JANUARY 2015
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JANUARY 2015 MEMBERSHIP MEETING
 
 Date: 1/27/2015
 Doors Open: 6:00pm 
 Location: Biltmore Hotel 
  2151 Laurelwood Road 
  Santa Clara, CA 95054 
 Presentation: Revenue Recognition by Kyle MacLeod
   Cost:Day of Event at the Door 
  $40 members 
  $50 guests 
 
Pre-registration:
Discount rate, register and pay using Paypal here 
  $35 members 
  $45 guests 
 
 
JANUARY KEYNOTE SPEAKER:

 

KYLE MACLEOD - Revenue Recognition

 

Kyle will share with us an overview of the new revenue recognition standards and how they will impact financial statements.

Major Subjects:
  • Why revenue recognition is so complex and why it matters
  • Implementing the new revenue recognition standards

Kyle provides attest and consulting services to companies in the manufacturing and distribution industries throughout the Bay Area. Before joining the team at GALLINA, Kyle worked with a large national CPA firm for 13 years, and also has 4 years of experience working in private industry. His experience includes complex audit and accounting issues, inventory management, cost accounting, business combinations, financial planning, and strategic planning.

<Register Here>



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IN THIS ISSUE

  
 
A New Year for New Resolutions
 
Why 2015 Will be the Breakout Year for Women in Business
 

New Year's Resolutions for Healthier Accounting Firm Growth
 




 
- AFWA Annual Conference -


Nicole Letellier

AFWA - Silicon Valley Chapter President



 

Happy New Year! 

 

I am wishing you a year of prosperity and good health. 2015 is already showing signs of economic growth and good opportunities for employment. These conditions are a good omen for our profession. It also means accountants and finance professional have to keep up with the economic pace and with regulations. There are many accounting standards in the works, but also some that have to be implemented in the coming year.

To start the year on the right foot, we are offering an appropriate program about the new revenue recognition standard. It will be effective for years beginning after December 15, 2016. Even though it looks far in the future, it is not that far when considering how it needs to be applied. We are grateful to have Kyle McLeod, CPA, from Gallina LLP, who will share his knowledge with us and helps us stay in compliance with this new standard.

It is time for AFWA Silicon Valley to nominate our future leaders. Our nominating committee is in need
of a member at large to participate in this crucial function. I invite you to consider participating. If you
are interested, please contact either myself or our nominating committee chairperson, Julia Becklund.

Our nominating committee has to fill many positions for the upcoming fiscal year starting July 1st. There are several positions in need of new and fresh ideas from new board members. Please give a board position a serious thought. Don't hesitate to contact any current board member to get more
information on their current position and all the advantages and rewards of being a board member.

Looking forward to seeing you at our next membership meeting on January 27th ready to learn about the revenue recognition standard.

Truly yours, 

Nicole Letellier
 

 

 


JANUARY NEWSAccountability




By Berranthia Brown, CMI, AFWA National President
January 8, 2015


 

Happy New Year! I hope each of you have had a wonderful Holiday season and are ready for an exciting 2015. Each year, people make resolutions to start new things like diets, exercise more, learn a new sport/hobby, go back to college for another degree or join /become more active in an organization. This year, I am resolving to travel more, do three 5K races (yes three), and revisit an old hobby, photography, which I put on hold a few years ago, but really enjoyed. As I made the decision to take on my new 'resolutions' this year, I asked myself a few key questions: What do I expect to receive from it? How expensive is this new hobby going to cost me? And, if I decide to take on a new hobby, am I going to be fully committed to it?


 

In 1998, when I decided to join a professional association for my profession, and later become more active in AFWA, 3 key questions I asked myself were:

  1. What benefits am I receiving for my dues?
  2. Can I afford to pay these dues, as a young professional starting out in my career?
  3. Am I going to make the commitment to fully participate as a member/board member in the organization?

As a financial professional who wants to expand her knowledge of the industry and develop new skills, joining a professional association can be a great way to do it. In fact, it can be beneficial for both one's career and personal development and can help you stay on top of what's happening in our industry.


