what it takes to get promoted.
by marc rosenberg
the rosenberg practice management library
cpa firms have many different titles or positions.
more: making partner: the essential metrics | what makes a partner | want to be a partner? meet these 17 expectations | five reasons not to make someone a partner | yes, you need another partner | six big mistakes in succession planning | what a firm needs from its leaders
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today, we’ll address the most common:
- staff
- senior
- manager
i often use the term “staff” to refer to anyone who is not at the partner level. this is different from a “staff-level” associate, who typically has only a few years or less of experience in public accounting. but exactly what does it take to advance from staff to senior and from senior to manager?
what it takes to get promoted
from staff to senior to manager
staff job:
- entry-level
- works on one job at a time
- does not supervise staff
- mainly focuses on learning basic technical skills
- rarely reports to a partner
what it takes to advance from staff to senior
- has the ability to senior small jobs
- hits annual charge hour budget with an acceptable realization
- has mastered basic technical work
- doesn’t repeat mistakes
- has 2-3 years as a staff person
senior job:
- runs jobs in the field
- mostly does one job at a time, but not always
- supervises staff
- has heavy client contact
- has lots of partner contact
what it takes to advance from senior to manager:
- jobs delivered to manager or partner need minimal change
- is a skillful supervisor
- is productive; realizable
- has partner or permanent manager potential
- has credibility with staff and partners
- has 2-3 years as a senior
12 questions to ask of staff
from jennifer wilson of convergencecoaching.
- what do you envision for your career in one year? in three years?
- what do you view as your strengths and gifts?
- what do you most like to do in your position right now?
- what would you most like to try doing?
- what do you like least in your position right now? why? what would you like to see change in your role as a result of this?
- what skills do you want to develop to further succeed at the firm?
- what other skills are you interested in acquiring?
- what more can i, as your coach or mentor, or the firm do to improve your job satisfaction and assist you in being more successful?
- what other areas of the firm are you interested in learning about?
- what questions do you have about your career and its progression?
- what should i know about you personally? what do you want to know about me?
- what else would you like to discuss?