What’s New With CUFX?

Participation in the technology standardization initiative has surged in the past year.

December 01, 2013
KEYWORDS cufx , specifications
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Participation in the Credit Union Financial Exchange (CUFX) effort has surged in the past year.

CUFX has grown from a handful of participants to more than 200 team members, including industry leaders from credit unions, core processors, application providers, and payments providers.

The group has completed two major specification releases and is working on a third. Its Personal Finance Management Specification is in production with a credit union, core processor, and payment provider. New member application specifications should be implemented within three months.

The organization’s working groups are focused on delivering the third release of CUFX specifications to support online banking, mobile banking, and interactive voice response. This release will create standards that will fast-track the abilities of credit unions, core systems providers, and other vendors to create an integrated online and mobile experience for members.

For more information, or to participate in a pilot, visit

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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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