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The most exciting part for me about having been recently quoted in The New York Times was that the piece began with the words “James Franco.” I presume it is only a matter of time before Mr. Franco will want to chat about our linked names. From there, it will be the work of but a moment to persuade him to underwrite the reincarnation of Freaks and Geeks, and then we can find out whether Lindsay ever actually attends the University of Michigan. Happy thought!
Setting that highlight aside, given that the piece comprised a total of 444 words and covered the topic of grades at all graduate schools, it necessarily glossed over many nuances of the issues surrounding law school grades. It is true that some law firms have strict GPA cutoffs. This is not a new, post-2008, law-firm-contraction creation; this is how certain law firms have always operated. It is also true that some law firms, freakishly—or, as I phrased it with more restraint in The Times, “somewhat astonishingly”—will look at grades even for, say, lateral partner candidates.
While these statements are true, they are true only as far as they go. For example, if you’re a major rainmaker, the firm considering you as a lateral partner probably won’t kick up too much of a fuss about your C- in civil procedure 20 years earlier. Likewise, even for the employers that care deeply about transcripts, the terminology of “high grades” isn’t self-defining. Within the narrow ambit of the BigLaw, for example, standards vary widely; one firm may want to see nothing less than a 3.5 from a top school, while many others view 3.0 from that same school as wholly satisfactory.
Perhaps the most prominent consideration elided over in the article was that a firm with high expectations for grades is also a firm with even higher expectations for school pedigree—so picking a law school where getting a 4.0 is a relatively easier undertaking is going to be a losing proposition, because the chances that they want to take a peek at the transcript in the first place diminish drastically, rapidly approaching zero. Just as in the law school admissions process, different institutions carry different weight.
It’s not exactly a newsflash for lawyers and law students that BigLaw employers look at grades (in contrast, according to the article, to other graduate disciplines), and I actually think law students tend to put excessive emphasis on their role. Sometimes that means candidates take themselves out of the running for jobs they had actually had a shot at; sometimes it means candidates don’t work on other key aspects of their professional development, erroneously assuming that a good GPA is going to do all the heavy lifting. Either way, it’s self-defeating. High grades are simply not always a necessary, and never a sufficient, existing condition to getting a law job.
Let’s say a given firm is on the far end of the spectrum that views grades as the defining element of human worth. Exceptions will nonetheless be made. A firm that, for example, has a large Japanese practice will find its otherwise rigid views suddenly flexible for the candidate who speaks Japanese fluently. More amorphous, hard-to-define attributes can yield similar results—including, on occasion, exceptional charm and charisma, which, after all, popular culture would say are in short supply in the legal field. (I disagree. The most charming and charismatic people I know are lawyers. Mind you, I know almost no one who isn’t a lawyer.)
Of course, employers who don’t emphasize grades nonetheless need to make some decisions; some other criterion(a) necessarily gets substituted. One judge friend of mine says what he cares about is an ability to write well, and that in his hiring experience, grades appear to be not at all predictive of that ability—so he has applicants provide many writing samples, and scrutinizes cover letters and resumes with painstaking care. I have another friend who hires for one of the most prestigious legal nonprofits in the nation; when we once spoke about the grades of a candidate he was considering, he burst out in some consternation with, “I never look at grades!! Do you think I SHOULD look at grades??” For him, a demonstrated history of commitment to the particular mission of his organization is the sine qua non. And some employers may care so much about the graduating institution that grades fall entirely by the wayside; a Michigan Law student whose GPA barely cracked 2.0 got a federal district court clerkship because the judge was in a state where few Michigan Law grads go, and he had never gotten an application from one before—he viewed this student as something of an exotic and rare flower.
All that speaks to my claim that high grades are not a necessary precursor to legal employment. What about the part where I said they are not sufficient?
