How is parental leave treated in CRT?

All else equal isn't it fair to expect lower utilization in this group? If so, is it fair to hold them to the same standards?

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Posting as :
works at
You are currently posting as works at

You may get more responses to this if you post it in the PwC bowl

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At P2... I'd argue if HR were transparent to begin with there would be no FB at all.

Thanks everyone else for productive conversation.

funny

I took paternity leave this year and still did great at CRT, time on leave is removed from denominator for utilization so it doesn’t hurt it, it’ll basically freeze what you have until you get back. Also you can’t opt out of CRT unless you’re on leave (any kind) > 16 weeks in total for the performance year so paternity leave won’t get you there. Extended maternity leave might though. Just communicate your plan to your team early so they aren’t scrambling last minute to replace you and you’ll be fine.

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If you declared your leave through the official process, you could be eligible for special treatment. If you did not follow the HR process, you’re in a tough spot

I don't understand what you're saying pwc2. If he or she took parental leave, they had to go through the official HR policy. I'm about to hit my parental leave in September. From what I understand, the time you spend on leave does not hurt utilization. That said, you have less time to make an impact so its imperative to crush it when you get back.

If it's maternity leave, then you can opt out of the CRT process and take your rating from last year. No impact on utilization

Whoah really? That would be sweet if you were a tier 1 from the year before

I think I was pretty straightforward. If you take your paternity leave, you get special consideration in CRT. You can likely opt out as P4 described. Maybe talk to HR rather than posting on FB?

You can only opt out if you had a 1 or 2 last year.

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