{ "media_type": "text", "post_content": "What does each firms performance review process look like? I’ll kick off - we have individual case reviews after each case and each 6 months we have a formal consensus review process where all seniors in the level above you discuss each candidate and their rating / promotion decision if they are up for promotion. We also have these mini consensus reviews at the 3 months mark as well within these 6 months to discuss off cycle promotions. What do you like / dislike about yours?", "post_id": "5f8dcdd21f4404002173dcf1", "reply_count": 7, "vote_count": 2, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

What does each firms performance review process look like? I’ll kick off - we have individual case reviews after each case and each 6 months we have a formal consensus review process where all seniors in the level above you discuss each candidate and their rating / promotion decision if they are up for promotion. We also have these mini consensus reviews at the 3 months mark as well within these 6 months to discuss off cycle promotions. What do you like / dislike about yours?

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At Deloitte you have kiss everyone’s ass and send them a “survey” where they rate you from 1-5 on 4 or 5 standardized questions. If they don’t rate you 5 on everything you get screwed out of your bonus and lose your job during covid.

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I'll provide some insight form industry to compare! Everyone high fives each other and no one gets fired! If your boss's boss like your boss and your boss like you, you get promoted 😊🤗🤗

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Seconding this from industry HAHA. F500 company. We had some dumbass long archaic form but essentially boiled down to what CO1 said. No one gets fired unless truly egregious behavior.

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My coach leads me in front of the panel, I’m on all fours with a gag in my mouth. I usually black out soon after..

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We ask feedback though a tool every 3 months and at the end of fiscal year, there is a roundtable where your counselor (who has helped you through your development through the year) defends you in front of others and present a case as to why you should progress or get get promoted.

At Booz Allen we write some nice things about ourselves, and draft some generic goals for the coming year. Simultaneously, our managers check with our colleagues to confirm or deny what we wrote for ourselves. There’s a debrief. It used to be much more involved. If there wasn’t crying and a visit to your therapist, you were doing it wrong.

Booz Allen’s process is a drag and highly convoluted

smart

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