Company: Deloitte
Date: 2014-09-19
Overall rating: 3/5
Employment status: former
Experience level: Junior

The unforgiving KoolAid of the Feudal Green Kingdom
Pros: Plenty of development opportunities, opportunities to travel, and never have to raise your kids if you don't want.  Colleagues make Deloitte, not the leaders.
Cons: The performance management system is antiquated and sub-optimal.  It breaks performance down across four quadrants of Quality, Talent, Financial, and Marketplace.  Problem #1, the definition and nature of each is too imprecise and are certainly not mutually exclusive with bleed over between Quality and Talent, and between Financial and Marketplace.  Problem #2, the word 'quadrant' implies each part is equal to the other three - they aren't.  Quality is far more important that the other three - to score highly on this aspect and advance, you must have an obsession with detail.  Problem #3, performance is ranked from IPR (Improvement Plan Required), DP (Developing Performance), SP (Strong Performance), and EP (Exceptional Performance); however, the definition and guidance of each level for project reviews, mid-year, and final year assessment is subjective and lacks inter-rater reliability.  This means 'favourites' can get higher rankings than their peers - top tip - cultivate friendships and relationships with Partners and Senior Managers and almost sell your soul.  Problem #4, forced ranking of final year assessments.  At Year End the Consulting practice across a grade (e.g. Consultant) are individually assessed and then their final year rankings for that grade assessed as a group; only 6% can 'get' an EP and so if there is more than 6% with EPs a process of bartering and negotiation takes place which results in some being moved from EP to SP.  This has a direct impact on the individuals bonus for that year.

New Canadian bonus system is worse than the old system.  It is now split in to three parts of which only Senior Consultants and above are entitled to all three.  The new Growth Share Bonus awards a lump sum to individuals who local practice leaders have helped to develop the practice and Firm.  In other words, it lacks transparency, rigout, objectivity, and fairness.  Many people have come out of compensation discussions with such small bonuses, that they feel insulted.