On the morning of Saturday, April 20, nine of us Read more →
See More: Why Gelman, Rosenberg & Freedman
It is imperative that as the firm grows, we have the processes in place to recruit, hire and develop the best people. Aside from having the requisite technical skills, the firm is also focused on developing leaders that can serve clients, develop business and inspire others.
The firm is committed to developing the client relationship skills of its staff so that they may take on an increasingly active role in client management. As the firm continues to grow, it will become increasingly important that we have the staff in place to take over client relationship roles.
With the two senior partners approaching retirement age the firm needs to identify and develop the next generation of leaders to assist in the transition and beyond. Future partners need to be identified early to ensure that they receive both the necessary training and the proper incentives to stay with the firm.
It is typical, but not automatic, for members of the accounting staff to begin as staff accountants and get promoted through each level based on performance over a course of several years. A typical, but not necessarily automatic, course of progression might occur as follows:
|LEVEL||YEARS OF EXPERIENCE|
|Staff Accountant||Up to 3 years|
|Senior Accountant||3 years to 7 years|
|Supervisor||5 years to 8 years|
|Manager*||5 years and greater|
*Contingent upon passing the CPA exam or obtaining a law degree.
The necessary years of experience may be gained while employed at the firm or elsewhere.
These time frames have been defined so that the accounting staff can identify a typical progression in their careers with the firm. There are overlaps in this progression schedule to reflect the fact that individual accounting staff members may progress within the firm at different rates.
Accounting staff are given formal evaluations annually in June. Any resulting promotions and/or salary increases are effective July 1 of each year. The firm highly encourages accounting staff members to seek feedback and opportunities for development and progression.
Certified Public Accountant Certification Program
We have built our reputation as CPAs on our expert knowledge and the trust placed in us by our clients. In order to keep you up-to-date with your accounting knowledge, we encourage and subsidize CPE classes and higher education classes.
We know that passing the CPA exam is a milestone for you and we want you to know that we recognize that accomplishment. Therefore, you will receive a $2,000 bonus whenever you pass the exam.
As a part of our mentoring program, one of our senior staff members will help you decide which of the following will help you implement your professional development: CPAmerica-sponsored CPE courses, in-firm training, outside seminars, higher education or developmental assignments.
We also sponsor our staff’s participation in outside activities conducted by professional associations, as well as industry-specific sessions conducted by client-related organizations. We keep abreast of updated policies and regulations concerning the nonprofit industry by requiring our audit and tax accountants to fulfill sufficient CPE credits on an annual basis.
This was my first time working with auditors and I was bracing for a tough audit and tax experience, but Jim Larson and his engagement team of Bob Maleta and Hang Hoang were very patient, kind and accommodating in breaking down their complex questions into layperson’s terms I could understand.
Carol | Binstock
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