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Hi Capgemini people, Till 15th November we have to declare our vaccination status so that they can plan back to office for the employees who are fully vaccinated or having report of not having covid. I am Fully vaccinated but if I declare that I am partially vaccinated will they get to know my bluff? Actually I am not much interested to go back to office as of now may be in february it will be fine for me
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What is base pay range for L5 at Accenture?
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Quit and do your own thing if you’re THE reason Accenture is winning work
Yup, I intend to.
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I think this is a very simple answer:
1. You get a higher rating and a bigger raise and bonus.
2. You position yourself for an MD path to get more money down the the road.
None of the big firms are incentivized on commission.
Thank you, P3
Well first of all, you should check if your view is aligned with how the MD / partners see it as well. Losing projects in the past could be for many reasons including lack of expertise but I would check that your view of your contributions aren’t overemphasized in your eyes. On the flip side, have the conversation to make sure your contributions aren’t undervalued (sometimes people need a nudge to remember other people’s contribution). You are not gonna get a bonus or raise directly correlated to this because frankly this is part of your job as an SM and an expectation. It will be hopefully reflected in your performance as very strong performance and that ultimately decides your progression/ bonus / raises etc. I see it this way if you ask for a reward for every opportunity, are you willing to accept the downside or blame when we don’t win the proposal.
Thanks P1.
So you’re saying you were hired specifically for your technical expertise, with the intention of the firm to leverage on that expertise to win commercial work?
Didn’t you negotiate a target-based compensation when you talked about your contract? If not, not sure you’ll get anything, but I’ll leave that to Accenture people to comment. In any case, I would refer to your compensation agreement as that is the only place you’ll get the definitive answer.
Yes, and no, I didn't negotiate a target based compensation. I was hired specifically for my tech skills and as such, I don't have sales targets but am pulled into sales to support.
You should get a good bonus - make sure people know about these things and you’re getting credit. Do it for a couple of years in a row and as long as you check the other boxes (delivery, people, etc..) as well you will likely get promoted.
Sounds like you’re doing the job you were hired for. What have you done over and above contributing as a technical SME on proposals?
P2.. when I grow up, I hope to be just like you. You are all that is right with the world. Please share more of your insights.
Come over to EYP. Let's see how killer your proposals are.
Generally on every proposal there are couple of SM/ MD’s who works . As other mentioned credit goes to ppl with connection/ promotions/ favorites etc.Few things quantitatively that can be shown
1. In your proposal management system, make sure they tag you on that proposal
2. Get some percentage of managed revenue/ sales revenue credit
3. Make sure that get to those internal calls and showcase that you are the reason for win( Market yourself)
I assume you were M/SM at D and joined as SM at ACN
From an Accenture POV, there's a couple opportunities for recognition/reward, especially as we head into our performance review cycle:
1. Career Progression - I don't know your practice and role alignment, but SMs typically have a 4 year path to MD. If you're such a deep SMA, you may want to look at I&TL which has more of a thought leadership slant and is incentivized towards publications and chargeability. Annual increases are typically close to COLA (~3% in my experience), but promotion to CL4 includes a hefty raise and leadership award, with additional opportunities for equity grants. I tell my people that SM is a 4 year interview for MD, so you may want to confirm that's your desired career path.
2. Talent Priority - if your skills are specifically in demand, you can be recognized by your account or practice through the APR process. People recognized as TP receive a bonus bump and can be flagged for other programs (e.g. LDP).
3. Distinctive Achievement - if your accomplishments are extraordinary (e.g. top ~5% of your peers), your account and practice can nominate you for DA, which includes a substantial bonus (more than TP).
4. Individual Performance bonuses - typically paid in December and is awarded even without TP or DA consideration. I'm not HR, but usually up to 30% of base, I believe.
As far as "raises," Accenture baselines bands against industry research and typically doesn't do in-level increases unless there's a misalignment to industry (a hard argument to make). Our model is to reward high performers through career progression and annual rewards for those who need to be retained, not necessarily spot or deal-specific recognition.
Mentor
Interesting approach.
Sounds great for A players, but how do you keep the B’s? Need them too.
Generally for large deals, we have an incentive option. After winning the deal i select specific SMs and other team members who contributed to the win. The incentive can be from $10k to $500 depending on deal size, role of person and deal partner’s decision.
Not sure how it works at Accenture but If you are not being recognized and it has happened more than once you should leave.
Mentor
Incentivized how?
Not really clear what you’re asking about. If it’s bonus and recognition, then I imagine it’s pretty clear in your performance management process; If promotion, your career development. Just noticed you seem to have just started. Your firm can tell you more than this site.
People sometimes overestimate what they are .. ACN brand plays big and without that no will even ask for a proposal. What tech that you work that is so unique that firm like ACN do not have other people supporting??
If you’re contributing so directly and impact-fully to these wins, I’d suggest you have this conversation with the partner team you are hunting with.
Although tbh I’d tack a different tack with your tone than you have in this thread. Setting up a 30 min chat to better understand the sales process and guidance on developing your future path to partner sound a lot more palatable than “why am I not getting bonuses every time I contribute to a proposal”
You seem to have a heavy focus on immediate short term reward- the reality is that high performers and sales drivers at the principal/SM level are compensated with higher performance bonuses in short term, and admitted to the highly lucrative partnership after they’ve demonstrated consistency over multiple years.