time jobs lasting at least one year. The median is the mid-point in a ranking of salaries reported. The
range of salaries delineated by the 25th and 75th percentiles represents the middle range in the ranking. The 90% range provides an indication of how wide-
ly dispersed the reported salaries are. The column labeled “Salary Coverage” shows the percentage of full-time jobs lasting a year or more for which salary
information was reported. The few salaries reported for non-professional jobs, as well as other/unknown level of government are not reported out separately.
30 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
Chart 4
Reported Salaries in Government by Level of Government and Type of Job —
Quartiles and Ranges for JD Advantage Jobs Only
This chart includes salary data for Class of 2018 graduates working in Government in “JD Advantage” jobs only.
25th Median 75th
90% of Report-
ed Salaries
Fell in the Range:
# of Salaries
Reported
Salary
Coverage
All JD Advantage Salaries $48,000 $60,000 $75,000 $36,400-132,000 321 57.8%
By Government Level:
Federal 52,000 63,700 80,000 41,619-143,000 147 62.8
State 40,857 52,300 64,008 32,323-90,000 109 55.9
Local 51,000 66,000 80,283 37,379-120,000 62 53.4
By Kind of Job:
Executive Agency 50,900 63,700 80,000 38,400-150,000 133 63.6
Legislative 42,000 55,000 70,000 35,000-103,600 50 58.8
Courts (not clerk) 36,400 40,340 63,500 30,000-170,000 24 44.4
Other Military 64,000 75,000 94,626 54,469-128,548 15 60.0
Other Government Job 51,000 60,000 75,000 36,960-123,292 91 53.5
Note: Figures are based on salaries reported for full-time jobs lasting at least one year. Jobs with fewer than ve salary observations are not included within the
table. The median is the mid-point in a ranking of salaries reported. The range of salaries delineated by the 25th and 75th percentiles represents the middle range in
the ranking. The 90% range provides an indication of how widely dispersed the reported salaries are. The column labeled “Salary Coverage” shows the percentage
of full-time jobs lasting a year or more for which salary information was reported. The few salaries for other/unknown level of government are not reported out
separately.
©2020 National Association for Law Placement (NALP)
31 | NALP JD Career Advisors Section | JD Advantage Career Resource Guide
APPENDIX III JD ADVANTAGE WORK GROUP
MEMBERS
Irina Gomelskaya, Co-Chair, New York Law School
Irina.gomelsk[email protected]
Rhonda L. Rittenberg, Co-Chair, Northeastern University School of Law
r.rittenberg@northeastern.edu
Rana Aryan, University of San Diego School of Law
ranaaryan@sandiego.edu
Erika Fadel, Southern Methodist University Dedman School of Law
efadel@smu.edu
Leanne R. Fuith, Mitchell Hamline School of Law
leanne.fuith@mitchellhamline.edu
Quaime V. Lee, Suolk University Law School
qvlee@suolk.edu
Jamey Mentzer, University of Pittsburgh School of Law
mentzer@pitt.edu
Erin O’Neal Muilenburg, McGeorge School of Law University of the Pacic
emuilenburg@Pacic.edu
Kourtney James, University of Houston Law Center
kljames3@Central.UH.EDU
Sarah Rohne, University of Minnesota Law School
srohne@umn.edu
Annabrooke Temple, UC Hastings Law
templea@uchastings.edu
Dorian Varga, University of Washington School of Law
dvarg[email protected]
Deb Zimmer, Catholic University, Columbus School of Law
zimmer@law.edu
Institutions represent aliations at the time of the member’s work on the project.
© April 2020
National Association for Law Placement, Inc. (NALP)
1220 19th Street NW, Suite 401
Washington, DC 20036-2405
Phone: (202) 835-1001
www.nalp.org
