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That podcast has mistake written all over it. Now everyone is going to go into this round with unrealistic expectations
Wake up dude
Seriously, what was the point of that entire webcast except to tell us we won’t find out raises for a full month later than previous years. What else did we tangibly learn from it?
Ratings and comp still seems as bullshit and fluffy as ever, if not even worse. What is this shit about “if you’re at the top of your salary range then you might not get as high a raise as your peers, all things equal”? I know this shouldn’t surprise me, but spelling it out for us in a seemingly friendly/innocent webcast just made it worse.
Can’t wait for my 4% raise
Anyone else feel like the new performance review process is more confusing and shady than ever? No ratings = more inconsistency + more politics + less transparency of how you are being rewarded
Or im gonna cry in a corner like every year
^This. Very strange webcast.
EY9 - Your counselor has no say over who does your reviews. It’s YOUR responsibility to request feedback from your direct supervisors on any engagement over 40 hours. You counselor has access to the feedback you receive, along with your other metrics like utilization, timesheets, etc. They use that information to advocate on your behalf during round tables, at which point all management in your group decides your rating/raise/promotion.
Lol, you are in the wrong line of work. Best case I'm thinking 8-10% bonus for upper end outliers.
Experienced hires and people with extra qualifications (MSTs, MSAs, JDs, etc.) come in at a higher rate, then get lower raises. I don’t see a problem with that. I started with EY fresh out of school with my bachelors 3 years ago. I’ve been a top performer with 15% raises every year, and I’m still the lowest paid of my peers. I’m training new hires at my level who are making more than me... I’m 100% okay with getting a higher raise than the rest.
Also, the nonsense of pay benchmarking is nonsense. I have a friend at another company who's a director of payroll compensation. He does exactly what they said they did. He ran my job description, experience level, location etc...and I'm under the BOTTOM of my pay band by about 15k, forget the middle of it.
😂😂😂
Agree with EY4. Best to just not say anything and let it be a surprise.
They say that to avoid attrition
Do you mean 2% for CBS.
Does the counselor have any say in your comp?
I think less transparency is the goal (makes it harder to sue for discrimination when everything is so vague)
^thats reality though of ranges and caps for heavy heavy senior managers that have maxed out the senior manager band while waiting to make partner.
15 minutes of talk that said nothing except propaganda. They want to throw numbers on the determination process (how much of a raise you get, what it takes to be promoted etc) because that makes it seem dispassionate and objective. In reality, these things are almost entirely subjective and political.
EY9 - no they do not