personal banker

bank clerk

customer service representative

software engineer

teller

Wells Fargo

Do not work here! The pay is low for the tasks that are required to be done. If you are not a favorite advancement will never happen. Everything you see on the outside isn’t what really happens behind closed doors.

The training wasn’t the best. 
We trained on systems and took some time to understand only to switch to a brand new system months later. Constantly updating or changing systems and always experiencing delays systems down and never work it’s such a headache for employees and MEMBERS. The company focused too much on the continuous updating of the online banking on the customers facing front but not enough on the back end service side. I had to offer to fax customers their documents because there was no other way to get the documents to them. The company is stuck in the dark ages but claims to be leading the front in the banking business.
If you have no banking experience you will definitely learn an overload of things. Just have in mind that there are systems for every little thing and so much multitasking involved. 

There is a “support team” to “help” the employees with questions while having the member on the phone. Depending on the person's mood or whom you get on the other line can either get you so much help or no help at all or give you so much attitude. And at one point they even had us reach out to the east coast for help when perfectly capable and knowledgeable people sat only feet away from us that could help but didn't want to help, towards the end of the day when the east coast was shutting down we were limited to the help within our own office, but they were busy helping people outside of our office leaving us to ourselves with no assistants. 
Because the company expects you to meet goals it can be very challenging. It’s very stressful being on the phone back to back nonstop, especially on extremely busy days. 
It is much information to retain and each call is different. I always felt so rushed to get a member off the phone because of the “average handle time” you have to worry about. One call resolution is what they called it, and said the customer could call back if they had another question. I never wanted to do that to customers because sometimes our call queue wait time was two hours or more.

And speaking of customers I felt very bad for a lot of our customers. Sometimes our customers would be hundreds of dollars in the hole from over-draft fees and I wasn't able to help them climb out of their situation. I have had customers cry to me on the phone because they are trying to purchase groceries for their families (you can't lie to a banker we can see all your transactions) so I knew they were telling the truth. When I tried to go to bat for the customer I would be told by management, "oh well, they need to manage their money better", My thought was, "they didn't put themselves in this position, YOU DID!" How could you be so heartless?!

This bank has been in the news countless times for bad practices, but they expected us as the bankers to fix their mess while they continue in their ways.

When I started the job I was working only one department, by the time I had left I was working five departments, they closed one of their departments and add it to our workload with no increase in pay. We had many meetings talking about an increase in "pay" but no action behind it.

Another thing is that you can easily get a write-up here because of attendance, performances, not reading scripts, and many other factors. 
I’ve called in sick due to having to go into the ER and not having sick hours left. I was told “they don’t accept doctor notes” I realized they could care less if I died. You just get treated like a robot here.

Requesting time off was so hard!!! Even if you put it months in advance there is a chance someone else got it before you. You have to bid for a schedule change and it’s only done based on top performance. At one point they changed my schedule back to a time that didn't allow for me to have any life on top of split days off. (10:00 am-7:30 pm) instead of the (7:00 am-3:30 pm) that I worked months to get. I requested three different times to keep my preferred schedule but they would not change it back.
They also changed our PTO request system, limiting us to the amount of time off we could request without the manager's approval first, even if we had the time available to us.
 You will have no life or work balance here because you will do all the work stuck on the phone for hours feeling like a robot and not a human being. 

With time, I built high stress and had no patience left in me, I end up having to leave the job because of depression that quickly when away after quitting. The day I sent my letter of resignation, I cried tears of joy and the stress left almost immediately.
It’s sad to say that I was happy here only for a short time because they talked about the good they bring to the community and their employees for it to turn into me hating this place and job so much. I avoid driving past the location where I worked or close my eyes when I am driving by with someone else because I don't want to remember my time there.

As a job seeker, I hope this helps you make an informed decision about whether you work here or not. And if you are a customer reading please understand that some of the individuals on the other end of the line are doing all they can to help you, but sometimes the powers and policies that are, ties our hands. 
I hope you use your due diligence in making your decision.

