Toward an End of Something

Leonard Quill, who had replaced Barney Taylor  when he retired in 1992, announced he would be retiring in 1995. Leonard died in 2002 of pneumonia. Sadly, his son, the actor Timothy Quill, died in Sepatember 2017 of Cancer. Tim is pictured on the left in a scene from Hamburger Hill.

His direct replacement wasn't named.  Quill remained as CEO and Chairman of the Board for another year while Ted Cecala and Robert Harra were named co_Presidents.

The Major (actor Peter Cellier - right) in "Keeping Up Appearances" had a striking resemblence to Leonard Quill (left).

Just for the record, I felt The Major bore a resemblence both in looks and behavior to Quagmire on "Family Guy". (Just below left) "Giggity, giggly, giggly!)





I knew both Ted and Bob. (In fact, I knew Leonard Quill as well. I had even been to a party at his home.)  Ted Cecala had started in the Finance Division about the same time I came to the bank in Deposit Services. He was a short man, who during the years I knew him, sported a mustache that gave him a sort of Mafia Don look. He eventually worked his way up to Sr, Vice-President of Finance.  Dave Gibson would replace him in that position. I also knew Dave, had worked with him for a while when he was still there in a lesser roll.  I always felt Ted had a certain sinister look, but in the years after I left WTC he shaved off the mustache and without it he had a ceratin comic appearance (right).

Bob Harra had been with the bank for decades. He had started, I believe, as a teller, but by the time I knew him he was a Vice-President and then became a Senior Vice-President of Retail. His was a kind of inspirational story about a local kid making good.

I always thought of Bob as the "good guy". He spoke to people and it didn't spook you out. He came to company social events and mingled right in so you felt comfortable with him. He never did the power plays other higher managers pulled. What would happen in the future was a bitter disappointment to me, but it isn't time for that yet.

When Quill eventually did step down the next year, Ted Cecala was named the Chairman of the Board and CEO, while Robert Harra became the Bank President and Chief Operations Officer (COO). They were a Mutt & Jeff pair, Bob being fairly tall while Ted was rather short. I chuckle when I think of a special presentation where they came out together to speak. Bob stood at the microphone just fine, but Ted had been provided with a box to stand upon so their heights matched. (On the left are Bob and Carol and Ted and...oh wait, that isn't Carol, maybe its Alice. No, actually it is a woman named Erika Bush. I don't really know who she is.)

In 1995 I was a star. My name was well known throughout the Bank and I got involved in a lot of things, including being borrowed in other divisions when they had a problem they couldn't fix. I was also the go-to guy on PCs, the local guru. Once upon a time I was cutting edge computer savvy; not now-a-days. I'm like brain death when it comes to technology anymore. People around me these days probably can't believe I could have ever accomplished what I write of in these autobiographical posts. I come across, I think, as rather dumb anymore.

Anyway, in 1995, I was a member of the Bank Pricing Committee and Chairman of the New Product Committee. I acted as an advisor to the Accounting Division on Cost and they borrowed my costing reports for our divisions. I was an Officer of the Bank. I was also in my 15th year as Operations, Methods and Project Manager for Deposit Services and Data Preparation. On the right I am about to receive my 15 year pin from Walt Whittiker. My and his secretaries are looking at the cake I got. These were Diane Warwick and Francine D'Ambrosio.

Most of the systems operating in our divisions had been brought in by me: the Digital Sperry UDS-2000 Data Entry System that replaced the keypunches; Automatic Lockbox, that had replaced a heavily intense manual labor division, Bulk Filing of Statements, Statement Insertion Machines, Upgraded Encoders, Personal Computer Support, Self-Service Checking, Action Concept Teams, Intern Training, MAC-ATM Deposit Sharing,  Costing System, Check Retention Safekeeping, and many other smaller projects, as well as Overseening the move of our divisions to the Plaza Operations Center. I had written several of the United Way Presentations, the Deposit Services Guidebook, and a Presentation given publically at the then Radisson Hotel in downtown Wilmington called, "This is Deposit Services". I was co-founder and editor of the divisional newspaper, as well as facilitator for much of the employee training for ACT. I had written several books on Quality, Productivity and Managements for the bank.

There were several projects I championed where I had to fight to get Senior Management to acknowledge, let alone approve; however, once approved I often found myself battling to keep Senior Management from ruining them. I had fought about the need for PCs in the beginning of the '80s, about doing a bulk filing conversion over a weekend instead of a month, having employee participation teams and Check Safekeeping. An example of the type of thing which happened is with Signature Verification.

