GREEN MOUNTAIN AGENT A PUBLICATION OF VERMONT INSURANCE AGENTS ASSOCIATION
February 2016
7
th
Green Mountain Agent is a publication of
In This Issue: February 2016
600 Blair Park Road Suite 100 Williston, VT 05495 Phone: 802-229-5884 Fax: 802-876-7912 www.viaa.org VIAA Officers President Daniel Lussier Vice President Peter Richards Secretary/Treasurer Erin Odell IIABA & PIA State National Director Ron Bixby
Directors Chip Ams
4 Message from the President
Features 6 An Open Letter to the Industry 8 VIAA Young Agents News Brief 11 Finding the Sweet Spot in Attracting Millennials to Insurance Careers 17 Sales Success: Why Your Grandfather Would Outsell Today’s Salesperson
News 25 Richards Group 26 Vermont Mutual 28 Ohio Mutual
Alan Kinney Paul Plunkett
Staff Executive Director Mary Eversole meversole@viaa.org
GMA Publication Design Thorin Markison thorinmarkison.com
Are you trying to reach Vermont’s Independent agent’s? Do you have a great ad that represents your company and have nowhere to place it? Are you looking to hire? Place your ad in VIAA’s monthly publication and have the opportunity to advertise and market to Vermont’s Independent Agents.
Questions on how to place an ad? Contact Mary Eversole at meversole@viaa.org for placement options and advertising rates.
Vermont Insurance Agents Association ATTN: Advertising/ PO Box 1387/ Montpelier, VT 05601
Message from the President Where Will You Be in 2020? I’d like to believe I will be on a golf course, full time in 2020. There is no secret that our industry is aging. Statistically twenty-five percent of insurance professionals are expected to retire by 2018, and 400,000 insurance professionals will be needed to fill vacant positions by 2020. Not surprisingly less than five percent of Millennials express interest in working in insurance. That’s a problem for a great industry that has been good to so many of us. This month InVest will join insurance carriers, trade associations and industry partners in support of the first-ever Insurance Careers Month. The event is the kick-off of a crossindustry, multi-phased initiative designed to raise awareness of the opportunities in risk management and insurance and to recruit the next generation of industry leaders. I encourage all of our members and company partners to get involved in this very important mission. Another way to attract new talent to your agency is to become a Big “I” Best Practices Agency. This program incorporates cuttingedge strategies based on studying the top U.S. independent insurance agencies of all sizes for more than 20 years. Your agency can join this elite group that operate at their highest potential, competitive, recognized as a place people want to work, carriers want to be represented and customers want to do business. Vermont currently only has one Best Practices agency and
I think we can do better. The time to act and be part of this process is now. Our Young Agents are hitting the road next month and will participate in the Keene State American Society of Safety Engineers “The Many Hats of The Safety Professional” Event and encourage college students to start a career in insurance. I can’t think of a better way to recruit new talent to our industry. Our new education center will be open for business officially February 15. We are excited to have our members visit the center while they attend CE classes. It’s a great space and also available to rent for your agency, company or trade group..
Dan Lussier, VIAA President
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John Hollar’s Legislative Update
An Open Letter to our Industry Colleagues & Partners
An open letter to our industry colleagues and partners,
Our world is rapidly changing, with emerging risks that are as complex as any we’ve ever seen. As a society, how will we address climate change, cybersecurity and water scarcity? And how will we deal with the rise of drones, biotechnology, nanotechnology, 3d printing, and artificial intelligence? Our industry, the insurance industry, must play an important role in addressing these challenges. Together, we provide important strategic benefits to society and drive economic growth by enabling the pursuit of innovation, the investment of capital and the creation of value. Without insurance, there is no investment, there is no innovation, and there is no growth. Despite our essential role, the insurance industry in the U.S. faces a looming talent crisis. 25% of insurance professionals are expected to retire in three years, and 400,000 positions are projected to be unfilled by 2020. Less than 5% of Millennials express interest in working in our industry. What’s clear is that the critical role our industry plays is not fully understood, particularly among Millennials. We need to do more to engage, educate and enlist the best and brightest to join us. During the last six months, PCI, MyPath – powered by The Institutes, The Jacobson Group, Valen Analytics and InVEST have been working on a strategy to address this issue. We’re pleased to announce the formation of a cross-industry initiative to highlight career opportunities in insurance, and we invite you to join us. We’re not asking for funding. Instead, we’re asking for the commitment of hundreds of carriers, brokers and industry partners to join with us in spreading the word: Insurance is the career trifecta: it’s stable, it’s rewarding, and it’s limitless. Phase one is Insurance Careers Month, to be held in February 2016. More information on this cross-industry initiative is available online. Register to pledge your company’s support and you’ll receive more information about how to participate in Careers Month. We look forward to collaborating with you and the Millennials already working in our organizations to engage their peers in a phase two launch slated for September 2016. http://insurancecareertrifecta.org/
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VIAA Young Agents News Brief Next YAC Meeting February 18, 2016, Noon, Vermont Mutual, 89 State Street, Montpelier Lunch sponsored by Vermont Mutual Insurance Group RSVP Kerri O’Connor koconnor@nwjinsurance.com
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Perpetuate the Industry? Check.