One, to me, amusing aspect of the New York Times piece came toward the conclusion, with a quote from the founder of an MBA job search site. He downplayed the importance of GPA in the business sector—and then proceeded to undercut his claim entirely by referring to his own previous experience as a recruiter for finance and technology companies, “look[ing] beyond grades”: “I would say: ‘Let me see who you are. Does your personality match our company culture? What are your ethics? Do you have work experience?’ As long as it’s a good G.P.A., I’m going to look at who the person is rather than the grades.” There you have it—“as long as it’s a good GPA.” Sort of begs the question.
But the significant point is that within the universe of candidates whose GPAs put them in whatever sphere a given legal employer wants to see, employers aren’t going to hire on GPA alone. Say an employer has a presumptive cutoff of 3.0 at a given school; that means the employer thinks that if you have a GPA above that, your academic credentials suggest you can do the work. After that hurdle is cleared, academic credentials become a less significant consideration. Having a 3.5, in other words, isn’t going to be the thing that differentiates you from the person with the 3.1 in that context; once you’re in the acceptable universe, many other factors come into play.
What sort of factors? One cited by lots of interviewers is ability to carry on a conversation-- sometimes styled as being “beer-worthy.” Those who find high grades an insufficiently inspiring goal may find the development of beer-worthiness highly motivating. -Dean Z. Senior Assistant Dean for Admissions, Financial Aid, and Career Planning |
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I apologize in advance for what is likely to be a post devoid of levity.
Months ago, I embarked on a project with the Office of Career Planning and the Office of Communications regarding enhancements to our website. After consulting with the University’s Office of General Counsel about federal privacy law, we devised a method for giving very detailed information about post-graduate jobs without infringing on individual privacy; implementing it would be time-consuming and hair-pulling, since it would require combing through three years of data that had been gathered without this end goal in mind, but hey, everyone likes a challenge. About the time we decided we could move forward with that project, I met with a 3L here who raised lots of questions about our post-graduate fellowships; I decided that presenting answers to those questions would be a good corollary to the list of jobs.
We were going along nicely with this project when I learned that Professor Paul Campos of insidethelawschoolscam fame would be coming to give a talk. We then went into overdrive on the project, trying hard to get it wrapped up prior to his visit, so that there would be lots of incontrovertible information available. But that turned out not to be possible, due in part to the fact that our admitted student weekend was scheduled to occur at the same time.
During the first panel of our weekend, I mentioned, in response to a question from a student about post-graduate fellowships, that we were in the midst of wrapping up this big project, and that while I was loath to state with authority the number of fellowships we give in advance of the definitive data about to be posted, I could say with authority that at the time we reported our NALP data, only eight of our graduates were on post-graduate fellowships. Everyone else previously awarded a fellowship either had moved on to a new position, or was unemployed. Plain enough, right?
Apparently not, because that information was then relayed to Professor Campos—possibly by one of the prospective students who heard it, possibly by someone who had heard it from one of them (and this, ladies and gentlemen, is why we have rules against hearsay)—and understood to be a statement that we had only ever given out eight fellowships. That is quite certainly neither what I stated nor what I implied.
Fast-forward to last night at about 5:37PM: Finally, finally, the giant data baby was born—so exciting! On the presumption that he would be interested, I phoned Professor Campos without success, and then sent this email:
From: Zearfoss, Sarah
Sent: Tuesday, April 03, 2012 6:19 PM
To: Paul F. Campos
Subject: Michigan Law--new career stats on web
Hi Paul—
I just left a message on your voicemail, and thought I’d follow up with an email. We just finished many weeks of work on enhancing the career data available on our website, and I thought you might be interested:
http://www.law.umich.edu/careers/Pages/default.aspx
The project predated your visit last week to Michigan, but your recent blog posting naturally increased my eagerness to wrap the project up. I thought you might be particularly interested in the discussion of the post-grad fellowships, which explains that the NALP data we reported this year included only eight of our post-grad fellowship positions; the remaining 67 people have already concluded their fellowships, and appeared in the NALP data either as employed in post-fellowship positions, or as unemployed. In other words, yes, we gave fellowships to roughly 20% of the class—but also, yes, only 8 of those are part of our job statistics. Both those statements are simultaneously true.
