Employer Talent Development
By providing comprehensive training and continuing professional development for our employees, we ensure that the quality of our service and advice continues to evolve while taking market requirements into account. Our Talent Development area offers employees continuous training and development opportunities. The various learning programs available are designed to strengthen the competences of our employees and to prepare talented individuals for key roles within the organization.
Quality Assurance in Client Advisory Services
Talent Development's specialist units work with the different business areas to develop training programs designed to train employees, managers, and young talents to be professional and reliable partners for our clients.
Ensuring a high level of client satisfaction is essential to our business. We want to make sure that our products and services meet the needs of our clients and that we enjoy their sustained trust through professional and comprehensive advice.
Client Advisor Programs
Enhanced Advisory Quality: Certification of Relationship Managers
Our employee training and development programs enable us to enhance the quality of our service and advisory offering and to continuously adapt our business to changing market and client needs. Our relationship managers in our Swiss Universal Bank, Asia Pacific and International Wealth Management divisions complete our Frontline Training certification program to ensure that we provide clients with clear and comprehensive information about products, explain potential investment risks and returns, and tailor our advice to their individual needs. To date, around 6,000 front office employees have obtained certification.
In 2016, we began implementing a certification standard for relationship managers to strengthen the Swiss financial center as agreed upon with other banks in 2015. This new standard is designed to ensure high-quality expertise, intensified cooperation between Swiss banks and institutions in the area of professional development, and enhanced transparency and acceptance of training activities, thus benefiting employees.
Committed to Compliance and Control
Maintaining a robust compliance and control culture is another important way in which we gain the trust of clients, as well as investors and regulators. At Credit Suisse, we strive to conduct our activities according to the highest standards of due diligence and in strict compliance with legal and regulatory requirements in all our markets globally. We expect each employee to be personally accountable for ensuring the activities within their remit are compliant with our internal rules and policies and for reporting or escalating issues of concern.
In December 2016, we implemented a new governance framework that defines how we manage conduct and ethics at Credit Suisse. This framework includes a Group Conduct and Ethics Board (CEB) as well as dedicated divisional Conduct and Ethics Boards and a joint CEB for our corporate functions. In this context, as of February 2017, we aligned existing global competency/value models and regional culture/ value initiatives with a new set of global behavioral standards – the Conduct and Ethics Standards. They apply to each division, corporate function and location. Our new set of behavioral standards aims to ensure a common understanding and consistent expectations in respect of culture and conduct throughout the organization.
We expect each employee to be personally accountable for ensuring the activities within their remit are compliant with our internal rules and policies and for reporting or escalating issues of concern.
Credit Suisse offers all employees a wide range of training programs that take the form of traditional classroom instruction, e-learning, video-based courses and online learning communities. Mandatory e-learning programs that we offer in accordance with regulatory requirements cover topics such as risk management, the prevention of money laundering and financial crime, as well as other subjects, so that our employees stay informed about continuously evolving external requirements. In addition, our relationship managers complete courses on cross-border business activities that inform them about increasingly complex regulatory requirements and country-specific practices in individual markets. In 2016, we developed over 60 new e-learning programs for regulatory-based topics. Each employee completes at least five mandatory training modules a year, depending on their area of responsibility.
Furthermore, all client advisors and relationship managers complete training in cross-border business that addresses a market's specific regulatory conditions. In addition, our regulations for cross-border banking business provide employees who have direct client contact with guidelines and country-specific information, and they shed light on which activities are allowed in which countries. We continuously monitor developments in this area and revise our internal guidelines accordingly.
The General Counsel division provides legal and compliance support to all of the bank’s divisions. It helps protect the reputation of Credit Suisse by giving legal and regulatory advice, by setting internal policies and by monitoring and testing compliance with policies and regulations.
In light of an increasingly demanding global regulatory environment and a need for well-trained staff, Credit Suisse has launched the General Counsel Academy ("GC Academy") in 2011. The GC Academy presents a way for people entering the industry to gain hands-on training in one of the fastest growing areas of the financial industry. Participants develop core professional skills and industry knowledge through classroom and 'on-the-job' training. GC Academies have now been established in Singapore, Wroclaw, Zurich and New York.
Talent Development Key Figures
In 2016, we offered our employees around the globe a wide range of specialist courses and trainings.
classroom leadership training sessions
participants in instructor-led courses
classroom-delivered training days
thousand participants in e-learning courses
Leadership and Management
We ensure that our managers are optimally equipped to deal with the challenges of the global markets and complex management tasks. Cross-divisional and customized management programs give our managers the opportunity to prepare for leadership roles or to develop their leadership skills.
We endeavor to provide our employees with continuous opportunities for advancement and to support their career development. Requirements for the highest-level positions and promoting from within are governed by global guidelines, and these form the basis for the selection of suitable candidates for Managing Director. The candidates under consideration will have especially proved themselves on account of their performance, their impact on the business, and the exemplary way in which they embody Credit Suisse values. These candidates are then discussed according to a globally consistent process, and put forward for promotion.
