Going Concern

How the ACFE is Promoting CFE Awareness

Adrienne Gonzalez
July 12, 2010

After Caleb forced me to write a few posts on Credentials for Accountants meant specifically for those of you who still do not know what you want to be when you grow up, I managed to bumble one so badly I was contacted by Scott Grossfeld, CFE CPA and Cttp://www.acfe.com/”>Association of Certified Fraud Examiners. See, it appears I made a typical media mistake in using fraud and forensics as interchangeable fields within the industry and Scott felt compelled to speak up.

This wasn’t exactly wrong (I was being lazy actually) but as CEO of the ACFE, he’s got a responsibility to make sure the media represent the field of fraud examination correctly, especially when it comes to giving forensic accountants credit for what he and his fellow CFEs do out there. Thankfully, we had a nice little chat and cleared up that little point.

Additionally, Scott promised us access to recent salary survey information available shortly that will give us a better idea of what CFEs make. For now, he told us that the data confirms a 22% pay premium for individuals with the CFE compared to individuals in the same position without the CFE. We liked this approach and wish more organizations would take an active role in monitoring and engaging in the conversation, as Scott was obviously doing by reading our series on credentials.

Along the way, however, I discovered that the ACFE is also on top of things by promoting the credential, interacting with their audience and reaching potential new members through new avenues like blogging and social media. The ACFE is excited to be launching a new social media campaign shortly that we can only hope rivals that of the AICPA’s total social media genius (except for that whole Feed the Pig thing, which still creeps us out but is brilliant and weird enough to get a pass).

The strategy of having a CFE on staff is akin to carrying insurance on your home or car, and diversifying a company’s staff can mean the difference between a lawsuit and a slap on the wrist thanks to our favorite unnecessary accounting legislation of all time, Sarbanes-Oxley. “If you look at the CFE, originally the idea behind it was that we had accountants who really didn’t know how to investigate and investigators who don’t know accounting so we were able to bring those two together,” he said. “If you look now, Enron was the big thing that really changed perspective… here’s a big financial risk but you could lose your company if you’re not careful (with SOX) and I think that really raised awareness. Before that fraud work was sort of like insurance, you knew you needed it but you couldn’t always justify it.”

But CFEs do justify their price from a prevention standpoint, assuming fraud to be a risk all companies are exposed to. “5 – 7% of the company’s revenue is lost to fraud, that’s where the fraud examiner pays for themselves,” he told us.

But how does the ACFE promote the usefulness of a 20 year old credential like the CFE? By getting to the kids when they’re still undecided, of course.

“It used to be that the CFE was a secondary credential. [Promoting the credential is the goal of] the higher education partnership we provide to educators. We have 300 colleges and universities in that program. Now it’s part of the discussion; risk is on the radar in terms of what companies are looking for. What we typically see is fraud being an elective type class though there are a few schools that specialize in fraud and or forensics.”

The ACFE also promotes its mission by encouraging those interested in pursuing a career in fraud-fighting to join the organization as a student member for something like $20 a year. Student Associate membership is open to undergraduate students enrolled in 9 semester hours (or equivalent), or graduate students enrolled in 6 semester hours (or equivalent) in an accredited college or university. We agree with this approach, as surrounding yourself with like-minded folks gives you a chance to expose yourself to those already on your desired path. There’s plenty of opportunity for mentorship, commiserating and gaining insight into what the credential actually means for your career.

All in all we approve of what the ACFE is doing and look forward to seeing whatever else they have up their sleeve unfold in the months and years ahead. Let’s face it, they’re pretty much guaranteed a job forever. We like.

Accounting News Roundup: BP in Talks to Sell Assets, Including Alaska Ops; Koss Lawsuit Details Embezzlement ‘Spurts’; The Estate Planing Debacle | 07.12.10

Caleb Newquist
July 12, 2010

BP Mulls Selling Off Billions in Assets [WSJ]
“BP PLC is in talks with U.S. independent oil and gas pron a deal worth as much as $10 billion that could include stakes in BP’s vast Alaska operations, according to people familiar with the matter.

A deal, which would go a long way to helping BP cope with the financial stress of paying for the clean-up of the Gulf oil spill, could be reached in the coming weeks, though there is no guarantee it will succeed, one of these people said.”