Don’t wait until the office is empty to find new talent – support InVEST and find new recruits now. InVEST is a free, classroom to career program designed to increase awareness of the insurance industry with high school and college students. And, InVEST has been making huge strides over the last year. With a new student center, career center and more scholarship dollars than ever before, InVEST is touching more and more students daily. InVEST, a 501 (c)(3) non-profit, is supported by financial contributions from insurance companies and individuals, in addition to the active involvement of hundreds of insurance professionals. For volunteer and donor opportunities visit www.investprogram.org.
10 Reasons to Attend the Big “I” Young BESTAgents Leadership Institute OF A REGIONAL. September 24-25 at the Fairmont San Francisco
üLocal relationships 1. Find answers to social media questions—from time management to ROI ü Local claims staff 2. Find out how to tap your inner creative side to increase sales YOU NEED THE PRODUCTS ü 100% dedicated underwriter From auto, home and umbrella
3. Make connections with other young agents—share your successes and challenges to watercraft, classic car and more. ® 4. Hear from top insurance carrier executives on issues to your agency has the products your Safecoimportant 5. Network with industry and association leaders customers need most. OF A NATIONAL. 6. Take away tools to help you work smarter products you need ü7.TheDiscover new marketing best practices claims ü8.24/7Spend time with good friends and get great ideas in class quote and ü9.Best Play a little jeopardy with our friends from the ACT issue platform 10. Check out the sights and sounds of San Francisco, Calif.
BEST
Interested in becoming a Safeco agent? Reach out to our VT Territory Manager, Deb Bissell, at Deborah.Bissell@Safeco.com for more information. www.independentagent.com/events www.independentagent.com/events Safeco Insurance, with a principal place of business in Boston, Massachusetts. © 2014 Liberty Mutual Insurance.
Finding the Sweet Spot in Attracting Millennials to Insurance Careers Insurance isn’t “Sexy,” But It Could Be To Younger Professionals If We Position It Properly. Dax Craig via propertycasualty360.com When you think of the insurance industry, the words “cool” or “sexy” might not immediately come to mind. Unfortunately, that perception has hindered many young, talented workers from seeing the value of insurance as a career path, and the industry recognizes something needs to be done. It’s no longer enough to simply provide stable job opportunities; it is now crucial to find a way to make insurance relevant to a new breed of employees. More diverse than ever before, the next generation of workers differs with regards to age, gender, cultural backgrounds, skill sets and working styles. Studies have proven that they crave innovation, independence and flexibility, gravitating toward companies like Google and Facebook that have built empires around those same principles.
baby boomers. According to a recent outlook from Applied Systems Inc., there are nearly 77 million millennials in the U.S. with an average household income of $60,000, according to the U.S. Census Bureau. They are also the most educated generation, with nearly 1 in 4 holding at least a bachelor’s degree. They are motivated, bright and hungry for jobs that can give them purpose, and are increasingly less of a monolithic force than previous generations. They will undoubtedly become the largest customer base as well, so having employees of the same generation and mindset will be invaluable. It’s important to note, however, that millennials come from a variety of backgrounds, ensuring that no matter what insurance does to attract and retain them, diversity has to be top of mind at all times. While insurance will need to focus on the overarching goals that millennials have, the different skills sets and cultural backgrounds they bring to the table must be addressed as well. Why is a diverse workforce so necessary? Consider the following:
While the first step is to attract that top talent, the changes the industry needs to make do not end there. It’s not just about finding the right talent, but accommodating that talent when they arrive. How do we make insurance relevant • Minority groups accounted for 87% of the national population growth and exciting to this incoming class—a workforce between 2000 and 2010. that is also more diverse than ever before? • Based on current projections, the U.S. One of the biggest reasons behind why the will be a majority-minority country by industry needs to attract fresh, diverse talent is 2042. That means that the majority of because it will soon be losing of a good chunk of residents by that year will be comprised its workforce. According to a survey from The of racial or ethnic minorities, as Institutes, 50% of current insurance workers are opposed to white non-Hispanics. nearing retirement age while half of the total workforce will consist of millennials by the year 2020. Of this group, only 5% are interested in an insurance career and an overwhelming 44% thinks the insurance industry sounds “boring.” Millennials, or those born between the years 1980 and 1996, are currently the largest generation in the U.S., even surpassing the
• The Hispanic personal-lines market is projected to grow to nearly $41 billion by 2020.
