Our Corporate Culture

What makes Alpern Rosenthal unique, as well as being its most valuable resource, is its people. The firm’s employees come first and a culture has been created through several programs and philosophies to make this a reality. From open communication through frequent department and committee meetings to having a sincere interest in their career development, Alpern Rosenthal is committed to its employees.

Through the work of the Quality of Life Committee, which gives employees access to top management with their ideas and suggestions, many of the following programs and benefits have been realized:

Health and Retirement Programs:
• Seven different health plan choices through Highmark’s Blue-Choice
• Dental
• Vision
• Short-term and long-term disability
• Life insurance
• Profit sharing/401(k) plan
• Section 529 plan
• Cafeteria plan
• Stock option plan
• Dependant care assistance
• Parking allowance plan

Employee Incentive Programs:
• Paid leave time for bereavement
• Personal days
• Flexible work arrangements
• Flex time
• Casual dress
• Reimbursement for professional dues
• Continuing professional education
• Rewards for passing the CPA examination

Financial Incentive Programs:
• Annual productivity bonus
• Bonus for recruiting new candidates
• Bonus for bringing new clients to the firm

During tax season which is an extraordinarily busy time of year for the accountants, we offer a variety of programs that includes themed lunches, breakfasts, an ice cream social, massages and a tax year-end party. These activities divert the attention from the stressful time of tax season and allow people to relax and enjoy time with their co-workers. Over the last four years during tax season, stress relieving and team-building games have been instituted and have taken on a theme approach, such as “Survivor” or “The Masters Miniature Golf Tournament.” These unique themes have attracted local media coverage, both print and television, which significantly benefits morale and recruitment.

Six years ago, the Firm created the "World Series of Practice Development" (now The Star Search of Practice Development) program which helps employees progress in their careers through practice development. The networking oriented program is structured for all employees, such as a beginning staff member or a manager, with rewards along the way. This program enhances the employee’s personal and professional skills and helps to maintain a positive morale for the firm. The program has also been featured in columns by The Pittsburgh Business Times.

To further assist with professional development, each accountant is assigned a mentor who meets with that employee on a regular basis, outside the performance review process, and helps that employee’s career advancement with the firm. Each employee receives an annual performance review, which clarifies the employee's job progress, and helps them to create their new job performance plans for the following year. Each employee can upward review their immediate supervisor, giving management helpful input.

Last but not least, our annual employee satisfaction survey has revealed, year after year, that our employees consider our firm a great place to work. We strive to continue to improve our firm, whether it is a particular benefit, or to improve a policy or a procedure within our firm. We are constantly looking for input from our employees as they will benefit the most from these activities, policies and procedures.


< Back