I would arrive at the branch at 7:00 a.m. each morning. After entering the branch, I would hurriedly start my computer and start scrolling through the previous days reported sales and see how my branch and team ranked up in the day, month-to-date, and quarter-to-date against the rest of the district. No later than 7:45 a.m. I had to get the team into my cubicle to begin the morning "huddle." The huddle mainly consisted of discussing how our store did that day and how many sales we had to make by friday to be on track for the month. Often, I would try and engage my team by asking the top sales performer what worked well. I would then ask the lowest performer, if they were substantially lower, what they felt they did right and what they felt they needed to improve on moving forward. I worked hard to avoid cut-throat sales tactics. I believe that a store can be incredibly successful and the work environment incredibly civil at the same time. Kindness towards your co-workers does not necessarily mean poor sales performance. In fact quite the opposite. In these huddles my team would often encourage a team member that was lagging in their sales goals and help coach them. In sales one persons success means everyone's success. The reasoning behind this is reputation. If you have a happy and healthy work environment people enjoy working there. If people enjoy working there they want to stay there because the like their job. If people like their  job and want to stay in their job they will work hard to keep their job. Because the people at the job are happy and work hard customers will be attracted to that branch. I have found that clients will drive well out of their way, past several more convenient locations to one of my branches because my team were so much happier, effective, and easier to work with. Consequently, whatever branch I worked at had a reputation of having a happy staff which always attracted more customers. Happy people attract customers and unhappy people detract customers. More customers means more sales. 
Even  the happiest team needs motivation. However, motivation in sales can easily devolve into petty office fights or worse, reckless sales. Therefore, I always tried to develop and encourage "healthy competition" often giving one person sales award for being the best performer of the week. The awards were clearly separate from the commissions earned by hitting sales goals. I used a silly little monicker, like a trophy, from the dollar store. Whoever won that week got the trophy. At the end of the week the previous winner would bring the trophy back to the friday huddle. Whoever had the most sales at the end of the week got the trophy for the following week. The trophy had no value in of itself, so team members were unlikely to attempt to cheat to win it, because after all, it was only a plastic trophy. But at the end of the day every sales person wants to prove to the others and themselves that they can win the trophy.
Before the branch opened I always tried to leave the team with a few words of encouragement and one or two focused goals for the day. After the store opened, I immediately got on the morning sales conference calls with the district manager and the rest of the branches in the district. I would spend the rest of the day checking in on my team, monitoring sales, helping out bankers with questions, and filling out and filing my many daily reports.
Perhaps the most difficult part of the job was having let someone go for failing to meet their sales goals. Worst yet, when a team member tried to cheat to meet their goals. Sales is a tough profession. It can be stressful and relentless. However, nothing is impossible if you believe in what you are doing and you want to succeed. I cannot say how important it is to meet both of those criteria, or inevitably a person will fail at sales.
My favorite part of the job was being able to help an angry customer and see them leave happy. I always found most sales people see an upset customer and they try to avoid them. However, if a person is upset, there is the greatest chance to actually provide the customer with a solution to a problem. The main obstacle was being able to find the exact problem and show the customer how you wanted to fix the problem. Once the problem was fixed and the customer was satisfied, simply show the customer why the product you are advising the buy will make their life better, easier, and more enjoyable. My best customers were always the ones that came in the branch the angriest.