• By 2028, 75% of worldwide discretionary spending will be controlled by women.
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Finding the Sweet Spot in Attracting Millennials to Insurance Careers What do these statistics mean for insurance? Well, having a diverse workforce means your company will be better able to meet your customers’ needs that also include a diverse mix of life experiences, backgrounds and skill sets. The country’s largest generation grew up in the digital age, in which the world has slowly become smaller and smaller through the proliferation of technology. That means that millennials aren’t just more diverse in terms of backgrounds, but also in their ways of thinking. They’ve grown up in a world where everything they ever wanted to know was completely accessible—and they expect that the industries they choose to work in to embrace that fact. According to Vertafore’s 2014 Young Professional Survey, 51% of millennials rate technology as “very important” to keeping them in the industry. Conversely, technology jobs within insurance continue to be the most in demand and are expected to grow at an extraordinary rate, with almost 75% of carriers expected to increase their tech staffs over the next 12 months.
With a view into the type of talent we need to recruit, the next question is what changes need to be made in order to accommodate this highly connected, diverse and techsavvy generation? The answer lies in utilizing technology such as big data and analytics to help bring insurance into the 21st century. Even more importantly, there is an opportunity for tech-minded talent to help make the industry more nimble, efficient and able to create an engaging customer experience that allows insurers to attract and retain the best risks. Insurance is playing catch-up in convincing the brightest talent that this is an industry ripe for innovation, especially as it pertains to the millennial generation. Weaving tech into the everyday analysis on how insurance is run is the key to keeping this diverse and dynamic workforce. While insurance may not have been “cool” for some time, there are ways to make it an attractive option by focusing on what the diverse millennial generation wants and needs—the ability to innovate and use technology to improve people’s daily lives. propertycasualty360.com
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Register Today! viaa.org/education-center/2016-continuing-education-calendar/
Awareness
month
Brought to you by InVEST
March 2016: InVEST Awareness Month Promote. Donate. Volunteer. Support.
Join US! Help the InVEST Board of Directors in an industry-wide effort to expand the reach of InVEST and help transform the image of the insurance industry.
investprogram.org
March 2016: InVEST Awareness Month
InVEST is a 501(c)(3) non-profit organization dedicated to improving insurance literacy in students and attracting new talent to the industry. More than 750 high school and college classrooms across the United States are utilizing InVEST’s free materials to improve the perception of our industry, educate young people on insurance and help students discover insurance industry career options. Insurance professionals volunteer in local InVEST classrooms as guest speakers and bring exciting, real-life insurance information and career inspiration to the next generation of potential employees and customers. There are thousands of InVEST graduates in the workforce today and InVEST aims to continue fueling the insurance industry’s demand for talent by building grassroots programs nationwide—but we need your help.
What is InVEST Awareness Month? As an industry, we need to make a collaborative effort to gain more visibility,
Awareness
traction and donations so InVEST can reach more potential recruits.
month
Brought to you by InVEST
This call-to-action is echoed across the country by many in the industry, but not everyone is listening. We want to continue to grow the InVEST program. Insurance professionals of all ages need to do their part to ensure a solid future for the industry that has provided their livelihood. We need your home office, local branches, agents and other stakeholders to join forces to create a unified voice to support the InVEST program—and take action. Through InVEST Awareness Month, the InVEST board of directors wants the increased exposure to generate not only new donations, but also encourage more volunteers to step forward to support local classrooms.
investprogram.org
March 2016: InVEST Awareness Month
How to Get Invoved: InVEST Awareness Month will take place throughout March 2016, however, supporters are welcome to pick a week during the month to focus on promotion and participation. There are several ways your organization and staff can get involved during InVEST Awareness Month.
