actuary

senior customer service representative

customer service representative

claims specialist

claims representative

Genworth

I expect my experience at Genworth at the lower level would have been more enjoyable had the company not lost so much money in the mortgage insurance industry: the company is so big, and parts of it have lost SO much money, that it is silly not to realize the implications on the lowest of tiers within the company. To top it all off the company partnered with AARP--a move that we were proud of. Of course, now the preferred discount is gone and the couples discount reduced: it isn't that I don't think that was necessary, it's that the company doesn't belong in the mortgage insurance business if it wants to be a major player in long-term care. Mortgage insurance is tied more closely to artificially low interest rates, and thus more apt to sink a company. That is, unless the company affiliates with a giant such as AARP. In that case, I suppose the government will rub your back. Perhaps this is why Genworth is in the mortgage insurance business. With the health care reforms certainly customer service and underwriting will be important to the company. Great benefits, but low room for growth within the company unless one puts in time (a stated mandatory minimum two years in each position--this will be ignored at the company's choosing, but not necessarily based on excellent performance as one would like to think) which resembles enlisting in the military.

CONS: Low pay, metrics-heavy system means everyone's boss says "numbers are low, we have to do better" without having realistic suggestions, changes that would lead to better metrics & service (two different things) are not implemented due to a structure and culture that resembles the United States government (i.e. noone really cares about making structural changes because noone wants to stay in the same position--job doesn't get done due to concern for reelection kinda thing)

1.Typical day at work is to receive assignments from the case managers. Next, notify the clients via telephone, requesting to set a time to meet, greet for the assessment. A face to face encounter may require a little ice breaker followed by initiating the BEA documents that cover the entire  35-38 pages of the assessment tool. 
2. I learned the importance of patience with clients who reside in their own spaces because of time required, 2-3 hours to complete all sections of the BEA form.
3  Time management is very important.  I obtain 25% of information from the case managers before engaging in assessments with elderly clients.
4. Information management requires gathering health data  and protecting the data (HIPAA Law) & coding the data , using the computer to send and receive documents
5. All of my workplace environments are in client homes, independent living facilities or assisted living facilities.
 Case managers & leaders of the company wear casual business attire. My dress code as an Independent RN Contractor is to wear professional navy blue nurse uniform, ID badge, nice hair style and clean comfortable shoes   I maintain Calm demeanor, soft spoken  voice using clear diction 7 I collaborate with case mangers as needed.
6. The hardest part of my job is coaxing clients to participate, if disabled  clients(mental health conditions or physical disability) to participate in the assessment, specifically, in the absence of a family member in the home
7. I enjoy day to day encounters with clients, learning their needs and  encouraging them to participate so they can keep health benefits. Provide literature relevant to medical conditions, if allowed by the company

I began as a long term care insurance sales rep and later promoted to regional sales manager. I developed a fledgling team of new agents into one of the top offices year after year for 13 years. A typical day at work required me to recruit, train motivate and sometimes terminate agents when necessary. Goal setting and clearly set standards where constantly communicated among the team and we all knew what was expected of us. 

The leadership team and upper management of the organization  underwent significant change over the years going from AMEX Life to GE Capital Life insurance Company of NY and later being spun off as an IPO now Genworth and this led to an unclear vision that the company is still struggling with today.

The hardest part of the job but always necessary is having a supportive intervention with an agent who is not performing to standard. It's a dual sided coin...when the supportive intervention is effective it leads to positive change...that's enjoyable!  On the other hand, when no change occurs it requires probation and possible termination. While terminating is never enjoyable it is best for all involved and allows the non performing agent to move on to hopefully find a more suitable career.

A valuable lesson learned as a new regional with Genworth is that it is always better to perform the supportive intervention sooner than later!

The culture at Genworth is difficult to describe, because on the surface it looks like a great place to work with solid benefits and compensation. The problem is with upper management--they are very out of touch with what their employees want from them, leading to a number of situations where they tried to increase morale and employee satisfaction in the middle of a difficult time (lots of layoffs and uncertainty, no bonuses, company not doing well) with things like giveaways and childish parties and team-building games, as well as patronizing general "training" offered in lieu of more valuable role-specific training that would actually have benefited employees' careers and made them better at what they do/more flexible in thei roles. The upper management culture is extremely biased towards hardcore, type A, heavily driven people, which is fine, but when the extremely limited number of opportunities for advancement are almost always granted (often without the job posting process mandated by company policy) to people who are like them, it raises questions of nepotism or at least blindness to the daily reality of life for many employees at Genworth who are not the forceful, driven type, but who work hard every day and do their jobs to the best of their abilities, yet leave those jobs where they belong--at the workplace. I guess what I'm saying is, at Genworth, you don't have to bring your job home with you--that is, unless you want to be given the rare opportunities for advancement at the company. This goes quadruple for technical roles.

