AICPA Case Study

The qualification of an accountant for a job position depends on the criteria used to evaluate the potential partners, which is also based on the firm’s partners as well as the professional’s ability to deliver quality work and attract more partners. According to SAS No. 1, AU sec. 21, of the AICPA Statements on Auditing Standards, an auditor must possess some level of professional experience to execute audit work effectively. Accordingly, Charles Tollison arguably fulfilled the requirements for the position. For one, he was capable of handling inventory books and addressing audit problems. Additionally, Tollison possessed unquestionable ability to deliver quality work. Have gained professional experience from a large international accounting firm, he deserved promotion to the partnership position.

  1. The firm did not treat Tollison fairly. First, Lincoln was not honest with Tollison. First, he promised Tollison a job promotion, which he never fulfilled. Instead, he notified Tollison during breakfast that the promotion has passed him (Tollison). Tollison possessed sufficient technical, leadership, and problem-solving skills to enable him to perform his duties in the new position. He was also dedicated to his work, and therefore, it was unfair for the company to deny him the promotion.
  2. AICPA Statements on Auditing Standards, SAS No.1, AU sec. 210 (Training and Proficiency of the Independent Auditor) describes professional and educational experiences that individuals should possess to hold an auditor position. The section ffective coutlines that work experience, dedication, effective communication, and dependability are some of the criteria that international accounting firms use to promote employees to partner (Statements on Auditing Standards, n.d.). However, experience, effective communication, and dedication are arguably the most important determinant for job promotion. Small firms should use the same criteria to evaluate an individual in promoting to a partner.
  3. Some auditing firms manage their workforces according to the “up or out” policy to guide the promotion of their employees. The disadvantage of the guideline is that it is open and straightforward than other standards (Kolakowski, 2018). However, the policy can force employees to overwork to retain their positions.




Kolakowski, M. (2018). Up or Out Policy. The balance carriers. Retrieved from

Statements on Auditing Standards. (n.d.). AICPA org. Retrieved from