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busy season management

busy season prep: 12 essential checklists

more than 50 items to get off to a good start.

卡塔尔世界杯常规比赛时间 research

planning for tax season is an important step in both optimizing profits and managing the professional liability risk associated with providing tax services,. pre-tax season training of personnel and proactive review of administrative procedures will improve efficiency through april 15th and beyond. 

part 1. what to do now… before the big rush

  • 4 ways to help clients prepare
  • 5 steps to review e-file requirements and processes
  • 4 ways to update engagement letter processes
  • 3 must-do’s to review client acceptance and continuance procedures
  • 8 steps to prepare the firm for tax season
  • 5 ways to help staff prepare for tax season

part 2. what to do during busy season

  • 11 items to cover in a pre-tax season staff meeting
  • 15 things to include in a control log
  • 4 things to remember when testing tax software
  • 8 things every tax preparer should do for each client
  • 4 ways to better plan for deadlines
  • 2 keys to survival

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2022年世界杯抽签

the radical cpa teams with botkeeper

vc-backed start-up targets accounting firms for growth.

jody padar, cpa, mst, principal of new vision cpa group and author of “from success to significance: the radical cpa guide” is partnering with enrico palmerino and the team at botkeeper, a new-age bookkeeping solution enabling accounting firms to expand and modernize their businesses.

the partnership was unveiled at the three-day quickbooks connect event in san jose, ca. padar presented on accountants day during a breakout session entitled “a new business model for cpa firms: how to bill $1m per fte.” shortly after, the new partners hosted a joint event titled “getting radical with botkeeper” which was streamed via facebook live.

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pro member exclusive

mergers vs. clients: winners and losers

as firms pursue m&a at any cost, who’s taking care of the clients?

2008-2017: two years of slowdowns in organic growth rates signal a bevy of underlying problems. (rosenberg survey)

by rick telberg
rosenberg survey

golden and loerzel: problems in merger strategies

the many challenges tax and accounting firms face today can be daunting:

  • accelerating changes in technology (now reaching beyond blockchain to the frontiers of artificial intelligence)
  • staffing shortages (not just a rarity of professionals but too few up to speed on regs and tech)
  • a new generation (young professionals who expect flex time, time off, telecommuting, fewer hours, and similar perks and benefits)
  • an old generation (baby boomer partners working more years but getting older nonetheless)
  • increased competition crossed with ever-evolving marketing media (a battlefield unknown to people trained only in accountancy)
  • the evolution of auditing (or is it an ongoing revolution?)
  • new client opportunities (maximizing potential of niches, it service, consultation, etc.)

practitioners in firms large and small are doing their best to meet the challenges, but meeting challenges can divert energy and effort from actually growing a business.

and merger mania may be to blame.

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featured

benefits, perks, and incentives: the happy-packs of employee satisfaction

how cpa firms can muscle up in the war for talent.

by rick telberg
卡塔尔世界杯常规比赛时间

it takes more than a steady paycheck to attract new talent and keep good staff happy in today’s tight candidate market. but there’s a huge gap between what firms are offering and what top candidates expect, according to a 卡塔尔世界杯常规比赛时间 analysis of a new nationwide compensation study.

in a new survey of the most common benefits, perks, and incentives offered by companies and accounting firms, robert half, the nationwide recruiting agency, finds many tax, accounting, and finance employers are offering less than competitive benefits, perks, and incentives.

in a war for talent, you need all the ammunition you can get. accounting and audit firms work with high-caliber professionals. these professionals are looking for packages. salaries are a good start, but firms that want to attract and retain the best need to consider what really appeals to them.

what do candidates want and what are firms offering? here are the details:

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