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Surety Fidelity Bond Survey

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                    2011 Survey of Surety and Fidelity Bond Positions

                                       General Information

The Surety & Fidelity Association of America has selected Compensation Consulting Services, Inc., an
independent third-part human resource consulting organization, to develop and conduct the 2011
Survey of Surety and Fidelity Bond Positions.

Design Features:
Survey Data Collection Process
t The survey collects individual incumbent pay related data by work location (postal zip code) and
by insurance line-of-business. Specific line-of-business codes will enable the participant to designate
the bond line(s) the incumbent has responsibility for handling.

t Except for survey jobs 110, 115, 510 and 515, all survey job titles and survey job descriptions
exclude specific reference to any single line-of-business. Current job descriptions, except as noted in
the description, apply to any single line of bond handling responsibilities or to multiple lines of bond
handling responsibilities as indicated by the LOB code (see Instructions, page 2 for Line-of-Business
Code (LOB) and definitions). Participants can note the particular line or lines of bond handling each
incumbent has responsibility for by assigning a line-of-business code.

t Long-Term Incentive estimated values are not collected or reported in the survey. Instead, the
survey collects and reports on LTI program participation eligibility by incumbent and program design
feature information as available by company.
t Pay Practices information is collected in the Contact and Practices section of this survey.

Survey Reporting Features
t The survey will report summary survey results for each survey job by company size (grouped by
Direct Written Premium reported), and where sufficient populations of data are available, summary
pay information is to be provided by line-of-business, and by geographic/city locations.

t Each participating company will receive a custom report providing the participant's reported pay
levels (summarized) in comparison to, and an analysis of the pay difference to, that of all other survey
participants

t Statistics will be shown for the average, and the 10th, 25th, 50th, 75th and 90th percentiles of Base
Salary, Target Bonus %, Actual Bonus paid, and Total Cash Compensation.
t Pay information will be presented for each surveyed position for which five or more companies
providing data and where 5 or more total incumbents have been reported.




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                    2011 Survey of Surety and Fidelity Bond Positions

                                       General Information

Participants will receive a printed copy of the survey results along with a survey CD containing the
survey report data (PDF report format, together with an Excel® importable file of the reported survey
data results, including all survey job descriptions).

Remember that the quality of the data received is a direct reflection of the quality of the data
given.

Please be assured that all data received will be kept in the strictest of confidence and individual
company data will not be shared with any other participant. Please forward your completed survey
package by Friday, May 13, 2011.

2011 Survey Participation Fees
                                                         Survey Participants   Survey Non-Participants
The Surety & Fidelity Association of America
member organizations:                                           $1,500                  $3,500
Survey fees will be invoiced by Compensation Consulting Services at the time data input files are
received from participating organizations.




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                    2011 Survey of Surety and Fidelity Bond Positions
                                           Main Page

You may select your action by clicking on the following links:

Please review the following information before completing the Data Collection Forms:
Instructions for Data Submission
Job Descriptions

Please complete and return to Compensation Consulting Services each of the following forms:
Contact and Practices
Perquisite Programs
Incentive Plans
Incumbent Input Worksheet

Data collection materials are due back to Compensation Consulting Services by May 13, 2011.
Color-tabbed worksheets are the forms that should be completed and returned.

Please return data to:                              For questions regarding data collection contact:

  E-mail:   Afitzgerald@ccs-consultants.com           Allan M. Fitzgerald
    Or    Compensation Consulting Services, Inc.      Compensation Consulting Services, Inc.
   USPS:     714 Desert Willow Court NW               (704) 795-9800 Phone
             Concord, North Carolina 28027            (704) 795-9804 Fax
                                                      Afitzgerald@ccs-consultants.com




For your records, please keep a copy of your complete survey submission.




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                    2011 Survey of Surety and Fidelity Bond Positions

                     2011 Job Families & Titles by Numerical Order
Survey objectives are to collect and report pay information for the following jobs. Job descriptions are
provided in Job Descriptions worksheet. Jobs should be matched based on job content, not by job
title.
  Survey
          Position Titles                                        Position Job Family
 Job Code
  2011
   101      Top / Chief Bonding Officer                          Home Office Positions
   105      Top Underwriting Officer                             Home Office Positions
   110      Top Commercial (non-contract) Surety Executive       Home Office Positions
   115      Top Contract Surety Executive                        Home Office Positions
   120      Top International Bond Executive                     Home Office Positions
   125      Top All Other Bond Lines Executive                   Home Office Positions
   130      Top Field Management Officer                         Home Office Positions
   210      Territorial Underwriting Manager                     Home Office Positions
            Territorial Underwriting Assistant Manager /
   215                                                           Home Office Positions
              Senior Area Underwriter
   220      Territorial Underwriter                              Home Office Positions
            Commercial Bond Underwriting Manager
   225                                                           Home Office or Field Positions
              (Small to Mid-Size Accounts/Transactional)
            Senior Commercial Bond Underwriter
   230                                                           Home Office or Field Positions
              (Small to Mid-Size Accounts/Transactional)
            Commercial Bond Underwriter
   235                                                           Home Office or Field Positions
              (Small to Mid-Size Accounts/Transactional)
   310      Regional Bond Executive                              Field Office Positions
   314      Bond Manager VI - Mega Office II                     Field Office Positions
   315      Bond Manager V - Mega Office                         Field Office Positions
   320      Bond Manager IV - Very Large Office                  Field Office Positions
   325      Bond Manager III - Large Office                      Field Office Positions
   330      Bond Manager II - Medium Office                      Field Office Positions
   335      Bond Manager I - Small Office                        Field Office Positions
            Assistant Bond Manager - Mega, Very Large or Large
   340                                                           Field Office Positions
            Office
   350      Bond Underwriter - Master                            Field Office Positions
   355      Bond Underwriter - Specialist                        Field Office Positions
   360      Senior Bond Underwriter                              Field Office Positions
   365      Bond Underwriter                                     Field Office Positions
   370      Entry Level Bond Underwriter                         Field Office Positions
            Bond Service Assistant III / Supervisor
   375                                                           Field Office Positions
              (Most Senior Non-Underwriting position)
   380      Bond Service Assistant II                            Field Office Positions
   385      Bond Service Assistant I                             Field Office Positions
   410      Top Bond Claims Executive                            Claims Positions
   412      Regional Bond Claims Executive - NEW in 2011         Claims Positions
   415      Claim Manager - Attorney                             Claims Positions
   420      Claim Manager - Non-Attorney                         Claims Positions
   425      Claim Supervisor                                     Claims Positions




