It’s an interesting concept, this performance utilization. Many companies throw it in as one of the parameters on which your “contribution to the bigger picture” is measured.
That makes you think it should be some measure like (Pixels by You) / (Total Pixels). Nopes. You’re smart but aint smart enough like HR. It’s more like (#hours-you-worked) / (#hours-you-got-paid). What if you worked 100 hours in one of those weeks? You should be ashamed to even think that your company is interested in making you slog, let alone measuring how much you slogged and putting it into your utilization!
The kewl part of it is that your % start crashing like the sensex once you are out of a project. The effort to staff you goes like this.
Week 01:
“We have a project in your technology, but the step up you’re looking for is not available”
Am not interested in anything without the step-up. Sorry.
Week 02:
“We’ve a new one, but this one is a different technology”
Hmm… can I look at the one you were speaking about last week please?
“Last week’s thing got staffed”
Well, I’ll wait for something similar to come up.
Week 03:
“We’ve something which is in a different technology and in a different specialization”
I guess what you had last week is gone?
“Yeah. And please keep in mind that this is your third nomination”
What should I do there?
“They just need a person to vegetate. You’ll fit.”
Well… let me think.
Week 04:
[Your utilization % is reaching the stop-loss figure, and you're ready to sell.]
“We’ve…”
YES, I’ll take that!
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aww.. shucks!