Is low utilization the employees fault ?

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Depends

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Depends, but almost 100% of the times the employee is the only one who get punished for it. No one is going to fire the incompetent resource manager or partner who managed to get everyone fired from a client, but the employee will easily end up with a bad rating in no time. #youcantwin

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An employee can position himself for a shit role to get utilization, so it's not entirely out of our control. Those come with a trade off hurting career progression, so to some extent there is a conscious choice. At EY at least, utilization is important but not absolute... There's a lot of responsibility (too much, imho) to account for unutilized time

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I'll give it to you straight. It is. The only exception is if it's your first year. After that the only reason you'll be on bench is if enough people did not think you're good or you did not look hard enough for a project

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Yes if you are stupid or lazy

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Depends I think on the division, firm etc. I don't think it is but that does not mean the firm does not think it is.

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^which is why the metric sucks

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@ KPMG historically PMLs would get the brunt of the punishment for 1st year associates utilization and 2nd year is more lenient. I know they are looking towards implementing Accenture's 60 days on the bench flagged for 2nd and 3rd yr associates, all seniors, managers and directors.

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It's the partner's fault for not selling more but they don't care and screw you anyway. Hence why there were so many 2 and 3s this year.

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utilization is your responsibility, the reasons for the low can be in your control or not. It's up to your counselor to convince the round table that it was out of your control. You can give them ammunition by boosting your scorecard in other metrics, ultimately the firm sees a direct correlation between utilization and revenue, so they will outweigh it above ALL things

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About to finish my first year. I’m a specialist. Only going to hit 65% of my hours (took a 4 week vacation cause of wedding/hm).

I never say no to work and i have fantastic reviews, and the head of my practice (with whom I work a lot for) has great things to say about me.

I’ve been fully utilized starting ~June, but first few months were slow. Am i fine?!

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What were some challenges y’all faced this week?

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Anyone leave Deloitte for Booz Allen? Thoughts or experiences? Utilization and compliance are absolutely doing my head in.

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What other performance factors are considered for PDM besides utilization?

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Hadn’t noticed this sub before, and most of the threads are old so thought I’d ask a follow up - how has everyone been handling parenting with public accounting? I’ve got a toddler and my wife is an accountant (industry), and we only have a few immediate family in the country- but they have health concerns. Busy season was rough, things are looking better now as things return to normal. Still working crazy hours if you count the daycare duties on top of utilization targets.

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I’m an occupational therapist looking to transition out of traditional OT. I would like to get a remote position in Utilization Review or Appeals/Denials. I also recently got a data analytics certificate so would be open to healthcare analytics. Anyone know a resource or looking to hire for these?

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I am getting married in Decemeber and am on H1B. I wanted to work from India for a couple if weeks to reach my utilization target since its my promo year. Are we allowed to do that? If yes, what is the process? Otherwise i will have to take pto for a month.

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Had a fight with my MD or let's say more like argument. After that the next 2 months was endless nitpicking and pulling me for mistakes that aren't really in my control.

Post 3 months, I apply for a transfer. Transfer process delayed for some process reasons
No negatives/issues in my f22 feedback. Utilization above target. Way Above average
Recently fired without reason
Who should I escalate to?

PS: Ignore typos. Written in anger

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