Bank Profits Depend on Debt-Writedown `Abomination’ [Bloomberg]
This abomination has an official name, SFAS 159, The Fair Value Option for Financial Assets and Financial Liabilities

“Bank of America Corp. and Wall Street firms that notched perfect trading records in the first quarter are now depending on an accounting benefit last used in the depths of the credit crisis to prop up their results.

Bank of America, the biggest U.S. bank by assets, may record a $1 billion second-quarter gain from writing down its debts to their market value, Citigroup Inc. analyst Keith Horowitz estimated in a June 23 report. The boost to earnings, stemming from an accounting rule that allows banks to book profits when the value of their own bonds falls, probably represented a fifth of pretax income, Horowitz wrote.”

Koss embezzlement ran in spurts, lawsuit says [Milwaukee Journal-Sentinel]
The most impressive “spurt?” $478,375 over three days in 2006. According to Koss’ lawsuit against S-squared and Grant Thornton, $145,000 also disappeared from the petty cash fund over the years, amongst other “unauthorized transactions.”

Bias At Work: To Sue or Not to Sue? [FINS]
Harassed? Discriminated against based on age, sexual orientation, race et al.? Of course suing your employer is an option. This is America after all, where the opportunity to slap someone with a lawsuit is your god-given right. But is it always the right move?

Bolt running from the taxman – Usain snub for British meeting [Daily Mail]
The fastest man in the world would prefer to keep a little money for himself, “Under present tax rules, if Bolt competes once in Britain and only five races elsewhere, the British taxman will demand one-sixth of everything he earns, whether in Britain or not. His taxable earnings would not only include his considerable appearance fees but also his hefty endorsement contracts.”

The Big Four’s UK Firms Pick Up Non-Executive Directors — And Then …? [Re:Balance]
Jim Peterson expands on his thoughts about the Big 4 non-executive directors in the UK, “Not only can good governance not be inflicted or imposed, in other words, because resistant leaders will find ways to disturb or subvert the purpose, but a virtuous culture will display its legitimacy without the need for pietistic overlays.”

Too Rich to Live? [WSJ]
The estate tax debate has gotten even more morbid than it would ordinarily be, ” ‘You don’t know whether to commit suicide or just go on living and working,’ says Eugene Sukup, an outspoken critic of the estate tax and the founder of Sukup Manufacturing, a maker of grain bins that employs 450 people in Sheffield, Iowa. Born in Nebraska during the Dust Bowl, the 81-year-old Mr. Sukup is a National Guard veteran and high school graduate who founded his firm, which now owns more than 70 patents, with $15,000 in 1963. He says his estate taxes, which would be zero this year, could be more that $15 million if he were to die next year.”

LeBron James’ CPA Needs to Get to Work

Caleb Newquist
July 10, 2010

“Wouldn’t you love to be Mr. James’s tax accountant right about now?”

~ Rob Lieber

KPMG

Bonus Watch ’10: There are Some Unhappy KPMG Kampers in California

Caleb Newquist
July 10, 2010

At least it was a short week!

Looks like promotion bonuses are available to view under Self Service Connection for those who got promoted. 2nd year promote to senior (high SP rated) in specialty advisory (N. California) = 1.25% or $700 in my case. What a fucking joke…working for 2 years and I’ve been making progressively less and less money every year when you factor in a signing bonus in 2008 and a CPA bonus in 2009.

Keep in mind that the promotion bonuses are only for the “stub period” of July-September until the full year bonus/raise come into effect. I’ve also been told by numerous people not to extrapolate the stub period amount to a full year amount. Good thing they said that cause if 5% is my full year raise after 2 years of nothing, I’m out of here before you can spell GAAP.

Big 4

Five Major Differences Between Small Accounting Firms and the Big 4

GoingConcern
July 10, 2010

Ed. note: The following was submitted by a reader of Going Concern who wished to remain nameless.

As a casual fan of Going Concern, and a senior auditor of a small to mid size local firm, I feel the site is quite comical and a vast insight into the world of “bigger and better” feelings. I read the site for humor, comparison, and overall knowledge on the country’s accounting bureaucracy. I would like to dive into some of the obvious�� the big boys and us local mid-market droids.