You might also be interested in our three-year listing of all jobs our students have taken following graduation; as far as I can tell, this hasn’t been replicated by any other law school.
My direct dial is XXX.XXX.XXXX, and I’d love to speak with you at your earliest convenience—I’ll be in my office tonight for another hour or so, and will be back in early tomorrow morning.
Sarah Z.
Professor Campos didn’t contact me, but today he wrote a new blog post stating that Michigan Law School had engaged in “material misrepresentations” with regard to our post-graduate fellowships. The basis for that claim is an apparent continued misunderstanding of the meaning of my statement about the number of post-graduate fellowships. He says in his blog: “[A]dmitted students who were visiting UMLS last week were told that the post-graduate fellowship program . . . employed eight graduates . . . rather than 75 graduates[.]” But that is not what I said to the admitted students. What I said was that our nine-months-post-grad employment data included only eight people who were still using post-grad fellowships (because they started their fellowship, which lasts a maximum of 12 weeks, close to the nine-month mark). What I also said was that the total number of fellowships was higher, but that I would refer them to our forthcoming web data for the exact number, rather than risk making a misstatement. (Hey! That’s irony!)
There seem to be two possibilities here. One: I lied. To a roomful of 170 admitted students. And I did it a mere three days before I knew the correct data would be posted. Two: Someone misunderstood my statement.
The way I’ve framed the issues probably makes my position clear. Whether the misunderstanding was by a person who heard my statement, or Professor Campos, or someone in between, I can’t know. But a misunderstanding it most assuredly is.
Finally, a related point. Professor Campos also complains of our failure to make our post-grad fellowships a matter of “public record” until now. We have, however, long had thorough information about the fellowships on our website, albeit in the student password-protected section—because only our students were applying for these fellowships, and there just didn’t seem to be a need to make it more broadly available. Certainly, these programs have been part of the public discourse about law schools, and prospective and current law students alike seem well aware of them. When, after speaking with the student who had questions about the post-graduate fellowships, I concluded that more information to a broader group would be helpful, we endeavored to provide that information.
Come look at our website. We have made a strong institutional commitment to providing comprehensive employment data that is, as far as I have been able to discern, unparalleled at any other law school. Judge our truthiness for yourself. -Dean Z. Senior Assistant Dean for Admissions, Financial Aid, and Career Planning |
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Yesterday I went to lunch with a faculty member and was amused when he excitedly recounted a recent triumph. We are both denizens of the new and glorious-looking South Hall—but while it is decidedly glorious-looking, it, like any new building, has some occasional kinks to be worked out. One recurring issue in the restrooms involves the paper towel dispensers. You’re supposed to be able to wave your hand under the dispenser and have an environmentally appropriate amount of paper towel issue forth. Sometimes, though, one waves one’s hand and nothing happens. It’s not clear if this is about a lack of paper towel or a persnickety sensor but in either case, there’s always a back-up roll of toilet paper on the counter and, in my experience, the problem always gets fixed promptly.
Apparently, though, in the 3rd floor men’s bathroom, the problem endured for an extended period, thus occasioning my lunch partner’s call to glory. He hypothesized the existence of some system for reporting problems of this nature; tracked down the system himself (rightly concluding that asking his assistant to help him with a, um, bathroom problem would be awkward); reported the problem; and then, voilà, reveled in the glory of a revivified paper towel dispenser. It is unclear to me if this is a story about class (specifically, the professor class) or gender. While I like to think I do not traffic in sexist stereotypes, I could go either way. Perhaps it’s not necessary to choose.
The truly sociologically interesting part of the story, though, was what transpired when we passed, on our walk to lunch, other male faculty members whose offices are on the 3rd floor of South Hall: every single time, the professor we passed would excitedly compliment my lunch partner on his massive triumph. He was not alone, it would seem, in thinking this was actually a story worth telling. And so I repeat it now, for your consideration.
