Is EY the only one of the Big 4 + Accentures of the world that still has a standardized year end rating system (i.e. 1-5) that occurs only once a year vs rolling promos/raises?

Ours still happens once a year, and this is the first year we're not going to have ratings. Performance convos don't start til July and year doesn't end til September, though.

PwC doesn't have rolling raises/promotions either, it's still at the end of the performance year. Reviews happen throughout the year, but the discussion about each employee is still once a year.

I hate ratings and the guaranteed progression and promotion early in career. I would prefer people only progress when ready across all performance pillars. Move more comp to variable based on how people do

I prefer the ratings TBH. In some way, shape or form they need to be able to quantify the reviews to comp and/promotions. I prefer the numbers that I can see vs. some vague process that is subject to interpretation and that I'm not privy to

@KPMG1 this year it seems like everyone is going to not having "ratings" which I'm curious to hear how that works. How the hell do they determine who gets promoted/higher raises/bonuses?

Same way they did before, by talking about everyone's engagement reviews and ranking us probably mostly based on utilization.

Would you say the "no ratings" system is better or worse than the formal ratings?

MC1 you pretty much summarized the new PwC approach.

Accenture got rid of force rankings and changed our system. It's still once a year though

Deloitte is still doing that for one more year

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Is EY the only one of the Big 4 + Accentures of the world that still has a standardized year end rating system (i.e. 1-5) that occurs only once a year vs rolling promos/raises?

Ours still happens once a year, and this is the first year we're not going to have ratings. Performance convos don't start til July and year doesn't end til September, though.

PwC doesn't have rolling raises/promotions either, it's still at the end of the performance year. Reviews happen throughout the year, but the discussion about each employee is still once a year.

Deloitte is the sane

I hate ratings and the guaranteed progression and promotion early in career.I would prefer people only progress when ready across all performance pillars. Move more comp to variable based on how people do

I prefer the ratings TBH. In some way, shape or form they need to be able to quantify the reviews to comp and/promotions. I prefer the numbers that I can see vs. some vague process that is subject to interpretation and that I'm not privy to

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I hate ratings and the guaranteed progression and promotion early in career.

I would prefer people only progress when ready across all performance pillars. Move more comp to variable based on how people do