San Antonio Teachers Credit Union, has awarded five $1,000 Frank Price Cunningham Memorial scholarships to the following students: Lauren Marie Mielke, MacArthur High School; Michael Joseph Shearn II, Tom C. Clark High School; Wendy Waco Herber, Somerset High School; Juan Ramon Garcia, Highlands High School; and Tamara Joy Markall, Dilley High School. SATCU has $296.6 million in assets and serves 58,971 members. Toledo Area Catholic Credit Union, Ohio, has awarded five students with scholarships to attend a Catholic elementary and high school. Two $500 one-year scholarships are awarded to students attending 7th or 8th grade and three $1,000 one-year scholarships are awarded to students attending high school. The awards were based on academic achievement, demonstration of school leadership and participation, performance of community/church service, employment opportunities and a 300-word essay with the theme of "What does your Catholic education mean to you?" The recipients of the $500 scholarship are Patrick Hoehn and Jessica Hilderman. The recipients of the $1,000 scholarship are Jessica Wagner, Elizabeth Davis and Jennifer Kasten. Florida Commerce Credit Union, Tallahassee, has awarded a total of $5,000 in scholarships to three seniors. Winners were selected based on academic achievement, extracurricular activities, community involvement and essay responses to the question "How will electronic commerce effect college students in the new millennium?". The three recipients are Kelly Wiley Ballentine, Godby High School; Kaitlin Ann Godwin, North Florida Christian and Ross Harmes, Richards High School....

Community Credit Union, Plano, Texas, has received CUNA Marketing Council's Best Award for its Outdoor Advertising Campaign including billboard and transit advertising at the Diamond Awards. The Diamond Awards are judged by asset size in various categories. In addition to the Competition's Best Award, CCU has been presented with the following first place Diamond Awards among credit unions with more than $300 million in assets: Complete Campaign; Newsletters(Four Color); and Outdoor Advertising. CCU has also received an Award of Merit in the Community/PR Event or Program category. Pennsylvania Credit Union League, Harrisburg, has named Timberland Federal Credit Union Marketing Director Carrie Richards the 2000 Credit Union Youth Ambassador of Pennsylvania. Contestants between the ages of 17 and 25 were judged on their knowledge of credit unions and their ability to communicate that knowledge. Richards has been awarded $1,000 and will speak to credit union officials across the state at League events and regional chapter meetings. In addition, US Airways FCU Marketing Specialist Michelle Cunningham has been selected as first alternate and earned a cash award of $750 and LANCO FCU Loan Coordinator Lori Chambers has finished second alternate and earned a cash award of $500. Idaho Credit Union League, Boise, has awarded trophies to the following credit unions in recognition of their fundraising efforts for Credit Union for Kids, an organization for the Children's Miracle Network: In the under $5 million in assets category; Simcoe Credit Union, Burley, raising the most money per credit union; Inkom Cement Employees Credit Union, raising the most per member; Canyon Teachers Credit Union, Nampa, raising 763% more than in the 1999 season. In the $5-$20 million in assets category; Pine Tree Community Credit Union, Grangeville, raising the most money per credit union and per member; and SEI-US Employees FCU, raising 187% more than in 1999 season. In the over $20 million in assets category; Idahy FCU, Boise, raising the most money per credit union and per member; and East Idaho Credit Union, Idaho Falls, raising 423% more than in the 1999 season. Schreiner, Legge & Co, Springfield, Va., an accounting and consulting corporation, has announced that Managing partner David R. Legge has received the 1999 Outstanding Member Award from the Virginia Society of CPAs. Legge was recognized for his community and civic involvement as well as his service to the accounting profession and the Society. Gateway Metro Credit Union, St. Louis, Mo., has been awarded the Colleen Good Memorial Marketing Award for its credit card program. The program has been recognized as the fastest growing program in the U.S. for credit unions under $100 million in assets. Gateway Metro has $93 million in assets and serves 19,000 members. Bell Tel Credit Union, Orlando, Fla., Chief Financial Officer Richard H. Simonton, Sr., and Member Service Manager Donnette F. Adamczyk have received a Masters of Arts in Corporate Communication and Technology from Rollins College of Orlando....

Desert Schools FCU, Phoenix, has donated $34,000 to Phoenix Children's Hospital Foundation. Money was raised through a variety of events including employee fund raisers, the sale of bean bag animals and holiday music through the credit union's 15 branches, and the Desert Schools Children's Miracle Network golf tournament. Novi Community Credit Union, Mich., has sponsored and mentored a group of Novi High School students to victory for Distributive Education Clubs of America, an extracurricular club that enhances business and marketing education. Students attend an annual statewide DECA conference where they take exams, role-play business situations for a panel of judges, submit research papers and give presentations relating to various topics. The students are now qualified to compete at the national conference in Louisville, Ky. Hudson Valley FCU, Poughkeepsie, N.Y., has donated 157 teddy bears to the Child Abuse Prevention Center, an organization dedicated to the prevention of child abuse and neglect. The teddy bears are provided as comfort to children in need. HVFCU has over $1 billion in assets and serves more than 113,000 members. Oregon Credit Union League, Beaverton, has announced that Oregon and SW Washington credit unions have raised a total of $510,000 for Doernbecher Children's Hospital and the pediatric units of Sacred Heart Hospital and Rogue Valley Medical Center. This is the second highest total in their 15 year effort to improve health care for children. This year's fundraising effort marks the end of the first year of a five-year campaign by the credit unions of Oregon and SW Washington to raise an additional $2.5 million to endow a Chair for the Department of Pediatrics at Doernbecher Children's Hospital....

BOSTON - State Rep. Jarret Barrios is angry about big banks' fees and is not going to take it anymore. Outraged by an announcement from some of the big banks in the state of their impending plans to assess new fees, Barrios (D-Cambridge), backed by Secretary of State William Galvin introduced legislation May 18 that would restrict bank fees. Among the provisions of the Bank Fee Fairness Act, it would empower the Division of Banks to approve or prohibit any fees charged by banks for federally insured consumer checking and savings accounts, and fees and penalities related to these accounts. Banks would be required to show that the fee increase was tied to increases in the cost of doing business. The fees would not include any fees or penalties related to a credit card connected to a consumer checking or savings account. The department would also have the authority to approve a lower fee than one requested by a bank. In addition, all applications for the establishment and approval of fees would be available for inspection by the public and the banking commissioner could not approve or disapprove a fee until a public hearing was held. At press time, The Bank Fee Fairness Act hadn't been assigned to a committee. Its docket number is 5264....

BEAVERTON, Ore. - Credit unions learned a hard lesson about the political process three years ago and have been becoming increasingly more politically astute since. With Election 2000 five months away, they're poised to continue flexing their political muscle. Credit unions in the state remember well the death blow former House Republican Caucus Leader, Speaker Lynn Lundquist dealt the first credit union membership bill-S.B.391-in June 1997. In a meeting held immediately prior to the bill's only public hearing before the House Rules Committee, Lundquist decided not to deal with the bill during that legislative session. The bill had already passed the state Senate. A second Credit Union Field-Of-Membership Bill was passed in 1999 and signed into law by Gov. John Kitzhaber. "In the last three years, the credit union movement in Oregon has really matured in terms of its political savvy and influence," said Pamela Leavitt, vice president of legislative affairs for the Oregon Credit Union League. "Politicians are well aware of the issues important to credit unions and their members." The league's Political Action Committee (PAC) began the 2000 election cycle with over $240,000, one of the largest PACs in the state. Leavitt said the PAC spent almost $40,000 in this year's primary races and is continuing to support candidates supportive of CU issues....