The real beauty of this incident is its elegant illustration of the fact that our male faculty members are both concerned with hygiene and morally supportive of each other’s successes. Yet another Michigan Difference. -Dean Z. Senior Assistant Dean for Admissions, Financial Aid, and Career Planning |
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Bad Karma: the hidden advantage of recycling
Earlier this week, one of our admitted students asked if we could re-send his admissions package because it had been sent to his home and his mom had… thrown it out. Frankly, this seemed like a hostile gesture, and it made me weep a little. What on earth was this mom doing?!, I thought. How careless! And how officious!
Yesterday evening, my husband said to our eldest child, who is applying to college this year: “What did XYZ College’s letter say?” Baffled look from my daughter in response. “You got a letter from them yesterday—what did it say?” Continued bafflement. A quick scan of the now-empty mail area led to a dash to the recycle bin, where we found…. her first college acceptance letter. Who was the culprit? Me. Of course.
What can I say? I like things to be tidy. Lesson learned. Sorry, mom-of-admitted-student, for my uncharitable assessment. And thank you, Ann Arbor, for single-stream recycling, so that it was not necessary to dig through food scraps and cat litter to locate the discarded letter.
Good Karma: the wheels of justice grind slowly
One reflection of the extreme loyalty many Michigan Law alumni feel for their alma mater is the copious number of alumni who return to the mother ship for employment in some capacity. For example, as I am, both of the assistant directors in Admissions are graduates—although they hail from a far more recent year than I: 2005.
Still—seven years ago seems much less recent if you’re thinking in terms of, say, wrongful imprisonment. On the other hand, seven years is a lot better than 25 years in that context. That’s how long a man named Tom Cress was in prison, after being convicted in 1985 for a 1983 murder. The case proceeded through many layers of appeals, a process given added impetus after a serial killer named Michael Ronning confessed to the crime. Clinical faculty at the Law School were heavily involved in the case, and in 2010, Cress won a commutation of his sentence.
Turns out that assistant director Liz Seger ’05 worked on Cress’s habeas case when she was enrolled in the General Clinic as a student. Yesterday, Cress came to the Law School to speak with students in the Innocence Clinic, one of whom remembered seeing Liz’s name in the file. Since it happened that U.S. Senator Carl Levin—who had supported Cress’s commutation—was speaking at the same time to a different group of students, an impromptu gathering occurred:
Back row: Associate Dean Bridget McCormack; Liz Seger ’05; U.S. Senator Carl Levin; Professor David Moran; front row: Tom Cress; Imran Syed ‘11
Not every habeas case one works on results in a photo op with a U.S. Senator down the road, but it’s nice when that works out.
Karma 3: pay-off TBD
Surely some good karma will be coming the way of our 102 current students who took time out of their busy (well—I’m not talking about the 3Ls) schedules on Tuesday and Wednesday nights to reach out by email and phone to more than 800 admitted students. I say we let them all go on vacation for the next week.
-Dean Z.
Senior Assistant Dean for Admissions,
Financial Aid, and Career Planning
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Warning—this post may fall into the category of humblebrag. But in my defense, I intend it more as a shot at others, not as a pat on the back for Michigan. (Upon reflection, that perhaps is not much of a defense.)
Today, I spoke on the phone with a longtime friend (at my age, you don’t call people “old friends,” lest they become irate) who works as a recruiter at a top law firm. His firm is doing a “soft search”—meaning, no posting—for a 1L summer position in one of its offices. He called me with a list of desirable characteristics and asked if I knew anyone who might be a good candidate. I started digging through my memory banks and my notes, and also put my head together with the folks in Career Planning. I sent emails to various potential candidates who met the criteria.
This does not strike me as extraordinary. I did something similar yesterday for a friend who is a judge looking for summer interns. I did something similar a couple of weeks ago for a friend who is a judge looking for clerks. I have personal knowledge of multiple faculty members who do this with great frequency; come to think of it, I get almost weekly emails from one faculty member or his students, in particular, naming success after success in networking with employers. This just strikes me as a day in the life of anyone working in higher ed.