Banks were required to do signature verification on checks, whether they still are I do not know. So much is don't electronically now and paper checks are less prevalent. In the eighties and nineties, however, there were a lot of checks. When a customer opened an account he or she would sign a signature card and this would be filed. As you know, you sign your check and you sign the back of any checks you want to deposit or cash. These checks went to the Signature Verification Unit where they were stored in files by account number. Theoretically, clerks would check the signature against the signature cards. This was pretty difficult, really, given the volume. Therefore, signatures were often verified randomly. Large items would be reviewed and then a certain number might be selected, something like catching a terrorist by pulling people randomly out of line at the airport. Verification was also done by eyeballing the signatures. It is pretty hard to say if a signature is not forged, especially since people's signatures tend to change over time due to age or diseases like arthritis. Go ahead, sign your own name over and over several times and see if it doesn't change.

I came across a company that did digitized signature verification. It wasn't a large company, because most places were not doing this kind of thing yet. It was new technology. The company was doing this for the Casinos and decided to try and expand into other areas, banks seeming like a logical choice. I put them on the Project List and it got approved. I brought them in for a demonstration and they had a very good stand-along workstation. Signature Cards would be scanned in and when sigatures needed to be compared the checks were fed across a screen and the account number entered. The software compared the signures on something like a hundred points and if a high percentage matched, then you could have some confidence it was legitimate.

We decided to go with this product and vendor and all was going fine until Senior Management stuck its thumb in the pie. It crossed their minds how great this would be if it could be networked across the branches so Tellers could check signatures on the fly, so to speak. Yes, probably would have been nice, but here is the rub. In those days this was fairly new technology, this whole imaging thing. The vendor had been very successful in the Casino businesses, but had no experience with networking a system to support multiple workstations. Our IT programmers didn't have a handle on imaging software, but it was decided to go for this marriage anyway. They were never able to pull it off and the ventor got sick of us and our people were frustrated and things just got lost when we could have had a nice start with the stand alone workstation.

I was still trying to push ahead with some kind of imaging, but no one saw the practicality, until the big equipment vendors came knocking on the door about imaging sorters and data capture. We had, as a matter of pride, contuned along with 1419 sorters, while most other bank had gone to the 3890s. We bragged about our ability to go on running this outdated equipment, but now IBM came with these new imaging beasts. I didn't know this would become my last large project.

IBM flew us by private jet down to a bank in Charlotte, SC for a demostraion of their latest sorters and data capture. Chris Honorowski was also on the team that flew down. Man, I wish I could travel this way all the time. A van picked us up at the WTC Plaza and took us basically across the street where the private aviation company was. (The blimps, such as the Goodyear, used to birth here and Air Force One would land at the airport just on practice runs.)

Thee van pulled right up to the waiting jet. There was even a red carpet rolled out for us. It was so

comfortable in the cabin. Our seats were plush and swiveled, plenty of leg room. (Left, I settle in for the flight.) We were served by young ladies on the trip. A stretch limo met us on the tarmac in Charlotte and drove us to the Bank. Ah, the life of luxury! On the right is our group about to fly down to Charlotte, along with two IBM Representatives. I am standing on the far left. The lady in the red outfit is Chris Honorowski, a software coder of great talent and one of my favorite people to work with.

Then came the changes. George Craig had already retired, some say he got out while the getting was good. Cecala was installed as the CEO and Bob Harra as the Bank President. I had noticed that Walt Whittaker was not his usual self. He seemed more disinterested in new idea or activities. It wasn't too long before he announced his retirement. This is the advice I pass along. If you have a boss you want to work for your career, make certain he isn't 11 years older than yourself.  Walt was turning 65 that year and decided to give up all the stresses of corporate life. I was 54 and had some time left to go.

I had opportunities over those 15 years. Other areas would have taken me, but I didn't want to work with anyone except Walt. I got along so well with him and I loved my job, probably too much.

I expected, we all expected, that John Behringer would be our new Vice-President. It was always that he was being groomed for the job. He had worked for Walt even longer than I, although he was younger. It was a shock when Walt's boss, the man who replaced George Craig, came down and introduced Walt's replacement. It was not John.  It was Fit Sherry, (right) who at that time was around 33 years old with no experience in Deposit Services.


Maybe I shouldn't say anything, but remember a few years earlier the Bank had started an intern program. I was put in charge of developing the training in our devisions. Fil had been in the first group of interns. He was the one who often showed up late, didn't show as much interest as the others, made phone calls during class and who got the lowest score on the final test I gave them. He was now our new boss. I think John was devastated by the turn of events. It had been considered by everyone that the job would be him, now he didn't get it and this effectively closed the door on any further advancement for him.

