ARBEX SURVEY/QUESTIONNAIRE

HIGHLYHIGHLYEFFICIENTEFFICIENT EFFICIENTEFFICIENT

NEEDSNEEDSIMPROVEMENTIMPROVEMENT

1. HOW DO YOU RATE YOUR 1. HOW DO YOU RATE YOUR JOB EFFICIENCYJOB EFFICIENCY

5 5 (13%)(13%) 24 24 (63%)(63%) 6 6 (16%)(16%)

No answer (8%)No answer (8%)

2. CURRENT 2. CURRENT JOBJOB SATISFACTION RELATIVE SATISFACTION RELATIVE TO:TO:

ADEQUATEADEQUATE DEFICIENTDEFICIENT

a. Financial Reward/ a. Financial Reward/ CompensationCompensation

27 27 (71%)(71%) 11 11 (29%)(29%) No answer (0)No answer (0)

SATISFACTORYSATISFACTORYNEEDSNEEDS

IMPROVEMENTIMPROVEMENT

b. Your Superiorsb. Your Superiors 21 21 (55%)(55%) 9 9 (24%)(24%) No answer (21%)No answer (21%)

c. Your Peersc. Your Peers 22 22 (58%)(58%) 5 5 (13%)(13%) No answer (29%)No answer (29%)

No. of respondents - 38

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

I. PROBLEMS IN THE OFFICE SOLUTIONSLack of printers. Existing printers not in good condition.

Request Administrative Div. to procure more printers, 1 for 2 examiners, or at least 3 per division

Circulars not systematically distributed to examiners

Resume practice of providing a folder for each examiner where copies of circulars are placed

Smoking, especially the bosses. Implement the policy of “No Smoking” in the office

No equal opportunities in promotion, seminars/training

Higher ups should be fair, and give everybody a chance to be counted, and be part of the few lucky ones

No promotion since joining BSP (20 years)

HRMD should review records of those who have not been promoted for years. Management should be informed not only at the department level, but up to the Monetary Board.

Promotion takes a long time even if there are vacant positions - a lapse of administrative head and director.

A career path for everybody, by expanding the ladder – example, from BO I to BO III to BO I to BO V to director

I. PROBLEMS IN THE OFFICE SOLUTIONSEfficient employees are given more jobs, and yet get no promotion while some inefficient personnel are not given any added work or special assignment.

Fair distribution of work and recognition - to prevent demoralization and tendency to become inefficient.

DRB examiners being looked down upon; some DRB officers have generalized their negative impression of examiners.

Let us all do our share to project a good image for DRB and be aware of our actions

Administrative division’s performance inefficient. Needs much improvement.

Re-shuffle officers of admin. div. and replace with capable persons, with good management and leadership skillsComputers easily breakdown Procure best quality computers

Hierarchy of signatories causes delay in release of communication

Bank officers should be able to reply to queries on subjects where he is competent, to eliminate unnecessary delay

PROBLEMS IN THE OFFICE SOLUTIONS

No sense of urgency in completing assigned tasks.No defined process of feedback on one’s performance

Implement a well-defined process of feedback to one’s performance.

Re-assignments of divisionNeeds of examiner not considered

Examiners should be asked of their preference of division/area of assignment

Anti-virus programs not updated

Provide regular updating of anti-virus programs

Insufficient time allotted in report writing which includes CAMELS/RAS etc.

Increase time allotted for report writing.Recasting of report should not be done by examiners.

II. PROBLEMS ON FIELD SOLUTIONSFavoritism in the giving of assignments.Practice of assigning “good” banks to “select” examiners while assigning problematic/bad banks to those examiners who cannot deliver to their superiors

Have all examiners list all their field assignments since their entry to BSP - and note that some examiners are assigned just around Luzon and never go “overseas”No giving of assignment unless the examiner is done with his/her ROE.Raffling of assignments or adopting a “first to finish first to leave” scheme unless the bank needs the integrity/character of a particular examiner

Differences in computation of ratios

Come up with uniform/standardized computation of ratios No written definition of terms

used in CAMELS for uniformityHave written clear definitions for uniform application

Very long GE report Shorten report by eliminating duplication of data

Frequent changing of report formats without written guidelines

Have written guidelines for every change/revision

ROE review- Examiners are required to redraft the corrected ROE for several times and overlapping happens when previous ROE is be given for redrafting while making current report.