But maybe I need to revise my views to “it ought to be a day in the life of anyone working in higher ed.” Because when I emailed my recruiter-friend to say, “I’ve contacted XYZ people; keep your eyes peeled for their materials,” he responded by telling me that my counterpart at another school (in the same city as the office for which the position will be filled, mind you, making the matchmaking that much easier) declined to help, simply saying, “I don’t really remember my 1Ls by this time of year.”
REALLY??? Why NOT???? Look around you!!! They’re RIGHT THERE. I do not understand this at all. How can you remember the people you admit less AFTER they have enrolled at your school? And may I note, this was not a school with 12 kajillion students. (But even if it were, that should mean only that you know a smaller percentage of students; it shouldn’t mean that your responsibility to know anyone at all is wholly obviated.) Nor is it a school where people aren’t typically interested in working at law firms. Nor is it, despite being very well-regarded, some kind of (mythical, totally non-existent) school where 1Ls easily snag excellent, high-paying summer jobs. Multiple someones at that school certainly would have been interested in this potential opening.
As you can perhaps detect, I am feeling a little outraged, imagining the wasted opportunities for all the students at that school. I will endeavor to find solace and a zen place by thinking about the increased opportunity for the Michigan Law students whose names I have sent on. Meanwhile, let me pass on this piece of advice to those of you choosing among law schools: ask the dean of admissions, “How well do you know the current students?” (Listen critically to the answer, since he or she is unlikely to openly proclaim, “Not at all!”) I’m guessing the admissions dean’s sense of connection is a decent proxy for how the rest of the faculty and staff feel. And unless you’ve already developed your own network of law firm recruiters and judges, the network of law school faculty and administrators can be pretty useful. -Dean Z. Senior Assistant Dean for Admissions, Financial Aid, and Career Planning |
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Every year at about this time, the Admissions Office sends out an email to a portion of our pool. The intention of the email is to shine a little light on our process and bring a little transparency to the proceedings. In the main, it’s our impression that the email accomplishes this. But every year, my best drafting intentions notwithstanding, I am distressed to discover that for at least some portion of the recipients, I have succeeded only in sending them into a tizzy. The sound you hear is my beating my head on my desk, despairing of ever getting this email exactly right.
Here’s the history. A thousand or so years ago, I began working in admissions in the midst of a chaotic season that involved multiple staff maternity leaves, not to mention the Grutter trial, which demanded enormous amounts of my predecessor’s time and attention. As a result of these considerable distractions, applicants that year did not get decisions in the timely fashion they reasonably and naturally expected. That spring, I concluded, after the 10,000th or so telephone call/email asking “Where’s my decision?!?,” that being transparent about the admissions process timeline would be a huge kindness to the applicant pool, and not incidentally might save a lot of time on the part of admissions staff.
So the next year, and for every year following, I sent an email to everyone who had applied relatively early in the season, so that their file had already had at least one round of review by file readers, but for whom, for any one of a number of possible reasons, we had not yet reached a decision. The email says, in essence, thank you for your patience; we are sorry we haven’t yet sent you a decision; we are attempting to strike a balance between making decisions as quickly as possible with making the best decisions we can.
The message seems so straightforward to me, but based on the subsequent emails and calls we get, I am slowly coming to terms with the possibility that this one email’s attempt to shed a little light can’t compete with the overall murkiness of the admissions process.
Tenacity is my foremost virtue, though, so of course my solution to the communication gap is to follow up the email with a blog post! Here is a list of things that the email does NOT mean for a recipient:
1. You are definitely going to be waitlisted. Some people who receive the email ultimately will be waitlisted; others will be admitted; others will be denied. The people receiving the email all have in common two things: they applied before a particular date (which changes every year, depending on how quickly we get applications processed), and as of the morning we send the email, they have not gotten, or been slated for, a final decision. (In fact, about 20 people who got the email this year were admitted by the end of the day.)
2. You are “on hold.” I don’t actually know for sure what this means, because we don’t use that terminology at Michigan, but apparently other law schools do. As I understand it, being on hold means that your file has been read and then set aside, to be revisited at some later date. That is in essence true for some people receiving our email—although not for everyone. But in any case, it’s not a formal status; the “later date” might be later this week, or in two weeks, or three weeks, or every week for the next five weeks. It’s unpredictable.
