actuary

customer service representative

client services associate

claims examiner

claims manager

Lincoln Financial Group

STD Claims Examiner II also called & known as a Claims Specialist in Group Protection (short term disability). Overall a really great company with very affordable good quality health, dental & vision benefits. Excellent 401K, the best I've ever seen! STD from day one. All benefits start from day one! Very fast efficient human resources department. I went through 3 interviews, one 30 minute w/ HR then 2 one hour w/ claims managers. PTO at around a little over 5 hrs. per pay period, additional paid holidays. PTO is for personal, sick & vacation. You can only carry over 40 hours of PTO at end of year. Only one day off for Christmas & New Year's Day is considered a floating holiday. Two days for Thanksgiving & additional paid holidays off. Great starting salary $22-$25 an hour. Some managers in STD Group Protection can seem invisible, very hands off & almost non existent in communication leaving the work for the team lead to do. This position is EXTREMELY STRESSFUL!! Many unnecessary claims steps, unneccessary repeated processes that waste time. Very unrealistic high claims processing w/ constant pressure, feeling overwhelmed, not enough time to complete the daily job duties. You are assigned claims daily, answering phones, emails, meetings, etc. You also are scheduled 3 hours per day to answer call Center calls & you have daily huddle meetings all which take away from working on claims. Only 30 minutes for lunch without flexibility to work different hours to work in an hour lunch (depending on your manager). You will be assigned very difficult complex claims right out the gate after a very poor subpar 4 week training. We were told in training we'd never receive STAT/PFML claims until additional training is received but that's false. So you're trying to work claims you have no training in. After 4 weeks of poor fast paced training you're assigned a mentor & additional weekly training which basically is not all the same as regular 4 week training (webex, live, cameras on w/people all over the country) which causes confusion & frustration. Our trainer did make it fun, so that was a plus. It was laid  back. I have alot of prior case management experience & training was much better w/ building case management skills from simplest claims then adding more difficult cases as the case manager was learning. Mentors talk about new hires behind their backs. Processing claims can be difficult due to grey areas, no black & white policy. Mentors & managers have their favorites which effects promotions & advancement. If you go above & beyond they will suck as much out of you as possible. Overall the company is one of the best companies I've ever worked for, great culture, diverse, shout out program, bonuses, gifts from earning shout out points, positive emails, etc. I'm completely remote which is new but also has been a great fit. You have to stay in your position one year before applying in another position. Alot of the STD managers haven't been here long. Some made manager within several years but you really really have to extend yourself to additional duties, volunteering for extra, above & beyond to help coworkers. 

In my most recent position in Treasury Operations, we printed out our assigned accounts' daily activity, pulled the ledger activity from the G.G.I.S. system, and proceeded with the matching process. Any outstanding items were further researched in the G.G.I.S.system and any necessary journal ledgers were completed.

I was responsible for handling returned items, sometimes requiring notification to the customer. My department handled the Abandoned Property ledgers, as well.

I learned how to utilize my Accounting degree in the daily reconciliations of my assigned accounts. I also had to review variances in the monthly and year-end reports, often requiring consultations with the Actuarial Dept. or other departments as necessary.  Communications with other departments was required on a daily basis.

Management was always available should issues arise. 

Because the company had a program where they would cover the equivalent of a public university's tuition if an employee maintained a C average or above, I was able to take advantage of that for myself in enrolling in the evening degree program at High Point University. I passed this information on to several of my co-workers and they took advantage of the same grant program I had that then picked up almost all of the remaining tuition after the student paid the first 4 months tuition.

We had a wonderful cafeteria employees could take advantage of.

While the work was pretty structured, employees still had the flexibility to structure their day as it worked best for them.

The hardest part of the job for me was that Lincoln Financial purchased several companies, whose employees were then terminated. The Treasury Operations Dept. was given all of their accounts, which took some time to get their transactions flowing properly into our accounting system. I was salaried, so I found myself working many hours overtime, often taking work home. I finally realized that I could function better if I didn't  take work home. I would be more refreshed and better able to work through the many outstanding items.

Vacation was earned with years of employment and I actually had five weeks of vacation prior to leaving the company.  

Through my career at Jefferson Pilot/Lincoln Financial, my managers were always very supportive and promoted me through the ranks. I took every opportunity I was given to take company sponsored courses, like the L.O.M.A. insurance courses and supervisory development classes.

I made lasting friendships that have continued since I left Lincoln Financial. Overall, it was a very good company to work for.

The recruitment process is misleading and lacks transparency. Benefits such as having 11 holidays off are advertised, yet CSRs can be randomly required to work the day after Thanksgiving if there are not enough volunteers. Mandatory overtime is frequent—often close to twice per week, typically on Mondays and Fridays—and this is not clearly disclosed during hiring. Employees who work until close are often scheduled to clock in early the following day, creating unnecessary fatigue.