Redrafting should be made by SA, bank aides or SEA who do not make reports after GE.

“No show” of supposed assisting especially when no advance arrangement is made

Inculcate deeper sense of responsibility to all examiners to avoid cases of “no show”; should not be given assignmentsPer diem not enough to really

cover decent board and lodging costsSome areas covered by allowance only have no boarding houses and travel to and from these areas takes time

Increase per diem but commit self not to resort to “CUT” so management will trust usTravel allowance for areas within Metro Manila/50 KM radius, be made actual rather than P125.

RBs pre-conceived negative idea of the true color of DRB examiners

Show a good example to RBs so they will realize not all DRB examiners are alike.

Short man-days Delayed submission of requirements particularly loan listings and AASLSome requirements needed to complete ROE are irrelevant/unnecessary that RBs are unable to cope and submit on target date.

Allocate more man-days to banks with branchesMandays should not be based Allow request for GE requirements to be submitted ahead of fieldwork ( at least 2 days before) Review thoroughly details or data requirements of ROE and eliminate irrelevant, redundant data/ figures. ROE should be brief and supported by necessary schedules only.

Man-days on loan review not realistic Accomplishment of loan info and AASL sheets take unnecessary time.

Loan review and analysis should be done on the listings instead of filling up loan info sheets

For new examiners (particularly without background on auditing): lack of black book on how to examine a bank. They are left on their own without anybody giving them proper guidance during first audit. Examiners with attitude of “ayaw magturo”

Issue a manual on how to conduct an audit

Bankers dropping names of superiorsBankers offering bribes Bankers requesting assignment of examiners acceptable to them

Stop cuddling practice

COMPLAINTS/ACCUSATIONS THAT MAY HAVE ADVERSE EFFECTS ON YOUR GOOD IMAGE AS A PUBLIC

SERVANTAbusing hospitality of rural banks and demanding

certain favors from bankers.Requesting reimbursements of receipts, plane

tickets, representation fund for the boss.“Selling” of exceptionsRequesting for girls, entertainment and lavish

treatmentRequesting plane/bus tickets for freeBorrowing from banks without payingSelling different products to RBs as examiners

captive market

SUGGESTED REMEDIAL MEASURES

Create “code of conduct” for examinersEnhance moral valuesConduct 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 departmentRequire banks to name abusive examiners and

not to entertain complaints if unwritten, anonymous, unsigned or hearsay only

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.

Is there Is there anyone who anyone who

feels his feels his salary is salary is

adequate?adequate?

COMMENTS/REASONS OF THOSE WHO ANSWERED ADEQUATE AS TO FINANCIAL

REWARD/COMPENSATION

oSalary is now competitive with private financial institutions.oHigh pay, moderate work.oCommensurate to present position.oAdequate considering there is not much

pressure of work.oConsiders compensation adequate but hopes for upgrading or increases in salaries and more financial packages.oIt’s not all money or compensation.

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.

COMMENTS OF THOSE WHO ANSWERED NEEDS IMPROVEMENT ON JOB

SATISFACTION RELATIVE TO SUPERIORS/PEERS

1. Travel assignments and other duties are not fairly distributed. Managers should see to it that field assignments are fair to all.

2. Good works are not recognized hence, examiners tend to be just average and not exert extra effort.

3. There are superiors who do not know or make some effort to motivate and encourage their people.

4. 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.

COMMENTS OF THOSE WHO ANSWERED NEEDS IMPROVEMENT ON JOB

SATISFACTION RELATIVE TO SUPERIORS/PEERS

5. In evaluating examiners performance, rating should not be based only on his/her clerical expertise.

6. Superiors don’t enforce office policies strictly. The buddy-buddy system breeds “soft” managers.

7. 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.

8. Lack of team building seminars for examiners.

COMMENTS OF THOSE WHO ANSWERED NEEDS IMPROVEMENT ON JOB

SATISFACTION RELATIVE TO SUPERIORS/PEERS

9. There should be feedback on final ROE to inform EIC of changes/revisions made on his report.

10.Favoritism must be minimized.11.Some peers should strive to be more accurate

with their task/work.12.Some peers are so concerned of going home

early that work has become below par.