3. You are a lesser and inadequate candidate whom we don’t really like. Definitely not the case. The majority of the people getting this email fall into one of two categories: someone about whom the file readers had different impressions, or someone about whom I just couldn’t reach a decision. Neither means there’s anything wrong with the applicant. For the first instance, frankly, sometimes one of the readers just misunderstood something. And for the second, equally frankly, sometimes I just get to the end of a reading day and stop trusting my judgment. Everyone looks great, or everyone looks not great. When that happens, I know it’s time to stop reading and try again later. Often, when I come back, I am baffled by the source of my initial indecision.
4. We are yield-protecting, and if you don’t send us some responsive rear-end-smooching communication, we’re going to deny you. In the email, I write that it ought not to be interpreted as a veiled coercive hint for additional information. I mean that. If you want to give us additional information, we will happily take a look at it, and depending on what it is, it might help. But we will certainly admit some people who send nothing, and we will not admit others who send something. “Yield protection” is a complicated topic, but it is one that has nothing to do with this email.
5. I am trying to drive you crazy. Promise, I’m not.
Bottom-line, making these decisions is complicated, and we can’t always make them quickly. We appreciate your patience as we do our best. And in the meantime, chill lemur sez:
-Dean Z. Senior Assistant Dean for Admissions, Financial Aid, and Career Planning |
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LSAT scores from the December sitting were released to law schools yesterday. For many folks in our applicant pool, this was the first time they had taken the test; for them, the release of the scores means that their applications will be completed in short order, and soon, the other readers and I will be cuddling up with their files at home.
For others, though, this test was a second or third attempt. Deciding whether to retake the test is fraught; there is the hopeful promise of a higher score balanced against the reality of a considerable expenditure of time and money, not to mention the haunting possibility that one’s score might actually decrease. I’ve been told by a couple of Law School Admissions Council geniuses who really grasp psychometrics that the phenomenon of regression threat makes retaking particularly perilous once you get to a certain score level, because the odds that your score will go down start increasing. I thought taking a peek at the actual data would be instructive.
But before we dive into the numbers, I am going to be tiresome and briefly reprise my personal philosophy that retaking is often a bad idea. Certainly, in the event of an unexpectedly poor score following some identifiable disastrophe at the time of the test—extreme nausea, a marching band practicing nearby, an abscessed tooth, and family tragedy the preceding night figure prominently among recurring stories I see—a test retake makes perfect sense. The call becomes a little less clear when nothing in particular occurred, but the test score is markedly worse than practice tests; it may seem clear that you can do better, but then again, it’s possible your practice-test environment was flawed in your favor. And when the decision to retake rests solely on an amorphous intuition that one can do better, I’m usually dubious. I think that’s a very difficult sort of self-assessment to perform. Better to put effort into all the other elements of the application than to drive yourself crazy chasing that will-o’-the-wisp.
Exegesis ended. On to the facts.
On average, LSAC tells us, repeat test-takers gain an average of 2.8 points on their second try, and 2.1 the third time; for a little light reading on the topic, check out one of LSAC’s many technical reports. But that average is unnuanced; what I want to know is, how many folks regret the retake?
Now, the number of people in Michigan’s applicant pool who took the LSAT in December for a second or third time is relatively minuscule: 61, out of what I would guess were about 12,000 retakers nationwide. (I’m making a pretty random estimate that 36,000 people took the December LSAT, and historically, roughly one-third of test-takers sit for the test a second or third time.) So, you know, safe to say that our 61 are not statistically significant. But I was interested to see that the percentage of people who went down or got the same score was 45%—and that this was true across-the-board, regardless of one’s initial score.
The search for better data led me to a fascinating chart (no, I’m not being sarcastic; I totally love this kind of thing) of LSAT Repeater Data that LSAC makes available, showing all the candidates in 2010-11 who took the LSAT after having taken it previously. Here we have statistical significance!
