business systems analyst

business analyst

intern

risk analyst

financial representative

First Citizens Bank

Installation, configuration, upgrade, and migration Although system administrators are generally responsible for the hardware and operating system on a given server, installation of the database software is typically up to the DBA. This job role requires knowledge of the hardware prerequisites for an efficient database server, and communicating those requirements to the system administrator. The DBA then installs the database software and selects from various options in the product to configure it for the purpose it is being deployed. As new releases and patches are developed, it's the DBA's job to decide which are appropriate and to install them. If the server is a replacement for an existing one, it's the DBA's job to get the data from the old server to the new one.
Backup and recovery DBAs are responsible for developing, implementing, and periodically testing a backup and recovery plan for the databases they manage. Even in large shops where a separate system administrator performs server backups, the DBA has final responsibility for making sure that the backups are being done as scheduled and that they include all the files needed to make database recovery possible after a failure. When failures do occur, the DBA needs to know how to use the backups to return the database to operational status as quickly as possible, without losing any transactions that were committed. There are several ways the database can fail, and the DBA must have a strategy to recover from each. From a business standpoint, there is a cost to doing backups, and the DBA makes management aware of the cost/risk tradeoffs of various backup methods.
Database security Because databases centralize the storage of data, they are attractive targets for hackers and even curious employees. The DBA must understand the particular security model that the database product uses and how to use it effectively to control access to the data. The three basic security tasks are authentication (setting up user accounts to control logins to the database), authorization (setting permissions on various parts of the database), and auditing (tracking who did what with the database). The auditing task is particularly important currently, as regulatory laws like Sarbanes-Oxley and HIPAA have reporting requirements that must be met.
Storage and capacity planning The primary purpose of a database is to store and retrieve data, so planning how much disk storage will be required and monitoring available disk space are key DBA responsibilities. Watching growth trends are important so that the DBA can advise management on long-term capacity plans.
Performance monitoring and tuning The DBA is responsible for monitoring the database server on a regular basis to identify bottlenecks (parts of the system that are slowing down processing) and remedy them. Tuning a database server is done on multiple levels. The capacity of the server hardware and the way the operating system is configured can become limiting factors, as can the database software configuration. The way the database is physically laid out on the disk drives and the types of indexing chosen also have an effect. The way queries against the database are coded can dramatically change how fast results are returned. A DBA needs to understand which monitoring tools are available at each of these levels and how to use them to tune the system. Proactive tuning is an attitude of designing performance into an application from the start, rather than waiting for problems to occur and fixing them. It requires working closely with developers of applications that run against the database to make sure that best practices are followed so good performance will result.
Troubleshooting When things do go wrong with the database server, the DBA needs to know how to quickly ascertain the problem and to correct it without losing data or making the situation worse.
Special environments
In addition to these basic responsibilities, some DBAs need special skills because of how the database is being used.

High availability With the advent of the Internet, many databases that could have been available only during the day are now required to be available 24 hours a day, 7 days a week. Web sites have changed from static, pre-defined content to dynamically created content, using a database to create the page layout at the time a page is requested. If the Web site is available 24x7, so must the underlying database. Managing a database in this environment requires an understanding of which types of maintenance operations can be done online (with the database available to users) and which must be scheduled for a maintenance "window" when the database may be shut down. It also requires planning for redundant hardware and/or software components, so that when one fails, others will keep the total system available to its users. Techniques like online backups, clustering, replication, and standby databases are all tools the DBA can use to ensure higher availability.
Very Large Databases (VLDBs) As companies have found more and more uses for database technology, they tend to save more data. Also, the type of data stored in databases has changed, from structured data in neat rows and columns to unstructured data such as documents, images, sound files, and even fingerprints. Both trends have the same result: larger databases. Managing a VLDB requires special skills of the DBA. The time required to do simple operations like copying a table can be prohibitive unless done correctly. The DBA needs to understand techniques like table partitioning (Oracle), federated databases (SQL Server), or replication (MySQL) to enable a database to scale to large sizes while still being manageable.
Data Extraction, Transformation, and Loading (ETL) In data warehouse environments, a key task is efficiently loading the data warehouse or data mart with large volumes of data extracted from multiple existing production systems. Often these production systems have different formats than the standardized definitions in the data warehouse, so data must be transformed (or "cleansed") before loading. Extracting the data may or may not be the DBA's responsibility in a given company, but making sure what is extracted is useful is, and the DBA is a key part of the team.
The bottom line for IT leaders
Increasing feature sets in popular database products have steadily increased the number of things a DBA has to master. IT leaders who check for skills in the above key areas can make sure the DBA they hire is up to the task.