Sadly John passed away from Lung Cancer a few years later. He had been a heavy smoker, who tried, but couldn't quit. He had even tried hypnotism, but that failed as well. For years he was in a small group that took a lot of smoking brakes. One of those was Phyllis, who died of lung cancer while I still worked in that division. I do not know the fate of Teena, the third member of their little group. After John died it came out that he was a homosexual. He had definitely kept that in the closet, but it kind of explained a couple thing.

John came to most all the social events, which often included dancing and he would dance some with the other women in our party, but never his wife. He had been married, had a daughter in her 20s, but he never brought his wife to anything at the bank, even though spouses were generally invited.One day, through happenstance, I met his wife. I was taken back on meeting her, because I didn't expect her to look as she did. She had some form of Drawfism and was quite small, with disproportionate limbs and a hump on her back.

Fil was decent enough to me and I felt safe, but after Walt packed up his things and left I saw I wasn't as involved with projects as before. I was still Chairman of the New Product Committee and I was then named to the Security Committee as well, but most of the time I was working on my cost program. I wasn't even much involved with the new sorter project despite having kind of initiated it.

Then one day Fil called me into his office. There was another man sitting it there, who rose to shake my hand. Fil introduced him as Dave Ernst, Vice-President of Sales Support. (I will explain the picture of Dave in another chapter.) We all took a seat. This Dave didn't really say anything, Fil did all the talking.

"Dave has a problem," said Fil. "He is trying to institute a new program, one that has top priority. It is called Strong Points. He hopes to build it using Access (A MicroSoft Database application), but it has to be tried to an existing sales program on dBase. So far he hasn't been able to get the data out of dBase.

"Now we met with Ted and Bob Harra, and they felt you were the right fit to work on this new program. Therefore, you are being transferred to Sales Support. We think it may take a year and then you will be transferred to the Finance Division."

My opinion wasn't called for. This was a done deal. I went home that evening beleaving this was a case of "greasing the skids". If you are unfamiliar with that term, it is this. You have an employee you want to get rid of, but have no grounds to do so. You then give that employee a job where it is certain the employee will fail giving you a reason to say bye-bye. They felt I was a perfect fit, come on. I knew nothing about dBase, except the name, and I had never even heard of M/S Access. I had no experience in sales support. It sure sounded like a set up to me.

Into My Private World of Project Management

When the closing curtain dropped upon my performance at Mercy Catholic Medical Center, Sue and a few others, who had worked for me, came to my office for my final bows. They gave me the cup pictured, which is still in use. I was appreciative they felt that way, but I never did. I always thought I was a pretty poor boss. I never liked telling people what to do or disciplining those who went astray. I was too softhearted to be a boss.

  I was on the verge of working for a man who I consider the best boss ever. I am not alone in that assessment. I think nearly all who ever worked or him felt that way and he had over two hundred people reporting to him. Oh, I’m sure you could find someone somewhere that disagrees, but there are always those who find fault even in perfection, not that I’m claiming Walt Whittaker was perfect. I’d be hard pressed to name his flaws, however.

Oh, I suppose his preference for yellow walls. Walt suffered from red-green color blindness. The color he saw best was yellow, so he insisted all our office walls were painted that color. I was also warned about his driving. He tended to get the traffic signals mixed up.

I had two great bosses at Atlantic Richfield, John Murray and Don Jones, and I would have two more in the future, Dave Ernst (the first time around) and Lisa Butler, but there will be more about them later in this opus. Probably the only bad thing about having a great boss is you don’t want to leave them and that can prove a handicap to your career.

There were several things that made Walt so great. He wasn’t a micro-manager always looking over your shoulder. When he hired someone he expected they would do their job and he shouldn’t have to be telling them what to do. He gave me autotomy to run my projects, as long as I kept him abreast of their progress. I never had him second guess me. Sometimes he questioned my plans, but he always let me give my reasons and more than most of the time he let me do it my way. If he did ever pull rank and want things different, he expected you were to get on board. Once a decision was made everyone should support it. He would always listen to suggestions and ideas, and he didn’t mind if being disagreed with. He did not want yes men around him.

I was not only beginning a long relationship with a wonderful boss, I was starting the best job I could wish for (except maybe the paperboy job I had in Downingtown when I was 14). My official title was Operations, Methods and Project Manager for the Deposit Services and Data Preparation Divisions of Wilmington Trust Company. No one knew exactly what that title meant or what I was to do.

