The program fees for the MAcc are very similar to other accounting Master’s programs in Western Canada. Monetary support for students pursuing the MAcc is often a very important factor when students are considering which educational route to undertake to gain their accounting professional designation. At a minimum, employers have typically provided financial support in the equivalent amount as they would for employees following the CPA PEP route.
Employers experience a number of benefits from sponsoring students to pursue the MAcc. For instance:
- Students can learn more effectively through the MAcc’s in-person learning environment, and will receive direct feedback on their strengths and areas of improvement, which will directly impact their performance at work.
- Students perform better in their organizations and make stronger connections on the how, why, what, and overall impact of their work.
- Financial support for the MAcc can be used as an attraction tool for prospective employees, and can increase employee loyalty and retention.
- With the incorporation of strategy, project management and negotiations courses within the MAcc curriculum, students can understand the broader business environment and will be prepared to take on more senior leadership positions.
- The financial support offered to students is a signal of your organization’s commitment to them in gaining their CPA, and acknowledging the importance of lifelong learning.
- Students will have an opportunity to network and develop close relationships with others within their cohort, expanding their connections with the broader accounting community, and learning ideas that they can implement in your workplace.
- By focusing solely on studying when the program is in session, and working when the program has a break, students will bring the required energy necessary for success in both areas, as opposed to stretching themselves too thin.
The Canada Alberta Job Grant is an employer-driven training program that allows employers to recoup a portion of the funding they covered for their employee’s learning and development. Employers typically contribute a minimum of one-third of the total training costs per fiscal year, while the Government contributes two-thirds, up to the maximum of $10,000 per employee.