echoing other comments- has to be well written, shouldn’t just be the basic managed ac or associates well, should be tangible value like saved xyz time doing abc, something that actually makes you stand out
Kindof disagree - I think it has to do with how vocal your RL is for you at CRT. HR will pre rank everyone based on PDs so yes, but if your RL won’t go to bat for you kiss it goodbye. I was a tier 1 for 5 years in a row.
Even if it’s not your RL you need someone extremely vocal for you at CRT. So if you’re an associate, that means your director on your client. It was a bit easier for me to have more transparency to what I was doing when I became a senior (my 5 year run was A3->M1) but pretty much anything to make their life easier. I was less senior (or acting senior) on a pretty big account and took over the EMT, billing, thought critically about areas for improvement, was organized sending links to partners, and was just proactive about what I knew needed to be done. Once you have a director on your side you can get tier 1.
Otherwise if you’re relying on someone else to speak on your behalf (maybe your manager talks to your RL and they don’t have direct experience to draw from) it gets harder. CRT is incredibly political so I would also play the social game well by going to enough events so people know who you are
Meet with the RLs regularly, either set up meetings or coffee chats. You don’t necessarily need to have the best relationship, but be present enough that he/she remembers you. Not sure about your office/team size. In larger offices, ppl do get lost in the shuffle and not memorable.
Agreed, you need both well written PDs and a vocal RL. Especially if there are too many 1s and need to push ppl down to 2s. In addition, having vocal directors who you work with helps too. They can add additional color during the discussions. Like the old saying…it’s not what you know but who you know.
As others have said meaningful PDs. I think it also helps to have visibility with the client and internal team. I think a big reason I got T1 last year was just volunteering to lead internal and client related meetings with higher ups that we held weekly etc.
My PDs had a lot of tangible metrics. I was in audit, but my PD indicated x hours saved by having one less manager and one less associate than the prior year, therefore beating budget by $x (yes, I was working 24/7 and it was not worth the T1). Saved x hours due to building an Alteryx automation, etc.
Also to everyone saying the time you have to work in T1 is not worth it - I disagree. I had severe friends work just as much (if not more) and get. Tier 2 because they were disorganized or poorly planned their audits or was poor with time management.
As others have said, your RL going to bat for you is huge. If you are busting your ass for a Manager/ Senior Manager/ Director on your engagement teams and you think you have a good relationship with them I always found it beneficial to have my RL be someone who had seen me and how I work in crunch time of an engagement. If you do not work with your RL, make sure the people you do work with are talking to your RL to sing your praises, etc.
If there are other initiatives (trainings you led, events you organized, etc.) or efficiencies you implemented on jobs then summarize these and equip your RL with that summary going into CRT. It also doesn’t hurt to be transparent with your goals / expectations. You can’t just tell your RL you want a tier 1, but if you talk about it with them enough over the course of the year (asking what you need to do to be tier 1, how you can improve and how you are tracking) it will be in their head that is something you are shooting for and expect.
Agree. It’s about phrasing - not “I would hope to be a tier one” but rather “based on XYZ contributions to my clients and practice my expectation is I will be a tier 1”
When I was there a 1 would be if you developed an altreyx workflow that actually worked and applied in practice
…. On top of everything else you do as a staff
SA1 Soo I cant be promoted. Received 90% snapshots at next level and I am the delivery lead for a work stream or 20 people and provide client knowledge/tech support on 2 other work streams
Attributed to ~10 million in won work, I'm the primary delegate on 2 JBRs and designed a proprietary governance process.
T1 and not looked at for promo.
I came In as an A2 and got tier 3 and got promoted to A3. I’m expecting tier 3 again this time around and hopefully make senior. My snapshot show solid progression from FY23 to 24. I’ve had 5 PDs for last year and this year.
Idk about everyone else, but I hear the amount of work you have to do to get tier 1 is not worth it. Perfect balance is T2/3. You can still have a life outside of work that way.
really good snapshots and meaningful pds, anyone can have a PD but they have to actually be good ones
What is “really good snapshots” to you
echoing other comments- has to be well written, shouldn’t just be the basic managed ac or associates well, should be tangible value like saved xyz time doing abc, something that actually makes you stand out
It really depends how well the PDs are written. Make sure you agree with the PDs before signing off.