• Responsible for installation, administration, configuration and monitoring of Oracle Weblogic 10.3.3/10.3.5, Tomcat 4/5/6 Application Server Environments.
• Evaluated and performed the proof of concept for Weblogic upgrade from 10.3.3 to 10.3.5, Game planning and then performing the upgrade in Production Environment.
• Evaluated and performed the proof of concept for JDK upgrade from 1.6.24 to 1.6.31, Game planning and then performing the upgrade in Production Environment
• Involved in the upgrade for SunOne Webserver from 6.1 SP12 to 6.1 SP16 in Production Environment.
• Involved in performance tuning for the Weblogic JVM in 10.3.3 for fixing the high memory utilization by using Wily Introscope to evaluate the Garbage collection, Java Objects using the high memory.
• Involved in the configuration and administration of SunOne and Apache Web Servers, including installation and configuration of Weblogic proxy Plug-ins to proxy load balanced requests for dynamic content to backend Weblogic Application Servers.
• Participated in Jboss Application server upgrade from 6.0 to 7.0 in Production Environment
• Evaluate the proposed application installation and proof of concept to ensure compatibility, scalability, portability, and supportability in the current production and staging environments by reviewing all pertinent technical information as defined in the current ISG process such as PDD, SAD, TAD, tech spec docs, deployment diagrams and proposals from partners for new components and/or architectural changes to existing environments.
• Application implementation duties include review of game plans prior to implementation to provide subject matter expert level input, ensuring that all 3rd level pre-installation tasks have been completed and applications have been backed up, installation of code across various servers, and providing post installation support including active monitoring, trouble-shooting and participation in follow up meetings
• Collaborate with TOG partners and coordinate enterprise wide changes that could impact the Retail Environment.
• Involved in renewing the SunOne Webserver SSL Certificates and SSL Certificates on Weblogic Servers.
• Involved in trouble shooting and monitoring the production environment during the high security threat days and helping the Network Engineers to drop the requests coming from malicious IP’s that I noticed from the Application Access logs.
• Performed BCP failover scenario testing for a production environment that is a customer facing application.
• Participate in testing, as required to ensure that new products do not have negative impact on the environment.
• Participated in PQC patching on the Application servers, Webservers and Database Servers for Solaris 9/10.
• Review and update trouble-shooting procedures documentation
• Develop, test and implement OVO alarms for system and application problems.
• Develop, test and implement shell scripts to perform file system and application management functions.
• Ensure that Business Resumption Scenario (BRS) documentation is complete and has been reviewed semi-annually for updates.
• Ensure that the 3rd Level section of Discovery Knowledge Transfer documents is filled out accurately and participate in knowledge transfer discussions.
• Write dataflow matrixes for firewall rules requirements.
• Shared in the on-call rotation; carrying a pager to provide 24/7 supports.
• Prepared implementation plan templates for Weblogic Application Deployments and any other Infrastructure changes.
• Build and implemented Disaster Recovery strategies for Weblogic and Tomcat Domains.
• 24/7 production support for WebLogic application servers, Tomcat Application Servers, iPlanet webservers and Jboss Application Servers running on Solaris OS & Red hat Linux, and BIG IP F5 load balancer support.
• 24/7 responses to alarms in HP OVO, and alarms coming from Topaz customer simulation tests, as well as in-house developed monitoring systems.
• Utilize Pac2000 Remedy Problem & Change management application for management of problem tickets and production change requests.
• Utilize BigIP F5 V9 & V10 to take out App/Web Instances from rotation during the Releases/Installs and troubleshooting production issues on the App/Web servers

At first when I got the job I was greatly exicited to work for Wells Fargo, regardless of the fake account scandal. Training went very well, trainers engage you and make it seem like a fun place to work. Then you actually meet and deal with your management in branch... Nothing but birdogging, micromanaging, and having a comment for every little thing you do, regardless of you trying your hardest and treating a customer perfectly, there is always something you did wrong. 

A few examples I have for you, I got a very "nice" email grilling me for not using a customer's name 3 times during a transaction, unfortunately I only used it twice, which warranted a 2 paragraph email regarding how I was not adhering to branch policies and I was not providing good customer service; this all after I had offered said customer 2 different products in one sales pitch. Another good one, I was "participating in gang behavior," the customer in question is my mechanic, so I spend a lot of time with him outside of work. He comes into the bank, I ask him the status of my car, we chat, I let him know about whatever product or service I have to offer him on my screen, everything goes fine and dandy, we do a cool handshake, and that's it. I get a nice email that I shouldn't be participating in gang handshakes and I could face up to termination if I'm found participating in illegal activities. yep.

