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Enhancing Examiner Job Satisfaction: Feedback and Compensation Survey

This survey explores existing problems affecting examiners in the office and field, suggests remedial measures, and gathers feedback on financial rewards and job satisfaction relative to superiors and peers.

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Enhancing Examiner Job Satisfaction: Feedback and Compensation Survey

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Presentation Transcript

  1. ARBEX SURVEY/QUESTIONNAIRE

  2. No. of respondents - 38

  3. WHAT EXISTING PRACTICES OR PROBLEMS (IF ANY) AFFECT YOUR JOB AS AN EXAMINER IN THE OFFICE AND/OR ON THE FIELD?

  4. In the Office

  5. Problems on field

  6. COMPLAINTS/ACCUSATIONS THAT MAY HAVE ADVERSE EFFECTS ON YOUR GOOD IMAGE AS A PUBLIC SERVANT • Abusing hospitality of rural banks and demanding certain favors from bankers. • Requesting reimbursements of receipts, plane tickets, representation fund for the boss. • “Selling” of exceptions • Requesting for girls, entertainment and lavish treatment • Requesting plane/bus tickets for free • Borrowing from banks without paying • Selling different products to RBs as examiners captive market

  7. SUGGESTED REMEDIAL MEASURES • Create “code of conduct” for examiners • Enhance moral values • Conduct full-blown investigation to ferret out the truth of complaints/cases about erring examiners to spare the innocents and punish the guilty. If proven false, demand for apology. Otherwise, do not give anymore field assignments to erring examiners. • Require the personnel being complained to explain to officers of the department • Require banks to name abusive examiners and not to entertain complaints if unwritten, anonymous, unsigned or hearsay only

  8. REASONS/COMMENTS OF THOSE WHO ANSWERED DEFICIENT AS TO FINANCIAL REWARD/COMPENSATION • Deficient, considering the no. of years in the service in the same position without any promotion. • Per diem is not adequate to cover hotel/lodging expenses. • Some Bank officers of lower rank receive or compensated equally with those of higher ranks. • Compensation not enough vis-à-vis responsibility and accountability. • No hazard pay given to those assigned in remote areas and subject to hazards of travel by land, ship or air. • Obtain only 50% performance incentive. • Feeling of being bypassed.

  9. Is there anyone who feels his salary is adequate?

  10. COMMENTS/REASONS OF THOSE WHO ANSWERED ADEQUATE AS TO FINANCIAL REWARD/COMPENSATION • Salary is now competitive with private financial institutions. • High pay, moderate work. • Commensurate to present position. • Adequate considering there is not much pressure of work. • Considers compensation adequate but hopes for upgrading or increases in salaries and more financial packages. • It’s not all money or compensation.

  11. COMMENTS OF THOSE WHO ANSWERED SATISFACTORY ON JOB SATISFACTION RELATIVE TO SUPERIORS/PEERS • My job satisfaction is not dependent on who my superiors and peers are because I like what I am doing and am just happy doing this job. • Get along well with both superiors and peers.

  12. COMMENTS OF THOSE WHO ANSWERED NEEDS IMPROVEMENT ON JOB SATISFACTION RELATIVE TO SUPERIORS/PEERS • Travel assignments and other duties are not fairly distributed. Managers should see to it that field assignments are fair to all. • Good works are not recognized hence, examiners tend to be just average and not exert extra effort. • There are superiors who do not know or make some effort to motivate and encourage their people. • Some superiors should attend seminars to enhance their “people management” and learn to point out mistake of examiners in a manner that befits a professional.

  13. COMMENTS OF THOSE WHO ANSWERED NEEDS IMPROVEMENT ON JOB SATISFACTION RELATIVE TO SUPERIORS/PEERS • In evaluating examiners performance, rating should not be based only on his/her clerical expertise. • Superiors don’t enforce office policies strictly. The buddy-buddy system breeds “soft” managers. • New circulars, regulations, CAMELS, RAS are not thoroughly discussed to come up with uniform/standardized report. There should be periodic staff meeting to discuss gray areas. • Lack of team building seminars for examiners.

  14. COMMENTS OF THOSE WHO ANSWERED NEEDS IMPROVEMENT ON JOB SATISFACTION RELATIVE TO SUPERIORS/PEERS • There should be feedback on final ROE to inform EIC of changes/revisions made on his report. • Favoritism must be minimized. • Some peers should strive to be more accurate with their task/work. • Some peers are so concerned of going home early that work has become below par.

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