Lending

MyCUmortgage Honors Top Mortgage Lenders

Winners recognized for their outstanding results in helping members buy homes.

January 14, 2014
KEYWORDS award , loan , mortgage , originator
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MyCUmortgage announced the recipients of its Awards for Excellence in Mortgage Lending. The winning partner credit unions were recognized for outstanding results in helping members with home ownership at the credit union service organization’s Annual Partner Conference in Fairborn, Ohio, Oct. 1-3.

Credit unions were recognized for their outstanding achievements. Awards were based on mortgage activity from July 1, 2012 to June 30, 2013.

Award winners included:

Originator of the Year:
• Small credit union--Dynamic Federal Credit Union, Celina, Ohio;
• Mid-size credit union--Midwest Community Credit Union, Defiance, Ohio; and
• Large credit union--Workers’ Credit Union, Fitchburg, Mass.

New Producer Awards:
• Small asset--Perfect Circle Credit Union, Hagerstown, Ind.;
• Mid-Size asset--Ashland Credit Union, Ashland, Ky.; and
• Large asset--Dominion Credit Union, Richmond, Va.

Purchase Lender Awards:
• Small asset--Dayton Firefighters Federal Credit Union, Dayton, Ohio;
• Mid-Size asset--Indiana State University Federal Credit Union, Terre Haute, Ind.; and
• Large asset--Canton Schools Employees Federal Credit Union, Canton, Ohio.

Individual Originator of the Year Awards:
• Tim Muffley, mortgage loan manager, DESCO Federal Credit Union, Portsmouth, Ohio;
• Wendy Bussa, mortgage loan officer, Hopewell Federal Credit Union, Heath, Ohio; and
• Michelle Boughan, vice president of mortgage lending, TopMark Federal Credit Union, Lima, Ohio.

Peoples Federal Credit Union, Nitro, W. Va., and Finance Center Federal Credit Union, Indianapolis, received CU Select awards, based on mortgage loan volume.

The 2013 Susan Edwards Scholarship Award recipient was Rob Whitley of Metro Community Federal Credit Union, Huntington, W. Va.

The scholarship to attend the conference was created in memory of Susan Edwards, myCUmortgage’s first loan coordinator, who worked her way up to become the operations manager for the company. She died of cancer in 2009.

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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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