My Experienced Associate (new A2) thinks he deserves at next level ratings for all of the PwC framework dimensions. How do I better explain that he worked on associate level tasks and did them well, but would need to take on more senior level responsibilities for me to be comfortable rating them at next level?

I’m an A3 up for promotion.

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If he still insists he’s operating at the next level, you can pull out the PwC Professional framework and ask him to show you how he thinks he’s operating at the SA level.

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If you go into the framework via the snapshot tool, it gives example behaviors by dimension and staff level. If he wants to be rated at next level, use the SA examples.

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I think how you said it is good. Has he expressed interest in being at the next level this year? Be prepared to show what that next level entails so that on future projects hes able to do all those things. I was an associate at PwC so I know how this goes. Hell be okay. He should be worried if he’s below level.

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No conversations about occurred about aiming for “next level” the past audit year or going forward. I have good arguments for the technical dimensions but it’s harder to think of more concrete examples for the soft skills dimensions like Whole Leadership

Ugh. An A3 giving snapshots to an A2. 🤦‍♀️. Our group requires manager and up to sign off on any snapshots given for seniors and below for this exact reason. Mgrs and up have a better sense of what the person is doing relative to their peers and more experience with the framework and more experience in understanding generally what the expectations are at each level.

I think what you said is good, but maybe you should get the buy in of whoever the management person is on the engagement. Your associate could be performing better than you’d like to believe, or maybe that person needs to hear about their shortcomings from someone with more weight. (No offense).

Eta: is it possible the A2 is aiming for early promote and is looking for more constructive feedback and or opportunities? Maybe they are pushing back if you are not providing the extra responsibility they want in order to demonstrate readiness? Again why I’m happy our group has always had managers giving snapshots.

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Personally I don’t think the frame work matters as much as your sense for that person. Your experience will help you understand if the person is at level or at next level. Once you have that down, then layer in the ratings in the framework.

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I’m thankful my seniors came to me and sat me down after my first year to let me know what is expected of a senior and they gave me tips on how to perform at that senior level as an experienced staff to help ensure A) my development and B) lock in a promotion, assuming I performed highly at that level

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