Here are a few ideas: Build Awareness:
• Change your Facebook cover photo to the InVEST Awareness Month image • Use the campaign hashtag in your agent and employee-focused social media spaces • Host an InVEST information session for your employees to explain how staff and/or contacts (agents/vendors) can get involved • Write or share blog posts or articles about hiring InVEST graduates • Post the InVEST Awareness Month banner advertisement on your website
Raise Funds:
• Donate to InVEST so the non-profit program can educate more students about insurance and careers within the industry • Host a fundraiser at your organization to encourage staff and/or contacts to donate • Host a “wear jeans to work” day requesting participants donate $5 to InVEST • Conduct a 50/50 raffle and donate proceeds to InVEST • Host an agent happy hour with a suggested donation of $30 per person to benefit InVEST • Donate an item to the InVEST Silent Auction, a national event which provides scholarships to InVEST graduates • Encourage other carriers to support InVEST
Volunteer:
• Encourage staff and/or contacts to volunteer in the classroom • Host a Job Shadow Day or field trip in your office • Employ an “InVEST Intern for the Week”
investprogram.org
Take the Pledge
Join InVEST Awareness Month Join other organizations in this industry-wide effort to support InVEST this March. Email InVEST (info@investprogram.org) to join the InVEST Awareness Month mailing list to receive a tool kit with materials to make your participation easy and seamless, including sample press releases, social media posts, images, stories and more.
For more information:
contact Jennifer Andriany (Jennifer.andriany@iiaba.net).
investprogram.org
Sales Success with John Chapin Why Your Grandfather Would Outsell Today’s Salesperson With the development of the internet, social media, and the “new” relationship and solution selling techniques, there seems to be a belief out there that today’s salespeople are superior to those of the past. As you can probably gather from the title, I don’t necessarily agree. Here’s why.
more lax with dress, manners, and etiquette in general. Knowing how to sell, having a good handshake, and other “basics” should be common sense, but that common sense, which was common decades ago, is more the exception than the rule in today’s selling world.
Three key factors that give the old guard an advantage over the new guard
When it comes to dedication and commitment, you’re not going to beat The World War II Generation. They were also tough to beat when it came to living up to promises and their word. When you hired someone from that generation they understood that they had an obligation to the company, their boss, and their family for whom they needed to provide.
Preparation and sales skills When my dad went for training at I.B.M. in the early 60s, it was primarily sales training. Yes, you learned the product too, but they made sure you knew everything about selling: getting through the gatekeeper to the decision maker, how to present your product, overcoming objections, closing, follow up, and how to build solid, long-term relationships. Everything was scripted and you role played until you could recite everything verbatim if someone woke you from a sounds sleep at three in the morning. They also covered the important basics such as how to dress, the right way to shake hands, and to pop a breath mint before a sales call while avoiding garlic during the workweek. These days I am amazed by the lack of sales skills I run into on a daily basis. If I walk into almost any sales meeting and blurt out objections, stalls, and other prospect obstacles they have been running into every day for years, salespeople stall, stammer, and trip over their tongues as if it’s the first time they’re hearing what I’m throwing at them. I even give people objections during the interview just to see what their best, current response is to something simple like, “I can get it cheaper down the street.” If they’ve been in sales for any length of time, they’d better have a good, quick response to that one. Add to that the fact that many salespeople these days seem to be much 20
Dedication and commitment
Regarding one of the biggest issues today: accountability, decades ago people were responsible enough to hold themselves accountable. My dad tracked his calls and kept a call sheet, but these were success tools as opposed to something his manager used to make sure he was doing what he was supposed to be doing. My dad’s generation would never consider fudging a call sheet or hiding out in a coffee shop or movie theatre when they were supposed to be out making calls. Yes, there were a few of those people back then but not many, and they weren’t employed with that company for very long. When it came to another major issue motivation, simply putting in an honest day’s work for an honest day’s pay, along with taking care of the company, the customers, and one’s family, was all the motivation one needed. It didn’t matter how you felt on a given day, the question was about the obligation and commitment you signed up for. That generation also brought character traits and a work ethic to the job that we rarely see these days. All of this comes back to the dedication and commitment they felt toward others and the obligation in
knowing that if you’re taking a paycheck from someone, you owe them your best. Focus on people The World War II Generation would never be accused of being the “me” generation. My dad was the number one sales rep in New England for over 30 years for I.B.M. and Diebold Banking Equipment because, like most people of his generation, his objective was to help and serve other people. Decades ago I think there was much more of a focus on other people and more of a “the-customer-is-always-right” mentality. While many talk about past salespeople beating people up and having one more close than they had objection, I find that the best of the best have always sold the right way, with a focus on the other person. And by the way, there is no “new” relationship selling. Even 60 years ago, the best have always focused on the relationship and what’s best for the other person, thinking of themselves, their product, and their company second.
