Items Tagged with 'assessments'

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Executive Suite

Corporate CU Assessments Handcuff Growth, Prompt Cutbacks

Replenishing the Corporate Stabilization Fund has been especially hard on small CUs.
March 3, 2013
CU executives hope NCUA Corporate Stabilization Fund assessments will help keep the CU movement healthy in the long term.
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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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NCUA to Allow Voluntary Prepayments of Stabilization Fund Assessments

Revised program could reduce 2011 assessments by 6.4 basis points of insured shares.
June 29, 2011
CUs must commit to $500 million in prepayments by August 9 for the program to move forward.
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Net Income Will Gain Momentum

Net income should be 60 bp of average assets this year and 70 bp next year.
June 2, 2011
You might be surprised by CUNA’s economic forecasts for 2011 and 2012.
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NCUA May Allow Voluntary Prepayment of Corporate Assessments

If there’s not enough interest among CUs, the program won’t be implemented.
May 19, 2011
If all eligible CUs participate to the maximum extent permitted, the 2011 assessment to all CUs could be around 10 bp instead of 25 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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