Independent Insurance Adjuster Onboarding Checklist

Independent Insurance Adjuster Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Independent Insurance Adjuster starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Insurance onboarding experience or just need an onboarding checklist for your new Independent Insurance Adjuster, you’re in the right place. We’ve put together a sample Independent Insurance Adjuster onboarding checklist below and have created onboarding templates & resources to help.

Independent Insurance Adjuster Onboarding Checklist

1. Introduction to company policies and procedures: The new independent insurance adjuster should be provided with a comprehensive overview of the company’s policies and procedures. This includes understanding the code of conduct, ethical guidelines, and any specific protocols related to claims handling. The Human Resources department or a designated supervisor typically performs this task.

2. Familiarization with company software and tools: As an independent insurance adjuster, it is crucial to become proficient in the software and tools used by the company for claims management, documentation, and communication. The IT department or a designated trainer should provide training on these systems, ensuring the adjuster can navigate and utilize them effectively.

3. Understanding the company’s organizational structure: It is essential for the new adjuster to grasp the company’s organizational structure, including the different departments, their roles, and how they collaborate. This knowledge helps the adjuster understand the workflow, reporting lines, and who to contact for specific inquiries. The Human Resources department or a designated supervisor can provide an organizational chart and explain the roles and responsibilities of each department.

4. Introduction to key personnel: The new adjuster should be introduced to key personnel within the company, such as supervisors, managers, and colleagues from different departments. This facilitates networking, collaboration, and a better understanding of the company’s culture. The Human Resources department or a designated supervisor can arrange these introductions and provide an opportunity for the adjuster to meet and interact with key personnel.

5. Training on insurance policies and coverage: To effectively handle claims, the new adjuster should receive comprehensive training on the insurance policies offered by the company, including coverage details, exclusions, and limitations. This training can be conducted by experienced adjusters, trainers, or the company’s underwriting department.

6. Shadowing experienced adjusters: Shadowing experienced adjusters allows the new adjuster to observe and learn from their expertise. This can include accompanying them on field visits, participating in claim assessments, and observing negotiations. Experienced adjusters or supervisors typically perform this task.

7. Understanding regulatory compliance: Independent insurance adjusters must adhere to various regulatory requirements and guidelines. The new adjuster should receive training on these regulations, including state-specific laws, licensing requirements, and compliance procedures. The company’s compliance department or a designated trainer can provide this training.

8. Learning company-specific claim handling processes: Each insurance company may have its own unique claim handling processes and workflows. The new adjuster should receive training on the company’s specific procedures, including how to initiate a claim, document evidence, communicate with policyholders, and process payments. This training can be conducted by experienced adjusters, trainers, or the company’s claims department.

9. Understanding customer service expectations: Independent insurance adjusters often interact directly with policyholders, requiring excellent customer service skills. The new adjuster should receive training on the company’s customer service expectations, including communication etiquette, empathy, and conflict resolution techniques. This training can be conducted by experienced adjusters, trainers, or the company’s customer service department.

10. Reviewing company performance metrics and goals: To align with the company’s objectives, the new adjuster should be familiarized with the company’s performance metrics and goals. This includes understanding key performance indicators (KPIs), productivity targets, and quality standards. The Human Resources department or a designated supervisor can provide this information and explain how performance is measured and evaluated.

11. Introduction to company resources and support: The new adjuster should be made aware of the various resources and support available within the company. This can include access to legal counsel, technical experts, training materials, and internal databases. The Human Resources department or a designated supervisor can provide an overview of these resources and explain how to access them when needed.

12. Reviewing safety protocols and procedures: As an independent insurance adjuster, safety is paramount when conducting field visits or inspections. The new adjuster should receive training on the company’s safety protocols, including guidelines for working in hazardous environments, handling equipment, and reporting incidents. The company’s safety department or a designated trainer can provide this training.

13. Understanding the company’s reporting and documentation requirements: Accurate and timely reporting is crucial for insurance adjusters. The new adjuster should receive training on the company’s reporting and documentation requirements, including claim forms, reports, and record-keeping procedures. This training can be conducted by experienced adjusters, trainers, or the company’s claims department.

14. Introduction to company culture and values: To foster a sense of belonging and alignment, the new adjuster should be introduced to the company’s culture and values. This can include understanding the company’s mission, vision, and core principles. The Human Resources department or a designated supervisor can provide an overview of the company’s culture and values, emphasizing their importance in daily operations.

15. Establishing communication channels: The new adjuster should be provided with information on the various communication channels within the company, including email, phone systems, instant messaging platforms, and internal collaboration tools. This ensures effective communication with colleagues, supervisors, and other stakeholders. The IT department or a designated trainer can provide training on these communication channels and their proper usage.

16. Setting performance expectations and goals: The new adjuster should have a clear understanding of the company’s performance expectations and goals. This includes discussing individual performance targets, productivity expectations, and any specific goals related to professional development. The Human Resources department or a designated supervisor can conduct this discussion and establish a performance management plan.

17. Reviewing company benefits and perks: The new adjuster should be provided with information on the company’s benefits and perks, such as health insurance, retirement plans, vacation policies, and employee assistance programs. The Human Resources department or a designated representative can explain these benefits and assist the adjuster in enrolling or accessing them.

18. Ongoing training and professional development opportunities: To enhance skills and stay updated with industry trends, the new adjuster should be informed about ongoing training and professional development opportunities offered by the company. This can include webinars, workshops, conferences, and certifications. The Human Resources department or a designated supervisor can provide information on these opportunities and assist in creating a personalized development plan.

19. Introduction to company performance evaluation processes: The new adjuster should be familiarized with the company’s performance evaluation processes, including how performance is assessed, feedback mechanisms, and performance review cycles. The Human Resources department or a designated supervisor can explain these processes and provide guidance on how to prepare for performance evaluations.

20. Providing access to necessary equipment and resources: The new adjuster should be provided with the necessary equipment and resources to perform their job effectively. This can include a company laptop, mobile phone, access to company vehicles, and any specialized tools required for field visits. The IT department, facilities department, or a designated supervisor can ensure the new adjuster has access to these resources

Setting Up Your Employee Onboarding Process

From reading through the items in the example Independent Insurance Adjuster checklist above, you’ll now have an idea of how you can apply best practices to getting your new Independent Insurance Adjuster up to speed and working well in your Insurance team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.