likely to run into during the day. Finally, add knowledge of social media and technology, using it in a supporting role, in the background, and not as the foundation for their sales efforts. Yes, those people are out there. No, they are not easy to find. Time to get to work. John Chapin is a sales and motivational speaker and trainer. For his free newsletter, or if you would like him to speak at your next event, go to: www.completeselling.com John has over 26 years of sales experience as a number one sales rep and is the author of the 2010 sales book of the year: Sales Encyclopedia. For permission to reprint, e-mail: johnchapin@completeselling.com
All of the above said, are there hard workers out there today who are committed? Yes. Also, social media, technology, and new sales ideas are tremendous tools to warm up cold calls, pinpoint prospect pains, and continue to connect and communicate effectively with prospects and customers. So although I’ll take the work ethic and character traits of someone from the World War II Generation using a car, pay phones, and keeping track of prospects on index cards, every day of the week and twice on Sunday, imagine the best of both worlds. Start with someone hungry, with a blue-collar mentality, and a thick skin who isn’t afraid to show up early, leave late, and pound the pavement making more calls than anyone else. Combine that with someone who cares about people, studies their craft and knows their product. Who practices, drills, and rehearses their presentation, answers to objections, closes, and anything and everything they’re 21
Vermont Insurance Agents Association Partner Program Diamond Partners
Platinum Partners Silver Partners Allstate AmTrust North America, Inc. Travelers
Gold Partners Co-Operative Insurance Cos. Hanover Insurance Group Imperial PFS MAPFRE|USA Patriot Insurance Company
Bronze Partners CNA Foremost Insurance Co. Meadowbrook TPA Associates New England Excess Exchange, LTD NGM Insurance
Thank you 2016 Annual Partners
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Agency News Richards Group Named One of 2016 Best Places to Work in Vermont The Richards Group was recently named one of the 2016 Best Places to Work in Vermont, an award created by Vermont Business Magazine, the Vermont Chamber of Commerce, the Vermont Department of Economic Development, the Vermont Department of Labor, and the Society for Human Resource Management (SHRM) – Vermont State Council and Best Companies Group.
This statewide survey and awards program is designed to identify, recognize and honor the best places of employment in Vermont, benefiting the state’s economy, its workforce and businesses. “We participated in this process for the first time this year, with the thought that it would provide valuable insight and benchmarking on what we do well here at TRG and where we have opportunities to improve as an employer,” said Ben Taggard, VP of Wealth Management at The Richards Group. “To be acknowledged as one of the 2016 Best Places to Work in Vermont speaks volumes about the culture that we all contribute to and the outstanding colleagues that we work with every day.”
tenure of our employees and the very low turnover that we are fortunate to have”, added Peter Richards, VP of Commercial Insurance, “But it feels great to have this validated by an independent third party.” The Richards Group provides commercial insurance and risk management, employee benefits consulting, retirement plan and wealth management advisory services, and personal insurance to clients throughout the region. TRG locations include Brattleboro, Bennington, Norwich, Keene, Bellows Falls, Ludlow, Manchester, Rutland, West Dover, Williston and Wilmington. More information is available about TRG online at www.TheRichardsGrp.com. The final rankings for each category will be announced at a special awards presentation on March 31, 2016 at the ECHO Lake Aquarium and Science Center.
