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TORCHMagazine

T h e N e w s a n d I d e a s M a g a z i n e f o r t h e A g e n t s o f L i b e r t y N a t i o n a l L i f e I n s u r a n c e C o m p a n y

MArCh 2007

• OppOrtunityatLnL iswithOutLimit! page3•License2gOtraining page8

•recruiting/prOductiOnbOnus page9

wewantyou! pages6&7

ProFeSSioNAL ethiCS ANd BUSiNeSS CoNdUCt As a reminder of the Company’s procedures, all employees of Liberty National Life Insurance Company are expected to meet the highest standards of professional integrity and business conduct in all areas. You are expected to be a good steward of Company resources, properly accounting for expenses, recruiting and sales bonuses, commissions, and Agent employment files (including Agent employment start or end dates). In addition, other employment issues, underwriting and Quality Assurance Call Center procedures, audits, legal investigations, etc., are to be conducted in strict accordance with Company procedures.

As in the past, violations of Company rules and/or Torchmark’s Code of Conduct will not be tolerated.

If you become aware of any improper activity, it is your duty to report it immediately to Patti Herring (205) 325-2906, or to one of the attorneys in the Law Department. If you become aware of improprieties and fail to take any action, you are, in effect, condoning such conduct. A failure on the part of any employee to report improper activity to our Law Department may implicate him or her as being involved in the activity discovered and will be dealt with accordingly. Disciplinary actions for persons involved or complicit in such activity may include termination, nullification of any and all stock option grants, and vigorous criminal prosecution.

Please continue to help us keep Liberty National ethical and honest, both in the Home Office and the Field. Our employees are our most precious asset.

SPeCiAL oFFerS Special Offers were mailed to the Branches on March 13th. A Special Offer was produced for customers who were issued life coverage on the Premium Notice/Combined Bill mode between February 1, 2006 and September 30, 2006. The offer letter will enable the customer to purchase a new life policy of the same or similar type that was previously purchased, without having to answer any additional health questions.

The offer is valid for 40 days from the date of the letter. All offers must be dated and signed by April 30, 2007 and be received in the Home Office by May 7, 2007. All commissions will be paid the week that the policy hits the transaction register. Full renewals will be paid and the issued premium will be used for bonus calculations.

LIBERTY NATIONAL Since 1900, we’ve grown into

one of the nation’s leading insurers with over 100

locations and thousands of representatives in locations

nationwide. We believe in personal, one-on-one

hometown service for insurance. And that’s the

way it ought to be.www.libnat.com

Home Office (205) 325-2722

TORCH MAGAZINEPublished by Liberty National

Life Insurance Company for the dissemination of

information to its Agents. Prior

permission must be obtained from

Liberty National for reproduction or other use

of material herein.

TORCH STAFFSenior Vice President

Hubert Morrisonhmorrison@libnat.com

Managing EditorDave Henthorn

dahenthorn@tmkmail.com

EditorRoberta Boyd King

rking@torchmarkcorp.com

Publications AdvisorBrenda Martin

bmartin@libnat.com

Graphic Designer Cal Slayton

cslayton@torchmarkcorp.com

e D i T O r ’ S N O T e S

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WeeKLY ProdUCtioN BoNUS The Agent Weekly Production Bonus is calculated using the QOB Multiplier Table shown below. The QOB Multiplier Table replaces the Persistency Multiplier Table in the bonus calculation.

QoB Multiplier table

QoB Multiplier QoB Multiplier QoB Multiplier QoB Multiplier

<55% .00 64% .92 74% 1.06 84% 1.18

55% .70 65% .94 75% 1.07 85% 1.20

56% .73 66% .96 76% 1.08 86% 1.22

57% .76 67% .98 77% 1.09 87% 1.24

58% .79 68% 1.00 78% 1.10 88% 1.26

59% .82 69% 1.01 79% 1.11 89% 1.28

60% .84 70% 1.02 80% 1.12 90% 1.30

61% .86 71% 1.03 81% 1.13

62% .88 72% 1.04 82% 1.14

63% .90 73% 1.05 83% 1.16New QOB rates are calculated on the 25th of each month.

oN the Cover: Liberty National directors pictured left to right:

Front row: Tommy Graham, Don Harris, Sami Nazim. Back row: Dale Rainey, Robert Smith, Billy Grinstead, John Hadder, Michael Smith, Roger Rich, Jay Csipkes.

