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This post shows what's wrong with managing business based on utilization.
Oh so I'm arrogant because I find it wrong that someone taking bereavement leave has to worry how that affects his performance rating? Great logic.
I heard that it doesn't. Jury duty and bereavement changes the denominator from which utilization is counted
I've seen people on medical leave, paternity, bereavement etc., get promoted. These issues only start affecting you (unofficially of course because you know laws), when you were otherwise an not so great performer. Conversely, I've seen people with over 100% get passed over. Utilization is only one metric used to measure performance.
^You are not at Deloitte. They take it to the next level. Friend of mine got publicly recognized for having best utilization, which was result of taking 0 vacation days and skipping all trainings.
Utilization is broken for D. At ACN, PTO is taken out of the equation. Our metric is based on chargeability and recoverability of total hours worked. Bereavement, jury duty, PTO are not hours worked, so they are taken out of the denominator. One of the reasons you done see people trying to cram in long hours so boost utilization in order to feel okay taking PTO. We encourage people to take it.
^this post shows how arrogant MBB consultants are sometimes. Good luck managing 60,000+ consultants without a utilization metric.
Absolutely! And it's one of the only metrics some can control (or perceived control), so it is easy to translate that control to worry
BCG, sounds like your friend's problem. I take 4-5 weeks off per year and still consistently get high ratings.
As for the original question, both jury duty and bereavement leave reduce the denominator so that your utilization is just based on the time you are actually working.
At EY (and I doubt Deloitte is much different) all things affect utilization for the positive or negative.
Why do so many people think meeting or not meeting utilization results in some binary decision for your year end performance discussion?
@SM1 because if you are on the cusp of promotion, it would be a totally bummer for that to be the factor that decides it (assuming all things equal). Also, analysts don't have the same type of network or built in reputation to differentiate them from the other great analysts. Also there is a threshold you really can't go below so it makes sense to worry about this IF they are about to go below that threshold
I would argue that utilization is the metric most out of your control. Quit worrying about your utilization and just do good work where ever you are. The rest comes out in the wash.
25 days PTO, 30 at manager level
Leave is deducted from the numerator and denominator vs PTO/holidays that are only deducted from the numerator.
D3, how do you take 4-5wks off per year? is D giving crazy awesome vacay benefits? i get 14days/yr over here...
And we get so much PTO that almost nobody uses it all
*don't see