Pros
Branches are not as rigid as some of the larger competition. Managers still have room to run things according to their customer traffic. The corporate structure allows for good upward mobility. People are treated fairly well and there is an easy system for reporting hr issues anonymously. Incentive possibility ranges from decent for licensed employees or bankers. Licensed bankers have the ability to obtain full licensing without a minimum commitment to stay with the company. Good hours with branches in my area open from 9am-5pm in lobby and depending on the branch limited to no saturday employment. Bank is closed on all federal holidays unlike some competitor's. Company provides good training which may include expense paid travel to out of state classes. For the most part the atmosphere is positive with more focus on customer service than sales although this is beginning to change.
Cons
Pay is on the low end of the industry for tellers and bankers which results in high turn over. As of recent there has been a change in top level management with people from other big banks who are trying to implement the hard sales tactics of other firms at PNC causing the culture to shift to be more like industry heavyweights. The teller role is being weeded out to additinal atms and the "universal model" aka tellerless branches so full time teller spots are limited causing a loss of young talent. Not enough time spent fostering new entry level employees. Strict customer service scoring which makes it difficult for any busy branch to maintain passing scores. The branch auditors are ridiculous and care more about failing offices than giving them the updates on policies so they can pass. The company does not pay incentive until half way throught the next quarter making it difficult to leave bc if you are not employed on the day that incentive is paid you will not get it even if you were employed through the end of the quarter. They discourage over and under achievers by reprimanding low sales and putting a cap on high incentives. If you land a huge sale they reserve the right to ingnore the percentage you are due per the comp plan and pay you a reduced amount to avoid "windfall incentives". Goals are established monthly but they pay you quarterly which makes no sense.