Desert Schools FCU Reviews

Updated August 19, 2015
56 reviews filtered by
  • Any Location
  • Any Job Title
  • Full-time
  • Part-time
Employment Status

Reset
2.6
Rating Trends
Recommend to a friend
Approve of CEO
Desert Schools FCU President and CEO Susan C. Frank
Susan C. Frank
30 Ratings

Pros
  • Good work environment , Good Benefits, (in 3 reviews)

  • Its a Credit Union so you are really able to help people there (in 2 reviews)

Cons
  • Senior management somewhat incompetent (in 3 reviews)

  • Most back office employees have no chance at incentive/bonuses, no matter how productive (in 2 reviews)

More Pros and Cons

56 Employee Reviews

Sort: Popular Rating Date
  1. Good place to work

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Member Solutions Representative in Tempe, AZ
    Former Employee - Member Solutions Representative in Tempe, AZ
    Recommends
    Positive Outlook
    Approves of CEO

    I worked at Desert Schools FCU (More than 3 years)

    Pros

    Great Company and upper management staff. Good monthly incentives along with solid base hourly pay.

    Cons

    Out of date employee system. But it was being corrected as I was leaving the Credit Union


  2. Helpful (1)

    Meh

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Software Engineer
    Current Employee - Software Engineer
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    I have been working at Desert Schools FCU (More than 3 years)

    Pros

    I honestly don't know what to put as a pro.

    Cons

    No one care what you have to say or contribute.

    Advice to Management

    It's 2015.


  3. Helpful (1)

    Teller

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Teller in Phoenix, AZ
    Former Employee - Teller in Phoenix, AZ
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    I worked at Desert Schools FCU full-time (Less than a year)

    Pros

    Amazingly loyal customer base, great management, constant learning experience great team ethic, good benefits.

    Cons

    Sales are more important than making members customer at the end of the day.

    Advice to Management

    Don't put sales responsibilities as the main objective, the members and their comfort is what's most important.


  4. Is this helpful? The community relies on everyone sharing – Add Anonymous Review


  5. Helpful (7)

    Run. Anywhere but here…

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Desert Schools FCU full-time

    Pros

    They raise a lot of money for the community and have lots of volunteer activities for employees. The pay is competitive in some areas of the business with 401k matching, flex spending, etc. There are employees who really care about the member experience and moving the business forward.

    Cons

    If you’re considering working at Desert Schools in any back office position here is what you need to know. At one time I’m sure this place had a heart, cared for their employees and took employee complaints about management seriously. Today leaders are allowed to mistreat, target, bully and create a hostile work environment with no consequence. To read more about how the IT department is managed and how the organization and HR have dealt with complaints please read the review titled “Just. Don't.”

    If you’re a marketing professional considering employment at Desert Schools please reconsider. The executive marketing leadership in this company is incompetent with no technical, strategic, tactical or applied knowledge of marketing. Instead of innovating, unactionable member data is presented year after year to executive leadership and never applied to any marketing strategies, tactics or plans. The marketing department has no yearly planning, goals, objectives or accountability for its budget or performance; it simply follows the sales goals set at the beginning of year.

    For seven years it’s Groundhog Day, throwing away money on banner ads, sending untargeted emails and tripping over each other to understand the basics of SEM, social media, lead generation and branding. Each year the Creative Team is a slave to corporate clients who get what they want no matter how ludicrous, ineffective and despite negative ROI.

    The real creativity and strategic effort that comes from this department is met with opposition from the all areas of the business because the executive marketing leadership cannot effectively speak to the strategies directors and senior staff inside the department recommend. This includes baseline strategies like content marketing, inbound marketing and targeted campaigns.

    Because of this and because one particular executive marketing leader felt threatened or couldn’t deal with conflict; new talent hired within the past two years has been systematically bullied, targeted and unjustly performance managed out of the organization. These are leaders with mottos such as “Make my life easy and make me look good.”

