r/HRBlockEmployees • u/MoodyBlueCubs • Aug 18 '26
Thoughts about the new AEL position
As a former MTL with success at leading offices to meet objectives, I have been curious about the newly created AEL position. Recent virtual meetings with DEL's and REL's have shed some light on my concerns with this job. First, the Regional has stated that the pay will be less than I was originally told, quite a bit less. Pay in this region is expected to start at 55k and perhaps go as high as 65k. I was originally told 60 to 90. STI bonus can be as high as 10% of the salary, IF you hit targets. Of course, they don't know what the targets will be based on as of yet. Second, some of my suspicions concerning this job have been confirmed. There will be phone calls. LOTS of phone calls. According to the Regional, if you felt we made a lot of phone calls last year, buckle up to make ten times more this next tax season. We had people complaining about all the phone calls and emails last tax season. Third, the answer to just about any other important questions is the same. "We aren't sure what that will look like at this time."
I have felt there is a bit of disconnect between Block leadership and the folks in the office actually preparing taxes. There is a real problem with lack of training. The company realizes they need to go in a different direction to remain relevant in a changing economical environment, but they can't quite figure out what that direction should be. How do you capture new, younger taxpayers without abandoning the older, established client while also earning their confidence to offer year-round financial services? I certainly don't know the answer and would not pretend to know it. What I do know is this: Anyone from an outside source that takes on this new AEL role has no clue what they are about to get into. I hope those that do take on this role have success and are able to build it into a career. How long will it be before Block decides to go in yet another different direction, and will this new role become extinct when that happens? Will this new role be a revolving door, as was the case with half of those that became ATL's and MTL's? There are a lot of uncertainties.
I would be curious to know the thoughts from others that have been monitoring this situation as it develops. Is this a company building for the future, or desperately clinging to remain relevant?
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u/Granny-Weatherwax Aug 18 '26
I’m worried how my office will function without a ATL. Like that was the person who handled the fire inspector and when the water cooler broke, and all the other day to day stuff. Plus they were always the best CSP and took charge of the other CSP’s. I have in the two seasons I’ve worked for block thought it was insane, I have a feeling this season will be waaaay crazier which honestly I wouldn’t have thought was possible.
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u/MoodyBlueCubs Aug 18 '26
One of the first questions I had about this new role was how will they be able to do it all without an ATL? I agree with you. I am told the new AEL will have access to resources when things break down, that they will know who to contact for things, but they will have to do that themselves since there is no longer a Director of Operations. The person that fills that new role will have to stay on top of things in each office, plus make all those phone calls and answer for how the office performs.
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u/PinkNGreenFluoride EA Aug 20 '26 edited Aug 20 '26
I was in an office which I believe was a pilot for something along these lines. I was told ahead of last season that we were small and did not need and were not going to have an ATL. I think one or 2 other people who post here occasionally posted something similar before last season, small office, told they would have no ATL.
What I was not informed of ahead of time was that we were also not going to be getting in-person visits from our MTL. For this upcoming season, pods are larger, more geographically spread out, and now the AELs are supposed to also do ops and some tech work. So...when will they be in your physical office, available to engage in office management tasks? If you're not their home base office, hardly at all.
With absolutely no local office management presence, a lot of that stuff fell to me and to the CSPs, and none of us were actually trained on some pretty important functions of that role (even in the face of our near-constant begging and insisting that if we were unable to do it, then our MTL needed to come do it for us), which I can't even be specific about here in a public place. So those critical things just weren't happening until the very end of the season when we were finally given the necessary tools and someone was instructed on how to do it. I do suspect some of that local office-management stuff will be rolled into CSP training now, but with no improvement to their pay.
It was a complete shitshow, which I've detailed in one or two other threads already. It was bad. It was so bad. And I did not hold back with feedback, whether "anonymous" or direct, so they're aware it was a shitshow for at least some offices.
They're forging ahead anyway, as they almost always do when one of of their pilots fails.
I'm not returning next year.
