It's a job - the salaries are terribly low - Recensione dipendente - Dipendente anonimo presso Delta Community Credit Union

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.