a senior manager gave me 100-110 hours of work a week for 2 weeks, i'm talking weekend teams calls for hours on end, late nights and early mornings. She then sent the budget for the 2 weeks and only gave me 24 hours per week to bill - has this ever happened to you? i don't care if you at least give me 40 but come on at least let my utilization be 100%

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Happy to see the replies all saying the same thing. They are right. Absolutely horrible, especially to the degree you describe. You have to speak out.

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Where did the 100 hours number come from? Did the manager provide this or did you? If it’s you, provide the activity breakdown with time estimates against each item back to your manager in the order you’d actually complete them in, along with helpful options (a) I work and bill 10 hour days and here is what does and doesn’t get done, (b) I work on it with an SA or a peer and here’s the budget, hours, and output, or (c) I work and bill budgeted hours and here is what does and doesn’t get done (maybe for this option there are some activities you could recommend you add on as BD investment too to bring it to 40 hours a week).
My first assumption would be that either your SM has not realized the volume of hours needed or you are over scoping/ estimating- and this way it can be both of you against the line items, rather than against each other.

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the 100 hours is just approximate, we were working from 8/9 am to midnight - 3 am for 2 weeks straight but i did make the mistake of not noting exact work products, deliverables etc completed daily. will do this going forward

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Id report the shit out of this. Network aside....if you open a report with HR and have documentation....you're safe

There is no “network aside” in corporate conflicts.

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Hi Slalom Consulting fish! Can someone please explain how utilization and PTO work for you? How many hours are you expected to bill in a year? What’s utilization as a percentage? Particular interested in Slalom Federal but any answers would be appreciated!

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So, what happens if you miss your utilization/billable hour target by like 70-150 hours? Tons of "impactful" PRD work

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Can you get fired for having low utilization as a senior? My billable hours this busy season have been much lower than my peers.

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What is the target utilization for a Senior 2? Or number of chargeable hours goal? Is this ever hard to meet?

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What are the consequences for not hitting your utilization target?

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Why do some people get laid off and others not? Is it always utilization? Do people typically know they're at risk before it gets to that point?

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What's the deal with PTO, holidays, and utilization?

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I wish admin utilized Tier 1 supports with teachers. Smiles, appreciations and acknowledging ones efforts would do a great deal to boost morale and climate. I just don’t understand what that is so hard to do.

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Random partner asked a litigation-related question to a partner I frequently work with (i’m a transactional associate). My partner cc’d me and said for me to briefly look. Asked the library. They got me a great case. Sent it back. Now the random partner is asking for more cases in another circuit.

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Wooohoo just landed a data project! Woohoo data! Data runs the world! Hello super high utilization! Hello cushy bonus! 🙌🏽

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Hadn’t noticed this sub before, and most of the threads are old so thought I’d ask a follow up - how has everyone been handling parenting with public accounting? I’ve got a toddler and my wife is an accountant (industry), and we only have a few immediate family in the country- but they have health concerns. Busy season was rough, things are looking better now as things return to normal. Still working crazy hours if you count the daycare duties on top of utilization targets.

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I'm almost at the point of an offer, and also just started a 6 month long engagement since my utilization was taking a hit. How do you fish recommend dealing with the situation once the offer comes?

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I am curious how other inclusion teachers are being utilized when the school is doing remote learning. I find that I am sitting in the zoom class and have very little opportunity to contribute. I am having discussions with my teachers on ways that I can better support them and the students when remote.

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When a consolidated unitary group acquires a TX Corp, does TX follow Sec. 382 and Sec. 383 and apply a limitation on the utilization of the acquired entity's TX R&D credits following the acquisition?

Lowkey confused, I joined the firm in July and both my standard & adjusted utilization are at 50%. Is this good?

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Here's a question I wish I never had to ask. Is it better to use the code for bereavement leave or just burn pto I'm going to lose anyway? Does it make a difference from a utilization standpoint?

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What were some challenges y’all faced this week?

I’ll start. Trying to get non local resources utilized. National Leadership thinks this is the answer to our problems but local leadership is hesitant.

After getting kicked out of McK late last year, this gives me schadenfreude 🤣

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Dear Connections,

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