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P3 - wow working moms better not work with you. What are the other reasons other than having a new born? I’ve seen so many women colleagues work harder than their male counterparts to get to where they are only for exchange of “no real sympathy”. I get where you are coming from but it also makes me think that you either don’t have kids or you don’t really get what it is to have your own kids.
Not that I am aware of... probably something to talk to the leadership in your group about rather than a formal policy...
To the extent that there are local jobs yes you should be on them, but your job is primarily travel based plus you’re likely not the only one with a reason to stay local, so you should travel if your underutilized and try working remote when possible. Sorry but no real sympathy, your job is your choice
Like P2 said, as per policy, you can opt out of CRT, so that takes a load of pressure off. What it basically means is that you get the same rating and bonus as last year. RPs and HR are also usually helpful in finding local roles, but it's not policy. Worst case an internal tour of duty for a few months is an option (I did, and enjoyed my tour so much I decided to transfer into the internal role).
Sorry P4. Your are just a D. It is very common for partners and eng teams to be understanding to make reduced travel situations work. Folks like you make good people leave. Check out posts about eng team accommodations on PwC insights. And you can easily contrast a D like you versus advisory and audit engagements that accommodates new mothers AND new fathers. And the accommodations range from seniors through partners
Not that I know of. Best of luck though!
Not officially but we generally allow travel exceptions when there’s a good reason. Speak to HR, then your RP
This is the time where you become a demand manager or switch to IFS. Unfortunately P3 is right and if you are not in an area where there are local projects, you will have to be agile and look elsewhere.
P3 - OP was not looking for your sympathy. OP asked a question related to policy. If you can, help. If you can't, keep your judgement to yourself.
So far can’t find a local project and my utilization is going down , any advice ? Already had many conversations but the numbers are what important at the end
Did you return from leave this performance year? If so, opt out of CRT and your metrics won’t matter. Also, look for projects outside FS to keep your numbers up.
Not an official policy, but unwritten rule
There should be some local staff aug projects?
The majority of our job descriptions have 80-100% travel. PwC does amazingly trying to accommodate folks who want local gigs, but to P3s point it is her job and she will have to either start traveling or try to find another type of role or a local project. P3 saying no sympathy solely surrounds the reality that it is the job they signed up for. Again, PwC in general tries so hard to accommodate flexible work arrangements. I wish OP the best of luck, but understand the realities if one is not able to perform a required job function they have to try and find a role and work with folks who will move you into that new role.
If you joined back from maternity , opt out of CRT and your earlier rating continues , also just inform your demand that you have travel restriction , pwc accommodates such requests , my wife had before and after pregnancy , partner was very understanding.
My role requires travel 100%. New mothers that live in markets that have local projects have the luxury of getting on local projects. Other mothers switch into different roles. Some will switch into entirely different LOS. I have been at PwC long enough to appreciate that they do their best to accommodate people. As I prepare to face this very same thing, as have three of my friends, I can attest to the fact PwC as a company works their best to keep people, but if accommodations cannot be made for a particular role/market/project you have to work with your network to find what will work for you.
Accenture has that :)
Just want to make sure you know that you can opt out of CRTs and keep the same tier you got last year! IMO a big part of the CRT opt out policy is to give you some time to adjust back to working after leave without worrying about utilization etc (though obviously it kinda depends at what point in the performance year you’re out and back )
While P4 delivery was harsh, it is true that you’ll have to find another answer if you live in a market where there isn’t much local work. I am FS out of DC and with each pregnancy I went back on the road immediately after returning to work because the only other option was an internal tour and I wasn’t willing to take the career hit. I took more time off for that reason- unpaid.
Op - you really don’t have to worry this year. I’ve been in CRT discussions. You can’t be penalized for your utilization this year, but I wouldn’t expect better than a 3, unless you were part of something that had significant impact on the firm. But you probably need to start figuring out how much time you think you need to be local and plan accordingly. Maybe a tour in IFS if you need a longer period of time?