Items Tagged with 'premium'

ARTICLES

Minimum Cost, Maximum Efficiency

Why single-premium mortgage insurance makes more sense than ever.
May 19, 2013
Single-premium mortgage insurance lowers closing costs for members by allowing them to finance the MI as part of the loan.
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Tracked CPI: Don't Compromise the Member Experience

Ask the right questions to make sure tracked programs won’t cause friction with members.
January 30, 2013
A tracked program can cover more loss situations than a blanket policy.
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New Insights on NCUA Assessments

Here’s some good news about corporate losses, stabilization assessments, and insurance premiums.
November 14, 2011
"Consternation" is a good word to describe CUs' reaction to NCUA's corporate stabilization assessments and insurance premiums.
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The Hidden Benefit of Tracked Collateral Protection

Protecting collateral is critical for maintaining a healthy auto loan portfolio.
June 8, 2011
CPI helps Meritrust CU protect its collateral without affecting the entire membership.
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Prepare for Health-Care Changes

Several key provisions of the health-care reform law will go into effect this year.
March 11, 2011
Several key provisions of the health-care reform law will go into effect this year.
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Forecasting the 2010 NCUSIF Premium

August 1, 2010
The premium, assessed later this year, likely will be 6 bp to 10 bp.
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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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