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Thank in advance for the reply ☺️
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So your People Lead is essentially your advocate/advisor in Accenture, and serves as your representative in performance discussions (mid and end year).
Every performance cycle, your project leads (project MDs, CALs in your case seeing you are a SM) will provide official performance feedback into the PA tool. Additionally, there is also a round of evaluation at the client account level, where they will evaluate you against your peers who are doing projects with the same client, and flag you accordingly. Flags include Talent Priority (higher base pay increase), Distinctive Achievement (higher bonus), Promote (recommend you for promotion) and Proceed (continue to grow at level). Flags serve as recommendations from the client account team.
Your People Lead will be able to see all these feedback, and will work with you to craft the right story for you. During PA, your PL will fight for your rewards, and ideally will have all the evidence (official feedback, client account flags) he/she needs to help you get what you want/deserve.
Thank you... very comprehensive and helpful!
Chief
Your people lead is often not your project lead. But as an SM assuming you are assigned to a group, your people lead should also be in your group. As an SM your people lead should be an MD. The way your people lead chooses to present you will impact you. This person can be a mentor, or can be your boss, or can be both.
It's a matrix structure of evaluation. Your project (s) provides feedback. Your people lead consolidates feedback and represents you in talent discussions
Thanks for the insights. While the Project Lead vs People Lead difference was clear to me given its similarity to other consulting firms, by manager I was referring to the Manager (Inherited) that shows up in the Workday org tree. I noticed that this Inherited Manager need not be the same as your Project or People Lead but looks like is the Practice Head.