I am am unrep UM/UIM adjuster. I've been with the company a few years and have always had good PDS reviews both in LDU and now in UM. I've consistently hit every metric and on my team I usually lead in closures each month. My CSL told me that usually they lay off the worst performing adjusters and give them severance packages when they have laid off people in claims before. Is that usually the case? Also, are they making any chances to the UM segment? I really love the job I do and have always been a top performer. I just hope to not get laid off and continue working my same job.
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Does anyone from home office know how many adjusters if any they're planning to to eliminate.
Honestly, you’re probably be fine but your CSL knows no more than anyone... I’ve been through this several times... whatever your CSL is telling you is speculation, not fact
What about the processors?
OP again. I was told for claims they will use the same staffing model as before so they don't know yet if they will eliminate some adjusters or not. If so it would probably be a small amount and my CSL tells me not to worry since I'm a top performer and always have been. 5-6 claims a day for LDU would seem believable but not for UM unrep.
I heard a rumor that they expect staffing levels to be equivalent to each unrep adjuster getting 5-6 claims a day....currently they are hovering about 2 a day for me, which is more than when we first went into quarantine... 2 seems busy, with everything you need to do to add customer value and everything the qa review team ( which should be the first to go imo) expects to be done on a claim...
5-6 would be completely unmanageable and quality would do out the door... not to mention no time to do evaluations, negotiate bills etc...
Wonder if this is true... long time employee here, worried that they will cut me due to salary, but in all my years, if they think they can stick to a formula of how many claims should be handled on a daily basis. Good luck with that... it’s never worked and is not the nature of the business
OP again. My team is very small. There are only 2 other adjusters who do the same role as me (UM unrep non-major injuries) in my CSA. I am a CL3 and have been on the team for just over a year. I am in my 20s. They are a CL5 and CL6. They have worked for Allstate since before I was born. They're great adjusters too and consistently meet their metrics too but mine are consistently usually the best on the team. I did LDU for a few years at a different MCO before transferring and my last year there I won LDU adjuster of the year. My teammates are in their 50s and have done a variety of different roles in their 30 plus years. Their severance packages would be far larger if one of them was let go but their salaries are also FAR higher than mine. I don't know exactly what they make but given their band levels and tenure it's gotta be a lot more than me. Our CSL has been a D band for about 25 years and is probably probably a few years from retirement. During the worst of COVID our pending and claim counts got quite low but claim counts appear to be back to pre COVID levels. Also, with high unemployment there tends to be more uninsured drivers on the road which leads to more UM claims. Based on claim counts I feel we are the right size and properly staffed but I know that is up to some big whigs to determine.
Well if 30% is based on the assessment is true, that seems high. How much do these assessment administrators , if outside vendors, know about insurance and that is in the assessment? Why not just do performance? Goodness gracious.
Some positions are not being impacted at all. Employees in the positions that are being reduced will have to take an assessment test. When deciding who to keep, there will be a formula. 65% of your score for that formula will be based on prior performance, 30% on the assessment, and 5% on tenure. The only way a more tenured person would be selected over a less tenured is if they were at least equal in the other two areas. It's very possible a less tenured could score higher in their performance rating and their assessment rating. Then 5% for tenure wouldn't be enough to make a difference to keep the tenured person instead.
It won’t be personal, it with be mathematically.
Poor performers are first to go. They are likely the lowest paid anyway, severance will be short. There aren’t a ton of these but it makes a dent.
They want to create a balance of short term salary cuts and long term severence payOut. Even those with 30 years only get about 14 months severence. But if they are going to retire in the next 2 years it could be worth keeping them.
If you’re a top performer you shouldn’t be worried. It’s more likely they fire your manager whose been a D band for 15 years when they know they can pay you less to be the next manager.
So you think that if I'm the top performer on my time I would be fine?
The formula is performance 65%, assessment 30% and tenure 5%. CSL's only impact would be the PDS's they have written and hopefully they are accurate. Being a former leader, I have received many employee's doing poorly in the prior positions rated expected to move them in an effort to avoid performance management.
I really enjoy my job though and if they are going to lay people off it shouldn't be during a big recession like we just entered.
I worked for Allstate almost 30 years. I left and look back at all the years I wasted being there. So many stressors every day. Claims will eat you up and spit you out. They care more about numbers than people. Leave while you can. Soon enough everyone’s job will be outsourced to India.
Just realize that even though you have the “best numbers”, you have a lower tenure which means a smaller severance package for the company to pay out.
OP here again. Do you know if they will continue to have UM adjusters? I heard about going from 14 regions down to 4. Is that just for marketing and sales or for claims as well? If they go down to 4 does that mean they will shut down some claims offices? Even though I am the top performer on my team with metrics, I am the youngest and least tenured so does age and tenure play a factor or is it mostly based on performance on who they keep and who they don't? My CSL knows I consistently post the top metrics but how will the big whigs who make the decisions on who to let go find out who the best and worst performers are? Do the worst performers get laid off and then given severance packages?
They said today they have a formula based on performance so sounds like they will keep the top performers.