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 Posted:
Tue Nov 11, 2008 9:42 am
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1. Layoff Date: 11/05/08
2. Office: Southeast
3. Service Type (audit, tax, FAS, consulting): Consulting
4. Consulting line (S&O, HC, EA, TI): S&O
5. Position: SC
6. Years with Deloitte: 1+
7. Severance (in weeks): 4+4
8. Most recent rating: 3
9. Current utilization: ~50%
10. On the beach when let go? (y/n): N
11. H1B (y/n)? N
12. Thing that pisses you off most about this situation (or any other comments...): I didn't like the wait. I knew it was coming. |
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| Posted:
Wed Nov 12, 2008 3:45 pm
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| Timbu wrote: |
My counsellor was my biggest opponent. There were Partners and SMs fighting for me but my counsellor wanted me out of Deloitte. As I was on a project, I was able to negotiate my leaving date. I was proactive as I knew that I will be gone as soon as I rolled off. Thought it better to do it this way than be surprised.
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Your counselor does not have that much power unless he or she is also a lead partner. These decisions are being made at a pretty high level. Most counselors don't even know about who is getting laid off (trust me no one has talked to me about my counselees).
A lot of people on this board have been posting false info based on assumptions or gossip. |
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| Posted:
Wed Nov 12, 2008 9:27 pm
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| A counselor can screw up your life manyways especially if you work with people that are not in your region.. then none can speak for you other than your counselor.. if you counselor decides that u deserve a 4.. no one will refute it as it helps the leadership team to bucket someone under a category 4. |
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| Posted:
Wed Nov 12, 2008 11:39 pm
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Agree. There are many ways that your conselor can screw you:
- Recommending you as a "3" and choose to keep silent when there is people bad mouth you
- Not doing/or doing very little due-diligence for fear of damaging his or her relationship with your project partner/manager
- Misleading you in many directions during feedback
The entire rating system is a joke.. |
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| Posted:
Wed Nov 12, 2008 11:56 pm
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| I ofen take issue with people who think that we ar tier-2 consultancy..But judging the way DC S&O treat people, I think Deloitte is no better than IBM and Accenture. If you look at Partners, they are often ex-Accenture, Bearingpoint. We compete with the rest of Big-4 for big ERP implementation. No wonder we don't have that market emience.. |
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| Posted:
Thu Nov 13, 2008 4:50 pm
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| conselor-mocker wrote: |
Agree. There are many ways that your conselor can screw you:
- Recommending you as a "3" and choose to keep silent when there is people bad mouth you
- Not doing/or doing very little due-diligence for fear of damaging his or her relationship with your project partner/manager
- Misleading you in many directions during feedback
The entire rating system is a joke..
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Your counselor is not your advocate. We are there to objectively discuss your performance. In the consensus meeting, only people that worked with you are allowed to speek. Most of the time there is agreement in the room on a rating. If there is disagreement, it is discussed. If the appraisers and partners are in the room, they will discuss your performance themselves. If there is something that really can't be resolved, it is tabled. Finally, if someone is on the border, there is typically a lead partner in the room making the final decision. I think the process is very fair. If you want your counselor to go into the room and talk about how great you are, it's not going to happen. We literally have about 3 minutes to present you and the recommended rating.
Finally the year end rating and PDA ratings are not the same. People say they were "bumbed down" in the consensus meetings because they got all 2s or 3s on their PDAs. A PDA is your performance against the goals. Your year-end rating is you compared to other people of your level. |
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| Posted:
Thu Nov 13, 2008 11:23 pm
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| Anonymous wrote: |
| conselor-mocker wrote: |
Agree. There are many ways that your conselor can screw you:
- Recommending you as a "3" and choose to keep silent when there is people bad mouth you
- Not doing/or doing very little due-diligence for fear of damaging his or her relationship with your project partner/manager
- Misleading you in many directions during feedback
The entire rating system is a joke..
