24 Hoosier Banker October 2016 The executives at Springs Valley Bank & Trust believe that the young people it hires today and tomorrow will determine the bank’s future prosperity. So in 2014, the $325 million-asset community bank headquartered in Jasper, Ind., set out to create a paid summer job internship program that would identify and develop future employees. And Springs Valley Bank’s executives had an ambitious, comprehensive vision of what an exceptionally effective employee development program could be: • A way to persuade local young talent to pursue a career in the local community; • An opportunity for interns to assess their interests and abilities in practical work situations; and • For the bank itself, an effective tool for developing local talent and identifying future employees. To fulfill this vision, everyone at Springs Valley Bank soon became involved in the program. “We all work together,” says Dianna Land, the bank’s senior vice president and human resources-marketing director. “We’re passionate about assisting graduates, and we get excited to teach them about the business of banking.” Continued on page 26. HUMAN RESOURCES About the Author Judith Sears is a freelance writer who authors regularly for national publications, including Independent Banker. She is a member of the International Association of Business Communicators and a graduate of the University of Texas at Austin. The result has been a successful internship program that offers a detailed blueprint for any community bank to follow. Here is how the program works: Nuts and Bolts At the beginning of each year, Springs Valley Bank executives select a department to host a college student as a paid intern for the upcoming summer. The department chosen is based on its project workload and staffing needs, and its readiness to properly guide and support an intern. “It takes a lot of time and commitment to work with an intern, and you have to be passionate about helping and guiding the intern,” Land observes. Once chosen, the department works with human resources to develop a job description and to plan intern projects. The job description is shared with candidates during the interview process. At least two bank officers interview internship candidates and review the goals and development plans for the position. The bank’s approach to its internship program is exemplified in its “Intern’s First Assignment” document, which lays out step-bystep procedures for ensuring that the Recruiting for Tomorrow Indiana bank’s internship program provides a future-staffing blueprint HOW IS YOUR FLOOD ZONE DETERMINATION PROVIDER HANDLING BORDERLINE CASES? n Flood Zone Determinations n LOMA/LOMR Assistance n Flood Insurance Guidance n Interfacing with: Encompass 360, Calyx Point, Byte Pro & Fis-Serv Craig Callahan 800-945-0246 ccallahan@floodplain.com We take pride in our industry leading accuracy and customer service. Find out what a true “community bank” minded company we are. Preferred Service Provider of the iBA. Celebrating 25 years of serving lenders in 2016!
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