$60 raise as a senior manager. Definitely time to go.

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3 which is meeting expectations for EY. First year SM and all SM's are rated together. Said the raise was because I was a 5 for so long-4 years running and I was being paid too high for now being a 3. WTF. So now I'm getting whipsawed for being a top performer when you handicapped me out of the gate as a SM. Talk about clawback provisions. Insane if you ask me.

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1) roundtables are for ratings not comp 2) comp talks are given by partners not senior managers 3) Once you clear six figures its usually frowned upon to discuss salary with your buddies over PBR at happy hour.

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Seriously? That's just disrespectful. Better a 0$ raise. What practice?

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How would I have realized this sooner if I was previously a 5?

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100% agree. Tax. Major market no less.

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That's absurd. Damn you Vision 2020

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Can't believe it took OP until SM years to notice this

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I'd imagine you've had comp talks with other people, been in round tables, have co-workers you talk to, etc. most of my peers knew this as staff, I'm surprised its news to such a senior person

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Very true OP! It seems like salary is just as bad as saying Voldemort in the Harry Potter world 😂

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That's incredible. Even if they think your overpaid, it seems like they could have given 2-3 percent with no sweat of their back.

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Sounds like they're playing games as per usual. Do they see you as a partner? They also think some people will tolerate being 3s in the short term in the hopes it makes them a team player.

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It's part of the hazing process. Even junior partners don't get paid much. At that point it's not about the money

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What was your performance rating?

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Off*

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Sorry to see this, you deserve a better pay and good luck with job searching!

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@PwC3 - I thought this whole thing is all about the money? If being a partner paid $200k would anyone do it?

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It's more like the senior manager shouldn't care about pay and either rough it out to partner or go elsewhere

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OP, point is you're upset over something people far junior to you know well about. No need to throw salaries in our faces because you aren't aware of your surroundings. Or has the kool aid only now begun to sour for you?

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Consider having an honest yet calculated discussion with you partner and/or performance manager. Come prepared with questions and show the value you have provided throughout the year. Tangible value outside the day to day tasks. If you can't find anything, chances are that's why you got 60$ and they might be pushing you out if you've been at you level too long. If you find plenty of things, try and understand why this happened (if you haven't already).

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@PwC 5: *your

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