{"id":91294,"date":"2021-11-28t12:00:32","date_gmt":"2021-11-28t17:00:32","guid":{"rendered":"\/\/www.g005e.com\/?p=91294"},"modified":"2024-08-14t09:34:41","modified_gmt":"2024-08-14t13:34:41","slug":"rewarding-partners-for-seniority-pros-and-cons","status":"publish","type":"post","link":"\/\/www.g005e.com\/2021\/11\/28\/rewarding-partners-for-seniority-pros-and-cons\/","title":{"rendered":"rewarding partners for seniority: pros and cons"},"content":{"rendered":"
<\/a>what best serves the firm?<\/strong><\/p>\n by kristen rampe<\/em><\/p>\n in our work with cpa firms on partner compensation, we have asked countless partners what they think about various performance criteria and whether or not they should factor into a partner\u2019s allocation of income. some examples of the performance criteria include firm management, business development, client service and billable hours. another criterion we ask about is seniority or tenure.<\/p>\n more: <\/b>what if founders don\u2019t want to buy each other out?<\/a> | when cpa partner votes go wrong<\/a> | when managing partners can\u2019t<\/a> | covid-19, adversity and innovation<\/a> | is mandatory retirement a best practice?<\/a> some partners respond to our questionnaire indicating that seniority or tenure should be a factor in income allocation. many partners believe it has no place. so, who\u2019s right?
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