In 2016, we assessed the potential of 88% of our employees in order to effectively manage our pool of talent and support individual development. Line managers complete various training courses in which they learn how to give team members the best possible support to achieve their professional objectives.
Promoting Development and Evaluating Performance
Talent Development aims to empower employees to contribute to our bank’s success and to offer the best possible service to our clients.
It is important that the available programs and tools can be put into practice effectively and that they can support the achievement of business objectives. As a global bank with a workforce of 47,170 employees in around 50 countries, it is imperative that we manage the performance of our people effectively and consistently to ensure that they are delivering results and contributing to the realization of our business objectives.
Our employees' performance objectives are aligned with the bank's strategy, which places clients at the center of all that we do. We measure our employees' performance based on the scale of their contribution to the achievement of our business goals. A globally consistent performance management process enables line managers to assess the performance and development potential of employees on an annual basis.
We offer our employees market-driven and competitive rates of pay based on performance-related compensation structures. In doing so, we not only take account of employee interests but also consider our obligations towards our shareholders and regulators. Our compensation plans are aligned with our strategic ambition and developed in close consultation with shareholders and in accordance with regulatory requirements.
Another way in which we recognize outstanding performance is by presenting our annual CEO Leadership Awards in different categories: Overall Leadership, Client Leadership, Leadership in Compliance & Control, Leadership in Innovation, Leadership in Diversity & Inclusion and Leadership in Corporate Citizenship.
In addition to conveying professional and banking expertise, Talent Development is also responsible for introducing cutting-edge insights and developments using technology-based methods. Traditional training methods are still used, but are now supplemented extremely well by new learning technologies.
Credit Suisse demands and promotes new learning methods to provide its employees with the best learning opportunities. Talent Development uses these technology-supported learning methods to serve younger generations and support a number of different learning styles. In addition to saving significant costs, virtual training and e-learning methods allow the bank to reach all employees globally at the same time. Thanks to these technologies, employees can decide on the best time and place for learning.
Enhanced Learning Efficiency
A number of recent innovations and enhancements have improved learning efficiency:
- Learning Communities: Since 2012 Credit Suisse offers training in learning communities. The members of benefit from sharing their expertise and from formal and informal learning programs.
- Computer becomes Classroom: In the virtual classroom, the PC becomes the training room for participants. They can talk to the person giving the seminar as well as their colleagues. The format saves employees and the bank the travel and accommodation costs that in-person training sessions incur. Other courses were offered in alternative formats such as video conferences, virtual classroom sessions and via podcasts.
- Monthly Management Topics: The global learning page is a proven alternative format for managers: It offers specific content on management topics such as trust and engagement.
- In 2010, we launched "Learning Nuggets", an online series that presents three topics in short e-learning modules, videos, and animated clips every two weeks. The Learning Nuggets series covers subjects including personal performance capacity, tools and applications, basic bank knowledge, intercultural relations, media and communications.
The e-Learning programs enable the bank to train all our employees in a timely manner. It also enables the bank to keep precise track of participation.
Investing in Young Talent
We provide a wide range of attractive opportunities for young professionals and graduates who are interested in pursuing a long-term career at Credit Suisse. We also help recent graduates to transition to full-time employment by offering them appropriate training, mentoring and career advice. Credit Suisse works closely with leading universities around the world to source graduate talent. We also provide practical specialist lectures by our experts in the form of webinars and training courses. For example, an interactive case study webinar on impact investment with Credit Suisse experts was delivered to prospective campus recruits studying at universities globally with an interest in internship opportunities with the Asia Pacific division businesses. In collaboration with the University of Zurich, a block seminar lasting several days was offered to students completing a Masters in Banking and Finance in order for them to explore the topic of private banking in greater detail. Furthermore, in 2016, the Credit Suisse Research Institute launched a global, virtual academy that enabled students and graduates from all over the world to assess the impact of current central bank policy through the preparation of short videos or essays.
In our Swiss home market, where Credit Suisse is one of the country’s largest employers, we offer opportunities for a large number of young people to embark on a career in the banking industry.
More Career Opportunities for Young Talent
Credit Suisse offers a wide range of opportunities for young people:
- In 2016, we educated over 610 commercial or IT apprentice and 70 participants of the Juinor Banker program.
- 360 university students participated in our Career Start Program, of which 260 were newly hired for a Career Start Program
- an additional 350 internships were offered across a diverse range of bank departments.
In addition to the apprenticeship initiative in Switzerland, Credit Suisse reacted to one of the main worries regularly expressed during the Worry Barometer, unemployment, and invested around CHF 30 million in training and individual coaching from 2010 to 2015, as part of the youth unemployment initiative "Together Against Youth Unemployment." The training and individual coaching is provided by six non-profit partner organizations, with the goals of improving young people's employment prospects and contributing to education and employment in Switzerland.
We also have various programs to help young people from minorities to enter a career in finance; these programs are run in the US and Australia.