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                  2011 Survey of Surety and Fidelity Bond Positions

 Survey
         Position Titles                                  Position Job Family
Job Code
 2011
   430    Bond Claims Representative IV - Attorney        Claims Positions
   435    Bond Claims Representative III - Attorney       Claims Positions
   440    Bond Claims Representative II - Attorney        Claims Positions
   445    Bond Claims Representative I - Attorney         Claims Positions
   450    Bond Claims Representative IV - Non-Attorney    Claims Positions
   455    Bond Claims Representative III - Non-Attorney   Claims Positions
   460    Bond Claims Representative II - Non-Attorney    Claims Positions
   465    Bond Claims Representative I - Non-Attorney     Claims Positions
   470    Bond Claims Administrative Assistant II         Claims Positions
   475    Bond Claims Administrative Assistant I          Claims Positions
   510    Senior Surety Engineer Accountant / Auditor     Claims Positions
   515    Surety Engineer Accountant / Auditor            Claims Positions




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                   2011 Survey of Surety and Fidelity Bond Positions


                                   Job Matching Guidance

Organizations participating in this survey may find the following organization charts helpful in
matching positions in this survey, by determining which chart best represents your respective
organization. In the respective charts, Survey Job 101, Top / Chief Bonding Officer would be the
CEO Surety position in the Public Surety Company, the Chief Operations Officer in the Surety
Division w/all operations, and the Chief Operations Officer in the Surety Division w/UW only.




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                                                                           Input Data Page

                    2011 Survey of Surety and Fidelity Bond Positions

                                  Data Submission Instructions

Data is to be submitted on the included Microsoft® Excel® spreadsheets provided by Compensation
Consulting Services. There are four worksheets that MUST be submitted: Contact and Practices,
Perquisite Programs, Incentive Plans, and the Input Data collection forms (all having maroon color
tabs).

You may submit your data electronically in either spreadsheet or ASCII text file format. To submit
your data in spreadsheet format, use this file. For ASCII text file format or if you have any questions
regarding submitting your data in spreadsheet format, please feel free to contact Allan Fitzgerald at
(704) 795-9800.

The deadline for data submission is May 13, 2011. If data has not been returned by this date,
please contact Allan Fitzgerald at 704-795-9800 or Afitzgerald@ccs-consultants.com to discuss
the survey's final data receipt closure date.

If you are uncertain about a question in the survey or of the data to provide, please contact us and obtain
clarification before submitting the data. Please remember that all pay related data should be reported
as single incumbent data ; do not report any job averages.


Results will be mailed to you in both a printed report and on a CD in a PDF report format, and
in Excel® formatted importable file.
Please keep saving your file on a regular basis during data/information entry in the electronic format to
avoid data lost due to unavoidable system/disk errors. Please save a copy of your file on your LAN,
hard drive or print a hardcopy for your files.

Contact & Practices Data: Enter appropriate organization and contact information. Please enter
appropriate company's scope/practices information.

Incumbent Data Collection Form:
The worksheet named "Input Data" is designed to collect all of the compensation data for each
incumbent you have matched to the survey job descriptions. Please report only full-time employees that
are currently active and not on a leave of absence. For each individual incumbent, input the following
information:




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                                                                           Input Data Page

                    2011 Survey of Surety and Fidelity Bond Positions

                                  Data Submission Instructions

   Note: The first column of the spreadsheet includes a lookup table that displays the survey job title.
   It is to assist you with ensuring accurate entry of survey job code input. When you enter an
   established survey job code in the second column, it will display the appropriate job title. If you
   enter an incorrect job code, a message will be displayed, “Not found".

1. Survey Job Code: Enter the survey position code (job codes & descriptions are listed in worksheet
titled "Job Descriptions) the incumbent is matched to. Please make sure the entry is in the three-
character format.


2. Line-of-Business Code: Enter Line-of-Business (LOB) code which best fits the employee's
primary functional job scope accountabilities for all jobs in the survey. Definitions are as follows:


          BBB = All Bond Lines - Coverage's which reflect all lines and forms of bonds provided to
          business, government, or non-profit entity (Fidelity and Surety).

          SBB = Surety Bonds - All - Contract by which one party agrees to make good the
          default of debt of another (Contract and Commercial).
          SBC = Surety Contract Bonds - A guarantee of the faithful fulfillment of the terms of
          contracts for construction of public and private work, for rendering service, and for
          furnishing supplies.
          SBCC = Surety Commercial Bonds - A guarantee of compliance on the part of individuals
          and firms with the laws, regulations, or private agreements to which principals become
          obligated. Includes all commercial lines, Large Account, Mid-and-Small Account.
          FBB = Fidelity Bonds - All - Coverage provided to reimburse loss caused by illegal or
          dishonest acts by employees of the insured.


3. Your Company’s Job Title: Input your Company's job title. Please report only one job title per
survey job match per zip code. If you have more than one job title per survey job match in one zip
code, please report the most common job title.




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                                                                          Input Data Page

                    2011 Survey of Surety and Fidelity Bond Positions

                                 Data Submission Instructions

4. FLSA Exemption Status: Indicate if the job you are reporting is classified as (1) Exempt from
overtime under the Fair Labor Standards Act (FLSA) or (2) non-exempt and is eligible for overtime.

5. Bond Manager Premium: For Bond Manager positions 310 through 340, input the 2010 actual
Book of Business Premium managed by each incumbent reported.
• For position 310, Regional Bond Executive -- the Book of Business Premium includes the business
premium of those Bond Managers reporting to this position (a shared accountability Book of Business).
• For position 340, Assistant Bond Manager -- the Book of Business Premium includes the business
premium assigned to the position with either primary and/or secondary (support) accountability.
• Input the values in $ millions -- Example: $10,500,000 = 10.5

6. Annual Base Salary: Report annual base salary for each full time employee. Report salary data in
annual rates rounded to the nearest whole dollar (i.e., 30,120.86 should be 30,121). Do not report part-
time employee data. Base Salary values should be those in effect closest to April 1, 2011 and which
includes in the payroll data the current year's bonus award payments.

7. Bonus/Incentive Eligibility: (Enter 1 if eligible, 0 if not) - If incumbent is eligible for bonus or
incentive under the Company's annual Short-term Incentive Plan (STI), indicate with a "1" for Yes. If
not eligible, indicate with an "0" for No.