P e r S P e C T i V e

T O r C H M A r C H 2 0 0 7 3

Miss Liberty Wants You in Your Own Office!Everyone here can potentially have their own office – whether Agents, Unit Managers in Training (UMITs) or Unit Managers. Sales growth is the lifeblood of Liberty National, and it’s

everyone’s responsibility to share in the effort to grow Miss Liberty. The greater our product distribution, the more markets we capture, and the more we become branded as a household name. The more sales we make, however, the more we need additional Agents, UMITs, UMs, BMs, Satellite Offices, and Branch Offices. We’ll also need to take advantage of the extra lead responses from the increased recognition in the market. It’s a wonderful self-perpetuating cycle of opportunity. More is definitely better! Simply

put, to get more sales as a Company, we should all want more points of distribution in our market, whether “sellers” or office “sales outlets.”

The unemployment rate remains high – but there are a multitude of experienced, talented individuals who haven’t heard our story yet. We utilize a myriad of Internet job sites and newspaper ads to reach new recruits, and the response is enthusiastic. According to Monster, we at Torchmark download more resumes than any other company in the nation. Yet there are far more quality people who should be with us, who may not even be looking yet. We need to find them ASAP, and we want your help in doing so. Your Manager has been asked to share no less than one-half of all recruiting bonuses in your Branch with all Agents, UMITs, UMs and Front Office Clerks who help. Get involved in recruiting now and make money helping us grow, from people you know – or from helping call job seekers and resumes on RMS. You might be surprised what doors it will open for you in professional income growth!

Expansion capabilities are virtually limitless, both in terms of sales force and production potential:

• You are able to use more than 20 different lead programs to connect with several markets: Life, Cancer, Critical Illness and, of course, our very strong Worksite Market. Section 125/Payroll Deduction now accounts for approximately 35% of Liberty’s sales and continues to grow! And why shouldn’t we grow Section 125 sales? Think of the opportunities! According to the U.S. Small Business Administration, in 2005, the U.S. had close to 25 million small businesses, and many still haven’t even heard of the potential tax advantages of Section 125 pre-tax voluntary insurance deductions. Instead, small business owners think they can’t afford to offer coverage, so millions of their employees go unprotected nationwide. By using marketing systems, we can provide dependable, necessary protection to the millions of workers who have no idea of the hundreds of millions of dollars of tax savings for which they may qualify. We can get the word out through expansion and focus!

• What about pseudo “businesses” on the individual side? How about households with 380,000 stay-at-home “CEO” moms with incomes of $40K plus? Aren’t they the concerned decision-makers for their enterprise? Many of these seriously give their job titles as “Homemaker.” We can take advantage with call clinic lists to target mothers who truly care about protecting their children, just as employers do their workers. Why not add a Mortgage Protection qualifier too? We can order a list of homemakers cross-referenced with household mortgages of certain sizes from Sales Genie.

• With a little ingenuity, you can fold the individual market into the Section 125 market quite easily, working from the “inside-out.” For products common between these markets, when quoting premiums to an individual you can use both the weekly Section 125 rate and the monthly rate. Explain the weekly tax advantages of Section 125 versus monthly BB (Bank Budget, Liberty’s term for Automatic Bank draft) rates (without tax advantages) and ask them which they would prefer. No doubt, they’ll want to try to qualify for the tax savings at work! At that point say, “Good, let’s go see your employer to potentially get it set up.” They will physically get you past the gatekeeper to the decision maker (who they know well), and instead of one app, you may get thirty.

These are only two lead targeting examples, and the number of targeted leads available for expansion is limitless. But, we have far too few Agents and Managers to address so many markets. Herein lies the potential opportunity for everyone to get their own office! Marketing systems such as these, when combined with effective recruiting and promotion systems, are good for both you and the Company. They allow anyone to take advantage of Liberty’s unbelievable income opportunities, using personal growth to help everyone around you get involved.

Why shouldn’t everyone want to become a UMIT, UM and BM and get their own office at Liberty National? That’s an easy answer - think of our unheralded compensation system. Many take our pay system for granted, but it’s amazing to consider how fast it actually works. Few other companies in America come anywhere close to Liberty National’s Agent and management compensation packages. For example, take an Agent’s 65% commission rate and add it to the weekly top tier 3rd month FYA production bonus potential of 65%.

Added together, we could pay as much as 130% of the first year’s premium (or more)! This sounds great, but we need to do a better job in relating how fast we deliver this compensation! The commissions and bonuses are really much better than this when compared to other companies. Why? Because 70% of the entire year’s commissions and bonuses are delivered immediately as “Direct Pay” each week, and the remaining 30% balance is delivered from the commission account within the following 10 to 16 weeks. That’s huge!

