3. HOW ARE WE DOING WITH OUR
GOALS AND MILESTONES?
4. ASSIGNMENTS
For June 8th Eugene meeting:
• Review CU Tomorrow Business
Briefs
• Identify three goal-appropriate
areas
In Between:
• Basecamp messages, filesharing,
milestones, etc.
For October 6th Portland meeting:
• Reporting on goal fulfillment and/or
specific near-term targets
5. ON OCTOBER 6TH
We’ll each present our
progress (3 slides).
$50 Amazon Gift Card Price for:
• Best idea
• Most Resourceful
• Wild Card (popular vote)
10. MOST IMPORTANT EMPLOYMENT FACTORS
FOR CREDIT UNION PROFESSIONALS UNDER 30
Non-cash compensation (e.g. insurance and perquisites) 3.25
Cash compensation (base pay plus any bonuses) 3.31
The credit union's values 3.38
Paid vacation days 3.46
Attitude of senior leaders 3.58
Relationship with my immediate supervisor 3.60
Support from managers to innovate at work 3.63
37. AGE OF EXISTING CREDIT UNION DIRECTORS:
25% are under 49.
6% are under 39.
38. Boards that are more
diverse return more value to
shareholders.
DAVID A CATER, BETTY J SIMPKINS, & W GARY SIMPSON, “CORPORATE GOVERNANCE, BOARD DIVERSITY, & FIRM VALUE, THE FINANCIAL REVIEW 38, (2003): 33 - 53
60. “Without my experience at
USC Credit Union I wouldn’t
have been competitive for
[my current position]. I
spent a great deal of time
[ during my job interview]
talking about my
experience at the board.”
- JUSTIN HO, USC CU BOARD MEMBERS, 2007