Management can do no wrong themselves; within the first week of my job and in dealing with them my goal of ever joining them was completely crushed based on their treatment of me, and my fellow co-workers. They make branch policies on a whim, don't notify everybody, and when you break said policy you're shamed like a dog who has no idea what is going on. Management makes up little rules whenever they feel like getting at you, everything from how you answer a phone when it's a coworker, to making a form that you have to fill out when you make coffee (I wish I was joking). Whenever they break their own rules and you call them out on it, they say its up to their personal discretion to enforce said rule. However Wells Fargo trains their management sure is the wrong way. They lack any basic personnel management skills, empathy, and show favoritism.  I don't believe it to be just a branch issue but a widespread issue as I've discussed with many other tellers from various branches that share the same sentiment. Management alone is the reason I want to get out of this hole called Wells Fargo. 

Don't even bother calling HR for anything, they're as useless as udders on a bull. Within 2 minutes of calling them up for a list of grievances I had and wanted to get off my chest to see if I could get some help, it was all thrown back at me and basically was something they were unwilling to deal with. 

Favoritism plays out quite a bit in moving up, I was interested for some time in learning more about the banker side as I'm currently studying the field, I was allowed to shadow a banker once, told I'd be set up on a fast track towards advancement and boom, dead in the water, manager ignored any pleas to let me keep learning from them and always made excuses even when fully staffed on the teller side with tellers just standing around because the lack of work for us. Now I said favoritism plays a part in this, as another co-worker expressed intrest, was put on the fast track, catered to, and is now working as a banker with very little qualifications compared to me. 

Pay and compensation, now we get to the good part, personally I feel I'm overcompensated. Starting is 15/hr although I make a little bit over that, great benefits, 3 weeks PTO, weekends off, 9-5, college reimbursment up to 5k a year, and the list goes on. The benefits are amazing, work/life balance is amazing, the whole benefits package is great especially for a job in my area, it's second to none. Really it's the only reason I've stuck it out so long. 

Customers, while working as a teller you'll make so many good connections with business owners, important people in the community, and just overall lots of nice people. It's one of the perks of the job, being able to network with so many people that could be valuable later on. You'll also make friends with a lot of the nice customers that come in mainly just to talk to someone and that's a really good feeling.

Please note, I was actually pretty kind & generous with my scoring or “star evaluation”.  
I worked at a few local Wells Fargo branches. I worked at Noe Valley, the Castro Branch, Bayview and one of the SF downtown Locations. 
 
  As far as cultures go, if you pick the right branch...it can be a pretty good experience starting out in the banking field. Mind you, working in a bank is nothing like working for a bank at a corporate office.
   One environment is for helping people directly, the other...is for Office Types, who like shmoozing, constant coffee breaks, the kind of egos that thrive on illusions of self grandeur.  They think they’re headed to the top, CEO, that kind of non-sense. Lol.  

I suggest if you truly are innovative and love technology, start your own company. Why would you want to work for a huge corporate juggernaut that moves the pace of a snail when it comes to enacting real change?

Although Wells Fargo does have some of the best technology in Banking, some of the worst? HSBC comes to mind, credit unions, Bank of the West<—-employees told me their online systems are messy.  
 Job security, sure it’s there as long as you don’t “rock the boat”.  Banks are peculiar in that they protect their culture good or bad.
 It’s not a place for free spirits, that much I can tell you.  My experience dealing with “the backshop”...the technical support systems of a bank...Wells Fargo hires young kids, for lack of a better term who belong working at Old Navy or Hot Topic...they’re just not professional, they lack intelligence.  

