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True or false? I still do this....
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Let's at least get the facts straight. Layoffs are occurring for two reasons- 1. We haven't seen the attrition that is typical for the industry / what was in the plan for this year so we are overstaffed. 2. The market is softer than our growth targets, again: making us overstaffed. Political uncertainly (particularly for highly regulated clients) isn't helping anything because some clients are opting to wait on major decisions until after November. This said, 1 and 2 performers are safe- there is no reason as to why the firm would separate its best people. New hires are also safe and offers aren't going to be rescinded. 3-Performers are where it gets tricky based on where you fall in the distribution. Top of three, safe. Bottom of three...that's anyone's guess until the market picks up again or until we get down to a sustainable number of practitioners. As for getting "pushed"...each consensus is a new ball game. While each of us may have been highly ranked in the past doesn't mean we're guaranteed equally high ratings the next year. It all comes down to your impact as compared to your peers, so even if your metrics (utilization, PEs, internal initiatives) were at the same level as the year prior, your peers may have outperformed you.
@D13- not a ppd but took advantage of a senior partner with a national role being in the office last Friday to ask some very pointed questions. I trust what he said and verified it with a few other PPDs. The only people I know of that were separated pre-consensus were 3 performers, the most recent round (per Friday's conversation) were 3s. Had it been a different economic climate, they would still be here, but unfortunately, that isn't the case. Curious about the 1s & 2s you mention- can you verify that they were actually 1s & 2s (especially since Greenlight hasn't happened yet) or is that speculation? One thing that may drive the 1&2 separation perception may be if they were GSAPers. From personal experience with HR, I can verify that GSAPers are being asked to leave if they aren't staffed. GSAPers aren't being separated though- it's moreso that their end date has to occur within 2 weeks of hitting the beach. I was nearly in that boat so I found myself another project to get me to my desired end date :)
Brutal
Is everyone being pushed down?
Op, could you elaborate on solid ratings and good chargeability? Numbers!!
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D4 yes, you don't get tuition reimbursement with a 4 or 5. But if you are layer if you wouldn't get it anyways because you did not complete 2 years which is also in the contract
*laid off not layer
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They are notifying via back channels to manage backlash of fours.
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Any idea of when they would let you know of these in person / in office meetings? I found out yesterday from my counselor that I was pushed down from a 2 to a 3 due to utilization and then from a 3 to a 4 due to being on a project outside my service line. He said he was notified via email and that the rating is not finalized yet. @OP do I have a chance to fight this?
D14 did your counselor communicate your rating without the green light?
Not officially
D5 yes I know my rating, my counselor and i have a talk everyday type relationship. But no he does not have green light
Yep I was same boat, if you had any 3 for any period of time you are getting a 3 this year
@D11: is that S&O-specific?
Not sure D4, I do know an HC person laid off but his utilization was shit
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Sorry D18. Can you provide details for the rest of so we can try to debunk the logic. Level, utilization, rating last year, expected rating this year.
That's Rediculouse D19. After the layoffs they are going to get a much higher quit rate come October than normal if they are setting people up to get crap raises and bonuses. They may be hiring back those they laid off.