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ActekSoft ACom3 Review Part 2

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In this second part of the ActekSoft ACom3 Sales Performance Management solution review, I will focus on some of the concepts that make this solution a particularly good fit for insurance clients. The first part of this article is here.

Management of producer (payee) data
The insurance industry has very challenging requirements regarding producer (payee) data. ACom3 supports an unlimited number of direct and indirect hierarchies with no limits on the number of levels it contains (some of ActekSoft’s clients pay more than 20 levels). ACom3 also has an integrated license and compliance module which can easily manage logic for compliance violations.

Communication / Workflow
ACom3’s correspondence module can be setup to automatically send letters or emails on demand or based on conditions configured the system (for example in can send an e-mail when a license will expire in a certain number of days, or when a debit balance exceeds a certain dollar amount). The workflow module can be leveraged to facilitate and streamline internal and external communications.

Unearned Commissions
ACom3 provides built-in features to facilitate logic to handle unearned/future commissions such as annualized payout and advanced payment with automated charge backs for policy terminations that take place while there is still an unearned commission balance on the advance. ACom3 also has a reserve feature which holds back a portion of the advance payment to offset future chargebacks.

Scalability
Unlike many other industries, the insurance industry always requires computation at the transactional level and not at a summary level. Because of the volume of transactions and often complex hierarchies which can transform an originating transaction into an additional 10 or 20 transactions, efficient scalability is critical. ACom3 uses the concept of work units which can distribute processing across multiple servers and processors.

Insurance specific concepts in Formulas
Compensation formulas contain many insurance specific concepts such policy age and policy age/holder age calculations, a wide range of performance based tiering options, and the ability to tie advances and automated charge backs to calculations.

Strong Retroactive Capabilities
Retroactive processing is particularly important to the insurance industry and ACom3 supports in excess of 20 retroactive objects that allow the system to reverse and reprocess transactions for as many periods back required. Retroactivity is often required to resolve incorrect assignment of producers to a customer or policy, incorrect hierarchies, the use of an incorrect schedule, etc. ACom3 marks all transactions that need to be reprocessed in prior and current periods to ensure that tiered based payments are correct.

Security and Audits
Data confidentiality and security is highly regulated in the insurance industry. ACom3 was built with these requirements in mind and offers strong security and audit functionality, audit reporting, secure data transfers, and encryption out of the box.

Final Thoughts
Overall, I was impressed by the richness of ACom3. The size of the company could have been a concern for potential clients, but with Callidus now standing behind ActekSoft, this should no longer be a concern. The new challenge which ActekSoft will have to manage is to retain the same level of client-focus they have demonstrated in the past for their current and new customers.

While I found that ACom3 is not the ‘sexiest’ application, several improvements were recently made to its user interface with its release version 6.0. ACom3 provides several insurance specific features, and its focus on transactional processing makes it a solution worth considering for many projects.

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Related Posts:
Callidus Software Acquires ActekSoft
ActekSoft ACom3 Review

ActekSoft ACom3 Review

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ActekSoft was founded in 1999 and currently supports over 30 clients (mostly in the insurance industry).  I talked about them earlier this year when they got acquired by Callidus Software. Acteksoft’s flagship product is called ACom3 and can be deployed On-Premise or On-Demand.  Approximately one third of ActekSoft’s clients are currently hosted.

As I’ve discussed in a previous post, Gartner recently released their 2009 ICM MarketScope for the insurance industry. Gartner cites the following as some of the main reasons why ActekSoft deserved a positive rating:

ActekSoft was rated Positive this year, due primarily to its deep understanding and ability to deliver health insurance requirements, the number of new deals in the past 12 months and the positive nature of its customer references. Four of its customers were interviewed for this report… Several themes resonated throughout these interviews. First, ActekSoft is very committed to the pricing that is quoted to the customer… Second, customers cite a culture of customer satisfaction and commitment to project delivery.

ACom3 is accessible via a web browser. After logging into the application, administrators find themselves into a relatively intuitive interface; the various application areas are accessed via the top menu, and configuration for each of those areas are accessible in the left menu. Different sections can also be expanded and collapsed by clicking on the + or - icons. The content of each of these sections is completely configurable by simply dragging and dropping fields into the appropriate section. Sections can also easily be added as required.

A plan consists of ‘schedules’ which are applicable to a certain region and hierarchy. These schedules are rule driven and reference formulas, filters, tables, etc. Reference data is typically imported into the application, but editing information such as transaction details or producer information can be performed manually by inserting text into text boxes, or by selecting values from drop down menus.