At dues renewal time, each of us writes a check or pays her dues online, but have you ever wondered what your dues really cover?


 

AFWA National Regular dues of $141 and other dues categories are allocated into 4 important areas:

  • Administrative & operations: Staffing, organizational insurance, annual audit, and general office needs such as duplicating, storage, supplies, telephone and postage
  • Leadership: Support for board materials, nominating processes, strategic alliances with other organizations, board meetings and travel
  • Marketing and Publications: Membership marketing, communications, website, and industry publicity
    Member
  • Chapter Services: Chapter and member awards, CPE sponsor fees, dues billing expenses, survey and webinar services, and membership campaigns

Member and chapter services are where AFWA members see a lot of their member benefits. AFWA provides members weekly articles on technical topics, a monthly e-newsletter with articles on the organization and industry, reasonable CPE via webinars, and more to come this year.

But member benefits are only good if you actively use them and make an effort to be involved. As part of your new year's goals or resolutions, write down a few of the things you want to achieve professionally this year, then look within your AFWA member benefits to see how you can take advantage of what you are investing in with the organization. Here are a few of my suggestions:

  • Learn about the profession & organization- You should be receiving the weekly AFWA NewsBrief and the monthly AFWA Accountability newsletters. Those publications will be full of the latest trends and happenings in your field. Staying up-to-date in your field will give you an advantage over other candidates when you begin interviewing because you will already be knowledgeable about the industry.
  • Access to a network of women accountants and financial professionals - As a member, we have access online to other members, through our LinkedIn group and the member directory, and can network with other members about possible employment opportunities and career advice.
  • Advance Yourself and Your Network - As a member you receive invitations to annual and spring conferences as well as local and online seminars. Use those events as ways to network with professionals in your field and begin to build relationships so you can inquire about employment opportunities.
  • Job Postings - AFWA has their own career section on the website and will be upgrading this system this year. Learn which companies are hiring and apply for those for which you qualify.

As a young professional starting out my employer did not pay my dues, I was able to pay my dues, because it was the most affordable organization to join for under $200, even today. The AICPA and other finance/accounting organization dues were anywhere from $250-$400, which was extremely expensive on my budget. AFWA was affordable and allowed me the opportunity to attend local meetings for $25, have a nice meal, learn about accounting & finance topics and network with other women working in the accounting profession. I continued to pay my dues and invest in myself even when my employer would not. Today, my employer sees the benefits of me serving AFWA as a leader, agrees to pay my dues, and supports my involvement in our organization.


 

When someone decides to commit to a new hobby or a joining an organization, you must consider your commitment level. Simply being a card-carrying member of an organization doesn't necessarily mean that you are an involved or active member. In order to develop your knowledge base, establish new friendships, and hone your networking skills, you must attend meetings and make a conscious effort to connect with other members online if you do not have a chapter. Consider writing an article for the Accountability e-Newsletter, or write one on behalf of the organization in some other venue such as a local newspaper and/or on a well-visited website. Agree to serve as a speaker at a Spring Regional or Annual Conference (see the 2015 National Conference call for speakers here). The advantage here is not only to educate members/potential clients, but also to get your name in front of as many people as possible.


 

Joining a professional organization requires some dedication, but your involvement will help you to stay on top of what's happening in the accounting/financial industry. For me, joining AFWA 16 years ago, was one of the best decisions I made as a young professional. It has helped me to develop my leadership skills, participate in non-profit board service, and improved my verbal and written communication skills, all while meeting a lot of new friends and increasing my professional network. Make 2015 the year that you resolve to commit yourself to becoming a more active member of AFWA!


 

 


 
 
from the Huffington Post
by Deb Owen
January 5, 2015

Women's empowerment will be front and center in 2015 as more companies and communities invest in women's entrepreneurship -- and as women continue to invest in themselves.

