Going Concern

Deloitte

Deloitte Highlights Its Non-monetary Commitment to Its Talent Via Hexagon-Filled Report

Caleb Newquist
August 23, 2010

Deloitte officially rolled out its Talent Annuity Report today and before you start wondering just what the hell a Talent Annuity Report is, Barry Salzberg enlightens everyone:

We published a Talent Annuity Report because we regard our talenhat generates an annuity. We take pride in the contents of the report — it is a tangible manifestation of our passion and commitment to our talent. Our people are vital to the continued growth of our business, and we are focused on fostering a quality culture where everyone has the opportunity to reach their fullest potential.

Everything Dr. Phil says may in fact be true, however when we look at the report, we see a lot of indecipherable hexagons that may or may not be used to communicate this “passion and commitment to [Deloitte’s] talent.”

Fortunately, if you’re not too interested in navigating through the geometric maze, the press release manages to break down why it was such a bang-up year for the talent at Deloitte:

The report chronicles a year of bold talent initiatives and historical milestones including:
• Groundbreaking of Deloitte University, a $300 million state-of-the-art center established to foster personal and professional growth at Deloitte

• Company-wide rollout of Mass Career Customization® , a career development model that enables all Deloitte professionals to dial up and dial down their careers to fit their needs at various life stages

• Launch of a voluntary sabbatical program for employees to take up to six months leave to engage in volunteering and other personal pursuits

• Presentation of Deloitte’s cutting-edge corporate lattice business strategy in a new book titled “The Corporate Lattice: Achieving High Performance in the Changing World of Work“

• Introduction of a customized approach to talent development with Deloitte professionals participating in 2.4 million learning hours

• Achievement of the 1000+ mark for women partners, principals and directors — a reflection of Deloitte’s hallmark Women’s Initiative and commitment to an inclusive environment.

• Recognition from more than a dozen national organizations, including the No.1 ranking on BusinessWeek’s “Best Places to Launch a Career” list

Whether or not spending $300 million to build the Deloitte frat house is worth it, is a matter of opinion.

As for BusinessWeek lists and whathaveyou, most employees understand that this perpetual conclusion is for marketing purposes and would be more than happy to take exception with it. As for the rest of the initiatives and milestones, you can take them for what they are worth.

But what’s especially interesting is the timing of this release. These non-monetary reasons are presumably supposed to serve as reminder of Deloitte’s commitment to employees. But since the report was issued in wake of the merit increases we saw last week, it’s almost if it’s meant to console employees after the relatively disappointing news. And if that is the case, it will fail miserably.

Deloitte Releases Talent Annuity Report [PR Newswire]

Job of the Day

Job of the Day: Zoosk Needs an Accounting Manager

GoingConcern
August 23, 2010

Online dating service Zoosk is looking for an experienced professional to fill an Accounting Manager role in San Francisco.

Primary responsibilities include analyzing complex accounting data, ensuring appropriate alignment to chart of accounts, departmental, and company coding. In addition, the position interprets and applies GAAP hierarchy and standards as well as the company’s guiding principles to entries and reconciliations..

Qualifications include 7+ years of experience with intermediate Excel skills, including pivot tables is required. QuickBooks experience is a plus.

Company: Zoosk Inc.

Title: Accounting Manager

Location: San Francisco

Compensation: Depends on experience

Description: The Accounting Manager will report to the Director of Finance. The individual in this role analyzes complex accounting data, and ensures appropriate alignment to chart of accounts, departmental, and company coding. The position interprets and applies GAAP hierarchy and standards as well as the company’s guiding principles to entries and reconciliations. General accounting responsibilities include: revenue recognition, accounts payable, accounts receivable, bank reconciliations, month-end preparation of journal entries, accounts analysis, accounts reconciliation and fixed asset accounting, etc.

Responsibilities: Manage general accounting functions such as Revenue Recognition, Accounts Payable, Accounts Receivable, Fixed Assets, General Ledger, and Cash Management; Manage accounting month end close process; Prepare monthly, quarterly and annual financial statements; Prepare audit schedules for external audit and maintain monthly audit binder; Prepare revenue and deferred revenue schedules and related reconciliations for subscription and coin revenue; Reconcile high volume of daily transactions for sales, refunds, chargebacks, VAT, reserves, and payment processing fees; Perform daily reconciliations of all transactions between company’s internal database and multiple third party payment systems; Troubleshoot unprocessed transactions and source of failure from payment systems; Work with third party merchants to resolve unsettled transactions and foreign currency transactions converted to US dollar; Prepare VAT returns and maintain current VAT rates for internal database; Assist with various tax returns such as corporate income tax, property tax, sales/use tax; Develop and maintain accounting policies and procedures.

