Following up on our previous post that addressed the high level discussions at the firm, some people started getting calls on Friday and more are having meetings today:
Our first tipster was a recently promoted to Senior Associate in ERS Tech Risk in the Northeast:
Year end rating of 2, 18% [raise].
And the latest from Houston for an 5th year Senior Associate in audit:
Audit 4th year senior going into my 5th year from the Houston Office (Mid-America Region).
As a 1-rated senior my numbers were:
10.4% AIP bonus
In addition, we received a couple of slides that could be of interest to you on the following two pages.
Here are details for “Rewards and Recognition” which spells out the awards in the program and last year’s stats:
Sixty-nine percent of SMs receiving a bonus seems impressive and the Outstanding Performance award could pay out nicely if you’re lucky enough to get one on the high end. The Service Anniversary award, on the other hand, is not impressive at all.
If this slide looks familiar, it’s because it is very similar to one we posted back in July that showed Deloitte’s efforts to revamp their comp structure. The previous slide showed the AIP pool for Senior Consultants while this one is for Senior Managers (although :
So share your details as they roll in and feel free to comment on the results, the slides and anything else that tickles your fancy (as it relates to Green Dot Comp).
Today in accountant avarice, a youth took a cut prior to their start date last year and now wonders if this year’s crop will be raking in more. Will bringing injustice to a partner’s attention help?
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Back to our accountant in the poor house:
I work at a regional firm for about one year now. Prior to my start date my offer was reduced due to the economy. After recent discussions with the partner, I was told that I will be getting a “raise” but even after the bump, my new salary is below my original offer amount. Is there any chance, new hires coming in can make more than I, because my revised offer seems below market and I think my firm will be offering higher salaries to the new hires to remain competitive? Also, should I bring this up to the partner’s attention because I don’t think that they know my salary has been reduced and how would I go about doing this?
First, before we answer your question more directly, we should point out that worrying about what other people are making at your firm will drive you crazy. But because of the world we live in, knowing whether a co-worker is making more or less than us is a God-given right, we understand your desire for this knowledge.
As to whether the new grasshoppers at your firm are making more than you, we suggest checking out our salary thread from late last year, our map that shows salary by region and this year’s Big 4 starting salary thread to give you an idea where you fall on the scale.
But the short answer is, yes, it is possible that your first year associate is making more than you.
Now, what to do about that exactly? Well, before you scream at the cruel and unusual universe for being completely unfair to you, do your research and get a really good idea of what you think you should be making. Nothing will get you thrown out of a partner’s office faster than, “I need a raise because I said so.”
But market research may not be enough. You’ll need to demonstrate to the partner getting your pitch why you’re a valuable resource for the firm and point to specific accomplishments that support your argument. As a second-year associate, that can be a pretty tough sell.
What have you accomplished in the past year? Are you making it rain? Are you a trusted go-to on anything and everything for your clients? Are you involved advancing the firm’s brand and culture and mentoring other colleagues to do the same?
Partners like to hear about all that stuff because A) it gets their blood boiling in the nether regions and B) it means that you care about making them (i.e. the firm) more money and advancing its reputation.
So yes, you can bring your concerns to a partner but be prepared to sell yourself all over again because it’s a “what have you done for me lately?” situation.
While Deloitte rings in the new year with generosity, E&Y has apparently taken a different approach.
One of our sources in the Ernstiverse has told us that busy season is being extended by two weeks this year. The first “official” week is this week (moved up one week from its usual spot) and there will be an additional week on the back end (first week in April as we understand it). This means mandatory 55 hours weeks are in full effect, so find some work people.
Oh! And it’s also our understanding that this week, “roundtables” are going on in the audit practice. We don’t know what those are exactly but it sounds sorta serious and it’s definitely not billable, so enjoy making up the time. If you’ve had the pleasure of attending one of these sit-downs, let us know how it went and keep us updated with other details.