Q: Big4 - Yearly salary increment

Originally Posted by Unregistered

ok then you go get an intern to work with you. spoken by a true airhead

why so butthurt, you on PIP?

updates on new pay for all ranks plz

Originally Posted by Unregistered

i am not denying character is important. OP mention that HR put out job posting does not seem to focus on character. If they do that, i am saying it is a shortcoming in the process that you are mentioning.

If you are HR, given limited resources in a day to interview X number of candidates, what is the focus?

A) Find a candidate that has the technical expertise to do the job requirement which you can test him for during the interview process?
B) Find a candidate that has the best character that maybe dont have the expertise but you can win best corporate culture award

A is something that you can gauge by asking a few technical questions. i've been to interview where the interviewer surprised of my knowledge of IFRS 9 compared to other candidates with more years of experience in the industry. This also proves character no?

B is something where if you want to focus on that, you dont even know who you are getting because everyone will put on a show and be on their best behaviour.

As ex-manager i can tell you the horror stories that we see in candidates, in person top notch character, say dont know the JE but willing to learn, go back draft email after interview say he did some research this is what he find. Once come in, complete opposite, now on PIP.

Focus on the things you can actually test for. Sometimes character is also based on how well you can work with your peers. Both people can have excellent character but just dont work well.

Technical competency is a basic prequisite for all candidates & should not be the ultimate deciding factor whether to hire a candidate

1. Accountancy is a career not a job

We find candidates to build them a career so they will build up the company together.
Candidates should come in with a view to handle partner level job in future.

The process of working is as important as the goal itself

2. There are many ways to test for character through the person’s history

Eg. How many character references he/she can provide, how many volunteer work he has done, Eg. Participating in beach cleanup during oil spill , whether got go thru OCS, internship grades, CCA leadership, whether achieved Lieutenant rank in SAF

Eg. how many times was a person promoted, how fast did he rise up in his previous roles or non-work related CCA appointments, whether got outstanding performance during NS (certificate of service)

3. Character is seen through action , might not be seen directly in resume but is definitely not found thru words during an interview

From your perspective, yes accounting is a job for job seekers thats all

But character and leadership quality in a candidate will create growth opportunities for all stakeholders

It all comes down to what is individual expectation at the end of the day
and how we view sustainability goals for human development

The way i see decline in new joiners into accounting industry and huge amount of quitters is because of non sustainable practices aka self pawn practices, aka 1 off carousell deal

Partners/CFOs keep hiring their candidates to fill up a role without having a long term 5-year, 10 year goals to achieve big growth together

What happens without proper leadership grooming with a view for character and leadership development results in skilled worker loss facing the industry today

With a steady character development with a view for leadership in addition to competency, this will be an ideal method to retain talented individuals to promote robust business sector that is free of all scandals as well as to ensure that new candidates come in knowing that they will be supported in terms of career development with a view to lead and perhaps pioneer new growth for next generation of accountants

Auditors are useless dogs. Charged client a fee but work given so bad and lousy.

Originally Posted by Unregistered

Auditors are useless dogs. Charged client a fee but work given so bad and lousy.

the only good work you need is the final signed document that transfers liability to the audit firm. theres no bad work

Blue
AM:
S3: 5300 (before)/ 5600 (after october, b4 ca bonus)
5800 (before w Ca)/
S4: 4800 (before) / 5100 (after)
G1:3800 (before) / 4550 (no bonus), 4400 (advisory)
G2:3600(before) / 4350 (no bonus)

Yellow
AM: 6100 (before) /
S2: 5500 (before) /
S1: 4800 (before) /
A2: 3800 (before)
A1: 3500 (before)/4300 (after, no bonus)

Orange
AM: 5900/6000 (audit) 6200 (tax) (before) /
S2: 5300 (audit) 5500 (tax) 6000 (cons) (before) // 5600 (After)
S1: 4800 (audit) 5000 (tax) 5500 (cons) (before) // 5050 (After)
A2: 3800 (audit) 4000 (tax) 4500 (cons) (before) // 4500 (after)
A1: 3500 (audit) 3600 (tax) 4000 (cons) (before)/4100 (after, no bonus)

B4 Ca completion bonus 2.5k x 4

Black
AM:
S2:
S1:
A2: 4500 (after)
A1: 4100 (after)

Audit Thread

Blue
AM:
S3: 5800 (py incl CA)/
S3: 5300 (py)/ 5600 (cy, ex CA)
S4: 4800 (py) / 5100 (cy, nb)
G1:3800 (py) / 4550 (cy, nb)
G2:3600(py) / 4350 (py)

Yellow
AM: 6100 (py) /
S2: 5500 (py) /
S1: 4800 (py) /
A2: 3800 (py)
A1: 3500 (py)/4300 (cy, nb)

Orange
AM: 6000 (py) /
S2: 5300 (py) // 5600 (cy)
S1: 4800 (py)/ 5050 (cy)
A2: 3800 (py)/ 4500 (cy)
A1: 3500 (py)/4100 (cy, nb)

CA bonus 2.5k x 4 = 10k

Black
AM:
S2:
S1:
A2: 4500 (cy)
A1: 4100 (cy)

Audit Thread

Blue
AM:
S3: 5800 (py incl CA)/
S3: 5300 (py)/ 5600 (cy, ex CA)
S4: 4800 (py) / 5100 (cy, nb)
G1:3800 (py) / 4550 (cy, nb)
G2:3600(py) / 4350 (cy)

Yellow
AM: 6100 (py) /
S2: 5500 (py) /
S1: 4800 (py) /
A2: 3800 (py)
A1: 3500 (py)/4300 (cy, nb)

Orange
AM: 6000 (py) /
S2: 5300 (py) // 5600 (cy)
S1: 4800 (py)/ 5050 (cy)
A2: 3800 (py)/ 4500 (cy)
A1: 3500 (py)/4100 (cy, nb)

CA bonus 2.5k x 4 = 10k

Black
AM:
S2:
S1:
A2: 4500 (cy)
A1: 4100 (cy)

What is the current market rate for an S2 exit senior in the commercial sector? Can match that pay or at least offer a 10% increase?

Why do managers leave after one year or after promotion? Is it worth staying until manager before exiting?