Career & Leadership Development. At RubinBrown, team members are empowered to have equity in their career development.

Size: px
Start display at page:

Download "Career & Leadership Development. At RubinBrown, team members are empowered to have equity in their career development."

Transcription

1 Career & Leadership Development At RubinBrown, team members are empowered to have equity in their career development. Our career development programs are designed to encourage all team members to reach their highest potential while being their best for others. Every career is unique and our programs allow each individual the flexibility to design their own path. Your success and career growth are key to the firm s growth. Invest in your future today by leveraging the career development programs available to you!

2 Career & Leadership Development RUBINBROWN MISSION STATEMENT RubinBrown helps its clients build and protect value, while at all times honoring the responsibility to serve the public interest. RUBINBROWN CORE VALUES Superior Quality & Service Devotion to the People of RubinBrown Teamwork Objectivity & Integrity Competence Devotion to Our Community & Profession Innovation & Continuous Improvement Vision Having Fun RUBINBROWN VISION Highly Respected Totally Satisfied Clients Inspired Team Members One Firm Nationally Prominent CULTURE STATEMENT The RubinBrown culture enables and encourages high performing individuals to work together as one firm. The teamwork within the firm makes all members approachable and responsive which promotes a sense of belonging. Our culture inspires all of us to grow through our shared experiences in an entrepreneurial, open, caring and family environment.

3 CAREER EQUITY TRAINING Building career equity is how professionals and firms are able to achieve mutual growth. Career equity allows individuals to take control of their career development to reach their highest potential. To accomplish career equity, professionals strive to accumulate assets in their career. According to the book Building Career Equity by Jan Torrisi-Mokwa, there are five career equity assets. Challenging or engaging work Meaningful relationships Learning and growth Community involvement Recognition and rewards At RubinBrown, career equity is a vital part of your development at the firm. We offer career equity training annually, led by Jan Torrisi-Mokwa to instruct and inspire team members on how to leverage the tools and resources available at the firm. CAREER MANAGEMENT YOUR CAREER BOARD OF DIRECTORS In developing meaningful relationships, team members are offered the opportunity to develop a career board of directors. Your board of directors can include as many members as you wish. Many career board of directors includes internal and external (non-rubinbrown employed) members. Three specific roles at the firm assist you with the development of your career board of directors. Career Coach Each new team member is assigned a career coach upon hire. This individual serves as a guide with new hire development, questions, and general acclimation and onboarding to the firm. Career Mentor Team members volunteer to serve as both mentors and mentees, who are matched together. A career mentor regularly reaches out to a mentee to assist with personal growth, career development issues, as well as serve as a confidante. Career Advocate Each team member is assigned a career advocate. The career advocate provides performance feedback, assists with industry or specialty preferences, and identifies guidance on work-related issues. Career advocates take a high degree of responsibility in assisting the progression of a team member s development at the firm. The career advocate role is a privilege for those that are assigned this responsibility. Career advocates are evaluated in this role semi-annually by the team members assigned to them.

4 Career & Leadership Development PERFORMANCE MANAGEMENT SYSTEM RubinBrown has an on-line, easy to access, performance management system. Team members meet with their career advocate two times per year for career equity and performance evaluation sessions. In addition, team members meet with their career advocate once a year for their personal annual goal setting. Key features of the performance management system include: Performance Evaluations Our robust on-line system allows for feedback from various sources, including upward, lateral, downward, and clients. We strive to provide continuous feedback to team members after each project or engagement to provide transparency in expectations and performance evaluation on day-to-day activities. Annual Self-Evaluation Team members complete an annual selfevaluation to document their own thoughts on their performance over the fiscal year. Performance Development Plan (PDP) The PDP is created annually and identifies objectives for a team member to accomplish throughout the fiscal year. The objectives are intended to stretch the team member to achieve levels of performance that advance their career development. Leadership Pyramids The leadership pyramids provide competencies for four primary categories of performance and may be used for goal setting, career development and performance evaluation. Team Member Development Client Service Specialty Expertise Business Development Leadership Compass The leadership compass provides immediate access to the career development options available to team members. The compass represents resources, training and experiences available to all team members under the four primary leadership pyramid categories Team Member Development, Client Service, Specialty Expertise, and Business Development. The compass serves as a foundation for career discussions with your career board of directors.