“I always thought we must be a good place to work based on the long average
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Company News Vermont Mutual Recognized as a ‘Best Place to Work’ Vermont Mutual Insurance Group, long recognized as a top 50 Property and Casualty insurer by the prestigious Ward Group, was recently recognized as one of the 2016 Best Places to Work in Vermont by Vermont Business Magazine and the Vermont Chamber of Commerce. Every year Vermont Business Magazine surveys companies to identify the best places to work in the state. They review company policies, systems, practices and demographics. Included in the assessment are anonymous survey responses from employees, which account for 75% of the total evaluation. Notably, Vermont Mutual had an impressive 88% survey participation, more than twice the required response rate for the survey. The awards program, which began ten years ago, is presented in partnership with the Vermont State Council, Society for Human Resource Management, the Vermont Department of Labor, the Vermont Department of Economic Development, and Best Companies Group. Upon announcing Vermont Mutual as one of the recipients, John Boutin, Publisher of Vermont Business Magazine, stated “It is great to see Vermont Mutual Insurance Group make the list of the Best Places to Work in Vermont 2016. This distinction is not easy to come by and says a lot about the companies who make the list. VBM is proud to include Vermont Mutual to this list and Vermont is very fortunate to have such a great company located here.”
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“Being recognized as a Best Places to Work recipient is an honor we enthusiastically share with our employees” stated Dan Bridge, Vermont Mutual’s President and CEO. “The distinction speaks to the healthy and supportive work environment all of our employees endeavor to create...an environment that is reflected in the industry-best results Vermont Mutual has earned year after year.” “Vermont Mutual has been a proud employer in Vermont for over 185 years and we remain grateful to our 250 employees, some of whom have been with the company for decades, for their dedication to Vermont Mutual, our agentpartners and our customers” said Vice President of Human Resources, Sue Chicoine. “And we’re very pleased to know that our employees think so highly of Vermont Mutual as a place to work.” The Best Places to Work in Vermont 2016 Ceremony, along with the announcement of the final rankings, will be held March 31, 2016 at the ECHO Lake Aquarium and Science Center. To learn more about Vermont Mutual, both as an insurer and as a place to work, please visit: vermontmutual.com.
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Company News
an a promise . . .
Ohio Mutual
1725 Hopley Avenue, P.O. Box 111 Bucyrus, Ohio 44820-0111 800.686.3011 Continues Trend 419.562.3011 of ‘Best-in-Class’ Employer Recognition omig.com
Ohio Mutual Insurance Group has once again been recognized by Avatar HR Solutions, a national human resources research firm, as a “Best in Class” employer for Overall Job Satisfaction and for Employee Engagement, based on results of a recent study. These awards are given to organizations whose scores are in the top 10 percent of all Avatar HR Solutions customers, based on anonymous surveys of client associates conducted by the company.
FOR IMMEDIATE RELEASE January 29, 2016 Contact: Todd Boyer 419.563.0664 tboyer@omig.com
Ohio Mutual Continues Trend of ‘Best-in-Class’ Employer Recognition
“We track our associates’ engagement and job satisfaction by conducting anonymous YRUS, OH – Ohio Mutual Insuranceregular Group has once again been andSolutions, the results of our most recent nized bysurveys, Avatar HR a national human resources research survey demonstrate our intentional efforts and for as a “Best in Class” employerthat for Overall Job Satisfaction to be an employer choice the insurance oyee Engagement, based on of results of in a recent study. industry continue to be well-received by our awards associates,” are given to said organizations whose scores are in the top 10 Mike Horvath, vice president t of all Avatar HR Solutions customers, based on anonymous surveys of Human Resources. “In order to provide the nt associates conductedand by best the company. best products service to our customers, we recognize the need to attract the best rack ourindividuals associates’ engagement and job satisfaction by conducting to Ohio Mutual – this recognition r anonymous surveys, and the results of our most recent survey aligns with our efforts and expectations.” nstrate that our intentional efforts to be an employer of choice in the Ohiocontinue Mutual to has “Best by in Class” nce industry bereceived well-received our associates,” said Mike recognition for the past three surveys. th, vice president of Human Resources. “In order to provide the best cts and best service to our customers, we recognize the need to attract st individuals to Ohio Mutual – this recognition aligns with our efforts pectations.”
Mutual has received “Best in Class” recognition for the past three surveys.
Mutual Insurance Group, founded in 1901 and based in Bucyrus, OH, partners with nearly 400 endent agencies to distribute quality property and casualty insurance products throughout cticut, Indiana, Maine, New Hampshire, Ohio, Rhode Island, and Vermont. Ohio Mutual has ained a rating of “A / Stable” from A.M. Best Co. for 23 consecutive years, and was named to ard’s 50 from 2009-2013. Additional company information is available at www.omig.com. ###
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Passionate
Innovative
Partnership
Helen Collins hcollins@viaa.org