So anyone who is currently a SS up for promo is now screwed one way or another? We won't know if we got the promotion until April or May – a third or more of the way through the performance year – but if we get stuck at SS we've got an extra 125 client hours we have to somehow acquire to make utilization, and if we get promoted to SSS/now SC, we'll still have PRD hours. So if we're still doing our PRD hours now but don't get promoted, we did them for nothing.

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Not to mention anyone in GPS cannot just charge more than 8 hours to clients a day. So how are USDC GPS peeps who are Analyst or Consultant level supposed to get an extra 125 billable hours?

D2, the point is we shouldn't have to. That was supposed to be one of the major trade-offs for USDC having significantly less pay and benefits is that we were supposed to be able to keep it between 40-45 client hours per week and not have to travel. We ALL know that's not how it ended up being for so many of us, but increasing our utilization does nothing to rectify that. It does the opposite: we keep being compensated less and now have to work even more. And unless something has changed, MyGigs has not historically been a place where any and every USDC resource could find "extra hours" that count as billable, and it was never supposed to be our responsibility to staff ourselves in any capacity.

My math may be a bit off, but at the C-level, for instance, the addition of 125 billable hours to utilization (from 1,747 to 1,872) means that excluding the 15 days off Deloitte has, Delivery practitioners only have 11 days of wiggle room, whether that's bench time, or using your PTO to take a break or because you're sick. So by design preventing us from even being able to take the leave we accrue, which has a limited carryover amount. To me, that seems like blatantly forcing people to either lose earned PTO at some point or miss utilization in the talent model that is already historically taken advantage of.

The math, if it helps: there's 52 weeks in a year, minus 15 days is 49 weeks. New target for C-level is 1,872 hours which is 38.2 hours per week, leaving 1.8 hours to make 40. That 1.8 hours x 49 weeks is 88.2 hours, or 11 8-hour work days.

Meaning there is just an 11-day buffer across the performance year (PY) to not miss that target. And ironically, they announced this about 15 business days into the new PY, meaning some people who have been on PTO or on the bench may have already used a portion of their 11-day buffer before they knew it even existed.

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