 

Facing a continuing tendency to be locked out of traditional leadership positions, andcontinuing to earn an average of three-quarters less than men even with the same education in the same occupation, women have begun to carve a different path creating a shift in the economic landscape. While many women have been spurred by Sheryl Sandberg's call to lean in and take a "seat at the table," many others have decided to build their own.

 

For the last 20 years, women have consistently been starting businesses at a higher rate than men. Eschewing corporate politics, disinterested in climbing and clawing their way up the corporate ladder, or working long days without feeling the fulfillment they crave, women have been starting businesses aligned with personal values seeking freedom, flexibility, and independence.

 

As millennials continue to increasingly view their vocations through the lens of creating their own jobs, whether traditional in appearance at first glance or entrepreneurial in nature, these large demographic groups representing dynamic buying power are changing the status quo of the business world.

Encouraging movement has been seen in three of the biggest challenge areas facing women entrepreneurs, including funding, support, and mentorship.

 

Babson College released a report of U.S. venture capital investments in women entrepreneurs citing: "The amount of early-stage investment in companies with a woman on the executive team has tripled to 15 percent from 5 percent in the last 15 years. Despite this positive trend, 85 percent of all venture capital-funded businesses have no women on the executive team. Importantly, only 2.7 percent of venture capital-funded companies had a woman CEO." This, despite statistics that show businesses with women entrepreneurs perform as well or better than those led by men. "Businesses with a woman on the executive team are more likely to have higher valuations at both first and last funding (64 percent higher and 49 percent higher, respectively)."

 

Still, the findings showed that the composition of the venture capital firms matters:"Venture capital firms with women partners are more than twice as likely to invest in companies with a woman on the executive team."

 

While financial institutions still need to do a better job of banking on women's potential, and the numbers are still small, opportunities are increasing as women invest in other women. Entrepreneurial personalities don't often wait for governments or systems to build the perfect environment for success, but go out to create them. And so women have begun building the networks and bringing together the resources to catalyze their own change, building their own vibrant and layered ecosystems.

 

After spending years at Smith Barney, Merrill Lynch and US Trust, Sallie Krawcheck spoke publicly about being fired from two big jobs, embraced her lessons learned and refused to hide afterwords. She now owns and leads Ellevate, an expansive and diverse global network dedicated to the economic engagement of women worldwide that helps women connect, learn and invest.

 

As a growing number of women speak up to address the gender gap in technology, a group of visionary women in the technology sector founded Women 2.0 in 2006. Offering conferences, pitch competitions, meetups and investor hangouts, women in technology, female founders and female investors come together to drive change for women and in their industry. These organizations and others like them are providing leadership, access to capital, and connections to accelerate growth of women-led companies at an increasing pace.

 

But unleashing the economic potential of women doesn't just include entrepreneurship. Forward-thinking organizations seeing the potential for talent lost have already begun to tap into the power of women's empowerment.

 

To be more open and receptive to the great contributions offered by women still requires knocking down outdated obstacles that hold women back in the traditional corporate landscape. This means taking diversity seriously. It means continuing to hire women, promote women, and invest in women.

This evolution is occurring in corporate cultures, with men participating and helping lead the way in what sometimes seems like the most unlikely of places. While most consider looking to the left coast or right for such visionary thinking, it's also happening in the middle.

 

Stimulus Engineering, a provider of creative consulting, engineering, and technology commercialization solutions located in Indiana, features a leadership team half comprised of women.

 

"The biggest obstacle to starting new companies, or growing successful ones, is a dearth of talent so severe it hinders innovation. There's a huge incentive to get all the talented people we can. That includes 50 percent of the population, and requires a willingness to utilize unconventional strategies for hiring and retention," said Tim Wagler, CEO of Stimulus Engineering. "Staying on the cutting-edge requires a company culture built on a meritocracy that favors intelligence and merit, allowing the best ideas to emerge. Those best ideas most often come from a diverse team that includes strong women. Strong women equals a strong company culture that accelerates growth."

