Advancement
Policy Statement:
Employee picked for advancement will have the qualifications needed to
carry out the duties they will be called on to carry out.
Implementation:
The CPA firm will carry out this policy through the following
procedures:
·
Setting up a Director of Human Resources (or a
office) to identify and communicate the CPA firm’s policies and procedures
manual the qualifications needed to carry out duties at each professional
level within the CPA firm by:
- Setting up the factors for evaluating
employees at each professional level and for advancement to the next
higher level of duty.
- Making up evaluation forms for each
professional staff classification
- Appointing an officer for making
advancement and termination decisions for staff and recommendations for
manager- and partner-level advancements and terminations to the CPA
firm’s management. Such duties should include:
- Determine duties and requirements for
evaluation at each level and indicating who will prepare evaluations
and when they will be prepared.
- Go over evaluations with the employee
being evaluated on a timely basis.
- Advising employee as to their
advancement and career chances of growth by
- Yearly going over key points and going
over with employee the evaluation of their performance,.
- Regularly evaluating officers by means
of counseling, peer evaluation, as applicable, regarding qualifications to fulfill their
duties or assume added duties.
©/2003 to 2009 A Andrew Harrison CPA P.C. love a challenge
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