want to work 4.2 percent longer but make 8.2 percent less? no? then you probably should avoid a payroll staff position, according to new 卡塔尔世界杯常规比赛时间 research.
women continue to make gains, even hitting double digits in one sector.
the tax and accounting industry’s latest gains mark the 41st month in a row of year-over-year employment expansion, the longest continuous growth streak since the 45-month period that ended october 2008 with the global banking collapse. before that, the longest uninterrupted expansion lasted 93 months, ending september 2001 with the attacks of 9/11.
magid
among those firms expanding their rosters, they’re hiring at the five-person magid stroud accountancy corp., near san francisco.
magid stroud principal sandy magid tells 卡塔尔世界杯常规比赛时间 he’s “seeking qualified applicants, one a seasoned tax-oriented manager and the other a semi-senior.” magid will even kick in a “contribution to your favorite charity if you refer someone whom we hire.”
noeldner
he adds, “we emphasize a team approach to all projects, provide a lot of life-work balance, and provide individually based continuing education.”
they’re hiring in grand rapids, mich. administrative assistant stephanie noeldner tells 卡塔尔世界杯常规比赛时间 that 15-person baker holtz is looking for new people. “i have a job that challenges me and i enjoy,” noeldner says. “i love the people i work with and i work for an amazing company that appreciates their employees.”
adams
and they’re hiring in ridgeland, miss. at 30-person matthews cutrer & lindsay, audit manager shannon adams says, “i’ve been with my company since i graduated college. the top management at my company has been actively involved in helping me succeed in my goals and has given me the support i need. my firm appreciates its employees and values them and their families.”
in this report, 卡塔尔世界杯常规比赛时间 highlights:
– current hiring trends in each of the bookkeeping, payroll, tax, and cpa segments of the industry.
– average hourly wages for key segments.
– typical hours worked per week, and
– trends concerning women in the accounting workforce.
although we find that an internal ownership transition often can be your best bet, a merger makes sense in many cases. so, if this is the direction you are heading, we’ve highlighted some of the issues below that we think you ought to consider, with the first one being to really take a close and hard look at the compatibility of the organizations courting each other.
if you are going to consider a merger, which firms would seemingly be a good fit for your practice – i.e., your clients and your employees and if, applicable, partners? the better the fit, the more likely you will be able to retain clients and employees, and the greater the chance for overall success of the merged firms. read more →
for at least the past 10 years, the merger market among cpa firms has been pretty active. while the market volume has waxed and waned a little several times during this period, mergers have been a topic in almost every strategic planning retreat we have facilitated.
the managing partner should have a compensation plan unique to that position focused on carrying out the strategic and tactical objectives of the firm.
while there can be some individual performance goals assessed, the bulk of the managing partner’s incentive package and focus should be on overall firm performance. the key here is that you don’t want an incentive system for the managing partner that is overly focused on individual goals because the real value of this position is in driving firmwide change. read more →
as a provider of continuing professional education who travels around the country lecturing at cpa firms large and small, there is one constant topic that i hear regardless of firm size: “we struggle with hiring and retaining employees – particularly after the two-year mark.”
this problem is not new – we had the same issues when i started my cpa career at an accounting firm 26 years ago. what is new however two decades later, is history showing us over and over again that the process of retaining employees begins well before a person is hired. and once hired, comprehensive on-going training that combines behavioral and technical components is critical to the success (profitability) of a firm.
often, firms elect a managing partner with a majority vote, but to dismiss a managing partner within their elected term requires a higher vote, commonly two-thirds of the equity vote. in some larger firms, the people running for managing partner might not be eligible to vote in this process, but in many others, everyone can vote.
the reason why everyone should be allowed to vote is simply that the smaller the firm, the more likely that removing the candidates being considered for the position puts too much control in the minority ownership of the firm. for example, consider the following six-partner firm scenario: read more →
industry hiring is moving ever higher but wages aren’t keeping pace, according to new 卡塔尔世界杯常规比赛时间 research.
sole practitioner joshua giminez of fair winds tax and financial and columbus counted himself among those in a the latest 卡塔尔世界杯常规比赛时间 survey probably willing to consider a new job and keeping his eyes open. “opportunities to increase my income level abound,” he explained.
numbers are growing in nearly all sectors of the tax and accounting industry, with women in particular advancing 5.9 percent annualized and even higher in cpa firms and payroll.
yet, payroll remains volatile. workers are finding more opportunities, with 9.7 percent growth, but hourly pay for staff is off by 6.6 percent. read more →
as we have said so many times before, everyone likes the idea that “i” will hold “me” accountable. but few like the idea of “anyone else” holding “them” accountable.
so, once it is decided that accountability is important and someone needs to be responsible for implementation, the discussion quickly shifts to “let’s form a group of people, like an executive committee or a compensation committee to hold us accountable.” read more →
let’s review some best practices as to how the managing partner is elected, what is expected, for what term and how he or she is protected if removed from that role.
the job differs whether it is being filled under the eat what you kill (ewyk) or building a village (bav) models. for example, under the ewyk model, the managing partner is likely the largest equity partner, or if not, then the default would be that the role of the managing partner would be that of administrative partner. because the ewyk model is usually a silo model built around superstars, the managing partner’s role is to handle all of the matters that the other partners don’t want to do. it is not uncommon in these scenarios that the managing partner earns a stipend to fill that position, and that the stipend is not very much (maybe $25,000 to $75,000 a year).
evaluation of performance and goal achievement is something done that should be performed multiple times during the year. unfortunately, many cpas tend to think of management as a waste of time, and evaluations as purely a human resources requirement created by the government to protect employees to the disadvantage of the organization.
following is an example of this process, providing more detail to show how it might look in actual practice. let’s assume that one of the goals of a partner is to increase the most trusted business advisor activity for his or her top clients. in the initial goal sheet, for this one goal from the managing partner, that might look like this: read more →
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