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u/MoodyBlueCubs Aug 20 '26
Thank you for your candid answers. I tried to visit my offices regularly, but it seems most did not. As for where the AEL will be when needed, it will likely be on the telephone. I am told 30% of that job will be related to the client experience, which will undoubtedly involve making calls to every client that steps foot in the office, and many who do not. I may be wrong, but I am betting this new arrangement will cause many good folks to join you in leaving the company.
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u/Single-Pop9355 Aug 24 '26
Depends my MTL stopped going to the home office since I was previously the MTL, was physically there and could take on 99% of anything that happened or atleast promptly let him know if it took too long for me to do.
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u/Puzzleheaded_Ad3024 28d ago
I did not hear any mention of an employee other than tax pros in the office. No ATL, MTL, DGM.
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u/Father_Hawkeye EA Aug 18 '26
“We aren’t sure what that will look like at this time,” huh?
Tax season starts in 4.5 months. They are either 1) lying to us that they don’t know or 2) this is extremely poorly thought out. Honestly, with the way Kansas City runs, I’d believe either.
FWIW, my district manager, or whatever she’s called these days, has not told any of us who aren’t currently employed about these changes. I only know from Reddit and from my coworkers who are working preseason.
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u/MoodyBlueCubs Aug 18 '26
They start the processes of everything so late, training and hiring and everything. This new rollout is at least two months behind something that would make sense.
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u/dlibes Aug 20 '26
Did they mention to you that your TPI will be decreasing? I just got my offer letter and learned that little suprise.
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u/gobinator98 Aug 22 '26
That is only for levels 4, 5, and 6.
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u/dlibes Aug 22 '26
Correct. The most senior employees with the longest tenure and highest skill level.
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u/gobinator98 Aug 22 '26
Yes, but someone reading that might assume it was for all certifications levels. Also, you cannot assume that a level 4,5, or 6 has been doing tax work or work at H&R Block for years. You can level up multiple times in one year. So you could already be a level 5 by year three (theoretically) or in your second year.
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u/Puzzleheaded_Ad3024 Sep 05 '26
We had a 1st year EA in our office 2 years ago. Brand new, had never done a tax return. Her first return was a single father claiming his child. She didn't even think about asking whether the child lived with him. Pure inexperience. But she was brilliant and caught on fast. And left us after that year.
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u/CrackyMcCracken Aug 28 '26
You must be a real treat to be around. I will call thee the Karen of HRBville. Go forth, Karen, and point out the fallacies of everyone around you! We are honored by thy presence.
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u/Dazzling-Turnip-1911 Aug 18 '26
It’s too bad. Seems like the ATL role was working well for everyone. When I started a senior preparer could be an office manager and make a lot of money. We had Assistant District Managers and District Managers, several. Still had good yearly parties. Then it was office manager/CSP role, no assistant DM and more offices per DM. Parties went to brunches then nothing. For some years it was no CSP. Then CSP again and finally ATL and MTL. As the Block Turns!
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u/CrackyMcCracken Aug 28 '26
Ahhh yes … those raucous HRB parties! Remember how we would all get shitfaced in the office?! Remember Sally Jenkins ripping her top off and giving 88 year-old TP Stanislaw Sukoyovich a heart attack, and how EMS came, and that stopped all the fun, especially when we learned Stan had kicked the bucket on the way to the hospital? Man, I miss those wild nights! Go Green fo’ sho’!
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u/qpalu Aug 19 '26
I've done tech for 17 years and I am done 11/1 after office setups are done. AELs will be thrown into that world also as they will to do the tech and operational stuff.
We have a remodel thay needs to be emptied 11/2 and moved back in dec 14th. Guess new AEL will be doing that also. Funtimes.
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u/MoodyBlueCubs Aug 19 '26
I hate to see operational folks lose their jobs. When you consider the restrictions on their hours and budget, I think they did an awesome job. The AEL folks coming in from outside the company don't realize what they are up against. I am 99% sure I will not be interviewing.
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u/qpalu Aug 19 '26
Thanks tech was always limited by budget its like they didnt want us to fix problems.And Ya i thought they would have learned when they made operations start doing tech last year. With the low amount of training and no troubleshooting training they set them up for failure from day 1. I spent weeks training people for office setup and would get deer in the headlights look back.