Qualifications/Skills: BA/BS in Accounting, comparable degree or equivalent work experience; 7+ years of general accounting, account analysis and reconciliation, and journal entry preparation required; Intermediate knowledge of Excel and pivot tables is required; Understanding of US GAAP required; QuickBooks experience preferred but not required; Organized, detail-oriented and thorough with the ability to adapt to manage multiple priorities in a fast paced start-up environment.

See the entire description over at the GC Career Center and visit the main page for all your job search needs.

News

Survey: Most People Get Away with Sending Inappropriate Emails

Caleb Newquist
August 23, 2010

Recent data suggests that most of you sending emails regarding the person most likely to sleep their way to partner, the hot piece of ass that isn’t pulling their weight or a recruit from a certain school that asks less-than flattering questions about your firm, are getting way with passing it along to their friends and/or colleagues.

That being said, it does happen. One in twenty to be precise. Speaking from personal experience, sometimes people are reading your emails, especially if something goes viral within a firm and happens to sneak outside the firm. That’s when TPTB get on the horn and demand that people are held responsible.

Hey, nobody’s perfect right? When my particular reprimand came down, all I could do was laugh and say, “Yep, I did send that. Hell, it’s says “From: Caleb Newquist” right there. It was a bad decision on my part and I understand you have to do what you have to do.” And I moved on. Besides, I wasn’t the only one. It was communicated to me that literally hundreds of people were being reprimanded for forwarding the message so it was largely a damage control project and plenty of people were being told, “Don’t do that again. Ever.”

But for the most part, it sounds like most of your “inappropriate messages” fly beneath the radar, including:

Inappropriate jokes, angry messages sent in the heat of the moment, and scathing email replies forwarded to the wrong people are among some of the email gaffes that have landed office workers in hot water with their employers or clients.

One in five of those questioned said they had sent an inappropriate email in the heat of the moment, while almost a third said they had accidentally hit “reply all” instead of “reply”.

More than one in 10 of the 2,000 people surveyed admitted they had mistakenly sent an email criticising a colleague to the person they were insulting.

So while the Telegraph makes a point to note that 1 out of 20 people have been reprimanded for accidentally saying “God, can you believe the partner’s B.O. today?” in the “heat of the moment” it also shows that 19 people are having a great time sending inappropriate emails and not having any problems at all.

However, if you’ve been caught red-handed sending a dirty joke and/or discussing your booze-fueled business trip that may or may not have involved a party back at the hotel room, and were later asked to explain yourself, we’d love to hear about it below. And of course, send us any and all future inappropriate emails that would be 100% appropriate for these pages.

Not that we’re suggesting that you use your work email in an inappropriate manner. You’re representing your firm after all. Have the common sense to use a different email address.

One in 20 people reprimanded for inappropriate emails [Telegraph]

CPA Exam

Let’s Discuss: July/August CPA Exam Results

Caleb Newquist
August 23, 2010

We received a simple request over the weekend:

With CPA exam results beginning to be released, could we get a thread going on how everyone is doing?

With short months until we ring in 2011, there’s seems to be plenty of people heeding Adrienne’s advice and are looking to knock this thing out, IFRS and simulation question changes be damned.

For those of you that have been studying and working, and you managed to pass your most recent section, you should seriously consider rewarding yourself by taking an impromptu trip to Burning Man, dropping [insert mind-bending hallucinogenic of choice] just to keep that fire burning for when you return to the cube farm.

For those of you that have once suffered yet another setback, you may feel like that you’re creeping deeper into the Abyss but don’t give up! You’re not a loser for life, just in this particular instance. That being said, you’re likely in a place where you need to vent a little and since losing it on your manager/staff/client isn’t advisable, you should consider expressing yourself below.

So whatever your score is, Elijah Watts-worthy or you struggled to meet the CPA Exam Mendoza Line (we’re setting it at 50%) discuss your results. We’re here to celebrate/cry with you.

