Items Tagged with 'examination'

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CUs’ Regulatory Burden Will Be Our Focus

Survey results on CUs’ exam issues will guide us in working with regulators.
February 18, 2013
We’ll urge Congress to exercise greater oversight on regulatory issues—to ensure accountability for agency actions.
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Servicemember Foreclosure Protections Expand in 2013

Servicemembers will have three additional months of protection after they separate from active duty.
January 7, 2013
The SCRA provides a wide range of protections for those entering the military, called to active duty, or already deployed.
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NCUA to Create Office of National Examinations and Supervision

New office will open its doors Jan. 1, 2013.
July 26, 2012
Office will oversee CUs with more than $10 billion in assets and corporate CUs.
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Surviving the Examination During Challenging Times

Follow these five steps toward a productive exam.
December 12, 2011
Proper preparation can be the 'transactional lubrication' your CU needs to reduce the regulatory friction of an exam.
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Cheney Urges Regulatory Relief

Nine ways to create a more positive regulatory environment for CUs.
February 10, 2011
Containing CUs' regulatory burden is one of CUNA's top priorities.
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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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