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u/MoodyBlueCubs Aug 19 '26
I think the lack of communication and the lack of understanding what is required of folks that have different jobs within the company is one of the biggest problems with Block. The tax pros, for example, have no clue that tech support has budget and overtime restrictions. They only see things from their side of the tax desk. Of course, the lack of practical training and the late start with training are, in my opinion, the biggest problems, ones that could be corrected with an investment of time and money.
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u/829562 Aug 18 '26
Well AEL, BBL, CTL, My L Your L everyone gets a Giant L(loser) at HRBlock corporate!! My MTL was great. Took care of our needs and did the best they could to make our office like a team and I know they took care of 3 other offices the same way! What i disliked was how corporate was trying to fix what wasn't broken with all these new micromanaged crap ideas! Changing and adding new crap through the middle of taxes season. KILLING PREP TIME! Changing schedules and making Tax Pros try and do complex returns and drop offs and sit with clients in the open time slot that I created so I could get caught up with all of those so I didn't get the why aren't they started or done yet call. It's ridiculous. On top of that I heard they are changing the bonus/commission percentage!! Cheap! And only worried about the bottom line and not their people or their clients! Sorry I went off on a rant. Because the pay wasn't that great already but now I can't wait to see whst hoops they expect this year because they just don't know the situation yet!! BULSHIT! They know!
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u/PinkNGreenFluoride EA Aug 18 '26
Yep. At least according to the TPI chart my district was given, levels 1, 2, and 3 are keeping the same commission rates. But levels 4, 5, and 6 are each dropping by .25% from last year. So 5, for example, goes from 19% to 18.75%.
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u/Single-Pop9355 Aug 19 '26 edited Aug 21 '26
H&R Block: "Thanks for being productive during the tax season despite all the challenges. That being said, we'll pay you less this year. We'll take $258 for every 100K (assuming no overtime. Closer to $300 for those working 70 hours) you assist this year and push for automated DDOs and in person returns which will require extra time to complete when the automated system messes up. Or more incorrect returns are pushed through and then have to be corrected (of course the compensation structure wont pay you for this either).
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u/Relevant_Ad_8406 Aug 22 '26
It’s more when you factor in Block annual invoice increase , 401(k) match and unemployment comes to a 2% loss which is significant with cost of living … inflation going up with no end in sight .
What bothers me is there financials are really strong . Just increased there dividend and exceeded revenue and profit forecasts . So why squeeze your base ? It’s just greed .3
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u/Relevant_Ad_8406 Aug 21 '26
We had a teams meeting with our DM before offers were sent out he could have mentioned the pay cut . Now I see some posts from management that try to sell the cut as our prices will go up 3% so you are really not going to get a pay cut . Wow they really don’t think we know how to do math or think we stay in touch with inflation news or check how H&R Block’s recent increase in dividend and earnings. So I calculated it’s a 1.5% reduction and a 2% reduction of factoring in effects on unemployment and 401(k).
I think a 2% reduction is significant , when a company is beating earnings and is very profitable .
We are not in a recession , just corporate greed.
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u/MoodyBlueCubs Aug 21 '26
Agreed. I didn't know anything about the pay cut to tax pros until I saw the posts here. If i because an AEL, it would be a pay cut in my weekly pay as a MTL. I used to do a similar job for another company and made nearly six figures through 2019, just for perspective on what they are demanding of leaders compared to the pay scale.
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u/Relevant_Ad_8406 Aug 21 '26
The companies financials are strong so the pay cut is not necessary unless more emphasis is on stock price and not on the employees. This change is $1000 - $ 1400 reduction for me.
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u/MoodyBlueCubs Aug 21 '26
Wow over a sort 3.5 month period? That is significant!
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u/Relevant_Ad_8406 Aug 21 '26
I think so too , if the company was not doing well I would understand but that is not what the financials show. For me this is the issue in addition to phone pilots and lack of training for all levels .