Why Your Firm Needs a Social Media Policy

Adrienne Gonzalez
August 23, 2010

If you work for a larger firm, chances are you’ve already got a social media policy that encompasses everything your firm does not want you to do online. For smaller firms and private practices, a social media policy can be the very last thing management considers implementing, assuming you will use your better judgment when conducting yourself online and don’t need the rules laid out. Oftentimes this mentality comes more from management’s unfamiliarity with social media than anything else. If they don’t use Twitter, how can they tell you how to conduct yourself on it?

But your online social life isn’t the same as a cocktail party at which you are representing your firm. Should you be able to say whatever you want on Twitter after hours? Can you post pictures of yourself getting wasted on Facebook?

The line is cut and dry when you are at a firm event or at a client but are you expected to represent your firm even when tweeting on your own time? If your firm does not have a social media policy, the answer is you have no way to know until it’s too late and you’ve pissed off the boss.

For firms, not having a social media policy can open the company up to all sorts of tricky trouble. Without knowing exactly what is expected of them, employees are forced to use their own judgment when it comes to their online behavior. Most are smart enough not to bash the boss in 140 characters or post embarrassing holiday party photos on Facebook but what’s to stop them from starting a blog that management finds offensive or keep them from tweeting about their work life in general? Absolutely nothing.

With hyper-connected Gen Y more than established in the workplace, a social media policy makes even more sense. Very few us get through a day without a Facebook update or a tweet and for some of us, our online persona can be a point of contention with management. Case in point, yours truly and Jr Deputy Accountant. Working in the industry meant that I had to be careful not to needlessly bash firm failures (like PwC and Satyam), lest I ruffle any feathers that could connect my site to my employer. Sometimes a disclaimer is helpful – something along the lines of “my opinion is my own and independent of any personal or professional affiliations” – but without having clear lines drawn between how you behave at work and how you behave on your own time in front of the entire Internet, it can be difficult to know what’s appropriate and what is not.

Last week we gave you some tips to keep your online life safe in the event that you don’t have a social media policy but that doesn’t mean your boss gets a pass. A social media policy is always a good idea and in this day and age there’s no getting around it, it’s necessary.

Accounting News Roundup: The Problem with American Apparel’s non-CPA CFO; Diversity Still Lags in Accounting; Patrick Byrne Denies Insider Trading Accusations | 08.23.10

Caleb Newquist
August 23, 2010

Potash says in talks for superior deals [Reuters]
“Potash Corp’s board urged shareholders to reject BHP Billiton’s hostile $39 billion offer and said it was in talks with a number of potential suitors for a superior deal.

Potash Corp, the world’s largest producer of potash based in the Canadian province of Saskatchewan, said superior offers or other alternatives are expected to emerge.

Discussions are on with several of these third parties in order to generate superior offers, the company said in a statement.”

How to Shine in a Skype Interview [FINSying across the country for a second round of meetings, you may be asked to interview for a job from the comfort of your living room.

While it might sound less stressful to some than an in-person meeting, such an interview can be filled with landmines for job candidates.”

The Problem With a Non-CPA CFO [FEI Financial Reporting Blog]
Francine McKenna guest-posts over at FEI for the second time, this time discussing the American Apparel situation and noting that 31 year-old CFO might be in over his head.

Goldfarb Branham LLP Investigating Shareholder Claims Against American Apparel, Inc. [Business Wire]
Speaking of APP, investigations are starting, “Goldfarb Branham LLP is investigating American Apparel, Inc. (APP 0.75, 0.00, -0.09%) due to allegations that the company may have issued materially inaccurate statements to investors concerning its 2009 financial results and the circumstances surrounding the replacement of American Apparel’s auditor.”

Movement afoot to increase diversity in accounting industry [Pittsburgh Business Times]
“Sam Stephenson, a partner at ParenteBeard LLC, a Downtown-based certified public accounting firm, brings an interesting perspective to the equation as a black man who has worked in the profession for nearly four decades. During his long tenure, he has seen improvements in efforts to recruit and promote women in the profession, but ethnic diversity still lags behind.

