{"id":113261,"date":"2023-06-29t13:13:00","date_gmt":"2023-06-29t17:13:00","guid":{"rendered":"\/\/www.g005e.com\/?p=113261"},"modified":"2023-08-08t17:46:35","modified_gmt":"2023-08-08t21:46:35","slug":"11-best-practices-for-partner-compensation","status":"publish","type":"post","link":"\/\/www.g005e.com\/2023\/06\/29\/11-best-practices-for-partner-compensation\/","title":{"rendered":"11 best practices for partner compensation"},"content":{"rendered":"

\"//www.g005e.com/store/wp-json/wp/v2/posts/\"<\/a>bonus: seven systems to allocate income … and who uses them.<\/strong><\/p>\n

by marc rosenberg<\/i>
\nhow to bring in new partners<\/i><\/a><\/p>\n

it would take a book much longer than this post to properly explain the finer points of partner compensation, especially how each of the major compensation systems works. oh, did i forget? we wrote such a book, “cpa firm partner compensation: the art and science<\/a>.”<\/p>\n

more: <\/b><\/strong>fifteen steps to new partner buy-in<\/a> | what buying in actually means<\/a> | how partner and staff actions impact profits<\/a> | nuts and bolts of mentoring staff<\/a> | nine ways to measure staff performance on the path to partner<\/a> | sixteen duties of a partner<\/a> | five people to keep out of partnership<\/a>
\n\"goprocpa.com\"exclusively for pro members. <\/span><\/strong>log in here<\/a> or 2022世界杯足球排名 today<\/a>.<\/span><\/p><\/blockquote>\n

best practices and key concepts<\/strong><\/p>\n

as is the case with all of my lists, no one firm incorporates all<\/strong> of these practices in its partner compensation policy. but i have observed all<\/strong> of the practices below in one or more of the best firms i\u2019ve worked with over 20 years.<\/p>\n

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  1. performance-based. <\/strong>there should be a strong link between pay and performance. when it comes to cpa firm performance and profitability: as the partners go, so goes the firm. the partners have a much greater impact on the firm\u2019s success than professional staff and other personnel. if they perform at a high level, the firm will do the same. if partner performance lags, then the firm will suffer. therefore, the firm needs to motivate the partners to produce at high levels and reward them accordingly. compensation isn\u2019t the best way to motivate anyone\u2019s performance, but it is<\/strong> effective.
    \n<\/em><\/li>\n<\/ol>\n

    read more →<\/a><\/p>\n