{"id":64668,"date":"2019-08-18t11:00:01","date_gmt":"2019-08-18t15:00:01","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=64668"},"modified":"2024-08-14t09:35:01","modified_gmt":"2024-08-14t13:35:01","slug":"the-finance-side-of-goals-and-compensation","status":"publish","type":"post","link":"\/\/www.g005e.com\/2019\/08\/18\/the-finance-side-of-goals-and-compensation\/","title":{"rendered":"the finance side of goals and compensation"},"content":{"rendered":"

\"man<\/a>remember the “one firm” concept is at the core of this discussion.
\n<\/strong><\/p>\n

by tommye barie
\nthe succession insitute<\/a><\/i><\/p>\n

previously we reviewed the goal-setting process, including which person or group should orchestrate which parts of it. now we will conclude the discussion by walking through the financial side of assessing goal accomplishment and how it works when considering actual firm profits.<\/p>\n

more:<\/strong> the partner comp battleground<\/a> | if you don\u2019t eat what you kill, what do you eat?<\/a> | 3 ways to emphasize the one-firm concept<\/a> | 8 steps for a successful change process<\/a> | building competency on every level<\/a> | change happens: how to master it.<\/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

let\u2019s start with some statistics from our latest succession planning survey, which we did in partnership with the aicpa\u2019s pcps. the following tables show information regarding compensation systems, broken down by size of firm (by full-time equivalent [ftes] which includes everyone, from administrative to staff to partner):
\n\"data<\/a><\/p>\n

 <\/p>\n

\"data<\/a>
\nlooking at the three graphics above, you can conclude the following:<\/p>\n