8. Bonus Target %: If the employee is eligible for a bonus/ STI Incentive, indicate the Bonus Target
% that the employee is able to earn as a % of salary. If bonus is monthly or quarterly, please
annualize. (Bonus Target $ amounts should be converted to a percentage of individual annualized base
salary.)

9. Total Bonus $ Earned: If employee is eligible for a bonus under the Company's 2010 STI Plan,
input the cumulative amount earned in 2010 (normally paid in 2011) under the company's short-term
incentive plan. Bonuses should be rounded to the nearest dollar. (Bonuses earned and paid in 2010 for
2010 performance should be included in this calculation at the "earned" compensation level.) Bonus
earned calculations should include deferred amounts earned under the short-term incentive plan.




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                                                                         Input Data Page

                    2011 Survey of Surety and Fidelity Bond Positions

                                 Data Submission Instructions

10. Other Cash Compensation: Input the sum of other forms of cash compensation not included in
column 9 that has been earned and/or paid to the employee on the basis of 2010 individual, business
unit, and/or company performance. Please do not include other forms of cash or reimbursements made
relative to LTI award payments, deferred compensation payments, savings, investments, assignment
provisions, relocation, or expense reimbursements.

11. Total Cash Compensation: Report the employee’s Total Cash Compensation to the nearest whole
dollar. For most employees, this will be the sum of the Annual Base Salary (Column 6) with the Bonus
$ Amount earned in 2010 and earned and/or paid in 2010 (Column 9) plus Other Cash Compensation $
Paid (Column 10), if applicable to the employee. If there is no bonus or Other Cash, report Annual
Base Salary as the Total Cash Compensation.


12. Long-Term Incentive Eligibility: If incumbent employee is eligible to participate in and receive a
Long-Term Incentive Award in the current calendar/fiscal year, indicate with a "1" for Yes. If not
eligible, indicate with an "0" for No.

13. LTI Target %: If the employee is LTI eligible, please indicate the Target LTI Award (%) that
the employee is able to receive as a % of salary. If multiple plans and/or awards are provided
throughout the year please annualize the value of the eligible target awards. (LTI Target $
amounts should be converted to a percentage of individual annualized base salary.)

14. Car or Allowance: For survey positions 101-220, 310-335, 410 and/or 412 ONLY, if position is
eligible to receive a company automobile or car allowance, please indicate the type of program
provided by entering the number indicated, as follows:
   1 - Yes - Company Car Provided, but no cash allowance,
   2 - Yes - Cash Allowance Provided, and a Company Car,
   3 - Yes - Cash Allowance Provided, but no Company Car.
   0 - No Company Car or Car Allowance - If not eligible for a company car, nor a cash allowance.

15. Car Allowance Paid ($): If employee is eligible to receive a car allowance as indicated above then
enter the annual allowance paid (survey positions 101-220, 310-335, 410 and/or 412 only).




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                                                                        Input Data Page

                   2011 Survey of Surety and Fidelity Bond Positions

                                Data Submission Instructions

16. Zip Code for Office/Work Location: Enter zip code where incumbent's work location is located,
preferably in 5-digit zip code format. PLEASE PROVIDE OFFICE/WORK LOCATION ONLY, NOT
HOME ZIP CODE.

17. Salary Range Minimum: If you have formal salary ranges, indicate the annual salary range
minimum based on the location where the employee is assigned to work. Round to the nearest dollar.
If you do not have formalized salary ranges, leave blank.

18. Salary Range Midpoint: If you have formal salary ranges, indicate the annual salary range
midpoint based on the location where the employee is assigned to work. Round to the nearest dollar. If
you do not have formalized salary ranges, leave blank.

19. Salary Range Maximum: If you have formal salary ranges, indicate the annual salary range
maximum based on the location where the employee is assigned to work. Round to the nearest dollar.
If you do not have formalized salary ranges, leave blank.

20. Incumbent Number or Code: Please assign a unique employee number or code to each
incumbent reported. This can either be a company employee number (do not use Social Security #’s) or
a created employee number such as 1 for the first employee, 2 for the second, and so forth. This will
help us communicate with you should we have any questions regarding a particular employee’s data.




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                                                                       Input Data Page

                   2011 Survey of Surety and Fidelity Bond Positions

                               Data Submission Instructions


 Use employee data that is effective closest to April 1, 2011,
           and that includes the current year's earned bonus awards.
                          Please make sure to retain a copy of your input.

Returning Questionnaire
Electronic files can be emailed to: Afitzgerald@ccs-consultants.com. Or, you may copy all completed
files back to a diskette and mail. Please label with your company name.
                           Return survey input by Friday, May 13, 2011 to:

Please return data to:                            For questions regarding data collection contact:
 E-mail: Afitzgerald@ccs-consultants.com          Allan M. Fitzgerald
   Or                                             Compensation Consulting Services, Inc.
 USPS: Compensation Consulting Services, Inc.     (704) 795-9800 Phone
              714 Desert Willow Court NW          (704) 795-9804 Fax
              Concord, North Carolina 28027       Afitzgerald@ccs-consultants.com




        ALL COMPANY RESPONSES WILL BE KEPT STRICTLY CONFIDENTIAL




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                                                                                                                Incumbent Input Page
                              2011 Survey of Surety and Fidelity Bond Positions

                                          Survey Job Codes & Descriptions

Home Office Positions

  101 - Top / Chief Bonding Officer
  Responsible for the overall operations of an autonomous bond division/subsidiary including production,
  underwriting, legal, claims, and administration. Provides strategic direction for market share growth and increasing
  profitability. Reports to Board of Directors or to parent company executive.

  105 - Top Underwriting Officer
  Responsible for establishing standards and achieving all lines of bond business results. Typically reports directly to
  Top / Chief Bonding Officer or may report to parent company executive.

  110 - Top Commercial (non-contract) Surety Executive
  Directs the commercial (non-contract) surety function. Develops and implements strategies and controls to meet
  underwriting objectives. Typically reports to Top Underwriting Officer.

  115 - Top Contract Surety Executive
  Directs the contract surety function. Develops and implements strategies and controls to meet underwriting
  objectives. Typically reports to Top Underwriting Office.

  120 - Top International Bond Executive
  Directs the international bond function. Develops and implements strategies and controls to meet underwriting
  objectives. Typically reports to Top Underwriting Officer.

  125 - Top All Other Bond Lines Executives
  Directs the all other bond lines function. Develops and implements strategies and controls to meet underwriting
  objectives. Typically reports to Top Underwriting Officer.

  130 - Top Field Management Officer
  Responsible for all field personnel and operations, marketing objectives and measures, and agency management.
  Typically reports to the Top Bond Executive.