Andrew W. KingPresident and Chief Marketing Officer

(continued on next page)

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P e r S P e C T i V e (continued)

Here’s a better way to illustrate this: we deliver 1444% of the first month’s BB premium to an Agent in commissions and bonuses in approximately a three month time period (130% of the Annual Premium issued divided by the BB mode factor of .09 = 1444%) – but 1011% of the first month’s premium is delivered in the next week after submission/issue as Direct Pay! And that’s before we add 20% of AP for life leads (20% of the AP divided by the BB mode factor of .09 = 222% of the first month’s premium, all deposited into your Branch’s lead account for immediate use each week). Now you are up to 1666% of the first month’s premium! But don’t forget to also add about 25% of the monthly premium for health, life, disability, and retirement benefits (25% x 12 months = 300% of the first month’s premium, delivered over the year after qualifying to be an employee). With this, an Agent on average is now up to approximately 1966% of the first month’s premium! View the examples on this page and the next to see how early and how much we pay, by position. These are scenarios for new or veteran Agents with ambitious vision and work ethic – who understand what it can mean to promote themselves into management. When you continue with correct behaviors applied at higher levels, our new incentives richly reward aggressive, hungry people. Understanding this fully is how you can get your own Satellite or Branch office – potentially in your own area!

FIRST YEAR AGENT:Assume $2,100 weekly production ($189 BB premium written each week) with the First Year Agent having progressed to the highest 3rd month bonus tier:

Total Commission: 722%65% of $2,100 AP = $1,365 total$1,365 divided by $189 = 722% of first month’s premium(Wk’s “Direct Pay” Advance at .70 = $955.50)(Comm. Acct at .30 = $409.50)+Total Bonus: 722%65% 9th wk. FYA bonus x $2,100 AP = $1,365 total $1,365 divided by $189 = 722% of first month’s premium(Wk’s “Direct Pay” Advance at .70 = $955.50)Comm. Acct at .30 = $409.50)= Sub-Total of Commissions and Bonus: 1444%Commission (722%) & Bonus (722%) = 1444% of 1st month’s premium+Wk’s Leads Deposit to Branch: 222%20% of $2,100 AP = $420 totalDirectly Deposited into Branch Lead Account$420 divided by $189 = 222%=Total week’s value: 1666% of 1st month’s premium$189 BB x 1666% = $3,150/week x 52 wks = $163,800 Total Annualized Value of One Week* +

Benefits25% x 12 months = 300% Funding of all employee benefits (BC/BS, life, disability, retirement, etc.), which constitutes approximately 25% of 1st year collected premiums, delivered over the 1st year after qualifying to be an employee. = 1966% of first month’s premium***w/o benefits or QOB shrinkage **before Section 125 tax advantages; before BEAM (Business Expense Advance Management) tax advantages

If you think this figure is too high for you to consider, substitute different commissions, bonus production levels, or other products and work out your own goals. Miss Liberty delivers superior compensation fast - regardless of position!

UNIT MANAGER: For a Unit Manager, use similar calculations, but assume the UM always has three First Year Agents producing at their 3rd month, with their weekly averages at $189 BB monthly premium. To realize this level, it takes the UM implementing all recruiting and training systems with “vision,” promoting UMITs, who help prior to their own UM promotion, taking some of the Agents they trained with them to their new unit.

This example does not include any veteran Agent overrides or bonus – we assume starting a unit from scratch. This example also demonstrates how fast we deliver money to those who properly use recommended recruiting and training systems with UMIT assistance.

Total 3rd month UM Override on 3 FYAs: 1333%40% UM O.R. x $2,100 AP x 3 FYAs = $2,520 $2,250 divided by $189 = 1333% (Wk’s “Direct Pay” Advance at .70 = $1,764)(Comm. acct. at .30 = $756) +Total 3rd month UM Bonus on 3 FYAs: 1625%75% UM Bonus x $1,365 FYA Bonus x 3 FYAs = $3,071.25 $3,071.25 divided by $189 = 1625%(Wk’s “Direct Pay” Advance at .70 = $2,149.87)(Comm. acct. at .30 = $921.38)+Wk’s Lead Deposit to Branch: 667%20% of $2,100 AP x 3 FYAs = $1,260Directly Deposited into Branch Lead Account$1,260 divided by $189 = 222% =Total value of 3 FYAs: 3625%$189 BB avg/FYA x 3625% = $6,851.25/week x 52 wks= $356,265 UM’s Total Annualized Value of One Week*