 

Small business and entrepreneurship has always been the driving force of the U.S. economy, and in that arena, women are making great strides. As thriving micro-businesses and growing communities bubbling below the surface increase, along with a coming political contest sure to bring gender as a topic to the forefront again, and as women's voices increasingly grow louder, more women are connecting to the funding, support, and mentorship they need and finding success.




 
 
from Imperial Valley News
by Karen Nikos-Rose
December 7, 2014


Davis, California - The rewards of corporate leadership accrue faster for men. Not only do women hold just one in nine of the executive and board positions in California's top 400 public companies, an annual University of California, Davis, study shows that the women in top executive roles are not being promoted to the highest levels, and earn less than their male counterparts.


 

Overall, women hold 11.5 percent of the highest-paid executive positions and board seats in the state's 400 largest public companies - a 0.6 percent increase over last year, according to the UC Davis Study of California Women Business Leaders. The UC Davis Graduate School of Management has found an essentially flat trend line during the decade it has tracked the representation of women in these key decision-making roles. Together, the 400 companies represent more than $4.5 trillion in stock market value, up more than 30 percent over last year.


 

Only two companies, organic food maker Annie's Inc. of Berkeley and upscale kitchen and cookware retailer Williams-Sonoma of San Francisco, have equal numbers of women and men in top executive positions and board seats.


 

"We cannot grow impatient. Not yet. The 'Lean In' movement has highlighted the need to encourage and assist more women to take a seat at the table," said Ann Huff Stevens, dean of the management school. "Careful and ongoing monitoring of firms' and women's progress can help sustain this momentum. Advocacy groups can provide women with the skills and connections they need to be prepared for leadership roles. Education on and communication of the facts about the status of women in corporate America are critical."


 

Among the 400 public companies, the top 25 firms identified in the study with the greatest gender diversity among executives and board members reported annual revenue and net income more than double that of the average company in the study. Only two companies have appeared in the study's Top 25 list for eight consecutive years: AMN Healthcare Services Inc. and bebe stores inc.


 

Of the 400 companies, only 14 have women CEOs, up marginally from 11 in 2006. Among all highest-paid executives at the companies, the median value of annual compensation for men was nearly $1.8 million. The median for women trailed by nearly half a million dollars at $1.3 million, or about 74 percent that of men. The difference appears to represent more women serving in roles with lower compensation levels, rather than women receiving lower compensation in the same role. The positions with the highest median compensation among men and women - such as CEO, division CEO or president, executive director and president - show the lowest percentages of women.


 

The study is the only one of its kind to focus on gender diversity in the boardrooms and executive suites of corporate California. It was cited in September 2013 in a state resolution passed by the California Legislature calling for more women leaders in public companies, the first such resolution of its kind in the United States.


 

Senate Concurrent Resolution 62, authored by Sen. Hannah-Beth Jackson, is not binding, but sends a powerful message encouraging public companies to add more women to their corporate boards over the next three years. The UC Davis study shows that the percentage of the 400 largest public companies in California companies in compliance with SCR-62 increased from 12 percent in September 2013 to 16 percent by the end of the latest fiscal year, December 2013.

Among the findings in this year's UC Davis study:
  • Fewer companies are without women - the number of companies that have no women executives and no women board members has dropped to 101, or about a quarter. This figure is a new low, showing more women are being appointed to existing or new board seats and executive positions.
  • Although still low overall, the percentage of women directors in California has risen steadily from 8.8 percent in 2006 to a high of 12.4 percent in 2014. A linear projection of the current rate would predict women holding 19.9 percent of California director positions in 2020 and 44.8 percent in 2040.
  • A majority of the companies still have no women among their highest-paid executives. The percentage of women who are reported to be highest-paid executives has risen to 9.9 percent in 2014 from 7.8 percent in 2007, the first year those data were collected. Most notable overall: only three additional women are CEOs of large California companies than were in 2006, resulting in a minimal increase from 2.8 percent in 2006 to 3.5 percent in 2014.
  • Among counties with at least 20 companies, San Francisco County has the highest percentage of women board directors (17 percent), and Los Angeles County has the fewest (10.7 percent), followed closely by Orange County and Santa Clara County (11 percent). San Mateo County has the highest percentage of highest-paid women executives (16.3 percent), and Los Angeles has the fewest (7.7 percent), followed closely by Santa Clara County (8.1 percent).

