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Through this approach, we have grown to become one of the top 10 accounting firms in the nation.  \nUnderstanding your needs  \nWe respond to your stated needs in a thorough and easy-to-follow manner. We understand your most important and relevant needs are:  \n􀁸 A proposed team of professionals carefully-selected for compatibility with \u003C\u003CCompany Name>>’s needs and circumstances—your service team understands the strategic, operational, and regulatory issues impacting your company. These professionals dedicate a substantial percentage of their time assisting \u003C\u003Cindustry>> with financial, regulatory, and information security matters.  \n􀁸 Efficiency—our goal is to provide exceptional client service at the lowest possible cost. A well-planned and well-executed engagement by an experienced service team will minimize disruption to your staff and enable timely completion of all deliverables.  \n􀁸 Experience and continuity—each engagement team member has in-depth experience in \u003C\u003Cindustry>> accounting, auditing, or tax matters. We will commit the necessary resources to provide quality client service and timely report delivery. We have an extensive local and national \u003C\u003Cindustry>> practice from which to draw resources.  \n􀁸 Fresh perspective—by engaging CLA, \u003C\u003CCompany Name>> will benefit from a “fresh look” at its business, systems, and processes. You will be served by an engagement team with enthusiasm and a desire to meet and exceed expectations. We are confident that our industry experience will reveal new ideas, new approaches, and new opportunities.  \nOR  \n􀁸 We know you!– We know and understand \u003C\u003CCompany Name>> . By providing services to you in the past, we have established an understanding of your company. The work we’ve performed helps us hit the ground running when we begin the engagement, so you will not have to bring us up to speed on your core operations, saving you time, money, and stress on your employees!  \n􀁸 Add customized bullets if necessary  \nAbout CliftonLarsonAllen  \nCliftonLarsonAllen (CLA) is a professional services firm delivering integrated wealth advisory, outsourcing, and public accounting capabilities to help enhance our clients’ enterprise value and assist them in growing and managing their related personal assets —all the way from startup to succession and beyond.  \nWEALTH ADVISORY | OUTSOURCING | AUDIT, TAX, AND CONSULTING  \nOur professionals are immersed in the industries they serve and have specialized knowledge of their operating and regulatory environments. With nearly 4,000 people, 90 U.S. locations, and a global affiliation, we bring a wide array of solutions to help clients in all markets, foreign and domestic.  \nOur Mission:  \nImpactful interactions for success  \noutsourcing, tax, and advisory services in a cohesive, personal, and customized manner.  \nIntroduction  \nCLA has just completed the 2015 LeadingAge-CEMO Leadership Compensation Survey© (the study) that encompasses multi-site aging services organizations. Over 129 multi-site organizations were surveyed as part of the study, and participants represent a broad geography and size.  \nThe purpose of the study was to provide multi-site aging service organizations with data on executive compensation trends, practices, and levels. Although there are a multitude of different analyses presented in the study, this white paper focuses on two areas that we thought would be of immediate interest to boards:  \n􀁸 Succession planning; and  \n􀁸 Incentive compensation.  \nIn addition, we have provided a sample methodology for applying incentive compensation.  \nOver the","cbCaiiZckQNHMjpT","https://ap.wps.com/l/cbCaiiZckQNHMjpT","pdf",1545780,19,"English","# Introduction\n## Purpose of the study\n## Focus areas: succession planning and incentive compensation\n# About CliftonLarsonAllen\n## Understanding your needs\n## About the authors\n# Succession Planning\n## CEO, CFO, and COO retirement timing","[{\"question\":\"What is the main purpose of this white paper?\",\"answer\":\"It provides data from the 2015 LeadingAge-CEMO Leadership Compensation Survey on executive compensation trends and practices, with emphasis on succession planning and incentive compensation for boards.\"},{\"question\":\"Which two areas does the white paper focus on?\",\"answer\":\"Succession planning and incentive compensation.\"},{\"question\":\"What additional tool does the paper include related to incentive compensation?\",\"answer\":\"It provides a sample methodology for applying incentive compensation.\"}]","Succession Planning and Incentive Compensation - White Paper | PDF",1790129532]