By: Kari Michel This blog is a continuation of my previous discussion about monitoring your new account acquisition decisions with a focus on decision management. Decision management reports provide the insight to make more targeted decisions that are sound and profitable. These reports are used to identify: which lending decisions are consistent with scorecard recommendations; the effectiveness of overrides; and/or whether cutoffs should be adjusted. Decision management reports include: • Accept versus decline score distributions • Override rates • Override reason report • Override by loan officer • Decision by loan officer Successful lending organizations review this type of information regularly to make better lending policy decisions. Proactive monitoring provides feedback on existing strategies and helps evaluate if you are making the most effective use of your score(s). It helps to identify areas of opportunity to improve portfolio profitability. In my next blog, I will discuss the last set of monitoring reports, scorecard performance.
Put yourself in the shoes of your collections team. The year ahead is challenging. Workloads are increasing as consumer debt escalates, and collectors are working tiring, stressful shifts talking to people who don't want to talk about their debts.What kind of incentives can improve your collections performance and at the same time as create a well motivated and productive team?IntroductionFinancial incentives have long been a popular method to help boost staff performance. These rewards usually relate to the achievement of certain goals — either personal, team, organizational or a combination of all three. A well-constructed incentive plan will increase staff morale and loyalty, as well as making a valuable difference to the bottom line. It can help ensure you are managing a team who are running at full speed and capability during these busy, turbulent times.However, collections managers can also implement alternative non-monetary incentive programs that can boost staff commitment and effectiveness.This series of postings identifies cash and non-cash alternatives that can help build and maintain a motivated team.Getting StartedBefore introducing a new incentive plan, clearly explain your objectives to the team. If your main goal is to maximize profitability, boost morale by letting your team know they are a major source of profit. Their understanding of how individual performance relates to the business will deepen their commitment to the program once it begins.To help you decide what to include in the incentive plan, you must first understand what drives your team. This should be ascertained by conducting regular performance appraisals, call monitoring, attitude surveys and informal conversations. Your staff will likely tell you that increased status and recognition, higher pay, better working conditions and improved benefits would increase both morale and performance. We can look into incentives that address these requirements individually, but let's begin with the most obvious: money.Money is a powerful motivatorThe current economic climate guarantees that money is more important to your team members than ever; they want to be financially rewarded for their efforts. In this industry, collectors work individually so it is wise to target them in this way when using financial incentives.Comparing individuals can also achieve higher performance levels because the cachet of being 'top dog' is a real motivator for some people.Our advice is to begin by targeting staff in three familiar areas and ensure from the start that your collections system delivers the depth and granularity of management information to support your incentive program.I would like to thank the Experian collections experts who contributed to this four-part series. The rest of the series will be posted soon!
By: Tracy Bremmer In our last blog (July 30), we covered the first three stages of model development which are necessary whether developing a custom or generic model. We will now discuss the next three stages, beginning with the “baking” stage: scorecard development. Scorecard development begins as segmentation analysis is taking place and any reject inference (if needed) is put into place. Considerations for scorecard development are whether the model will be binned (divides predictive attributes into intervals) or continuous (variable is modeled in its entirety), how to account for missing values (or “false zeros”), how to evaluate the validation sample (hold-out sample vs. an out-of-time sample), avoidance of over-fitting the model, and finally what statistics will be used to measure scorecard performance (KS, Gini coefficient, divergence, etc.). Many times lenders assume that once the scorecard is developed, the work is done. However, the remaining two steps are critical to development and application of a predictive model: implementation/documentation and scorecard monitoring. Neglecting these two steps is like baking a cake but never taking a bite to make sure it tastes good. Implementation and documentation is the last stage in developing a model that can be put to use for enhanced decisioning. Where the model will be implemented will determine the timeliness and complexity for when the models can be put into practice. Models can be developed in an in-house system, a third-party processor, a credit reporting agency, etc. Accurate documentation outlining the specifications of the model will be critical for successful implementation and model audits. Scorecard monitoring will need to be put into place once the model is developed, implemented and put into use. Scorecard monitoring evaluates population stability, scorecard performance, and decision management to ensure that the model is performing as expected over the course of time. If at any time there are variations based on initial expectations, then scorecard monitoring allows for immediate modifications to strategies. With all the right ingredients, the right approach, and the checks and balances in place, your model development process has the potential to come out “just right!”