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For more context our utilization target lets you have 4-5 weeks on the bench after all your PTO and still hit your target (and that’s for our most aggressive roles).
Yes
We don’t charge clients for your PTO, so it’s not utilization.
That’s why there is a concept of effective utilization followed all across the Big4. You just the change the denominator hours by subtracting hours of PTO.
This way someone who goes on say maternity leave, and is not in a position to bill the client for 6 weeks, will not lose out on their bonus.
Yes using PTO will drop your utilization but you should still take it.
It doesn’t “count against” your utilization per se. Utilization is billable hours/potential hours. Obviously PTO is not billable hours. It’s not deducted from potential hours. But our max utilization target is 85% and that’s for our most junior folks.
My point is it does count against utilization unless you plan to submit 40 hours of PTO and bill hours in the same week
Yes , any kind of PTO will affect your utilization. Have a friend who went on paternity leave and as a result his utilization fell below the target and he lost all his bonus.
@SC4 that makes more sense. Thankyou, I am sure some would find that information valuable. 🙂
Yah
Unfortunately yes