BofA I will say has a much more professional “back shop”, seasoned pros that have dealt with more serious banking issues like Trust Accounts, Wills, Death Certificates...which is one of the nastiest issues you’ll ever face as a banker.  I wonder, why do people walk into a bank, talk to a perfect stranger about the death of a loved one? It should be done by a certified individual, by appointment, over the phone. Everything should be mailed/scanned in. Again, who am I to comment? The Retail Bank takes care of issues that Corporate types could never handle. Those people are more concerned with Conference Calls, one of the most useless endeavors ever created by Corporations.  
 I’m going to sum up by saying, if you want to learn about banking...inside of a bank...you start at the bottom, which I did. I was a Bank Teller at two different Wells Fargo Branches (Fillmore-California) and Mission Ocean, then I was a Banker at Wells Fargo and BofA...all BUSY, BUSY LOCATIONS. If you have the guts, perhaps you’ll move up...or like most do, give up, lol. Because it’s not easy working in a bank in San Francisco.  Yes, you’ll meet some very good clients and you’ll meet some very strange ones. Why do you think online Banking took off??? You can open your account online without talking to some stupid wannabe financial expert.  
  Last bit...I opened an account with Citibank...and only for promotional reasons.  I went through all the security screenings and extra security screenings...still I had to send in proof of my social security #. I went into the Branch in Daly City.
 Get this the Banker simply had to fax ONE DOCUMENT and he didn’t want to do it, he immediately started making excuses. That’s how many bankers are...They just don’t want to do anything. 
  At a Chase Bank, in San Bruno..I opened up what’s considered a Premium Account, larger balance...I would say the Private Banker did a fairly good job, nothing special, anyone could have done it.  She was quick, which I appreciated, but no follow-up.  The banker next door was being loud and using profanity, like “F” bombs, I couldn’t believe it. Not one time, had I ever used any profanity inside of a bank, and this idiotic banker at Chase, who I could have reported...but hey, you can’t always spend your time condemning the whole world, you’ll never have time to really accomplish anything.  That’s what it’s REALLY LIKE WORKING IN A BANK AND be serviced by a few petty egos who work in banks. (They’re not all bad, some are actually pretty good). In reality, the experience is what you make it to be, you can have a positive impact upon your own career and yes there will be challenges with foolish co-workers, immature people...but you can overcome all that. 
 Thanks, have a nice day.

For 22 years I worked at this "financial institution" working my way up from project manager & business analyst to operations manager overseeing ACAT's, Trading, Online Platform, Reorg, Dividends & Clearance. Unfortunately, most of these departments moved to other cities during mergers. Wachovia (prior to merging with Wells) still managed to keep talent where I was then asked to head up a relationship for a large trading partner netting the firm approx $1.5mm profit per year. Then came Wells Fargo. In my 30+ years of working for wall street based firms I never encountered a culture, business model, back stabbing inept management as Wells. They decided to jettison my trading partnership based on reputational risk because the other firm was "not within the Wells umbrella and control". This ended my relationship management role which left me with the only choice of working a retail desk for high net worth and high velocity traders. (pay cut number 1). We were removed from salary (bonus eligible) to hourly "but don't worry - you can get all of the overtime you need - right?" WRONG! Suddenly, no OT! We were also STRONGLY ENCOURAGED to cross sell to our clients. (pay cut number 2). A grid was employed and if you didn't hit their numbers you took a hard hit. An impossible task unless you "manufactured" leads. You know - lie, cheat, steal to produce acceptable numbers! It's impossible to try to cross sell a limited audience. Most of our clients we spoke to at least once a day and many multiple times a day. If you can figure out a way to cross sell someone who calls 8 times a day, honestly, please let me know.You have probably heard of Wells in the news with the word SCANDAL attached and some record breaking fines! Next, it was managements (using that term very lightly - laughingly they refer to themselves as leadership) decision to view our desk as an high risk department and the pressure was turned up to a point that 70% of our team left. Some of the folks were fired for manufactured reasons such as low call scores or too many errors. If they wanted you gone, they would literally listen to every call "hunting" for something to hang you on. The last important point - their systems are junk! It was demanded that you work around system issues or the associated error was yours. Too many errors, you're gone. Not talking about 2 or 3 here. We're talking issues in the double digits. We had a joking expression in our area - THERE"S A WORK AROUND FOR THAT! For a company so "risk averse" why wouldn't you address the issue at its inception point? Money! Compare the IT budgets of Wells and their peers, JP Morgan, Citi, Bank America. Guess who's in a distant last place? Really shocking considering this firm continues to raise its dividend and continue to buy back BILLIONS of dollars of its stock - most likely to keep Buffett happy. Pretty "impressive" for a company without a CEO. The last CEO just walked out without a successor in place (how does that happen?). Literally said I'm done one day and walked out. 