  210 - Territorial Underwriting Manager
  Responsible for underwriting results for a specific product line for multiple field offices. Position is located at
  Home Office. Monitors underwriting quality and adherence to underwriting guidelines. Exercises underwriting
  authority. Typically has seven to ten years experience. Typically reports to Bond Top Product Line Executive.

  215 - Territorial Underwriting Assistant Manager/Senior Area Underwriter
  Responsible for underwriting results for a specific product line for multiple field offices. Position is located at
  Home Office. Monitors underwriting quality and adherence to underwriting guidelines. Exercises underwriting
  authority. Typically has four to seven years experience.



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                              2011 Survey of Surety and Fidelity Bond Positions

                                          Survey Job Codes & Descriptions

  220 - Territorial Underwriter
  Responsible for underwriting results for a specific product line for multiple field offices. Position is located at
  Home Office. Monitors underwriting quality and adherence to underwriting guidelines. Reports to Territorial
  Underwriting Manager. Typically has two to four years experience. May or may not have underwriting authority.


  225 - Commercial Bond Underwriting Manager (Small to Mid-Size Accounts/Transactional)
  Responsible for the supervision of bond production, underwriting activities and management functions with a
  small/mid-size, transactional unit. Oversees the acceptance, declination and rating of risks. May prepare or assist
  with the preparation of budgets and operational plans.

  230 - Senior Commercial Bond Underwriter (Small to Mid-Size Accounts/Transactional)
  Primarily responsible for the underwriting and servicing of more complex existing bond accounts. Analyzes and
  evaluates risk on assigned accounts and reviews more complex accounts with Underwriting Manager. May train
  and coach less experienced Underwriters. Typically reports to an Underwriting Manager in the department.
  Typically has three + years of experience.

  235 - Commercial Bond Underwriter (Small to Mid-Size Accounts/Transactional)
  Primarily responsible for the underwriting and servicing of existing bond accounts. Analyzes and evaluates risk on
  assigned accounts and refers more complex accounts to a Senior Underwriter. Typically reports to an Underwriting
  Manager in the department. Typically has one to three years of experience.


Field Office Positions

  310 - Regional Bond Executive
  Has profitability responsibility for multiple field offices in assigned region. Directs underwriting activities within
  delegated authority and coordinates bond product marketing activities with region. Continuously monitors regional
  business portfolio and coordinates all management functions within the regional territory. Typically reports to Top
  Field Management Officer.

  314 - Bond Manager VI - Mega Office II
  Responsible for the supervision of all bond production, underwriting activities and management functions within a
  specific office. Oversees the acceptance, declination and rating of risks. Responsible for the preparing of the
  budget and of the operation plans for the office. Assists subordinate personnel in the acquisition and retention of
  large accounts. Responsible for the coordination of the office's activities. May or may not have underwriting
  authority. Only report those incumbents having an office with annual direct written premium greater than
  $20.0 million.




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                           2011 Survey of Surety and Fidelity Bond Positions

                                        Survey Job Codes & Descriptions

315 - Bond Manager V - Mega Office
Responsible for the supervision of all bond production, underwriting activities and management functions within a
specific office. Oversees the acceptance, declination and rating of risks. Responsible for the preparing of the
budget and of the operation plans for the office. Assists subordinate personnel in the acquisition and retention of
large accounts. Responsible for the coordination of the office's activities. May or may not have underwriting
authority. Only report those incumbents having an office with annual direct written premium of $15.0 million
to $20.0 million.

320- Bond Manager IV - Very Large Office
Responsible for the supervision of all bond production, underwriting activities and management functions within a
specific branch office. Oversees the acceptance, declination and rating of risks. Responsible for the preparing of
the budget and of the operation plans for the office. Assists subordinate personnel in the acquisition and retention
of large accounts. Responsible for the coordination of the office's activities. May or may not have underwriting
authority. Only report those incumbents having an office with annual direct written premium of $10.0 million
to less than $15.0 million.

325 - Bond Manager III - Large Office
Responsible for the supervision of all bond production, underwriting activities and management functions within a
specific branch office. Oversees the acceptance, declination and rating of risks. Responsible for the preparing of
the budget and of the operation plans for the office. Assists subordinate personnel in the acquisition and retention
of large accounts. Responsible for the coordination of the office's activities. May or may not have underwriting
authority. Only report those incumbents having an office with annual direct written premium of $5.0 million
to less than $10.0 million.

330 - Bond Manager II - Medium Office
Responsible for the supervision of all bond production, underwriting activities, and management functions within a
specific branch office. Oversees the acceptance, declination, and rating of risks. Responsible for the preparing of
the budget and of the operation plans for the office. Assists subordinate personnel in the acquisition and retention
of large accounts. Responsible for the coordination of the office's activities. May or may not have underwriting
authority. Only report those incumbents having an office with annual direct written premium of $1.5 million
to less than $5.0 million.

335 - Bond Manager I - Small Office
Responsible for the supervision of all bond production, underwriting activities and management functions within a
specific branch office. Oversees the acceptance, declination and rating of risks. Responsible for the preparing of
the budget and of the operation plans for the office. Assists subordinate personnel in the acquisition and retention
of large accounts. Responsible for the coordination of the office's activities. May or may not have underwriting
authority. Only report those incumbents having an office with annual direct written premium of less than $1.5
million.




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                           2011 Survey of Surety and Fidelity Bond Positions

                                        Survey Job Codes & Descriptions

340 - Assistant Bond Manager - Mega, Very Large or Large Office
Assists Bond Manager in the production and development of desired bond business. Reviews and evaluates
assigned bond risk under supervision of Bond Manager. Accepts and declines risks within authority delegated by
Bond Manager. May assist Bond Manager with personnel and other management tasks, as assigned. Maintains
close working relationship with agents and assists the Bond Manager in agency evaluations and relations. May or
may not have underwriting authority.

350 - Bond Underwriter - Master
Underwrites and services the most complex accounts and largest relationships. Analyzes, evaluates, and reviews
new business with superiors, as necessary. Responsible for producing new accounts from assigned group of
agents/brokers or designated geographic area. Likely has underwriting authority. May have responsibility for
training and/or supervising entry level underwriters and/or support staff. This is the most advanced and
experienced non-manager underwriter and typically has ten plus years experience. Typically reports to Bond
Manager.

