Technology Best Practices, Part II

Affinity Plus FCU secures system access.

November 05, 2010
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A SAFE process

Affinity Plus Federal introduced its System Access for Employees (SAFE) solution in January 2010 based on internal workflow architecture developed using OnBase software from Hyland Software, Cleveland.

Subscribe to Credit Union MagazineAll SAFE requests flow from HR to IT with an automated notification of completion sent back to HR. Initial requests are highlighted in a default alert message to all IT staff.

Requests then follow a track that allocates ownership of specific segments of the process based on the type of request.

IT staff marks the completion of each segment and the system records it with a time and date stamp. A notice is sent to IT management if the process lags beyond the predefined timeline.

The process accommodates several types of requests, ranging from vendor and auditor/regulator access requests, to name or department changes, to termination. The SAFE process sets expiration criteria for temporary employees, contract employees, vendors, and auditors or regulators.

All completed SAFEs are archived and stored in Affinity Plus’ OnBase imaging system so they can be provided to regulators and auditors for review and verification.

A clean environment

The time required to complete a SAR has been reduced from days to hours, giving IT more time to tackle other projects. Verification and audit reporting is now highly visible and easily verifiable for auditors.

Policies governing access are implemented with features such as expiration of temporary access and a defined approval process. The SAFE process is modular, so it can easily evolve to meet new requirements.

SAFE requests are now completed accurately and on time to help ensure a “clean” security environment.

For employees, management, and regulators alike, that’s a SAFE process for guarding access to critical systems.

View the full entry and visit the CUNA Councils website to learn more about the CUNA Technology Council and the Best Practice Awards.

IT Project Manager

Marsha Kimes
November 16, 2010 12:02 pm
Efficiency and consistency, what a great best practice!

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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory ( will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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