WASHINGTON - Workplace violence has emerged as one of the most important safety and health issues in today's workplace. In its most extreme form, homicide is the second leading cause of fatal occupational injury in the U.S., according to the Occupational Safety & Health Administration (OSHA) of the U.S. Department of Labor. Nearly 1,000 workers are murdered, and 1.5 million are assaulted in the workplace every year, reports the Department of Justice's National Crime Victimization Survey. According to the BLS Census of Fatal Occupational Injuries, there were 709 workplace homicides in 1998, accounting for 12% of the total 6,026 fatal work injuries in the U.S. Workplace homicides fell to their lowest level in the past six years in 1997, said OSHA, but continued as the second leading cause of job-related deaths. Robbery continued to be the primary motive of job-related homicide, accounting for 85% of the deaths. Disputes among co-workers and with clients accounted for about one-tenth of the total. -...

Richard Ensweiler reminisces, thinks ahead on five year anniversary as president/CEO of Texas CUL ........Page 12...

HIGHTSTOWN, N.J. - Dover New Jersey Spanish-American FCU is the first credit union in the state to enroll in the recently announced MetroNet ATM sharing network for New Jersey - Metropolitan New York area credit unions Credit Union Affiliates of New Jersey has had a marketing and promotion relationship with CU24, a credit union owned and operated ATM network affiliate of the New York State Credit Union League, for about 10 years. Credit unions that enroll in MetroNet share the ATM processing expenses, and don't pay any intercharge fees on group transactions. Members benefit by not paying ATM surcharges. There are currently six credit unions participating in MetroNet in the New York City area. -...

SAN DIEGO, Calif. - "What have you done and what do you want to do?" That question, says executive recruiter Deedee Myers, is a key when interviewing candidates for the position of president and chief executive officer at any credit union. That was just one bit of advice that Myers, founder, president and CEO of DDJ Myers, Ltd., in Phoenix, Ariz., offers. She also warns that hiring qualified people in the future was going to become more and more difficult with the tightening of the labor force. "What I'm trying to impress upon you is that if you start putting processes in place today, then your credit union will be much safer five, 10, 15 years down the road in terms of having good quality people on board that want to stay with their credit union," she said. As part of that process, Myers suggested that credit unions develop a succession plan. "It's a lot easier to grow people internal to the organization than it is to go out and find people," she said. She also noted that when it comes to finding candidates for the top position within credit unions, the institutions are not only competing against other credit unions, but against other financial organizations, banks, and dot-com companies for talent. And once a candidate is hired, Myers suggested that the time in the job would likely be limited before the person moved on to another position. Myers provided numerous suggestions for credit unions when searching for a new CEO, including suggestions for dealing with an outside recruiter. To start, she provided an 18-step plan that began with the need to understand the strategic objective of the credit union. "Before you even start talking about what you need to do for a CEO recruitment project, you have to understand what the credit union is doing," she said. "It's very important to understand the strategic objective of the credit union, what you're all about." "For many credit unions, this is a fait accompli," Myers said. "While for others it might be a subject that needs revisiting. The search process has a greater chance of success if the board concurs on the strategic objective of the credit union in moving forward with a CEO search and other strategic initiatives." She also discussed the workload that people were under. "If someone has to work more than 40 to 45 hours a week, then there's something wrong with the job," she said. Myers suggested that credit unions who hire new presidents/ CEOs not just put them into an office and leave them on their own. "Don't just put the CEO in their office and walk off," she said. "You have to be a stakeholder." Among her other suggestions: * Understand the internal and external environments on the credit union, such as the impact of global markets and changes in the work environment. * Create a team of about three board members to serve as a search committee. "These board members must have the time, expertise and desire to dedicate considerable personal resources to seeking the best possible person for the position," she said. * Develop a comprehensive description of the job, including such factors as responsibilities and expertise. * Determine a compensation level. * If the credit union is conducting its own search, write an advertisement. Myers advised credit unions to employ someone to write the ad and to stay away from listing job responsibilities. "You're selling your credit union," she said. "Distinguish yourself by your culture." In addition to advertising the job in various publications and on the Internet, Myers also recommended that the job opening be posted at the credit union. "You may find that there are people working for you that have talents that you didn't know they had," she said. "You may not have somebody who fits the (president/CEO) job, but you may find a high performance person who you can put on career track." Credit unions that decide to utilize the services of a recruiting firm should hire the company only after a personal meeting with board members. References should be checked on both the client side and the candidate side, Myers said. "They should treat candidates well, even candidates not qualified for the job," she said. "If your credit union is associated with a recruiter who doesn't treat their candidates well, then that's just a lot of bad energy for the credit union." She said recruiters typically are paid 18% to 20% of the CEO's first year compensation, including any incentives or bonuses. Some recruiters will work for a flat rate, she added. She also suggested that rather than offering a contract to a CEO, the credit union use a letter of understanding. Myers said one of the best ways for credit unions to keep their CEOs, as well as other employees, year after year was to continually ask them, "What can I do to keep you?" "You ask that question and you listen," Myers said. "It's very important." -...

FARMERS BRANCH, Texas - Credit union trainers in Texas received a boost a year ago when Credit Union Employment Resources (CUER), an affiliate of the Texas Credit Union League, rolled out a new interactive computer-based education system called CUEST (Credit Union Educational Sites for Training and Technology). The launch began with the grand opening of two CUEST centers - one in Dallas and one in Houston. The concept has been so popular and successful that five more centers have cropped up during the year. The newest center, located within Texaco PAW EFCU in Port Arthur, held grand opening ceremonies June 6. With approximately 100 employees, Texaco PAW will use its new center to conduct internal training, but the credit union also will make the site available for the training efforts of any of the 40 credit unions in its credit union chapter. Texaco PAW's training laboratory includes six computers with earphones, along with a white board for trainer use. "As the largest credit union in the Sabine Chapter, we saw an opportunity to improve the consistency of our training and at the same time give smaller credit unions access to our facility. Of course, they can drive to the Houston CUEST center, but this is much closer," said Vicki Oubre, Texaco PAW's human resources development and training coordinator. Developed by MyDAS Marketing, Inc. in Boulder City, Nevada, the CUEST concept was pioneered in California credit unions in the 1980s. Currently, CUEST training consists of 15 multimedia CD-ROM modules which cover core competency, skills training and management topics. Modules include: Teller Training, 5 Steps to Sales and Service, Product Knowledge, Leadership, Loan Officer Training, Credit Union Philosophy, Data Processing Training, Telephone Service Skills, Certification Testing, Computer Basics, Aptitude Testing and New Employee Orientation. Some modules are available in Spanish. The Aptitude Testing module assists human resources personnel in screening applicants in reading, writing, arithmetic and computer usage. The New Employee Orientation is an in-depth presentation on the credit union, its employee handbook and basic product knowledge. This module provides a new employee the basic tools necessary to start their job. The program contains an automatic tracking system that develops and updates testing and score information enabling trainers to monitor employee progress. The three most recent additions to the curriculum are designed for credit union members: Understanding Your Money, Take Control of Your Finances, and Investment Basics. CUEST training is almost like having a one-on-one tutor, because delivery and content don't vary from class to class or from branch to branch, said Elaine Laroa, CUER vice president of community/credit union education. Consistency of training is a huge benefit, she said. "You don't have to do the same presentation over and over again, but your employees get the same message. Some trainers think, `This is going to put me out of a job.' No, this is going to revolutionize the way you do business." In addition, many credit unions don't have full-time human resources personnel, so they must rely on relatively inexperienced employees to train new hires. CUEST makes consistent training available to all credit unions, said Laroa. Increased retention is another benefit of using the multimedia modules, according to MyDAS Marketing. On the average, a learner retains only 10% of what they read. Retention levels can increase to 90% when a learner has a chance to read, hear and do, MyDAS reports. Scheduling of training classes is simplified with CUEST, according to Laroa. Because the modules are ready to go "on demand," students can be scheduled for training at times that accommodate their workloads. Approximate training times on modules vary from 1.5 hours to 10 hours. The courses are self-paced, but MyDAS recommends that students work no more than a maximum of two hours at a time for optimal retention. A variety of games and question/answer formats are used to reinforce learning. Some modules require that the student pass certain competencies before advancing to the next section. "I like the program because it is so different," Oubre said. "It's educational but it's also entertaining. There is so much interaction. There are sections where you drag words or do matching. There's a Jeopardy-style game. . . All our employees are thrilled." In addition to the Dallas, Houston and Port Arthur sites, CUEST centers are also located at Texans CU in Richardson, Chocolate Bayou FCU in Alvin, American Airlines EFCU in Arlington and Navy Army FCU in Corpus Christi. Three additional centers are expected to open by year-end 2000 in: San Antonio, Waco and another in the Houston area. Credit unions also have the option of renting modules for 10- or 30-day periods to train employees at their own credit union. Costs begin at $150/module for 10-day rentals and $385/module for 30-day rentals. -...

