Oregon Idaho Pioneers May 31, 2017 October 6, 2016
Add Accident Insurance To Your Portfolio! Why this hot product offers more value than ever —no matter what happens with health care reform by Steve Hesler Mr. Hesler is an assistant vice president of product development at Colonial Life & Accident Insurance Company Connect with him by e-mail: shesler@coloniallife.com. For more information visit www.coloniallife.com By the time you read this, repeal and replace health care reform legislation will either be a done deal, a dead duck or somewhere in between. But here’s the kicker: It doesn’t matter, because a competitive employee benefits program is about much more than medical insurance. No matter what happens in our nation’s capital this year, one thing we’re sure of is the cost of health insurance and health care will continue to increase. Some industry pundits forecast the rate of growth as slowing, but it’s still going up. That means your clients will still be looking for ways to control their benefits costs, and their employees will still be looking for affordable ways to get the medical care they need, especially when the unexpected happens. Voluntary benefits such as accident insurance offer a solution for both concerns — not to mention a new door opener and revenue stream for your business. Sales are soaring Voluntary accident sales jumped 11 percent from 2014 to 2015, with nearly a billion dollars in annualized premium and more than $2.4 billion of in-force premium. For companies such as Colonial Life, the trend continued in 2016, when individual accident was the second-highest selling product, trailing only individual disability. Our sister company, Unum, has seen double-digit growth in accident sales for much of the last decade, and the market continues to grow overall. Why? It goes back to those rising costs and out-of-pocket expenses. The average major medical insurance deductible is almost $1,500 and more than triple that — $5,000 — for high deductible health plans. Yet most employees don’t have that kind of money readily available. In fact, nearly half of Americans say they’d have trouble coming up with just $400 in an emergency. And only 37 percent could cover a $1,000 emergency room visit with money they’ve saved. Accident insurance can help workers protect their financial well-being by bridging that gap. Even good major medical insurance can leave workers with significant out-of-pocket costs following an accidental injury, including emergency room fees and copayments, not to mention those high deductibles. There also can be nonmedical costs health insurance doesn’t cover, such as lost income from being out of work, rehabilitation, caregiver fees and travel costs to treatment. (Continued on next page)
Accident Insurance Article, continued How voluntary accident insurance works Accident insurance is usually indemnity-based, meaning it pays a set amount based on the injury and treatment the insured receives. For example, a policy might pay $1,400 for a broken leg or $2,800 if surgery is required to treat it. The benefits are paid directly to the insured and aren’t reduced by what some other insurance might pay. Unlike Workers’ Compensation, it can cover injuries that happen off the job as well as at work. With voluntary insurance, employees select and pay for the coverage if they want it, so there’s no cost to your clients. Employees can buy coverage for themselves, and sometimes their spouse or partner and their eligible dependent children. Some accident plans also are usually compatible with health savings accounts (HSA), which could be increasingly important if health care reform proposed changes continue to make HSAs more attractive to consumers and employers. What’s new? Accident insurance hasn’t rested on its laurels just because sales have been rocking along. Accident plans have evolved in recent years to offer greater customization and even more value. The newest plans allow your clients options to include additional benefits in their base plan to create coverage that best meets the needs of their employee population. Examples include an “active lifestyles” option that increases the benefit amount, a gunshot wound benefit for expenses from a nonfatal gunshot wound, and a wellbeing benefit that helps pay for routine preventive care such as a colonoscopy, mammogram or blood test. Today’s plans also allow employees to further customize their coverage by choosing from a variety of optional riders. These can include a disability income rider that pays benefits if the injury keeps the employee out of work, a critical illness rider that pays a lump sum when a serious illness such as heart attack or stroke is first diagnosed, and a hospital confinement rider that helps pay for hospital admission to treat a covered sickness. Strong emotional drivers Successfully positioning accident insurance with your clients — and subsequently enrolling their employees — is about more than numbers, though. Recent research6 suggests benefits buying behavior has strong emotional drivers. In fact, peace of mind is by far the most commonly cited reason for enrolling in accident coverage. (The same holds true for other voluntary benefits such as life, disability, critical illness and hospital confinement.) An emotional appeal, coupled with a strong ROI, is important for employers, too, according to some of our top producers “I tell them as an employer who cares about their employees and their well-being, they can provide important protection at no cost to the business and at an affordable cost to their staff,” says Mike Coakley, a Colonial Life sales manager in Rhode Island. “It only makes sense to protect them against the rising tide of health care costs.” Cost concerns and lack of perceived need are most often mentioned as reasons to waive voluntary coverage, the same research shows. That’s where education comes in, on both the affordability of accident protection and the gaps in existing coverage. For example, some people say they don’t need accident coverage because they already have auto insurance. But many accidents treated in hospital emergency rooms are related to sports, not driving. Basketball, bicycle riding, exercise, football and soccer are among the top injury-producing sports. And many common accidents such as falls, burns and cuts occur at home — by far the most “popular” place for nonfatal accidents. People with active lifestyles, or who have children involved in sports, are good prospects for accident coverage, agrees M.J. Gattozzi Licata, a benefits counselor in Colonial Life’s North Atlantic region. “I always ask if they’re married or have children, and if they play sports,” she says. “With single men under age 30, I point out if something were to happen while they’re out there having fun, there might not be anyone around to help with bills. And if they work with their hands, an accident could prevent them from doing their jobs for a period of time.” Don’t let the distraction in D.C. disrupt your efforts to bring your clients more value to their benefits program. Adding accident insurance to your portfolio is a flexible and affordable solution your clients and their employees can take advantage of now — no matter what the future holds.
