This content has not been rated yet.
COMMISSION-REDUCTION STRATEGIES by Ken Buehler Commission reductions have been in practice for a number of years and, given the current expense reduction needs of carriers, there are no r...
This content has not been rated yet.
COMMISSIONS VS. CONTINGENCIES by Chris Burand Do independent agents serve the insurance company or the consumer? One of the most perplexing aspects of the con...
This content has not been rated yet.
COMPANY CONTRACTS: DOUBLE YOUR BONUSES by Chris Burand If one company is willing to pay twice the bonus for the same results, the same book, the same ease of doing busin...
This content has not been rated yet.
COMPENSATING PRODUCERS by Harry Brooks, CPCU, CLU There probably is no subject in the field of insurance agency management that is discussed as frequently, but on which there are su...
This content has not been rated yet.
COMPENSATING THE INSURANCE AGENCY OFFICE STAFF by Harry Brooks What should you be paying your agency office staff members, other than producers? It is not a sufficient answer to say...
This content has not been rated yet.
COMPENSATING YOUR SALES CENTER COORDINATOR By Darren Clevenger One of the most critical factors that can make the difference between an average sales center coordinator and a great ...
This content has not been rated yet.
Very few employees will leave your agency simply for more money. They will usually have other valid (to them) reasons that, when also combined with a higher salary, push them to seek employment elsewhere. If a review of the compensation survey results (from another Middleton letter) confirmed that your agency is paying people within a reasonable range of 'average,' the level of compensation should not be of major concern. What you do have to worry about is how you are paying those dollars and how your management philosophy and style complement the overall compensation administration plan.
This content has not been rated yet.
This Confidentiality Agreement ('Agreement') is executed effective between _____________, its subsidiaries, parents, successors and assigns ('Company') and _______________, his/her assigns, spouse, heirs or other legal representative ('Signator'), as consideration for the establishment and/or continuation of their employment relationship and sharing of Confidential Material.
This content has not been rated yet.
CONSIDER A TWO-TIERED PRODUCER COMPENSATION SYSTEM by Chris Burand Is your producer compensation method outdated? Is it possible that theres a bettter way? This document by Chris ...
This content has not been rated yet.
CONTINGENCY COMMISSIONS: A WIN-WIN PROPOSAL by Al Diamond This solution to the contingencies controversy benefits everybody in sight. In October 2004, New York Attorney-General E...