HISTORY

One Network Bank was a consolidation of three most profitable Rural Banks in the country namely: Rural Bank of Panabo, Network Rural Bank (Davao) and Provident Rural Bank of (Cotabato).

The years prior to consolidation in 2004, the three banks existed as separate entities but operated as a group in terms of sharing common central office systems and policies. After eight years of a long engagement, co-existing as 3 banks, 1 system, the three banks decided to tie the knot and operate as one bank, now called One Network Bank.

OUR VISION

One Network Bank will be the Philippines widest banking network in progressive communities unserved or underserved by commercial banks, especially in rural areas, powered by values-driven professionals with a deep sense of mission to provide these communities easy access to modern quality banking services.

MISSION

One Network Bank will Aggressively build-up capital in order to widen branch infrastructure and to provide the widest possible array of financial products and services; Accelerate and deepen presence in progressive communities unserved or underserved by commercial banks; Ensure holistic development of human resources guided by ONB core values; Provide access to innovative and quality lending programs to small farmers and small businessmen; Provide special banking services for rural banks, cooperatives and multi-branch institutions; Implement best practices in compliance, risk management and good governance; and Provide shareholders with rate of return on investment that are highest in the banking industry.
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CORE VALUES
MAKA-DIYOS We endeavor to manifest Gods presences in our work. We value excellence in our service to the community especially to the small accounts. We continuously strive to be examples of simplicity by living within our personal financial means. We continuously strive to earn the trust and confidence of our clients. We have a passion for excellence in everything we do. We maintain a healthy lifestyle to keep a sound mind and body. We are organized in doing our work and we maintain a safe clean desirable workplace. We emphasize with the concerns of our coworkers and clients. We believe in teamwork. We find happiness in everything we do.

MAKA-MASA

MARUNONG MAG-IPON

MAPAGKAKATIWALAAN

MASIGASIG

MALUSOG

MAAYOS

MAPAGMALASAKIT

MAKA-BAYANIHAN MALIGAYA

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ORGANIZATIONAL CHART OF ONE NETWORK BANK

BOARD OF DIRECTORS

ADVISERS TO BOD CORPORATE SECRETARY

AUDIT COMMITTE E RISK MGT. COMMITTE E

CORPORATE GOVERNANCE COMMITTEE

INTERNAL AUDIT DEPT.

RISK MGT. DEPT.

COMPLIANCE DEPT.

EXECUTIVE COMMITTEE

IT COMMITTEE PEDCOM MIS COMMITTEE PRESIDENT

AML COMMITTEE
ASSET LIABILITY MGT. COMMITTEE

CRISIS MGT. COMMITTEE

IT & ECHANNEL GROUP

BRANCH BANKING GROUP

TREASURY GROUP

SUPPORT GROUP ACCTG. DEPT. CREDIT DEPT.

HRMDD

AREA HEAD CLUSTER HEAD BRANCH MANAGER BRANCH OPERATION OFFICER

CASH DEPT.
ACCTG. DEPT.

LOAN DEPT.

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RECRUITMENT, SELECTION AND PLACEMENT

A. GENERAL EMPLOYMENT REQUIREMENT Be not more than 28 years old Have completed a four-year college course Be computer literate Have well-developed interpersonal and communication skills Pass the IQ test and other aptitude/proficiency tests Not have been convicted of any crime Not be related to any incumbent Bank employees, officers, members of the Board of Directors or Council of Advisers up to fourth degree or consanguinity or affinity.

B. EMPLOYMENT CATEGORIES Probationary A person employed for an established permanent position and who shall serve a six months probationary period reckoned from the date of hire. During the six months probationary period, the capacity and fitness of the employee to perform work shall be evaluated.

Unsatisfactory performance or other reasonable causes shall be grounds for the Bank to terminate the probationary employment within the six-month period. Permanent A person shall be considered a permanent employee after satisfactorily completing the probationary period. An employee classified as permanent will be classified as such until his separation from the Bank. Contractual A person hired to perform special projects not related to inherent banking functions.

C. SELECTION OF PERSONNEL FOR STAFF POSITIONS The bank adheres to the policy of hiring applicants who are, as much as possible, residents of the area or locality where branch or office is situated.

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 FOR MANAGERIAL POSITIONS The bank adheres to the policy of ADVANCEMENT FROM WITHIN in order to enable qualified employees to advance to a higher rank whenever opportunities arise. When vacancies exist within the company, primary consideration shall be given to qualified employees who exhibit readiness to assume higher responsibilities and assignments.

