{ "media_type": "text", "post_content": "McK folks - how is your performance evaluated ? I've heard McK does not use utilization as a metric. True?", "post_id": "5884f22b38a7550010b2f178", "reply_count": 27, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

McK folks - how is your performance evaluated ? I've heard McK does not use utilization as a metric. True?

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McK, BCG and Bain don't track individual utilization. Part of it may be that these firms don't bill hourly. Your performance is judged based on your performance reviews for each case.

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Very similar to McK. Dimensions for us are problem solving and insight, communication and presence, practicality and effectiveness, client relationship, team contribution, and role model. Formal case review for each project / every 4 months for long case. Bi weekly informal feedback with mgr. Development agreement at outset of each case prioritizing dimensions , identifying specific tactics to ensure development in those goals. 2x / year overall review with pre- and post- briefings with career coach. Aside from ratings and rack & stack, those reviews have a simple "on track for promo / promo timing."

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Favoritism also sounds like it would play a role in staffing. Just curious OP - how does Deloitte do reviews?

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We also do not measure utilization. It's the partners' job to sell work and create staffing opportunities, not the consulting staff. You can never be on the beach or rock it 3 months in one year and it won't affect your rating whatsoever. The beach is a beautiful thing that everyone, including leadership, strongly encourages you to enjoy. Also unique to Bain within MBB, we have a strict no-networking model. I work with our staffing manager when cases come up, and I am expressly told not to talk to managers or partners. It's a big deal if you try to work around the normal process and strongly discouraged.

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So performance review is based on feedback from clients and managers?

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We have EPRs (engagement performance reviews) at the end of each engagement. You're evaluated on 6 dimensions based on performance expectations for your tenure. Mid-year and year-end performance reviews take your EPRs, office contributions, and feedback from your team's into consideration. Utilization has nothing to do with it (we don't even measure that), but not having enough meaningful work in any given review period will hurt you.

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Nepotism? Meaning family members working together? That doesn't happen

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OW doesn't measure utilization either. I didn't know it existed until I got fishbowl

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I think utilization penalizes consultants for partners not selling business. Further it means consultants feel pressured to accept cases that don't meet their Development needs just to hit that target.

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It also encourages you to not prioritize helping with firm initiatives, i.e., recruiting.

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Can Deloitte leadership take notes of their process. I have found that feedback to the PPDs from our managers gets filtered through our counselors. Our counselors rarely see our work or professionally interact with us. So everything gets watered down. The scatter plot is a disaster in the sense that lower levels get essentially zero feedback on performance and what they need to improve. There is such a prioritization on utilization that you take projects you have no interest in and have no development opportunities. The resource (staffing) managers are worthless, so networking is everything, but at least in my experience if you try to network outside your service area you get the run-around at everything turn. Bain sounds like a dream compared to D

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I would give my left nut to go to any of MBB.

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teams*

Thanks McK1. What are those 6 dimensions? Just curious. And also, do you set the expectation in the beginning of the engagement of one of the 6 dimensions is more important to you for that particular engagement?

@OP yes certain cases may have more quant analysis or client interaction. If someone needs to work on specific qualities, they may get assigned a case with specific dimensions that help their career.

Thanks folks . This is very helpful.

But I'm curious that such a review is very prone to nepotism. How do you or your firms handle that ?

Mck1, you don't measure utilization but if you are not "utilized" you get dinged, right?

Importantly, I think the main reason it works well is that there is a strong culture around transparent feedback. The expectation is that you will get hard feedback daily or weekly, and be expected to improve tangibly and quickly. It is a hard adjustment coming from almost anywhere else.

Sorry I meant favoritism.

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Just had a terrible year professionally - became a new mom, but couldn’t travel once I got out of maternity, missed utilization and tanked at year end. Got $0 /$0 comp. I am feeling so low and

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I’m about to be a second year and have a core utilization of 75% (adjusted 85%). Is this really low? Is it something I could potentially get fired for? No bad reviews, and the low utilization was due

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What is the target utilization for a Senior 2? Or number of chargeable hours goal? Is this ever hard to meet?

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Just did the math. Utilization has been at almost 120% since September... No wonder I've been such a gem to be around 😂🔫

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Junior here. I’m currently 117% utilized (which I know may not be a lot to many ppl…) but I feel i am nearing capacity and cannot take on more work. I see all the time people say “dont make the mistake of not saying no to work early on.” When does that apply? How do you say no? I don’t want to make a mistake that has me billing 2300+ a year, but I also don’t want to look bad. My sweet spot is 2050 hours, if i can help it.

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So I am a PI staff 2 in the west coast. Already in the PIP due to poor utilization last year. Trying everything I can to get staffed this time round but only 50% utilization up until now. (CTD)

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Got extremely good reviews for this past LEAD cycle but question if I’m going to hit utilization goals for this fiscal year. Is this a problem or an issue that will affect me?

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If there were a billable code for reading online Game of Thrones theories, my Monday utilization would be through the roof

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For those in PA - What has been your highest, lowest and average Utilization rate?

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What is your firms denominator for utilization? Is it 40 hours? 45hours? 50 hours?

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Advisory utilization targets just moved up? The "relaxed" business is becoming more like DC withought the change in salaries. Well played 👏👏

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Interesting. Let’s see if the uptick In cases continues to drive an uptick in hospitalizations and then in fatalities. Depends on how many of the cases are incidental or in very young people not prone to severe cases. But either way, look at the hospital capacity utilization figures! This is the untold story. Were we bending the curve to avoid unnecessary deaths due to overcrowded hospitals, or were we bending the curve to buy time for treatments and vaccine, or just to slow fatalities?

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This is convoluted. I knew two staffs, staff A was way better then staff B. Staff B got promoted and A didn't. From what I gather they have similar utilization, and staff A has better reviews.

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How closely does your team track utilization? How often? How much does it impact promotions?

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My browser history is failing me and hope y’all can help! I recently stumbled upon a website where some ad folks had compiled a bunch of idea/conceptual thinking approaches and if you clicked through there were past spots that had utilized that idea / way of thinking. I wanted to share it with a mentee and can’t track it down. It was a simple layout: grid of images w/headline naming the idea … Sound familiar?

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How has been the Deloitte TS&A utilization trend this performance year?

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I'm non compliant on CPE by a lot, when is the cutoff date to become current? June 30 or is it the same time that utilization is cut off?

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