Leadership Development Conference January 3 - 5, 2018 (Wednesday-Friday) Hilton Austin The Leadership Development Conference (LDC) is Colonial Life's sales leadership training for managers who qualify to attend. The conference consists of one-and-a-half days of intense training that will help you refine your skills. New sales managers will have the opportunity to learn about the company's direction and will receive targeted tools and support you need to lead your team to early success.
2018 LDC Qualifications (must qualify by October 1): New DGA (hired in 2017): *Q1 or Q2 Start Date
$70,000 in sales premium
4 new recruits
1- $20k opener with 2 new accounts
*Q3 Start Date
$50,000 in sales premium
3 new recruits
1 - $20k opener with 2 new accounts
OR
Achieve 75% of your Q3 YTD sales plan (***percentage to your Q3 sales plan, not annual sales plan***)
Minimum Q3 year-to-date sales plan of $60,000
4 new recruits
2 - $20k openers, each with 2 new accounts
DGA hired in 2016 or prior:
Achieve 75% of your Q3 year-to-date sales plan (***again, this is percentage to your Q3 sales plan, not annual sales plan***)
4 new recruits
2 - $20k openers, each with 2 new accounts
Mountain Escape 2017 Q2 Sales Contest Your next escape plan is for the beautiful mountains of Stowe, Vermont. Reps and managers who push themselves to the top this quarter will join us for a unique summertime experience at the Stowe Mountain Lodge. Outdoor adventures, restorative spa treatments, gorgeous mountain views and alpine luxury at its finest are all to be expected on this trip. So do not wait, it's time to make your Mountain Escape! Mountain Escape Contest Stowe Mountain Lodge, Vermont August 10-13, 2017 Grand Prize: 3-Night trip for you and a guest at the Stowe Mountain Lodge in Stowe, Vermont Level 1: 200,000 prize points Level 2: 100,000 prize points
Mountain Escape 2017 Q2 Contest Qualifications Prizes Grand Prize: 3 nights at the Stowe Mountain Lodge in Stowe, Vermont, August 10-13, 2017 Level 1: 200,000 points Level 2: 100,000 points
New & Rookie Sales Representative Qualifications - Eligible Contracts: ASR, PSR, DDM Prerequisites: 4 net case counts $30,000 in weighted opener net new account sales premium Must be contracted for the first time with the company in 2016 or 2017 BQI of 75% (BQI is waived for reps in their first 6 months)
Qualifications: 2 points for every net case count 1 point for every $10,000 in weighted opener net new account sales premium
Grand Prize: Top two new & rookie sales reps with highest point total Level 1: New and rookie reps placed third through fifth with highest point total Level 2: New and rookie reps placed sixth through tenth with highest point total *Tie Breaker: Highest new account weighted opener net new account sales premium
Sales Representative Qualifications - Eligible Contracts: ASR, PSR, DDM Prerequisites:
4 net case counts $30,000 in weighted opener net new account sales premium BQI of 75%
Qualifications:
2 points for every net case count 1 point for every $10,000 in weighted opener net new account sales premium (20 points maximum)
Grand Prize: Top six sales reps with highest point total Level 1: Sales reps placed seventh through ninth with highest point total Level 2: Sales reps placed tenth through fifteenth with highest point total *Tie Breaker: Highest weighted opener net new account sales premium
Portland Class Dates May 30 - June 1 District Development Program June 13 Large Case Opener Forum Classes are 9 am-5pm *Lunch is provided Dress is business/business casual (no jeans, flip flops, tennis shoes, etc.)
