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What's the lowest utilization you've seen an associate get promoted to senior? And why do people get promoted despite low utilization?

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Utilization rates only benefit inefficient people. If I can get the same amount of work done in less time, why does that make me look bad?

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I see you’re new here AA1

likefunny

Because you haven’t learned that in public accounting efficiency doesn’t matter. Only hitting budget matters

likeuplifting

From the business (firm) perspective, each resource should be working the max number of hours per year. Utilization matters because if you are efficient and finish early, the firm can deploy you elsewhere to make money off of you. Just because you are efficient doesn’t mean you get to go home early, it just means that you get a lot more done in the same amount of time. That is 100% noticed in snapshots and CRT and the efficient person is rewarded for it. The efficient lazy person that goes home is no better than the hardworking inefficient person to the firm

likesmartupliftinghelpful

That is a very short term viewpoint. Yes in a given year work output regardless of time doesn’t matter. But for evaluating the economics of jobs and staffing forward it does. For example, if I have two staff and staff A does a years worth of “normal” work at 50% utilization and staff B does the same amount of work at 100% utilization wouldn’t the firm logically still favor the 50% utilized person (staff A) in this example since the same amount of work was done plus there’s more future upside? For instance have staff A work two jobs the next year. This is an extreme example and anyone with 50% utilization should be looking for more work, but in the event there isn’t more work why punish or fail to reward your more effective workers. Also, your claim that it is “100% taken into account at CRT” is great if that’s been your experience but it’s not always the case

likehelpful

In all seriousness, if I *ahem* was running a business such as ours all I would care about is quality and efficiently. Not sure why leadership generally fails to reward such outlandish qualities in their staff and seniors.

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Because we make bad decisions.

likesmartfunny

Why’s that?

likeuplifting

About 36% utilization promoted from associate to senior

likehelpful

Your utilization is a representation of how much the firm made from having you available as a resource. If you are billed at 100 dollars an hour and you were billable for 80% of the time, they billed 160K for you for the year. Based on 80% of a 2000 hour year. Not sure what the range is for your partition, but let's just say you are paid 80K. With the additional cost inherent to an FTE, the firm profited ~70K on your efforts for the year. Lower billable rate equals less profit. Now if you made some cost saving contribution, a lower billable rate is acceptable because the firm will recoup that money over time. Make sunset?

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So how low can you go without getting fired?

likesmart

PwC 2 - even based on your example I would say “it depends”. If I see Person A at 100% working late VS Person B 50%, efficient and leaving early id ask myself Is Person A trainable? I.e will efficiency come over time? If I think the answer is yes, then I know they will be both efficient and have a good work ethic in the long run. Technical skills and efficiency are much easier to teach than work ethic. I typically see those that leave early consistently have done so since day one and often stay that way long term. PS - by early, I mean early relative to other team members. The earlier that a few team members leave the longer the others have to stay. I personally don’t like seeing my colleagues under the pump when I have the ability to lighten their load.

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Utilization is just a component. How does a staff get promoted with a low utilization? They develop business better than the people at levels above them. At the end of the day, it's assumed everyone can push the buttons and pull the levers with their head down to get the work done. What gets you promoted is the ability to delegate, manage, and participate in developing new business.

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My “buddy” got promoted dispute a lower utilization. This is because he spent quite a lot of hours developing a process in excel I believe to help automate the way the team calculates credit. He had charged these hours to PRD so when they asked, he just explained this. It also depends with how low the utilization is I believe but in some cases, out of 1800 hours, I’ve heard as low as 1400 being considered for a bump

Hahahaha. That's y the big 4 is trash. It's office specific as long as you are in the top half for realization and utilization the promotion takes care of themselves

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Both in industry and consulting, i probably have a 15% utilization on Friday. Just cannot get myself to be productive. Maybe attend a meeting but that is about it.

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My utilization is 100% every single day, will that help to get good performance rating?

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In light of all discussions on FB, it seems to me that individuals at our firm have been removed out of EY beyond PIP related issues. To help the community brace itself, please provide facts on your Utilization, level, leads, YoE at EY, and network. My experience seems that the ones let go, had weak network.

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Promoted to SSE with 25% hike and VP as 9% . I had received ACE award in Q3 . I have also maintained utilization report 100% still I got less VP. Can I ask manager to revisit the component

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This is a bit of an aside, but over the last year or two, I've noticed "career coaching" explode as a service and a field. But, like what is it? How is it different from therapy, and how should it be utilized? I'm intrigued, but don't know much about it.

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How much Utilization Review Nurse are making?

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Promoted to SSE with 25% hike and 9% VP. I received ACE award in Q3 with recognization still I feel VP is very less. Utilization report I have maintained 100% . Is it possible to revisit the component

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Its unclear w/o score cards. Whats the utilization target for exam and nonexam taking seniors? Is that full or effective utilization?

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Thoughts on leaving PA primarily due to the metrics based culture (utilization, dtc, use of X digital tool, revenue, margin, etc). I find this aspect of PA stressful and exhausting but not sure if this is something you just get used to. Currently a manager and seems like the metrics just change over time / don’t get easier.

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I was an extremely high performer at my last firm, when I joined my new firm I was plenty excited and wanted to overachieve so I set time up with my counselor and said I wanted to go for early promotion. Months later, I realized now I just want to coast and put my effort towards other things but my counselor is still recommending me do this and that, staying ontop of my utilization to make sure it exceeds standards, etc.. how do I tell them idgaf anymore lol

likefunny

What happens when you have a low utilization rate because projects took so long to start?

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Busted my butt last year, hit my utilization target (overshot it), multiple in-house projects including two with international impact at my org..... and this year, performance ranked a “high 3.” (What the hell is a high 3, years from now?). No promo. What to do?

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Started at the firm as a new grad in September, first project ended last week and haven’t gotten a bite for a new project yet. Been on the bench for almost a week, should I be worried about utilization?

likeuplifting

Hello any one in utilization review in Tampa Bay Area Florida? Willing to share pay rate and years of experience? Curious how mine compares to others.

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Hii. Has anyone left Deloitte USI recently and also utilized the wellbeing subsidy amount? Did they adjust it in your f&f? I'm planning to put down my papers in June but was also thinking of utilizing the new wellbeing budget we'll get June onwards. But don't want to get a pay cut in my f&f due to this.

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Change my mind: PLA leadership does not care about the PLA employees. I have more than 90% utilization for this year and at the end have received a paltry 3.75% comp raise. Where is all the money that the firm made this year going to? I will not be surprised if all the MDs have consumed most of the profits and have left peanuts for the employees. Where is the transparency in the comp numbers that we asked for? We have just received lip service in return to these questions.

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