Busy season – For most, January 5th is the start date and lets up by April 1st. Busy season is usually the hours of eight-thirty to seven-thirty. The midnight coffee runs are infrequent and somewhat discouraged. (That might be just our firm, so if yours is different, chime in). Busy season does not end with a celebration, spot bonus, or dinner; we get an e-mail saying thank you for making us (the Partners) rich.

The Rank and File – The caliber of employees is different. We get a few people that could of have gone Big 4 but primarily our employees are the ones who worked through college, made mostly B’s drizzled with some C’s, or they went to Big 4 and then realized it wasn’t a good fit. A fair amount of the staff obtain the CPA license but hardly ever do they walk in with it. With that, some might think the staff is seen as not equivalent. I differ from that viewpoint. This leads me to the next difference.

Responsibilites – The degree of responsibility of a Big 4 staff auditor and a mid-size staff auditor are drastically different. It appears the people we hire from the Big 4 know a specific section of the audit to a tee but when it comes to another section they are a lost puppy. For example, the small time auditor has to draft the engagement, complete ninety five percent of the fieldwork and finish with all the management representation letters, disclosure checklist, etc. It’s a complete engagement overview, not just the cash section. This might be because of the size of the engagements but regardless, when it comes to closing the deal, the small time auditor seems to perform like Jeter in October. You might argue this is because our niche is smaller but on the SEC engagements we tackle, the same criteria takes effect. Staff do the work, manager reviews, and partner signs. No middle ground to speak of.

Money – I constantly look at GC to see what the salaries in the rest of the country appear to be and honestly, we don’t come close. It’s very much a disappointment. We probably all start off close to the same (50k plus or minus 5k), but in all actuality, the bigger accounting firms bump people up a lot faster than us local guys. Again, this might parallel to the caliber of employees we hire, or it might not. I tend to think we follow a very specific old fashion business model. We pay our staff just enough so they are complacent, and the partners bring the money home to afford the private schools, three plus luxury cars, the farms, and the multi million dollars home. If someone doesn’t want to put in the fifteen to twenty plus years it takes to get there, then tough, we will find someone else. The door is a constant revolving machine. No emotion goes into it what so ever.

Pick up a tax return! – The last item is the close ties between audit and tax. It is very common for someone in my shoes to finish all my audit responsibilities by mid-March, and then pick up the married couple with two kids tax return. It’s merely done for enjoyment and to help out the overall firm. This also helps with keeping on your toes when talking to clients about what your firm can offer. We get an incentive for bringing in clients and since our niches are smaller, it’s easier than bringing in a 100k plus job.

Bottom line is that it’s a different culture. I guess it’s always up to the staff if they like the eleven o’clock coffee run, sleep deprivation, 65k salary, or if they like the 58k salary, have a life, and come home at seven-thirty careers. It really just depends on the person. Some people strive either way but nothing should be taken away or discouraged because of the decision. I would just know what you’re getting into when you walk in the door. If you go to a smaller firm out of college, don’t expect the huge pay increases, or the spot bonuses, just expect to work and not get much for it.

EY
Salaries

Promotion and Compensation Watch: Ernst & Young Communication to Come Eventually, Someday

Caleb Newquist
July 9, 2010

Straight out of the Bubba Gump Shrimp location up the street from 5 Times Square:

Ernst & Young, Financial Services Office, NY
Received communication that our annual ratings were finalized and discussions between counselors and counselees to occur by July 30. Promotions are still not final, but promotions and compensation will start to be communicated in August (to be effective October).

So t-minus three weeks (give or take a day here or there) until “you’re not going to be disappointed with raises” which apparently could mean that they will make PwC’s raises look like chump change (for auditors anyway).

BUT! In case you need a refresher on the numbers so far: 3-5% is what we last heard for those in the meaty part of the curve. No word on what top performers are getting but speculation is welcome. Keep us updated.

Salaries

Good News Bosses: Lots of Employees Are Satisfied with Not Being Fired

GoingConcern
July 9, 2010

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

Here’s one thing you don’t have to worry about: whether your employees care a great deal about getting a raise. Looks like they’re not all that focused on their pay, as long as they can keep their job.

