1/3 of the hcmss, CMs and their coaches will be laid off, based on enrollment being 1/3 less than it was and not needing to staff to that number. Layoffs will be based on the rankings, or point in time assessments that the coaches and coms did and hr is now evaluating the numbers needed, the rankings, checking for discrimination and getting packets ready for the February date...I doubt your coach will tell you where you rank compared to others on your team, it s---s that we are in “competition “ with each other, but there you have it, connected the dots..
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It has been confirmed that HBH will not be impacted this round. So all HCMSS cuts will come from the 9 remaining teams and the 2 HBH teams are guaranteed safety.
PHC here. The same exact rumor was given to me by my coach two rounds ago. Then that coach & half my team were gone. Now we all are gone
Here is Something to consider when it comes to numbers and percentages. Even though HBH became part of HCCP as a result of the last mass lay-off, Rumor is no HBH (Behavioral Health) associate will be “impacted” this round due to the lay-offs they have already endured.
CAn any coach out there comment on how far back the point in time assessments go? The whole time youve worked for humana? 6 months? One month?
They dont use salary... I know for fact i was making more than most PHCs, and i now just got Layed off. Cause all PHCs are being layed off
WhT if you inproved from the fall, were assessments updated? So the point in time assessment could be going back over a years work of performance?
Our team was told the assessments were from the fall and used for both this and the last RIF
@2dln, I think you misread my post. If salary and claims are used, it’s discrimination, WHICH IS WHY THEY ARENT used, perhaps I wasn’t clear in my posting, I’m sorry....any insight into what the time frame was for the assessment used by coaches this time, and were they used in the prior rifs?
@RiwjEFH-1uqf Why would a coach bother responding to your questions when you continue to ignore what they tell you?
I posted here @RiwjEFH-1awq that your salary is not part of the equations and you write this "thank you for clarifying that, it’s part of the big picture....and salary or claims are used, that falls under discrimination". Don't waste my f---ing time. Join the unemployment line you doofus.
@RiwjEFH-1rez What are you talking about. It is very clear when you do the evaluation who is high and who is low. Yes, the impact of each part is weighted, productivity may be 20% and unscheduled PTO may be 5% but it's no mystery. The coach does know. The lowest get picked. All of the names are put on a chart and the lowest scores up to whatever number they need get picked. That's it. No mystery, no algorithm. just basic math. Geeze what do you people want. This is not rocket science, nobody said it was fair it's just a process. The process doesn't know if you have kids or elderly parents, it doesn't know your race, your gender or your s-xual orientation. If a Coach plays favourites they will get caught. Metrics, time and attendance, Quality, unscheduled PTO are the big movers and shakers. Attitude, team-work, participation and role understanding are also in there. It seems obvious that if you have not lost your job yet, you will. You can argue, fight, call each other names but just get ready to be laid off.
I guess the big question is: did they do the point in time assessment for the last RIFs, or just for this one? The last ones MF said that an "outside consulting" company did the figuring out of who was going to be laid off, and Humana had nothing to do with it- now we are being told that our coaches have evaluated us, and using a variety of factors, HR is now working on the numbers...so Humana is part of the process....which MF said specifically Humana was not part of....did the prior folks that were RIFd have the point in time assessment done and was that part of the determination process?
I believe some clarification is needed here. The evaluations that leaders have done are part of the equation, but they are not the determining factor. Your coach is not the one who decides if you stay or go. Yes, it's a piece of the puzzle but not all of it. The algorithm used to make the final determination is not something that has been shared with anyone outside of a small group of people. Ultimately we don't know who is going to get picked. Yes, you can have a pretty good idea based on your standing with your team but that's no more than an educated guess. We've seen in previous lay offs that people were chosen in good standing, so we know there are other variables in play. Is it pay? Likely not. Its more likely something similar to how they rank potential candidates for new positions- your resume essentially. A combination of experience, education and marketability. Add that to your evaluation and this is probably what they are using to decide who goes or not.
@RiwjEFH-1izb I have done those evaluations. Pay is not a factor.