FARMERS BRANCH, Texas - Dick Ensweiler, Texas Credit Union League president and CEO, recently celebrated his 5th anniversary at the League. As a career credit union professional, Credit Union Times asked Ensweiler for his perspective on issues affecting Texas credit unions and the entire credit union movement. Excerpts from the interview follow: CU Times: What are some of the League's current projects? Ensweiler: We're working with credit unions to develop a stronger presence with legislators and to increase member involvement in the political process. We're working on doing a better job of branding and communicating the credit union difference through Project Differentiation statements. We have a two-year goal for every credit union in Texas to have a Web site, and we're working with our smallest credit unions to develop theirs now. Information management used to be the primary function of associations. It's not as critical now because credit unions can often find information on their own via the Internet. So we're playing a more active role in bringing peer groups together, such as councils for COOs, CFOs, and technology personnel and roundtables for credit unions based on asset category. CU Times: You've said credit union training is a priority at TCUL. What does this encompass? Ensweiler: At this year's Annual Meeting, we increased the number of education sessions and raised the calibre of our speakers. Credit unions also have continuously requested training on a local basis, so our consultants are doing more training. Beyond that, we were recognized by CUNA for selling the most certificate programs last year: STAR, VAP, Merit and VLP. That's no accident. We're really pushing people to become as educated as they can about the role they play in their credit union as a professional or volunteer. I'm really proud of our CUEST (Credit Union Educational Site for Training and Technology) program. We have 15 modules that people can use to create a lending library or an education laboratory. The greatest benefit of these modules is consistency of training. People receive initial training with them and when it's time to refresh, they go back to them. When new people come on board, they're trained with the same information so that the entire staff is on the same page. That's got to be a trainer's dream for everyone to hear the same message. CUEST doesn't take the place of an internal training program, but it surely does augment. CU Times: As the president of Texas Credit Union Foundation, you've been involved in a new financial education initiative. What is "Your State and Mine" all about? Ensweiler: We have traditionally had a foundation that funds scholarships and responds to disaster relief calls. Then we began assisting credit unions in their operations, especially providing small credit unions with computers and fax machines. Our newest strategy is helping credit unions do a better job in the community in which they live by teaching people how to better manage their finances. We're going into community centers, churches, places where people gather. The hook is to get school-age kids, but we're going to do it after work and probably with a dinner in order to get mom and dad at the table, too. In the guise of providing education to the kids, we hope to educate parents, too. This is a bold new direction. We have approached over 100 corporations and foundations that have a similar view of what's important to the community. Consumer Credit Counseling Services is going to train credit union people to conduct the sessions. There also are partners who will put up the money and partners who bring expertise to the table. Schools don't do this. Home economics is nothing about the economics of running a home; it's everything BUT money and finance. Somebody's got to teach kids how to shop for interest when buying a car, how to look at an apartment lease, how to balance a checkbook, and why they need to save. CU Times: In celebrating your 5th anniversary with TCUL, what do you visualize for credit unions, the League and the movement over the next five years? Ensweiler: TCUL will be promoting technological proficiency, but at the same time credit unions can never abandon the personal touch. Even those who have strong Internet loan applications find that only 25% are approved that way. People are still going to need somebody to take an interest in their account. They want someone to listen to their particular situation so that loans can be made, an account can be shared, or tax planning can be done. I think you're going to see credit unions with greeters at the door, welcoming the member, showing that real personal touch, having a cup of coffee. I think the member will be handed off to their personal account representative, who will take a real interest in them, help them and stay with that account. When possible, they'll be shown how to deal with the credit union electronically or in other ways to get the job done. It's a long way from where we are now, but it's where we need to be. As I look at consolidation in the banking industry-how big they're getting and how proficient they've become with their technology-and when I see that's where the banking emphasis is, I also note that in order to make mergers work, banks have to cut back on staffing so that they have the same income with less expense. That means closing up branches, reducing convenience. It means taking more people out of the middle of the equation and getting customers to deal with the bank externally. That will open up enormous opportunities for credit unions if we will continue to meet members face to face. We can assist them in using the credit union electronically but emphasize that someone is always available on their behalf. That's the absolute difference between why a credit union exists and why a bank exists. We're here to provide service - period. Banks are here to maximize stockholder equity - period. With the number of CUs decreasing and dues sources decreasing, Leagues will have to be ever more efficient, doing more with less. On the other hand, it challenges us to look for new funding opportunities. I'm a big believer that Leagues, like other good businesses, should look for funding from a variety of sources. We should emphasize the sales and services that we can provide to help CUs, thereby lessening the dependency on dues. But dues are important. If credit unions spend money on dues, they have an expectation of service and a belief that they will benefit. That keeps us sharp. -...

FORT BELVOIR, Va. - Casual work attire doesn't have to translate into a casual work attitude. Fort Belvoir FCU last month updated their dress code with a business casual emphasis and so far the results have shown that the credit union's 50 employees can enjoy working in a relaxed atmosphere and still maintain a professional approach to member service. "Purchasing suits and other articles of clothing that are typical of business attire can get pricey," said Jacqueline Connor of FBFCU. "Especially for someone like a teller who doesn't earn a lot of money." A few years ago, FBFCU designated Fridays as `credit union casual' day. Employees are allowed to where jeans and a shirt with the credit union logo to work. Employees have also been allowed to dress down on the days the credit union runs a promotion. Connor said the credit union began hearing from many employees about how much nicer it would be if the credit union's dress code had more of a full-time business casual emphasis. All this doesn't mean Fort Belvoir FCU doesn't draw the line somewhere on what's allowed and what's not on employees' work attire. While Fridays remain `casual,' during the rest of the week employees are not permitted to wear jeans, t-shirts or sandals. What do Fort Belvoir FCU's members think of the employees' new work attire? The $90 million credit union counts mostly members of the military among its nearly 20,000 members. "They come in wearing their fatigues, so it doesn't make a difference or bother them that our staff isn't wearing traditional business attire," said Connor. "It's not like we have people like lawyers coming in here to do business." -...

Patelco CU first to offer members online shopping without the use of a credit card....................................................Page 3...

GRANITE CITY, Ill.- There is a cash cow running loose in the streets of Granite City, Illinois and her name is P.A.T.T.I. Created by Granite City Steel & Community FCU, P.A.T.T.I., which stands for Portable Automated Teller Terminal Implement, is a mobile automated teller machine that brings cash to credit union members and others. "The whole idea behind the Cash Cow was finding a better way to serve our members," said Stephanie Matlock, GCS&CFCU EFT manager. "We will be able to drive the vehicle to places where members can get money when they need it." Matlock spearheaded the mobile ATM project. The key is to bring money to the public at special events and gatherings instead of having them hunt down an ATM on their own. According to Matlock, the vehicle, painted to look like a black and white dairy cow, holds two ATMs and has the latest technology to serve members and anyone in need of fast cash. The plans are to take "P.A.T.T.I. the Cash Cow" on the road to such events as the Madison County Fair, Tri-City Speedway, Granite City's fourth of July picnic, local sporting events, craft fairs, and any other special event where people may need some extra cash. All transactions are free to any credit union member-not just GCS&CFCU members. Nonmembers will pay a nominal fee. GCS&CFCU has $120 million in assets and serves more than 25,000 members. -...

