Several years ago I led a project team that designed and implemented a paperless work flow system for new business and underwriting at a company I once worked for.  I saw the future and remote underwriting definitely was going to be a significant contributor to the ability of companies to attract and retain talent.  Envision a cadre of experienced underwriters working from their homes in a human network that rewards individual members of the group for finding work not only for themselves but for others within the network as well.  Kind of a modern day intellectual collective.

At the upcoming AHOU meeting there will be a networking breakfast session on the topic of remote underwriting.  Due to a number of reasons involving comittments you really don’t want to know about, I will not be in Miami for the meeting.  But since I’m not going, I’ll toss in my two cents for whatever its worth.

“The discussion will cover all of the unique issues associated with remote underwriting, inlcuding technological concerns, training, scheduling, phone coverage, processes, management, and any other concerns brought to the discussion by attendees.”

Here we go:

• Technology.  The technology to enable remote access to company systems has been around for many years and remote underwriting is a reality for many.  If you don’t have the technology, you better get it.  But more importantly you need to build a solid business case.  With the supply and demand equation favoring the underwriter and not the employer, each year that passes without the commitment to the technology puts a company in a more difficult position to attract talent.

• Training.  This is a big one.  FLMI, FALU, CLU, yada, yada, yada.  Companies need to first figure out what the gaps are and what needs ought to be addressed through training.  Then create, buy, outsource, something, anything, to address your training needs.  How do you train a dispersed band of underwriters without breaking the budget?  See point number one.  Technology.  Try a webinar.  Check out http://www.gotomeeting.com.

• Scheduling.  This is not an issue limited to remote staff.  You will have scheduling issues whether your underwriters are all under the same roof or if you have them all over the globe.

• Phone coverage.  See scheduling above.

• Processes.  Look for best practices.  Find out what has worked and what hasn’t for companies using remotes.  This isn’t and never will be a one size fits all answer.

• Management.  Communicate clearly and often.  How do you make remotes feel part of the team?  What are the retention issues?  Can mentoring and coaching (not the same as training) get done?  Can remote mentoring be done at all?

Well, I think I’ve raised more questions than answers.  If someone attends this session let me know how it goes.