5 RUBINBROWN UNIVERSITY RubinBrown University is our continuing education program with more than 150 courses offered annually covering both technical topics and soft skills training. We recognize that team members learn best through different methods. RubinBrown includes several methods of learning including on-line training, classroom courses taught by RubinBrown and external facilitators, self-study, external conferences, etc. On-line course registrations, attendance and continuing education expense tracking are accessible via RubinBrown University. Some of our programs include, but are not limited to the following: Audit Sense & Tax Watch (Technical) Annual training for associates entry level to experienced is offered for both Assurance Services and Tax Consulting through Audit Sense & Tax Watch. This training focuses on technical skill but does provide leadership development training at the experienced levels. Quarterly Department Updates (Technical) Our service lines conduct regularly scheduled department trainings that offer technical updates based on new approaches and profession trends. Industry Group Training (Technical) In addition to industry updates and industry specific technical training on regulations and changes, programs include on-site inventory and client observations and team retreats at various industry locations. Career Equity (Soft Skills) All team members are encouraged to regularly participate in career equity training for continuous improvement and development. In addition to the core training provided, career advocates are required to attend additional career equity training on how to assist team members on acquiring the career development assets outlined in the training. Performance Management (Soft Skills) To ensure the quality of documented performance evaluations and goals, team members are required to attend performance management training which include: Career Advocate Training How to Write & Communicate Performance Evaluations How to Write Effective Performance Development Plans Partner Excellence Program (Soft Skills) New partners are invited to participate in a 2.5 day, off-site, training program facilitated by firm leadership. The program is intended to equip new partners with the knowledge to help them understand their performance expectations and how to continue to succeed in their new role. External Leadership Programs (Soft Skills) The firm regularly participates in various external leadership programs to continuously improve the skills and qualifications of our leadership team. Some programs we consistently participate in include: AICPA Leadership Academy Business Diversity Initiative Fellows Program Collaboration Summits Baker Tilly International LinC Program Baker Tilly International Civic leadership development programs (in our markets)

6 Career & Leadership Development FLEXIBILITY Our team members are most successful when they experience everyday flexibility to integrate the priorities of their professional and personal lives. At RubinBrown, the evaluation of your performance focuses on your results rather than what time you arrive at or leave the office. We provide team members with the flexibility they need to be successful at work and home. For team members seeking more than day-to-day flexibility, we also offer a formal flexible work program which allows a specific schedule of reduced hours throughout the year. The flexible work program is highly customizable making each arrangement unique based on the needs of the team member. EXTERNAL MENTOR PROGRAM Team members are encouraged to seek input from external mentors that are not employed at the firm. External mentors provide a unique perspective to career goals and development. The experience of an external mentor, combined with the experience of an internal RubinBrown mentor, provides team members with a well-rounded mentoring experience. While team members may volunteer to elect their own external mentor for their career board of directors, the firm also offers a formal external mentor program to selected team members at the firm. To learn more about the external mentor program, please contact a member of Human Resources. CAREER MOBILITY & ONE FIRM RubinBrown is one firm. That means we share resources across service lines, industry groups, and office locations to better serve our clients. Our one firm approach also provides extraordinary opportunities and career mobility for our team members. Team members are able to work in different service areas or office locations for trial periods to better understand the various opportunities available to them in our profession. In addition, team members are able to experience work in a wide variety of industry groups allowing them to specialize in the areas in which they are truly passionate. Career mobility allows team members the flexibility to experience a variety of career options. OPEN DOOR POLICY & WORKSPACE Our open door policy is designed to allow open communication, feedback and discussion about any matter of importance to team members. Team members are encouraged to talk freely with members of management whether it is a concern or suggestion. By listening to our team members we are able to improve, address complaints and cultivate team member understanding for practices, processes and decisions. Our offices are designed to encourage open communication amongst all levels of the firm. Each team member is provided their own designated workspace. The workspace assignments of all levels of the firm - partner, manager and team member - are mixed throughout the office to offer team members immediate access to management level members of the firm.

7 TALENTQUEST ASSESSMENTS The TalentQuest assessment provides an in-depth analysis on work style and approach based on personality characteristics. The assessment also provides recommendations on professional development including reading and training opportunities based on the assessment results. This resource is available to all team members interested in utilizing the assessment for their own professional development. To request a link to the online assessment, please contact a member of Human Resources. SECONDMENT PROGRAM BAKER TILLY INTERNATIONAL The secondment program provides a unique, international, opportunity for team members. The program offers a three-month work assignment with a fellow Baker Tilly International firm located in another country. The program requires an application process for the specifically identified opportunities each year. We have participated with various firm locations in the Baker Tilly International network, including: Australia Canada France Germany New Zealand United Kingdom ADVISORY BOARD The advisory board is a committee of team members both staff and managers that focus on firm strategy. The advisory board assignments are directed by the firm s board. The assignments align with key firm strategic initiatives to implement the firm s vision. The advisory board meets twice a year. Membership on this committee occurs through an annual application process. Team members on the advisory board typically serve for a two-year term. INCLUSION COUNCIL The RubinBrown Inclusion Council fosters an inclusive environment at the firm in which the unique talents and perspectives of each individual are understood, valued, respected, and leveraged. The Inclusion Council oversees various inclusive related leadership development programs including a Women s Initiative and a Diversity Training program in all three offices. HAVING FUN! Having fun is one our core values! From industry group social events to team building events during training programs, you will experience a fun and rewarding experience in your personal career and leadership development at the firm. Our culture inspires team members to have a strong passion for their career and to enjoy every experience of their career progression.

8 Denver th Street Suite 300 Denver, CO Kansas City Grandview Drive Building 27, Suite 600 Overland Park, KS St. Louis One North Brentwood Suite 1100 St. Louis, MO St. Louis Cortex 4240 Duncan Avenue Suite 200 St. Louis, MO ph: fax: ph: fax: ph: fax: ph: fax: last update 01/26/15