MERIDEN, Conn. - Connecticut credit unions are showing their support to kids-by donating a car. Recently the Connecticut Credit Union Association unveiled the new Drug Abuse Resistance Education (DARE) Car during an official ceremony held at the State Police Academy. DARE, the nation's best known anti-drug program, is taught by police officers to students in classrooms across the country. The aim of the program is providing kids with the necessary tools/skills to choose a drug-free life. "This program is an excellent one," said Connecticut's Commissioner of Public Safety Dr. Henry Lee. "Every youth that we can save provides the country with new hope." The CCUA on behalf of credit unions throughout the state and their members sponsored the 1982 Chevrolet Corvette that was seized from a drug dealer. The detailing in vibrant red, white and blue paint features the words "Connecticut Credit Unions", the Web site link www.joinacreditunion.org, and the DARE program slogan with the words "Seized from a drug dealer" emblazoned on the body of the car. The DARE car will visit credit unions throughout the year and will also take part in parades and other events in Connecticut and New England. -mbourjolly@cutimes.com...

SAN ANTONIO, Texas - Employees working in today's competitive business environment are being required to continually improve the quantity and quality of their work. While this motivation is important for the company's and employees' success, it can also exact a price - the resulting pressure often takes its toll on the physical and mental health of many employees. Add to that any physical and mental duress and problems their family members are going through and you have an employee whose personal, emotional, or job-related problems, if left unresolved, can be a detriment to their productivity. Employee Assistance Programs (EAPs) are a solution an increasing number of companies are using to address the estimated 20% of all employees who have problems that can reduce job performance by as much as 25%. EAPs are not new. They've been around since the 1930's and began as industrial alcoholism programs. These days, EAPs have expanded to assist in the identification and resolution of a wide variety of personal concerns that can impair employee productivity, such as family and marital problems, mental health, alcohol and drug addiction, eldercare, bereavement, depression, and financial and legal concerns. EAPs are also not insurance, stressed Jack Minter, president, Minter and Associates, a provider of EAPs. "That's the most popular misconception companies I speak to about employee assistance programs have about them," he said. "They usually think it's part of their company's insurance plan and that this type of confidential counseling is included. Many times all an employee needs to mitigate a situation is to have someone they can speak with confidentially about it. Hopefully, an EAP counselor can help prevent an employee's personal problem from escalating to the point where it's even more detrimental to their job performance or worse, become volatile." Unlike longterm individual, family or group counseling an employee might get from an outside psychiatrist or psychologist, EAPs are designed for short term problem resolution. EAP plans usually provide for three to 10 one-hour sessions, said Minter and are very problem-focused. Easy Access There are many ways an employer can encourage an employee to take the initiative and speak with an EAP counselor. State and federal laws prohibits an employer from giving an employee an ultimatum - "Speak to an EAP counselor or you're fired," Minter explained. But an employee can be told if they're work performance doesn't improve, that's grounds for possible termination. But no employer wants to lose a good employee. They've invested a lot of time and money over the years in training the employee and replacing them with someone else can be costly. That's the reason Randolph Brooks FCU began its "Care Employee Assistance Program" in 1997. Thane Cuevas, senior vice president of human resources for the $1.2 billion credit union said he'd read up on material that talked about how difficult it is for employees to leave their personal problems at home and not bring them to the job, and how EAPs can help employees talk out-and hopefully resolve-their problems. "From the employer's point of view, many of them think of employee assistance programs as a way to get employees not to bring their personal problems to work," said Cuevas. "But if an employee has personal problems, they have to deal with it. The EAP is one avenue to help them do that." Employees also have to overcome obstacles to get the most out of EAPs. Even though the EAP counselor is independent of the employer, "there's still a reluctance by some employees to tell them about their problem, because the counselor is associated with the employer," he remarked. "Even though we tell them anything they discuss with the counselor is confidential, some employees don't trust that agreement." In those cases, Cuevas said he tells the credit union employees they have to wait and find out for themselves that the EAP counselor doesn't divulge any information. Cuevas strongly encourages other credit unions to offer their employees EAPs. "Just because an employee has a problem that's affecting their job performance doesn't mean they're not a good employee," said Cuevas. "Everyone has personal problems at some point in their lives. Sometimes just having someone to talk to about it helps a lot." Myra Diaz, vice president of human resources for Security Services FCU in San Antonio agrees that, "We all like to think employees can leave their personal problems at the door to their job, but the reality is whether it's in front of them on their desks or in their minds, employees' personal problems can interfere with their job performance." Security Services FCU has had an EAP from Minter and Associates in place since 1996. With its 800 employees spread out among six branches in Colorado and 18 in Texas, Diaz said the EAP counselors offer the staff someone with a personal touch they can reach out to confidentially. Based on feedback it receives from Minter and Associates, Diaz said as high as 12% of the credit union's employees use the EAP annually, and about 85% of those employees are self-referred; the balance are referred to the program by their managers. "If we can help one employee or a family member a year resolve their problem, then the EAP is worth it," she said. -...

CLEVELAND - The workplace has always posed a long list of challenges such as hiring, firing and employee rights. With the recent increase in workplace violence, employers and employees can add safety from assault and harassment to that list. "If we don't feel safe at work, we will not be able to work at the next level. If an employee feels uncomfortable and leaves, it will cost the equivalent of one year's salary to replace them, " said Auleen Jarrett, president of Crimefree Seminars, Livonia, Mich. Security is vital for employees to perform effectively, she stressed.. In cases of workplace violence, who is the attacker? Jarrett provided the following breakdown: * Customer, 44% * Stranger, 24% * Co-worker, 20% * Boss, 7% * Former employee, 3% * Other, 3% What about non-violent harassment. Again, Jarrett offered some statistics: * Co-worker, 47% * Boss, 39% * Customer, 15% * Stranger, 2% * Former employee, 2% * Other, 2% Each year in the workplace there are about 1,000 murders, said Jarrett. But homicides are only a small portion of workplace violence. There are also 2 million physical attacks, 6 million incidents of threats, and 16 million cases of harassment. Jarrett believes it's a good idea to put together a workplace violence team. There should be a zero tolerance policy for threats, and employees should be trained in conflict resolution, communication and handling stress. Physical security measures such as controlled access, proper lighting, alarms, key cards and identification badges should be established. "There should be no unescorted non-employees in secured areas. Teach employees to be alert to suspicious behavior. One person alone opening and closing is an invitation to trouble," Jarrett warned. Surveillance cameras are good deterrents, she said. Large windows in front allowing passersbys to see in also cause robbers to shy away - so don't block the view with large banners promoting loan specials. Back doors are often weak points. Have a window or peephole in that door so the last people leaving can see if anyone is lurking outside. Notice and acknowledge everyone who comes in, she suggested. Those smiling Wal-Mart greeters aren't just friendly folks - they're a powerful shoplifting deterrent. When they say "hello," they're in effect saying, "We've noticed you and know you're here and what you look like." Even if a teller is busy with another member, she can look up and nod, indicating she realizes the member is there and will get to them as soon as possible. Jim Sterling, president of Sterling Consulting Services, Westerville, Ohio, described employment as a "minefield," beginning with recruitment. "It used to be you ran an ad in the Cleveland Plain Dealer or Columbus Dispatch," Sterling said. But "just putting an ad in the newspaper today doesn't generate the response you want." Sterling said a listing in the newspaper "Help Wanted" section is still necessary, but in today's labor market employers need a multifaceted approach involving techniques such as radio spots and posters inside buses. Once the resumes arrive and interviews begin, Sterling strongly urges background checks. "Over 50% of people who fill out an application lie about how much they're making. You may also find out a person has a history of violence," he warned. He likes the idea of pre-employment drug testing. "It is becoming more and more common and less expensive. It has continually been supported by court rulings," he said. Once on the job, today's employee is likely to be better educated and more aware of their rights, Sterling continued. Those rights can vary from state to state. For example, in Ohio employees do not have the right to see their personnel file. In Michigan they do. Most companies set a policy allowing the employee to see the file in the presence of the human resources manager. Equal treatment should be a no-brainer. After all, "This year may be the first year in the history of the country where more women are working than men," Sterling said. White males are already a workforce minority. When the employee doesn't work out, the termination meeting should be short and to the point. Have a termination policy which provides for someone else, perhaps the HR person, to review the case before the termination. Also offer an appeals process. "It's one of the safety nets that helps diminish the possibility of violence. Violence often occurs because someone was fired, demoted or not promoted. An appeals process helps the employee not feel backed into a corner," Sterling said. Employers also need to guard against possible discrimination and harassment, he said. Racial and gender discrimination and sexual harassment make up 80 percent of Equal Employment Opportunity Commission cases. Age discrimination claims are another threat, one Sterling believes will spark more lawsuits in the coming decade as the population ages. Just as there should be written termination policies, there should be clear policies against sexual harassment. "If you don't have a separate sexual harassment policy in your handbook, you should get one. It may provide a `safe harbor' in case of a claim," Sterling said. "I've investigated over 100 sexual harassment claims. Typically the person who has done the harassment has harassed others." - ECour58516@aol.com...

