Alternatively, some law firms implement a lockstep compensation system starting with partners or partner-track associates.
[2] Proponents of the system have argued that lockstep compensation promotes loyalty, discourages intra-office competition, reduces the need for perpetual performance assessment, and provides for more flexible work structures.
These benefits, however, are limited to situations where a business can predict with some certainty the future productivity of an employee.
At the same time, however, the system has been criticized for being inefficient and reducing incentives for employees to improve performance.
[4] Other law firms have moved toward adopting a purely merit-based compensation system for associates.