In the end, I was making 38% less before I was canned. Now I am unable to get a job largely because of my prior association with Wells. Most think of former Wells employees as unethical, a cheat, a crook and/or a liar. Remember that REPUTATIONAL RISK that Wells so much feared? I'm now living that nightmare! Thanks to Wells, I'm looked upon as a risk because Wells appears on my resume! THANK YOU WELLS FOR TEACHING ME THE TRUE MEANING OF REPUTATIONAL RISK! Thank you for trying to teach me the meanings of leadership, culture, values, teamwork, career path, honesty & integrity. Fortunately, I learned these meanings and principals of each, correctly, long before Wells entered my life. I wake up every morning proud that I know the true meanings or each of these words and can live by them.

Potential candidates: In two words - STAY AWAY!!!!!!!!!!!!

The typical day of work consists of a morning huddle with all staff, most of the time it's with the Personal Bankers, Small Business Banker, Mortgage Consultant Banker, and Financial Advisor. The corporation has different sales vision varying based on corporate objectives, (i.e. Sell Home ELOCS) on a daily basis. It's the Personal Bankers responsibility to bring in new business (i.e. Checking, Savings, Debit Card, Credit Card, Mortgage Referral, and Financial Advisor Referrals) and meet those sales objectives, while giving "exceptional" customer service. The company has a "Daily Activity Planner" sheet that every employee is required to fill out in the morning before the store opens. The "DAP" is used as a "tool" for the bank to measure what different activities you have planned throughout the day. Typically depending on the store location and the foot traffic coming into the store, keeping occupied can be your advantage or disadvantage. If it's to your disadvantage the company has different databases which help you "scrub" ("Scrub: Finding other means to create relationship banking. I.e. Cross-selling other bank affiliated or partner products). For the most part scrubbing will help you find leads; those leads which will help you identify the clients and their needs. From that point on the Personal Banker will attempt to contact the client to have them get a "Financial Check-Up" or call to find out more information from the client. The goal is to get the client sitting in the Personal Bankers chair to go over their financial information; daily money management (checking), planning for the future (savings), unexpected expenses (Credit Cards, HELOC, ELOCS), and most importantly retirement goals (IRA's, 401k, etc). Aside from all the information I just mentioned the company is a commercial bank which has too many expectations from its Personal Bankers, and creates unrealistic sales goals for its stores and Personal Bankers. The stem of the problem comes from the company top management and then trickling down to district managers and store managers, the company wants production from all its Personal Bankers. Also when clients come into the bank for the most part it’s a servicing need for their accounts, however management also wants the Personal Banker to get a sales gain from this interaction with the client, and in my case my manager would tell me to cross-sell and then give the gesture “Pointing at her watch” behind the seated client, after of being only in the seat for three minutes. It’s very difficult to have a positive interaction with a client and find out their needs in three minutes. Also I was afraid at the fact that the client would be “Galloped Poll” and under “Made you feel like they want your business” would be marked low because I have a manager that wanted to cut the clients’ time in half because other clients were a priority, instead of trying to establish client rapport. In the beginning its ok if you fall short of your goals, most Personal Bankers don't make their goals, but after some time managers get stressed by district managers (Top Down Affect) of which Personal Banker being productive and non-productive. The company doesn't pay decent compensation for the amount of work that a Personal Banker goes through. The company also sometimes has “Family and Friend” days, where they want to know if you can open up accounts for family or friends. I just personally find this very disconcerting, a company so low to make a profit to sell to family and friends who don’t need any accounts. Just to add; banking has become very unethical with Personal Bankers opening up “Dummy Accounts” for consumers and small business, sometimes with or without the authorized accountholder consent.. Don’t be surprised when you walk into your Wells Fargo Store to find the Personal Banker who previously assisted you has either; resigned, promoted (yeah right), or terminated.

