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Finally found THE one, after over a year of searching and trying out at least 5 different ones!
A nice comfortable office chair.
https://ergochair.co/collections/chairs/products/ergonomics-mesh-chair-w-adjustable-headrest-and-armrest?variant=32511617597491
My criteria: mesh seat and back, arms, headrest
I tried cheap ones from Amazon. Expensive, second hand gaming chairs. Tried HM Aeron (second hand) and while I didn't like the bulk and the general design, I was sold on the mesh seating. I wanted to get the ErgoChair 2 from autonomous, but it doesn't have mesh seat.
AMA.
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Your full is what gets sent to roundtable
Usually for a 5 at staff/senior, I expect to see > 95%
You might want to start a different thread P1, this is an entirely EY thread right now so I doubt anyone who knows would be reading this
How much do you have to be over the average to usually expect a 4 or 5?
It isn't explicit at any level other than staff. Seniors can experience it as well though.
There are a few exceptions but if you don't hit target which is 80-85%, they'll tell counselors that their counselee can't get a 4 or higher.
I had a counselee be held and they were penalized for it
Effective utilization is what I've seen is looked at. Your utilization is just a baseline. You'll only get a 4 or 5 is based upon your performance as reported by your supervisors in performance reviews or direct conversations with your counselor. Do a good job first and foremost and you will have less chance of a utilization problem
The thought is that utilization balances out. For first year, I agree but the strongest performers are always staffed so utilization is often an indicator for that.
PTO should balance out but your effective and actual, should fall in line per your respective level. Like it or not though, actual utilization reflects your monetary value to the firm. This is still an apples to apples comparison.
The 40 vs 45 means that the governance failed, if you are capped, it means your partner and whoever greenlit deal review, went against policy at your expense. Manager and under, the rule in PI is supposed to be 45. The partner should eat the margin hit.
Unfortunately this is a common occurrence and people aren't held accountable.
EY4 there are ratings at year end. Just not on individual project reviews
Couple things if that's true P1. 1. That's bullshit. They tell us they look at effective and they absolutely should. God forbid I take some well deserved PTO. 2. Start selling more work at 45 hour/week projects. I know so many people staffed on bullshit 40 max per week who are working 50-60. 3. How on earth does a staff (seniors more so) but a staff have any control over their utilization. That shit is on you and your peers. (You may be doing all of the above so it's more directed at our partners in general).
EY1, there are no ratings anymore!!!
They look at effective utilization since last years round tables. You are ranked across your peers. Your rating is heavily determined by your counsellor representing you in the 2 min they have. The more folks in round table that know your name and work , the more likely you get a 4 or 5. When it comes time to tie breakers , as to who gets a 4 or 5 will be determined by your effective utilization and practice support.
Formally FSO uses full utilization, but you should always cite both in written reviews to make it know. Agree with the comment that taking PTO shouldn't hurt your rating, but sadly it does. Happened to me as a Manager, and for my counselee as Staff
How does PTO affect rating? Isn't it a benefit?
Guys there are no ratings anymore lol.
EY4 are you in the 10 degree program?
How does it work at Pwc? I was on the bench for 3 months... I'm a new hire
There are most definitely ratings unless that is changing this performance year. Mid year is just on or off track and rating is at year end
Right, I was talking about year end ratings, which I had not heard of being scrapped. If they are, I'm not really sure how the pay structure even would work for us
Can someone fucking answer me???
Check with your counselor, P1. For us, we recognize new hires in first year usually have lower utilization due to onboarding etc so it's not as big of a concern. But be sure to show what you did with your downtime