CPA Practical Experience...(cont’d)
that have been approved by CPABC in
advance, the reporting and assessment
process is more streamlined. However,
on a periodic basis, programs are
monitored to ensure they continue to
meet the needs of employers, future
CPAs, and the profession.
e
• nsuring that future CPAs selfassess and document their
experience in the PERT;
p
• roviding future CPAs with time
away from the office so they can
write examinations;
c
• ertifying completion of future
CPAs’ experience at the end of 30
months; and
Employers
Employers are not limited to meeting
their staffing needs through only
one training route. The PPR and EVR
are complementary and can run in
tandem.
If an organization hires at least one
future CPA on a regular basis, then
the PPR offers an appropriate training
avenue because it:
is
• more efficient due to
the streamlined reporting
requirements;
o
• ffers employers the certainty
that future CPAs will complete
their technical competency
requirements within 30 months;
p
• rovides employers with control
over who is in the program; and
is
• a powerful recruiting tool.
There is no direct cost to obtaining
and maintaining approval, but
employers need to commit to:
a
• ppointing a senior-level CPA to
oversee the program;
p
• roviding an ethical work
p
• artnering with CPA to monitor
the program.
Programs can be structured in diverse
ways to ensure staffing needs are
met, and employers may choose
to implement multiple programs
simultaneously. In a public accounting
firm environment, programs can be
structured so that candidates meet
the public accounting requirements
upon certification or soon a