ALBANY, N.Y. - Two ATM sharing networks facilitated by CU24, a credit union-owned and operated ATM network affiliate of the New York State Credit Union League, have agreed to offer no-surcharge service to each other's members. The deal between "e-z Access,"and "MetroNet" means that nearly 100,000 consumers and members of 18 credit unions stretching from the Canadian border to New York City, will have surcharge-free access to 20 ATMs. Current members of the two sharing networks include: Adirondack Regional FCU, Tupper Lake, N.Y.; Columbia Greene FCU, Hudson, N.Y.; Community Resource FCU, Latham, N.Y.; Dover NJ Spanish American FCU; Entertainment Industries CU, New York City; Hudson River CU, Corinth, N.Y.; Melrose CU, Melrose, N.Y.; Montauk CU, Montauk, N.Y.; North Franklin FCU, Malone, N.Y.; P&C EFCU, Syracuse, N.Y.; Plattsburgh GP EFCU, N.Y.; SUNY Plattsburgh FCU, N.Y.; School Systems FCU, Albany, N.Y.; TCT FCU, Clifton, N.Y.; Tri-Lakes FCU, Saranac Lake, N.Y.; Ulster FCU, Kingston, N.Y., and US Courthouse SDNY, New York City. As other credit unions join e-z Access and MetroNet, they will be included in the no-surcharge arrangement. Any new sharing groups that are formed through CU24 will also participate in the agreement. CU24 serves over 130 credit unions in five northeast states....

INDIANAPOLIS - Credit union data processor re:Member Data announced today that Terri Renner, president, has left the company. According to a re:Member Data spokesperson, the company is not planning to replace Renner at this time. CEO David Becker, the company's founder, will continue to oversee re:Member Data's daily operations. re:Member Data was founded in 1981. After a string of mergers in the last few years, re:Member Data is one of a handful of independent credit union data processors remaining in the industry. Becker said re:Member Data will move into a new 90,000 square-foot building in the fall....

STOCKTON, Calif.-Central State Credit Union here has received approval from state regulators to serve all residents of San Joaquin County. The population is estimated to be well over 200,000. With its existing branch presence in San Andreas, located in Calaveras County, the CU can now serve anyone who lives or works in both counties. Basically a farming community, the county has grown to include a more diverse population, said David Silvestri, CEO of CSCU. "It is still an agricultural base, so we're able to serve the financial needs of both low-income workers and the middle and upper-income work force that supports it. We've been providing quality financial products since 1936, and we're proud to continue doing so, but now we'll be able to reach out to more people." The credit union has $95 million in assets and serves nearly 18,000 members...

SAN DIMAS, Calif. - WesCorp has named Steven Powell as senior vice president of strategic services. Steve Powell oversaw WesCorp's marketing function from 1982 to 1985 and had been serving as a consultant for WesCorp since August 1999. He is responsible for WesCorp's service quality and the development of enterprise-wide strategies to ensure the satisfaction of member needs. He most recently served as CEO of San Diego Metropolitan Credit Union. WesCorp also announced that Patricia Patterson, assistant to the president, has been promoted to vice president. Patterson has been with WesCorp for the last 15 years....

WASHINGTON - Frank Pollack, president/CEO, Pentagon FCU has been appointed chair of CUNA & Associates recently announced Renaissance Commission. CUNA's Board voted to form the 18 to 24 member commission to develop a blueprint for credit unions' legislative and regulatory future. Among the items the commission will look at are changes to the dual chartering system and NCUA's structure and direction (CU Times, May 31.) Pollack is no stranger to innovation. Since joining Pentagon FCU in 1978, Pollack has helped redesign and implement innovations at the credit union including service/call centers, mini-branches, strategic branches and electronic systems. He was also closely involved in developing the credit union's proprietary ATM network and insurance CUSO. Both Pollack and CUNA Chairman David Maus expect to name the additional members of the commission in the next few weeks. They will be selected from credit unions of all sizes, charter types, and regions of the U.S....

MADISON, Wis. - There have been a number of personnel changes at CUNA Mutual recently. John Dunagan, CUNA Mutual Group's senior vice president of corporate development has retired. Dunagan is a former Texas Credit Union League president. Del Dockter, who has worked for CUNA Mutual for approximately 29 years, most of them in the public relations department, has retired. Dockter was most recently public relations director for CUNA Mutual. He will be replaced by Sydney Lynder, who previously served as media relations manager. New additions to CUNA Mutual's public relations department include Rick Uhlmann, who will serve as media relations manager. Uhlmann comes from the Wisconsin State Journal where he was its state editor. Neil Bartlett will move to the PR department as public information specialist. Bartlett comes from CUNA Mutual's publications department....

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RANCHO CUCAMONGA, Calif. - All Shapiro Group credit unions in the state have received at no cost a new human resources guide prepared by the Human Resources Development (HRD) Network for California CUs. Among the information included in the manual, "Human Resources Fundamentals for Credit Unions in California," is material regarding employment law, personnel files and compensation. Shapiro Group CUs have less than $18 million in assets. They account for just over half of the 685 credit unions based in California....

MENLO PARK, Calif. - What's the best yardstick for evaluating a job offer? In a recent nationwide survey, 44% of chief financial officers said that other than salary and traditional benefits, the stability and reputation of a company is their primary consideration in accepting a job offer. The survey was developed by RHI Management Resources, a consulting firm for senior-level accounting and finance professionals. It was based on interviews with 1,400 CFOs. "While the opportunity and challenge of working for high-tech start-ups appeals to many executives, the potential for long-term career satisfaction and work/life balance with a reputable company that has a proven track record is still an attractive incentive," company officials said....

NEW YORK - With unemployment rates remaining low and the booming economy showing no signs of slowing, filling vacant positions has become more challenging and costlier. One way companies are dealing with recruiting and retaining qualified employees is by outsourcing. Last year, 58% of firms outsourced employee training initiatives, compared to just 22% in 1996, results of a survey "Outsourcing Human Resource and Employee Benefit Administration" show. The survey by Buck Consultants, a leading worldwide human resources consulting firm was based on interviews with 225 employers nationwide. It looked at the prevalence of outsourcing in human resource and employee benefit administration; the objectives of outsourcing; the methods of employing outsourcing; the functions being outsourced; and the types of organizations providing the services. Other findings of the study included: * 38% of respondents outsource recruitment functions, compared to 8% in 1996; * Over 70% of the respondents currently outsource one or more HR and/or employee benefit function. In 1996 the figure was 47%. * 68% of respondents are not planning to outsource any additional functions in the near future; * Work-life benefits is the least outsourced of all HR functions; * Cost (90%) and reputation (70%) are most important when selecting an oursourcing vendor....