‘We need to bring this issue to the attention of individuals who run local and regional firms because they may not be aware that this is a problem,’ said Stephenson, who serves as a member of the Pennsylvania State Board of Accountancy, which enforces the licensing rules for CPAs. ‘A lack of diversity often means missed opportunities to attract talent and clients.’ “

Preparer Costs Will Increase Some; Taxpayer Costs Will Increase More [Tax Update Blog]
Joe Kristan responds to fellow practitioner/blogger Robert Flach’s question of how the new tax preparer registration will affect costs for consumers more so than tax preparers.

Gays See Complex, Changing Tax Picture [Dow Jones Adviser]
“Gay couples are taking one step forward, one step back when it comes to their tax rights. Not to mention sideways.

The shifting landscape of new rules and initiatives makes it a big challenge to provide same-sex partners with good tax advice.

In Massachusetts, a successful challenge to a federal law denying gays tax breaks that heterosexual couples get could mean progress, but only if it stands up to an expected government appeal.”

Patrick Byrne Refutes Insider Trading Claims [Forbes]

Quote of the Day

Maybe If We Put Internal Controls Last, No One Will Notice

Caleb Newquist
August 21, 2010

“That is quite a risk to put at the end of the list.”

~ Peter Henning isn’t so sure that General Motors is taking the whole “disclosure controls and procedures and our internal control over financial reporting are currently not effective” serious enough.

Charlie Gasparino: “As of right now” Erin Callan Won’t Be Charged By the SEC

Caleb Newquist
August 21, 2010

But next Monday, Wednesday or post-Labor Day, it could be a completely different story!

We’re waiting on the video from our friends over at FBN but for now here’s what the Fox Business News Breaking specialist has for us:

On who from Lehman Brothers will be charged by the SEC:
“There is a lot of speculation as to who will be charged in the SEC’s investigation of Lehman Brothers. As of right now at least, it will not be the former CFO Erin Callan.”

On how we know Callan is not being charged:
“Attorney for Callan Robert Cleary tells FBN she has not received a Wells Notice. As of right now she is not going to get charged. It could still come.”

On when the charges will be filed:
“This is an interesting development because the end game on this is clearly happening. And it’s the two year anniversary of Lehman’s bankruptcy Callan was one of the people putting out the positive image of the firm as it was imploding that’s what they are investigating.”

So there you have it! Things are day-to-day for Ms Callan (i.e. kicking it in the Hamptons, dating a fire fighter). The situation remains fluid.

Deloitte

Deloitte Donates $500k to Seminar Where Professors Nerd Out on Complex Accounting Issues

Caleb Newquist
August 21, 2010

Joking, joking, joking. Actually it’s the American Accounting Association Robert M. Trueblood Seminars for Professors and it sounds as though it’s a pretty important little get-together.

Launched in 1966 and sponsored by the AAA, the Trueblood Seminars is a two and one-half day session where attendees share and examine complex accounting and auditing case studies. The program’s objective is to offer professors some perspective on present day accounting issues from the viewpoint of the auditors and preparers of financial statements. Each seminar features multiple case discussions led by Deloitte & Touche LLP partners, an open forum discussion on professional issues and developments in practice, as well as an update on the standard-setting activities of the Financial Accounting Standards Board (FASB). More than 2,000 professors have attended the Seminars since the program’s inception.

As long as Barry Salzberg isn’t having a free-wheeling discussion about diversity, then we’re all for it.

Deloitte Foundation Renews $500,000 Commitment to Continuing Education for Accounting Professors [CSR Newswire]

News

Do Accounting Firms Care if You’re On Drugs?

Caleb Newquist
August 20, 2010

Recent data suggests that Wall Street types are still doing drugs with unsurprisingly regularity but their tastes have changed with the seriousness of the times.

That is, they’ve traded in the hard-charging llelo fueled days of ’06 – ’07 with a more reserved and apathetic ganja attitude of ’09 – ’10. Trading coke for pot. Blow foe all know that accountants follow/chase the money so we can safely assume that their proclivities for drug usage have followed suit.

However, you rarely hear about drug abuse problems at accounting firms. So where is all this drug use happening? Apparently, it’s going down at REITs:

The highest levels of abuse seem to be at real estate investment trust companies, a sector that, incidentally, does more random testing than others.

But the test results generally capture drug use among new hires, candidates who knew that they would likely be tested. Random drug testing is rare, according to a spokesman for a bulge-bracket bank who asked to remain unnamed.