*w/o benefits or QOB enhancement/shrinkage

(continued on next page)

T O r C H M A r C H 2 0 0 7 5

P e r S P e C T i V e (continued)

Successful leaders solicit everyone’s help to build the team. They automatically promote the best Agents, UMITs and UMs up and out into their own office as quickly as possible, without reference to “time served.” If you want to prepare for a management opportunity in advance, PLAN to become a UMIT now. By building your team with advance PLANNING now, you can start your management career at a higher income, while still earning your personal production bonuses and commissions on your way. PLAN and help your UM recruit and train six or more new producers now, and you could be able to take no less than half of your new producers with you to your new unit immediately upon promotion - again, if PLANNED. The same applies in going to a Branch Office. When PLANNED, you could take one-half of your new producers to your new office.

BRANCH MANAGER:For a Branch Manager, use similar calculations, but assume the BM always has 10 First Year Agents producing at their 3rd month. To realize this level, the BM must implement recruiting and training systems with “vision.” This example does not include any veteran Agent overrides or bonus. We assume starting a Branch from scratch using recommended recruiting and training systems with UMITs and UMs. Total 3rd month BM Override on 10 FYAs: 1778%16% BM O.R. x $2,100 AP x 10 FYA’s = $3,360 $3,360 divided by $189 = 1778% (Wk’s “Direct Pay” Advance at .70 = $2,352)(Comm. acct. at .30 = $1,008) + Total 3rd month BM Bonus on 10 FYAs: 4694%65% BM Bonus x $1,365 FYA Bonus x 10 FYAs = $8,872.50 $8,872.50 divided by $189 = 4694% (Wk’s “Direct Pay” Advance at .70 = $6,210.75)(Comm. acct. at .30 = $2,661.75)+Wk’s Lead Deposit to Branch: 2222%20% of $2,100 AP. x 10 FYAs = $4,200Directly deposited into Branch Lead Account$4,200 divided by $189 = 2222% =Total Value of 10 FYAs: 8694% $189 BB avg/FYA x 8694% = $16,432.50/week x 52 wks= $854,490 BM’s Total Annualized Value of One Week*

*w/o benefits or QOB enhancement/shrinkage

Again, if you think our income potential is mind-blowing, substitute commission rates and/or other bonus production levels for other products and work out your own figures. Any way you do it, it’s progressively richer at higher levels. To succeed in the ways outlined here takes high character, desire, and work ethic for implementing effective activity systems in

recruiting, training, and sales. These leaders solicit everyone’s help to build the team and promote their best up and out into their own office fast. You’ll hear a lot in the near future about “Promoting Promotion” in order for you to get your own office with no holdbacks (assuming all Company standards are met). Those who step up will be richly rewarded very quickly. We have far too much lead money unspent; too many leads undistributed; too few Agents to sell our products; and too few Branches in current, growing markets that are not effectively being penetrated. We can have 5,000 offices or more nationwide, adding many in our current areas, as well as outbound ones. Any of these can be yours. We won’t stand in your way to see you get what you deserve!

For the right growth results, you can have an office in your own city. In many cases, you won’t have to uproot your family to get your own office. We’ll let you take members of your team to get your new office off to a fast start – people you trained and trust fully. Or you may want to open an office in the area where you grew up. That’s fine too. For any performer fully implementing our systems, the choice will be 100% yours (assuming all Company standards are met). Regardless of education or background, we will reach in to pull you up! If you are an Agent, start now. If you are a Unit Manager, begin immediately. Performance for promotion is the fairest standard on earth.

Regardless of your present situation or position, to succeed in getting your own Satellite or Branch office you’ll also have to live 100% within our activity and growth systems – without reservation. Incomes like these are only for those who have desire and follow directions. Attach yourself to leaders who understand these systems - who want to take everyone to unheralded incomes through promotions - and you won’t go wrong. Make your wishes known to leaders, who want to help you move up fast - your UMIT, UM, BM, Director or someone else. We’ll all help you begin your plan immediately for a promotion to your own office!

Let us know if you want to have your own Unit, Satellite Office or Branch Office. To plan it properly, HAVE YOUR BRANCH MANAGER CALL YOUR DIRECTOR TODAY!

i N T r O D u C i N g . . . J A Y P O L i T i

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He’s Spreading the Liberty National Opportunity!