For starters, I wouldn't recommend working for the Customer Service Center to anyone. Here's why:

1.Training: Self taught (I went in with zero experience). During training, me and the other new hires at the times expressed consistently how we felt as if there was a number of discrepancies in our training. We often advised that we felt as if information was missing or just not provided. Or that we was brushing over information we learned via 8 hours of videos, modules and reading. The trainer, she didn't give two cares. She pushed us through training, while brushing us off every chance possible. She (I really want to say her name!) bragged about how her and a few other reps had to learn the information on their own. Which goes to show it was like FORGET YOU we don't have to update our training to assist the new hires with understanding this information, their adults they will figure it out. She also like to talk to new hires like they should already know the information. Smh. She is a terrible trainer. She is basically their to monitor you... learning via modules and etc.

2. Environment: It's a completely open space, so no personal desk or cubicles. That being said, floor walkers, team leads and supervisors get together and talk about customer care representatives. While the reps are taking calls, the floor walkers and other leadership is talking about the reps like they can't hear or is absent. The people they talk about, they don't want to help. So, you can need their assistance and they will look at you and walk the other way. They have a older lady that is a team lead now, she use to be a floor walker, she is beyond nosey and step over boundaries...and they (her supervisor and co-team lead) are fine with it. She is so nosey, a new hire quit while in training. She asked a rep if she was on drugs. She spread gossip and people business (about family, marriage and all). Her and her supervisor is buddy buddy and sit back and scope out people and talk about them. They sit in a corner and then other team leads and floor walkers go to the supervisors desk and spread gossip. Leadership will talk about you to other reps that they are in a click with. ****It's Terrible!!*****They have talked many reps up out if there.

3. Job Security: NON-EXISTENT!!!! They will fire you for almost anything. If your sick, you get a write up for being out. You or your child can get sick a few times a year (something completely out of your control)...well, that's a one way ticket out the door! If your supervisor doesn't like you and a customer complains on you...that's your way out. Simply put, you can't sneeze or they will fire you...jk. But really it's a high turnover rate and it's partially because of the environmental issue that they have. If you accept this position be prepared to walk on eggshells throughout your duration.

4. Work: They are always changing things before fixing the last thing that changed, updated or installed. I understand the reason why the continuously update the different policies and procedures to prevent bank risk. What is not clear is how the mandatory OT is set up. If you work during day or morning shift (8 hour shift), you may receive the mandatory overtime notice after you leave for the day. The next day, you will receive your notification and will then have to do an hour and 30 minutes of overtime (they try to slide that on you). 10 hour reps have 30 minutes lunches and would have to go in 30 minutes early in order to get the 1 hour of mandatory requirement. 11 hours with a 30 minute lunch... disgusting!


I feel first citizens bank does not train employees in an effective manner. When I first started, I got sat in an empty room with just me and a computer. I did online courses for 2.5 weeks until I was finished. The courses kept freezing online and also did not teach you everything needed to be successful as a bank teller. For example, there are two different systems used to look the client up, and the other to complete the transaction. The online course never covered how to look someone up and a variety of other things. I passed each course but walked away knowing very little. When I finally got to the front line with my trainer, who spoke very little, the coronavirus had hit so we were all taking drive thru transactions. Anytime I would ask a question, my fellow coworkers made me feel it was an issue. This same action is pushed off to our clients as well. Employees at first citizens bank are very mean/rude to clients, especially if they’re in the drive thru. I’ve worked for a financial institution before but I’ve never been involved with a group of employees being so heartless to fellow members of society. Anyways- I did hands-on training for two weeks without really ever covering any core topics. I got hired as a floater so after those two weeks I went to a branch closer to my home. While I was there, my first day I was told “we’re going to feed you to the wolves here”. Already my anxiety was heightened by those words. That day- we had two tellers on the line (yes that’s it) and I was one of the floaters! We were ungodly busy and the manager and the FSR stayed in their offices, not coming out to offer any assistance on the line. My work wasn’t scanning, due to the fact that i didn’t know how to scan it. I attempted to ask 4 times throughout that day and got brushed off. I was then told at the end of the day that because my work didn’t scan, that caused the FSR to have 4 hours of work to do tomorrow because of me. The FSR at that branch directly stated that to me. When I came back Tuesday, we had the same issue of being short staffed. The FSR had to come to the teller line to cover the other tellers lunch. While I was up there, I was left alone with two lanes jam packed of people in the drive thru for at least 45 minutes of the girls 60 minute lunch. My money was everywhere, flying around. I was pulling money out of my deposit slips when someone finally came back. I was in tears due to the amount of stress and the fact that I now know this company has no issue breaking policy. Leaving a teller on the line anywhere is a safety problem. No ones second day of floating should be as chaotic as mine was. I did attempt to go to my manager throughout this week and she told me nothing could be done. To sum this essay up, lol, I did not feel welcomed, safe, appreciated or well-trained at first citizens bank. The people I met were either very quiet or very rude. And my manager had no motivation to ease the way I was feeling being a new employee during my first week of floating. 10/10 don’t recommend this employer.

