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Test Code : FAR
Test Name : CPA Financial Accounting and Reporting
Vendor Name : AICPA
: 163 Real Questions

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African American students and the CPA exam | FAR Real Questions and VCE Practice Test

executive abstract despite a long time OF EFFORT with the aid of companies such as the AICPA and NASBA to bring extra minority candidates into the career, the numbers are nevertheless small. nonetheless, there have been 5,731 African American candidates for the CPA examination in 2002—the biggest for any yr on the grounds that 1997.

THE records imply A extreme shortage of African American adult males below age 25 protecting graduate degrees.

due to the fact MANY college students come to a decision TO major in accounting as early as high faculty, employers should begin to construct relationships with excessive school juniors and seniors via summer job alternatives.

THE huge MAJORITY OF CANDIDATES are concentrated in 10 states. Employers in other states need to be more creative in discovering and hiring CPAs.

development IS BEING MADE. lots of the success can probably be attributed to mentoring, internship and co-op classes, and scholarship classes at the undergraduate, grasp’s and doctoral levels.

QUINTON BOOKER, CPA, DBA, is professor and chairman of the department of accounting at Jackson State university, Mississippi. His electronic mail address is qbooker@jsums.edu .

he information is first rate—greater African americans than ever are taking the CPA examination. but it surely may be more advantageous—the occupation has a long way to move before it is utterly integrated. this text highlights the efficiency of African americans on the Uniform CPA Examinations for 2000, 2001 and 2002, the use of information extracted from candidate-supplied questionnaires amassed by way of the countrywide affiliation of State Boards of Accountancy (NASBA). We’ll appear at the number of African americans sitting for and passing the examination to assist examine how most beneficial to entice minority students to the career, and provide commentary on the analysis results to assist employers, accounting educators and candidates adapt to the new computerized examination format.

THE NUMBERS There’s little or no tough facts about the numbers of African americans who are CPAs, even after many years of effort by means of the AICPA (see “ AICPA range Initiatives ”) and NASBA to deliver more minorities into the accounting profession. African american citizens in 2000 made up 12% of the U.S. inhabitants, but simplest 5% of CPA examination candidates. fortunately the information for CPA candidates are more advantageous-documented. a typical of two,598 African americans—653 first-time and 1,945 repeat candidates—sat for each exam between 2000 and 2002 (see display 1 ).

a spot in representation African americans make up 12% of the U.S. population, however best about 5% of CPA examination candidates.

The statistics for 2000, 2001 and 2002 exhibit no consistent style for first-time candidates. evaluating them with the 1997–1999 exams does exhibit a decline, youngsters. The variety of first-time African American candidates fell sharply from 2000 to 2002—a worrisome vogue. however the total number of candidates rose incessantly from 1997 to 2002, hitting a brand new excessive of 5,731.

demonstrate 1 : number of African American Candidates     2000 2001 2002 can evenFirst-time 583 (25%) 457 (22%) 609 (22%)   Repeat 1,768 (75%) 1,661 (seventy eight%) 2,197 (seventy eight%)   total2,351 2,118 2,806 November First-time 717 (29%) 865 (30%) 690 (24%)   Repeat 1,770 (71%) 2,037 (70%) 2,235 (76%)   whole2,487 2,902 2,925 year First-time 1,300 (27%) 1,322 (26%) 1,299 (23%)   Repeat 3,538 (seventy three%) three,698 (74%) four,432 (77%)   wholefour,838 5,020 5,731

Commentary. About half the states that enacted the 150-hour schooling requirement made it helpful between 2000 and 2002; a couple of of these states had significant numbers of African American candidates. This may additionally clarify the decline in first-time candidates. States typically have a bulge within the first-time category earlier than their one hundred fifty-hour rule takes effect, seeing that sitting earlier than the useful date allows candidates to be grandfathered in below pre-a hundred and fifty-hour suggestions.

a closer look on the CANDIDATES intercourse. A majority of African American candidates—between sixty two% and sixty five%—were female. whereas the percent of males did enhance in November 2001 and all of 2002, females still naturally dominated the African American candidate pool.