We WANt YoU! Jay Politi’s mission is to make recruits want Liberty National too! Jay recently joined the Liberty National team as Coordinator of Recruiting and Branch Expansion. He exudes warmth, friendliness, and a general enthusiasm for life!

Jay attended college on a football scholarship, but a knee injury ended both his football and college careers at the age of only 20. Jay then opened his first business – a fitness center, which he eventually expanded to five locations. After he sold them, he turned his obvious talent for sales, business growth, and expansion to other companies. In one location, Jay grew the company’s five original outlets dramatically in a very short period of time. Recalls Jay, “It was the constant application of

recruiting and training that allowed for the proper growth.”How did Jay find his way to Liberty National? Liberty President, Andy King, met Jay in 2005 at one of Liberty’s sister companies, which was holding a recruiting seminar. Jay’s recruiting skills were evident from the beginning. The seminar, which had 117 attendees, resulted in 12 new long term producers, eight of whom were recruits Jay had scheduled. New recruit activity opened the door to future management opportunities for Jay and others to become Unit Managers to train the new recruits and to fully implement the training systems in place.When Jay and his Branch Manager relocated to another Branch, Jay applied the same high recruiting and training systems. Jay eventually oversaw 100% of the recruiting. Within a few months, that Branch was regularly achieving top production numbers nationwide. This success was due to the fact that Jay had “implemented an accountability and promotion system that had everyone recruiting and producing – all at the same time.”In September of 2006, Jay opened his own Branch “from scratch” and by the end of the year he and his team had recruited 155 people in five states with production exceeding $100,000 per week. In February of 2007, Andy King invited Liberty Directors, Council of Champion members, and several select Branch Managers to travel with him to Chicago to view the system. In one of the recruiting sessions Jay held, he hired 17 of the 19 people who attended. Those attendees (and our Liberty visitors) were “sold” that Jay and his team could teach them how to make money. Jay believes in giving everyone who wants to succeed the opportunity to do so, using honest straightforward communication. He doesn’t mince words. He speaks the truth and gets results! Says Andy King, “Jay knows that our ‘expansion systems’ applied on a large scale achieve tremendous success for everyone who joins that belief. Jay implements large-scale concepts better than anyone with whom I have ever had the pleasure to be associated in my 27 years in the insurance industry, bar none. I am ecstatic that Jay agreed to join our team for yet another ‘Quantum Leap’ to share our outstanding vision for the brightest possible future for Liberty National.”Welcome, Jay!

Jay Politi

T O r C H M A r C H 2 0 0 7 7

Recruiting is the lifeblood through which your Branch’s energy flows, but how do you find the right people? I believe that we do not know we have found the right people until they are “onboard.” People do not carry signs around saying “I can do the job.” Therefore, there can be no “filters.” We must offer everyone the Liberty National opportunity. However, until we see them in action, we won’t know if they have the motivation to perform the activities of the job. We are in the midst of what can become the largest growth period in the history of Liberty National. The potential of “large volume” recruiting to our opportunity has never been greater. There is potential for some of the highest income earnings ever under the new pay plan that was installed in May 2006. It is the best compensation plan I have ever seen! And I should know! While I was a Unit Manager using the systems Andy King installed at our other company, I drove this type of contract to pay me over $70,000 per month!We are now moving into an “Entrepreneurial” time. Agents, UMITs, and UMs now have the ability through “Promote Promotion” to receive promotions based 100% on merit. So, if someone wants to build a huge business, like I did, they cannot be held back by “time in position” (assuming all Company standards are met) or the “you won’t fit on my management team” ideas – preconceived notions are out the door; performance is in. RESULTS are what will get you promoted – your results in recruiting, production, and persistency. If you meet all Company standards, nothing will hold you back. It is your time to grow your business as large as you would like. How about 20, 30, or even 100 people in your unit? Go ahead – it is okay to THINK BIG!!!Branches may be in small towns or big ones, but the beauty is that if Unit Managers want to “grow outbound” they can! They can go to other cities and open satellite offices and grow their business. It’s okay! Producing as a Unit Manager, I had five satellite offices that I paid for (through bonuses and Z account reimbursement performance from my Branch Manager). I started by recruiting as many people as I could in the area of my Branch and then started recruiting in the areas I wanted

to open a satellite, working in concentric circles a distance from my Branch. After I had enough producing Agents in the satellite area – I opened an office.But recruiting is only the beginning. We must be diligent in our training and activity programs. We are installing the new requirement of 240 Contacts (a contact is defined as a phone conversation and/or face to face meeting) per week to get Agents started off on the right foot. This will “load their pipeline” (ie. fill their activity