355 - Bond Underwriter - Specialist
Underwrites and services complex accounts in a branch office. Analyzes, evaluates, and reviews new business with
superiors, as necessary. Responsible for producing new accounts from assigned group of agents/brokers or
designated geographic area. May or may not have underwriting authority. May have responsibility for training
staff . Typically has five plus years experience. Typically reports to Bond Manager or Assistant Bond Manager.



360 - Senior Bond Underwriter
Responsible for producing new accounts and servicing existing bond accounts in a field office. Analyzes,
evaluates, and refers new and existing business to Bond Manager or Territorial Underwriting Manager. May or
may not have underwriting authority. Typically has three to five years experience. Typically reports to Bond
Manager or Assistant Bond Manager.

365 - Bond Underwriter
Primarily responsible for underwriting and servicing existing bond accounts in a field office. Analyzes, evaluates,
and refers new and existing business to more senior level underwriter within branch office. May or may not have
underwriting authority. Typically has 18 months to three years experience. Typically reports to Assistant Bond
Manager.

370 - Entry Level Bond Underwriter
Under direct supervision, underwrites, and services existing bond accounts. Has limited scope of responsibilities
and is unlikely to have underwriting authority. Typically reports to Assistant Bond Manager. Typically has 0 to 18
months experience.




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                             2011 Survey of Surety and Fidelity Bond Positions

                                          Survey Job Codes & Descriptions

  375 - Bond Service Assistant III / Supervisor (Most Senior Non-Underwriting position)
  Same functions as Bond Service Assistant II, but responsible for the complex processing functions such as
  reinsurance assumed and ceded transactions. Additional responsibilities may include training of less experienced
  assistants, delegation of support staff work loads, quality control over support functions, maintenance of
  underwriters files, overall receivables management, preparation of management reports utilizing various software,
  and more independent interaction with brokers/agents. May be involved in customer service including contact with
  agents, clients, follow-up calls on bond inquiries, address changes, and general questions. Also responsible for
  performing I/S technical support functions and coordinating resolution if I/S problems in the local office. Typically
  has over five years experience.


  380 - Bond Service Assistant II
  Same functions as Bond Service Assistant I, with additional responsibilities for administering/resolving more
  complex processing transactions, renewal processing, assisting in pursuit of receivable collections, tracking of
  customer bid activity, more independent interaction with customers, processing of broker/agent licensing, and
  contract and power of attorney administration. May be involved in customer service including contact with agents,
  clients, follow-up calls on bond inquiries, address changes, and general questions. Also responsible for analyzing,
  inputting, and balancing financial "work in progress" data received from contractors, utilizing computerized
  underwriting systems. Typically has two to five years experience.


  385 - Bond Service Assistant I
  Provides clerical support to bond underwriters and/or department. Responsibilities may include premium
  registration and invoicing, coding, pricing and commission calculations, bond issuance, preparation of
  correspondence and pursuit of information from broker/agents, and miscellaneous administrative duties. May be
  involved in customer service including contact with agents, clients, follow-up calls on bond inquiries, address
  changes, and general questions. Typically has zero to two years experience.

Claims Positions

  410 - Top Bond Claims Executive
  Responsible for the overall bond claims operation of an autonomous division/subsidiary including staffing, budgets,
  and administration. A member of the senior management team of the bond division/subsidiary and participates in
  strategic decisions regarding the division/subsidiary. Typically has a law degree. Typically reports to the President.


  412 - Regional Bond Claims Executive - NEW in 2011
  Responsible for bond claims operations for a region. Manages the favorable resolution of the most complex cases
  and recovery efforts. Responsible for staffing, managing, supervising and training of claims staff which includes
  attorneys, claim managers and administrative personnel for an assigned region. Typically reports to the Top Bond
  Claims Executive.



                                                                                                             Job Descriptions - 18
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                           2011 Survey of Surety and Fidelity Bond Positions

                                       Survey Job Codes & Descriptions

415 - Claim Manager - Attorney
Primary function is to supervise a staff of Claim Representatives - Attorney positions. Assigns work load, reviews
more complex cases and provides a high level of technical support to less experienced staff. Typically handles a
claim workload of more complex cases. LM or JD and current attorney license required. Typically has over ten
years experience.

420 - Claim Manager - Non-Attorney
Primary function is to supervise a staff of Claim Representatives - Non-Attorney positions. Assigns work load,
reviews more complex cases and provides a high level of technical support to less experienced staff. Typically
handles a claim workload of more complex cases. Typically has over ten years experience.

425 - Claim Supervisor
Primary function is management of administrative support of claim function. Administrative functions may include
data entry, coordinating mail, document preparation and file maintenance. Position typically supervises a non-
exempt staff. Typically has 5+ years claim/administrative supervisory experience.

430 - Bond Claims Representative IV - Attorney
Primary functions are to investigate, analyze, negotiate, and settle the most complex bond claims. May also
provide legal advice, perform legal research, analyze legal questions; analyze, prepare, and review legal documents
in aid of claim resolution. LM or JD and current attorney license required. Typically has over ten years
experience.


435 - Bond Claims Representative III - Attorney
Primary functions are to investigate, analyze, negotiate, and settle the most complex bond claims. May also
provide legal advice, perform legal research, analyze legal questions; analyze, prepare, and review legal documents
in aid of claim resolution. LM or JD and current attorney license required. Typically has six to ten years
experience.

440 - Bond Claims Representative II - Attorney
Primary functions are to investigate, analyze, negotiate, and settle large sized bond claims. May or may not have
managerial responsibilities. May also provide legal advice, perform legal research, analyze legal questions,
analyze, prepare, and review legal documents in aid of claim resolution. LM or JD and current attorney license
required. Typically has three to six years experience.

445 - Bond Claims Representative I - Attorney
Primary functions are to investigate, analyze, negotiate, and settle medium to large sized bond claims. May or may
not have managerial responsibilities. May also provide legal advice, perform legal research, analyze legal
questions, analyze, prepare, and review legal documents in aid of claim resolution. Typically does not have
managerial responsibilities. LM or JD and current attorney license required. Typically has one to three years
experience.


                                                                                                          Job Descriptions - 19
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                            2011 Survey of Surety and Fidelity Bond Positions

                                        Survey Job Codes & Descriptions

450 - Bond Claims Representative IV - Non-Attorney
Primary function is to investigate, analyze, negotiate, and settle most complex bond claims. May train or supervise
Claims Representatives. Typically has over five years experience. Advanced level position.

455 - Bond Claims Representative III - Non-Attorney
Primary function is to investigate, analyze, negotiate, and settle large sized bond claims. May train or supervise
Claims Representatives. Typically has three to five years experience. Senior level position.