A recent study asking employees to rate contributors to job satisfaction conducted by the Society for Human Resource Management found that compensation dropped to number five for the first time since the organization started doing the survey eight years ago. It was number three on the list last year.

But top on the list of contributors was “job security”. That outranked such choices as “benefits,” “the work itself,” “opportunity to use skills,” and “feeling safe in the work environment.”

What’s more, a new contributor to job satisfaction, “organization’s financial security”, also outranked compensation, placing fourth on the list.

It wasn’t always thus. In 2006 and 2007, compensation was the winner. In fact, in 2006, 67 percent of respondents picked that as the most important factor in job satisfaction. In the most recent survey, just 53 percent chose pay.

Apparently, that attitude is not shared equally among all levels of the organization, however. Job security ranked at the top for non-management and middle management employees. But it didn’t make the top five for executives, who chose “the work itself” as the number one contributor.

Other data indicates that it’s probably a good thing employees are less focused on pay than they were in better times. According to a survey of small businesses by SurePayroll, a Chicago-based payroll processing company, the average paycheck dropped .4 percent year-to-date. June marked the first month this year with negative year-to-date paychecks. In fact, pay hasn’t been this low since October 2005.

The bottom line: Quite simply, for most employees, it’s the job, stupid. And that means wage pressure is unlikely to require employers to raise prices to maintain margins anytime soon.

Inflation? Where?

News

Job of the Day: J.P. Morgan Needs a Fund Accounting Analyst

GoingConcern
July 9, 2010

J.P. Morgan is looking for an experienced accounting to fill a fund accounting analyst position in its Dallas location.

Qualifications include a bachelors degree and five years experience

Company: J.P. Morgan

Title: Fund Accounting Analyst

Location: Dallas, TX

Qualifications: Bachelor degree required, degree preference is Finance, Accounting or Economics; 5 years experience in the banking industry, preferably in financial accounting operations 3 yrs securities industry knowledge including dividends, principal & interest, corporate actions and trading activity; Proven managerial experience – 1 – 3 years; Advanced knowledge of account reconciliation processes; Strong analytical, prioritization, organizational and time management skills; Strong multi-tasking and negotiation skills; Strong communication skills, both oral and written; Excellent customer service skills with attention to detail; PC literacy with proficiency in MS Word, Excel and MS AccessCapable of assisting others in research and reconciliation tasks; Team player with the ability to work productively within a group and maintain a high degree of independence.

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

News

One McGladrey Office Opts to Celebrate the Rebranding with a Cult-like Ritual

Caleb Newquist
July 9, 2010

Leftovers of the freakishly repulsive cake that McGladrey rolled out for its rebranding was apparently not shared with other offices because the crew in Phoenix/Las Vegas took it upon themselves to come up with another method of celebration.

“After we returned from brand champion training in Orlando, the three of us met to brainstorm for ideas to make our local brand launch fun and memorable. We wanted to focus on more than just the launch. We wanted employees to know that a brand launch is only successful if the brand becomes part of everything they do.”

What exactly was the idea? Another cake? A surprise appearance by Natalie Gulbis? Keeping your jobs?

No, the creative minds in Phoenix/Vegas decided that gathering everyone together and asking them to drink blue Kool-Aid™ was the best way to show everyone that they are in this together. DO OR DIE.

“Asking employees to ‘drink the McGladrey Kool-aid’ sends the message that we all need to be in this together,” says ——. “And there’s no opting out if we’re going to make this effort a success.”

Pardon what is about to follow but…WHAT. THE. FUCK? Forget about the literal manifestation of a corporate metaphor, which is all sorts of lame (no on is schlepping an 800 lb. gorilla into HQ, are they?). Ever heard of Jonestown? Aren’t we all just a little too trusting with this “drink this” attitude? “Hey, just drink this Dixie cup that’s full of what we say is blue Kool-Aid™ because it will bring us all together.”

And you know how they got a lot of people to get on board with this? FREE T-SHIRTS!

“As an added incentive, employees who drank McGladrey Kool-aid from a Dixie cup received their very ownMcGladrey t-shirt.”

All we can say is, don’t walk but run away.

