Proctor Financial reviews

Thank you for your review. It is unfortunate that your experience during training was unfavorable; however, that is not a common occurrence. We pride ourselves on being professional at all times, and that high level of professionalism is the catalyst for the strong relationships that we have with our external and internal clients. Many of our employees have a really great rapport with their respective Supervisors and Team Leads. It can be perceived that there is favoritism, but in reality, it may be the close knit relationships that have been built over the years or working together. Our transition process is standard across the board. Once a manager informs the Human Resources department that he/she would like to transfer a temporary employee to a Proctor employee, the employee is immediately notified. There is a thorough orientation that takes place discussing employee specific topic such as health, dental and vision, as well as paid time off. The employee is not left in the dark as it pertains to transition. Temporary staff participates in events such as employee appreciation week and can also attend informational Town Hall meetings. Temporary staff is also privy to Proctor merchandise such as shirts, hoodies, and water bottles/mugs. There are some events that are exclusively for Proctor employees; the annual holiday party being one of them. We have a commitment to our employees to ensure that they are communicated to and made abreast of changes within the organization. As temporary staff are not direct employees of Proctor, at times there will be information that does not directly affect them and therefore, not shared with them. You stated that being let go was the best thing that happened to you. We are glad that the termination was favorable for you. It would have been mutually unproductive if you remained at a company where you were unhappy. Best of luck to you in your future endeavors.

We appreciate your feedback as we are always open to constructive criticism. We utilize our employees comments to evaluate our performance as an organization and always look for opportunities for improvement. Nepotism is never a basis used to determine candidates for cross training; we rely upon SMART objectives which will provide us with statistical figures on who is ready for additional assignments, such as learning a new client. Smaller training sessions are then provided to outline changes. Our training department has evolved substantially over the years and we strive to make sure the material we cover provides each employee with the necessary tools to succeed for their position. Unfortunately, we cannot cover every aspect of our unique industry during our 4 week training course. As mentioned, we train out on the initial skills/systems required for the job position and additional training is performed as needed. Part of our courses include hands-on work experience in a simulated production environment. Our productivity standards are set by validated studies and is proven to be achievable after completion of our training courses. We provide employees time after training to ramp-up and do not expect 100% capacity day 1 on the floor. If an employee is struggling to meet production or quality standards, we encourage employees to reach out to their Supervisor and/or Team Lead. They are always available to discuss any concerns that an employee may have. The end result is to have our employees be successful and knowledgeable in their position.