As you might expect, the people with the lowest scores were most likely to see their scores go up on a retake: 10,058 people who originally had a score of 141 or below (the bottom 15th percentile) retook the test, and 70% of them had their scores go up. By stark—and I do mean stark—contrast, 68 people with scores of 172 and above (the 99th percentile) retook, and only 37% of them saw their scores go up. In between 142 and 166, between 65% see score improvement upon retake, and at 167 you begin to see a precipitous and steady decline in success, until you end up with only about a third seeing any improvement.
On the one hand, you may think—who cares?!? Only the highest score gets reported, so schools are going to put the most weight on that. It’s worth the roll of the dice. But isn’t that a lot of work to go through for what is likely to be at best a neutral result? (A decreased score can slightly tarnish an otherwise beautiful application, so I don’t think this is entirely cost-free.)
So that’s why I’m in favor of learning to take yes for an answer. If you are fortunate enough to get a score in the top 3% nationwide, seriously consider sticking with it! -Dean Z. Senior Assistant Dean for Admissions, Financial Aid, and Career Planning |
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Come gather round, people, wherever you roam…. Judging from the title of this post and my throwback reference at the end of yesterday’s, it would appear that this is 1960s week at the A2Z blog. But don’t let that fool you; I may be writing retro, but we’re all about progress.
Specifically, in response to the majority of survey participants who indicated a preference for immediate information, the online status check is now revamped and revised to omit what had been a three-day delay between a decision being made and that change being reflected online—and it will now reveal the substance of our admissions decision, as opposed to coyly indicating only “decision.” Just in time for the holidays, when people are often away from their default mailing address! We will, of course, still send out actual letters; I may have been persuaded to loosen up a little, but we’re not talking about a wholesale personality change. I confess, though, that in the case of people to whom we are not offering admission, I worry about adding insult to injury; does anyone really want to see two denial messages from one school? For what it’s worth, it pains me too.
In any event, while the changes required some reprogramming by IT, the bulk of delay between deciding to make the change and actually instituting it resulted from my spending, oh, approximately 20 hours spread over four days (some of the hours were in the middle of the night) to think up the exact best 20 or so words to indicate that someone has been admitted or denied. (When Justice Brandeis said, “There is no great writing, only great rewriting,” I suspect he had a work product with a bit more heft in mind.) But I was heartened that our process change revealed that I am not alone in my obsessive-compulsive tendencies.
As many of our students have told me, given our reluctance until now to post the actual decision status online, it was not uncommon in the past for applicants to try to back-door their way into learning the outcome of their application: once the online status check showed “decision,” some folks would attempt to log into our admitted students website. Because I am a control freak, this made me fret; I wanted people to get the exciting news from the exciting packet I was mailing, not from a singularly lackluster log-in! But I dealt with my anxiety by just ignoring that the practice occurred. Now that we have rendered the practice unnecessary, I thought, for old time’s sake, it would be fun to look at the aggregate data on log-in attempts. And that’s how I learned that there are other people out there whose capacity to spend excessive amounts of time on tasks that others might dispatch quickly, or not engage in at all, rivals my own. Looking only at the data through November 1, I was fascinated to see that, of the 502 people who had tried to access the admitted students site prior to being admitted, 73 did so just once; 273 did so 10 times or more; 50 did so 50 times or more; 6 tried 100 times or more; and one dedicated individual tried 215 times. I promise, though, that I will await the end of the admission season to look up identities. And if Mr./Ms. 215 turns out to be in the entering class, I’m going to present him/her with a customized T-shirt. (Mind you, getting the wording right will probably take me a month or so.) -Dean Z. Senior Assistant Dean for Admissions, Financial Aid, and Career Planning |
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As I recently remarked to a student, I hate to brag. And as I then immediately corrected myself, Oh wait. No. I love to brag. Celebrities, doubtless because they are very talented, can pull off a humblebrag in a tweet. I need more space.
