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It’s good optics and can help you network / form relationships with people who can help you in your career. But, it’s way down on the priority list and wouldn’t be a consideration for a promotion from senior to manager.
100% agree - the only thing I would add is that it could be a tie breaker on a close decision between two similarly performing peers come rating time. You'll have to already be getting considered for the rating based on your work and metrics first though, so it isn't going to bump you up on its own.
So if you’re title is accurate - and looking to get promoted to senior: Quality work above all else. Do you have experience coaching / teaching new associates on engagement? Do you understand the ‘why’ of the work? Are you proactive, can you pivot if something else is now the priority? Do you meet deadlines, and do you communicate to all impacted stakeholders well? Hours are important but secondary. The other areas, also important but round you out as a professional. Then the business need - at the senior level most engagements are going to have needs (turnover, etc.) so probably, yes - but something also to keep in mind.
When I worked in industry it was something that looked good and showed you had leadership skills.
I’ve been led to believe in B4 it is the opposite. If you’re being pulled onto committees or other initiatives you aren’t selling or producing work. They want to keep their best people in the market so if they feel they can spare you then that’s not a good sign.
In my experience, no.
I receive good ratings, and during annual and mid year review cycles I receive recognition for taking on “extra” tasks like recruiting, DEI activities, volunteering to lead trainings, etc.
My engagement reviews are more frequently proficient than strong though, and the extra tasks haven’t helped my case at all as my peers get promoted to senior before me.