Among existing employees, psychologists and counselors say that drug abuse has not slackened. Some even say it is peaking, exacerbated by the credit crisis and the volatile and tenuous recovery that has ensued.

As the article states, random drug testing is already rare but where it happens the least isn’t mentioned.

But like we said, you rarely hear about the drug use that goes on at accounting firms. Which makes us wonder if it’s because it’s not happening period. To our knowledge – accounting firms don’t give employees drug tests as a condition of employment and simply defer to clients who require them (a certain Swiss Bank with proximity to shroom burgers comes to mind).

We’re not suggesting that every Big 4 office is like Bernie Madoff’s north pole but there’s enough of it happening that there is a presence within the firms.

It’s no surprise. You Big 4 types (and anyone at a CPA firm for that matter) go through your personal hell on a seasonal (or maybe a constant) basis so there’s probably a direct correlation with your usage and the time of year. For example – that tax manager that manages to work night after night after night with amazing focus as the final 2010 deadlines draw near? You think they just plug themselves in when they finally go home to recharge for the next day?

Plus, as you’re acutely aware, it’s not just the illegal drugs that are popular, “[T]he rage these days is a Pez dispenser with the head of a red devil. Inside? Pills of Oxycodone or Percocet.” And don’t forget the people that have been popping Adderall since college so they can study for 12 straight hours. That has simply carried over into the 14-15 hour days for X amount of consecutive days during busy season.

And don’t get us started on people who get addicted to fast food (a drug in its own right) in order to save time and eat at their desks. The chemicals in the food from [pick your chain] are just as addictive as any drug off the street or from the pharmacy and cause just as much damage to our bodies.

But as you’ve no doubt heard over and over in the peanut gallery, getting your work done is ultimately what matters. Come hell or high water. Come dependancy, insane weight loss or insane weight gain. And lots of people do whatever it takes to cope with that reality.

So? What’s the scoop these days inside your firm? Are drug tests just a section of your offer letter that you agree to, only to be never reminded of it again? Anyone every been tested? We understand that no one is operating heavy machinery out there but bad things can still happen, quite possibly in the name of client service.

Wall Street Kicks Coke in Favor of Pot and Pills [FINS]

SHOCKER: CFOs in New York Make Good Money

GoingConcern
August 20, 2010

This story is republished from CFOZone, where you’ll find news, analysis and professional networking tools for finance executives.

Thomas Dooley, CFO of Viacom, received a total compensation package of more than $26 million in 2009. John Killian of Verizon Communications made a lot less–a mere $9.6 million. And Ian G.H. Ashken of Jarden Corp. got $9.5 million.

Those fellas are the three highest paid executives included among the 25 most richly compensated CFOs in the Big Apple, according to a list just published by Crain’s New York Business, drawing on data from compensation research firm Equilar.

Indeed if you’ve been wondering how CFOs in big New York-based companies have fared during these tough times, the answer seems to be: pretty darn well. The lowest paid on the list, Laurence Tosi of the Blackstone Group, made a mere $4.6 million. Second to last Adena Friedman of Nasdeq OMX Group: $4.8 million.

The biggest jaw dropper, however, is Dooley, who received $10 million in non-equity compensation and $10 million in stock awards. That, in fact, is somewhat of an anomaly among the group members. Generally the CFOs received a hefty sum in either non-equity compensation or stock and option awards, not in both. (An exception is Colm Kelleher of Morgan Stanley, who made $9.4 million but got zip in both non-equity compensation and stock/option awards. He did, however, get a $64 million bonus).

Also noteworthy: About nine of the executives received these breathtaking compensation packages even though the company had a net loss from 2008 to 2009. Gregory Hughes of SL Green Realty Corp., for example, made $6.1 million, while the company had a loss of 84.9 percent. Pierre Legault got $4.9 million even as the corporation had an 82.8 percent loss.

Of course, this pay isn’t typical of the compensation at most companies. “These CFOs are going to get paid more than your typical CFO, simply because they’re in a large metropolitan area and a large company,” says Aaron Boyd, head of research at Equilar. According to Boyd, a recent report on CFO compensation among the S&P 500 found median pay to be around $2.5 million.

Hey I’ll take it.

