Notes from — May 22, 2007
As with other HR Council meetings, we opened with a brief synopsis of the previous meeting. In February, we had met at Robins FCU and had the pleasure of two attorneys from Constangy, Brooks & Smith, LLC join in the discussion. Many individuals had mentioned that they wished to see them speak at the HR Conference, and their services have been reserved for this purpose in August. We have the pleasure this time to be holding the meeting at Associated Credit Union and appreciate Karen Pennington and her credit union’s hospitality.
In the roundtable discussion, topics ranged from a variety as usual, and were as follows:
Recruitment challenges: Finding good employees is not getting any easier with the current labor market, and creative ways to find them were shared. Local Chamber of Commerce websites have been a good resource for some, Careerbuilder.com has been a resource (albeit a pushy resource), and many people have been looking for possible recruits while they shop (Publix and Chic Fil A were mentioned places in where to snag a good recruit, but by all means still continue with your background procedures as some horror stories were shared!). One credit union had recruited 42 people since January with no end in sight, but some were fully staffed and currently enjoying the honeymoon period as it provided a new energy for the credit union.
Amnesty bill was mentioned, along with the opinion that the nation SHRM conferences places too much emphasis on politics. . .and not so much the politics of the industry, but personal opinions.
Workers compensation issues were discussed, from battling a group claim to pushing the workers compensation carrier to handle the things that they needed to handle. Many were pleased with their carrier’s tract record, but the prevailing thought was that most carriers were fine for the small items, but became questionable when larger claims were at stake.
Appropriate attire from uniforms, sandals, shoes, cleavage issues, nose rings, tattoos, hair, and sleeveless attire or not were discussed at length. Some have more lax attire standards, some do not. Each had their point in which they were to bend; depending upon CEOs or Boards opinions as well. There was mention of a changing dynamic, or a “changing of the guard” if you will as qualified candidates who were able to pass credit are not as plentiful as we would hope.
Credit issues? How do you handle those candidates who have it before or those individuals who once are hired, have it afterwards? And with state chartered credit unions, how do you handle a bankruptcy if the individual with the bankruptcy is working in your lending department? Some credit unions are doing continuous credit checks on their employees on an annual basis, but there was discussion of what do you do when you find something? This was of debate, especially in protecting your organization from a charge of discrimination while still protecting the assets. Auditors are encouraging some credit unions to do this annual credit check. . . and for those that do, there was discussion on how are they handling the disclosure/release forms. In general terms of credit, it was shared amongst the group what others are looking for in their candidates (or existing employees for those doing annual check-ups) and if or how much the standards have been relaxed.
One credit union shared a coaching program that they were rolling out for their leadership . . . Integrity. Was approximately $3,000 for two people, and materials were around $595. The coaching program takes individuals and focuses on who is a challenge to manage, and turning it back to the employees in terms of empowerment and learning. What was shared was there are employees who will never be any better because you allow them not to be any better . . . and finding the way to reach them. Individual describing it termed it as an awakening.
Exempt/Nonexempt issues were discussed, specifically the FLSA Administrative exemption in regards to those individuals who have independent judgment/decision making and not just “managing the process”. . . .and it was shared by one that it is better to err on the side of the employees when making a determination. How people have their lenders classified (depends again on the above statement of independent judgment), some have their managers listed as exempt where some as nonexempt . . . thereby displaying the point that one can not go by title and must always look at the individual’s responsibilities when making a determination. Someone had recently attended a wage and hour seminar given by Fisher and Phillips and stated that it was very beneficial.
Self evaluations? Are they a morale booster, or is a shortcut way for managers to do the employee’s review? Does it foster communication and give the employee the opportunity to have something to discuss in their review process? As with anything, it depends upon the manner in which the process is handled, but the topic was one that almost all had an opinion with an interesting viewpoint.
Payroll systems were discussed, and the dismay that one individual had when Intuit was purchased by ADP . . . there is an apparent love or hate with ADP. In regards to payroll systems, the sharing of information ranged from timekeeping systems, Paychecks, Payday USA, Payroll Plus, Platinum Pay, but above all it was recommended to understand the true charges for the system as many become much more expensive once the web reports are included.
SHRM conference that was in New Orleans was discussed as one of the Council had the opportunity to attend; words used to describe it were intimidating, overwhelming, and inspiring.
Credit unions across the table were seeking ways in which to motivate staff, provide recognition and/or awards for training that are meaningful. What is better, private or public recognition? What works for some does not work for all, and there were several people who were seeking that balance. One mention was the “Star” bucks program where employees were given an opportunity to select another employee based on their performance, going the extra mile, etc to be given a Starbucks gift certificate . . . thereby giving the employee to reward peers.
Flexible spending programs: one credit union was starting their flexible spending program with the use of debit cards, and many shared the pros and cons and the risk (albeit small for those that currently use this) of loss is taken on when instituting the program. One has Humana, and their insurance card doubles as a flex card as well.
Ideas of training programs were shared: challenges of having a formal training program when working with individuals technical challenges (inability to type for some), and helping new hires get the training that they need when they come on board so that they can be successful. . .member service training as well. CPD programs were shared, enjoyment of certain online modules but dismay over the need to still purchase the books were discussed as well. Some credit unions have continued education as a requirement . . . could be almost anything, but it is a requirement that they have to find some form of professional development. Some areas were the needed BSA or robbery training, but most are seeking for the employee to have a drive to better themselves.
Star/Merit programs . . . who uses them, and how do you have your employees take the modules? One credit union gave an increase for each that was successfully completed; one gives an American Express gift certificate of $25 for the completion. Some credit unions were paying the employees to do this, others left the time as unpaid if they did it at home as they are not required to do so. Many look at this when promoting from within as it displays an effort to improve.
Internships? One discussion was on the school system program where they hire two individuals in their junior year for two years . . . working with them on few projects, member referral programs, and etcetera. Some mentioned technical colleges as a good resource for obtaining individuals for “apprenticeships”. One is having a branch placed in a school and will have students staff it.
Meeting was adjourned around 2:15, and the next meeting is set to be held at Delta Community Credit Union’s new branch in the Cumberland Mall area in September. We hope to see you there! |