460 - Bond Claims Representative II - Non-Attorney
Primary function is to investigate, analyze, negotiate, and settle mid sized bond claims. Not required to handle
performance claim matters. Typically has eighteen months to three years experience. Intermediate level position.


465 - Bond Claims Representative I - Non-Attorney
Primary function is to investigate, analyze, negotiate, and settle small to mid-sized bond claims. Not required to
handle performance claim matters. Typically has zero to eighteen months experience. Entry level/trainee position.


470 - Bond Claims Administrative Assistant II
Provides administrative support to Claims Representatives including creation and maintenance of claim files,
preparation of various letters and memos, and general office administrative duties. At the direction of the Claims
Manager, responds to general claim questions. Responsibilities may include dictation and transcription. May train
and/or supervise other administrative staff. Typically reports to the Claims Manager. Typically has over five years
experience.

475 - Bond Claims Administrative Assistant I
Provides administrative support to Claims Representatives including creation and maintenance of claim files,
preparation of various letters and memos, and general office administrative duties. At the direction of the claims
Manager, responds to general claim questions. Responsibilities may include dictation and transcription. Typically
reports to the Claims Manager. Typically has zero to five years of experience.


510 - Senior Surety Engineer Accountant/Auditor
Manages and directs all technical and construction facets of large and complex bond disputes and claims.
Functions include analyses, oversight, evaluation of loss exposures, responsibility and resolution of major and the
most complex claims and accounts experiencing a decline in financial health. Focus is on large field construction
projects. Typical exposure up to $25M or larger. Typically has 15+ years of experience.




                                                                                                            Job Descriptions - 20
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                           2011 Survey of Surety and Fidelity Bond Positions

                                        Survey Job Codes & Descriptions

515 - Surety Engineer Accountant/Auditor
Supervises and performs all technical and construction facets of bond disputes and claims. Functions include
analyses, oversight, responsibility and resolution of claims and accounts experiencing a decline in financial health.
Focus is on medium to large field construction projects. Typical exposure up to $10M. Typically has 7-10 years of
experience.




                                                                                                           Job Descriptions - 21
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                              2011 Survey of Surety and Fidelity Bond Positions

                                        Company, Contact, & Practices Data

                Company Name:
                Mailing Address:
                           City:
                          State:
                           Zip:

            Contact Last Name:                                                                        First Name:
                          Title:
            Telephone Number:                                                  Extension:
                  Fax Number:
                         Email:

                                  Data Effective Date:                                              April 1, 2011
                            Data Submission Deadline:                                              May 13, 2011
                           Estimated Publication Date:                                             Mid July 2011
                                                                                      (If data received by due date).


Scope & Practices Information:

1) Type of Organization
Enter X in the appropriate boxes for your organization.
                     Corporate                                           Publicly Traded
                    Subsidiary                                              Mutual Co.
                         Other                                              Private Co.

The following questions pertain to the Fidelity and Surety Bond organization ONLY:
2) Total 2010 Surety & Fidelity Direct Written Premium ($ Millions)
 (Defined as: All the premium arising from bonds or policies issued directly by the primary insurance company to its policyholders.)


3a) Total current Surety & Fidelity FTE Nonexempt employees:
3b) Total current Surety & Fidelity FTE Exempt employees
 (non-management individual contributors, including support staff) :




                                                                                                               Contact And Practices - 22
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                              2011 Survey of Surety and Fidelity Bond Positions

                                        Company, Contact, & Practices Data
4) Salary Budget Data                                          This Fiscal Year (Actual)
                                           Non-Exempt                   Exempt             Executive
                % Merit Increase
            % Promotion Increase
               % COLA Increase
            % Inequity/Other Adj.
                 % Total Increase

                                                      Next Fiscal Year (Projected)
                                           Non-Exempt           Exempt             Executive
                % Merit Increase
            % Promotion Increase
               % COLA Increase
            % Inequity/Other Adj.
                 % Total Increase
                                       Enter the actual or projected % of payroll budget for merit,
                                        promotion, cost of living and/or inequity/other adjustment
                                         increases (e.g. Merit = 5.5%, Promotion = .5%, COLA =
                                          3%, Inequity = .7%). For % Total Increase add Merit,
                                                 Promo, COLA & Inequity Adj/increases.

5) Salary Structures and Range Movement

Please identify which type(s) of Salary Structures you currently have in your company for the below three groups
of employees by indicating how often you most typically review them for adjustment (annually, bi-annually, or
or "as needed").
Type(s) of Pay Structures                                            Non-Exempt             Exempt               Executive
Traditional Salary Structures & Ranges -
Range spreads are typically from 40% to 80% from minimum to
maximum.
Broad Banded Salary Structures & Ranges -
Range spreads are frequently from 80% to well over 100% from
minimum to maximum.
Person-or-Job Based Structures with No Ranges-
Market Reference values are most typically used by Job or by
Person, with no range minimums or maximums established.


Other: Please describe -

                                                                                                     Contact And Practices - 23
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                            2011 Survey of Surety and Fidelity Bond Positions

                                     Company, Contact, & Practices Data

                                      Non-Exempt (%)                Exempt (%)               Total Company (%)
6) 2010 Company Turnover:
   (Surety & Fidelity Company/Division - Voluntary + Involuntary)
                                                                                    Please include the following benefits in
                                                                                    your Employer's cost calculations:
7) 2010 Total Employee Benefits Costs
                                                                                    • Health Insurance (Medical, Dental, Vision)
    as a % of 2010 Gross Annual Payroll:                                            • Life Insurance
                                                            Benefit Load Factor %   • Short-term & Long-term Disability Insur.
                                                                                    • Retirement & Savings Programs
                                                                                    • Legally required Federal & State benefits
                                                                                    • Other Company sponsored benefit
                                                                                      programs (EAP, Education, Adoption, etc.)


8) Miscellaneous Questions:         Please indicate if you have used any of the following practices in the past 12
                                    months. Enter X for all that apply.
                                                                                             Merit Pay
                                                                                       Skill Based Pay
                                                                                          Gain sharing
                                                                                      Team Incentives
                                                                                            Spot Bonus
                                                                                      Retention Bonus
                                                                                 Stock Grant Program
                                                                               Stock Option Program
                                                                                        Sign-on Bonus
                                                                                         Profit Sharing
                                                         Merit Increases Delayed (e.g., 3 or 6 months)
                                                         Merit Increases Frozen (e.g., 6 or 12 months)




                                                                                                      Contact And Practices - 24
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                          2011 Survey of Surety and Fidelity Bond Positions

                                  Company, Contact, & Practices Data
9) Underwriting Practices:
To insure that we are offering the most valuable salary data for the small to mid-size transactional commercial
business in future surveys, please respond to the following:
a) Do you have underwriters in field locations dedicated to
producing/underwriting/servicing small to mid-size /transactional                              Yes:
commercial business?                                                                           No:

                 b) If so, do you currently align them to survey job                           Yes:
                 descriptions # 225, 230, and 235?                                             No:

c) Do you have underwriters in a service center-type structure who are                         Yes:
responsible for product pricing/commissions, servicing and underwriting, but                   No:
sales/marketing is handled out of field offices?