This could have been a problem, but instead proved to be very advantages. I had the privilege of inventing my job. I had a wide area to project manage and be inventive with, too. Here is what Deposit Services and Data Preparation consisted of by Section.
In the Savings & Operations Section were Collection (not collections of overdue payments, but a collections of miscellaneous operations that didn't fit anywhere else), Overdrafts/Return Items, Savings & Certificates & Retirement Savings and ATM Control.
The Demand Deposit Section contained Settlement, Input/Mail Deposits, Statements/Verification, Night Deposits, Commercial Analysis/Cash Management Operations, DDA File/Stop Payments, Customer Inquiry and Pay-By-Phone.
Units of the Data Preparation Section included Control, Encoding, Data Entry (Key-to-Disc), On-line Processing and Automatic Lockbox and the Tracing Unit.
Finally there was the Wire Transfer Section of Money Position/Wire Operations and Balance Control/Bank Reconciliation.
When I began my job our Division was spread about in three separate buildings. Demand

Operations, Wire Transfer and Data Preparation were on three separate floors of the Montchanin Building on 10th Street. Savings Operations was on a floor in a building two blocks away, Number One Rodney Square and Collection was in the Farmer's Bank Building at Market Street. In the photo, the building in the foreground is Montchanin. The mostly glass building next door was at that time the Farmer's Bank, but that institute is no more, and the red brick building in the distance was One Rodney Square.

A year or so later we were located in the new Wilmington Trust Building on Rodney Square taking up the second and fourth floors. The new headquarters was built on the site of the old post office. They preserved the lower facade of the historic post office and built the modern high-rise up from within.


My office was then on the fourth floor overlooking Market Street and the exclusive men's club across the avenue. You can see that historic building on the lower right hand corner through my office window. To the right of me is the First and Central Presbyterian Church and the Hotel DuPont.

Walt had only recently taken over the management of the Data Preparation Division. The former head, named Bill Pryor, had just retired. Before he left he had begun looking at equipment to replace the keypunch unit. Walt felt that was a good place for me to begin.

He had already gotten approval for the expenditure and signed the contracts to purchase new keypunch machines from Sperry Rand to replace WTC’s old IBM versions. My task was just configuring how the new stuff would fit on the floor and coordinate the delivery and installation. I had to do layouts for the placement and the electrical and oversee the final setup and testing. Pretty easy start.
Then I was also asked to look into streamlining and automating our Retail Lockbox Unit, a project I would start from scratch.  Ah, now here was a challenge. What in the world was a Lockbox?

My familiarity with the term lockbox involved that big thing that looked like a padlock that Real Estate Agents put over doorknobs when a house was for sale. You know, they hung there and had a compartment inside where the owner's keys were stowed so when the Agent brought a prospect around he could get into the house. He or she had a key to this contraption that opened the compartment and allow he or she to remove the home keys. Something told me when Walk said Retail Lockbox he wasn't referring to these devices.

I had a lot of learning to do.

I had been down the road without signposts before. When I started my job at Olson Brothers, the egg breaker, there was no one there to teach me. The person who I replaced was gone, the man who hired me was gone, the man who was to be the new boss was away. You talk about learning on the job? That was really learning on the job. Just like I didn't know what a retail lockbox was, I didn't know then what the heck an egg breaker did with the broken eggs.

This job was different. It was a brand new position with a rather vague description and no one at Wilmington Trust had a clue what it was supposed to be or what my duties were. I had to make it up as I went along. I had kept my workbook from the Systems Analysis class at Camden County Community College. There were a number of sheets in that workbook for the case exercises. I turned to them, modified some somewhat and these became the framework I built the project manager position upon. Probably the most important thing in there was a scheduling sheet. The next important tool was flowcharting.

But that job did have a history. It had a description. There were some people around who had some idea of what the position was. 

I had even saved my flowcharting template (right). I even had my RPG Debugging Template (left), which contained a sample logic flow diagram. It pays to be a packrat, who never throws away things. Suddenly all those jobs and mix of schools came together. Over the course of my having this position I even got to employee my old art training.

The Retail Lockbox was a fair sized project. I had to analyze the work itself. Then I had to investigate available vendors of equipment, visit them, try the machines. I had to do a cost feasibility study of one system versus another and develop justification reports to go to senior management to get approval for what I recommended. I recommended the Burroughs Remittance Processor.

Without getting into the weeds of the thing and boring everyone, I will just say I brought the project on board successfully and once in place it generated an incredible return on the investment.