    Over the course of the last year, a large group within the marketing team filed a joint complaint against a member of the executive marketing leadership along with several other individual complaints about this individual. These complaints covered items like lack of communication, favoritism, severe lack of integrity, unprofessional behavior, bullying, targeting individuals and trying to get them fired because they disagree, stripping responsibilities from employees in retaliation, moving groups of people to different floors in retaliation, fits of rage and many other items.

    This wasn’t the first time that complaints had been filed against this particular executive leader by marketing employees, it had occurred more than once in previous years. But, despite the continued efforts of the employees to get help and defend against this marketing leader, the situation was swept under the rug and blamed on poor communication. HR provided no relief from the leader's systemic vindictive actions; they handled it casually with no communication or visible consequence. The CEO/President, Executive President and HR allowed this executive marketing leader to continue to destroy morale and target employees for termination.

    The culture:

    The organization is sales based; its emphasis is bombarding members with irrelevant product advertising to meet quarterly and yearly goals. Go to any branch and you will see walls, TVs, counters and every corner of the building littered with sales materials. Now go to Chase, Bank of America and Wells Fargo and see the difference. On top of that you won’t be asked if you want to refinance your car every time you make a transaction.

    Desert Schools spent the last two years (and probably a crap load of money) rolling out corporate propaganda called Momentum. On the surface it’s suppose to help the culture be service oriented. It was mandatory for all employees to go through this exhaustive training. The reality is that it didn’t change the culture at all; nobody effectively used the techniques that were taught over the course of 20 hours. When conflict arises, instead of communicating people throw fits, complain and try to get what they want by manipulating their VP. The word “no” is strictly prohibited.

    In conclusion, Desert Schools seems to have lost their way. Their reputation was a family oriented workplace that cared about its employees, members and the community. Now they let their employees be mistreated, bullied and unjustly terminated. They put sales goals above member needs. While they still give to the community much of it is stale public relations play lacking the heart that made the organization a part of the community instead of one that exploits it and the people within it.

    Advice to Management

    It's despicable how you allowed a department to be treated the last year. I suggest you listen to employee complaints and remove ineffective leaders or put yourself at risk for even more lawsuits.


  6. Helpful (4)

    Soul-Crushing Environment

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Desert Schools FCU full-time

    Pros

    There are a handful of good people in the company (for now) who actually care about what’s best for the credit union and its members. There also is a significant amount given back to the community.

    Cons

    The credit union as a whole has gone downhill fast. The morals and values have withered away to nothing, switching from a “people first” organization to a “sales first” organization. Employees are treated like garbage and often tossed aside like trash, especially by executive leadership. When employees try to bring attention to any issues by going to the proper resources (HR) due to not feeling safe, the issues are always brushed aside and deemed unimportant. This goes for several departments throughout the organization. The lack of vision, heavy sales focus, and little care for employees is absolutely horrendous, and it seems to be the worst in marketing. The executive leadership of marketing has single-handedly destroyed any vision and talent brought into the organization out of their own inexperience and insecurities. They have bullied and manipulated their own team so much that they even tried to turn them against each other on numerous occasions. This has caused catastrophic damage to the entire marketing team over the years. Numerous employees have tried to talk to the leadership about these issues, and have been put on a passive-aggressive chopping block, job duties ripped away from them, and bullied to the point where they are pushed out of the credit union. And in some cases, employees have even been verbally attacked. When those on the team are in so much fear that they have to go to HR in hopes of a solution – the entire situation is swept under the rug, showing that the credit union as a whole doesn't care and supports this kind of terrible leadership. This isn’t something that has only happened once or twice either - it has happened countless times over past several years. Beyond marketing, the various internal units within the credit union have absolutely no respect for one another. Most of the executive leadership has tunnel vision and could care less that their own sales goals & tactics harm the reputation of the organization. Decisions are made on feelings and personal vendettas, not on what is actually good for the members and employees. Yes, profit is good, but what’s even better is the respect and loyalty of the hard-working people who trust the credit union with their financial well-being. Eventually this culture is going to cave-in on itself and the credit union is going to crumble.