The study tracks the members of the boards of directors and the five highest-paid executives for each company as reported to the Securities and Exchange Commission. The study examined filing data available as of Aug. 31, 2014. The 400 companies were selected based on market capitalization.

The study also looked at the race and ethnicity of women and men corporate directors at the 91 public companies that also appeared on the 2014 Fortune 1000 list. Overall, 73 percent of directors are Caucasian men. The ethnic breakdown of women directors is slightly less diverse than that of men directors, with 9.4 percent of women and 12.3 percent of men, respectively, being Asian, African-American, or Hispanic or Latino. The ethnicity data were provided by Microquest Inc.


 

To publish the study, UC Davis partners with Watermark, a Bay Area-based nonprofit that offers programs for executive women.


 

"What is different this year is that women are not quietly allowing these inequalities to continue without raising our voices both individually and collectively," said Marilyn Nagel, CEO of Watermark. "We are getting true support from male champions who recognize gender balance at the top and in the boardroom is a business imperative. Momentum is gathering, and collectively we are letting companies in California know that we will not be discounted or disregarded."


 

To download the full  study, including industry-by-industry and county-by-county statistics, and the UC Davis database of the 400 companies and executive compensation, visit the UC Davis Graduate School of Management's "Women in Business Leadership" website at http://gsm.ucdavis.edu/women.



  
balloons_flying.jpg

from Accounting Today
by Mary Ellen Biery
December 12, 2014

If you intended to start a new health regimen after the first of the year, you would start planning for the change, right? Maybe you'd research gym memberships or look into the cost of joining a programmed diet. Perhaps you'd start reading motivational articles to psych yourself up for the new commitment. At a minimum, you'd stock your pantry with healthy food choices or begin making a list for the grocery store.


 

In the same way, for those of you who would like to ensure accounting firm growth in the new year, it's not too early to make an important resolution and begin considering implementation strategies. Resolve now to attract and retain higher-quality clients for your services, and then start planning for changes that will achieve your goal.

 

Whether your accounting firm is small, large or in between, now is an excellent time to take steps that will draw interest from clients and prospects who may hire you for multiple engagements and who are willing to pay for the value you provide, according to Nancy Fox, president and founder of consulting firm The Business Fox.


As you prepare for upcoming engagements with your "best" tax and audit clients, think about how you will turn those meetings into opportunities for additional business advisory work once busy season ends. It costs 11 times more to acquire a new customer than to keep an existing one, according to industry research. Generating more business from existing clients will make you feel less obligated to take on work for difficult or lower-value clients as busy season arrives and ramps up.

 

Business advisory work presents many opportunities for CPAs and accountants to achieve revenue increases or improved profitability. Recent reports by IBISWorld, for example, indicate the business valuation market has both a faster revenue growth rate and a 60 percent higher profit margin than traditional accounting services. And among Big Four firms, advisory-related revenue in 2013 grew almost twice as fast as tax services revenue, with nearly 7 percent growth, while audit revenues increased by just 0.2 percent, according to the 2013 Big Four Performance Analysis by Big4.com. Advisory services have been the fastest-growing service line since 2004, rising to 34 percent of total 2013 revenue at Big Four firms from 22 percent.

 

The higher margins and lower competition tied to consulting and advisory services can mean more gains for your accounting firm than through just the traditional compliance-based engagements. Consulting advisory services can also better insulate your practice from price sensitivity and other vulnerabilities associated with being focused on commoditized services.

Follow these steps to begin attracting and retaining high-quality clients:


1. Select Current Clients to Target
Identify a list of key clients to offer advisory services, basing the list on the following:

 

Client relationship: Stronger relationships will make you and them more comfortable as new services are introduced during a meeting.

