I’m a manager and asked to falsify yearly evaluations. I notified everyone above me. The only person that cared was the labor board. Yes, I resigned.
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Managers are instructed to fill out a comprehensive calibration tool that gives the employee their ranking (1-5) for their yearly evaluation and then the director comes in, at their discretion, and changes these rankings based on favoritism and how much money there is to distribute. The rankings should never change in spite of the amount of money there is for bonuses. This is unethical, unfair, and a falsified ranking of the employee. Remember, they are doing this to everyone. This is corruption in its highest form.
People have been complaining about this for YEARS! I was a manager about 8 years with 15 direct reports. The first time I had to do MAP reviews and was told to redistribute my ranking was the moment I knew I wasn't cut out for the leadership track in Optum.
Moved back to an individual contributor role and never looked back.
@2neh+1l9zyKXY - First they are NOT leaders, they are bully managers!! That is why you print out evidence and file Constructive Discharge.... show a pattern of discrimination and file a federal lawsuit. Make them spend some money to fight off the bad press for allowing this type of behavior. Quite Quitting...... feels so good when they treat you like this.
why work at that american dump. It's vile, like the us empire, why would that corporation be any different?!
@3ela+1l9zyKXY - How many times do I have to repeat myself.... You DID NOT sign an arbitration agreement.... You signed that you RECEIVED the arbitration.... You still have to sign additional documents AND pay $25! Hence you can still sue the F&#K out of UHG!
We signed an arbitration agreement. Well… we were forced to… in other words… we bent over and grabbed our ankles… Good luck at the labor board. They are just as corrupt. I survive here thinking of the patients, and how they deserve better. You won’t be a millionaire working here. Get as many paychecks as you can.
As a former Optum Clinical manager I can attest that Senior Leadership told me to string employees along until they either quit or are fired. If you’re not getting any solid feedback, your mgr cancels or reschedules your coaching and then has nothing constructive to offer your most likely being targeted. If the stats are always changing then they will not give you a straight answer regarding expectations it’s likely because they are setting you up to fail. This happens most often with poor leadership that don’t know how, or don’t want be bothered to deliver constructive feedback to employees because it makes them feel uncomfortable. They will act like you’re doing wonderfully until they have enough to move toward termination which begins with write ups and then your gone. Remember you have been warned.
This is the worst part about working for Optum/UHG. This time of year when great people are downplayed and told that your best was only good compared to some others. The justifications for a 5 rating don't mean a darn thing when it's what they deserve and don't get your hopes up for putting through a promotion during this time. Oh, and don't forget the surprise holdbacks for senior leadership's "special awards" that lower the funding available to everyone. Remember that the removal of monetary awards from Bravo was supposed to provide additional funding to the merit pool and 2% will probably still be the average.
The bell curve is unethical. The managers are directed to fill out the calibration tool on the nurse. The six nurses all calibrated to a 5. The director stepped in and lowered them at her discretion. Lowering their score isn’t a true reflection of their performance. Asking managers to change scores is falsification and unjust. And asking managers to lie about these falsifications is incomprehensible.
I hate it as well. It's how the yearly ratings are done here. It's a bell curve (x amount gets 2's, X amount gets 3's, 4's and 5's). You have a little more control with tiny teams. The bigger the team you have, the greater the bell curve. Even if all are 5's in your mind, managers have to distribute them according to the curve. You are essentially being graded against your peers and are ranked accordingly in your manager's mind.
They think this design keeps the best of the best and filters out the bad. What it really does is de-motivates really good resources.
I don't know any manager who likes this process. It's uncomfortable, ugly, and forced.
I can also attest that stack ranking of employees is required by the organization. Managers get told don’t rate too high and will often have their ratings overturned to be less because they don’t want to toe to a higher merit or bonus payout. It’s very sick.
I’m surprised this isn’t more well known. When I was a manager I was told how many of each ranking I could have, so it’s definitely not performance based. And then after those rankings are submitted higher ups says we need less 4s and 5s so people get less money because of some arbitrary number leadership sets.
You can also file a complaint with them online…
https://www.dol.gov/general/contact
If only there was an online tool where you could research things like phone numbers... hmm.
We absolutely all need to get on board and support this supervisor. She’s out here advocating for us! Let’s call the labor board and expose Optum for who they really are. I will start by saying thank you sir/ma’am supervisor for doing that’s right in this situation. I think I can speak for all when I say no one else’s supervisor advocates for them and we wish we had a supervisor like you! When optum screws people over, they’re so quick to just run and not think about the people still left behind. My close colleagues and I have seen them change our stats for the month, open unnecessary caps just because it’s time for bonuses to be paid and they don’t want to pay them, promote people fresh out of training but sc--w over the ones who have been here…etc. The list goes on. For anyone that ever considers working here and reads this…run the he-l away!
Please do share the labor board number as I’m ready to call as well.
Don’t even get me started on the head honcho that runs customer service lol. Sharing everyone’s stats and degrading them.
What is the phone number for the labor board? Because I have a similar situation to yours, I want to report. If more go and more speak up, the labor board knows there is an issue. We all need to support this supervisor.
It is, in fact, illegal, as it’s tied to bonus and salary compensation. The Labor Board and Nursing Board are investigating. The Ethics Committee, Human Resources, and Senior Leadership ignored my complaints, so I resigned after almost two decades of employment. I am steadfast that my story be heard so this stops.
Six high achieving employees were rated on a scale from 1-5. All six of these employees calibrated to a 5 by their managers for their yearly evaluation. Being rated a “5” is the highest ranking.
My director then made the managers lower two of the “5” employees to a 3!! The director chose which employees would be lowered. Additionally, three employees were lowered from a 5 to a 4. One employee stayed a 5. Again, the director chose which specific employees to be lowered and the one employee to remain at a “5” ranking. The managers were all appalled and angry but it didn’t help.
The six managers were then instructed by our director to go into Global Self Service and change and falsify the already submitted “5” ratings and lower them. The director stated we would need “talking points” on how to explain to the employee how their rating was scored. Essentially, she was asking us to lie to the employee. Again, I refused.
This is the most unethical situation I have ever been confronted with in my 30 years of nursing.
This is mine - We all need to go to the labor board and support this supervisor. Because this supervisor was fighting for us, we all need to fight together.
We all need to go to the labor board and support this supervisor. Because this supervisor was fighting for use, we all need to fight together.
: @OP+1l9zyKXY - FINALLY someone who has ethics and is a true leader!! Hang on... they will be exposed!! G.O.A.T
I’ve also heard this is happening, people complained, and nothing happened.
Will the labor board do an investigation? I’ve heard about this from multiple managers. If it effects pay, bonus, promotion, etc, how is this not seen as unethical and illegal?