ALEXANDRIA, Va. - Most human resource professionals now prefer to receive resumes by e-mail, and some are using technology to scan and screen resumes, according to a "Cover Letters and Resumes Survey" by the Society for Human Resource Management (SHRM). The survey showed that although e-mail is the delivery method preferred by more than 34% of HR professionals, only 17% of job seekers actually send their resumes to prospective employers this way. Twenty-four percent of the respondents report they electronically scan resumes and use databases for storage. In addition, 9% screen resumes electronically using a database that searches for specific criteria. As for the quality of cover letters and resumes they typically receive, 96% of HR professionals rated the quality of cover letters and resumes they receive as "good" or "fair." Only 2% found the quality of these items to be "excellent." More than three-quarters of HR professionals said that typos or grammatical errors found in cover letters cause them to remove the applicant from the pool of possible candidates. More than half of the respondents said they review a resume in less than three minutes; 55% prefer resumes to be one page; 62% view resumes that are more than two pages negatively. -...

It's been over three hours since I received the May 3 issue of Credit Union Times and the front page article on Ken Fergeson provocatively titled "Unrepentant banker vows to fight credit unions for sake of family, country." Three hours and I am still shaking with rage! I even have the issue opened to page 28 and Mr. Fergeson's photograph so I can direct my anger at his smiling (arrogant?) face. I can only assume Mr. Fergeson is hallucinating when he feels "harassed by credit unions," likens credit unions to "quitters" and states credit unions "should contribute to their community." While my small credit union ($15 million) does not make cash contributions to the United Way or the local symphony, we do make loans to people in our city that no bank would even consider. The resulting contribution to my community could very well be that our willingness to take a risk on a marginal borrower may be the factor in keeping a single mother of two from going on welfare. In fact, my credit union recently did such a loan for a young lady whose total household income was $1,584. When her 12-year old car finally died and she needed transportation to the job that fed her children and paid her rent, she applied for a car loan at a local bank. She was told she did not qualify. When she applied for the loan at a finance company she was told yes with a co-signer and a rate above 20%. My credit union was the only financial institution that would even sit down to talk with her to find a way to get her a small, used car. If Mr. Fergeson wants credit unions to lose "this Don Quixotian battle" I hope his banking buddies will be there for his children or grandchildren when they become young adults. If they ever fall on hard times, those "greedy credit union managers" who want to "feed their own egos and pocketbooks" may just be working for one of those civic minded banks in his community who get lots of press when donating to the symphony, but have no problem telling a desperate young mother NO! Marlene B. Myers President Napa Schools FCU...

I believe Mike Welch's May 17 column "Harassing Mica won't eliminate predatory lending" about Jim Blaine misses the point. In North Carolina alone, over 50,000 families have lost or are in the process of losing their homes due to predatory mortgage loans by unscrupulous mortgage brokers and finance companies. This problem has reached epidemic proportions, and not just in North Carolina. Moreover, Jim Blaine is not alone. One hundred-twenty credit union CEOs immediately signed up publicly to support legislation prohibiting predatory mortgage lending in North Carolina. And because of that support, the legislation passed the North Carolina legislature last summer almost unanimously. Do you know how widespread a problem has to be before a large group of bipartisan credit union CEOs take a public political stand that requests additional regulation for themselves as a means of stopping the unscrupulous actors? I cannot think of another example during my 17 years of service as a credit union CEO. I recently met with a widower whose home of 30 years had just been foreclosed. With tears in his eyes, he handed me his loan documents which showed $15,000 of upfront fees for a $29,999, 14% mortgage loan. After a dozen such meetings, you begin to understand the passion that Jim Blaine, and others, have for this issue. Yes, I am proud of the North Carolina Credit Union League for providing leadership. And yes, I feel priviledged and humbled to be associated with 120 credit union CEOs who took a stand for vulnerable families, despite ferocious, big-bucks political opposition. And yes, I believe Dan Mica and CUNA will provide strong leadership against predatory mortgage lending as this fight moves to the national level. We will welcome the help. Martin Eakes President/CEO Self-Help Credit Union...

Looking back this week just two years ago, CUNA Mutual Group was in the midst of a mass mailing to try and help credit unions reduce plastic card fraud losses. Credit unions were slammed with plastic card losses in 1997. CUMIS took in $13 million in card coverage premium in `97, and paid out $33 million in losses. In 1998 and 1999 plastic card losses dropped as more CUs went to CVV/CVC protection and started utilizing neural networks. Also in the news this week two years ago were continued efforts by Reps. Paul Kanjorski (D-Pa.) and Steve LaTourette (R-Ohio) to convince members of the Senate to support H.R. 1151, the Credit Union Membership Access Act. During this week LaTourette and Kanjorski issued a letter to members of the Senate outlining the differences between credit unions and banks. This week two years ago CUNA President/CEO Dan Mica was fighting what he viewed as severe restrictions on member business lending from being included in H.R. 1151. Mica eventually got some of what he wanted with MBL, but not everything....