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Your counselor is not your advocate. We are there to objectively discuss your performance. In the consensus meeting, only people that worked with you are allowed to speek. Most of the time there is agreement in the room on a rating. If there is disagreement, it is discussed. If the appraisers and partners are in the room, they will discuss your performance themselves. If there is something that really can't be resolved, it is tabled. Finally, if someone is on the border, there is typically a lead partner in the room making the final decision. I think the process is very fair. If you want your counselor to go into the room and talk about how great you are, it's not going to happen. We literally have about 3 minutes to present you and the recommended rating.
Finally the year end rating and PDA ratings are not the same. People say they were "bumbed down" in the consensus meetings because they got all 2s or 3s on their PDAs. A PDA is your performance against the goals. Your year-end rating is you compared to other people of your level.
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Look at you being all objective and factual. Do you prefer "Per inquiry with" or "Per inquiry of"? |
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| Posted:
Fri Nov 14, 2008 5:36 am
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Analyst
Joined: 27 Sep 2008
Posts: 4
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And let me tell you why...
My consensus meeting did not have people I worked with most - not the partner, not the Senior Manager. In fact, my counselor did not even have a conversation with the senior manager I worked with most during the year, not even the partners in engagement I worked with.
How did I know that? a month after the rating was discussed between me and my counselor, I casually had rating conversation with the Senior Manager I worked with most. He said - "I am surprised that your counselor did not have a discussion with me about your PDA". And that is the only PDA I had for the year !!!
The counselors are free to interpret a PDA any way they want to - and does not have to give any justification for that - that is the fact. My counselor being a Principal - that's it.
I still find it hard to believe how I got the rating I got, when there was no discussion that happened between my counselor and the Senior Manager I worked with most during the year. When you challenge that - they will tell you that it is a one-off incident and the system is not perfect but we try to...!!!
Well, by then, the damage is already done to your career...one-of incidents keep you haunting...!!!
It is a total joke. Your counselor can do and rate you anything they want to - the consensus meeting is also a joke - 3 minutes to evaluate? |
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| Posted:
Fri Nov 14, 2008 7:50 am
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| Your counselor was a Principal? Well that says it all. No matter what anyone says, the Principal/Partners' opinion trumps everyone else. That's just the way it is. Not fair but that's Deloitte man. |
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| Posted:
Fri Nov 14, 2008 12:20 pm
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| ClosedCaption wrote: |
And let me tell you why...
My consensus meeting did not have people I worked with most - not the partner, not the Senior Manager. In fact, my counselor did not even have a conversation with the senior manager I worked with most during the year, not even the partners in engagement I worked with.
How did I know that? a month after the rating was discussed between me and my counselor, I casually had rating conversation with the Senior Manager I worked with most. He said - "I am surprised that your counselor did not have a discussion with me about your PDA". And that is the only PDA I had for the year !!!
The counselors are free to interpret a PDA any way they want to - and does not have to give any justification for that - that is the fact. My counselor being a Principal - that's it.
I still find it hard to believe how I got the rating I got, when there was no discussion that happened between my counselor and the Senior Manager I worked with most during the year. When you challenge that - they will tell you that it is a one-off incident and the system is not perfect but we try to...!!!
Well, by then, the damage is already done to your career...one-of incidents keep you haunting...!!!
It is a total joke. Your counselor can do and rate you anything they want to - the consensus meeting is also a joke - 3 minutes to evaluate?
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There is 3 minutes to present you. If it is a straight forward rating, the discussion is quick. If the person is a standout or has performance issues, the discussion is much longer. Also, there is an issue with PDA inflation. In S&O, 70% of ppl got 2s on PDAs (exceeding expectations). But that all depends on the person's expectations.
Now I agree, if your counselor did not do due diligence, then that is not fair and should be brought up with HR. You can also switch counselors during the switching process. |
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| Posted:
Fri Nov 14, 2008 2:05 pm
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If I see anyone post anything that includes "due diligence", I'll kill a new born kitten.
| Anonymous wrote: |
| ClosedCaption wrote: |
And let me tell you why...
