How much overtime is required for the department and would you consider this a good starting position? I have 2 job offers on the table, and i'm trying to decide between the 2. The main benefit I see with state farm is working from home. Is there much growth for employees? Also, I was told they had a 10% bonus structure. IS this true and do you actually meet goals to get the full 10%?
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Anyone who sticks around for awhile will be able to see the answers to those questions which are generated by the events that unfold around them. Never assume people don't have situational awareness.
@1jsc. Spot on truth.
Property CS or any CS level job will be incredibly difficult from off the street, or even with some claim adjuster experience. Training here is horrific and will not prepare you for how our technology functions, or how the role functions.
PropCS is a high level complexity, intense call center, heavily micromanaged environment, where you are delegated to make decisions, but will be coached and micromanaged on every decision you make until it is exactly what your boss would do.
The department makes decisions for its workers that make their jobs more difficult, unpleasant, and uncomfortable, such as directives to get comparative negligence metrics up, which will turn into you being micromanaged to set liability decisions that you do not agree with, just to make a metric move.
Yes we get decent bonuses in March for the prior year. I have no complaints over our yearly bonuses other than sometimes I feel they toss in unobtainable goals just so they dont have to continually pay out more. This hasnt happened for a long time though.
No, chances are, unless you are a naturally popular person, you will not be promoted up to management. Manager role takes years of sucking up to the right people, or just by getting lucky when they do mass hiring's, one just happened, so likely wont for a while.
Join the job because you a secure paycheck, and dont want to be salary employee with the expectation to work for free OT due to staffing issues like every other insurance. Otherwise, this is a very unpleasant job role, that is high intensity, high stress, with your company working very hard to add their own competing layers of stresses and frustrations to the natural job role stresses and frustrations.
Of those 6 questions you listed, there are only two that could possibly be determined from internal State Farm data. At least one would be illegal for State Farm to even attempt to compile data for. And most would have to be conducted as outside studies. Can’t think of a single one where an applicant would actually be able to get those legitimate answers even if they tried.
I'm going out on a limb here, but my guess is that you didn't have that info when you hired in, and any numbers you might come up with are totally fabricated, much like most of the hate posts on this site.
OP. @1ifn raises some good points. When deciding on your future occupation, those are extremely important questions to consider.
In order to fairly address the OP it is important to answer the following questions first:
- What percentage of adjusters last longer than five years?
- What percentage of adjusters make it to the point they are able to retire?
- What is the average lifespan of an adjuster after retirement?
- What is the divorce rate of adjusters?
- What percentage of adjusters have substance abuse issues?
- What percentage of adjusters are promoted to Team Manager or above?
Once these questions are answered, it may give you more clarity as to the occupation.
Let's ask some fair questions that may give the OP answers: What percentage of claim adjusters are hired as claim adjusters and make it to retirement? What percentage of claim adjusters hired at SF make it to the team manager or above level? What is the average amount of time an adjuster lives after retirement? What percentage of adjusters once they get to a certain pay grade get micromanaged out the door? They will not publish this data and believe me, I bet they have it.
@cmr+1hSn7F91- claim jobs are terrible. Basically a sweatshop dealing with angry people who take out their frustrations on you.
Just beware of The Whimpee Popeye saying: Gladly pay you tomorrow for a hamburger today. Think about it.
The bonus is real. The first year you hire in it will be prorated for the part of the year you are employed, so don't expect 10% if you hire in in December,. It would be 1/12th of that.
Although different departments have different rules and have different stress', just realize there are a small group of very un happy people who post on this website and they will make themselves very vocal when they read this post.
The 10% bonus you are referring to is company performance, not individual. Last year it was over 10%, I think I got $7,500 before tax. The 10% is not guaranteed, some years it’s lower. I’d say be prepared to spend at least 4-5 years in property before they will consider letting you go. Claims is not a growth position unless you want to go into leadership.
to add to last poster, there is no growth , they will make it impossible to get promoted and move to another position, once you are hired they will not let you go from that post due to the understaffing.
be prepared for metric driven work, also contradicting metrics and lots and lots of phone time.
the work from home part is nice but depending on department you still have to go to office some of the time as it is a hybrid work from home, due to "team work" and "togetherness" aka BS to excuse the fact they want to see people on cubicles and micro manage you.
if the other offer is not work from home i guess SF does have that partially.
Management will look for any way possible to lower that bonus, annual raises are typically a small % of actual inflation. I guarantee you will not get 10% in writing a hiring clause more like 4-6% if you are in claims, I would walk away if you ask about it in writing and they do the smoke and mirrors trick.