    Advice to Management

    Not that they’re going to listen, but here’s some advice anyway: kill the sales culture. Go back to your roots and be there for the members – profit will follow with excellent service and better technology. And it would probably be best to reconsider who you have at an executive level. When issues arise from your top employees, don’t just sweep them under the rug. Do something. Hold people accountable for their actions, especially those who have a track record of destroying their own team. And finally: take better care of your employees. If you have to be told how to do this, you probably shouldn’t be responsible managing people.


  7. Helpful (3)

    Financial Services Wills and Trusts

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Phoenix, AZ
    Former Employee - Anonymous Employee in Phoenix, AZ
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Desert Schools FCU full-time (Less than a year)

    Pros

    The pay is somewhat low for the industry but benefits are good, vacation time is decent after a few years, there is opportunity in the credit union.

    Cons

    Financial services is very different from the credit union. Unrealistic expectations, expectations changed and were inconsistent, overwhelming workload, supervisor has no leadership ability, has no experience practicing in the field and very limited knowledge and understanding but is friends with the CEO, office gossip and backstabbing is unreal, not following required legal rules and regulations, focused on making money and production speed instead of taking time and doing the right thing for the members

    Advice to Management

    set clear expectations and goals that aren't all about making money, get managers with experience and leadership ability


  8. Assistant Service Manager

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Recommends
    Positive Outlook

    I have been working at Desert Schools FCU full-time

    Pros

    Largest CU in AZ so they aren't going anywhere anytime soon, allowing you a lot of opportunities to advance!

    Cons

    Work branch hours can be a negative for some.


  9. Good place, has some issues

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Phoenix, AZ
    Current Employee - Anonymous Employee in Phoenix, AZ
    Recommends
    Positive Outlook

    I have been working at Desert Schools FCU full-time (Less than a year)

    Pros

    Great place to work at. Has many great benefits and great people to work with.

    Cons

    A growing sales culture seems to be damaging the culture.

    Advice to Management

    Focus more on relationships instead of sales.


  10. Helpful (4)

    Just. Don't.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Professional in Phoenix, AZ
    Current Employee - Professional in Phoenix, AZ
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    I have been working at Desert Schools FCU full-time (More than 10 years)

    Pros

    You will gain some lifelong friendships along the way.

    Cons

    IT Senior Leadership is corrupt. Executive Management does not see how the new CIO has hurt morale, productivity and employee loyalty in IT. Women who flirt with him are promoted and those that do not are treated poorly and in a disrespectful manner. Human Resources is part of the problem and cannot be trusted to respect and honor the employee's best interest. The person in charge of employee relations is also the same person in charge of recruit and ensuring that the company does not fire any employees. These are the numbers focused on (no unemployment payout) vs how many employee grievances have been resolved. I miss the days in which the company not only spoke about its core values but actually embodied them.

    Advice to Management

    Investigate the issues you continue to hear about in IT.


  11. From Full time to Part time

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Teller in Mesa, AZ
    Current Employee - Teller in Mesa, AZ
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Desert Schools FCU part-time (More than a year)

    Pros

    Great company with many advancement opportunities. Has good benefits, and a major bonus is tuition reimbursement. Member facing positions have a monthy incentive they can earn according to sales performance. Management can be flexible with time off and there are chances to win PTO through contests and other activities.

    Cons

    Desert Schools is Arizona's largest credit union, and sometimes I feel they mix their identity sometimes with the large banks like chase or well's fargo. The sales expectations are reasonable if you are at a busier branch and not hard to meet if you are persistant. But at some of the slowest branches I do not know how they make their goals. Goals are credit union wide. Benefits are expensive for a part-timer. It is required to stay in the same position for 1 year before switching locations or advancing in the company. They do have exceptions for special circumstances.

    Advice to Management

    Continue to offer coaching and support to new additions to the team. There seems to be a high turn around of tellers and possibly look into why that is. More competitive pay? Quicker advancement time?



Showing 56 of 56 reviews
Reset Filters
RSS Feed </> Embed

Your response will be removed from the review – this cannot be undone.