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... lines, personal lines, and group health/life averages by size of agency. To c... Group Health/Life: ...

... (1) written job descriptions, (2) careful employee selection based on a commi...accommodate carriers?   10. STAFFING. As your agency evolves into a ma...

... . Negotiate lucrative contracts with carriers and wholesalers. Net result. More revenue for your agency! Clients & Prospects will research you, your co-workers and your agency here. The most comprehensive online insurance industry reference library for - Personal Lines Professionals Commercial Lines Professionals Life/Health & Benefits Professionals Online newsletters and content that you can use for your clients and social media efforts. Ability to attach leads and clients to your specific market searches, with e-mail alerts for all the market, articles, blogs and people searches you make. And ... PLAN. Workflows and carrier technology availability would be determined at this point. Automation tools, either off-the-shelf or custom-designed, could be identified and acquired. &# 160 10. STAFFING. Factors important would include: (1 ) written job descriptions, (2 ) careful employee selection based on a commitment to client service, and (3 ) appropriate aptitude testing to ensure the hiring of employees who are skilled and well-suited to their roles. &# 160 FOR THE EXISTING AGENCY: GIVE YOUR AGENCY A PHYSICAL &# 160 Listed ... sources, capital investors, and carrier financing. &# 160 8. LOCATION. Location is a logical result of decisions included in the marketing plan. For a new venture, you might decide that dependence on the National Restaurant Association could mean joint tenancy in their office building or a location nearby. A national focus would mandate either wide distribution of offices or just a central location if you would be operating with heavy automation support. &# 160 9. OPERATION PLAN. Workflows and carrier technology availability would be determined at this ...

...ver, the same procedures that take care of the larger accounts are also applie...ffed with competent people. A FEW SUPPORTIVE INSURANCE COMPANIES Maintai...

... and not premiums. Department Productivity Measurements Another way of evaluating the overall productivity of an independent insurance agency is to relate the accounts and commissions handled per person to the averages of the peer group. The next chart presents the commercial lines, personal lines, and group health/life averages by size of agency. To compare apples to apples in this chart you must decide how many people to allocate to each department. Our measurements include all of the service and support people in the department, not just the service representatives. Managers ... number of hats, it may be necessary to determine how much of each person to allocate to each department. Use commissions, not premiums, and note that these measurements are per account, not per policy. As with any general guidelines, it is important to carefully analyze the applicability of the numbers to your agency situation. These are averages comprised of all the best and the worst agencies around the country. To compare yourself with the above-average agencies, multiply the measurements by 1.25. If the claims function in your agency is ... the individual departments to figure out whether there might be overstaffing in one area and a shortage of personnel in another. Sales vs. Service/Support Personnel It is instructive to analyze the current productivity of an agency by focusing on the efficiency of the producers versus the office staff. The average agency has from one-fourth to one-third of its employees in production positions with smaller agencies having a higher percentage of sales personnel in the overall head count. Generally, the agency revenues per producer will increase as an agency grows and will exceed the ...

...sistants. If these individuals are career-oriented, they may be very excited by the opportunities that this career path offers them. (And you may promo... Office Furniture: ...