Our profit margin on this service became almost obscene (I mean this quite literally) , a fact that became very graphic when I did a followup audit of the system six months after installation to show senior management its success and potential.  I used line graphs to illustrate the differences between the old labor intense operation to the new automated system as well as the profit to expense and where break points would occur in expansion. I did not realize until I did my presentation my line graphs formed the perfect image of an erect male penis.

Eventually the enormous margins of our current operation put greed in the hearts of senior management. The decided to expand the operation and become a clearing house processing other banks credit cards. This was possible because the state government had changed the regulations on credit cards and issuers, so now even if a bank was in Utah, it could base the credit card center in Delaware and have no limit on the interest it charged. In other words, usury laws went out the window. A bank didn’t even have to have a brick and mortar presence in state, as long as they used a local processor, which was going to be us. We were the first and only one equipped to do this.

It is a funny thing how businesses can find a way to skirt regulation. Delaware has long taken advantage by having very liberal business regulations. There had been a long standing bit of bragging that more companies were incorporated in Delaware than any other state. Half of all public-traded companies and 60% of the Fortune 500 companies are incorporated in Delaware. There are jokes about all the empty offices existing here. These are the official residency address required. I had occasion to visit some of these shell offices. They can be found in office buildings and hotels about town. All that was in those I saw was a desk, a lamp, a telephone and a chair. 

Anyway, we did begin lining up several giant out of state banks for our lockbox business. This would eventually prove foolish. At first Walk and I visited potential customers selling this service. We had for years serviced local businesses, such as the power and telephone companies. This is still what we targeted, keep it local and loyal. We sold it to such places as the Philadelphia public broadcasting company (they gave me a tote bag). All these companies were perfectly happy continuing to pay the rate we had been charging, even though our cost of processing had shrunk incredibly with the installation of the Burroughs Machine. (We actually had two, one for operating and one for redundancy in case the first went down. These two machines replaced an entire overnight shift of 35 people. Don't get upset, the bank found another job for all those clerks.) The reductions in cost and efficiency was giving us around a 30% ROI.
Senior Management took the selling out of our hands and put it in the hands of a salesman named Joe, from the Commercial Division. His approach to selling was to promise the customer anything and to concede on the price. Within a couple years our margins became paper thin and the long loyal local customers were in essence subsidizing these large banks. The number of Processing Machines had grown, which also added to our costs, not to mention additional labor. There was worse to come in the years ahead as far as bad management decisions go.

Myself, I was off to a great start and I even got daring. I was given the Bulk File Conversion as a project.

Our bank, like many others, filed our customers’ items by account number. Something banks started to do was change to a bulk file system. Bank statements were sent out over the course of a month in cycles, meaning some statements went out on say the 5^th of each month, then others went out on the 6^th and so forth. Cycles had been assigned customers when they opened their account originally not by some criteria such as alphabetic by name. Each customer was then stored in large revolving files in account number order. Clerks would have a pull list of those accounts within a statement cycle about to me mailed. They would have to go through the files looking for the specific account number and pull all the items to be included with the statement.

With bulk filing, items were sorted and stored by cycle code in plastic trays. When statements for a particular cycle were to be mailed all the trays for that bulk were simply pulled and sent to the sorters to go to the proper statement. This cut down on a lot of labor time.  However, every bank who converted to this system did it over the period of a month, until all the cycles had been run.

I suggested we do the whole conversion over one weekend. Impossible, I was told. Nobody does that. It can't be done.

Well, can't be done, or won't be done? Everyone was doubtful and expected a disaster, but

Walt backed me and we did it on a weekend. It took a good deal of planning on my part, but on that weekend I had everything ready and we used three staging areas. It was pretty cool. The employees were excited. It was like a party. We brought in pizza and hoagies. Everybody worked their hind quarters off and were proud of what they accomplished after it was all done. No other bank had tried this, but we managed it and it all went smoothly. On the right are my plans, schedules and flowcharts for the bulk filing conversion.

All the file trays and new cabinets were order, received and staged before the conversion began. On the left is a stack of the new trays in staging area one with my oldest child, Laurel, standing in front of them. The trays have already been labeled.

We would have no use for those large, bulky revolving files after this. All the items would be in trays by cycle. There would be no sorting through thousands of accounts. The workers would simply pull the trays for a cycle and be off with them. Great labor saver. On the right I am getting all the new files cabinets finalized to receive the new cycled trays as they came from the sorter.

We had everyone in that day, all with assigned tasks and areas. People who would pull the items, people to transport the trays here and there and people to stack and verify at the end after the sorters had done their job.

I had to have maintenance build ramps over over steps to facilitate the movement of the tray carts.


By the end of 1980 I was being known, not only around our bank, but in others as well.