Last week, the National Law Journal ran a piece on the latest initiative by Law School Transparency; this time, the organization is asking law schools to provide it with copies of the report NALP generates for each law school in the summer, based on data the schools provide in February for the preceding graduating class. Although the ABA recently announced changes that will expand the data it collects from law schools, LST doesn’t believe that the changes for this year go far enough. The NALP report, they believe, will fill the gaps; it contains a great deal of extremely useful information that addresses many of the questions that have been raised in the last couple of years of spotlights being trained on law school data—most particularly, the questions of how many graduates are employed as JDs, and the question of what “N” a given median salary is based on.
It’s a terrific idea, and I only wish we had thought of it. Oh wait. We did. In February 2011, in fact—which, by my math, is ten months ago. And our data go back five years, which is actually more than what LST has requested. A little historical perspective is an important tool when you’re trying to assess the impact the post-2008 economic upheaval has had on a given institution. Our efforts earned us a shout-out in the NLJ piece as one of the law schools that “have begun offering job and salary data on their Web sites that go beyond the minimum required by the ABA.” Represent.
But enough bragging. One thing I have learned in discussing these issues is that the data we on the inside think are interesting and significant may not be the data the observers on the outside think are interesting and significant. So work with us. Lay it on me, as they used to say in the 60s. Tell us what you want to know! -Dean Z. Senior Assistant Dean for Admissions, Financial Aid, and Career Planning |
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A plurality of responders to my survey prefer letters with notes, which is a result that makes me feel good about me, about you, and about the world as a whole. But … the results also show that a majority of responders want some kind of instantaneous answer, although the preferred format varies. So we in Admissions have food for thought, and I've already scheduled a meeting for Monday to start brain-storming how we can accomplish this. I'm thinking the answer will be reprogramming the online status-checker in some fashion; that's the recommendation of our IT person, who shudders at the possibility of sending the wrong email to the wrong set of people. If she shudders, I shudder. (Every time we read one of those stories about admissions email mistakes, everyone in my office who sends group emails has to self-medicate and get therapy.)
But let me just say right here that the solution is not going to be a telephone call. First, I have all the anxiety I've already spelled out. Second, I have hard data backing me up: Twice as many people in the "I am applying to law school" category preferred letters to phone calls. And the two endeavors are mutually exclusive; it takes me roughly three hours a week to sign offer letters, and calling would take between five and ten. A girl's gotta get some other work done, too.
Still, I have on occasion made offers by telephone, particularly when it's getting late in the season and time is of the essence—or when there's some serendipitous connection. I think in particular of the afternoon when I went out for beers with some current students, one of whom asked me to keep an eye peeled for the application of a friend of his. Now, honestly, telling me while I'm drinking beer to remember to keep an eye peeled for a particular application is perhaps not a fail-safe plan, but as it happened, the name was unusual and I remembered that I had in fact sent him an offer letter earlier that day. So it seemed like a good idea for the student to call his friend and hand the phone to me so I could convey the good news. Once we'd gotten past the "No, seriously, who are you?" part of the conversation, he said, "It sounds like you're calling from a bar." It was at that point that I thought, "Hmm. Maybe this isn't such a good idea, after all."
Although perhaps that just suggests the appropriateness of a second survey, so we can drill down on who, among the people who want telephone calls, thinks it's fine to get their call from a bar, and who prefers instead that I call while, say, running on a treadmill, or petting a cat. I draw the line at petting a cat while running on a treadmill, though, because that's also when I sign letters, and I only have two hands. Also, the cats have registered their displeasure.
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Surely the most important part of any writing venture is the title, right?
While there were a million reasons to resist the Communications Office’s
importunings to write a blog, the first and most enduring was my inability to
think of a good title. The best I could think of was just to recycle the
title of my sole post-law school law review article, which is pathetic under
any circumstances—but even more so if you know that it was my husband, and not
I, who came up with the title. But inspiration finally struck. A2 is the locals’
sobriquet for Ann Arbor, which cleverly avoids
connotations and trademark issues. And Z? Well, that’s me. |
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