funnel) with lots of potential clients and plenty from whom to get referrals! On each face-to-face contact, the new Agent should ask if the prospect would like to sponsor (refer) ten others to receive our no-cost offers. This allows the Agent a starting point for discussion of our products. Another new item Branches definitely should use is the Agent Priority List – “The A,B,C Board” as some call it. It helps to keep track of new Agents on their trek to the 5K

bonus level and is available for everyone in the Branch to see. The A,B,C Board allows management to focus field training on the most active and productive new Agents (ie. those who have the greatest motivation and likelihood for success). These two items, along with the training given by the BMs, UMs, and UMITs, will help all new Agents get started quickly. And we know that if we can hear those new Agents scream “Show me the money” after making sales – then we have done our jobs right.We must all remember that we have a fiduciary responsibility that is equally split among our policyowners, our representatives, and our stockholders. Although some may feel uneasy about growing large, we must remember those who are depending on us to expand our horizons. We must do the things today that will benefit all of us in the future. Never must we look around to see what the rest of the herd is doing before deciding to move forward. We are leaders, and leaders strike forward. The time for action is now! This is the time. This is the place. This is the greatest opportunity in the world! I will act now!

“Those who say it cannot be done should not interrupt the person doing it.”

- Chinese Proverb

Jay’s Philosophy on Recruiting...

Per our recent e-mail to all Branches:• All First Year Agents appointed prior to March 26, 2007 must complete the new Whole Life Online Training module within two weeks.

• All Agents appointed March 26, 2007 or after must complete the Whole Life Online Training module within one week after reporting for work at Liberty National. This requirement applies to ALL new Agents, including Independent Contracting Agents.

Worksite Certification Change: Only certified Agents, Unit Managers, or Branch Managers may witness a Payroll Deduction/Section 125 application. Applications witnessed by an individual who is not certified will be processed, but commissions will be held until the individual completes certification. To eliminate the potential that a new Agent may submit an application before being certified, all Agents appointed March 26, 2007 and after must complete the Worksite Advantage Online certification within one week of reporting for work at Liberty National.

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F O r Y O u r i N F O r M A T i O N

Liberty National is very pleased to announce the expansion of its License2Go training capabilities with the recent addition of the Whole Life online training module.The Whole Life training program will provide new Agents with a basic understanding of our Whole Life policy features, available riders, policy provisions, and sales brochures. Agents should go to www.libnattraining.com to register. If Agents have any questions about the enrollment process, they should contact License2Go customer service at 888-439-3527, extension 7.

Lessons in Life from License2Go

T O r C H M A r C H 2 0 0 7 9

B O N u S P r O D u C T i O N

COMBiNeD reCruiTiNg AND PrODuCTiON BONuSeS - Annualized Added Income Potential

hoWArd rALStoN $3,700 $11,198 $14,898 $178,776

eddie MiLNer $1,700 $5,465 $7,165 $85,980

JoNAthAN JoNeS $1,550 $4,847 $6,397 $76,764

ANGeLA hANSoN $1,550 $4,364 $5,914 $70,968

SeAN SAvAGe $3,700 $1,683 $5,383 $64,596

JohN BrooKS $1,450 $3,886 $5,336 $64,032

JASoN PerrY $2,550 $2,772 $5,322 $63,864

tiM reeveS $1,450 $3,277 $4,727 $56,724

tiM AderhoLt $3,800 $688 $4,488 $53,856

Through February 2007

reCrUitiNG BoNUS + ProdUCtioN BoNUS = totAL x 12 =ANNUALized Added iNCoMe PoteNtiAL

4 - 10

1 0 T O r C H M A r C H 2 0 0 7

BrANCh MANAGerS UNit MANAGerS AGeNtS

1. howard ralston #86 $266,438

2. tim Aderholt #49 $266,364

3. ray rikard #18 $163,357

1. Jim Sellers #15 $75,886

2. Carlos Logan #17 $65,688

3. tommy Clay #45 $63,772

1. Bill Lacount #49 $38,151

2. Jeff Lones #9 $36,222

3. Corrie hill #49 $33,651

4. eddie Milner, #2 ............................$139,650 5. diane Mills, #9 ...............................$131,909 6. daryl Sumrall, #17 ........................$130,540 7. Angela hanson, #15 ......................$123,596 8. John Brooks, #5 ............................$111,488 9. rick Kemp, #107 ............................$109,166 10. Mike Shaddix, #36 .......................$108,898