My consensus meeting did not have people I worked with most - not the partner, not the Senior Manager. In fact, my counselor did not even have a conversation with the senior manager I worked with most during the year, not even the partners in engagement I worked with.
How did I know that? a month after the rating was discussed between me and my counselor, I casually had rating conversation with the Senior Manager I worked with most. He said - "I am surprised that your counselor did not have a discussion with me about your PDA". And that is the only PDA I had for the year !!!
The counselors are free to interpret a PDA any way they want to - and does not have to give any justification for that - that is the fact. My counselor being a Principal - that's it.
I still find it hard to believe how I got the rating I got, when there was no discussion that happened between my counselor and the Senior Manager I worked with most during the year. When you challenge that - they will tell you that it is a one-off incident and the system is not perfect but we try to...!!!
Well, by then, the damage is already done to your career...one-of incidents keep you haunting...!!!
It is a total joke. Your counselor can do and rate you anything they want to - the consensus meeting is also a joke - 3 minutes to evaluate?
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There is 3 minutes to present you. If it is a straight forward rating, the discussion is quick. If the person is a standout or has performance issues, the discussion is much longer. Also, there is an issue with PDA inflation. In S&O, 70% of ppl got 2s on PDAs (exceeding expectations). But that all depends on the person's expectations.
Now I agree, if your counselor did not do due diligence, then that is not fair and should be brought up with HR. You can also switch counselors during the switching process.
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| Posted:
Tue Nov 18, 2008 9:02 am
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I find ClosedCaption's story really interesting, because it's very similar to mine. I haven't been let go yet, but I certainly wouldn't be surprised if it happened - I worked my butt off last year, and when I got my YE feedback, it made very little sense to me. Analysts were among the first reviews done, and shortly after my year end, I was asked by several managers (of both projects and extracurriculars) when my counselor was going to get in touch with them. Suddenly it all became clear - my counselor had done NO research on me, and hadn't called a single person I had put in my YE or my CAS form.
I got an okay rating, but not the rating I felt I deserved, and the fact that my feedback didn't match up at all with what I had heard all year long was really upsetting. Now don't get me wrong - this went both ways, with some things I know are strengths not being listed but ALSO some weaknesses not being mentioned. Unfortunately, I felt my hands were tied because I was advised by several people that taking the issue to HR would only create further problems for me by branding me as a complainer.
I have a new counselor this year and am much happier with how my MY review is being conducted; I just hope last year's misrepresentation doesn't cause problems for me in the future. |
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| Posted:
Wed Nov 26, 2008 9:12 pm
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| Analyst wrote: |
I find ClosedCaption's story really interesting, because it's very similar to mine. I haven't been let go yet, but I certainly wouldn't be surprised if it happened - I worked my butt off last year, and when I got my YE feedback, it made very little sense to me. Analysts were among the first reviews done, and shortly after my year end, I was asked by several managers (of both projects and extracurriculars) when my counselor was going to get in touch with them. Suddenly it all became clear - my counselor had done NO research on me, and hadn't called a single person I had put in my YE or my CAS form.
I got an okay rating, but not the rating I felt I deserved, and the fact that my feedback didn't match up at all with what I had heard all year long was really upsetting. Now don't get me wrong - this went both ways, with some things I know are strengths not being listed but ALSO some weaknesses not being mentioned. Unfortunately, I felt my hands were tied because I was advised by several people that taking the issue to HR would only create further problems for me by branding me as a complainer.
I have a new counselor this year and am much happier with how my MY review is being conducted; I just hope last year's misrepresentation doesn't cause problems for me in the future.
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Welcome ! |
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| Posted:
Mon Dec 01, 2008 8:00 am
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| I wanted to know if the severance was paid in lump sum or bi-weekly? |
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| Posted:
Tue Dec 02, 2008 4:34 am
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| Jhumo wrote: |
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I wanted to know if the severance was paid in lump sum or bi-weekly?
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lump sum - screws you on tax front and leaves a hole in your resume. |
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