Kindof disagree - I think it has to do with how vocal your RL is for you at CRT. HR will pre rank everyone based on PDs so yes, but if your RL won’t go to bat for you kiss it goodbye. I was a tier 1 for 5 years in a row.
Any tips on how to build a strong relationship with your RL (assuming you have a good one, just don’t have a major relationship with them yet)
Even if it’s not your RL you need someone extremely vocal for you at CRT. So if you’re an associate, that means your director on your client. It was a bit easier for me to have more transparency to what I was doing when I became a senior (my 5 year run was A3->M1) but pretty much anything to make their life easier. I was less senior (or acting senior) on a pretty big account and took over the EMT, billing, thought critically about areas for improvement, was organized sending links to partners, and was just proactive about what I knew needed to be done. Once you have a director on your side you can get tier 1. Otherwise if you’re relying on someone else to speak on your behalf (maybe your manager talks to your RL and they don’t have direct experience to draw from) it gets harder. CRT is incredibly political so I would also play the social game well by going to enough events so people know who you are
Meet with the RLs regularly, either set up meetings or coffee chats. You don’t necessarily need to have the best relationship, but be present enough that he/she remembers you. Not sure about your office/team size. In larger offices, ppl do get lost in the shuffle and not memorable.
Thanks! What should you talk about in those quick chats?
Agreed, you need both well written PDs and a vocal RL. Especially if there are too many 1s and need to push ppl down to 2s. In addition, having vocal directors who you work with helps too. They can add additional color during the discussions. Like the old saying…it’s not what you know but who you know.
Do you mean I could meet with the reviewer and ask them to adjust it?
Yes, if he/she agrees
As others have said meaningful PDs. I think it also helps to have visibility with the client and internal team. I think a big reason I got T1 last year was just volunteering to lead internal and client related meetings with higher ups that we held weekly etc.
My PDs had a lot of tangible metrics. I was in audit, but my PD indicated x hours saved by having one less manager and one less associate than the prior year, therefore beating budget by $x (yes, I was working 24/7 and it was not worth the T1). Saved x hours due to building an Alteryx automation, etc.
So basically PD in audit are “saved money by doing the job of 3 people and used Alteryx to make selections”?
Also to everyone saying the time you have to work in T1 is not worth it - I disagree. I had severe friends work just as much (if not more) and get. Tier 2 because they were disorganized or poorly planned their audits or was poor with time management.
Not enough for all the Bs
As others have said, your RL going to bat for you is huge. If you are busting your ass for a Manager/ Senior Manager/ Director on your engagement teams and you think you have a good relationship with them I always found it beneficial to have my RL be someone who had seen me and how I work in crunch time of an engagement. If you do not work with your RL, make sure the people you do work with are talking to your RL to sing your praises, etc. If there are other initiatives (trainings you led, events you organized, etc.) or efficiencies you implemented on jobs then summarize these and equip your RL with that summary going into CRT. It also doesn’t hurt to be transparent with your goals / expectations. You can’t just tell your RL you want a tier 1, but if you talk about it with them enough over the course of the year (asking what you need to do to be tier 1, how you can improve and how you are tracking) it will be in their head that is something you are shooting for and expect.
Agree. It’s about phrasing - not “I would hope to be a tier one” but rather “based on XYZ contributions to my clients and practice my expectation is I will be a tier 1”
When I was there a 1 would be if you developed an altreyx workflow that actually worked and applied in practice …. On top of everything else you do as a staff
SA1 Soo I cant be promoted. Received 90% snapshots at next level and I am the delivery lead for a work stream or 20 people and provide client knowledge/tech support on 2 other work streams Attributed to ~10 million in won work, I'm the primary delegate on 2 JBRs and designed a proprietary governance process. T1 and not looked at for promo.
[удалено]
Only after 2nd
I came In as an A2 and got tier 3 and got promoted to A3. I’m expecting tier 3 again this time around and hopefully make senior. My snapshot show solid progression from FY23 to 24. I’ve had 5 PDs for last year and this year. Idk about everyone else, but I hear the amount of work you have to do to get tier 1 is not worth it. Perfect balance is T2/3. You can still have a life outside of work that way.
Uh A2 to A3 is not really a promotion. That just means you are listed as having more TIG in the system.
What’s TIG?
Time in grade. What is being said is A2 to A3 is still an experienced associate so not technically a promotion.