4. Greg tsikerdanos, #49. ...............$ 61,501 5. david Brooks, #117 ....................$ 59,479 6. Kenny heaton, #40 .....................$ 58,491 7. Miranda harris, #2 ......................$ 57,571 8. Jonathan Myers, #33 .................$ 57,272 9. Kenny rolin, #7 ...........................$ 56,871 10. ray Jaco, #18 ..............................$ 55,870

4. Lisa McClendon, #15 ....................$32,863 5. Wayne Fisher, #117 .......................$32,405 6. trudy reed, #88 .............................$29,021 7. George hinson, #17 ......................$24,665 8. Gary hixson, #45 ...........................$23,827 9. Jerry holman, #9 ...........................$23,809 10. Charles Gergeni, #49 ....................$23,189

BrANCh MANAGerS UNit MANAGerS AGeNtS

11. Kay Fordham, #106 ............................. $ 22,482 12. Serge Clouatre, #49 ............................ $ 21,601 13. Brad tank, #18 ..................................... $ 20,860 14. Jerry Crowell, #18 ............................... $ 20,680 15. howard Alexander, #114 ................... $ 20,622 16. Ashton McKelvy, #77 .......................... $ 20,397 17. roseanne Silberman, #116 ................ $ 19,734 18. Julio Garrido, #122 ............................. $ 19,655 19. russell Justice, #53 ............................ $ 19,432 20. James Armstrong, #117 .................... $ 19,267

Liberty Leaders - top performers in totaL ap

11 - 20

The following producers represent the Top 20 Agents, Unit Managers, and Branch Managers in year-to-date total annual premium production through February 2007.

11. Jason Perry, #117 .................................$105,444 12. Louis Norrell, #10 .................................$104,127 13. Barbara Cantrell, #22 ...........................$103,633 14. W. L. hearing, #45 ..................................$ 97,822 15. Mike isom, #21 .......................................$ 90,688 16. Sean Savage, #152 ................................$ 84,946 17. Jonathan Jones, #81 .............................$ 83,891 18. debbie McGrady, #19 ...........................$ 82,395 19. ricky Beard, #129 ...................................$80,648 20. vicki Carwile, #139 .................................$73,907

top 3

11. Marvin odell, #17 ................................ $ 54,338 12. dean James, #107 .............................. $ 54,267 13. Sherri Young, #77 ............................... $ 54,006 14. don hood, #49 .................................... $ 49,821 15. Michael Bullock, #49 .......................... $ 48,918 16. Floyd Byers, #86 ................................. $ 48,562 17. don Asbell, #86 ................................... $ 47,876 18. telly Wright, #22 ................................. $ 46,521 19. Phil Farris, #117 ................................... $ 46,405 20. royce Mask, #18 ................................. $ 45,393

BrANCh MANAGerS UNit MANAGerS AGeNtS

T O P P r O D u C e r S

Qualifiers and/or Torch Club honorees must meet applicable Company Minimum Standards and Qualifications for Production, QOB, and Recruiting to attend and/or be recognized in our Company magazine.

Cong

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T O r C H M A r C H 2 0 0 7 1 1

A C H i e V e M e N T

rookie Branch ManagerThe Top Rookie Branch Manager has been a Branch Manager for less than one year and is recognized by Liberty National for the total annual premium produced.

Angela hanson of #15 is the February Rookie Branch Manager of the Month. Angela’s team produced $74,902 of annual premium in February.

Way to go, Angela!! This can be a great year for your team!

rookie Unit ManagerThe Top Rookie Unit Manager has been a Unit Manager for less than one year and is recognized by Liberty National for the total annual premium produced.

Kenny heaton of #40 is the February Rookie Unit Manager of the Month. Kenny’s team produced $36,840 of annual premium in February. Lookin’ good, Kenny! Keep that production coming!

toP 5 - BrANCh MANAGer

1. howard ralston, #86 ........... $ 162,391

2. tim Aderholt, #49 ....................105,916

3. eddie Milner, #2 .......................102,492

4. Sean Savage, #152 .....................84,946

5. John Brooks, #5 .........................84,140

toP 5 - UNit MANAGer

1. Miranda harris, #2 .................. $ 47,461

2. Chris Pollock, #155 .................... 40,009

3. deborah Sanders, #165.............. 38,237

4. Jesse Morrow, #53..................... 35,155

5. tony Carter, #36 ........................ 32,892

tommy Jones has been appointed Branch Manager of Branch #16. Tommy was previously an Agent in Branch #16.

