Are there any team managers here who have helped draft policies and procedures for those who wish to move from administration to paraplanning and also from paraplanning to wealth managers.

Potentially this could lead to a place on the Big Tent or regular, small online meetings where we could bring in experts to address a topic or issue. If you're interested, please get in touch at hello@paraplannersassembly.co.uk.

I am part of a very successful Paraplanner Team Leaders group and I wondered if anybody knew of a similar group for Managers of Client Support / Admin Teams?

I have seen jobs advertised for a Paraplanner Manager, I am interested in possibly progressing to a job role like this and was wondering if anybody does/did this job and could explain what the main responsibilities are please?

I have an inkling having looked at job descriptions but would like a bit more detail, thanks.

I was wondering if anyone here is in a paraplanner team leader / manager role? I am going to be stepping into a new position next month and would be good to chat to others in a similar role to essentially pick your brains and to make sure I do an awesome job at mentoring / managing those within my new team especially as have limited experience in leadership

Advisers, who are new to Voyant, are asking me what information we require in order to build a client case.

Most of it can be retrieved via the usual factfinding but I'd be interested in other people's techniques and methods in ensuring the adviser provides you with enough information.

This doesn't just apply to Voyant...

Thanks

We are perhaps thinking about 'possibly' taking someone on as a new paraplanner. We are a small firm and have never really had a 'formal' process for this. We have been discussing various tests we can put in place and I am sure I saw a thread on this quite some time ago. Does anyone have any tips/ideas or even material they could share to steer me in the right direction.

Thanks

Nathan

Just wondering what training plans people implement for brand new trainee paraplanners and those that join the company who are already qualified.

We have never had a robust training process and looking to get one in place, but not much clue logistically about what other firms do to ensure the individual is supporting and a key sign off process included

Interested in what everyone else does to be successful at this

Thanks
Jenny

Just wondering what other companies did in terms of a process for staff appraisals. A previous firm I worked for used a generic sheet which staff would complete (based on how they felt they were doing, what they enjoyed/disliked etc.) and then a conversation was had based on this sheet, but it wasn't role specific or very useful, if I'm honest. It was just a thing people dreaded every September..

I really want to put in place a solid appraisal process that feels personal to staff members (both paraplanning team and also admin support) and something that feels effective for helping the growth of staff and the business - if anyone would be willing to give a bit of an insight into what their firm does, that would be greatly appreciated.

When recruiting, we consider the candidate's technical ability via a test or asking for evidence of qualifications, however I was wondering if anyone had tips or suggestions on how to assess a candidates ability to write clearly and concisely? It is obviously a very important part of the role but often gets overlooked at interview stage in favour of technical ability.

Thank you!

We have lots of ideas internally but as a small-ish firm, we are finding it difficult from a capacity perspective to focus on these tasks, whilst juggling our core day to day client work as well. An external person to focus on these areas and provide guidance could be useful.

Can anyone recommend someone who has experience of this kind of work?

Thank you.

I have not been here in a while, SO happy to see this group was made (thank you!).

OK I'll start with the problem and then my question. I have a fairly large team of Paraplanners, 13 soon to become 15. In terms of obtaining application forms, its a manual process every time - either obtain online, ring the provider or write an instruction letter.

Unfortunately there tend to be errors made in this process. Either the wrong form, missing form, error in instruction letter and so on. This doesn't happen in every case, maybe a handful every month, but nevertheless it has a big impact.

I am keen to know the experiences of other managers. Is this a common issue? Have you implemented any successful tips that have brought improvement? If you don't re-invent the wheel for every case, what do you do?

How do other managers here ensure application forms obtained by Paraplanners are correct?

I look forward to your comments.

Thanks
Bambi

I currently manage a very small team of paraplanners, team of 2 plus myself.

I am managing the workflow of paraplanning requests through a simple excel spreadsheet, it works however, I am wanting to make a more robust process as we will be growing as a team in the very near future.

The back office system we use at the moment is XPLAN, the system is a bit of a disaster so I am wanting to keep anything that is put in place completely separate.

It would be great if some of you could share with me what systems you use to manage workflow or any tips you may have.

Thanks

Chloe

The main tool we have for this is our CRM, especially around the efficiency and team work areas as we can report on how long tasks and sections of the advice process are taking as well as looking at all sorts of other things such as tasks set for others and tasks completed on other behalf (team work) plus tasks completed ahead of due dates / outside of due dates (efficiency).

What other metrics are people using to set KPIs and how are they measured.

Thanks
Jona

Thanks
p.s we need a group here for PP team leaders and managers! 😁