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..._________ 5. $___________ 6. Staffing: Total Number Includes Principals NUMBER % OF TIME SPENT A. Personal Lines customer service representative or...riers? If so, which ones and for what lines? _________________________________...

...s for both Personal and Commercial Lines and lower premium levels in Commercial Lines have forced financially strapped agen... are likely to subscribe. In Personal Lines, take pictures of homes in areas t...

... B. Personal Lines clerical support ____ ____ C. Commercial Lines customer service representative or underwriter ____ ____ D. Commercial placer ____ ____ E. Commercial clerical support ____ ____ F. Data input ____ ____ G. Receptionist/secretary ____ ____ H. Accounting/billing ____ ____ I. Outside sales personnel: total ____ ____ 1. Principals - number ____ Time breakdown: Principal Principal Principal No. 1 No. 2 No. 3 Sales ... policies ____ Commercial Lines accounts ____ Commercial Lines policies ____ 5. Commercial Accounts: Five Largest, written Premium 1. $ _____ 2. $ _____ 3. $ _____ 4. $ _____ 5. $ _____ 6. Staffing: Total Number Includes Principals NUMBER % OF TIME SPENT A. Personal Lines customer service representative or underwriter ____ ____ B. Personal Lines clerical support ____ ____ C. Commercial Lines customer service representative or underwriter ____ ____ D. Commercial ... ___% Crime/Fidelity/Glass ___% ___% ___% General Liability ___% ___% ___% CPP/BOP/Package ___% ___% ___% Commercial Auto ___% ___% ___% Workers Compensation ___% ___% ___% Other Commercial Lines ___% ___% ___% Personal Auto ___% ___% ___% Homeowners ___% ___% ___% Other Personal Lines ___% ___% ___% TOTAL 100 % 100 % 100 % &# 160 3. Estimated Agency Overall Loss Ratio 19_ 19_ ...

... do if the Old Mary is your wife?" There's no easy answer. Training and education are critical in personnel management. Keeping licensed personnel current with their continuing education requirements isn't enough. All agency personnel need sales training at some level. Remember, even the receptionist is in a sales role when answering the phone or greeting customers at the door. Many of your employees also must have a certain amount of ongoing technical education. And most importantly, everyone should have good time management and organizational skills. If these can't be ... of the routine servicing and even much of the renewal preparation. Organize workflow and servicing functions so that people with the most experience and expertise handle the technical functions while trainees tackle clerical functions. This type of stratification allows you to train people internally and to stay fully staffed at the higher, more technical levels. You'll help to relieve producers from the pressures of constant client contact and free them up to sell new business. PERSONNEL MANAGEMENT To break out of traditional way of doing things, you'll need to hire, motivate, and ... "the times, they are a changing." Although there are fewer agencies, those that remain are bigger and also (fortunately) more productive, efficient, and profitable. This phenomenon is due to several factors: Reduced commission rates for both Personal and Commercial Lines and lower premium levels in Commercial Lines have forced financially strapped agencies to go under or sell out. Pressure from insurance companies for more premium volume has driven smaller agencies together into mergers or clusters. Automation advances, including better communication with company systems, as well ...

... do if the Old Mary is your wife?" There's no easy answer. Training and education are critical in personnel management. Keeping licensed personnel current with their continuing education requirements isn't enough. All agency personnel need sales training at some level. Remember, even the receptionist is in a sales role when answering the phone or greeting customers at the door. Many of your employees also must have a certain amount of ongoing technical education. And most importantly, everyone should have good time management and organizational skills. If these can't be ... of the routine servicing and even much of the renewal preparation. Organize workflow and servicing functions so that people with the most experience and expertise handle the technical functions while trainees tackle clerical functions. This type of stratification allows you to train people internally and to stay fully staffed at the higher, more technical levels. You'll help to relieve producers from the pressures of constant client contact and free them up to sell new business. PERSONNEL MANAGEMENT To break out of traditional way of doing things, you'll need to hire, motivate, and ... "the times, they are a changing." Although there are fewer agencies, those that remain are bigger and also (fortunately) more productive, efficient, and profitable. This phenomenon is due to several factors: Reduced commission rates for both Personal and Commercial Lines and lower premium levels in Commercial Lines have forced financially strapped agencies to go under or sell out. Pressure from insurance companies for more premium volume has driven smaller agencies together into mergers or clusters. Automation advances, including better communication with company systems, as well ...

