[Tyler23]

Hi All,

Recently passed my last remaining part of the CPA exam and sent in my application to the state. I’ve been with my current employer (small 6-8 CPA firm) for just shy of two years (including internship). The firm has recently been through some radical changes due to one of the partners being out during all of 2017 busy season for health reasons. The remaining partners hired an additional accountant (not a CPA) after the busy season ended fearing the worst case scenario would occur.

It so happens that the partner (my main employer) returned to full health, and is back in the office on a part-time basis. Now I fear that the workload I had will significantly differ for the coming busy season due to these drastic changes in the firm. I’m seeking to ask for a raise due to the value I’ve added to the firm and because of the crazy busy season we had but I’m no longer sure what my standing is within the firm due to this new employee coming into the picture. The partners don’t seem interested in performance evaluations, there is an obvious disconnect between my main employer and the other partners, and to top it off I’m being paid the same amount as I did (below area average) when I had less responsibility as an intern here back in early 2016. I understand that the CPA license doesn’t immediately equate to a huge raise for smaller firms but I’ve certainly added value and I feel that I have the ammunition needed to warrant a raise. But now, with all of these structural changes, I fear that my value to the firm is beginning to suffer as well as my potential to advance within the firm.

Thoughts?

[livealittle]

If I were in your shoes, here's what I would do.

1 – research current salaries for your area with your same education, certification and experience (ECE)
2 – covertly check job listings in your area for someone with your same ECE
3 – if your firm has a policy manual or HR document, review it for any written policies on reviews, raises, responsibility changes, etc
4 – document specific examples (with $ figures) of value you have added to the firm
5 – request an appointment for a meeting with whoever determines your raise/salary, responsibilities and any promotions of titles
6 – at this meeting FIRST ask what the next steps are for you in the firm
7 – see if your desire to move up/have more compensation is compatible with the firm's vision and goals
8 – if there are documented steps that have not occurred with your career, then state such. Maybe mention that with the health issues of partner X, you understand things don't always happen exactly on schedule. Ask for some target dates for these steps to occur.
9 – if #8 doesn't exist, maybe state that that you were under the assumption that some type of official periodic -at least annual – performance reviews would occur.
10 – if you have to use #9, then ask if regular reviews with appropriate increases in compensation to bring your compensation within the range of $A-$B that you've researched can be scheduled.

I think your goal is to be compensated for what you believe you are worth. Presented to management as “here is what I've researched. This is what my research says I should be compensated at. I am $X under that. I've brought $X of value added to the firm and am still being compensated at the rate of ‘intern'. How can we work together to bring my compensation/title/responsibilities into line with comparable firms in the area?” You have a much better chance at initiating change without alienating management or appearing as just wanting more money because you show up every day.

good luck and please report back and let us know how it turned out

BEC - 8/8/16
REG - 66, 77
AUD - 81
FAR - 9/8/16

[Author]

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