In order to assist each and every lawyer in their formation and career development, the Firm has implemented a wide range of methods and tools:

• Training (Coaching and Mentoring)
The task of teaching and training the lawyers through day-to-day work (coaching) is a permanent duty of all lawyers, regardless of their category.
In addition, each associate of the Firm receives -from a partner or senior- personal guidance (mentoring) in the planning of their career, and active assistance in the implementation and development of such career.
The Firm grants particular importance to the realization of both tasks, especially considering then in the lawyers’ performance review.
 
• Work assignments
We have developed a system for the assignment of work which, in an organized way, seeks to meet both the needs of work and of our clients and also the amount and type of work performed by each lawyer. To do so, within the analysis for the allocation of work, different variables are considered: our clients’ needs, the proposed workload, each lawyer’s specialty in that particular matter, their interest in developing knowledge and their careers’ planning.
 
• Work experience abroad
As a result of our practice and the clients to who we provide legal advice, the Firm has developed a very close relationship with leading law firms around the world. Since its inception, the Firm has as policy to send its lawyers abroad to complete a work experience, usually in a leading international law firm with headquarter offices in the cities of New York or London.
The planning and concretion of this residence is coordinated well in advance with each lawyer, taking into consideration the most convenient time according to the career progress of the lawyer, the best law firm in which to perform this experience and the availability in these institutions.

• Training programs
According to our experience, training gained through day-to-day work is the most important tool for professional development. Hence the importance of the coaching and job assignment systems.
As a complement, the Firm periodically organizes professional training courses taught by leading lawyers in each of the practice areas in which the Firm specializes.

• Performance review
During the month of September of each year the Firm conducts a formal performance evaluation of each lawyer on the basis of a individual report prepared by each mentor and additional reports made by lawyers who interacted with the person being evaluated. Junior lawyers are evaluated twice a year, in March for the September-February period, and in September for the March-August period (this second evaluation together with the rest of the associates of the Firm). Such reports contain the proposals for changes of category or subcategory, which are analyzed by a partners committee that ultimately decides on such proposals.
This performance review system, together with the one that each lawyer receives regarding his work and his relationship with his mentor, constitutes a valuable aid for lawyers allowing them to review their performance periodically and make the necessary adjustments and improvements to achieve their goals.
Additionally, we have also implemented an upward review system where lawyers, through a method that preserves confidentiality, annually evaluate those who have been their supervisors (coaches and mentors), thus contributing to improve working conditions and overall efficiency of the Firm as a whole.