Age. The age of the candidate pool has been relatively consistent over the six exams, with about half the candidates lower than 30 years of age ( demonstrate 2 , under). virtually one-third of all candidates had been in the 30–39 age neighborhood. The beneath-25 neighborhood, which comprises recent school graduates, made up between 19% and 24% of candidates on every examination.

demonstrate 2 : Age and levels got*     2000 2001 2002     may alsoNovember can evenNovember also canNovember Gender: feminine sixty five% 65% 65% 62% 62% 62%   Male 35 36 35 39 38 38 Age: under 25 23 23 22 24 19 20   25–29 28 27 27 26 26 26   30–39 33 34 34 34 37 36   40+ sixteen 16 17 sixteen 17 18 training: Doctorate 0.1 — — 0.1 0.1 0.2   master’s in accounting 6 6 eight 9910   MBA in accounting four three 4 4 54   MBA in different company field 6 56 6 7 7   grasp’s in nonbusiness subject 1 1 1 1 1 1   law 0,04 — 0.2 0.2 0.2 0.2   Bachelor’s seventy nine eighty 77 seventy five seventy four seventy three   No diploma four 5four fivefour fiveTotal hours: Fewer than one hundred twenty 2 3 3 three four four   one hundred twenty–130 37 38 35 32 32 30   131–149 26 25 24 22 22 21   one hundred fifty–one hundred sixty 16 17 20 23 23 25   more than a hundred and sixty 18 17 19 20 20 20

* Percentages are in keeping with number of candidates in display 1 who answered every question. Numbers may additionally now not complete a hundred% because of rounding.

education. Three of every 4 African American candidates—73% to 80%—held bachelor’s degrees handiest, notwithstanding 40% had earned a hundred and fifty or greater semester hours of school credit. Many candidates accomplished more accounting hours than the 24 to 30 hours usually required for a bachelor’s degree; the bulk achieved 31 hours or extra and about a third completed 37 or more.

decision to examine accounting. The statistics indicate candidates determined to examine accounting somewhat early (see display 3 ). greater than half (fifty two%) made their selections via high school and 28% did so throughout their first two years of undergraduate faculty. simplest 7% to 9% determined to look at accounting after acquiring their undergraduate levels.

display three : amassed Hours and Early hobby in Accounting reports*     2000 2001 2002     can evenNovember can alsoNovember can alsoNovember Accounting hours earned: 0–ninethree% three% three% 3% three% 4%   10–14 0.8 0.eight 1 1 1 1   15–23 fivefive5555   24–30 35 34 32 31 30 29   31–36 25 25 26 26 26 25   37–forty two 14 13 12 14 13 14   43+ 18 20 21 20 22 21 decision to study accounting: by high school commencement53% fifty five% 53% 50% 50% fifty one%   First half of school 29 27 29 29 28 27   2d half of faculty 8 98 9nine10   put up-undergraduate 7 7 7 nineeight 9   other 3 2 3 4 fivefour

* Percentages are according to variety of candidates in exhibit 1 who answered every query. Numbers can also now not total one hundred% due to rounding.

State origins. the majority of African American candidates are concentrated in 10 states: California, Georgia, Illinois, Maryland, New Jersey, new york, North Carolina, Pennsylvania, Texas and Virginia, which account for well-nigh three-fourths of all African American candidates ( show 4 ).

display 4 : top 10 States With standard percentage of Three-yr total new york 15% Maryland 10% Virginia 9% California 8% Illinois eight% Texas 6% Georgia 5% North Carolina 5% Pennsylvania four% New Jersey 3%

Commentary. The information suggest a severe shortage of young (below age 25) African American males keeping graduate degrees, notwithstanding candidates fitting that profile likely would command above-typical salaries. a few big CPA organizations were awesome in attracting new hires without graduate degrees with the aid of providing really expert master’s levels in conjunction with a number of main universities; employers should still notice that providing training repayment for graduate education helps entice African americans.

