Related Posts
Community Builder
Bowl Leader
More Posts
Visual Storyteller
Community Builder
Hi fishes! The hiring manager has asked me for salary expectations of B6 Data Analyst and my experience is 3.5 yrs with a CTC of 6.65. Considering I have to move to Bangalore l'm thinking of asking 13 or 14.. is it a big ask? If so, what do you think is a good ask? Please help. Thanks in advance :)
Natwest group
Additional Posts in Consulting
Best consulting firms without the massive ego?
Weekend work ..... yaayaay
Pro
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
They should also back out any hours they claim are mandatory training hours (like time spent at DU where they require you to be focused on training). The logic is so flawed. They ask you to tell project leads you're unavailable for client work but then don't back that time out of your annual target.
Guys - it's dollars and cents. The firm has goals. If they took holidays into account for utilization they would just raise the utilization targets. I thought analysts were supposed to be good at math?
I didn't get to manager without going through the same BS myself, I get it, but it is what it is, you either figure out how to play the game and get over it or spend your time complaining about it, but that's not going to change anything so I don't see the point
How will you change it?
PTO, holidays, train gin, etc.
And consequently for those with slightly low util, they can be told they're not hitting goals when in reality, they more or less are
@BCG1 wins for best argument!
Another example: say I'm a consultant. My target is to achieve 1850 CSH. I also need to do 100 hours of PRD (that's low) and 50 hours of proposal work. Then let's say I want to take my full allotted amount of PTO in a given year (200 hours). Now, let's say I take the firm's word and actually don't work on our 12 holidays. I now have 2,200 hours worth of time that needs to get jammed into 268 days. Even if I worked a full 40 hours *every day* during which I was not on PTO or enjoying a firm holiday, never mind any firm-required training, I still couldn't meet my goals for client and firm contributions. In my mind, that's wrong and while I think D is doing a great job in some areas of W/L fit (16 weeks family leave program) this is an area they are going to have to address if they want to retain top talent.
At KPMG we removed PTOs from utilization calculation.
Everyone's complaints are focused on the semantics of the calculation when the underlying math won't change. If it helps, think of your target as total billable hours - for a Deloitte BA 1872 hours is your target so any changes to how the metric is calculated would likely result in the same shift in your target to arrive at 1872 hours. The firms logic is our standard of 9 hours a day, you need 208 days of billable work as a BA, that's 41.6 weeks of work which leaves 5 weeks of PTO, 2 weeks of holidays and 3-4 weeks on the beach.
@K1: Helpful for everyone that's single 😣
D8-As a single person that's unlikely to ever have children, I was excited by the new leave policy since it also covers caring for ailing/ill parents and siblings.
C and SCs whining about util calcs? Such a new and fresh convo!
We all have the same metric goals, we all have to grind to make our goals, it is what it is. If you thought you were going to come in and get 5 weeks vacation and only work 40hours a week then you were not well informed.
@m1- yeah how does anything ever change if no one challenges it? This is how progress is made.
You're right guys, I fully support your efforts. Best of luck to you in fighting the man here, I don't think you'll get anywhere but I can totally sympathize and understand where you're coming from.
90% does seem a bit arbitrary - my guess is it would incentivize people to take long cases which could lead to weaker performers getting the shorter more strategy type cases.
We track utilization but it really only matters that we are close to the average for our cohort in our office - which makes sense because we can't really control if the office slows down for a month (though our work may be lumpier than Deloitte)
I'm not missing the point. I've done the math with counselees. Deloitte doesn't give you slack time for a reason.
Again. You are compared against other people, meaning if you have low util and someone else has a higher one, that person is generating more $ for the firm. If totally get your point but we all have a similar starting point.
D6, try it this year and see how it goes
I can give you the EY targets:
SM - 65%
M - 80%
SC - 80-85%
Staff - 80-85%
Targets can vary but those broadly are the goals.
I always write my ye summary by providing utilization and my actual revenue generated.
EY1- does that include firm holidays or not. Either way, clearly Deloitte's are far more stringent by comparison. 👎