{ "media_type": "text", "post_content": "Why isn't utilization part of your bonus? I get why it doesn't go towards performance...but if I'm charging 100% for the year that means I making the company a lot of money! Hook it up!!", "post_id": "56c3f3b01865010a007d46b1", "reply_count": 20, "vote_count": 5, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting", "feed_type": "crowd" }

Why isn't utilization part of your bonus? I get why it doesn't go towards performance...but if I'm charging 100% for the year that means I making the company a lot of money! Hook it up!!

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Did you sell the work? Assuming not, then you are the beneficiary of that utilization, but not the driver of it.


Just cause you clock in and clock out at certain hours doesn't mean you're actually adding value.


I'd suspect partly also because as much as firms like to use the "charge what you work, work what you charge" mentality, everyone knows it's way easier to milk certain projects and it would piss too many people off


Does PTO count against utilization? What about training and such?


@McK1, I'd argue that someone who's not taking advantage of bench time is adding more value to the firm


PTO, training and holidays all count against utilization and analysts have a 95% goal 😒


It's our metric of not getting laid off


Yeaaa I get that, I jus think it should be a factor! Not partner level bonus, but a utilization bonus if you will.

I use to work in the professional services division of another company and we received quarterly bonuses based on utilization targets...was pretty nice.

Because depending on your level your utilization target could be 90%+, so everyone else at that level is probably at or close to 100...not really grounds for a bonus

@ac2...pto does not hurt chargability. I believe training does but I'm not sure

PTO and holidays don't count against chargeability at Accenture, only training and the bench.

BD & MD&I also go against chargeability

Because the concept of utilization sucks ass.

It's likely because you'd be double counting it. Your rating is used to determine your bonus and your rating is already partially based off utilization.

95% utilization still means almost 9 weeks (8.93) of down time (bench+training+holiday+PTO) if you're working 45 hours like you're supposed to. It goes to 90% after 2 years too, which gives you another 2 weeks. That's a pretty good chunk of non-productive time any way you look at it. Not with Talent, just want to acknowledge that undergrad campus hires have a pretty sweet deal. working

Also... Thank you predictive text for that last "sentence"

If bonuses were based on how much money you made the company, they would have to factor in rates…90% utilization at $300 per hour makes a lot more than 100% at $150

That's fine, it should vary per level. I'm not asking for an additional 10% bonus but if a little more when u reach ur target I think is fine

The company should pay you to incentivize things it wants you to do. Partners are paid to sell -- to increase utilization. Consultants are paid to execute work well. So consultant bonuses should be tied to performance evaluations.

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