Don’t Get That Excited About the Growth in SBA Loans

Posted on by GoingConcern

This story is republished from CFOZone, where you’ll find news, analysis and professional networking tools for finance executives.

It’s time to dial down all the fuss about SBA loans.

First, there are the reports about increases in SBA loan dollar volume, thanks to the stimulus bill. For example, according to the SBA, over a period of about a year, average weekly loan dollar volumes increased more than 90 percent in the two most popular programs, 7(a) and 504, from the average before the passage of the stimulus bill. 7(a) loans can be used for such purposes as working capital and the purchase of equipment, while 504 provides long-term, fixed-rate financing for buying real estate and other fixed assets used for expansion or modernization.


But, a recent analysis by Scott Shane, professor of entrepreneurial studies at Case Western Reserve, shows this conclusion should be taken with a big pitcher of salt. According to Shane, the level of growth is only impressive when compared to the previous year’s poor results. That is, in 2009, the volume was about $180,000,000. So, the approximately $300,000,000 for the first 27 weeks of the 2010 fiscal year represents a big jump. But compared to, say, 2006 and 2007, it’s about the same.

Then, there’s the more important matter of just how many small businesses get SBA loans in the first place. The answer is: Not many. Take the 7(a) program, which comprises 90 percent of SBA loans. According to Shane, last year, less than one percent of small businesses with employees received one of these babies. If you look at non-employer businesses, which comprise the majority of all small companies, their share was between one tenth and one twentieth of one percent–about 50,000 small businesses out of 29.6 million.

Of course, 2009 was a lousy year. But, the data still suggests that all the attention being given to the SBA-loan program may not be warranted. That, in turn, has some pretty serious implications for government policy. Those businesses that got SBA loans undoubtedly were helped, possibly increasing their sales and, perhaps, their hiring. But, to reach more companies, the programs just aren’t enough. Another approach is needed to help the vast majority of businesses that don’t use these loans at all.

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Here’s More Evidence That Complying with Federal Regulations Is a Pain in the A$$ for Small Businesses

This story is republished from CFOZone, where you’ll find news, analysis and professional networking tools for finance executives.

If you’ve suspected that complying with federal regulations is particularly onerous for small businesses, a new report from none other than the US Small Business Administration will provide you with plenty of new ammunition.

The report, called the Impact of Regulatory Costs on Small Firms and written by the SBA’s Office of Advocacy, estimates just how much it costs very small, smallish and big companies to follow the rules. The conclusion is that businesses with under 20 employees pay the most per worker–$10,585 per employee each year. The cost for businesses with 20 to 499 employees is $7,454 and for firms with 500 and more employees, $7,755.

The reason, of course, is the matter of fixed costs. A small business incurs about the same expense as a larger one. But the big guys can spread the expenses over more revenue, output, and employees, resulting in lower costs per unit of output.

The report, which looked at data from 2008, found that small businesses with under 20 employees pay the most to comply with environmental, tax, and occupational safety and health and homeland security regulations. Most notably, the cost per employee for environmental compliance is $4,101 compared to $883 for the biggest companies.


Clearly the unequal burden of regulatory compliance makes life a lot harder for small businesses and, in fact, serves to undercut their ability to compete. “This potentially causes inefficiencies in the structure of American enterprise, and the relocation of production facilities to less regulated countries, and adversely affects the international competitiveness of domestically produced American products and services,” says the report. “All of these effects, of course, would have negative consequences for the US labor market and national income.”

Still the report didn’t comment on the benefits of regulations. That’s another issue entirely. In fact, just because they cost a lot doesn’t therefore mean the rules shouldn’t exist. It does, however, indicate that something is very wrong with the way they’re applied–and that, for small companies to thrive, change is imperative.

According to the report, economic regulations, which include things like rules related to tariffs, are the only area where large firms have the highest cost. That is due, in part, to the Regulatory Flexibility Act, which requires agencies “to assess the effect of regulations on small businesses and to mitigate undue burdens, including exemptions and relaxed phase-in schedules.” The RFA, says the report, has been particularly effective in shielding small businesses from the cost of complying with the Sarbanes-Oxley Act.

Seems there should be a significantly more concerted effort to exempt small businesses from certain regulations or, at least, to help with compliance efforts. Some 89 percent of all companies in the US employ fewer than 20 people. If the cost of complying with regulations is really egregiously high for the vast majority of companies simply due to their size, it’s incumbent upon the rule-makers to do something about it.

Why Your Firm Needs a Social Media Policy

If you work for a larger firm, chances are you’ve already got a social media policy that encompasses everything your firm does not want you to do online. For smaller firms and private practices, a social media policy can be the very last thing management considers implementing, assuming you will use your better judgment when conducting yourself online and don’t need the rules laid out. Oftentimes this mentality comes more from management’s unfamiliarity with social media than anything else. If they don’t use Twitter, how can they tell you how to conduct yourself on it?

But your online social life isn’t the same as a cocktail party at which you are representing your firm. Should you be able to say whatever you want on Twitter after hours? Can you post pictures of yourself getting wasted on Facebook?


The line is cut and dry when you are at a firm event or at a client but are you expected to represent your firm even when tweeting on your own time? If your firm does not have a social media policy, the answer is you have no way to know until it’s too late and you’ve pissed off the boss.

For firms, not having a social media policy can open the company up to all sorts of tricky trouble. Without knowing exactly what is expected of them, employees are forced to use their own judgment when it comes to their online behavior. Most are smart enough not to bash the boss in 140 characters or post embarrassing holiday party photos on Facebook but what’s to stop them from starting a blog that management finds offensive or keep them from tweeting about their work life in general? Absolutely nothing.

With hyper-connected Gen Y more than established in the workplace, a social media policy makes even more sense. Very few us get through a day without a Facebook update or a tweet and for some of us, our online persona can be a point of contention with management. Case in point, yours truly and Jr Deputy Accountant. Working in the industry meant that I had to be careful not to needlessly bash firm failures (like PwC and Satyam), lest I ruffle any feathers that could connect my site to my employer. Sometimes a disclaimer is helpful – something along the lines of “my opinion is my own and independent of any personal or professional affiliations” – but without having clear lines drawn between how you behave at work and how you behave on your own time in front of the entire Internet, it can be difficult to know what’s appropriate and what is not.

Last week we gave you some tips to keep your online life safe in the event that you don’t have a social media policy but that doesn’t mean your boss gets a pass. A social media policy is always a good idea and in this day and age there’s no getting around it, it’s necessary.

Small Business Saying Buh-Bye to Sarbanes-Oxley

“I believe the votes are there whether I like it or not.”

~ Barney Frank, on the House provision that would exempt small and midsized businesses from complying with Section 404.