Moving your employee satisfaction surveys to the Web can reduce the cost and improve the quality of the results you receive. In fact, the cost of Web-based surveys is so low, that even if you have never done employee satisfaction surveys you should consider the Web approach. Response rates are typically higher on the Web because surveys are easier to fill out and respondents can complete them at their convenience. You can also control the environment to avoid bad data and Web based surveys save on analysis time because results can be immediately analyzed and graphed without the risk of data entry or interpretation errors. The advent of inexpensive and easy to use Web survey software has dramatically simplified employee satisfaction surveys. This article will explain how to get started. First of all, why bother to perform an employee satisfaction survey? The main reason is that dissatisfied employees tend to perform below their capabilities, leave their jobs relatively quickly and are not very likely to recommend your company as an employer. Measuring the level of satisfaction felt by employees is the first step to improving employee satisfaction. You'll find out what proportion of employees are satisfied and identify policies, procedures and management practices that, if changed, could result in higher employee satisfaction. As you make improvements based on the survey results, you'll be able to measure the changes in employee satisfaction by performing benchmark surveys at specified time intervals. Paper headaches Using traditional paper-based methods, employee surveys can be expensive and time-consuming. First you have to design the survey. Then, because paper surveys are usually mailed to the employee's home, you have to print mailing labels and stuff the envelopes. Once the surveys start coming back, you need to have someone key in the answers. This can be challenging because respondents don't always follow instructions. This makes it necessary for the data entry person to interpret the response, running the risk of inaccuracies. If the response rate is too low, it may be necessary to do one or more reminder mailings, which adds to the cost. That's why consultants typically charge between $10,000 and $20,000 to handle a satisfaction survey for a 1,000-employee company. You can save money by doing it yourself, but the demands on your staff's time will be high. Web surveys are an entirely different story. You don't have to pay for printing the surveys, stuffing envelopes, postage costs, mailing out reminders and typing the answers into your database. As with everything else on the Web, the cost of sending out the information to the employees and collecting their responses is effectively zero. The only real cost is designing and publishing the survey on the Web. Many firms have been inspired by the ease of doing Web surveys and have chosen to read up on surveying principles and design their own surveys. Survey software has improved to the point where even Web publishing has become a relatively easy task. As a result, the cost of Web surveys is so much less that many companies perform them on a regular basis - quarterly perhaps instead of the normal once every year or two - in order to get regular feedback on how well employees are receiving their programs. Higher response rate The response rate is also normally much higher for Web surveys. The response rate for an employee satisfaction survey done on the Web can typically be about 80%, compared to 50% to 60% for ones done on paper. The main reason is that Web surveys are easier to fill out. The electronic interface of the Web also helps define exactly what is requested of the employee for each particular question. The employee merely calls up the page with the survey on his or her browser, plugs in the answers and hits the submit button. Another reason for the higher response rate of Web surveys is that it's so easy and inexpensive to send out reminder notices via email that it becomes practical to send several reminders as a matter of course. Web employee satisfaction surveys also tend to be more accurate. If you want the employee to answer a question with a number between one and five, you can insure that they don't answer 10 and force your data entry person to try and make an interpretation. Software specially designed for Web surveys is available that automatically populates a database with the respondent's answers. This eliminates the risk of a data entry person being unable to read a respondent's answer or simply making a typing error. The software can also produce reports and presentation quality charts that show the answers to every question in English rather than the codes that are usually used as shorthand on response forms. The results can even be posted on the Web if desired. Easier-to-use software The reason that Web surveys haven't really taken off up to this point is the difficulty in creating the surveys. One approach is simply to hire a consultant to do the job but consultants frequently charge about the same for a Web survey as a paper survey, even though their out-of-pocket expenses are quite a bit lower. The second alternative is to have someone in the IT department create the survey form using HTML or an HTLM editor. While creating the HTML code isn't difficult, the process of naming and organizing the form elements can be tedious. Also, because HTML tools don't provide simple features to gather, decode, load and analyze the survey results, a considerable amount of time may be required to convert the completed forms into usable data. The recent introduction of inexpensive and easy-to-use Web survey tools has made it much easier to create Web surveys, collect responses and analyze the results. First of all, the latest Windows-based survey tools make creating the survey almost as easy as writing a letter in a word processor. As a result, there's no need to bring in a consultant or even get the IT department involved. Instead, the HR department or any involved manager can create the survey on their own. Secondly, a new generation of survey software has automated the process of gathering, analyzing and reporting the results. These tools automatically collect each survey, store it in a database table and offer pre-defined reports for presenting the results. Creating the survey The first step is creating the survey. The latest tools make it possible to simply type the entire survey, including questions and response choices, into a word processor. The user can also take advantage of a library of templates, questions, scales and wizards to develop the survey. The interface makes it easy to move questions or entire sections and copy and paste questions from other surveys. Response choices are formatted by simply selecting a response style from a pull-down menu. Some of the most advanced programs even provide wizards to create questions that guide you step-by-step through the process of creating a single question. In one implementation, the wizard sequentially asks the user to enter a question heading, question text, question type and then create a custom or select a preformatted scale or response choice. After you click on finish, the question is automatically inserted into the survey. The wizard can also create an entire group of questions or even an entire survey based on the user's instructions. Posting to the Web Wizards are also typically provided to post the survey to your Web site. The wizard asks for a title that typically appears as a heading on the first line of the page. This is also used to identify which database to add responses to if more than one survey is being performed simultaneously. The wizard also provides a choice of having responses stored on the Web server or having them emailed to a specific person. While storing them on the Web server is most convenient, some companies prefer to avoid that approach for security reasons. The software may also be able to create the survey as an email message that can be sent to respondents. After the results are collected from the Web or email program, they are automatically loaded to a database. Results from e-mail and Web surveys can even be combined in the same database. The results can be viewed in a tabular format. The software will also automatically create a presentation of the survey results or the user can produce their own presentation using an assortment of different chart types. Functionality is also provided to create cross-tabs, frequency reports and data filters. The bottom line is that it has become as easy and inexpensive to do employee surveys on the Web as it is to provide product information to customers. This means that there's no longer any excuse not to keep close tabs on how your employees feel about the company and what you can do to increase their satisfaction. Web-based employee satisfaction surveys let you keep your finger on the pulse of your business at minimal expense....

Credit union folks and the organizations they represent have become quite good over the past several years at responding to malicious and error-prone banking industry attacks. Banking lobbyists have helped credit unions hone their response skills by making a steady stream of accusations against credit unions. Just about the time credit union interests think that they can breathe a sigh of relief because they have once and for all set the record straight, along comes another verbal attack out of left field. The most recent case in point is the sheer nonsense (there can be no other way to describe it in a family publication) spewed forth by Ken Fergeson, a banker from a wide spot in the road in Oklahoma. His ignorance regarding credit unions only saw the light of day because he is also chairman elect of the American Bankers Association's governmental affairs committee. That volunteer position means he'll be able to put the weight of the ABA behind his misguided attacks on credit unions when he communicates with various politicians and financial regulators. Despite his stronger and sillier than usual language, credit union folks were once again up to the challenge. For example, when Fergeson said both in a column in a recent ABA publication, and later in an interview with Credit Union Times, that credit unions do not contribute to the American way of life, credit unions responded. Bob Bianchini, president of the Oklahoma Credit Union League, shot back with this and other statements: "I'd like to think he doesn't speak for the entire banking industry when he characterizes credit unions as parasites. Credit unions and their members do pay taxes," said Bianchini, "lots of them. Fergeson would be surprised to learn that Oklahoma credit unions pay hundreds of thousands of dollars in state taxes each and every year." Fergeson also said credit union managers were greedy and that they take advantage of the tax rules to feed their own egos and line their own pockets. "These greedy managers cost American taxpayers $900 million last year alone," said Fergeson. "I don't hate credit unions, really. A lot of the blame is on the managers," he added. Fergeson also predicted that the credit union tax-exemption was doomed. Then his comments really got nasty! Besides Bianchini, a number of credit unions at the grassroots responded to his barrage of inaccurate information. For example, in a couple of recent letters to the editor printed in Credit Union Times, Fergeson's vitriolic comments were dismissed with comments like this one: "Mr. Fergeson should know that the ultimate payer of all taxes is the end consumer of any product or service." One of the best responses came from the CEO of Idaho Falls Teachers Credit Union, Phil Sorensen, in a thoughtful and lengthy e-mail to me. Among other things, Sorensen said, "Credit unions do not pay taxes because they are a legally recognized not-for-profit organization. What Fergeson and the ABA don't want consumers to know is that when they deposit in a bank, they have no say in the operations or policies of that bank." Well said. Sorensen went on to point out other significant differences between credit unions and banks, especially in his home state where credit unions received full congressional support in the H.R. 1151 battle. Fergeson proved once again that bankers are very skilled at getting under the skin of credit union supporters. But more than any other banker in recent memory, Fergeson's comments were so off the wall that it finally hit me that once again that credit union people were letting bankers set their agenda. Bankers spout off! Credit unions respond! Act! React! It never seems to happen in reverse. As good as the verbal and written responses were to ignorant comments like Fergeson's, I think it's time for credit unions to employ a completely different strategy when bankers open their mouths to spew forth anti-credit union venom. Let me explain it this way: when someone was once asked his opinion on whether apathy or ignorance was the biggest challenge facing credit unions, he said, "I don't know, and I don't care." That's the way we ought to approach people like Fergeson when they spout off. We simply need to ignore them. Why give their stupid utterances validity by not only responding immediately to them, but doing so in considerable detail? Incidentally, another thing I've noticed is that most credit union responses also contain errors as they attempt to explain the credit union difference. For example, one credit union respondent to Fergeson stated emphatically that credit unions shouldn't be subject to Community Reinvestment Act (CRA) provisions because all credit unions already do what CRA requires voluntarily. Oh? Another said that having unpaid volunteers is what makes a credit union a credit union. Not really! Others attacked bank profits and staff salaries. Not relevant! Comments like these give added fuel to banker arguments. The best thing that credit unions could do after a guy like Fergeson shows his considerable ignorance is to treat him in kind, with ignorance, and then with a heavy dose of apathy. Frankly, I need to practice what I preach. When I first thought of doing this column, I was going to take Fergeson on point by point. But then I thought, why bother? Fergeson is the kind of guy who will just fade into the woodwork sooner rather than later. That is, unless we keep him alive by putting him on the front page like we did at Credit Union Times (May 3, 2000). In hindsight, I wish our editors had instead chosen to ignore his nonsense (there's that family publication word again) completely, or at least buried his rantings in the back of the book. I think it's time that credit unions concentrate on disseminating positive facts about credit unions, but not as an overreaction to banking industry attacks. Comments? Call 1-800-345-9936, Ext. 15, or Fax 561-683-8514, or E-mail mwelch@cutimes.com....

