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Guys there’s this boot camp that I came across that trains people to get jobs in Top consulting firms and has a fee plan wherein you pay once you get placed. I just wanted to know if someone here has any experience with this ?
https://docs.google.com/spreadsheets/d/e/2PACX-1vQuKa3k-rG3emxJcfbidCjC0Su85E_BKqW9cTeFZMY4xg4LnUVxOLrpcETqf7d-iEePlFh6lJ1knwwD/pubhtml
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If I remember from before I left, the idea is that you get rewarded/nothing/fired etc based on your individual performance, so you're still "rated" just not rated against kthers
So far I don't like the sound of this. Sounds to me like an excuse for the firm to treat everyone the same so no pressure to increase pay.
Haha believe me there are "ratings" they are just for HR to know and you to never find out. Salary bands exist regardless, they have to
I guarantee there's a curve and it is hidden from view to you but visible to HR.
In theory it's supposed to enable "hey you kicked ass on my project I think you should get a raise" and having that actually translate into something. In practice it's probably just more smoke and mirrors
You don't need a performance rating to know who is really good and who really sucks.
It makes it pretty clear who's performing and who isn't. The ratings shake out to three results: ready to promote, on track, doesn't belong here. Ready to promote gets a salary bump and title change (e.g., SA to C). On track also gets a bump and actually gets a slightly different designation (e.g., M1 to M2 to show 1st Year manager versus 2nd Year manager). Doesn't belong here is tasked to find new role elsewhere in org or counseled out. Strategy has been running this way for almost two years. The other parts of business are adopting some/all of the process.
Any Accenture folks who have gone through this and can provide some inside info care to chime in?
It's just not a number but there are "discussions". Your project manager should put review info into the performance tool for each project you are on. The career counselor uses that info, your info, to make a recommendation when it comes to the salary discussion. I think this it how it works but one of the cc's on here can add more info.
It definitely sounds like a mechanism to increase confusion and reduce transparency. But hey, if bottom line is better and attrition isn't changing that's all that matters!
Well I do know there are people getting raises so there has to be some way to differentiate. It's trying to get away from a forced curve. There will be more ACNs on tomorrow who can add more. It is new, but I actually like it.
OP - are you referring to the new program or just to your being a new hire? ACN no longer does forced ranking which - IMO - is a good thing - people are still evaluated on performance and input from others is important.
Yeah there are definitely still ratings... they just stopped forcing everyone to fit on to a forced curve. It used to be (and I think still is at other firms) that only x% could get the highest rating, y% the average, z% had to get below expectations. Now we do it based on comparison to defined/objective standards, on an individual basis. Certainly hasn't hurt pay, at least in strategy... in fact it has led to everyone getting an automatic raise every year.
OP- read up on your practices expectations. Essentially before at the end of the year, you submitted a one pager of what you accomplished. Now, you're supposed to set up intermittent meetings and discussions with your project manager and CC to discuss how you're reaching your "priorities" which are bullets you create and they sign off of. Essentially this allows you to choose to be graded on things that you believe are your strengths