Arizona Federal Credit Union Reviews

Pros

great job to work at and over all grow at no complaints

Cons

employees but where wont you deal with that

Advice to Senior Management

keep the loans with people you can trust to disperse them. also with people that can pay them or have legal action taken against them.

Pros

Friendly environment.
Employee development programs.

Cons

Low incentives for performance.
Difficult to receive promotion.

Advice to Senior Management

Improve incentive programs.

Pros

Small company who really cares about their employees and customers

Cons

Not too many opportunity for new positions.

Advice to Senior Management

none

Pros

Although the credit union is going through a rough patch they still offer a competitive benefits package and decent salary. The CEO does communicate with staff and his updates are often on target and timely. Name recognition, the CEO knows who you are and cares about staff.

Cons

There are definitely areas of great concern that no one wants to deal with.

1.How to stop the flow of employees leaving (retention rates are low- but when you are not replacing people and expect others to just take on more- employees get burnt out fast) The credit union will continue to bleed staff unless these serious issues are addressed. Look at the Marketing Department. Almost the entire staff has left (10 people) since their Director came on board- yet they have all left and she is still there. Most of them found better opportunities, but all of them I have talked with made it clear to me they never would have searched for a new job if they had been happy with their situation.

2.No one is questioning Risk Management Leadership- we are charging off loans like it is no one's business and their team is credited with making progress week after week? What progress are they making if the majority of loans are being charged off (according to the CEO's last update)

3. Member service sucks- Ask any member who waits on the phone or in a branch for 20+ minutes which is the norm these days and no one is addressing the true issue which is a lack of competent staff

4. Why are we marketing to the same members over and over? I have received some kind of credit offer every other month for the last 9 months and so have most of my family members. I don't even look at them anymore- I throw them away. It simply shows how truly desperate the organization is for loans. But unless they are going to offer competitive rates (I have a 780+ FICO and can get 0.0% financing elsewhere) they won't get business from money conscious customers including me.

5. Staff at the Director level were promoted when times were good and most don't deserve to be there, most of them need serious coaching, but this hasn't happened and most likely never will due to major sucking up to senior management from this crowd.

6. If you are friends with the right people (one VP in particular who is under qualified himself) you will get promoted whether you deserve the promotion or not simply because you are friends with this individual. Talk about nepotism, but this has never and probably never will be addressed.

Advice to Senior Management

The credit union has a lot of serious issues and no one seems willing to shake things up. If we are going to survive Risk Management's leadership team needs to be shaken up as they are not at all effective. Weekly pep talks are not leading to smaller dollar amounts being charged-off every month. They are not the organizational savior, far from it. They are the leading contributor to our demise if things don't change soon.

Quarterly updates are nice, but more frequent updates would keep everyone abreast of our top priorities.

Start requiring exit interviews again. People are leaving for two main reasons:
1. Their boss sucks
2. They are burnt out and tired of taking on the jobs of multiple people with no pay increases and no thanks in return

Find out why and deal with these issues so you can preserve staff from bad management.

Pros

The core of Arizona Federal is kindness, respect and do your best.

Feel free to disagree but make sure you have a plan B to suggest and work on

The CEO writes a quarterly information email. It is open, direct and even sometimes funny. He must hear gossip because he will reference the gossip and comment on if it hits the mark!

The people who work here are kind to each other and to the members.

The members are way involved. They know the staff, the management and what is going on at the Credit Union

Senior management has an open door policy and they actually mean it and believe in it.

Efficiency suggestions are well-taken

Transparency. No surprises.

The CEO is smart and a hard worker

My managers are smart and hard workers

Cons

Although Senior management has an open door policy and they actually mean it and believe in it, this doesn't necessarily always trickle down to the next level of management. I don't know why that is, it just is.

No non-management level telecommuting

The branches run lean (short-staffed) and our managements' management is buried in paperwork instead of helping out on the front lines

Advice to Senior Management

I've worked at several branches helping out. It would be a benefit to look at the branch network for staffing.

Pros

-Benefits package
-Time off program
-Most of the senior management team are friendly and approachable

Most of your experience will depend on your boss If you have a great boss things will move smoothly.

Cons

-Lack of consistent communication
-Small raises
-Don't pay employees what they are worth unless they leave and come back
-Don't value education
-Promote people to management positions that are nowhere near qualified
-Don't offer enough opportunities to move up in the organization
-Unwilling to listen to employee feedback and actually make changes
-Huge VP team, why do we need so many
-Seem afraid to fire people who are not performing their job duties, they are more interested in giving what seem like hundreds of "warnings"
-Unwilling to consider new ideas-those that do are considered dissenters

Advice to Senior Management

Communicate with your staff more often. They are smarter than you think they are. Fire the people who consistently have performance issues they drag us all down.