Email Subscription
-
About Marc
Marc Rosenberg is a nationally known consultant, author and speaker on CPA firm management, strategy and partner issues. He is President of his own consulting firm, The Rosenberg Associates, Ltd.
Continue Reading -
Monographs by
Marc Rosenberg
Marc has condensed 23 years worth of his CPA firm consulting advice and proprietary handouts and checklists into “how to” monographs on a variety of hard-hitting practice management topics.
Titles Include:
- CPA Firm Succession Planning: A Perfect Storm
- Strategic Planning and Goal Setting for Results
- How to Bring In New Partners
- How to Negotiate a CPA Firm Merger
- How to Operate a Compensation Committee
- What Really Makes CPA Firms Profitable?
- Guide to Planning the Firm Retreat
- Effective Partner Relations and Communication
-
Recent Posts
Archives
Categories
- Benchmarking/Profitability
- Best Practices-CPA firms
- Commentary
- Governance/Management
- Leadership
- Mergers
- Miscellaneous
- New Partners
- Partner Agreements
- Partner Compensation
- Partner Issues
- Partner Retirement/Buyout
- Performance Reviews
- Practice Development
- Retreats
- Rosenberg Associates' news
- Staff Issues/Human Resources
- Strategic Planning
- Succession Planning
- Surveys
Category Archives: Partner Compensation
CPA Firm Comp Committee Members Are Like Judges
The heart and soul of the Compensation Committee (CC) method for allocating partner income is this:
The system can only work if the people being judged are
willing to trust the judges. Period. If the partners aren’t
comfortable with this, then they should not use the CC. Continue reading
CPA Partner Base Salary Guidelines
I RECENTLY RECEIVED THIS QUESTION: In developing a new partner compensation system, you have spoken about how most firms break down total partner income into three tiers: Interest on capital, base salary and bonus. We seem to be stuck on how to determine what the base salaries should be for each of us. What are other accounting firms using as a base salary?
Continue reading
CPA Firm Partner Compensation Theory
A reader queries: We are trying to restructure our compensation plan. I was wondering if you have any insight on “compensation theory” that might help us?
Rosenberg replies… Continue reading
Partner Comp Best Practices as Firms Grow
Except for periodic economic downturns, most firms evolve through many growth stages over time. Firm size changes often trigger modifications of their management practices. The system for allocating partner income is a prime example. Here are several best practices for partner compensation … Continue reading
Align CPA Partner Compensation with Strategic Planning
When firms are small or in their early stages of evolution, the focus is necessarily on survival and production. But as firms enter their “mature” phase of evolution, more is needed from the partners than production. How can a firm align partner compensation with strategic planning goals?
Continue reading
5 Secrets of Great CPA Partner Compensation Systems
If partner compensation isn’t THE most frequent topic on conference agendas, it certainly is near the top. Why is this subject so enduringly fascinating?
Here are some observations based on my experiences consulting with hundreds of CPA firms on partner compensation. Continue reading
MP or Rainmaker: who should earn more?
That depends.
For those of you hooked by the title of this blog, I’m sorry to disappoint you with that answer.
In allocating partner income, a firm needs to look at all performance attributes of each partner. Continue reading
Compensation Committee Horror Story
To many, it’s almost impossible to separate “partnership” from “democracy.” Many partners in CPA firms believe strongly that the firm should be managed in a highly democratic manner.
Democracy is a good thing. But like most good things, if taken to the extreme, the results can be disastrous.
Here’s an example….
Operating a Compensation Committee: The devil is in the Details
Increasingly, CPA firms are adopting the Compensation Committee system for allocating partner income. Firms are finding that systems such as formulas, pay based on ownership percentage or pay-equal no longer work. When we compare the usage of the compensation committee … Continue reading
How Should The NEW Managing Partner Be Compensated?
Baby boomer partners are rapidly approaching retirement age, creating a huge demographic shift within their firms. One result of this is a dramatic increase in new managing partners at firms. Many firms are skipping a generation and turning the reins … Continue reading