Why it’s Important to CIBC

As one team, we are all working towards the same goal of putting our clients at the heart of everything that we do. To help our clients grow and prosper, it is important that we build an inclusive and empowered team that works together to bring the very best of CIBC to them.

Management Approach

From learning and development, to health and wellness, and career management programs, we are working together to support our team and engender a sense of ownership to make our bank a great place to work and do business.

To cultivate engaged teams, we:

  • Conduct employee surveys to understand how our team members feel about our progress against our priorities and we continue to respond to what matters to them;
  • Encourage career development conversations and prioritize internal candidates for opportunities within our bank;
  • Integrate diversity, and recognize that only with an inclusive team can we achieve true innovation and leadership in our industry; and
  • Take a holistic approach to Total Rewards that is aligned to our business strategy.

2016 Performance

At CIBC, one of the richest sources of feedback we have is from our team. This year, our bank expanded our approach to gathering employee feedback.

In addition to the annual survey that measures our team members’ experiences at work, we also conduct quarterly pulse check surveys to obtain feedback from our team on how our bank is delivering on CIBC’s priorities.

Drawn from our annual survey, CIBC’s three key indices are the Employee Commitment Index (ECI), the Manager of People Index (MPI) and the Learning and Development Index (LDI), each with a maximum score of 100.

CIBC Employee Survey Results – Overall results remain strong.

Employee Commitment Index (ECI)

The ECI is a measure of the strength of the relationship between our bank and our employees. It is comprised of items such as “I am proud to be identified with this organization” and “I would recommend CIBC as a place to do business.”

2014: 84, 2015: 86, 2016: 87

Manager of People Index (MPI)

The MPI is a measure of the effectiveness of managers, from the perspective of their direct reports. Included in this index are items that relate to core aspects of a manager’s role.

2014: 84, 2015: 86, 2016: 86

Learning and Development (LDI)

The LDI is a measure of employees’ learning and development experiences in the context of their current role.

2014: 80, 2015: 82, 2016: 81
  • 94% participation rate in CIBC’s annual employee survey.
  • Our Employee Net Promoter Score, which measures willingness to recommend CIBC as a place to work and do business, reached its highest level on record.

At CIBC, we support employees in shaping their careers by providing development opportunities to help them reach their full potential. In 2016, almost two-thirds of all non-entry vacant positions were filled by internal talent. Our employees play an important role in helping us build the best team for our clients, with more than 25% of external hires coming from employee referrals.

89% of our employees would recommend CIBC
as a place to do business.

88% are proud to be identified with our bank.

– 2016 CIBC Employee Survey

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