This is a great bank all around, to work for and to have accounts at. Your management team will dictate your experience with the bank. Some micro-manage because they came from places like Wells Fargo, some are more relational managers. 

Make sure you have political savvy before attempting to navigate across business lines. You can be the top dog and still not get what you want, a higher position or more pay. In the areas you WANT to work in, there is very little turnover- so you will need to wait out an opportunity. Be wary of high turnover areas, that illuminates poor management issues. 

The training program lacks luster. Don't expect to be coached to better your skills. You will not be managed to elevate your skills. Most managers don't even know how to properly manage although they receive the more training than other positions. 

Policies and procedures are not followed on a consistent basis, causing client upsets- one branch allows xyz, another branch doesn't. Customer becomes irate, understandably so. 

This is not a write-up atmosphere or high pressured. If your management team previously worked at Wells Fargo, they may be more micro-managing than you will prefer. Managers are not managed so you may have one that is never in the office, comes in late and leaves early or some variation. 

There are many sales focuses and come from all directions without much notice. There are incentives but they may stop so don't count on them, at first they were easy to obtain and then the goalpost got harder. There are yearly recognition outings for the top performers.

Food gifts such as lunches are used as recognition tools. If your branch is short-staffed you may have to work through lunch but they will pay for your lunch. Overtime is not allowed unless approved by manager.  

The customers are the best part of your job, helping them and watching them become more successful financially. You can do that at any bank but First Citizens is worth working for - just be aware. Benefits are good, there is no stock option.

I was excited to work at First Citizens Bank in Quality Assurance. I started employment in September 2024 and training was very informal and unstructured. I sat with another team member and they walked me through what I was supposed to do and then would watch me complete a QA review. I was never given any training materials and never shown any procedures to refer to and after just 2 weeks I was already working on my own with another team member checking my work sporadically. With the exception of a few mistakes here and there, I was under the impression that my work was being completed correctly. Then in May 2025, 8 months after I began employment an audit of my work was completed from January 2025-May 2025 and uncovered a 44% error rate and was immediately placed on a written warning. I was completely unaware of these errors and never given an opportunity to correct the errors before placing me on a written warning. At first my manager agreed to retrain me on everything with a different team member, then after just 2 weeks of re-training which was working very well the re-training was abruptly ended and I was left vulnerable to making the same mistakes. My employment was abruptly terminated in August 2025 for utilizing the open door policy regarding the poor training structure and lack of support. 

   There was also unrealistic goal expectations. They had a daily goal of the amount of tickets that needed to be QA, regardless of the complexity of the ticket. If you had meetings and other non-productive activities for that day, you were still expected to meet the minimum daily goal of tickets regardless of how much  non-production time you had in a given day which is a very unrealistic expectation. 

Responsibilities:

• Used Parallel Extender for distributing load among different processors by implementing pipeline and partitioning of data in parallel extender.
• Involved in Designing Parallel Extender Jobs.
• Worked with Business customers to identify the different sources of data in operational systems and developed strategies to build data warehouse.
• Preparation of technical specification for the development of Extraction, Transformation and Loading (ETL) jobs to load data into various tables in Data marts.
• Used Parallel Extender for distributing load among different processors by implementing pipeline and partitioning of data.
• Used COBOL programs to extract and transform data from the mainframes and create a load ready file.
• Developed JCL Jobs and scheduled jobs to execute COBOL programs to extract data from Mainframe
• Created containers to use in multiple jobs.
• Used debugger to test the data flow and fix jobs.
• Defined data base triggers & PL/SQL stored procedures for business validations.
• Extensively wrote Routines and Transforms.
• Created and Monitored sequences using Data stage sequencer
• Extensively used Parallel Stages like Join, Merge, Lookup, Filter, Remove Duplicates, Funnel, Row Generator, Modify, Peek etc. for development and de-bugging purposes
• Extensively worked with Data Stage Job Sequences to Control and Execute Data Stage Jobs and Job Sequences using various Activities and Triggers.
• Used Data Stage Director and the runtime engine to schedule running the server jobs, monitoring scheduling and validating its components.

