Springfield, MO

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Mike Redmon, managing shareholder
Mike Redmon, managing shareholder

2010 Choice Employers, 25 to 100 Employees No. 4: Kirkpatrick, Phillips & Miller, CPAs PC

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Certified public accounting firm Kirkpatrick, Phillips & Miller, CPAs PC has a 65-member staff of primarily full-time employees. All employees have access to paid days off with a waiting period of three months or less. Bonuses, at an annual average of $1,000 or more, are available to all employees. Between 70 percent and 89 percent of employees use the company’s tuition reimbursement program for work-related study, and there also is an employee mentoring program. Free soft drinks and juice are available every day, and warm chocolate chip cookies and other treats are offered throughout tax season. Paid time off is available to serve nonprofits, with more than 40 employees now involved with at least one group.

Managing Shareholder Mike Redmon answers SBJ’s questions:

How would you describe your company’s culture?
We have a professional, yet friendly environment. Our shareholder team works hard to set policies and procedures that accommodate employees, their families and the work that needs to get done. We work hard when it’s time, but we also enjoy time off or hanging together during firm social activities at least once a month.

When employees ask for raises, what factors do you weigh?
I don’t recall an employee asking for a raise. Hopefully, that is an indication that our current compensation system is fair. We value our employees and pay them accordingly.

Beyond financial compensation, what benefits are most important to your staff?
Paid time off at the employee’s discretion – with few exceptions. Outside of tax season and various other deadlines, our employees are able to take time off, as earned, without question.

What methods do you use to involve employees in benefit decisions?
We have committees that regularly review employee benefits and evaluate possible changes or additions. Just recently, a few employees started talking about wellness initiatives, and after our executive committee reviewed options, we started health screenings as a yearly benefit.

Give us some examples of how your benefits package has evolved to meet work-force needs.
As many more young professionals started rising to leadership roles within our organization, we have begun to offer more flex-time opportunities.  

How does your company support professional development?
All CPAs are required to complete at least 40 hours of continuing professional education annually. We offer employees opportunities to travel to complete (those hours) that they, along with their firm mentors, feel will further their careers.

What intangible perks make your company a great place to work?
We consider our employees to be our KPM family. We care about each other, whether it’s supporting a cause that is dear to an employee or celebrating personal accomplishments. We want our employees to feel appreciated and supported.

Just for Fun
If there were no limitations – budget or otherwise – what benefit would you begin offering employees tomorrow?
It’s hard for accountants to ever dream about a world without budget limitations.[[In-content Ad]]


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