Developing your career
Make your next career move to Ernst & Young and you take a major step towards achieving your potential. The Ernst & Young career development framework is called EYU – Ernst & Young and you – and it will provide you with the skills, knowledge and confidence you need to take your career forwards.
Crucially, there are opportunities to further your career in the direction that interests you most. You're not defined by the area of the business you work in, nor will you only work on one kind of assignment. Instead, you’ll be given plenty of opportunity to get varied experience and explore different facets of our business.
We expect you, as a self-motivated professional, to set stretching goals for yourself and your team. We’ll support you in achieving them in every way we can.
Our performance management and development process (PMDP) aligns your goals, individual objectives and development plan to those of the business. We’ll work with you to develop a personal scorecard specifying your objectives in areas such as people, quality, growth and operations. The PMDP consists of annual goal-setting and six-monthly reviews for you to discuss your progress with your manager or partner.
Your development is at the heart of our culture. It contributes to an engaging and positive workplace for all, provides opportunities to reward and recognise you and helps deliver a differentiated service to our clients. In short, it is the foundation for continued success – yours and ours.
Our learning curriculum is designed to build your general and specific business skills, resulting in better client relationships.
We do all that we can to help you get the ‘on-the-job’ experience you need to progress within our organisation.
From ongoing dialogue with a mentor to formal performance reviews, we provide the opportunities you need for open conversations.
Learning never stops
There are two parts to our global learning curriculum. The first is designed to build your general business skills and acumen. The second is designed to refresh and enhance your technical skills constantly across our service lines so that you can provide an enhanced service and in turn form better client relationships. There are also many structured opportunities to enhance your leadership and relationship skills.
We currently offer more than 16,000 courses on our learning management system. Last year, our people undertook more than six million hours of learning and completed over 700,000 courses.
You can use this system not only to learn, but also to validate that you have had the technical training you need from a regulatory perspective, wherever you're located in our global organisation.
Our success – and our clients’ – depends on our people, so we take their development seriously. That’s why we invite our people to special milestone learning events as their career progresses, from Welcome to EY as a new joiner, through to the New Partner Programme.
We know that the most enriching, career-enhancing experiences are gained on the job, and we recognise this as a formal part of our career development framework. We do all that we can to help you get the experiences you need in order to progress within our organisation. With that in mind, we plan assignments not only to give our clients high-quality service, but also to provide you with the best environment for your career development while enhancing your relationship and leadership skills.
Moving within our organisation
Our Experiences programme offers cross-border and cross-service-line placements with short- or long-term engagements. This mobility will enable you to work in different environments, which offer exciting and challenging experiences. It will help you to develop an inclusive mindset and thrive in an increasingly global market, at the same time as matching our clients’ needs and your personal goals.
Examples of programmes available include:
- New Horizons – The opportunity to work as part of a local team in a different country for three months. This programme helps you to practise working in another culture and build your professional network. You’ll also gain rich new experiences from living in your host country.
- Global Exchange Programme – Exchange knowledge and leading practice with new colleagues as part of a local team working on client engagements. You’ll learn more about our global organisation and expand your professional network.
- Residencies Programme – Designed to advance your development and prepare you to work on complex global accounts. Working in one of our global centres for a period of up to 18 months, you’ll focus on a particular area of knowledge or a technical offering within your chosen service-line. You’ll benefit from sharing technical and industry insights with our clients while building your professional network.
- Secondments – An opportunity to work in another area of the firm (including other service areas or offices), a client’s business or another entity. You’ll increase your knowledge of Ernst & Young, build valuable networks and improve your business acumen.
- Accelerated Leadership Programme (ALP) – A way to develop your strategic, people and management skills at a faster pace. It’s designed to prepare you for career progression and future leadership roles. The demands of the ALP can be high in terms of time, commitment and effort, but the rewards are great.
- Rapid Development Programme – The RDP is a two-year programme for support staff, targeted at individuals who show potential in leadership qualities and are 12 months either side of promotion to manager. It accelerates the development of leadership and business skills amongst those who show they have the strongest potential.
Using your skills in the community
We also encourage you to use your professional skills to give back to the community. This will not only benefit others but will also add to your career and your life – enhancing your leadership, communication or project-management skills.
The support you need, when you need it
Coaching enables you to have open, honest conversations between people at all levels throughout our organisation. This ranges from daily informal on-the-job coaching to project feedback and periodic formal performance reviews.
At one end of the scale, you may adopt a mentor with whom you can have ongoing conversations about particular skills or issues, and at the other, you’ll have a counsellor with whom you’ll have more formal performance reviews – and receive structured feedback from.
On-the-job coaching conversations are hands-on interactions that occur in the context of daily work, which help you to gain a broader perspective, increase clarity and address particular issues and challenges. Coaches will improve your performance through teaching the practice, which means less to rework. Working with a colleague who is capable of coaching you on a work-related issue can often help you to gain deeper insight into your own work performance.
Counselling – performance reviews
Performance conversations allow the counsellee and counsellor to look back and evaluate performance by bringing together and considering multiple views. These reviews help to leverage your strengths and address your development needs.
Counselling – career development
In addition to performance reviews, career development conversations are also an important aspect of coaching at Ernst & Young. These conversations should challenge you to explore your individual interests, aspirations, needs and options. They also create meaningful goals – both from an annual and a longer-term perspective.
Mentoring provides support, insights and practical advice on a variety of professional development and career topics. Mentoring differs from on-the-job coaching which provides daily support on work-related topics. At Ernst & Young, we encourage our experienced professionals to provide mentoring to less experienced colleagues, for instance through initiatives such as the Career Advisor programme.