Delta Community Credit Union reviews about "manager"

As a not-for-profit, member-owned financial institution, Delta Community’s purpose is to deliver superior service and value on essential banking services. To achieve this goal, we depend on attracting and retaining talented professionals who have a passion for helping others and supporting their local communities. This is why we always recognize employees as our greatest asset. At the same time, we take our responsibility to manage the Credit Union’s financial resources prudently as these resources ultimately belong to our membership and represent its collective equity. We appreciate this former employee’s years of service and positive comments about their direct managers’ skill as well as our diverse workforce, which reflects Delta Community’s ongoing commitment to Diversity, Equity and Inclusion. We offer the following detail on certain Delta Community practices to address their concerns and clarify some misperceptions and inaccuracies: 1. Delta Community is Georgia’s largest credit union. We serve more than 470,000 members. We have 1,200 employees, and our full leadership team consists of ten executives and 54 Assistant Vice Presidents or Vice Presidents, which equates to five percent of the total employee count. Based on industry benchmarking, our staffing levels and size of leadership are in line with the average and deemed highly appropriate. 2. Our titling structure considers the responsibilities of the position. AVP, VP, SVP and EVP titles are extended to roles where the person has significant, impactful decision-making authority or manages key business or civic relationships. As Delta Community grows, managerial positions may be elevated to AVP level based on an expansion in the scope of duties. The same is true for AVP positions to VP. 3. We conduct an annual salary benchmarking study of every position at Delta Community to document market-based pay. We use the data to adjust individual rates of pay to ensure all employees are on the higher side of the range, which we have set as part of our compensation philosophy and strategy. Delta Community has also consistently funded an annual merit increase process to award raises based on performance. It is worth noting that we offered merit increases each year during both the Great Recession and pandemic when many companies were administering lay-offs and hiring/salary freezes. 4. Delta Community has been a stand-alone entity since its founding in 1940. We were chartered as a credit union then in accordance with federal and state financial regulations. We were organized by a group of Delta Air Lines employees. Delta Air Lines graciously provided Human Resources services to the Credit Union at cost. The Credit Union reimbursed the airline regularly for the full salary and benefit expense of its employees. Once Delta Community grew to almost 1,000 employees and our business became more complex, the airline was in favor of us internalizing Human Resources in order to meet our unique needs and to enable its staff to focus more on the airline’s corporate objectives. Delta Community is committed to being a great place to work and has been honored with this designation for eight consecutive years by the Atlanta Business Chronicle. We always seek and act on employee feedback in our effort to continually enhance Delta Community’s positive workplace culture. We likewise appreciate the opportunity to respond to these comments.

Delta Community is grateful for this employee’s more than three years of service and the positive comments that they shared about their manager. Of course, we are sorry to hear the employee has an unfavorable view of Delta Community’s compensation practices and remote work policy. Delta Community operates as a not-for-profit, member-owned financial institution with a mission of providing superior service and value on essential banking services. Given this structure, we have a fiduciary responsibility to manage the Credit Union’s annual earnings and our members’ collective equity wisely. Overall, we focus on leveraging our finances to offer members high deposit rates, low loan rates and fewer fees as well as to attract and retain the type of talented, engaged employees that are needed to consistently deliver exceptional member care. We therefore strive to be a great place to work and to offer highly competitive pay and benefits; professional development opportunities for all employees; and a safe, pleasant, productive work environment. We recognize the impact high inflation is having on consumers and our employees and will do our best to offer relief where feasible. Delta Community’s strong balance sheet and fiscally sound management principles have enabled us to meet past economic challenges and recessions without cutting back on services to members or laying off employees. We think financial stability and consistency matter most, and members and employees can count on us for these qualities. The following information provides insight into key Delta Community practices: 1. We benchmark compensation annually. We review and document the prevailing market range for every position in the company and always maintain pay on the high side of the ranges as a matter of compensation philosophy. We also set a minimum at 80th percentile of market and adjust employee pay upward automatically if the market shifts and any employee falls below this particular threshold. All employees are eligible for a variable compensation program tied to Delta Community’s corporate goals, and we routinely offer annual merit increases. Delta Community provided merit increases throughout the Great Recession and pandemic when many companies were instituting hiring or salary freezes. In 2021, our annual merit increases were targeted at 5%, although employees may have earned more or less than this amount based on their personal performance and other factors. 2. We partner with Mercer, a leading employee benefits and health insurance consulting firm, to design and manage our benefits package. We offer two health insurance plans – a Health Reimbursement Account (HRA) with a Prescription Benefit, and a Health Savings Account (HSA). The HRA has a higher monthly premium and lower annual deductibles generally, while the HSA has a lower monthly premium and higher deductibles. The plans are tailored for individuals with varying healthcare needs. Human Resources is always available to help employees understand the options and discern which is best for them. According to Mercer, the monthly employee premiums we charge are less than what is typical as Delta Community chooses to absorb more of the cost of its offering than other companies do. 3. Delta Community has adopted a hybrid work model in light of the operational efficiencies we achieved during the pandemic. We are in a retail services business, and our members count on us to have staff available for in-person transactions and guidance. There are no remote work options for our branch personnel. For administrative and support roles, we have given divisional leaders latitude to have their teams work remotely as much as practical. We still think it is important for teams to be on site or come together regularly to maintain a common workplace culture, foster collaboration and support frontline employees. We always welcome employee feedback and appreciate the opportunity to respond to this post. Delta Community is genuinely committed to being a great place to work, and we will continue to do our best to serve our employees needs and interests, both over the near and long term.

Thank you for taking time to write a review, we value and appreciate all feedback.

We appreciate you taking the time to provide feedback regarding your position with Delta Community. We encourage employees to contact the Human Resources Department to discuss any concerns in more detail.

We appreciate you taking the time to provide feedback regarding your position with Delta Community. We will share your feedback with Branch Delivery Leadership, additionally, we encourage you to contact the Human Resources Department to discuss your concerns in more detail.

We appreciate you taking the time to provide feedback regarding your position with Delta Community. We will share your feedback with Member Care Leadership, additionally, we encourage employees to contact the Human Resources Department to discuss any concerns in more detail.