 

Client potential: Businesses that have the most unrealized potential will quickly see tangible results from your services.

 

Owner mindset: Clients who are proactive and receptive to ideas for improving the business tend to be more appreciative and willing to pay for your help.

 

Your industry niche or desired niche: Industry specialization can boost your practice in many ways, so if you've considered creating a niche, now is the time to identify clients in the industry and make them aware of how you can help them beyond compliance-based services.

 

2. Identify Prospects to Target
If you've already identified a niche, research where the decision-makers for the industry congregate and start networking in those venues so you can expand your business-development connections.

 

Find professionals (bankers, lawyers, etc.) who are already reaching that market and network with them to benefit from their knowledge and experience.

 

3. Choose a Strategy for Offering Your Services
For existing clients, January meetings are an excellent time to assess the need for (and then to describe your availability to provide) services such as valuations, strategic counseling or financial benchmarking. Opening the door to providing these services after busy season will not only reiterate your value to clients, but it can also pave the way for work later in the year so you can exercise more discretion when accepting new work or clients.

 

If you have selected an industry niche, you can also use those meetings with current clients to ask them for referrals to industry peers so that you can cultivate new client relationships.

 

 



BOARD OF DIRECTORS BOD
2014-2015

Pictured from left to right, front row: Jeanne Kourmako, Nicole Letellier, Wendy Matthews, Eileen Perry, Nicole Sheets. From left to right, back row: Marvel Khan, Diane Ollila, Julia Beckland. Not pictured: Amrit Dhaliwal, Edronda Guiriba, Susan Wright.

President - Nicole Letellier
President - Elect - Eileen Perry
Secretary - Nicole Sheets 
Treasurer - Wendy Matthews
Program - Diane Ollila
Membership - Amrit Dhaliwal
Scholarship - Susan Wright
Newsletter/Web - Edronda Guiriba 
Hospitality - Jeanne Kourmako
CPE Compliance - Marvel Khan
Immediate Past President - Julia Becklund 

 

Click here for more info about the Roles and Responsibilities of the Board of Directors.

 


COMMITTEE UPDATESCommitteeUpdates
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PROGRAMS
Chair: Diane Ollila


sunny-business-place.jpg

There is an excellent line-up of programs for the Silicon Valley Chapter this year, and most of them qualify for CPE!  Check out the line-up as we have engaged some dynamic and outstanding speakers.

January
1/27/2015
Speaker:Kyle MacLeod
Presentation: Revenue Recognition

 

February
2/24/2015
Speaker: Annette Nellen
Presentation: Tax Update

March
3/24/2015
Speaker: TBD
Presentation: TBD



MEMBERSHIP
Chair: Amrit Dhaliwal

QUALIFICATIONS:

  • All Levels of Accounting & Finance
  • Bookkeepers
  • Corporate Accounting Finance
  • Public Accounting
  • Management & Educators
  • Recruiters

If you would like to join the Silicon Valley Chapter of AFWA, follow the link to our National website:

http://www.afwa.org

 

Please feel free to complete the application or forward a copy to someone you think would benefit from joining our Chapter.

 

 

MEMBERSHIP BENEFITS

  • Prestigious status of professional affiliation
  • National contacts for networking and professional information
  • Forum for CPE
  • Scholarships
  • Leadership opportunities in supportive arena
  • Subscription to Accountability e-newsletter 
  • National and regional conferences at a discounted rate
  • Access to Career Center
  • Access to AFWA's LinkedIn, Facebook and Twitter groups and National online membership directory
  • Discounted membership to the Institute for Management Accountants (IMA)
  • Discounted products and services through affiliation agreements
    • CPA review courses, CCH tax & accounting books, Long Term Care Insurance and Bank of America credit card.


HOSPITALITY/CPE COMPLIANCE
Hospitality Chair: Jeanne Kourmako
CPE Chair: Marvel Khan


Reservation and cancellation policy: 
Reservations or cancellations are requested by noon on the Friday preceding each meeting.  Email Jeanne to reserve or cancel. The goal is an accurate count for the hotel.  Unreserved members (not guests) incur a surcharge of $5.00.
 

