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How is the insurance BU project to work? And if we do not like the project what is the process to change the project that we are looking domain for? I am from background of Banking and capital market domain Persistent Systems Limited Persistent Systems Limited Tata Consultancy Cognizant
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My target utilization is 95% — I was promoted 2 yrs ago with 88% utilization and promoted again this year with 90% utilization. I worked over the holiday disconnect this past Xmas to ensure I didn’t drop greater than 5% below target, which was at the recommendation of my project manager.
I’ve been on PDM for 3 years and did not see this as an issue. You’ll need to be proactive and discuss with your coach and Project leads. They can always work something out in terms of work hours flexiibility (few more than 40 /week). This is if you are willing to works more hours. Now, regardless of what track you are on it’s expected that you work atleast 43-45 /week.
PDM (and USDC to a lesser degree) are terrible and taken advantage of so much at the firm. No one understands it or talks about it.
One thing I would suggest, is to play around with the way your hours are distributed. If your project was okay with you working 40 hours every single week, then it shouldn’t matter if that’s 5 x 40 hour weeks or 4 x 50 hour weeks (plus a week off). Obviously that is a little more work and not exactly true PTO if you’re having to work that time, but I’d say after 30-35 hours I’m typically more productive so it’s not that bad and you could break it up further if needed.
So what I was trying to explain was just a way to get your hours up while still taking PTO, but it involves a little more work. You wouldn’t be going over your allotment of hours, you would just be redistributing them.
Scenario 1: 5 weeks of 40 hours with 0 PTO = 200 billable hours.
Scenario 2: 4 weeks of 40 hours with 1 week of PTO = 160 billable hours.
Scenario 3: 4 weeks of 50 hours with 1 week of PTO = 200 billable hours.
Technically if they would approve 1, they should also approve 3. It would be a slight increase in work for you, but would help with Util. And if you spread that out across more weeks, it’s less hours you have to put in each week.
Bowl Leader
I haven’t actually been at Deloitte for a while, however this realization eventually hit me as well. Basically… you don’t REALLY have PTO. I don’t know what’s changed in the last few years, but it really frustrated me!
My ppmd has us increase our hours in DTE in December to ensure we're at 90%. Talk to your ppmd.
You sadly have to lose PTO and don’t use all disconnect days (like the holiday one for example). Also you really should be mapping out your PTO and holidays to figure out what you can use to reach your utilization.
Although the Deloitte Senior Managers, who interviewed me, seemed like great guys, they weren’t in the PDM track… and then I felt like the recruiter either didn’t know… or was lying to me.
I just got really bad vibes.
I had people on Reddit provide screenshots of what the health insurance premiums would be, and proving that they are higher than the standard track.
When Booz matched the offer letter, it really made it a no-brainer to stay here.
The Deloitte folks I know , some who left Booz, most of them spoke highly of Deloitte, but none of them were in PDM, and they all strongly cautioned me against going PDM.
You can’t use all PTO if you’re capped at 40
If you're capped, get that in writing and your coach should include that in your YE. No issues. What does your project say though in terms of not being able to make util with the hours they give you? I disagree with what others have posted about losing PTO and not taking HOL. That's not the intent and if you haven't tried to navigate the cap, then vilifying the firm isn't really based on accurate info.
It's insane to have to work extra hours just to use PTO that you have rightfully accrued and at your disposal to use, just so you can still hit your utilization target. If you have to work extra just to use your PTO, is it really even PTO at that point?