University Federal Credit Union, Austin, Texas, has named Tony C. Budet president and CEO. Community Credit Union, Plano, Texas, Vice President of Mortgage Lending Donna Neal has been appointed to the Fannie Mae Credit Union Advisory Council. Federal Employee Credit Union, Oklahoma City, Okla., has promoted Sabrina Waner executive vice president, Amy Petty vice president of operations and Nancy Byers vice president of business development....

Alaska USA Federal Credit Union, Anchorage, has promoted Tony Steadman to regional vice president, Whidbey Island. Heritage Community Credit Union, Cordova, Calif., has added Susan Bell Nicholson to its financial services division. Educational Employees Credit Union, Fresno, Calif., has promoted Thomas Gemetti to senior vice president of information services. Hawaii State Federal Credit Union, Honolulu, has announced the following management changes: Diane Fong, sales and service manager; Corlis Nihei, operations support manager; Thomas Okimoto Jr., chief information officer; and Dean Tamanaha, finance manager. Idaho Credit Union League, Boise, has appointed the following officers to its board: Idadiv Credit Union CEO Shirley Williams, chairman; East Idaho Credit Union Vice President of Lending Mike Klements, vice chairman; and Lewis Clark Credit Union CEO Joan Erickson, secretary/treasurer. In addition League Services, Inc. has elected Beehive FCU President/CEO Shane Berger, chairman; Latah FCU President/CEO Glenda Hart, vice chairman; and Coeur d'Alene Teachers President/CEO Joyce Henry, secretary/treasurer. Nevada Federal Credit Union, Las Vegas, has named Michael De Stefano vice president of marketing. U-Lane-O Credit Union, Eugene, Ore., has promoted Lee Anne Brockelman from personal representative to assistant branch manager...

Royal Credit Union, Eau Claire, Wis., has named Bill McCullough financial network investment corporation registered representative and Carolyn Larson loan processing supervisor. Members First Credit Union, Midland, Mich., has named Darin Franklin information technology administrator. Michigan Credit Union League, NorthvilleTownship, has appointed Jennifer Wyble grassroots coordinator....

San Antonio Teachers Credit Union, has awarded five $1,000 Frank Price Cunningham Memorial scholarships to the following students: Lauren Marie Mielke, MacArthur High School; Michael Joseph Shearn II, Tom C. Clark High School; Wendy Waco Herber, Somerset High School; Juan Ramon Garcia, Highlands High School; and Tamara Joy Markall, Dilley High School. SATCU has $296.6 million in assets and serves 58,971 members. Toledo Area Catholic Credit Union, Ohio, has awarded five students with scholarships to attend a Catholic elementary and high school. Two $500 one-year scholarships are awarded to students attending 7th or 8th grade and three $1,000 one-year scholarships are awarded to students attending high school. The awards were based on academic achievement, demonstration of school leadership and participation, performance of community/church service, employment opportunities and a 300-word essay with the theme of "What does your Catholic education mean to you?" The recipients of the $500 scholarship are Patrick Hoehn and Jessica Hilderman. The recipients of the $1,000 scholarship are Jessica Wagner, Elizabeth Davis and Jennifer Kasten. Florida Commerce Credit Union, Tallahassee, has awarded a total of $5,000 in scholarships to three seniors. Winners were selected based on academic achievement, extracurricular activities, community involvement and essay responses to the question "How will electronic commerce effect college students in the new millennium?". The three recipients are Kelly Wiley Ballentine, Godby High School; Kaitlin Ann Godwin, North Florida Christian and Ross Harmes, Richards High School....

Community Credit Union, Plano, Texas, has received CUNA Marketing Council's Best Award for its Outdoor Advertising Campaign including billboard and transit advertising at the Diamond Awards. The Diamond Awards are judged by asset size in various categories. In addition to the Competition's Best Award, CCU has been presented with the following first place Diamond Awards among credit unions with more than $300 million in assets: Complete Campaign; Newsletters(Four Color); and Outdoor Advertising. CCU has also received an Award of Merit in the Community/PR Event or Program category. Pennsylvania Credit Union League, Harrisburg, has named Timberland Federal Credit Union Marketing Director Carrie Richards the 2000 Credit Union Youth Ambassador of Pennsylvania. Contestants between the ages of 17 and 25 were judged on their knowledge of credit unions and their ability to communicate that knowledge. Richards has been awarded $1,000 and will speak to credit union officials across the state at League events and regional chapter meetings. In addition, US Airways FCU Marketing Specialist Michelle Cunningham has been selected as first alternate and earned a cash award of $750 and LANCO FCU Loan Coordinator Lori Chambers has finished second alternate and earned a cash award of $500. Idaho Credit Union League, Boise, has awarded trophies to the following credit unions in recognition of their fundraising efforts for Credit Union for Kids, an organization for the Children's Miracle Network: In the under $5 million in assets category; Simcoe Credit Union, Burley, raising the most money per credit union; Inkom Cement Employees Credit Union, raising the most per member; Canyon Teachers Credit Union, Nampa, raising 763% more than in the 1999 season. In the $5-$20 million in assets category; Pine Tree Community Credit Union, Grangeville, raising the most money per credit union and per member; and SEI-US Employees FCU, raising 187% more than in 1999 season. In the over $20 million in assets category; Idahy FCU, Boise, raising the most money per credit union and per member; and East Idaho Credit Union, Idaho Falls, raising 423% more than in the 1999 season. Schreiner, Legge & Co, Springfield, Va., an accounting and consulting corporation, has announced that Managing partner David R. Legge has received the 1999 Outstanding Member Award from the Virginia Society of CPAs. Legge was recognized for his community and civic involvement as well as his service to the accounting profession and the Society. Gateway Metro Credit Union, St. Louis, Mo., has been awarded the Colleen Good Memorial Marketing Award for its credit card program. The program has been recognized as the fastest growing program in the U.S. for credit unions under $100 million in assets. Gateway Metro has $93 million in assets and serves 19,000 members. Bell Tel Credit Union, Orlando, Fla., Chief Financial Officer Richard H. Simonton, Sr., and Member Service Manager Donnette F. Adamczyk have received a Masters of Arts in Corporate Communication and Technology from Rollins College of Orlando....

Desert Schools FCU, Phoenix, has donated $34,000 to Phoenix Children's Hospital Foundation. Money was raised through a variety of events including employee fund raisers, the sale of bean bag animals and holiday music through the credit union's 15 branches, and the Desert Schools Children's Miracle Network golf tournament. Novi Community Credit Union, Mich., has sponsored and mentored a group of Novi High School students to victory for Distributive Education Clubs of America, an extracurricular club that enhances business and marketing education. Students attend an annual statewide DECA conference where they take exams, role-play business situations for a panel of judges, submit research papers and give presentations relating to various topics. The students are now qualified to compete at the national conference in Louisville, Ky. Hudson Valley FCU, Poughkeepsie, N.Y., has donated 157 teddy bears to the Child Abuse Prevention Center, an organization dedicated to the prevention of child abuse and neglect. The teddy bears are provided as comfort to children in need. HVFCU has over $1 billion in assets and serves more than 113,000 members. Oregon Credit Union League, Beaverton, has announced that Oregon and SW Washington credit unions have raised a total of $510,000 for Doernbecher Children's Hospital and the pediatric units of Sacred Heart Hospital and Rogue Valley Medical Center. This is the second highest total in their 15 year effort to improve health care for children. This year's fundraising effort marks the end of the first year of a five-year campaign by the credit unions of Oregon and SW Washington to raise an additional $2.5 million to endow a Chair for the Department of Pediatrics at Doernbecher Children's Hospital....