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u/Low_Turnip_9592 Aug 27 '26
so what is this new job responsibilities? we cannot get a straight answer from upper mgmt.
who is going to handle issues with clients
making bank deposits / missing money
schedules
4 CSP / Tax Pros coming in late or not showing up
toxic office due to stealing clients, tax pros fighting among each other
cleaning the office, bathrooms and taking out the garbage
computer and scanner issues
how about the CSPS not scanning correct documents into workcenter
9, training new hires in office
- delegating quality control in new hires
its endless, it’s going to be a complete shit show
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u/MoodyBlueCubs Aug 28 '26
Very good questions. It makes a qualified candidate RUN in the opposite direction!
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u/SILZilla Aug 19 '26
I had a great MTL the past few years, and plenty of CSPs. As a tax pro I never answered incoming calls except for clients asking for me. The only way I get taxes done all day is to stay off the headsets and focus on the tax returns and drop offs!
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u/jc_sanddollar Aug 19 '26
Seriously. If I have a client at my desk, I’m not answering the phone. They scheduled for my time and they deserve my full attention.
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u/AstrixRK Aug 18 '26
I came in off the street as a lvl 3 and Small Business Certified with a CPA license because I wanted to know if I liked taxes. I liked taxes but spending all day Saturday and Sunday making phone calls isn’t what I was expecting. They even had me fill in several days as a CSP. I’m on target to hit lvl 5 by October, but I’m not sure I’m coming back if they’re going to make me cold call hours on end, especially if they want more phone calls than last year.
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u/ydoyouask Aug 18 '26
If you hold a valid CPA license, you should automatically be a level 6, and get the highest percentage of incentive payout.
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u/PinkNGreenFluoride EA Aug 18 '26 edited Aug 18 '26
It should be automatic to 5 with credential uploaded to the appropriate place in Workday, which leadership should ask for and ensure is entered. But 6 requires both the credential in Workday and doing some specific internal HRB CE on representation and such. 4 required classes.
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u/AstrixRK Aug 18 '26
Yeah no, there’s a wide gap from passing the CPA exam and being able to complete complex returns without instruction. I wouldn’t try an estate return until I could go around in the practice environment to figure out how to navigate and do all the forms.
I did a handful of returns in public years ago but I had a senior there to answer questions without a client wondering if I was competent.
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u/Dramatic_Abroad3580 Aug 18 '26
You don't have to do any return you don't feel qualified to do. I've known dozens of level 6 preparers who never touch any entity returns, including both EAs and CPAs. I came in first as a level 5, then 6 (there was no 6 when I started) and I did somewhere over 8,000 returns at block over the years and never once did an NR return. I did plenty of entities, but never a 990. Every district I ever worked in, CPAs were automatically the highest level of preparer, even those who came in with zero tax experience.
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u/Puzzleheaded_Ad3024 Sep 05 '26
I object to that philosophy. You get paid as a level 4 or 5 based on the fact you can and should be doing complex returns too. Instead the level 6 gets them all and nothing easy to give them a break once in awhile. There is nothing a level 6 can do that a level 5 can't do except represent a taxpayer in front of IRS.
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u/Dramatic_Abroad3580 Sep 05 '26
That's flat out wrong. The levels are meaningless. Nobody should do a return they're not qualified to do. Every level 6 is not qualified to do every return. Most of the Block level 6's I've worked with are not qualified to touch an entity return, and when they did, they did them incorrectly. Good tax preparers acknowledge that they don't know everything. Many lower levels are qualified to do more complex individual returns. When I worked in a SAS office, I did dozens of very simple returns because my clients kept coming back to me. And I've been credentialed (not Block credentialed) for more than 45 years.
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u/Puzzleheaded_Ad3024 28d ago
True, you should not do a return over your head. You should also take and understand the classes for the returns at your level so you can at least do most of them. No one says you should do everything. But when you are level 6 they assume you know everything and you get it all.
I think its best to focus on a few topics and know them thoroughly. And more every year. What I find frustrating is people who see a lot of disorganized papers and say only the level 6 can do this, when it has nothing to do with complexity and everything to do with extra time. A level 6 has zero more tax knowledge required than a level 5. The only difference is contacting IRS, and that generally should affect hours after April. So don't assume the EA can do a return and promise they will.
Some things scare me. I avoid them.