7-9-10 Drinking the Koolaid Article-2

News

Fired Tyco Accountant Claims That the Company Is Still Throwing Ridiculously Awesome Parties

Caleb Newquist
July 9, 2010

[caption id="attachment_13953" align="alignright" width="260" caption="Not a legitimate business expense?"]

[/caption]

Remeber Tyco? Dennis Kozlowski. Mark Swartz. Roman orgy parties. It sounded like a hoot. Too bad the law got in the way.

Koz and Swartz may be locked up but that doesn’t mean the good times at Tyco had to end!

An accounting manager at Tyco Electronics claims that he was ‘coercively’ fired for taking issue with “Tyco’s exorbitant bashes for its CEO Thomas Lynch and other top executives ‘were almost identical to parties for which Tyco’s former CEO [Dennis Kozlowski] was criminally charged and convicted.’ ”

What kind of party expenses you ask? Run-of-the-mill stuff like ‘mermaid greeters’ and ‘costumed pirates/wenches.’

It doesn’t hurt to have a little eye candy at a company bash, amiright? And maybe Jeffrey Weist was okay with the scantily clad roaming hotties and really just took exception with the $2,350 for the tattoo artist (tatts included!) and limbo and fire dancers, $2,500 for chair covers and sashes and the $1,000 hotel rooms.

Whatever lavish (read: kick-ass) expense it was that turned out to be the straw that broke the stuffy accountant’s back, Jeff Wiest not letting this happen:

The complaint adds: “This requested payment seemed particularly inappropriate from a morale aspect, coming in the midst of continued downsizing pressure, and seemed contradictory in that this one party equated to approximately seven positions for one year in the accounts payable function managed by Wiest,” according to the complaint.

Wiest says that despite his objections, “it was decided to go ahead with the event, to treat the proportionate share of the party as income, and to ‘gross-up’ the bonuses to the employees involved. In other words, the company would pay each highly paid employee an additional amount of cash beyond the value of the trip in order to cover his/her tax liability.”

This approach brought “the total cost of the event to approximately a half million dollars,” according to the complaint.

He claims that each high-ranking Tyco employee was awarded up to $7,500 per person, or $15,000 per couple, as additional “income,” for attending the party. All of the 30 employees who attended were receiving salaries of more than $102,000, Wiest says. He adds that 23 of them took their wives.

And they got paid to go! What is going on at Tyco? Other than it’s the best place to work EVER.

Back to Wiest. For taking high road, Weist alleges that Tyco turned the screws back on him:

In response to his repeated questioning of these extravaganzas, Wiest says, Tyco began an “investigation” of him. This led to bogus accusations that he had made sexually oriented comments, Wiest says.

“Examples given included a comment to an employee going on a honeymoon cruise to not stay on the ship the whole time; a comment about his wife’s hormone issues during her pregnancy being difficult for him, and a comment regarding the uses of improved flexibility from working out. It is noteworthy that the hormone comment would have been several years old, as Wiest’s child was born in 2006,” the complaint states.

He claims Tyco also raised questions about a decade-old brief relationship he had had with a California-based Tyco employee, and baseball tickets that Wiest had been given by a superior.

Jesus. If they would have just invited him to the party, we probably wouldn’t have to go through all this.

Same Old Tricks at Tyco, Accountant Says [Courthouse News Service]

Is a Month Long Enough to Study for Regulation?

Adrienne Gonzalez
July 9, 2010

We’ve given you plenty of tips on studying for REG but let’s go over it one more time, shall we?

NBAinmyDNA asks:

Is 1 month enough time to study for Regulation? I haven’t studied yet and I have the exam scheduled for beginning of August.

Regulation should take about 80 and 100 hours to study for, since we don’t live your life we can’t tell you how much other stuff you would have going on in a month so it’s up to you to figure out how to fit that time in. In a general sense, it can be done in a month but you might be better off taking slightly more time just so you aren’t overloading on information. Regulation isn’t a huge or overly-complicated section but if you’re trying to do all your studying in one month, you’re going to have to cut out just about any chance you might have at a social life between now and then.