Employers also may start to construct relationships with would-be African American CPAs as early as excessive faculty, when many candidates make their profession choices, by providing summer time jobs to juniors and seniors who've expressed an activity in accounting. Employers in states other than the ten where candidates are concentrated may need to be greater artistic to entice a diverse worker base.

move rates 5 states allowed first-time candidates to take a seat for fewer than all 4 topics right through the years they studied, so not all candidates included in display 5 achieved all the examination subjects. Over the three years studied, a total of 304 first-time candidates handed all topics tried. Annual pass prices for first-time candidates ranged from 5% in 2000 to 9% for 2001 and 2002. The number and percentage of repeat candidates passing all constituents tried have been greatly better. The variety of repeat candidates passing all subjects tried become 549 in 2000, 570 in 2001, and 753 in 2002 with annual passing costs of 15% to 17%. flow prices of repeat candidates have been almost double—and, in 2000, triple—that of first timers. a total of 2,176 candidates passed all subjects tried over the three years—a typical of 725 candidates per 12 months.

display 5 : circulate charges—handed All topics attempted*   2000 2001 2002 First-time sixty three/1,300 = 5% 122/1,322 = 9% 119/1,299 = 9% Repeat 549/three,538 = 16% 570/3,698 = 15% 753/four,432 = 17% entire612/4,838 = 13% 692/5,020 = 14% 872/5,731 = 15%

* Passing defined as scoring seventy five% suitable.

Commentary. The computerized CPA exam has shifted an awful lot of the consideration faraway from the data for passing all 4 topics throughout one examination administration. The exam now is administered during four “exam windows” (two-month durations of checking out) every year. Most states enable candidates to sit down for as few as one area per window, however as soon as candidates sit for and move one subject, they should finished all closing subjects within 18 months. nevertheless, the indisputable fact that more and more African American candidates are passing all topics they effort is encouraging: 260 more candidates—43% extra—handed all subjects in 2002 than in 2000.

common field move prices, ranked from optimum to lowest, for first-time candidates had been: legislations and skilled duties (LPR) about 22%, auditing (AUDIT) 18% and then either accounting and reporting (ARE) or economic accounting and reporting (FARE) at about 13% each and every. For individual examination administration periods, the ARE flow charges surpassed the FARE circulate rates for three of the checks; the opposite changed into actual for the other three tests (see reveal 6 ). The highest first-time circulate expense was on LPR in November 2001, 27%; the lowest changed into on ARE in November 2000, 7%.

reveal 6 : First-Time pass quotes via discipline*     2000 2001 2002 may alsoLPR 18% 22% 23%   AUDIT 16 17 19   FARE eleven 13 15   ARE 12 12 14 November LPR 13 27 26   AUDIT 12 23 22   ARE 7 17 18   FARE 8 16 17

* Passing defined as scoring seventy five% proper.

subject move charges for repeat candidates were a great deal higher than those for first-time candidates ( reveal 7 ): legislations and knowledgeable tasks (LPR) 28%, auditing (AUDIT) 24%, accounting and reporting (ARE) 18% and fiscal accounting and reporting (FARE) 15%. circulate charges for repeat candidates were consistently in double digits. The highest repeat candidate pass expense became 31% for LPR in November 2002; the bottom was 13% on ARE in November 2000.

exhibit 7 : flow fees by way of topics—Repeat*     2000 2001 2002 can alsoLPR 30% 24% 29%   AUDIT 23 24 27   ARE 19 19 19   FARE 15 15 17 November LPR 27 29 31   AUDIT 22 24 26   ARE 13 20 20   FARE 14 15 14

* Passing defined as scoring seventy five% correct.

Commentary. Educators, employers and college students should notice that persistence does pay off—as flow rates for repeat candidates had been greater than those for first-time candidates—and that single-subject circulate rates had been drastically bigger than costs for all subjects. This aspect has strategic significance for candidates who may additionally now select the variety of field areas they effort all the way through an exam window. word that field areas on the computerized exam had been reconstituted and renamed, and new topics—such as a brand new business ambiance and ideas subject area—are being established.

the bounds OF THE statistics The simple boundaries of this examine lie in its statistics-gathering method. with the exception of exam scores, records have been gathered through questionnaires offered to all African American candidates; numbers hence were self-mentioned. given that most effective questionnaires of candidates who participated were regarded, the numbers may no longer be actual.