... do if the Old Mary is your wife?" There's no easy answer. Training and education are critical in personnel management. Keeping licensed personnel current with their continuing education requirements isn't enough. All agency personnel need sales training at some level. Remember, even the receptionist is in a sales role when answering the phone or greeting customers at the door. Many of your employees also must have a certain amount of ongoing technical education. And most importantly, everyone should have good time management and organizational skills. If these can't be ... of the routine servicing and even much of the renewal preparation. Organize workflow and servicing functions so that people with the most experience and expertise handle the technical functions while trainees tackle clerical functions. This type of stratification allows you to train people internally and to stay fully staffed at the higher, more technical levels. You'll help to relieve producers from the pressures of constant client contact and free them up to sell new business. PERSONNEL MANAGEMENT To break out of traditional way of doing things, you'll need to hire, motivate, and ... "the times, they are a changing." Although there are fewer agencies, those that remain are bigger and also (fortunately) more productive, efficient, and profitable. This phenomenon is due to several factors: Reduced commission rates for both Personal and Commercial Lines and lower premium levels in Commercial Lines have forced financially strapped agencies to go under or sell out. Pressure from insurance companies for more premium volume has driven smaller agencies together into mergers or clusters. Automation advances, including better communication with company systems, as well ...

... do if the Old Mary is your wife?" There's no easy answer. Training and education are critical in personnel management. Keeping licensed personnel current with their continuing education requirements isn't enough. All agency personnel need sales training at some level. Remember, even the receptionist is in a sales role when answering the phone or greeting customers at the door. Many of your employees also must have a certain amount of ongoing technical education. And most importantly, everyone should have good time management and organizational skills. If these can't be ... of the routine servicing and even much of the renewal preparation. Organize workflow and servicing functions so that people with the most experience and expertise handle the technical functions while trainees tackle clerical functions. This type of stratification allows you to train people internally and to stay fully staffed at the higher, more technical levels. You'll help to relieve producers from the pressures of constant client contact and free them up to sell new business. PERSONNEL MANAGEMENT To break out of traditional way of doing things, you'll need to hire, motivate, and ... "the times, they are a changing." Although there are fewer agencies, those that remain are bigger and also (fortunately) more productive, efficient, and profitable. This phenomenon is due to several factors: Reduced commission rates for both Personal and Commercial Lines and lower premium levels in Commercial Lines have forced financially strapped agencies to go under or sell out. Pressure from insurance companies for more premium volume has driven smaller agencies together into mergers or clusters. Automation advances, including better communication with company systems, as well ...

... the sales, service and support functions in the four agency size groups. Clearly, the larger agencies have proportionately more people involved in management, data processing and clerical backup than do the smaller firms, where often the same person must be both a CSR and a receptionist. Agency Revenues: Less than $600,000 $600,000 - 1,500,000 $1 ,500,000-3,000,000 Over $3 ,000,000 % in Production 34% 32% 30% 25% % ... to reward the good performers and weed out the weak links. What's in it for me if I do? And what happens to me if I don't? Mediocrity is contagious; if tolerated it will eventually drag even the best people down. Once the organization is staffed with the right kind of self starters, the owners and managers can become coaches rather than guardians. The job of a coach is to define the dream, to help each of the players understand his or her role in helping the team accomplish the objectives, ... competitors have. A recent issue of Business Insurance lists the 20 agencies with at least $150,000 in revenues per employee. While many of these firms are large brokers or specialty operations that characteristically have higher productivity levels, some are small- to medium-sized general lines property-casualty insurance agencies. While there are often variations in productivity averages based on agency size, location or orientation using those criteria solely to explain below average performance is merely an excuse, not a reason. One of the first steps in determining appropriate goals and objectives ...