When trying to “cram” for a CPA exam section, it is easy to over-study in an attempt to get in as much studying as possible within a short period of time. So this is a good time to point out that your brain learns in layers and gets bored easily so don’t study for more than 3 hours at a time without taking a long break. If you plan on spending your weekends studying, stick to the 3 hour rule and try to plan something moderately enjoyable for yourself in between (renting a movie is OK, going out and getting wasted is NOT).

Studying 3 hours a day for 28 days will clock you in at about 84 hours, which is on the low end of study targets for this section and kind of exhausting. If you can buy yourself a few more weeks and put off your exam, you can stick to 1 – 2 hours a day and still have a life. Be diligent about creating a study schedule and sticking to it as you’re short on time to study as is, you can’t afford to miss 2 or 3 study sessions.

Adrienne Gonzalez is the founder of Jr. Deputy Accountant, a former CPA wrangler and a Going Concern contributor. You can see more of her posts here and all posts on the CPA Exam here.

Accounting News Roundup: Grassley Not Sold on Financial Reform Bill; LeBron Was Probably Considering Tax Implications; Target: Your Spreadsheets | 07.09.10

Caleb Newquist
July 9, 2010

Grassley Airs Concerns As Vote Nears on Financial Bill [WSJ]
“Iowa Republican Sen. Charles Grassley is ‘very concerned’ about a provision in the financial overhaul bill designed to pay for the leaid Thursday, potentially complicating White House efforts to build a filibuster-proof majority to back the measure.

If Mr. Grassley decides to vote against the bill, Democrats would be left with little margin for error when they bring the bill to the Senate floor, which could happen as soon as next week. Mr. Grassley was one of four Republicans to support an earlier version of the bill when it narrowly passed the Senate in May.”

Number of CEOs Stepping Down is on the Rise [FBN]
It’s hard out there for a CEO. Ask Russ Smyth.

State Jock Taxes: Is LeBron Better Off in Miami? [Tax Foundation]
Of course Florida has no income tax, so every game that LBJ plays in Florida he’ll have a tax liability of $0. What about the other 41 games outside of FLA? That’s another story, “True, if James plays in Miami, none of his neighbors will be paying state income tax, but thanks to the jock tax, LeBron will.

While most people who travel in their jobs pay state income tax only to their home state, which is zero in Florida, athletes get special attention. In the NBA, each player’s per-game salary is computed, and whenever a team is on the road, the players must pay whichever tax rate is higher, the home state’s or the away state’s.”

Facebook Often Not a Job Seeker’s Friend [FINS]
If you’re pounding the pavement for a new job out there, it’s pretty much a given that people are looking at your online activity. But just how much and where? Based on the conversation between FINS’ Kyle Stock asked Michael Fertik of ReputationDefender Inc, you’d better drop those loser friends from high school that have appeared on Cops:

Kyle Stock: Can you speak briefly on to what extent companies are checking up on candidates online?

Michael Fertik: They’re absolutely doing it. It’s somewhere around 70% to 80% of hiring managers. . . And not only are they looking online, they are also looking in really remarkable places like virtual worlds and gaming rooms.

KS: To what extent do people realize this is going on?

MF: Somewhere around 70% of employers are considering online information when evaluating a candidate and only 7% of candidates believe they are doing so. There’s a huge gulf of understanding. . . Everybody has been opted in. There’s kind of a willful ignorance about it. That’s changing, but it’s still there.

And the kinds of information being considered are growing very diverse. It’s not just the photo that you published of yourself with a beer or a bong, it’s also content like who your friends are and what they post on your page and what kinds of groups that you link to. There’s kind of an associative picture that they develop of you and then they make decisions about you based on those associations.

Russian Spies Head Home in Swap Echoing Cold War [Bloomberg]
Defendant #4 and the rest of the gang are going home, making your next conference predictably more boring. Or will it???

Internal Auditors Target Spreadsheets [CFO]
“Last month the Institute of Internal Auditors plugged a gap in its guidance for members by issuing recommendations for the auditing of ‘user-developed applications,’ which generally are spreadsheets and databases developed by end users rather than by IT personnel.

User-developed applications, or UDAs, are subject to a high level of data-integrity risk because there may not be adequate controls over validating their output or making changes to them, the IIA points out. There is also confidentiality risk, because a UDA and its data typically are easy to transmit outside the company via e-mail.”

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