EMPLOYERS AND CANDIDATES take into accout This study shows that immense numbers of African americans are taking the CPA exam, and participation and success quotes are on the rise. As many as 725 per 12 months are passing the exam—massive growth from 1989, when the overall variety of African American CPAs within the u.s. changed into just 2,500. whereas two-thirds of the candidates were female, the variety of men is turning out to be. a whole lot of the development shown in the study will also be attributed to mentoring, internships and co-op programs and scholarship programs on the undergraduate, master’s and doctoral degrees. still, the career has a long way to go before it's entirely built-in truly in addition to in the best.

AICPA diversity Initiatives

records from the AICPA’s 2004 examine, The supply of Accounting Graduates and the Demand for Public Accounting Recruits, ascertain Dr. Booker’s findings. Even now, best 7% of CPAs employed with the aid of accounting organisations are minorities. while the difficulty is easy to examine, finding an answer is lots greater complex. With a membership base of over 340,000 CPAs, the Institute realizes that it takes three,four hundred new CPAs to move the needle one percentage element. They need classes which have a large and deep have an impact on into all communities of color. The strategic courses the Institute has put collectively to tackle the problem of diversifying the accounting profession hence tackle a couple of fronts, concentrated on high college and faculty students in addition to educators. Key AICPA courses consist of:

promoting The “Be a star in enterprise” and “birth here, Go areas” promoting campaigns connect print and interactive advertising developed mainly to expose young americans of color to the accounting profession. (For greater counsel see www.aicpa.org/individuals/div/profession/mini/be_star_business.htm .)

college Residency programs Weeklong courses expose minority high school college students and their parents to alternatives in accounting and other enterprise careers. college students gain knowledge of accounting, business, and social skills whereas residing on college campuses. on account that the application began in 1997, 25 classes were funded nationwide; ninety% of them are operational these days. (See www.aicpa.org/participants/div/profession/mini/college_residency_program.htm.)

Minority Scholarship program The AICPA has awarded greater than $6 million to 1,300 college students during the past 10 years. In 2004 students at 107 universities received 157 scholarships totaling $488,000. Judged definitely to turn into CPAs, these college students earned average and accounting GPAs averaging 3.80. (See www.aicpa.org/contributors/div/profession/mini/smas.htm .)

Accounting students leadership Workshop Two-day workshops center of attention on management, group-building, communication and presentation advantage. they are designed to show right school minority accounting students to leaders within the occupation and enhance the significance of the CPA designation. during the last 10 years 800 undergraduate and graduate college students have participated. (See www.aicpa.org/contributors/div/career/mini/aslw.htm .)

The PhD undertaking This partnership of ahead-thinking corporations, led through KPMG, gives a vital guide gadget for PhD candidates all the way through their doctoral programs and creates a pipeline of capabilities professors of accounting and other business disciplines. The program has doubled the number of minority PhD’s within the classroom—and the number of role fashions for nowadays’s students.

Minority Doctoral Fellowships Leveraging the efforts of the PhD venture, the fellowships give economic help to minority PhD candidates learning accounting. Fifty-three recipients of AICPA fellowships achieved their PhD programs; 98% are teaching accounting at the school degree and 86% are accepted CPAs. This year there are 18 PhD candidates in the pipeline. (See www.aicpa.org/contributors/div/career/mini/fmds.htm .)

Strategic Partnerships The AICPA has developed key partnerships with the affiliation of Latino professionals in Finance and Accounting (ALPFA), the national affiliation of Black Accountants (NABA), the diversity Pipeline Alliance, INROADS and the countrywide Academy foundation to entice and help minority students interested in pursuing a profession in accounting.

in case you have an interest in helping convey the message of the AICPA or your native state society to the excessive college or faculty school room, please go to the educational and profession building (ACD) crew internet website at www.aicpa.org/contributors/div/profession/index.htm . To speak with a manager concerning the classes, contact Daniel Hobson, supervisor, minority initiatives, at dhobson@aicpa.org or Jodi Ryan, manager, recruiting programs, at jryan@aicpa.org .

—Daniel Hobson, supervisor, minority initiatives, AICPA


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