Working at Genworth as an intern provided a foundational glimpse into the world of corporate finance and insurance. From day one, the role immersed me in a structured environment where attention to detail and analytical skills were paramount. Much of the work centered around data entry, financial reporting, and assisting senior analysts in compiling reports for stakeholders. While the tasks were meticulous and often desk-bound, they underscored the importance of accuracy and reliability in financial operations.

Beyond the technical aspects, the internship offered insights into corporate culture and teamwork. Collaborating with colleagues from diverse backgrounds illuminated the importance of communication and mutual support in achieving departmental goals. Networking opportunities allowed me to connect with professionals who shared valuable career advice and insights into the industry's broader landscape.

While the experience sharpened my financial acumen, it also revealed my preference for roles with more interpersonal engagement and creative problem-solving. This realization spurred my interest in exploring career paths that blend analytical rigor with opportunities for meaningful interaction and innovation.

Overall, my internship at Genworth was a formative experience that affirmed my strengths in data management and attention to detail while highlighting my desire for roles that foster greater interpersonal connection and strategic thinking.

What is the best part of working at the company?
The best part of working for Genworth is knowing that Senior Management is committed to taking care of all Genworth employees. I love working for this company and strongly encourage others to come work for the best company I've ever been associated with.

What is the most stressful part about working at the company?
Genworth is no different from any other company in that there are timelines to meet. With that stated, the quality of the employees, and the amount of collaboration that is afforded leads to successful outcomes.

What is the work environment and culture like at the company?
Team oriented with a collaborative spirit.

What is a typical day like for you at the company?
As  a Facility Manager, no two days are the same. I have a staff consisting of seasoned professional Journeymen and Master technicians. These professionals are responsible for all trades maintenance and repair, and each person performs his duties at the highest level of technical excellence. The company is also fortunate to have a Facilities Representative who performs her duties in knock-out manner, and I would never trade her, even for all the tea in China.  
All of these professionals work as a team, making my job far easier than what it could be. I am very fortunate!

•	Understand SFDC CRM processes to document pre-sale activities at the company based on the business life cycle.
•	Integrate chatter into the User Interface to facilitate communication between users at all levels.
•	Facilitate integration process between internal and external sources of data through Cast Iron. 
•	Configured email to case feature to stream line internal help desk administration. 
•	Created reports of custom financial data of current and potential portfolio companies. 
•	Created dashboards to present the reports according to the user profiles.
•	Maintained lead lifetime and leads by source, to manage interactions with investors in the company’s funds.
•	Used data loader to load the records on to the force.com platform. 
•	Maintain field level, record level and object level security on custom fields and objects.
•	Integrated Sales force CRM and the legacy system using Cast Iron Integration Systems.
•	Developed workflows and tasks to automate many processes of investment professionals and investor relation groups. 
•	Developed Apex classes, triggers to enforce constraints in accordance with the business rules on the custom objects. 
•	Scheduled Apex Batch jobs for processing large records.

Fast paced customer focused environment. We are the lead supporters for US and global HR practices and system data, US payroll, US benefits, and US Time and Labor.  Our team is focused on our customers and we strive to support each other, we are very team oriented. Our team works well together we work as a family with the same common goal. My job affects employees pay, the system that we have in place is not well thought out. Our policy is paying all employees current and timecard data is only passed as exception time, many employees are overpaid due to this practice and some do not even know it is happening until it is to late. Discussing the overpayment that can be a hardship on the employee is always tough but a major part of my role. The most enjoyable part of my job can’t be summarized into one thing, I enjoy my co-workers and the great time we have doing our jobs, I also enjoy the fact that each day is different, I am always working on something different I am always helping and supporting in many different ways and areas.

You are given excellent benefits, but the pay is iffy. The goals and baseline for measuring employee success regularly changes, and seems very randomly chosen. Management never manages to explain the reason for the change.

There is seemingly little to no consistency in expectations even within the same team. Some CSR's do quite a bit more work than their own teammates. There is little reason to truly exceed at your job, as you will rarely been compensated or recognized for your work compared to that of others. 

Management rarely is available, and will always "look into" anything you bring up, but rarely if ever actually follows up with you. This is regarding both concerns, issues, and improvement suggestions. If you are not in what seems like their "clique" then you will feel the need to watch your back.

For annual reviews, they have determined that "strong performer" is their baseline, and it is nearly impossible to get anything better than that rating, regardless of how many extra projects you have taken on.

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