Job of the Week

Job of the Week: SAS 70 Solutions Needs Senior Auditors

GoingConcern
August 20, 2010

SAS 70 Solutions, Inc. is conducting a national search for Senior Auditors, with specific focus in California, Illinois and Texas.

Select qualifications include 2 to 5 years of Big 4 experience and currently holds or is pursuing any of the following certifications: CPA,
CISA, CISSP, PCI QSA and/or CIA.

Company: SAS 70 Solutions, Inc.

Title: Audit Senior

Location: National search with specifirnia, Illinois and Texas

Compensation: Competitive

Position Type: Permanent

Position Type: Full Time

COMPANY DESCRIPTION

SAS 70 Solutions was the first ever CPA firm founded for the purposes of performing SAS 70 audits. It is now the largest non-Big 4 provider of such services in the world. Over time, the company’s services have expanded to include other attestation services, such as SSAE 16 and AT 101 examinations, AUP reviews, and Trust Services certifications. The company also performs PCI DSS validations and ISO 27002 compliance assessments.

The company’s personnel are almost exclusively the alumni of the “Big 4” / Tier 1 global accounting firms. SAS 70 Solutions’ clients are located throughout the United States, and include a significant number of publicly traded and Fortune 1000 companies, as well as privately held organizations of all sizes.

SAS 70 Solutions builds on the best of what the “Big 4” firms have to offer, such as the ability to offer high quality professionals to our clients. It also eliminates the parts of the job that personnel tend to dislike about their “Big 4” experience, including time reporting, chargeability goals, small and arbitrary bonus amounts, sales pressure, and the practice of using inexperience associates to provide the bulk of professional services.

RESPONSIBILITIES

Because SAS 70 Solutions does not employ inexperienced associates, senior auditors provide the majority of all “hands-on” activities with oversight from an audit manager and shareholder. Activities include standard project execution and report preparation activities. Senior auditors report to audit managers, which rotate based on client assignment. Audit managers generally handle project planning and interaction with the client prior to an engagement. Client engagements typically last less than three weeks, which allows senior auditors the opportunity to work on many projects over the course of each year.

DESIRED QUALIFICAITONS

• Bachelor’s Degree in accounting, finance or other related topics
• Between two to five years of related experience within professional services in financial auditing, operational auditing, information systems auditing, internal auditing, information security consulting and/or risk consulting
• Achieved the “senior” auditor/consultant level at a “Big 4” firm
• Currently holds any of the following certifications – CPA, CISA, CISSP, PCI QSA and/or CIA
• Willingness to pursue relevant professional certifications (e.g. CPA, CISA, CIA, CISSP, PCI QSA, etc.)
• Demonstrated entrepreneurial abilities, client focus, industry savvy, and the ability to work independently or as part of a collaborative team
• Advanced written and verbal communication skills
• Strong analytical and interpersonal characteristics
• Ability to operate in a dynamic environment
• Demonstrated consistency in values, principles, and work ethic

BENEFITS

• Competitive salary
• Quarterly performance bonus, which has historically averaged in excess of $20,000 per annum
• The opportunity to work with other highly skilled personnel on a constant basis
• No time reporting!
• No financial audit support work!
• No chargeability goals, sales goals or managed fee goals!
• Monday morning through Thursday evening considered “standard travel”, with little or no travel scheduled on Fridays, Saturdays, or Sundays
• Travel bonuses for any non-standard travel (e.g., overnight flights and/or Friday, Saturday or Sunday travel)
• Confirmed client schedule and related travel that extends months into the future and rarely changes within 30 days of an engagement
• Twenty-five (25) days of personal time off
• Immediately vested annualized employer 401(k) matching of 6% of the employee’s base salary
• Employer paid (or subsidized) health, vision and dental insurance
•Employee directed health savings account

TRAVEL

Out-of-town travel is estimated at 50%, or more, and is heavily dependent on the candidate’s location. Candidates must be available to travel and work in excess of standard hours when necessary.

Questions or Resumes may be submitted to careers@sas70solutions.com

For further information about SAS 70 Solutions, Inc., visit http://www.sas70solutions.com. SAS 70 Solutions, Inc. typically does not pay relocation expenses for employment candidates. Non-US citizens will not be considered. SAS 70 Solutions, Inc. is an equal opportunity employer (EOE) and strongly supports diversity in the workplace.

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