Competitive salaries: Hire a consultant or conduct an in-house review of starting salaries to ensure compensation meets or exceeds market rates. Pay transparency: Consider salary transparency at higher levels, so employers have insight into their career progression. Flexible work options: Empower employees by providing a flexible, remote, or hybrid work environment. Balanced workloads: To prevent burnout, use data analytics to track overtime targets and rebalance workloads. Career development: Communicate career paths and training opportunities for employees, especially recent graduates and licensure candidates. Diversity and inclusion: Foster a place of belonging by documenting and implementing policies related to equal pay, diverse teams, and unconscious bias. Licensure support: Provide candidates with structured experience opportunities, and paid time off to study for and take the CPA Exam. Non-traditional talent: Increase overall capacity through offshoring, outsourcing, or adding non-accounting operational team members. Organizational culture: Document, communicate, and model your organization’s culture every day. Pipeline Pledge: Take the individual pledge to get involved in activities that will help influence and grow the talent pool. Accounting Employer Checklist To kick-start conversations about the changes employers are making to succeed in today’s evolving landscape, the National Pipeline Advisory Group (NPAG) developed this checklist of key areas for consideration. Visit www.accountingpipeline.org to learn more about pipeline solutions. 24 Nebraska CPA
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