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Ending Corporate Assessments

CUNA economist: 'We're pretty close to being done.'

August 15, 2013
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The clear case for ending corporate credit union stabilization fund assessments is one of many topics touched on in CUNA's latest Inside Exchange video.
 
The overall status of the corporate stabilization fund, liquidity, and the outlook for assessments are discussed by CUNA Executive Vice President of Communications Paul Gentile and CUNA Chief Economist Bill Hampel.
 
The National Credit Union Administration (NCUA), at its July open board meeting, declared a corporate credit union stabilization assessment of eight basis points of credit unions' insured shares as of June 30. That payment is due Oct. 16.
 
CUNA has noted that with the improvement of the performance of NCUA's legacy assets, stabilization fund assessments should no longer be necessary after the 2013 payment. The range for any additional assessment for 2014, if any, will be set by the NCUA board in November.
 
The weekly online video series is designed to give credit unions insight into the latest developments in legislation, regulation, and politics related to credit unions issues and goals.

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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 (www.appreciationatwork.com/assess) 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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