Reserved members or guests who are no-shows will be billed if not cancelled by noon the preceding Friday. We do want you to come to the meetings and reservations are helpful but if you have to cancel let us know beforehand to avoid incurring the cost of the meal. WE ACCEPT CREDIT CARD PAYMENT AT THE DOOR.

 

Volunteers are always welcome at our monthly membership meetings. Lend a helping hand to make our monthly events and meetings even more interesting while building a great network and forming new relationships.

 

CPE credit is available for participating in any of our qualified programs.  See Marvel for more details in person at the meeting.




NEWSLETTER
Chair: Edronda Guiriba

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Send in your articles!

 

We encourage our membership to submit articles of interest for our monthly newsletter.  Please make your submission under the following criteria...

  • Prepared as a Microsoft Word document
  • Photos in JPEG format
  • captions are okay, no imbedded text, please

The newsletter is prepared and distributed on a monthly basis.  Visit our web site atwww.afwasiliconvalley.org.  If you have questions regarding articles to submit or about the newsletter, email the newsletter chair, Edronda, at EdrondaGuiriba@gmail.com



 
SCHOLARSHIP OPPORTUNITIESLooking4Sponsors
 

NOW OPEN: AFWA Silicon Valley is now accepting applications for the 2015 scholarships, for students pursuing a degree in accounting or finance.

Visit http://www.afwasiliconvalley.org/scholarships.html to learn more and download the 2015 scholarship application.

The Silicon Valley Chapter of the Accounting & Financial Women's Alliance (AFWA) has been awarding scholarships since 1976 and has distributed over $70,000 during that time.

 

Scholarships are awarded annually. Applications will open in December and are awarded in April. We encourage you to introduce AFWA to a potential applicant for next year and continue to think of fundraisingopportunities throughout the year so we may reach even more of the future stars.

 

 
 
 
 
LOOKING FOR SPONSORSLooking4Sponsors
 
There are four sponsor levels of contribution established for the scholarship fund.
 
Bronze
Sponsorship up to $150.00  
 
Silver 
Sponsorship up to $300.00 
 
Gold
Sponsorship up to $500.00 
 
Platinum
Sponsorship $750.00 or more
  
*********************

Share the information! 
See Susan Wright for more details. 
 
 
 

AFWA FOUNDATIONAnnualConference

The Foundation is all about us, accounting and financial professionals, we strive every day to make a difference in the financial world and in our communities. The Foundation is charged with raising funds for national scholarships, and educational advancement of our peers and rising leaders. The Foundation offers each of us the opportunity to support the future direction of the profession where we have gained our own personal successes.

 

It is important to support those entering the profession and working alongside us. Those that follow in our footsteps have much to teach us and much to learn from us. They embody the next generation of accounting and financial professionals. Our goal for you and AFWA is to lead the way in their development.

 

Mission

 

The Foundation promotes and advances education, career development and leadership in finance and accounting. Our vision is to guide women along the path to achieve success in finance and accounting.

  

ANNUAL CONFERENCEAnnualConference

 

The Accounting & Financial Women's Alliance Annual Conference is the premier networking and education event for professionals and students of Accounting and Finance. The event attracts hundreds of professionals from across the country for four days of educational sessions - providing up to 24 hours of CPE credit - presented by leaders in the industry.

 

2015 AFWA National Conference

 

Mark your calendars for the 2015 AFWA National Conference to be held October 26-28, 2015 in Pittsburgh, PA. More details coming soon!

 

 

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 Founded in 1938, AFWA/ASWA provides women in accounting and finance the leadership, education and networking opportunities needed to achieve their career goals. Celebrating 75 years as the only organization that solely represents the interest of women in the entire accounting and finance community. The organization's mission is to enable women in all accounting and related fields to achieve their full personal,
professional and economic potential and to contribute to the future development of their profession.