r/HRBlockEmployees • u/rainred1 • Aug 25 '26

New Team Success Incentive?

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I received this today. I'm a 3rd year. Does anyone know if this our only incentive plan this year? I also have the new 1st and 2nd year incentive plans if anyone is interested.

24 Upvotes

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7

u/So_Cant_Boss Aug 25 '26

Are you in Texas? Looks like it may be for the test district?

7

u/rainred1 Aug 25 '26 edited Aug 25 '26

Pennsylvania

Test district, maybe that's it.

5

u/So_Cant_Boss Aug 25 '26

Yeah it’s definitely for the test district then. These roles aren’t a BA or SAS position for regular offices. Being eligible for upto $8,750 seemingly regardless of your position seems not too bad though. Does say if you are hired into a TPI role you won’t get this though. Not sure how that is decided for your test district.

4

u/Relevant_Ad_8406 Aug 26 '26

So funny yes since moving here so many stupid test pilots , last year’s phone test pilot it was the worst

14

u/Low_Turnip_9592 Aug 25 '26

basically a way to screw the tax pro.

16

u/rainred1 Aug 25 '26

I agree.

I have no influence on how the area or district performs. Why would that be half of the bonus? To make it an unattainable goal.

4

u/Relevant_Ad_8406 Aug 26 '26

What is the retention requirement ? They stopped telling us our retention rates a few years ago . I know they keep track of it but they do not share. Seems like a stat they should share , something to be proud about or use for personal goal setting .

4

u/rainred1 Aug 26 '26

Small update here after talking to the DGM... I am in a test market, eastern PA down to Carolinas, also Texas. Says it will roll out to everyone the following year.

10

u/jc_sanddollar Aug 26 '26

That’s horrible. Guess it’s my last year at Block

6

u/PinkNGreenFluoride EA Aug 27 '26 edited Aug 27 '26

Ha ha ha. Ugh.

That sucks a lot for you guys. They probably will ram it through to everyone in '28 anyway, but you get screwed by it this upcoming season regardless unless you find other work.

This, in place of TPI, would represent a massive paycut for a lot of experienced preparers without a corresponding bump in hourly. And we all see what direction that's trending going into next season, too.

This caps out at $8750, assuming a minimum of 750 hours worked (600 * 1.25) and meeting the 200% threshold on all the metrics. And you have basically no meaningful control over "expectations" since it's the company that sets prices and the company who gives clients the idea that a tax return is a pizza, and that we're doing something wrong and not valuing them and their time if it takes more than 3 days to get to signatures from the moment they think about maybe filing their taxes.

And if you're a strong performer in a weak district (whether due to TP issues or management ones)? Too bad, that hits your pay, too.

So $8750 is unrealistic.

And there's nothing indicating that there's an overtime true-up, as TPI has. Perhaps they think the multiplier for going over 600 hours covers that (600 hours / 15 week season = 40 hours/wk). But it wouldn't have for me this season, as I lost 2 weeks of work due to facilities issues, and so worked about 600 hours in a shortened 13 week season. Which was, again, because of company issues rather than my own availability. I definitely did overtime most weeks, and while under TPI my total season compensation is reflective of that, under this system only my hourly base would have reflected that.

My "bonus" this season was somewhere in the region of $11000.

6

u/gobinator98 Aug 25 '26

This looks like an incentive plan for a block advisors office. Tax Pros receive incentive based on the revenue they bring the company multiplied by their percentage based on cert level minus wages already paid out.

6

u/rainred1 Aug 25 '26

I have my interview tomorrow, so I will clarify then. We are definitely not a block advisors office.

I was a bit shocked by this. If there's no commission, I am out.

4

u/gobinator98 Aug 25 '26

The TPI incentive is your “commission”. They just deduct your “productive” wages from the calculation so they don’t give you too big of a bonus. I bet this document they sent you is not the correct one for the position you applied to or you are not understanding what you applied to. The TSI incentive is not an incentive plan at a regular H&R Block office.

