staffing plan for financial branch manager

Financial Branch Manager Staffing

PlanCalifornia Bank

Whitney Bachino

Lina Chu

Erika Ilanan

Shannon Nishimura

Eric Schmidt

March 10, 2008BUS 475

GETTING STARTED…

• Banking Branch Manager

• The Job Description and Specification

• Rewards Matrix

HiringTimeline

RECRUITMENTTarget Population:

• Key KSAO Shortages– Candidates with new skills and ideas

• Diverse Groups– Women, minorities, and etc.

• Former Employees– Faster and cheaper recruitment process

• Internal Candidates– To promote within

SOURCES OF RECRUITMENT• Recruiting Online

– Large pool of applicants to choose from• Executive Search Firms

– Familiar with higher-level positions• Job Posting• Skills inventory

– Listing of the KSAOs held by each employee• Employee Referrals

– Decreased hiring time, lower cost

Step 1: Resume & Cover Letter• Submitted to HR Dept of CA Bank

• General KSAOs inferred

• Previous banking experience (2-5 years) in management & financial analysis

• B.S. Business, Finance or relevant financial training

Step 2: Application Blank

• Used for legal purposes

• Given before the interview to fill out

• Used to check consistency with resume

Application Blank

Top 10 Items Identified as Inadvisable

Step 3: Biodata Instruments•Previous problems, education, opinions, values, interests

•Scored with: Empirical Keying Method – statistical analysis

•High cut off scores

Step 4: Integrity Test

• Predict likelihood of deviant behavior

• Theft is highly likely in banks

• Employee Reliability Index (ERI) scored from Hogan Personality Inventory (HPI)

Step 5: Phone Interview•Brief interview with few scripted questions

•Questions kept concise and job related

•Subjects covered: experience, qualifications, knowledge, and communication

•Subjects rated on a 1-5 scale and summed for a total score

•Top 5 scoring applicants move on to the substantive selection processes

Step 6: Structured Interview• Panel• Benchmarks-superior, satisfactory,

unsatisfactory responses• Rating of responses (1-5)• Weight of questions (1-3)• Questions-Mostly Hypothetical/Situational

-Sample Question: -How would you balance the requirements

of the small customer who needs significant time spent verses the large institutional customer who represents a larger portion of your revenue?

Interview ScoringQuestion # Question Notes Rating (1-5) x Weight (1-3) = Score

1       x    

2       x    

3       x    

4       x    

5       x    

6       x    

7       x    

8       x    

9       x    

10       x    

 Total Score

Step 7: In-Basket Exercise• It will allow the firm to predict the

candidate’s ability to perform as a bank manager

• Includes: memos, phone calls, letters, requests, etc.

• Candidates’ scores will be based upon their organizing, analyzing, delegating, problem solving, planning, and managing programs skills

In-Basket ExamplesPHONE MESSAGE:

While you were out: Mr. Aquino called

And would like you to return his call

RE: Mr. Aquino is thinking of opening another location for his business and wanted set up an appointment to discuss loan options with you. He said this would be his biggest location yet, so he was looking at a sizeable loan.

In-Basket ExamplesEMAILTo: Pat Banker, Branch Manager, San Luis Obispo

From: Alice Bankee, Branch Manger, Atascadero

Subject: New Accounts

Pat,

I just got the numbers from last month. My new accounts are up 4%, many of them in the 35-49 age range. I think Community Bank’s new fee policy is driving people away from them and to our branch. I know that you have one of those banks in your neighborhood, so I thought I’d let you know of this potential.

Alice

In-Basket ExamplesTo: Regional Operations Vice Presidents

From: Security Services CC: Date: March 1, 2008

Re: Vault Security

It has come to our attention that some branches are leaving vaults open during the midday lunch rushes. Recently, we send each branch detailed information on protection of the vault and one item discussed was when it was acceptable to have the vault open. Please review this information with your branches and follow it immediately, as we have been seeing more problems in security when these rules are not followed.

Pat, Security specifically called me and mentioned your branch as a problem area. I would like written procedures from your branch on vault management and what your plans are for improving your employees following of procedure. -Amy

Finally!

• Final Decision – Involvement

• Job Offer

• Post-Offer: Background Check

• Orientation