Workplace reviews and discussion: 第一金證券投資信託股份有限公司

The company has no precedent of firing people.

Bonuses and performance targets are among the lowest. The supervisor will make grand promises, saying they will let you pass the probationary period, but then they will not tell you the evaluation criteria and will ultimately extend the probationary period once more. Since the supervisor is responsible for performance targets, there will be conflicts of interest with the financial consultants. They will first assign monetary-product performance to you, then, after the probationary period ends, take it back and change it to their own code. However, the client was referred by another unit and is not actually their client. When I asked during a performance push whether I could call that client, the response was that it was their client and I was not allowed to contact them. The assistant also follows their instructions. I do not know whether changing the performance attribution to their code is legal, and it was changed to their performance without my seal or approval. In short, there is a lot going on beneath the surface. When other branches further divide up resources, they will say that the general manager does not agree to distribute the shared public-list leads. When a colleague asked why branches in central and southern Taiwan were distributing them, the supervisor fell silent. The supervisor can see the maximum subscription amount of every client on the shared public list. As for whether those clients can be changed to their name, they say openly that it is not allowed; however, any clients assigned to me can be changed so that the performance is credited to them. There should also be ways to change the codes of clients on the shared public list. In short, there is a lot going on beneath the surface.