Idaho Class Dates June 13 - 15 Opener Class June 27 - 28 Enroller Class
Questions? Contact Territory Instructor, Gower Talley GTalley@ColonialLife.com or 503.593.8356
BEND PARK & RECREATION DISTRICT - Don Brink C C B MARINE AND POWER SPORT - Branden Campbell
Week 21 Numbers
WTD Top ADM’s
WTD Top DGA’s Thurston, Doug
$80,029.08
Kezele, William
$14,577.72
Bringhurst, Steve
Top 15 Openers
$5,026.32
Week 21 Sales
Pines, Zara Anne
$16,998.87
Bryant, Margaret
$12,914.34
Thurston, Doug
$10,093.35
Brink, Don
$9,432.80
Gendvilas, Tony
$8,539.20
Griffeth, Jeffrey
$7,653.99
Gifford, Troy
$6,848.73
Campbell, Branden
$6,775.44
Bringhurst, Angela
$3,472.80
Dickson, Brian
$3,426.50
Durre, Mike
$2,954.40
Campbell, Branden
$15,314.64
Griffeth, Jeffrey
$14,577.72
Bringhurst, Angela
Top 15 Benefit Counselors
$3,472.80
WK 21 Net Sales Credits
Isaacson, Stephanie
5,523.56
Griffeth, Tyson
3,703.61
Bryant, Margaret
3,630.39
Kunkler, Karen
2,972.67
Morgester, Christine
2,903.49
Campbell, Branden
2,802.29
Leach, Susan
1,974.49
Canals, Gabriel
1,579.54
Gifford, Troy
1,337.77
Wollen, Gordon
1,103.82
Durre, Mike
1,034.04
Bringhurst, Steve
$804.48
Buschman, Roxana
821.42
Cornett, Eric
$624.96
Bringhurst, Angela
646.62
Griffin, Jeffrey
$514.62
Morris, Paul
435.12
Taylor, Mary
$405.90
Jones, Eric
262.16
Quarter to Date Numbers (as of week 21)
QTD Top 3 DGA’s by % of Plan
QTD Top ADM’s by % of Plan
139.3% Jones, Eric
177.8%
Cornett, Eric
65.0% Durre, Mike
78.7%
Thurston, Doug
59.7% Bringhurst, Angela
73.2%
Bringhurst, Steve
Top 15 Openers Thurston, Doug
QTD-2017 Sales
Top 15 Benefit Counselors
$122,136.78 Isaacson, Stephanie
QTD Net Sales Credits 20,672.79
Brink, Don
$78,033.29 Kunkler, Karen
16,849.53
Jones, Eric
$77,517.24 Morgester, Christine
16,079.02
Pines, Zara Anne
$54,796.53 Leach, Susan
14,329.80
Bryant, Margaret
$54,559.20 Buschman, Roxana
13,978.24
Bringhurst, Angela
$24,659.16 Bringhurst, Angela
11,325.67
Fierstos, Suzanna
$24,642.48 Wollen, Gordon
10,258.85
Dickson, Brian
$21,126.39 Fierstos, Suzanna $20,339.34 Gifford, Troy
9,442.32
8,404.45
Rathmanner, Casey
$19,825.31 Canals, Gabriel $12,055.53 Jones, Eric
Gifford, Troy
$11,596.06
Durre, Mike
$10,974.24
McMuldren, Matthew
$10,925.64 Griffeth, Tyson
Cornett, Eric Griffeth, Jeffrey
Gendvilas, Tony
8,749.76 7,987.92
Turner, Steven
7,486.06
Moote, Elizabeth
5,563.53
$8,539.20 Durre, Mike
5,277.14 4,999.07
Year to Date Numbers (as of Week 21)
YTD Top DGA’s by % of Plan
YTD Top ADM’s by % of Plan
Bringhurst, Steve
39.4% Jones, Eric
41.5%
Alley, Mike
23.8% Rathmanner, Casey
34.1%
Cornett, Eric
21.9% Bringhurst, Angela
27.5%
Top 15 Openers
YTD - 2017 Sales
Top 15 Benefit Counselors
YTD Total Net Sales Credit
Brink, Don
$240,774.46 Isaacson, Stephanie
74,935.68
Thurston, Doug