The look and feel of the interface for payees is very similar to the administrator’s interface. Upon logging in the application, the payees can access performance details for themselves and for their subordinates via reports and dashboards. They can also access important information such as their appointments, their book of business, etc.

All of these features are very similar to what is expected from any sales performance management solution, so you may wonder what makes ACom3 different than other non-insurance specific solutions. I will discuss some of these differentiators in my next post.

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Related Posts:
Callidus Software Acquires ActekSoft
ActekSoft ACom3 Review Part 2

Management by Objectives

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I’ve talked about MBOs – Management by Objectives – a few times before, but I will dedicate a few posts to this topic. As a quick reminder, MBOs is a process where measurable objectives are set, and the employee performance is then measured against those objectives. The goal is to increase the workforce’s performance and engagement through proper motivation. MBOs are particularly important because they are not only for organizations with a sales force; any employee can be incented with this strategy, and as such, most type of organizations use them in one way or another.

The other reason I want to talk about MBOs is that software vendors are slowly broadening their offerings.  Instead of having one IT solution to align objectives to corporate goals, one workflow solution to calculate incentives against these goals, one solution to manage sales compensation, etc, single vendors are starting to cover the entire spectrum with a single variable pay solution. That’s what is called “pervasive performance management”.  Software providers in the sales performance space are starting to offer MBO functionality, and MBO software providers are starting to offer sales compensation modules.

So how do MBOs typically work? There are a lot of resources out there on this topic. Typically, the employee is asked to define SMART objectives; objectives that are Specific, Measurable, Achievable, Realistic, and Time-related. These objectives should reflect the organizational goals and be specific to each employee. The reason for using the SMART approach is that we need to be able to verify if the objectives were achieved later.

After some interaction with a manager, the objectives should be approved by both the employee and manager. At the end of the performance cycle, the objectives will be reviewed, and the manager will then decide to which extent each employee has achieved their personal objectives.

The system is not perfect and there are many challenges. How do you make sure the employees define objectives that are “hard enough” to reach? How do you evaluate an employee if an objective is missed for reasons out of his or her control? I will come back to this and share some ideas later.

For now I’ll discuss another major challenge: How do you manage all the workflow of approvals required to incent the employees based on their performance?

Traditionally, this is done using spreadsheets. The employee e-mails a spreadsheet to their manager. The manager reviews and e-mail it back to the employee. The employee makes some changes and e-mail it back to the manager. The manager is satisfied and e-mails the spreadsheet to a senior manager. The senior manager approves the objectives and e-mails back the approved spreadsheet to the manager. At the end of the year, the same process takes place again to distribute performance bonuses to each employee. That’s a lot of e-mails going back and forth, and many companies are struggling to centralize all this objective and performance information. And that’s not mentioning the difficulties to track the trends in the employees’ performance, perform other analysis by strategic objective, by department, etc, and to record information for audit purposes. These are all good examples of why having a solid MBO solution to facilitate this workflow is important.

In the following weeks, I will review many leading MBO solutions and demonstrate the benefits of using them instead of using spreadsheets.

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Tips for SaaS Contract Negotiations, and Knowledge Transfer

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I came across an article this weekend which I found very interesting. “In SaaS contract negotiations, focus on customization, future pricing” offers a few tips on negotiating SaaS contracts.

Tip 1: Before investing in a lot of customization work, figure out how to take it with you if you switch providers
Tip 2: When writing the terms of your initial contract, negotiate renewal terms
Tip 3: Make sure there is room for renegotiation in your exit clause
Tip 4: Write in compensation terms for use of your data
Tip 5: Work with your legal team on the terms that will allow you to break the contract

I think that the most useful piece of advice is part of tip # 1. If you read the article, it says to document the customization made, and to ensure that the third party system integrator helps you with the transition.

Knowledge transfer is not something that happens near or around go-live. Knowledge transfer is not something that takes place when the implementation partner is about to leave. Knowledge transfer is not something that is done only in case that you need to switch to another solution.

For a project to be successful once it is deployed, knowledge transfer should take place throughout the project lifecycle. Most Sales Performance Management solution implementations rely on the vendor or on a 3rd party system integrator to configure the solution. This is the perfect opportunity to work WITH the experts, and learn as much as possible on how to implement and maintain your SPM solution.

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Negotiating a SaaS Contract
SaaS – Future or Buzz?