pay & compensation archives - page 40 of 74 - 卡塔尔世界杯常规比赛时间

accounting industry extends 5% growth into busy season

march 14, 2016

a great time to be an accountant.

next question:
the secret to success in the accounting business?
join the survey; get the answers

by 卡塔尔世界杯常规比赛时间

have we mentioned it’s a great time to be an accountant?

we have, of course. but the good news shows no signs of slowing. according to 卡塔尔世界杯常规比赛时间 sources, increases of 5 percent or more were seen in

overall staff employment;
cpa firms, both overall and staff;
payroll, both overall and staff;
women overall, at cpa firms and in payroll;
and tax preparation, which skipped into double digits.

payroll staff saw the steepest decline, in hourly wages. the new 卡塔尔世界杯常规比赛时间 careers and hiring outlook survey results come amid a tax season, which by most measures, is much improved over last years.

more on tax season for pro members (go pro here): busy season 2016: more clients, fewer problems | problem clients causing big trouble | most tax professionals call 2016 busy season much improved over last year | stress less this tax season | is tax season the new fraud season? | 5 tax season motivation tips | recognize your tax season resources | tax season 2016: irs in crisis | eliminate tax season excuses | record pre-season hiring surge: ready for biggest tax season ever? | 16 qualities of a good tax season client | 8 ways to delight tax season clients | small tax season leaks can cause great damage | 5 ways thorough beats sloppy in tax season | tax season management: multi-tasking is a myth | digital workflow systems make tax season easier | why cpas need to worry about cyber crime (especially in tax season)

here 卡塔尔世界杯常规比赛时间 reports on:

current hiring trends in each of the cpa, tax, payroll and bookkeeping segments of the industry;
average hourly wages for key segments;
average hours worked per week;
and trends concerning women in the accounting workforce.

the 3 best partner compensation formulas

march 13, 2016

by marc rosenberg

4 common carve-outs, 9 challenges and 10 complications of all compensation systems.

by marc rosenberg
partner comp: art & science

compensation formulas are the most common system for allocating partner income.

more partner compensation for pro members (go pro here): why firms use partner comp formulas|3 subjective compensation systems | 11 points in designing a partner comp system | 3 tiers of compensation | partner compensation 101|what partners earn and how they earn it | partner compensation: an art, not a science | how partners view compensation: it’s not all about the money | why most partner comp systems are performance-based

now let’s look at some of the better formula systems we’ve seen:

who decides what?

march 8, 2016

by succession institute

you need to ponder some questions before you answer.

by bill reeb and dominic cingoranelli
卡塔尔世界杯常规比赛时间 / succession institute

everywhere you turn, you overhear someone talking about, being asked about the status of, or referring to their need to develop, a succession plan.

more on performance management: how retired partners are robbing their own firms | how involved should retired owners be? | how to find a partner’s replacement | action plans for transitioning partners | how retirement issues affect succession planning | succession: the questions to care about | 7 succession questions to ignore for now | cpa firm performance assessments: 15 core competencies, 21 questions

as a matter of fact, for the past 12 years through surveys with the aicpa, we have been asking firms to share with us whether or not they have a succession plan in place.

when you consider the responses to this question from the pcps succession institute succession management surveys conducted in 2008 and 2012, clearly more and more firms are:

getting their act together,
documenting their succession management strategy and
thinking through the ramifications of retiring one or more senior owners.

here is the question we asked along with summary data from both surveys: read more →

how retired partners are robbing their own firms

march 1, 2016

by succession institute

if you don’t set policies and enforce retirement deals, your firm could become a financial hostage.

by bill reeb and dominic cingoranelli

as many as 30 percent of firms pay more to retiring partners than they initially agreed, according to our succession survey.

more on performance management for pro members: how involved should retired owners be? | firms say what would change retirement pay | action plans for transitioning partners | how retirement issues affect succession planning | how partner ratings factor into equity | develop your employees or suffer the consequences | what having your employees’ backs means | do cpa firms need management or leadership? | job 1 for the practice owner: client management

here’s why.

why firms use partner comp formulas

february 28, 2016

by marc rosenberg

plus 5 ways to make them more sophisticated.

by marc rosenberg
partner comp: art & science

compensation formulas are the most common system used by cpa firms to allocate partner income. indeed, many small firms are not even aware that there are alternative systems available, and they’re puzzled as to why a firm would not want to use a formula.

more on partner compensation for pro members: 3 subjective compensation systems | 11 points in designing a partner comp system | 3 tiers of compensation | partner compensation 101| what partners earn and how they earn it | partner compensation: an art, not a science | why most partner comp systems are performance-based

compensation formulas are most heavily used by small firms, especially those with fewer than five partners. since over 90 percent of all cpa firms have fewer than five partners, formulas are the most common system. but once firms hit the five-partner mark, they find that other systems, mainly the subjective systems described in the previous chapter, are preferable. this will be explained later in this post.
read more →