bank mecu - responsible banking

The ongoing training and development of staff is critical to the ongoing success of bankmecu. bankmecu supports career development to improve staff job satisfaction and performance, which ultimately contributes to the satisfaction of bankmecu customers.

All employees participate in an annual performance review. The review assists in identifying both professional and personal development opportunities for staff. These opportunities are then fulfilled through a combination of on-the-job and external training.

Internal training occurs through courses, self-paced learning, formalised workbooks and ongoing on-the-job training. To complement training, all relevant information regarding legislation, products, policies, processes and procedures is available on bankmecu’s intranet, and via bankmecu’s online Policy Communication Server.

External training is provided by a number of different organisations. Staff undertaking undergraduate and post graduate university courses were supported by study assistance which includes funding for subject fees and time off to attend classes and exams where required.

In 2010/11 staff completed approximately 228 courses* comprising:  

• 208 short courses*
• 14 conferences; and
• 6 qualifications under bankmecu’s Traineeship Program or Australian Financial Services License (AFSL) requirements.

*Definition of a ‘course’ at bankmecu is any form of training or seminar undertaken or attended, either internally or externally, which does not result in a qualification.

bankmecu spent a total of $277,377.31 on employee training and development in 2010/11, this equates to $902.45 per FTE. 

The average number of hours spent in training per employee in 2010/11 equated to 38.4. This does not include attendance at conferences and qualifications training or any training completed by staff members whose employment was terminated throughout the 2010/11 reporting period.

Figure 6k: Employee training hours by gender and employment category undertaken in 2010/11

Figure 6l:  Average training by gender 

Figure 6m: Training programs offered and hours undertaken in 2010/11 by gender

* Note: Staff may complete more than one training module under a course category within a given year.  Figures include actual training hours completed by all staff members excluding staff who have terminated employment within 2010/11 (i.e. they are not calculated by FTE).

Figure 6n: Average hours of training by employment category

bankmecu’s review process extends to the examination of delivery mechanisms used for existing training programs and the possibility of adopting more sustainable methods as appropriate. In 2010/11 this has seen an increase in the number of training programs delivered in an online capacity rather than paper and travel based. This process will continue to be reviewed periodically to meet the needs of the business.  

Induction training at bankmecu is held approximately once every two months and is a collaborative effort of Executive Management and staff. A presentation is given by a representative from each department on what the department does and how the department fits into the organisational structure of bankmecu.

Topics covered include Wellness, Human Resource policies & procedures, Financial Services Reform Act, Anti Money Laundering, Training, Bullying and Harassment, Fire and Evacuation, Armed Hold-up, Company Structure, Occupational Health & Safety, Performance Planning, the benefits of working at bankmecu and the history and culture of bankmecu and that of the international credit union industry.

 After their induction to bankmecu, staff receive regular updates on company initiatives and performance through staff team meetings, corporate communications and one-on-one meetings with their line manager.

Training in sustainability

Throughout 2010/11:

• ‘Sustainability at bankmecu' presentations were included in the staff induction program. This gives new staff an overview on what sustainability means at bankmecu and why the Company has embraced it. All speakers include sustainability elements in their presentation and explain the expectations and benefits of working in a company that values sustainable work practices.
• ‘EcoDrive’ training is also provided in all employee inductions, providing guidance on safe and fuel-efficient driving techniques.
• Members of the Footprints Committee were given the opportunity to attend various sustainability events and programs throughout 2010/11. For example, the Koorie Trust “Walkin’ Birrarung – The Yarra Cultural Walk”, Waste Wise events and the Australasian Reporting Awards Dinner.

In 2009/10 bankmecu developed its own bankmecu online brand and sustainability training program.  A three module online training program was created and the rollout to staff commenced in 2010/11. The program will continue to be rolled out in the 2011/12 year and will remain as one of the core training requirements for all staff to complete.

bankmecu has explored different types of recognition programs to acknowledge and reward those staff members who make a significant contribution towards bankmecu’s sustainable development. During 2010/11, Footprints ran a Sustainability Superstars competition in May 2011. Winning staff members will visit bankmecu’s Conservation Landbank properties and attend the Annual Wimmera Biodiversity Seminar in September 2011 with funds provided by Allianz to support the program.

Other training

Staff also have the opportunity to attend various other forums and conferences throughout the year. For example, staff attended the conferences listed below during 2010/11: 

• Association of Australian Teachers Credit Unions (AATCU) Conference
• Credit Union Industry Breakfast
• Mutuals Industry Insight Conference
• Abacus Conference
• World Council of Credit Unions (WOCCU) Conference
• Credit Union Foundation of Australia’s (CUFA) Cambodian Leadership Challenge
• CUFA Fijian Leadership Challenge
• Australian Institute of Company Directors Conference Beijing

As part of the nomination process for staff to attend conferences, staff are required to provide an overview of their ideas on sustainability and how they can be implemented at bankmecu.

The introduction of bankmecu’s Reconciliation Action Plan, has resulted in the inclusion of Cultural Awareness training for bankmecu staff. In 2010/11 a total of 611 hours of Cultural Awareness Training was undertaken by staff. Cultural awareness training will continue to be included in bankmecu’s training strategy as bankmecu’s Reconciliation Action Plan evolves.

Training initiatives for 2010/11 were linked to significant cultural events in the Aboriginal and Torres Strait Islander calendar and included those such as National Reconciliation Week and Naidoc Week. Members of the Reconciliation Action Plan Working Group and the Footprints committee were offered the opportunity to participate in the Koorie Trust “Walkin’ Birrarung – The Yarra Cultural Walk” cultural tour in the Melbourne central business district. The event provided participants with valuable insight on the areas of indigenous cultural significance in the region and a history that precedes John Batman.