Recognizing that our employees are our greatest asset and drive our success, we are focused on recruiting, developing, promoting and retaining talented and engaged team members who deliver exceptional results for our customers. When they deliver for our customers, they deliver for our communities and shareholders as well. Fortunately, we have a talent strategy that puts our employees first and accounts for their unique needs throughout every stage of their relationship with PNC. From the moment an individual applies for a position at our company to the day he or she retires, we want to ensure that we are providing the best experience possible.
Whether an employee is fresh out of college, has 25 years of experience, is a veteran or has a disability, we are committed to creating a workplace and providing resources that support that individual's personal and professional needs. After all, our employees are our future, and our success as an organization follows their success. Each employee plays a role in helping us best serve our customers, communities and investors. This is why our talent strategy is so critical and why we are working hard every day to build upon our strengths and identify where we can do better. At PNC, we are committed to listening to our employees, addressing their needs as best we can and making changes that positively impact their personal and professional lives.
Below are just a few changes implemented in 2018 to support employees at various levels of the organization.
Developing Strong Leaders
We set the expectations for all PNC managers with our Leadership Standards: Includes Intentionally, Lives the Values, Enables Change, Achieves Results and Develops the Best (I-LEAD). When our managers fulfill these expectations, they grow and so does the company as a whole. In 2018, we introduced the Leadership Standards Development Tool to evaluate our senior managers against eight behaviors linked to the Leadership Standards and to identify managers' strengths, as well as opportunities for coaching and development. Managing at PNC, also launched in 2018, helps those joining the organization in a management role or being promoted into a management role for the first time, be successful from the start. This 90-day program ensures a consistent approach to onboarding managers, giving them access to resources and learning opportunities while setting leadership expectations. Participants are introduced to general management responsibilities, which include embodying our corporate values and culture and supporting employee development and achievement, and the Leadership Standards, the critical link between our values and achieving the right business outcomes.
Supporting Career Movement
We are committed to developing our employees, growing their skills and supporting those who want to pursue new opportunities within our company. Managers actively encourage and support this development, and when mid- to executive-level positions become available, our recruiting team and hiring managers work to identify internal candidates with the appropriate skills, talents, competencies and experience.
Offering Career Advice
Our Career Advising service offers employees personalized guidance on:
As part of our efforts to build a talent-focused culture, we recognize and develop top talent who bring a variety of experiences, skills and perspectives to meet the needs of our growing and increasingly diverse customer base. Our investment in our people includes competitive compensation, generous benefits, opportunities to advance, a diverse and inclusive culture, strong leadership, and recognition of achievements.
PNC's early career programs are a critical component of our overall talent strategy. Our 10-week internship program, for example, brings nearly 500 undergraduate students into the company every summer to apply their academic knowledge while learning about the financial services industry. About 74% of our interns subsequently receive an offer of full-time employment, including placement in our Early Career Development Programs, and approximately 75% of these offers are accepted.
PNC’s Early Career Development Programs expose recent graduates to one of nine business areas, where they learn, network and develop professionally. As they rotate through different business units and functions, analysts and associates receive hands-on experience that prepares them for placement into established roles. As of December 31, 2018, we had 626 development program associates, 42% of which began as interns.
It's a win-win situation. We have the opportunity to build a pipeline of diverse, emerging talent, and those who accept an offer of employment after graduation gain hands-on experience in preparation for job placement at PNC.
Women in Business and LEAD Business Summits
Two additional early career programs that we offer are the annual Women in Business and Leadership & Education for Advancing Diversity (LEAD) Summits. These summits raise awareness of our company's culture and leadership, as well as career opportunities in the financial services industry.
The Women in Business Summit attracts hundreds of female applicants, 50 of whom receive an invitation to visit Pittsburgh for a day of networking, mentoring, case studies and employee presentations. During the day, they learn about career opportunities they may not have been aware of - such as positions in Technology & Innovation, Marketing and Human Resources. In turn, we have the chance to meet those who may be strong candidates for our internship and development programs.
The LEAD Summit convenes 60 diverse students, selected from approximately 300 applicants, at our corporate headquarters in Pittsburgh for a day of resumé building, one-on-one mentoring, panel discussions with PNC executives, and mock client exercises. Another 50 students participate in our LEAD Summit in Washington, DC.
LEAD offers information that helps prepare students for their future careers while promoting banking as an industry of interest and PNC as an employer of choice. It also gives us the chance to meet and begin building relationships with potential applicants for our summer internship program.
Equally important to recruiting top talent is developing and advancing talent. Through PNC University, we offer our employees more than 9,500 learning and development opportunities, both in the classroom and online. In 2019, our employees completed 2.4 million hours of training and education.
Our educational offerings:
While we invest heavily in developing our employees and positioning them for success, none of that would matter if we didn't also hold our employees accountable for doing what’s right and keeping our customers at the center of all that we do. To ensure that employees excel in their roles and uphold PNC's corporate values, we provide ongoing feedback and coaching, as well as conduct regular performance discussions. During their 2018 mid-year and year-end reviews, employees received feedback from their managers and were rated on how well they met their Customer Focus and Risk goals, as well as goals specific to their business objectives.
In addition, the company's 800 most senior managers are assessed against a Leadership Standards goal, and had the opportunity to receive feedback from their direct reports, peers and internal partners. In 2019, all people managers will have the opportunity to receive this feedback. It's an approach that reinforces leadership accountability by providing a broader view of each manager's strengths and areas for development.
In 2019, our employees completed
hours of training and education.
PNC provides equal opportunity to qualified persons regardless of race, color, sex, religion, national origin, age, sexual orientation, gender identity, disability, veteran status, or other categories protected by law.
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