Once you have gone through NextGen and are put up for partner, is it almost 100% chance that you'll make it?

Well that's normal though; utilization should go down as you do more work in the market. That same SM should be running PPED level metrics in work sold. Being conservative about what you attach your name to is self defeating; if you helped get the win then you deserve to be on the win.

EYOP - Wow; a bit of tension in the above posts. EYOP doesn't deserve this. EYOP Asked a question; and did nothing wrong. First, congratulations on being selected for NextGen. It is a feather in your cap. It certainly does mean that the firm thinks you have the potential to be a partner/principal in the firm. It does mean that the firm is investing in you. It will also mean you will give a lot these next two years; especially the first year of NextGen. It is not as others have said a guarantee that you'll make PP, however you should be in the mix so long as you remain a high performer. Your utilization is a small part of what we look at to get you to partner. Bigger factors are can you sell, what have you sold and what will be your Book of Business. Generally they want each PP candidate to have $3-5M. That is why other partners are listing Sr Mgrs on the wins. However those partners should also be giving those clients to the Sr Mgrs when they make PP. Making someone a PP with little or no Book of Business (because it was fabricated) does no one any favors. This year in the NER there are 16 NextGen candidates across Tax, Advisory and Assurance. I believe TAS has their own version of NextGen. As such OP as you said, your 7 may be just your region or Service Line but there are many more than just 7 people in NextGen this year. There will also be other PP candidates that are not in NextGen. It is not our only pool that we look too. There are many Sr Mgrs who make PP who didn't go through the program. Tax also has Tax Excellence that is a feeder to PP; but some aren't in either program. EY7 - the firm does a lot to put scaffolding around our minority candidates to get them to PP. However NextGen is not a pipeline for minority candidates. There absolutely are minorities in NextGen but the numbers show that it is no more than what minorities represent within the firm. Which in ny opinion is still too low but trending better. The firm believes, and data confirms that a global firm that is both Diverse and Inclusive performs better than one that isn't. As such there is certainly a push to get more diverse candidates to PP. HOWEVER, those candidates need to be and generally are just as deserving as any other candidate. The firm knows that if you promote a minority candidate (or any candidate for that matter) before they are ready that you do that person a disservice and also set back our D&I efforts. Again, there may be more effort put in to make sure those candidates are ready but they also have far fewer role models to look to for help. So from my perspective as a White Male Principal that effort is very much worth it. EY7 - I can't comment on how deserving everyone is in NextGen. I don't know everyone in the program and your opinion is as valid as mine. The firm does a pretty good job, defiantly not perfect, of promoting those to PP who are ready and able. Sure there are mistakes made but those people get further counseling or leave the partnership. However, EYOP that is not what you should be focusing on. Keep doing what you are doing. In eyes of your leadership you are doing something right. NextGen will give you a chance to met Senior Leadership and show them if you have the ability to be an EY PP. I hope you do and I hope one day to be able to welcome you to the partnership. It is a pretty cool club to be a member of. Good Luck!

I just looked at the next class of NextGen candidates. 7 candidates. 6 white males. Last year all our new partners where male...1 of Indian descent and the rest white. I have no idea what you are saying.

Not in any way throwing out a baseless accusation, just filling in the implications behind your tastleless "between the lines" comment.

7 - assume you want people to read between the lines and assume you are sexist or racist or both?

EY6 it is not sexist or racist to say that all candidates should be considered for promotion based on objectively available performance disregarding the age, race, sex, etc., of the candidate. It is sexist and racist to be giving favoritism to members of protected groups. As if they need the unfair advantage against their male, white peers. You dont know me and how I mentor minorities and females. So be careful before you toss out baseless accusations when I made a completely valid point that many people have observed: some times underqualified candidates are put up specifically because they fill a quota. You disagree? Great. You probably are part of the problem.

I think "almost 100%" is overstating it, but you're obviously someone the firm has invested in.

By no means am I condemning every participant. Far from it. I resent the entire program because it essentially puts a group of Senior Managers who are currently NOT outperforming their peers but "have the potential to be groomed into partners over the next few years" on some fake pedestal that ensures they get the highly coveted 5-ratings every year to ensure they have the requisite "three consistent years with a 5 rating" before they can be promoted to Partner. Would love to hear a partner or someone from the HR/review committee explain how it is equitable to rig the annual rating system for Sr Mgrs in such an unfair manner.

I find very little about the ratings process of senior manager or the partner promotion process to be based on objectively available performance.

The purpose of NextGen is to groom our next generation of partners. So it means you are very high in the pipeline to be a partner. It means leadership thinks you can be a partner. However there is no 100% until you actually make it.

I've seen who they put through NextGen. Not impressed with who our upcoming crop of new partners will be in the next few years.

EYOP - congrats! NEXTGen is an amazing two year program that will provide you access to a lot of executives within the firm and projects that solve real issues. You have to be a high performer, but you also need to recognize it is a time commitment. The program doesn't guarantee you a partner position, but it puts you in a good position as they wouldn't put you in the program if they didn't see you as a great candidate to be one of the next partner. Again CONGRATS!!

Thank you EY3. That was an amazing amount of information. My counseling partner has mentioned NEXTGEN to me but it was too late for this years class. I am already being put on projects and initiatives that help with exposure to firm leadership. Excited for what comes next!

Nope. Fail to meet your goals and you won't make it. I don't care what they call the programs, someone runs a report and if your numbers aren't what they want to see then you aren't in.

It's where we program the next generation of partners.

Write

EY7, what do you think is wrong with the process. Supposedly, the creme de la creme is put through NextGen.

I work with some of the recent NextGeners. Simply not impressed. Remember that the firm actively looks to promote underrepresented groups. Read between the lines and you'll understand what I am saying.

7 total doesn't sound even close to accurate

7 in my line of service.