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Compensation as a Strategic Asset
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Everyone wants to work at a successful firm where the rewards are both financial and professional. What makes the top firms successful is not merely superior execution, though that's a good place to start, what makes them stand out is excellence at hiring and keeping the best, and having a smart succession plan in place. Partner compensation can be an effective tool in achieving these goals.
Using the PCPS 2006 Owner Compensation Survey to identify compensation characteristics, preferences, and methods, authors Aquila and Rice show how to use recruiting, retention, goal-setting, evaluation, and pay for performance practices recommended by the top CPA firm management consultants.
This is the one guide you need, tailored specifically for professional practices, to implement the leading methods to align compensation with performance and strategic initiatives.
You get
- 2006 Owner Compensation Survey results
- Analysis of leading views on performance management, hiring, and retention
- Specific, step-by-step guidance on how to implement compensation systems that align to goal-setting and performance measurement
- Methods for growing the compensation pie to pay for excellent results
Compensation as a Strategic Asset shows how to align mission, vision, values, strategy, leadership, goal-setting, performance management and compensation to achieve long-term success at your firm.
About the Authors
August J. Aquila, Ph.D. is CEO of AQUILA Global Advisors, specializing in CPA firm mergers and acquisitions, management and owner issues, strategic planning, and facilitating firm retreats. He is author of hundreds of articles and several books on the accounting profession.
Coral Rice leads The Growth Partnership's organizational development, human resources, and learning services. Formerly of FranklinCovey, she specializes in designing performance management and compensation systems for both partners and staff at accounting firms.
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