You think a company that has been using unlicensed staff to dispense health information and has multiple lawsuits against them for not following overtime laws cares about the law? Lol. Okay. Drink some more kool aide
In all seriousness @1jyr, we've all seen people who excelled in those areas let go when others who were much less proficient were kept. Now i'm not saying pay is a factor, but it doesn't appear as though merit is either. And we know seniority isn't. I think what this all comes down to is we all want to know what we are being judged on and against. Because the formula they're using isn't easy to figure out. For all their talk about transparency yesterday, they left us even more in the dark than before.
Top performance doesn’t always equal more money! Pay is not a factor in layoffs, that is discrimination, and knowing the law makes me a fool? Justify your bitterness all you want, but please stop posting crap
You can be a top performer and still let go because that is just one factor. Attitude, adaptability, knowledge, skill, do you go above and beyond in other areas, do you mentor co-workers etc. Those are ALL taken into consideration. For the 100th time, your pay IS NOT A FACTOR!
Top performers have been let go in every round of lay offs so far. If you think money isnt a factor then you are a fool.
@1awq, thank you for clarifying that, it’s part of the big picture....and salary or claims are used, that falls under discrimination
@1zoh- many of our roles don’t “make money” for humana, a PHC does not submit billing for services to get reimbursed by Medicare.
As a different thread said, maybe those overachievers figured out how to do the job better/differently, maybe they’re at the top of their team rankings....remember a few months ago, when this site was blowing up with people saying they were just going to do the minimum and we’re accusing teammates of being overachieving and pushing metrics up? Well, we don’t know when the point in time assessment time frame was done.....maybe those actions to be unprofessional ended up as part of the time frame of the assessment time, and, you effectively hurt yourself to try to keep your job by manipulation of your work ethic....it saddens me that all those people that were trying that approach may have worked themselves out of their job.
Can any coach comment as to when the time frame was that the point in time assessment looked at? Is it total time worked, the past year, past month, past 6 months?
@RiwjEFH-1zoh Tell the 300PHC's losing their job that pay is a factor. The pay scale is decided on entry to the company and in my view to the detriment of the existing associates, Humana will pay whatever it takes to get you in the door. Over time your pay effectively goes down because your rate doesn't keep up with the market. I have seen the evaluation form they used and pay is not in that form.
You can believe what you want to believe but the truth is those impacted will be out of work and the sooner you adopt a positive attitude the better. Don't go for an interview and try to trash Humana, that would look very bad on you.
Look people, ever since metrics were introduced, every employee has been reduced to a number. There is no other reason for having metrics. There is an algorithm and it results in a number, your number. Get real. This is the environment we work in, coaches, RNs, everybody. After all this time, all these changes, please accept this fact. Get with the times ...I hate to break the news but no one can afford to be naive and therefore gullible. Get ready, life goes on, that's for sure.
Seriously. Pay is sooooooo not a flipping factor. There are many factors But I agree. People we are all in the same sinking boat waiting to learn our fate. Turning in each other in nit the answer
I'm a coach. Your salary is not a factor. UPTO, production, adapability, knowledge, etc factors in.
I can 100% confirm that pay is definitely a huge factor in consideration. Its not the only factor, but it is probably the most important one. Your use of other benefits also is considered. You are judged on how much monetary value you bring to the company. How much money you earn the company - how much you cost the company = Your value.
@jno, how do you know what people on your team make? And why do you think the “over achievers” make more than someone else? Pay rates are based on degrees and years of experience. The “average” person could be making more than that “over achiever”....seems like you’ve got some hostility towards your teammates, or one or two in specific. Sleep well oh wise one? What does that even mean? All recent posts since the meeting this afternoon have taken a turn towards accusing, nastiness, bitterness and hostility. Sad.
payscalebis not a factor, that falls under discrimination, as compared to work performance
@jno- why are you attacking the poster and assuming they are on top, an over achiever and paid more than someone else? All they were saying was coaches ranked people.
I heard through the grapevine that your position on the pay scale is absolutely a factor
Pay is not one of the criteria in the point of time assessment
That's not how cuts are determined. There are a half dozen criteria but pay is not one
Layoffs based on cost savings. Just because you are on top, being the over achiever does not mean you will be spared. If someone below you is doing an average job being paid less than you they will be kept and you will be on your way out the door. Sleep well oh wise one.....