#scorecard

Source: https://seekingalpha.com/news/4612389-medicare-advantage-bonus-payments-exceed-13b

There’s a difference between cutting costs and building capability. Lay off enough institutional knowledge and eventually the people who know how to improve quality, member experience, and operational execution are gone too.

The consequences don’t show up in the next town hall. They show up later on the scorecard.

Sarah said it loud and clear: ”When the market changes, we change.”

CMS had a different way of measuring change and just released its annual performance review.

UnitedHealth: $3.9B in Medicare Advantage quality bonuses. CVS: $2.0B. Humana: $1.5B. Kaiser: $1.2B, with virtually 100% of Medicare Advantage members in bonus-eligible plans.

Centene: $21.5M (yes MILLION) Just 6% of Medicare Advantage members are enrolled in bonus-eligible plans. Approximately 882,000 members are not.

Industry average: 68%
Kaiser: 100%
Centene: 6%

Overall Rating: Needs Improvement.
Performance Improvement Plan: Recommended.

Free advice to management: Organizations get exactly what they optimize for. If every decision favors short-term margins over long-term capability, don’t be surprised when competitors outperform you on the metrics that actually matter. You can’t outsource institutional knowledge or lay off your way to operational excellence. Institutional knowledge isn’t overhead. It’s the capability that drives quality, operational excellence, and sustainable results.

I’ve read some PIP experiences where people mentioned scorecards, weekly or biweekly check‑ins, PIP goals, and coaching.... Can someone explain the PIP process in detail? What are these terms ?

Anyone know if the fire at Shell Norco is going to affect our bonus?

What are your thoughts on the new ACB scorecard? Reduced safety and removing emissions..

Score the company, team, leader too low, and you might find yourself part of a RIF.

Score the company, team, leader too low, and you might find yourself part of a RIF.

Score the company, team, leader too low, and you might find yourself part of a RIF.

When are we to have our meeting with supervisor to go over our scorecard ? I thought this happened in early February? I see no meeting scheduled .

USAA had the highest profit last year ($7.9 B) almost twice as much as last year. Almost 7.0B was in P&C alone.

Based on the above earnings, ideally the company scorecard should be higher than at least 125%.

The real driver of the high profitability was because of all the efforts of the senior leadership and they need to be awarded handsomely. But unfortunately you people won’t understand that, so we are going to do the next best thing, not tell you anything and still reward the senior management. So we lowered allocation for you to give more to the senior management.

We will hide behind false numbers like what we gave to Members which increased from 3.7B to 3.8B to 4.0B just during the meeting, but no details will be provided on the breakdown of that number.

Unfortunately the real truth will be reported by the local media in March when the senior management compensation becomes public through insurance company filings. So, we are working with local media to see if we can suppress that information.

Cheers!

It looks like one is now available

I see the new update, with the new dashboard on MySource highlighting exactly your in office exceptions seperate from other time off (e.g. holidays/sick).

Anyone have any insight on how the monitoring may change? Guessing there will be increased focus on the in-office exceptions.

How the scorecard looks like?

I'm a manager in Manchester and I have just been told today that despite what the in office scorecard for flex employees is telling my team, they must start doing 4 days a week from 1st September (despite one week to go of the 4 week period). Seems pedantic and fussy to me.

Anyone else been told this? Not sure how will enforced.