-- Your data is maintained in absolute confidence and individual participant data is never revealed.

-- Please return this form together with your completed Incumbent Input and Incentive Plan Practices
   Questionnaires to:

                     E-mail:      Afitzgerald@ccs-consultants.com
                       Or
                     USPS:        Compensation Consulting Services, Inc.
                                  714 Desert Willow Court NW
                                  Concord, North Carolina 28027


                   For your records, please keep a copy of your complete survey submission.




                                                                                              Contact And Practices - 25
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                              2011 Survey of Surety and Fidelity Bond Positions

                                                 Perquisite Programs


Which of the following perquisites are provided to executives and/or senior staff? Indicate with an "X" in the box
which corresponds to the survey job number for positions eligible for the perquisites listed below:

                                                                            SURVEY JOB NUMBER
                    PERQUISITES                           101     105     110    115    120    125      130      210         215


            Country Club Membership Dues
              Private/Business Club Dues
            Company Paid Annual Physicals
             Financial Counseling Services
               Legal Counseling Services
            Educational Aid for Dependents

                                                                        SURVEY JOB NUMBER (continued)
                                                          220     310     314    315    320    325      330      335         410


            Country Club Membership Dues
              Private/Business Club Dues
            Company Paid Annual Physicals
             Financial Counseling Services
               Legal Counseling Services
            Educational Aid for Dependents




                                                                                                  Perquisite Programs - 26
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                           2011 Survey of Surety and Fidelity Bond Positions

                                             Incentive Plan Practices

The following section relates to executive, management, exempt and non-exempt individual contributors jobs
within your company.

Traditionally, cash incentives have been fairly commonplace in the bond industry, at least for employees in
executive and management positions. Short-term cash incentives are viewed as being an effective tool in
motivating higher levels of performance and as a means of rewarding for results that occur beyond the expected.

Annual Cash Incentive/Bonus Plans
Types of Cash Incentives Used:

1. Are employees in your company typically eligible to participate in an annual cash incentive program (i.e.,
incentive or bonus plans)?
                     Executive Jobs             (Y/N)          (Officer level positions, typically VP and above.)
                  Management Jobs               (Y/N)          (Non-officers, w/staff and/or functional leadership roles.)
                       Exempt Jobs              (Y/N)          (Individual contributors who are exempt under FLSA rules.)
                  Non-Exempt Jobs               (Y/N)          (Individual contributors who are not exempt.)


If answer = Yes to any job group , please answer remaining questions which apply to your company.
If answer = No to all job groups , you may skip questions 2 and 3 and go to the Long-Term Incentive Plans section
below.

2. Identify, by checking all boxes that apply, the types of cash incentive plans that are used in your company.

Regular Incentive Plans                                             "Regular Incentives" are defined to mean Plans
Discretionary Bonus Plans                                           that reward performance results achieved
Profit Sharing Plans                                                against pre-set goals, and where the incentive
Project Related Plans                                               opportunity is set at the beginning of the Plans
Other Type of Plans                                                 performance period.




                                                                                                    Incentive Plans - 27
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                          2011 Survey of Surety and Fidelity Bond Positions

                                          Incentive Plan Practices
3. Which of the following elements of design are included as factors of performance in your Regular Short Term
Incentive Plan designs?

Company's Most Typical Plan Design                               Included?
Organizational Performance Measures                             (Yes or No)
1. Company Performance                                                         (Y/N)
2. Division/Group/Subsidiary Performance                                       (Y/N)
3. Department Performance                                                      (Y/N)
4. Business Unit Performance                                                   (Y/N)
5. Functional Unit/Team Performance                                            (Y/N)
6. Individual Employee Performance                                             (Y/N)

Long-Term Incentive Plans

Types of Long-Term Incentive Plans In Use:

1. Are employees in your company typically eligible to participate in any form of Long-Term Incentive Plan (i.e.,
incentive plans having a performance period longer than 1 year)?

                    Executive Jobs                (Y/N)         (Officer level positions, typically VP and above.)
                  Management Jobs                 (Y/N)         (Non-officers, w/staff and/or functional leadership roles.)
                      Exempt Jobs                 (Y/N)         (Individual contributors who are exempt under FLSA rules.)
                  Non-Exempt Jobs                 (Y/N)         (Individual contributors who are not exempt.)

If answer = Yes to any job group , please answer remaining questions which apply to your company.
If answer = No to all job groups , you may skip the remainder of the questions in this section and go to the Data
Input spreadsheet for providing pay information on individual incumbents matched to the survey jobs.




                                                                                                   Incentive Plans - 28
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                          2011 Survey of Surety and Fidelity Bond Positions

                                          Incentive Plan Practices
2. Identify, by checking all boxes that apply, the types of Long-Term Incentive Plans that are used in your
company and which employee groups are eligible to participate in such plans.
            LTI Plan Types            Executive Management        Exempt     Non-Exempt
            Stock Options
            Performance Shares
            Restricted Stock
            Phantom Stock
            Performance Units
            Stock Grants
            Long-term Cash

3. Indicate the normal or most typical performance period measured by the plan(s) currently in effect in your
company (e.g., 2 year cycles, 3 year cycles, 4 year cycles, etc.).


            LTI Plan Types                  Plan Performance Period
            Stock Options                             N/A
            Performance Shares
            Restricted Stock
            Phantom Stock
            Performance Units
            Stock Grants
            Long-term Cash

4. Indicate the normal or most typical frequency that awards/grants are made to eligible employees under each
plan (e.g., annually, bi-annually, at end of performance period, etc.).