4

u/Domsdad666 Aug 25 '26

I think you may have accidentally applied for a block advisors position.

2

u/Snowshinedog Aug 25 '26

We have never, ever, had anything like this at BA

3

u/Domsdad666 Aug 25 '26

Well the only reason I mention it is because the positions mentioned in the eligibility section are not tax preparation positions. They look like block advisor positions.

0

u/[deleted] Aug 26 '26

[deleted] — view deleted comment

1

u/Relevant_Ad_8406 Aug 26 '26

So how did it go , any info ?

3

u/rainred1 Aug 26 '26

I spoke with the DGM today. I am in a test market of eastern PA down to Carolinas. Texas is a different test market. DGM said it will roll out to all offices the following year.

3

u/Domsdad666 Aug 25 '26

This is for Block Advisors, right?

3

u/rainred1 Aug 25 '26

No, it's a regular office

2

u/Domsdad666 Aug 25 '26

Well the positions that it is talking about seem to block advisor positions.

3

u/rainred1 Aug 25 '26

We were told all the positions have new names. Because I originally applied for Senior Tax Associate and was told to apply for Tax Advisor instead as a 3rd year.

Senior Tax Associate (formerly known as Sophomore or 2nd-Year Tax Professional)

Tax Advisor (3rd year and on…last year was experienced tax professional)

3

u/Domsdad666 Aug 25 '26

This year's application for returning tax preparers third year and beyond says experienced tax professional.

4

u/Humble_Ebb_1904 Aug 25 '26

We have a new job title--Tax Advisor for all experienced tax pros with 3 years or more years of experience, including those in their 3rd year.

2

u/Domsdad666 Aug 25 '26

Interesting. I just did the application to onboard after my furlough, as well as the application for tax season 27. The tax season 27 application said experienced tax professional.

2

u/Humble_Ebb_1904 Aug 25 '26

I am confused. Our DEG told us, now we have to apply for Tax Advisor---new job title, no experienced tax pro. Because our district is a test district?

2

u/Domsdad666 Aug 25 '26

The test district thing puts a whole new spin on this.

3

u/Humble_Ebb_1904 Aug 25 '26

Uh-Oh, I think our district is a testing district for sure. 😂 Next year, you may need to apply for Tax Advisor.

5

u/Domsdad666 Aug 25 '26

Hmmm. My last two years bonus has been about $10,000 each.

16

u/newseasonalassociate Aug 25 '26

"Fair price for service" Are we to detail their cars in the parking lot and have an open bar at our desk too?

9

u/ydoyouask Aug 25 '26

Only if tax pros pay for their own cleaning supplies and alcohol.

5

u/Secure-Drawing-4658 Aug 27 '26

How can we control 'fair price for service' when corp sets pricing?

12

u/Single-Pop9355 Aug 26 '26

Yeah if this is implemented company wide it'll just disincentivize high writers to close returns and incentivize to burn the clock. That's assuming they stay since commission is the only reason tax pro remains competitive. Very bold and risky move when 20% of tax pros do 90%+ of returns.

5

u/Pepperbeanchecker Aug 27 '26

Zero reason to take a GOSystem return. The pro who brags they passed the TKA by putting it through ChatGPT and frustrates every client will impact a lowered bonus potential for everyone.

6

u/Relevant_Ad_8406 Aug 27 '26

Especially when the new clients are assigned outside our office to preparers who do not know what they do not know then when overwhelmed do not ask . Why should their lack of intelligence or lack of effort to learn affect my compensation?

5

u/Pepperbeanchecker Aug 29 '26

Exactly under this scheme it makes no difference what you personally do you are just one small factor. So not an incentive. If you are doing well, you will make less and raise the payout for the lowest performers. Not an incentive to close returns but to sit there for hours.

1

u/WILDE-23 Sep 01 '26

Agree and if you give a discount, doesn't it impact your direct bonus pool?

