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Why did Deloitte’s federal practice have layoffs? Given that the clients are large government entities. I can understand it happening in commercial but federal makes no sense

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We also have low performers

likefunnyupliftingsmarthelpful

Why does everyone keep pushing this narrative like all people that were let go were low performers

I was staffed on a a commercial project and my scatterplot were all top right and utilization around 93% but was still laid off.

likeuplifting

Survivor Bias

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D1 nailed it. We are busy but we have low performers. As much as everyone wants to call this a layoff and Covid related it’s still the end of the performance year and it is normal that the low performers still need to exit the firm

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We have low performers just like everyone else. People who shouldn’t be here and had a track record of poor performances the firm isn’t a fit for everyone, that’s ok.

likeuplifting

Laid off low performers to make room for / keep higher performers in commercial. Why keep a low performing but staffed practitioner over a high performing but benched practitioner?

likesmart

Exactly what SM1 said — I’ve always been in federal and have not needed a clearance, and have staffed commercial practitioners even before COVID. They are different talent models but not different firms.

Did you lose a large contract?

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We are hit like crazy.

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Oh why then the layoffs?

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I think they’re also hiring pretty aggressively

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Yep, I'm one of them. The recruiter I spoke with said she's been crazy busy recently.

Never let a crisis go to waste

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Well... they also laid off people who sat on the bench too long as well. A lot of the projects federal/state/commercial was on hold due to COVID-19... not only the low performers on different federal projects.

How's the Salesforce practice?

I mean depends on level. I think 45 client hours is pretty standard for SC and below, though around major releases busier like any app dev effort.

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During my tenure at Uncle D I don’t know how the company defined a “low performer” in the public sector.

I was the lead on a project and I had a coworker who was by all means a true low performer. Coming in late, out sick every other day, admitted to coming in hung over, client deliverables were mediocre, and received several complaints from the client.

Brought it up to my manager and senior manager multiple times and even the engagement partner got involved. Was told to keep a record of every incident. eventually I accumulated 4 months worth of incidents and he never got removed from the project.

The reason I believe he never got removed was his high labor cost category on the contract and Uncle D’s profit margin. He was the same staff level as me at the time (consultant) but had 6 more years of experience.

In the end when client was exercising their option year they caught wind of what going on and mentioned they should not be charged more for someone who does less so he eventually rolled off the project and got placed on another one.

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Be kind to yourself, and do take advantage of the Consulting Exit Opportunities bowl.

We are here to help and support each other during transition stages, no matter what the circumstance that got you there.

likeupliftinghelpful

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