D. HOURS OF WORK 1. All officers and staff must render at least forty (40) regular hours of work per week. The workday shall consist of eight (8) hours of work. 2. Overtime 3. Meal Allowance 4. Holiday 5. Day-off

E. SALARY RATES Hiring Rate usually given upon employment Minimum Rate given upon permanency in case of a probationary employee or upon permanent appointment of a promoted employee. Intermediate Rates provisions for salary adjustments. Maximum Rates the highest salary rates for a given pay class. An employee`s salary cannot be raised beyond the maximum rate of the pay class to which his position belongs.

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RETENTION
A. ONBE Orientation of New Bank Employee B. Tellers Training C. Loans Training D. BOMDP Bank Operation Management Development Program E. Contract

REWARDS & BENEFITS

A. VACATION LEAVE A regular employee who has rendered at least one year of continuous service by December 31 of any given year shall be entitled 15 days vacation leave (VL) credits at the start of the next calendar year. Those who reach 1 year of continuous service on January and the succeeding months of any given year shall be entitled to prorated VL credits.

B. SICK LEAVE A regular employee who has rendered at least one year of continuous service by December 31 of any given year shall be entitled 15 days sick leave (SL) credits at the start of the next calendar year. Those who reach 1 year of continuous service on January and the succeeding months of any given year shall be entitled to prorated SL credits.

C. MATERNITY LEAVE Maximum of 60 calendar days for normal and 78 calendar days for caesarean delivery. D. PATERNITY LEAVE Married male employees Paternity leave with pay for a maximum period of seven (7) calendar days E. STUDY LEAVE Must be at least one month but not more than six months. The purpose of leave is review for licensure examination or study short courses relevant to banking. F. LIFE INSURANCE It is the policy of the bank to provide the employee`s family with security in times of uncertainty. Thus, every personnel employed by the bank are insured in the amount determined by Management.

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G. MEAL ALLOWANCE It is the policy of the bank to provide its employees with meal allowance whenever the employee is on official business (OB) trip. H. ACCOMMODATION ALLOWANCE Employees going on an official business trip for more than a day are entitled of accommodation allowance. I. RELOCATION ALLOWANCE It is one time relocation allowance is granted to an employee who wishes to relocate his/her family and belongings to an area beyond 35 kms radius from home base. This covers actual transportation and cost for a maximum of P 20,000. J. HOUSING ALLOWANCE This covers rental of a housing facility, dormitory, or a presentable boarding house of a relocated employee. K. UTILITIES SUBSIDY A subsidy amounting to a maximum of P1,000/ month for electric and water bills not covered by rental agreement or lease contract. It is co-terminus with housing allowance. L. TRANSPORTATION REIMBURSEMENT Granted to employees who are transferred to another branch or office within 35km radius from the employees present branch or office of account of a management-induced assignment. M. UNIFORM SUBSIDY A uniform subsidy is allocated for all regular & probationary employees.

N. RECREATIONAL/SPORTS BUDGET Each employee is allocated P200 per month for sports and recreational activities. O. EMPLOYEE STOCK OWNERSHIP PLAN All regular employees with at least 2 years in service are qualified or have the chance to buy and own shares of stocks with the bank under Employee Stock Ownership Plan (ESOP). P. STAFF LOAN PRIVILEGES All regulars employees who have served the bank for at least 3 years can avail this expanded loan benefit program. Q. INCENTIVE FOR LEARNING DEGREES The bank grants an incentive for those regular employees who pass government licensure examinations such as CPA board exam or who pursue and attain masters and doctoral degrees in fields related to rural banking.

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R. PERFORMANCE BASED INCENTIVES A bonus based on performance of the branch or dept., samples for this are the monthly performance bonus, hitting quarterly targets, annual casa award and annual most productive branch. S. EXPANDED NETCARE PROGRAM Is an in-house Health Care program for all employees. It covers treatment for all ailments during the year up to a maximum amount per year per employee which is P75, 000.

T. FUNERAL ASSISTANCE P30, 000 is given to the family of a deceased employee as financial assistance.

RETIREMENT
Normal Retirement 60th birthday Late Retirement 65th birthday at the option of the Board Retirement Benefit 150% of gross salary per year of service Early Retirement Benefit Equal to a percentage of accrued retirement with the following schedule for an employee who resigns upon completion of at least ten (10) years of service e. Total and Permanent Disability f. Death Benefit a. b. c. d.

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