Training is poorly executed and inconsistent with what is promised. Although training is advertised as a two-month program with a full month of in-person instruction, new hires were informed partway through training that they would be working from home earlier than scheduled. This is yet another example of how employees are rushed through onboarding and pushed into the role prematurely. By the fifth week of training, new hires were already being scheduled for mandatory overtime, despite still being in training. Classroom material is largely irrelevant to real call scenarios, schedules were shortened, and the overall process felt disorganized. Feedback was requested but consistently ignored, making it clear that speed is prioritized over preparedness.

Once on the phones, support is inadequate. Leadership and management are stretched thin and frequently unavailable, making escalations slow or ineffective. CSRs are expected to manage an excessive number of outdated systems on every call, which significantly increases stress and the likelihood of errors. Many calls involve processing issues that are entirely outside of the CSR’s control, yet there is no direct department or resolution path available.

Technology is unreliable and routinely down. For a company that depends heavily on remote work and technology, the lack of investment in modern, stable systems is unacceptable and directly impacts employee performance and morale.

I started as his administrative assistant and performed all office functions for the senior producer while studying for my FINRA exam. These daily functions would include paperwork, filing, and sitting in on meetings. Once I passed my exams, in March 2014, my main function was to market for the senior producer while learning the business for my own portfolio and my own clientele. I worked on accounts whether it was filling out paperwork for a client or assisting with the communications to clients. Daily work would consist of  responding to various emails, client services, client meetings, and meeting with wholesalers from various corporations. Also, I single-handedly enhanced the senior producer's communications using Constant Contact, CPA marketing emails, and monthly newsletters. In addition, I worked closely with compliance to be assured all materials were FINRA approved.

Also, in working with the senior advisor, we have recommended, implemented, and monitored portfolios comprised of variable annuities, managed money accounts, and brokerage accounts for clients individually and for retirement portfolios. Throughout my experience at Lincoln I have gained hands on experience regarding tax, investment and retirement, estate planning and asset protection strategies. 

The hardest part of my job was being at a disadvantage due to my age. Since the senior producer networks to high net worth clients, they are more trusting of the senior producer's knowledge and expertise than my own when deciding to create a financial plan. Rightfully so, my age and lack of experience was a major challenge working at Lincoln. Also, an extremely challenging part of my job was gaining new clientele.

The most enjoyable part of my job was choosing a financial plan that was suitable and designed to fit each customers' unique circumstance.

A typical day at work starts off checking emails from clients/and or managment correspondence. Review accuracy of processed work from the day before and mail out correspondence. Then you would begin "Hitting get work" on the AWD production program. The work would include, changing life insurance ownerships, beneficiaries, reviewing power of attorney paperwork and adding assignments to the clients policy. I've learned a lot about life insurance and how polcies are created and maintained. You gain knowledge of all the legalities and procedures regarding life insurance. When I first started our department was stress free, but now the procedures have changed, the workload is more, with less time to meet production. This year has been the worse, since they added mandatory overtime. I usually don't mind overtime, but I have a little girl and the overtime was 10 hours a week, which put me at 50 or more hours a week. Not only that, but they added a HR procedure to help the managers have a guideline when it came to associates being out for any reason. You have to let them know 24 hours in advance if your going to be out of work , including if your sick, your childs sick or you have an emergency. If you have 6 or more days "Unexcused" absense, you are written up and on the 9th time you can be fired. This "occurence" they call it, will not come off until the next year. They have no regard for mother's with young children. They talk about life/work balance, which is only for the exempt workers, which do not have to go by this particular rule. This job is great for someone "without" young children. Another girl who had a young child had to get another job, because she too had to be out for her child. I hate choosing between my job and my child, it should not be that way.

•	Assisted the Project Manager, to prepare the vision and the scope for the project.
•	Prepared Business Requirement Document and Functional Requirement Document for the gathered requirements.
•	Worked with the Stakeholders, Project Manager and senior Business & SQA (Software Quality Assurance) Analysts in defining, documenting the business needs and Business Process flows.
•	Facilitated JAD workshops to identify project objectives and limitations and identification of key performance indicators. 
•	Used RUP and SDLC methodology, and managed the iterative cycles through an effective project plan created using MS Project. 
•	Participated in and contributed to as-Is and To-Be Process Modeling Sessions, and build process models responsible for analysis and reporting.
•	Conducted walkthrough sessions with the end users and stakeholders to gather the modification requests from the user to upgrade or change the business specifications for the product.
•	Worked extensively to write use cases and functional requirement case diagrams, activity diagrams, sequence diagrams, state diagrams based on UML methodology and business process flow diagrams using MS Visio.
•	Performed feasibility and adaptability study to identify the business critical areas from User perspective
•	Documented the Functional Requirements (FRD) and the System Requirements documents. 
•	Performed Gap analysis by identifying existing technologies and documented the enhancements to meet the end state requirements.
•	Worked actively with the QA (Quality Assurance) team for designing Test Plan and Test Cases for the User Acceptance Testing (UAT)
•	Monitored Defect Tracking system to prioritize defects and devise a plan for future enhancements.