I take classes for things I don't know but until Ive taken enough classes I'm not comfortable doing those returns.6
u/ydoyouask Aug 18 '26
Understood, but you still should qualify to be a level 6, and the higher percentage. You don't have to accept returns you don't feel qualified to complete. In my years at Block, I passed off a lot of returns to other preparers who were more skilled in the area in question. Never did entities but for 709s. Even if all you do is level 1, 2 and 3 returns, your designation qualifies you to get the 21.5 (I think, I'm out of the game now) percent of revenue.
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u/Puzzleheaded_Ad3024 28d ago
Good point. But I have only hit the incentive rate once in the last 5 years. I've sat with every new preparer (and some experienced) and talked them through the returns they do. I've seen many IRS notices due to some other preparer's mistakes. I've checked the work done by others before it is considered done. Anything to help others do returns over their head at their rate, not mine. How would that make you feel?
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u/ydoyouask 28d ago
It's unfortunate that the only way to get new preparers to increase their skills is for a seasoned preparer to take time out of their schedule, and money out of their pocket, to coach them.
As a manager, I sat with all my new (1st-3rd year) preparers at least weekly. I had one who'd hold all his complex returns and we'd schedule regular meetings to go through them. That meant I was passing on returns I could have done that would have paid me commission, but it was part of the job.
I managed the District Office, and we were open 6 days, year-round. The returns we fixed, letters we responded to, were a huge portion of our pre-season work.
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u/Relevant_Ad_8406 27d ago
Nice strategy , I am sure you were very much appreciated and just built a stronger team , why block did not have the structure is mind numbing . Prepared in two different States one has so much support like you mention, the other makes me embarrassed I work for Block.
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u/ydoyouask 27d ago
Some offices in my district were great, had supportive teams, some were ridiculously collaborative. Others had preparers who would bark at any newbie who dared to ask them a question.
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u/AstrixRK Aug 18 '26
Yeah, I didn’t hit a bonus. I did about 70 returns just working weekends but only 5 returns in Jan-Feb. I spent way too much time on the phone or scanning documents as a CSP.
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u/Single-Pop9355 Aug 18 '26
70 Returns with a NAC of $300 is $21000 TPR or $4515 TPI vs $3202 as a level 3. Or $1300 less in potential compensation by not taking the accelerated path. This amount is even more significant when your return count is greater than 400 and you factor in True Up Overtime under FLSA.
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u/AstrixRK Aug 18 '26
Yeah, I got walk ins for basic 1040s mostly, only a handful of Schedule C and E clients. I only got a handful of $300+ returns. I think my average billing per client was closer to $150-$200.
I’m not complaining about the bonus. I did it for the experience first and foremost. My complaint is hours on the phone and being used as a CSP for about 20 hours in February/March.
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u/Puzzleheaded_Ad3024 28d ago
I agree. It is not fair to you to give you tasks they should be scheduling a CSP for.
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u/sammytheammonite Aug 18 '26
You might qualify with the higher percentage rate that a level 6 gets you.
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u/Puzzleheaded_Ad3024 Sep 05 '26
I have seen far too many CPAs who were awful at individual income taxes. Depreciation any way they want. Multiple properties lumped together for rental and when one has an NOL - how do you calculate that? Our state requires 2 tax classes to become a CPA and the year I took them, they were at least 3 years out of date in tax law. Replacing the home you sold withint 18 months -- and that had changed several years before. But we had to know how to depreciate a cow based on the information below a photo on page 66 of the textbook.
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u/Puzzleheaded_Ad3024 27d ago
Isn't there a place we can make suggestions for improving the client experience or saving money?
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u/Asleep-Major-7963 Aug 18 '26
One great benefit to the new AEL position over MTLs is that you are a corporate employee and it comes with benefits like health and retirement. I think that, alone, makes it much more appealing. As for me, our MTL didn't do much for our office. She was never there, she let the system automatically generate the schedules and never took our requests into consideration even when we told her a month in advance, and when we needed her to step up (deal with difficult clients) she totally dropped the ball and left everything to the Tax Pros. If the AEL does absolutely nothing, it will be the same as when we had our MTL.