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EY folks...thoughts on LEAD?
Date ideas in Boston?
Anyone in LHR terminal 3?
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Curious to see how you all would separate the raises by rating if you had control of it. Personally think there should be more of a difference skewing higher towards 5's if you really want to keep your top talent.
I shake my head at EOY every year. It is too dependent on counselor and a bad one can tank you. The problem is that only other M-PPED can see how a counselor performs and only for 5 min per counselee a year. I know PPED's, SM and managers who should never be counselors but we force everything into the framework.
8%, 10%, 12%
im going to burn all bridges.
does anyone know incoming RAP/BAP/TAP salary? I know it was more, but how much more?
No, but 4 to 5 and 3 to 4 - yes. It is rare but there are times I have seen where the review can be 2 levels removed. The panel will ask questions and if a counselor doesn't know the answer, the counselee suffers. There is really no oversite until YE and then the attention shifts away.
I feel like those are conservative numbers, but taking into consideration the downturn of the market, staying competitive with the other big 4, raises will be tight
So whether you get 3 or 4 doesn't really matter , it's prob 2-3 grand more which is abt 50 bucks per pay checks. Again don't stress
I think I'd go with 5%, 10%, 15%
just an example With 3 rating you can get 12% and with 4 you can get 10%...
Doubt it'll be that low, they're paying the new coming staffs 5k more so technically those staff 2 or higher would have to get a bonus of 8% or more for a 3
If the BAP TAP RAP raises aren't 12% 16% and 20% then this will be a shit show
^for a 3, 4, 5 respectively
EY3 it all depends on your level. A staff or senior complaining isn't going to make anyone take notice. Ultimately, a 5 complaining about comp will only make them listen, but rarely will result in action (at least not that year). If you make a 5 again after complaining about comp, then they will attempt to catch you up (assuming you are below the bandwidth). If you want immediate action, then come with a counter offer from someone else. I would only recommend that action if you're actually willing to leave. Additionally, that action also only works so well if business is good.
A bad counselor can definitely kill your round table; however, I don't believe there are too many 3's who missed getting a 5 due to a poor counselor presentation.
What kills me are the people who significantly inflate their client chargeable hours and have tons of time for BD work. The partners know them and then they have utilization numbers that back it up. Seems like a top performer but really it's bs. Not sure if there's a way to avoid that given the current framework...
I would not expect a 3 to get anything this year
I think last year they got something like 2%. I think the reservation with giving 3's nothing is that the ones who were performing well but got curved down don't deserve it. But the better solution would be to have more possible ratings to better differentiate those people. I think they'll get some sort of raise as well, but 5's should get a much higher raise if they want to keep any of them. Based on what's said here as well as what I hear in the office, most of the high/highest performers already want to leave, and something shitty like a 12% raise would definitely make them do that.
Yeah it's gonna be shitty. The more important thing will be other's perception of you
I would ecstatic to get an 8% raise for a 3 this year to be completely honest