I’ve been with Lincoln over a year now. The amount of work is great for people who want  to be high performers. It’s a ton of work and it takes a ton of energy. Being day current on all tasks, voicemails, correspondence, emails and claims is something you want to try and do. This is not easy, not easy at all but it’s not impossible and it surely not unrealistic. If you come into work everyday prepared and know how to manage time, success will come with experience. The people who won’t succeed at this job are the ones who don’t want to be on the phones all day long. This is a call center job where you should be making Atleast 30 outbound calls a day. Claim counts usually sit around 150 for the “ideal” number however I’ve been up to 250 before for months and let’s just say there is a threshold of work where it becomes too much even for someone who performs on a high level. I lucked Out with a great manager and a pretty great team, however I’m aware of the unexpected LOAs and call outs as other teams seem to go through this regularly. My advice for any job, show up to work everyday on time, show up prepared, and be ready to work your tail off. In the old days they say hard work pays off and that’s how you will move up, I dont think that’s how the world operates anymore due to companies being a bureaucracy and being too politically motivated, so what you have to do now is just work work work your butt off and just maybe you will luck out someday. It sucks but that’s the world these businesses have created as their shareholders who are also tied to governments and politicians which we all know as low performing, getting nothing done talking faces. I love Working for LFG but the company needs to pay for performance, they say they do but honestly they don’t so don’t take that bait. 

I really enjoyed working for LFG. The people I worked for were smart, had reasonable expectations and were available to discuss any work or personal issues. 

A typical day for me included developing written design documenation. The work was to define requirments, work with the business, set up meetings where needed, write macros, get sign offs, etc. After the new code was produced, testing of the new product was needed and working with the business to esure it was correct. 

Being a business anyalyst had it challenges, the hardest part was getting an assignment and having very little to go on without much time to complete the project. However after spending time working with the business and identifying timelines, if the expectations were unreasonable management had your back as long as they were in the loop with the issues.

The only thing I did not like, and maybe this is personnel, but I really really dislike Agile. The 'everyone' work in the same room thing is distracting at best and puts a lot of undue stress on everyone. My job required a lot of concentration and much of the time I worked at my desk instead. Also the amount of quick meetings I feel is overkill. I think a well managed project with good communication between team members makes this unnessary. A daily overview is important to identify issues or road blocks but more than one is a problem.

In my experience the best part of the job were the people I worked with. This is probably the most important part of any job - more than the work itself in my opinion. There was little office politics, most everyone supported each other and helped where they could.

I would not recommend that anyone work for this company. The only good thing were the benefits and occasional points you could earn to get a prize. Other than that, the job was so draining. I was constantly stressed. I went through three different managers in the year-and-a-half I was there, and I can say that the micromanagement culture is ridiculous. I worked remotely, and felt like they bugged me more than if I was in the office. I was off the phones to go to the bathroom one day, and a manager texted my personal phone to see where I was. It was annoying. Also, I didn’t like that you were only as good as the last call you took. The monthly monitoring/grading was stressful. One mistake could wipe out all the previous good calls you took. They would post everyone’s productivity numbers for everyone to see every day. I’m not sure if this was to motivate or to shame. The company was stingy with pay. The pay was shameful. I don’t know who they think can live off of $17/hr. They gave a $25 dollar year-end bonus, then counted it as a raise. I was overworked and underpaid! And it took SOOOO much to be promoted. They would put more work on people, cross training them, but not paying them extra for it. Then, they started outsourcing us to South Africa, all so they could keep paying lower wages. Eventually, a bunch of people were laid off. Not all, because I talked to someone who told me a couple of people still worked there. But, being laid off from there was the best thing that could’ve happened to me. I hated working there anyway. It was definitely one of the worst jobs I’ve ever had.

This company does not train properly but yet they expect you to meet their crazy metrics. This is micromanagement at its finest I have never been so unhappy at a job. They are clueless on how to provide customer service because they only focus on the numbers, how many calls, how long on hold, they could care less about the customer and their satisfaction. They want to compete to be the best company for retirement plans but their strategy will never work. They want to cater to each employer but it is impossible because the employees cannot keep up with all these changes, requirements, and rules for each plan. On top of that, they are very behind the times they are still asking customers to mail or fax forms. People don't use faxes anymore and then they claim to be so concerned about the security of their customer's information yet they ask them to mail in the application with all their personal information. Can someone please tell me if that makes any sense. Why not allow customers to email or have a way for them to upload documents into their portal. Then when the customers finally sends in the forms to request a distribution the company takes forever to process and poor customers have to call multiple times to get the status on receiving THEIR money. Honestly, this place is horrible for the employees and customers. Get with the times LFG, stop worrying so much about metrics and micromanaging the employees and worry more about the customers and their satisfaction. You would have far less employee turnover if people weren't miserable. Thank goodness I no longer work there.

Top Job Titles	Average Salary
Actuary 123 salaries reported	$148,679 per year
Customer service representative 1 salary reported	$20.60 per hour
Client services associate 19 salaries reported	$62,105 per year
Claims examiner 3 salaries reported	$58,333 per year
Claims manager 44 salaries reported	$96,800 per year

Working at Lincoln Financial: Company Overview and Reviews

Lincoln Financial

Lincoln Financial Ratings

Popular jobs at Lincoln Financial

Salary Satisfaction

Job Seeker Tools

Employer Tools

Browse

Stay Connected