Environment: IBM Web Sphere Data Stage 8.5 and 8.1, IBM-AIX, DB2,Oracle 10g,UNIX, MICROSOFT VISIO, ZEEKE , SQL plus, win scp ,COBOL,JCL,SAS

Guaranty Bank was taken over by BBVA and I unfortunately had taken the senior teller position right in the middle of transition. I had been in banking seven years prior to this position. Management was poor and mentorship was even more poor. Management could vary from branch to branch, but ears always seemed to be open. My shift was nine to six and I would have to take my lunch at ten thirty some days because the assistant manager would have to leave for personal reasons. Personal is fine, but schedule accordingly. I would make mistakes on the teller system because I was not familiar with screens or commands and all I would get as a response (from the assistant manager) was "But you've been in banking for seven years.You shouldn't be making mistakes." Was she not my supervisor? In Texas, being bilingual had huge advantages for associates; being able to speak (not fluently) and comprehend the language was not enough. The back office processes were not adequate for the rate of growth that BBVA was experiencing and customers were complaining. These were reasons why I left. I would not recommend anyone work for this company unless they go directly into management or can do extremely well in sales. Being nice just will not help you in this bank if you are looking for promotion opportunities. The customers are great though. I miss the customers. I was told once by a customer that the atmosphere at my branch seemed less stuffy with my joking and laughing and he appreciated it.

What I learned from this position with BBVA was to go back to college and get my Bachelor's degree in Business Administration because frustration will not solve anything.

Let me first say, I am speaking of the branch in Lincolnton NC. The SSR's here are the best to work with. What made my experience here a nightmare was the newly appointed OSS manger. She is so obsessed with making herself stand out, she has zero desire to share positive credit with her co workers. She wanted credit for everything and when it was not acknowledged, she would find a way to bring it up. I was repeatedly brought into the office with her and the branch manager and told "banking isn't for everyone" or I asked too many questions. How can you learn if you don't ask questions. ? The OSS here is not a team player and you can feel that every single day. Throughout my short employment here (5 months), there were so many lies told about me from the OSS. If you take a position here, I highly suggest you keep a personal notebook journal of your own. (and be sure to keep it with  you in a purse) or etc..TAKE IT HOME WITH YOU every day)   Write down everything you think may be important.  Include day, dates, times, who was around. Because I gurantee the OSS here is doing the same about you. I was eventually terminated and this is not me writing this because I'm bitter. I'm writing this because the next person who works here deserves a heads up. Every day the OSS bullied me and this was witnessed by others, But I suppose out of fear of losing their own jobs, they couldnt say anything. Now FCB as a whole, great benefits, great customers and for the most part, great co workers. Getting hired at FCB was a blessing, too bad one woman (the OSS) was a bully and thought of no one but herself and not the team.

I started working here after college just to get some money in my pocket until I found what I really wanted to do with grad school. BIG MISTAKE.. I didn't even have a stable manager the sales for the area was ridiculous! The same customers came in and out of the Kroger all the time and I tried all of them. Some ppl got accounts but most were so sick of hearing best bank being pitched. I have gotten cursed out b4 even opening my mouth because they were tired of hearing it. I don't blame them I mean who really wants a best bank account. Wow no ATMs outside of Kroger small branches and lets not forget that while I worked there 8 branches in ga were closed. So it's even more inconvient for you to get to a branch. I DIDNT EVEN WANT A BEST BANK ACCOUNT MYSELF I just opened one up one month to reach my stupid goal. It was a big sales mess to ppl who didn't want anything to do with best bank. It was almost degrading because the whole branch at times would be out in front of the branch just begging ppl for accounts. I was ready to leave 3 months after working there. I was stressed out all the time and depressed all from a part time job...So trust me I am telling you the truth not what sounds good for the bank. If u like chasing ppl and managers breathing down your neck then by all means work here. If you have common sense keep it moving! I moved on and found a great career in teaching that I am proud of! No more shame of my job choice...

I worked for guaranty bank and although corporate seems to be filled with nice warm caring people, working at the branch was a hot mess. The basic teller position was focused on sales and for me that was great. I exceeded all of the company's sales goals but I had just one problem, the supervisors kept putting my sales under their own names. Even though I kept track of my sales and had all of the proper documentation the branch manager refused to address his supervisors. All of the other sales associates were too scared to say something and didn't care if they got their bonus pay or not. But for me the amount of time, planning, and innovation that I placed into my marketing and sales was a lot of and I just couldn't sit there as people took credit for my hard work. Even though corporate notified the branches of proper procedure for walkin customers and placing names on account my branch assistant manager and supervisors just continued to steal. They would never leave from behind the counter however they would make outrageous claims for all of these sales they made. Because of this dishonest culture not only would I never work for them again but I would never bank with them either.

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