Compare Security Federal vs Chase BETASee how Chase vs. Security Federal compare on employee ratings, job openings, CEO approval, business outlook and more.
What Employees Say
I worked at Security Federal full-time for less than a year
- Benefits - 2 weeks Time off - 1 week Sick pay - Some of the management was really willing to stand up for good employees. Probably some of the best management I've had at any job if I could... take some of them with me I would. -Coffee -Mileage reimbursement from branch to branch if you needed to drive for work - Small bonus checks for stopping fraud, balancing, and getting referrals - Many paid holidays - Full time available - working at a 7 day branch mean you'll have a week day off to get some things done without needing to take time off. -Training department quick to offer support - fairly small company with many people supporting their fellow employees during hard times - People in back office seem happy with their jobs
- Expected to schedule out vacation days 6 months in advance just because it will make someone in back office have an easier job. You're supposed to just know in January if you might need a few days... in August off so hopefully you're the planning type. -If you work at a 7 day branch, vacation time cannot be used on weekends and you must either play vacations around your weekends off or get lucky enough to swap with someone (If they plan to be with the company long enough or aren't going to go into overtime and are willing) - 7 day branch employees tend to end up working 8-11 days in a row constantly due to how payroll/scheduling is cut -7 day branch employees don't get any monetary perk for being such and working later hours - No real support for 7 day branches, the call center is closed so all calls roll to 7 day branches, back office is closed so if any mistakes are made they won't be caught until the next week and if anything breaks you're in for a wait. Most branches may have one or two people on hand to handle more tedious customer needs such as account setup/closing meanwhile Saturday (about 7 hour day) and Sunday (3 hours) tend to have the heaviest amount of traffic --- FYI if you have complaints about how 7 day branches are ran you "shouldn't have applies for a 7 day branch" even though the massive turnover of the extended hour branches should speak for itself as a series of problems that need to be solved in order for the branches to be successful. -transferring to another branch can be very hard unless your direct management is willing to let you go (since turnover is high this usually isn't the case because they need to stabilize their branch and keep some familiar faces - Some of the leadership is constantly late, leaves early to cook their dinner at home and pretty much stays inside of their dark office only coming outside if forced to. This doesn't motivate employees surprisingly enough. -Lazy environment fostered by lazy leaders - Currently redoing my taxes because someone couldn't be bothered to spell the name as "SECURITY" instead of "5ECURITY" of the W2 forms. - Not much training on how to get referrals -Threatened with termination if referral goals not met in-spite of being told in initial interview and training that this was not something heavily pushed on employees to achieve -Eventually made to sign paperwork agreeing that writeups could come if goals not met after being infuriated with the fact that leadership would bluff about this in the first place - Upper management constantly pushing on lower management resulting in nothing but turmoil among staff because nothing positive can ever be said about some branches. -some leadership can't be bothered to recognize anything good their employees do. -Company refused to update technology to really attract new customers or younger customers but older customers that come in on a daily/weekly basis are expected to be prime sales targets -Hard to move around in the company when your bosses are expected to stabilize their staff, expect to spend at least 2.5 years in your starting branch unless you just happen to know the right people. -Entire teller system is horribly outdated and a hotbed of ways to make customer impacting mistakes because the company refuses to leave the 1980s and ditch the paper system. Takes a while and a lot of patience to learn. - mistakes are easy to make, tedious to correct and a huge deal that will be held against you for months. -Payroll is cut in a manner that will have you rightfully questioning your last check and it's accuracy -Check stubs and employee time sheet system is circa 1985 and super easy to mess up and super hard to correct or read -You're expected to take time and get to know customers but also yelled at if the line is long because everyone came to the bank all at once and you only have 2 tellers. -Customers rightfully assume that 4 drive thru lights on means 4 tellers are working drive thru and get rightfully irate when there's one person working drive thru and the lobby employees are too busy to help and they have to wait longer more realistic expectations would create a happier customer and happier employee. - Many branches need interior upgrades, they have old carpet, bad dim lighting, and smell like mildew. Many branches are just generally depressing environments. Maybe those could be fixed before buying another building.
Advice to Management
Just because you keep repeating "this is a great company to work for" doesn't mean it's actually true. You can't have employees consistently working 11 days in a row and then blame them for not... picking up shifts at other branches or wanting to participate in after-work activities. If you want employees to be like chicfila employees you should study how chicfila management behaves because they're definitely not leaving hours early, showing up late, holding themselves up in their office and constantly picking every flaw in the employees' performance while never giving them any praise for anything done well. Just telling you employees to "be like chicfila" isn't direction, it's lazy. chicfila doesn't just happen because the team has a meeting and management tells them to "do extra". Improving customer experience could be done if proper tech was brought into play. Your current customers are eventually going to age out and you're not getting new customers when the 10 banks down the street allow customers to easily access their money 18-30 year olds simply don't want to do paperwork and saying "just educate the customer" isn't a solution. It's really disturbing that some upper management might threaten the jobs of lower employees if they don't "accept their social media friend request" but somehow not shocking. If you want to epitomize all the wrong aspects of small town banking and employment you're doing a great job. I once had a job where management constantly degraded employees and violated labor laws and I never thought I would end up thinking it was the lesser or two evils but here we are.