SAN ANTONIO, TX -- USAA has once again been named to the "LATINA Style 50" and "CIO 100" annual lists of best companies, recognizing USAA for industry-leading employee programs and business practices. This year marks the third award bestowed upon the association by LATINA Style and the second by CIO.

LATINA Style and CIO evaluated many aspects of USAA's employee policies and practices related specifically to Hispanic women and information technology employees. Specific programs assessed by the publications included compensation, benefits, training, career planning, work/life balance and childcare, among others.

"We are honored to be named one of the best companies," said Bob Davis,the company's chairman and chief executive officer. "We work hard to create an atmosphere where employees can achieve their personal and professional potential, and are gratified when our efforts are recognized by our employees, and by outside organizations such as these two publications."

Liz Conklyn, executive vice president of human resources at USAA, added: "This recognition underscores USAA's longstanding efforts to foster a work environment that is diverse and supportive of all employees. Our employees are our strongest asset, and USAA is committed to providing the fundamental tools that they need to be motivated and advance in their careers."

"LATINA Style 50"
Considered to be the most respected annual evaluation of corporate America's policies and practices pertaining to Hispanic working women, the LATINA Style staffers evaluated more than 600 major U.S. companies for this year's "LATINA Style 50" list. Evaluators focused on the following major categories: Hispanic executive leadership, compensation, dependent/child-care support, maternity leave, alternative work policies, benefits and women'sissues. Nationally, there about 6.8 million Hispanic women working in the United States, which represents approximately 4.6 percent of the total U.S. workforce, according to U.S. Department of Labor Statistics.

As of December 31, 2002, Hispanic females constitute 21 percent of all employees and 31 percent of the manager/professional level positions at USAA. Additionally, Hispanic females serve in senior vice president or vice president roles within USAA Property and Casualty Group, USAA Investment Management Company, USAA Federal Savings Bank, Enterprise Business Operations, as well as the Community Relations and Human Resources departments.

"CIO 100"
The 2003 "CIO 100" award recognizes organizations around the world that excel in positive business performance through resourceful IT management and
practices. According to the publication, this year's award focused on honoring companies that demonstrated the resourceful use of technology,
employees and related assets in a tough economic climate.

One way USAA invests in IT employees is through professional development and technical training. A notable example is the company's "IT Career Guide," an interactive tool that empowers staff to plan and contribute to their career advancement by defining skill and experience sets for different career paths. The guide also offers corresponding links to training courses, books and other information recommended to enhance employees' potential for development. Another example is USAA's Professional Services Group, a flexible staffing team that provides extra support to special projects that do not require permanent staff increases. Here, IT employees can be retrained to meet current business priorities, giving employees opportunities to work in different areas of the company and to learn new skills while doing so.

About USAA

USAA is a diversified financial services company known for outstanding service to its members, operational excellence and financial strength. USAA was founded in 1922 as a member-owned association providing insurance coverage to members of the U.S. military and their families. Today, USAA has 5 million members and is one of America's leading financial services companies. USAA offers its members a comprehensive range of insurance, banking and investment products and services designed to help them meet their financial needs. Headquartered in San Antonio with offices throughout the United States and Europe, USAA owns or manages assets of $71 billion.

Fact Sheet

USAA has a long history of trying to help employees achieve their goals -- both personal and professional. The company invests significant amounts of time and thought into developing benefit programs and workplace policies that promote employee growth and success. From generous compensation for off-hour
shifts and on-site child development centers to fitness centers and an excellent compensation program, USAA is recognized by outside organizations and media for its industry-leading benefits and policies. Examples include:

Compensation

• Corporate bonuses: In 2003, eligible full- and part-time employees at USAA received bonuses equal to 21 percent of their annual salaries.
  
• Shift premiums: A 30 percent shift premium is paid to full and part-time employees whose regular schedules require them to work non-standard hours.

• On-site child development centers: Offered to employees at five USAA campuses -- with a sixth location under construction -- centers are open until 8:30 p.m. Monday through Friday and also provide after hours care.
  
• Campus amenities: USAA's campus amenities are available to all employees free of charge. They include free parking, company stores, on-site branded cafeterias with outlets including Subway, Chick-fil-A, and others, softball, basketball, tennis, and volleyball courts, jogging trails, soccer fields, golf driving cages, and playgrounds.

• Schedule swapping: The company has developed a tool that employees can use to trade days off with coworkers in similar jobs.
  
• Paid Time Off (PTO): Employees have the flexibility to take time off for the reasons that impact them, including vacation, caring for sick children or for elder care.

• Leadership Development: USAA offers a comprehensive and long-term plan that allows managers to enhance their skills. USAA recently
  introduced a new intranet-based manager portal that provides online instruction, as well as information about employee and operational management and self-development.
  
• Mentoring Programs: This 12-month program is designed to build cross-functional relationships and knowledge among current and future leaders while helping the company retain critical leadership talent.

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