	Understood the requirements for new functionality items by worked closely with the business team and the end users to prepare test scripts.
	Worked closely with the project Managers, project Technical Managers, Business Analysts Database Administrator, System Administrator and developers in planning coordination and implementing QA Methodology.
	Build QA test environments and splitting the project other team members.
	Prepared test cases in Quality Center to cover all the test scenarios for the new functionality items and issue/defect tracking and reporting out of Quality Center.
	Developed Test strategy, Performance Test plan, Performance Test plan Template, Test Cases and Test scenarios from the Business Requirements, Functional Requirements, and Design Documents and save them in the share point.
	Developed status update templates and provided timely status updates for the status review meetings.
	Involved in defect review meetings and coordinated with the development team for the timely resolution of defects.
	Worked Wealth Management Portal that merged multiple application like NAM, AAR, DARS. Did the performance testing under Wealth Management Portal many different application servers.
	To ensure that delivering product meets the end user’s requirements it is important that sufficient testing is done and all scenarios are testing used Agile Development Methodology.
	Actively leaded team meetings every week, got update from team members and gave daily update to team, walked through, completed various testing related documents and assisted in improvements of Testing Processes and Procedures.
	Used Quality Center for maintained Defect Cycle (creation, reporting, fixing, retesting and closing).
	Developed XL Sheet Template to use different projects for QA team members to upload their Test cases to QC.
	Created VUsers Scripts using VUGen and used HP Performance Center to generate and executing Load Runner Scenarios.
	Involved in Load, Stress and Volume Testing to simulate a process, which allowed more than 700 Vusers login at the same time and observed the behavior of the system by used HP Performance Center.
	Developed LoadRunner automation test scripts in VuGen in Web Base application used Web HTTP HTML protocol.
	Enhanced the scripts by added checkpoints,   functions in C Language, transactions, and rendezvous points, creating parameters, and performing manual correlation to recording scripts.
	Attended meeting with Technical Project managers, Project managers, Developers and Business Analysts for each Project prior to Performance Testing.
	Configured scenarios and sated up the Monitoring Environments, added require measurements, to captured the performance of the Application Web Server Resource Monitoring, Client Server Resource Monitoring, including Oracle10g Server Performance Counters, Custom Queries, Firewall Monitors, Windows Resource Counters, , UNIX Resource Performance Counters and SQL Server Performance Counters used HP LoadRunner Performance Center.
	Monitored online graphs like Transactions per Second (TPS), Throughput, and Response time at Client side and analyzed after the completion of test.
	Analyzed various graphs generated by Load Runner Analyzer including Database Monitors, Network Monitor graphs, User Graphs, Error Graphs, Transaction graphs and used Performance monitor to analyze the % CPU Usage, Memory and Requests per Second for each Scenario.
	Analyzed the Test Result and developed the MS Report and published the reports on the Share Point.
	Integration and Regression Testing by repeating execution of automating test scripts to identify errors in each modifying build in the process of testing used QuickTest Professional.

I am usually a very upbeat and positive person however, I have watched the Frederick Maryland site lose over half of its workforce due to employees leaving on their accord or management creating chaos by terminating/laying off great employees.  The once manageable work load has tripled in the past three months to unmanageable levels.  It is not unusual but the norm to work through breaks and lunch.  It is also not unusual to list on ones time tracker/time card that you took your much needed lunch break when you actually did not!  In fact, this practice is pushed by many managers/supervisors verbally and in instant messages.  

I am an over achiever and I have always been in the top 5-10 numerically in the Power Rankings.  I have to admit  I began to sell my shares of Wells Fargo stocks based on what I saw and experienced first hand during my six years at the Frederick site well before I gave my notice.  

Education and math skills are never a requirement at Wells Fargo on the mortgage side of the business.The  job hiring culture is all about diversity ; and not in the true meaning of the word- meaning if you have zero education and zero mortgage or finance experience .....your hired!  It doesn't matter that a borrower's mortgage loan is assigned to a 19 year old with barely a "c" average in high school, no college, no math skills, who lives with parents and has horrible credit.  Well, if you speak sports then your in!  I personally could never allow anyone that does not have the education and financial skills to manage, underwrite or service my mortgage  and or financial situation. The common statement by my skilled peers is  "young, dumb, and cheap disposable labor".  I did not invent this line but it does fit the description of the hiring environment for the past three years.