            LTI Plan Types                              Frequency of Award Grants
            Stock Options
            SARs
            Performance Shares
            Restricted Stock
            Phantom Stock
            Performance Units
            Stock Grants




                                                                                               Incentive Plans - 29
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                          2011 Survey of Surety and Fidelity Bond Positions

                                          Incentive Plan Practices
5. Indicate the normal or most typical vesting requirements and the option term (for NQSO, ISO, SAR, and
appreciation-only Phantom Stock) of the plan(s):
                                       Avg %       Number of                Is Vesting Dependent on
                                       Vesting      Years to   Option Term Meeting Performance Goals?
            LTI Plan Types             Per Year    Vest 100%     (years)              (Y/N)
            Stock Options
            SARs
            Performance Shares
            Phantom Stock
            Performance Units
            Stock Grants
            Long-term Cash


6. The following question is regarding long-term cash plans only:

   Is the payout period for the LTI payment extended beyond the measurement period to ensure payments
   accurately reflect business results? Example: 3-year measurement period … receiving 50% of payment in
   year 4, and final payment in year 5.

                   Please indicate:               (Y/N)




                                                                                             Incentive Plans - 30
                                                                                                                                                              Instructions
                                                                                                                                                              Job Descriptions



                                                        2011 Survey of Surety and Fidelity Bond Positions
If data is not available for a particular column, please leave blank. Do not enter 0, N/A, or other characters.
                                                                                                                                                                                                                                                                                                Please provide Car Allowance data
       Enter Your Company Name Here                                                                                                                                                                                                                                                                for survey Jobs Listed in the
                                                                                                                                                                                                                                                                                                      Perquisite Section Only
                    Survey Job                            LOB                                                                             Incumbent Salary and Bonus / Incentive Data                                                                                      LTI Data                     Car Allowance Data
     Do not enter - Lookup field             1             2                         3                            4                         5                   6               7                   8              9                  10               11             12              13                  14
                                                                                                                                   Instructions Page                                                                                                                                              Car or Allowance
                                                                                                                                                                                                                                                                                                 1 - Yes Company Car;
                                                                                                                                                                                                                                                                                                   No Car Allowance
                                                                                                                            Bond Manager Positions (Jobs                                                                                                                                         2 - Yes Company Car;
                                                                                                                                                                                                                                                                 Long-Term
                                                                                                                                  310 through 340)           Annual         Bonus /                                                                                                                Yes Car Allowance
                                                                                                                                                                                                                                                                  Incentive
                                                                                                         FLSA Exemption        2010 Book of Business        Base Salary    Incentive                                                                                                             3 - No Company Car;
                                                                                                                                                                                                                                                                   Eligible
                                                        Line-of-                                              Status               Premium Size               (As of                             Bonus /    Total Short-term      Other Cash                                    Long-Term          Yes Car Allowance
                                                                                                                                                                             Eligible                                                                             (Enter 1 if
         Survey Job Title               Survey Job      Business        Your Company's Job Title            1 = Exempt              in $ Millions            April 1,                           Incentive   Incentive/Bonus      Compensation     Total Cash                     Incentive       0 - No Company Car;
                                                                                                                                                                        (Enter 1 if eligible,                                                                      eligible,
    (Do not enter - Lookup field)          Code          Code                                             0 = Non-exempt      (Example: $10,500,000 = 10.5)    2011)         0 if not)          Target %        $ Earned            $ Paid         Comp $          0 if not)      Target %         No Car Allowance

                                       To review a job brief, type the Survey Job Code in cell B12.
                                                     Responsible for the supervision of all bond production, underwriting activities and management functions within a specific office. Oversees the acceptance, declination and rating of risks. Responsible for the preparing of the budget and of the operation plans for the office.
                                           314       accounts. Responsible for the coordination of the office's activities. May or may not have underwriting authority. Only report those incumbents having an office with annual direct written premium greater than $20.0 million.
Bond Manager VI - Mega Office II
Refer to examples below as a guide for completing this Input Form.
Top / Chief Bonding Officer                 101           BBB        CEO                                          1                                             $230,000            1           45.00%              $120,000                        $345,000          1               25%                  3
Top Underwriting Officer                   105            SBB        SVP, Underwriting                            1                                             $175,000            1           30.00%                 $55,000                      $225,000          1               15%                  1
                                       Start here
Column A will automatically fill
once Survey Job Code is entered.




                                                                                                                                                             Page 31
Do not enter - Lookup field         1           2                  3                      4                          5                       6               7               8              9                10            11            12            13                14
                                                                                                            Instructions Page                                                                                                                                   Car or Allowance
                                                                                                                                                                                                                                                                1 - Yes Company Car;
                                                                                                                                                                                                                                                                  No Car Allowance
                                                                                                     Bond Manager Positions (Jobs                                                                                                                               2 - Yes Company Car;
                                                                                                                                                                                                                                    Long-Term
                                                                                                           310 through 340)           Annual         Bonus /                                                                                                      Yes Car Allowance
                                                                                                                                                                                                                                     Incentive
                                                                                   FLSA Exemption       2010 Book of Business        Base Salary    Incentive                                                                                                   3 - No Company Car;
                                                                                                                                                                                                                                      Eligible
                                             Line-of-                                   Status              Premium Size               (As of                             Bonus /    Total Short-term    Other Cash                                Long-Term      Yes Car Allowance
                                                                                                                                                      Eligible                                                                       (Enter 1 if
     Survey Job Title           Survey Job   Business   Your Company's Job Title      1 = Exempt             in $ Millions            April 1,                           Incentive   Incentive/Bonus    Compensation   Total Cash                   Incentive   0 - No Company Car;
                                                                                                                                                 (Enter 1 if eligible,                                                                eligible,
(Do not enter - Lookup field)      Code       Code                                  0 = Non-exempt     (Example: $10,500,000 = 10.5)    2011)         0 if not)          Target %        $ Earned          $ Paid       Comp $        0 if not)      Target %     No Car Allowance




                                                                                                                                      Page 32
ar Allowance data
 s Listed in the
 ection Only
  ance Data             Zip Code                     Salary Range                    Unique ID
              15           16              17             18              19            20




           Car          Zip Code                                                      Unique
        Allowance        (Office       Sal Range      Sal Range       Sal Range        Inc.
          Paid $        Location)      Minimum         Midpoint       Maximum         Number


 plans for the office. Assists subordinate personnel in the acquisition and retention of large




          $7,000          92029          $150,000        $225,000        $300,000        1
                          08568          $120,000        $180,000        $240,000        2




                                                                                                 Page 33
   15          16          17          18          19         20




   Car      Zip Code                                        Unique
Allowance    (Office    Sal Range   Sal Range   Sal Range    Inc.
  Paid $    Location)   Minimum      Midpoint   Maximum     Number




                                                                     Page 34

				
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