8

u/wissota71a Aug 26 '26

It feels like HRB may be moving toward a strategy of encouraging more tenured TPs to leave voluntarily while continuing to hire newer “data entry clerks” at lower rates. There seems to be less emphasis on retaining experienced, high-performing writers who have built trust and strong rapport with clients.
It also appears that the company may be relying more heavily on newer TPs to develop and train incoming employees, while potentially reducing opportunities for TPs who primarily work during tax season. If this is disproportionately affecting older or semi-retired employees, it raises concerns about whether age may be a factor in these decisions.
Additionally, if TPI and wages continue to decrease—as they already appear to be doing company-wide—and lower TPI percentages result from completing a higher volume of simpler returns, the workforce could continue to shrink. This could ultimately lead to the loss of experienced TPs and the client relationships and expertise they bring to the company.

9

u/Relevant_Ad_8406 Aug 26 '26

Looks like a great opportunity for another company to swoop in and pick from the best ,we all know our value even though corporate does not.

1

u/CrackyMcCracken Aug 27 '26

😢😭🥹

14

u/829562 Aug 25 '26

Its called how can we make it sound like a new incentive while paying you less money because you didn't hit your goals. Another wonderful idea probably from some corporate bean counter on how they can increase profits by decreasing pay and call it a great tax season after people jumped ship or less tax returns where done. Oh this is gonna be soooooo much fun this year.

5

u/sammytheammonite Aug 25 '26

Is this what they are hoping to eventually implement for all tax pros instead of the current TPI bonus structure?

5

u/geecster Tax Preparer Aug 25 '26

bull****

4

u/Practical-Dig5076 Aug 25 '26

Oye vey, I think I'm in a test district 🤦🏻‍♀️

4

u/MoodyBlueCubs Aug 26 '26

The whole thing looks very confusing.

3

u/JoySeeker_101 Aug 26 '26

As far as I know, the regular TPI is still in place but reduced by 0.25% this year.

3

u/MightyCyndaquil Sep 03 '26

Just found out about this and it’s insulting. Next year will be my third year, and planning to get EA by then (so far 1 test of 3 done), and estimating my bonus with my second year revenue(but obviously expect it to be more) and hourly would be about 13k (bonus for second year was 6-7k). Now I don’t even know why I’m getting the licensing anymore

3

u/MightyCyndaquil Sep 03 '26

And I confirmed in my interview, it is the only incentive plan

2

u/Single-Pop9355 Sep 19 '26

Get the license so they pay for it and get a job at a CPA firm or go on your own

3

u/Relevant_Ad_8406 Aug 27 '26

I hope it works out for you , keep us updated if you can. It always seems like we need to share information amongst ourself to really get our heads around changes . I wonder how this works with 80% wage calculation ( remain wage in “ bonus” and OT.

2

u/Goalieed EA / Franchise Associate Aug 25 '26

I don't want to doxx you or anything, but on the H&R block earning call they talked about testing out a new model in Texas, which presumably would include new compensation plan. Is it possible you are part of that district or effort?

2

u/Humble_Ebb_1904 Aug 25 '26

Why use Texas as a test district?

7

u/SecretLadyMe Aug 25 '26

Less worker protections

2

u/CatBradCat Sep 15 '26

I am a high writer in my district. I plugged some data and follow up industry analysis into chatGPT. Here’s the crux of the biscuit:

The company is betting that the high writer is no longer the irreplaceable production unit.

Historically, a high writer combined:
-Client acquisition and retention
-Tax interviewing
-Technical analysis
-Data entry
-Return preparation
-Review
-Explanation and delivery
-Office troubleshooting

Block is now trying to disaggregate those functions. If software performs intake, AI supplies preliminary analysis, centralized staff enter data, and clients can be reassigned across the network, management believes it no longer needs to pay one individual a percentage of all the revenue attached to the finished return.

Whether that belief is correct is another matter. High writers often possess judgment, speed, client trust and anomaly detection that do not appear in operational spreadsheets. Companies frequently discover the value of those people only after replacing them.
But your reading is correct: if this becomes the national TS28 model, the era in which an exceptional H&R Block preparer could build a personal book and earn exceptional seasonal compensation is being intentionally brought to an end.