$190,239.53 Morgester, Christine $122,674.51 Buschman, Roxana
40,517.19
$104,380.03 Kunkler, Karen $91,829.04 Leach, Susan
37,254.86
Pines, Zara Anne Bryant, Margaret Jones, Eric
38,988.56 33,638.93
Hansen, Brian
$76,293.41 Wollen, Gordon
24,985.12
Dickson, Brian
21,104.75
Bringhurst, Angela
$69,898.26 Gifford, Troy $42,410.76 Bringhurst, Angela
Cornett, Eric
$34,268.96 Canals, Gabriel
15,534.35
Griffeth, Jeffrey
$32,790.29 Hansen, Brian
14,896.69
Fierstos, Suzanna
$30,319.32 Jones, Eric
14,190.44
Gunness, Thomas
$26,237.91 Fierstos, Suzanna
12,828.58
Rathmanner, Casey
$23,615.91
Griffeth, Tyson
$22,839.45
Grimes, Stan
$20,737.56 Moote, Elizabeth
17,770.00
Pace, Stephen
9,444.97
Dickson, Brian
9,258.05 8,609.69
May 2017 Sun
Week 18
Mon
1
Tue
2
Week 19
8
3
Thu
4
Fri
5
Sat
6
Territory Wide Race Event President’s Club and Leaders Conference— Idaho Harmony Class Spain/Portugal
AMP/ Call Clinic 1 - 5 pm/ Recruiting Call Blitz 4 - 6 pm
7
Wed
Call Clinic 8 - 12 NOON
9
10
11
12
13
President’s Club and Leaders Conference—Spain/Portugal
14
Week 20
15
AMP/ Call Clinic 1 - 5 pm/ Recruiting Call Blitz 4 - 6 pm
Opener Class (Lake Oswego)
16
17
Week 21
22
Week 22
23
29 Territory Office Closed
20
Call Clinic 8 - 12 NOON
24
25
26
Enroller Class (Lake Oswego)
AMP/ Call Clinic 1 - 5 pm/ Recruiting Call Blitz 4 - 6 pm
28
19
Public Sector Training
AMP/ Call Clinic 1 - 5 pm/ Recruiting Call Blitz 4 - 6 pm
21
18
Call Clinic 8 - 12 NOON
30
31 DDP (Lake Oswego)
Call Clinic 8 - 12 NOON
27
June 2017 Sun
Mon
Tue
Wed
Thu 1
Week 22
Fri
Sat
2
3
9
10
DDP DDP (Lake (Lake Oswego) Oswego)
4
Week 23
5
6
7
8
Territory Wide Race Event
AMP/ Call Clinic 1 - 5 pm/ Recruiting Call Blitz 4 - 6 pm
11
Week 24
12
Call Clinic 8 - 12 NOON
13
14
15
16
17
Idaho Opener Class
AMP/ Call Clinic 1 - 5 pm/ Recruiting Call Blitz 4 - 6 pm
18
Week 25
19
Large Case Opener Forum (Lake Oswego)
Call Clinic 8 - 12 NOON
20
21
22
AMP/ Call Clinic 1 - 5 pm/ Recruiting Call Blitz 4 - 6 pm
25
Week 26
26
23
Call Clinic 8 - 12 NOON
27
28
29
30
Idaho Enroller Class
AMP/ Call Clinic 1 - 5 pm/ Recruiting Call Blitz 4 - 6 pm
Call Clinic 8 - 12 NOON
24
2nd Qtr Case 2017 Goal:
44 2017 Actual:
22
50% 2017 Cases 2017 Goal:
259 2017 Actual:
56
22% 2nd Qtr Premium 2017 Goal:
$1,378,003 2017 Actual:
$694,400
50% 2017 Premium 2017 Goal
$7,931,000 2017 Actual:
$1,700,000
21%
THE CORE TEAM
Eric Weiland Territory Sales Manager 503.329.3168 (cell) 503.416.0552 (office) EWeiland@ColonialLife.com
Chelsey Dorr Territory Recruiter 503.416.0553 (office) 971.330.1148 (cell) CDorr@ColonialLife.com
Gower Talley Territory Instructor 503.416.0554 (office) 503.593.8356 (cell) GTalley@ColonialLife.com
Kim Fry Territory Executive Assistant 503.416.0551 (office) KFry@ColonialLife.com
5285 Meadows Road, Ste. 370 Lake Oswego, OR 97035 Main Line: 503.416.0550