Mike isom has been appointed Branch Manager of Branch #21. Mike was previously a Unit Manager in Branch #21.

Stephanie Lewis has been appointed Branch Manager of Branch #29. Stephanie was previously a Unit Manager in Branch #19.

Bill Shelton has been appointed Branch Manager of Branch #13. Bill was previously a Unit Manager in Branch #74.

Sonny Alexis has been appointed Branch Manager of Branch #76. Sonny was previously a Unit Manager in Branch #107.

Congratulations and welcome to our newly appointed Branch Managers:

Share the Liberty National opportunity at EVERY opportunity!

First Year Agent ProductionThe following represent the Top Five Branch and Unit Managers with the highest year-to-date First Year Agent Production through February 2007.

On Schedule for Torch Club 2007P u e r TO r i C O as of 02.26.07

#2 GEORGE BOWMANMIRANDA HARRISLAWRENCE JACKSON

#5 JIMMY JOHNSONDANA KELLY

#7 KENNY ROLINJUDY SMITH

#9 JERRY HOLMANJEFF LONESDALE WARDELL

#10 ALAN GOFORTHPHIL LATHAMCLINT MCLAINDANNY MCSPADDEN

#13 KENNY BUCK

#14 NICKIE PETTUS

#15 PETE CLANTONANGELA HANSONLISA MCCLENDONTERRY ROBBINSJIM SELLERSBRANDY VICKERS

#17 TARA BAILEYMICHELE COLEYCHRIS HINSONGEORGE HINSONDOUGLAS LAVENDERMARVIN ODELL

#18 JERRY CROWELLRAY JACOKAY PERRYMANTIM RIPPEYBRAD TANK

#19KATHY SMITH

#21 JEFF DAVISLISA MAZE

#22 BOB BARKERMIKE BICETELLY WRIGHTCHARLES YERBY

#24 RHONDA CARROLLMILDRED JACKSON

#29 TONYA HAMMONDS

#36 TONY CARTERJAMIE LANDSDANIEL LAWMAN

#40 KENNY HEATONSTANLEY JOHNSON

#41 DANNY BICEDAVID YATES

#42 MARK MCMILLAN

#45 TOMMY CLAYW.L. HEARINGGARY HIXSONKEVIN PRESTON

#46 MARK BROWN

#48 FRANKIE DANIELL

#49 TIM ADERHOLTMICHAEL BULLOCKGENE BURSON JR.GREG CHASTAINSERGE CLOUATREKYLE CONNERCHARLES GERGENI CORRIE HILLDON HOODBILL LACOUNTRANDY REEVESGREG TSIKERDANOS

#53 RUSSELL JUSTICEJANET TERREBROOD

#68 DOUG HENTHORN

#71 OTIS BILLUPS

#77 REBECCA GREENASHTON MCKELVYSHERRI YOUNG

#81 KEITH LUNSFORD

#85 STEVE RUSSELL

#86 DON ASBELLFLOYD BYERSSTEVE CHAMPIONMARK CHANDLERBRYAN DORANSTEPHANIE JACKSON CHRIS NICOLAJASON OLIVERCHARLES ROGERSMICHAEL SOSEBEERON TADLEJHAN TIMMS

#88 TRUDY REED

#89 CHARLES HANCOCKMIKE SPURLOCK

#106 KAY FORDHAM

#107 PAUL BOYDLUDNER HENRI

#110 JACK WILSON

#111 CHARLIE FERRELL

#114 HOWARD ALEXANDER

#116RICHARD CRABTREEROSEANNE SILBERMAN

#117 JAMES ARMSTRONGDAVID BROOKSWAYNE FISHERJASON PERRY

#122 JOSE CHANGJULIO GARRIDO

#131LARRY WAGNER

#139DAVID TOMPKINS

#145JAMES SEYMOUR

#152DAVE KAUWE

#155 CHRIS POLLOCKDAVID UPCHURCH

#160 VICKI STEELE

#165 ROBERT GODBOLD IIIDEBORAH SANDERSDANNY THARP

Liberty National recognizes Agents, Unit Managers and Branch Managers, who are on schedule, as of February, for the 2007 National Sales Convention to be held July 3-6, 2008. Qualifiers and/or Torch Club honorees must meet applicable Company Minimum Standards and Qualifications for Production, QOB, and Recruiting to attend and/or be recognized in our Company magazine.