As to micromanaging to the extreme...it is more  likely due to hiring unskilled and uneducated people that need to be babysat!

I have multiple college degrees and decades in banking - all facets of banking. I am the employee that receives all the double out of cycle raises and kudos and awards personally awarded by corporate management.  I have had double raises for the past five years. Eight and ten percent raises might not be that bad considering my unskilled peers are given between three and ten cent (actual penny raises) , once a year ! It is difficult to transfer to another department, especially if you are well liked and are called the "cash cow/rain maker" for bringing in the money and bonuses.  The management and or "supervisor" will stop the process at all costs to the employees expense. All kinds of concocted erroneous reasons are made up to stop the employee from posting out and up.

Wells Fargo was higher on my approval scale six years ago before it began its demise after the government cracked down on mortgage loan servicing guidelines.  The management was not prepared to follow the government rules, the borrowers high level demands and major government inappropriate fines. I was successful at my job and my ethics are stronger than a great many.  I just could not watch my employer collapse and struggle with my large 401K in hand.  

I handed in my resignation to move forward from a stale work environment.  I am looking forward  to a smaller company that believes in great customer service and actual mortgage banking.  

In summary, Wells Fargo is not a good career choice but just a stepping stone while one is looking for that desired career of choice.

I had several positions on the company and suffice to say, your experience will widely be determined in the department/role you work.  I started in Home Equity Servicing/Specialty service and in that role, the stress was minimal, but the workload could be either an all day slug fest or plenty of time in between to hang out with your favorite coworkers. The pay at that time was decent but not great, however the benefits were stellar with a lot of PTO which increased along with your years of service. Middle management wasn't bad either, at that role, they were usually kind and understanding folks.

This all changed when I went into Wells Fargo Home Mortgage. It was a competitive and demanding job, where the sharpest duked it out. As a mortgage company they didn't have the technology to compete and the credit policies were so conservative that much of the applications fell through so we hungry and incentive driven. The systems that were in place such as software and allocation of duty, were so efficient that Mortgage Processors were responsible way too many responsibilities being set upon one person which caused extreme mental distress and burnout. ( This is not a sentiment I held solely, this was the modus operndi for all processors you asked in private)  I became a senior mortgage processor within a year due to my proficiency but quickly found myself extremely overburdened by the case load and sheer expectation to produce, which i was able to do so by skipping lunch and working unlogged OT at times because i truly cared for my customers. I kept on going because my fellow processors and immediate supervisor were god folks and we forged a brothers in arm mentality as well as being able to work from home. We kept each other afloat when we were tasked with realistically 13 hours of work in a 8 hour work day. As for the lateral teams,  I had a lot of sales consultants whom thought they were god's gift to humankind but there were a few good apples you could vibe with and build relations. The underwriters however typically were good people, very knowledgeable and usually ready to help as long as you showed them the respect they deserved. Closers were cool also, they were often in the same boat as we were.

I was on the way to quitting but thankfully laid me off  so I had a severance package after 8 years of service to Wells Fargo. It was a sigh of relief truth be told.

My real issue was upper management/executives. Its a cliché but it sure proved true in the meeting I attended, they view everybody as expendable and will pretend to care about their employees but will callously not change the status quote and keep you working until your fingers bleed. They also don't listen the middle management when they try to stick up for us. As I mentioned I was laid off, it was a geographical decision as they once told me my position as a remote job but they decided to eliminate remote positions so even folks who have 20 years of processing were ousted. The higher up's just one day decided to pull out of the mortgage sector in a huge way, and any remote worker not near one of their main hub cities were gone. logged in one day, saw the 10 a.m. meeting scheduled  and knew my number had been pulled.

I will say minus the final years there, Wells Fargo isn't a terrible place to work. They  gave me a good start and culturally, they are genuinely inclusive and at a middle management and below,  you'll find  decent, good folks. But a bank is a bank, and banks have their reputation for a reason. Those execs/higher management are as cold as cash.

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