My boss told us today that management was given instruction to give employees PIPs if performance isn’t met. That sounds to meeee like lay offs are brewing and they’re weeding people out first
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I know many teams are monitoring time in actimize, but in my experience it’s not so much how long you’re actively in the system but the timing of when you’re in the system. If you’re meeting productivity metrics but they can see you’re only in Actimize closing out items from 1-4 pm each day, they’re using that to say you’re not working from 8-1. I suggest people be mindful of showing consistent productivity throughout the full workday to be safe
@qit+1nniUlgK
Yes...SK
Went into the office, aml/kyc seems thin….
You can actually request your own copy of your report from The Work Number. There is a spot for them to indicate why you were terminated on there.
Well July is here. Anyone get word of layoffs in aml???
@1eje+1nniUlgK
USAA doesn't respond to employment verification requests it is handled through the work number so no they will not respond to the question if you are re-hirable and the work number does not state it.
One of my ex-managers at my previous large company was laid off. I recall his telling me that he asked them to please not check the box that he was not eligible to rehire. So, I'm thinking that it can also be checked if you are laid off. Plus, if the new company wants to hire you, has put you through their paces, and has checked your references, it's doubtful to me that they care about your ex-employer other than for dates and title.
BTW, that ex-manager went on to a great career, and is now a CTO at a different great company!
It's nice to hear a happy ending!
@1mvi+1nniUlgK
You’re partially correct. While they cannot say you were fired, they can tell a prospective employer if you are eligible for rehire, which if you’re fired then you will not be.
What??
Enough time in actimize? Oh i cannot for usaa to say i didnt spend enough time in actimize. Im in it for maybe three minutes a case if that….
@1dux+1nniUlgK
USAA uses the work number to verify employment, so a future employer can only verify your dates employed and last position title. There is no way to know if you were fired unless you put someone like your last maanger as a reference.
@1wmg+1nniUlgK
If you read through the thread, this isn't about not hitting quality scores you can have perfect QC scores but if you end up on the report where you didnt spend enough time in actiimize they arent going to question you and say you werent reveiwing the item long enough. No I am not making this up they fired around 7 or 8 people for this already.
As far as the consent order is concerned, they are almost out of the consent order and the external audit as long as they have enough people and reduce the process down to stat sampling they can surely fudge SLO numbers and make the remaining people just do the work of 2 or 3. This is what banks do all aross the financial sector it wouldn't be any different for a POS company like this to push that.
While you can wait until you are fired so you can collect unemployment, being fired is a bad mark on your employment record. This is why USAA is the absolute worst company I have worked for (and I have been in my field for decades). The right thing to do is to admit that they do not have enough work and let the employee go the right way. Instead, they are willing to burn employees on false firings.
They are the most disgusting company I have ever encountered. I am confident that, going forward, they will have a difficult time getting talent. Many express a desire to quit immediately.
Payback will be their reward. I hope it shuts their door across time.
I don’t see how any significant layoffs can be done without risking SLO violations (a part of the CO) while implementing and training to one analyst workflow
I don’t understand how some struggle to hit quality or production metrics in detections. It’s not very hard to beat baseline production metrics by early Wednesday. 99% of the things review are easily mitigated with a paragraph but yet we still do full nearly periodic reviews.
Unemployment pays $250/week a lawsuit would be more adequate
You can get unemployment if you’re fired for QA/production. Been there done that
It is as simple as this: they want attrition where they do not pay severance, unemployment, or time to find another position. They are using every angle they can devise to do so.
Do not beat yourself up! This is their plan and you literally cannot change it.
Start/continue looking for another job elsewhere. Why continue to work for such a terrible employer?
KYC is the biggest effin joke of a job I’ve ever had. The reviews we do are absolutely pointless and QA/QC send back my reviews in waves I swear. I have no doubt that I’ll be laid off when they do another round. I tried to buy myself time by volunteering for one of the projects but I don’t think that will help. My manager is a micromanaging a-s hat who makes my life he-l.
That’s nuts! Most of the active reviewing goes on in other systems and documents. You may look at actimize initially , start your review of docs and spreadsheets and be writing in your log. It might be two hours later you load docs and action it in actimize and it probably logged you out long ago
I think SP is share point site that quality uses. Exceptions must mean fails
In AML detection and fraud QA sharepoint (sp) was used to cite exceptions and if we didn't spend enough time in actimize which is the system where the documents were housed they will say you aren't reviewing the item long enough and not doing your job. There is someone looking at this time metric for the entire business unit I am not making this sh-t up, its a joke
What are exceptions in sp? And what does time in actimize have to do with production and quality??
@qit+1nniUlgK
I would assume so, I left last month but I can ask around.
@lht+1nniUlgK
Sad isn't it! If you aren't citing enough exceptions in SP then they will come after YOU! Part of the reason I left.
We’ve officially arrived at (for some) sht on your neighbor time in FLOD and SLOD for AML/KYC. I KNOW that how I score has a direct impact on folks longevity/continued employment, yet if I am lenient, it falls back on me. This is truly damned if you do, and damned if you don’t territory. Every review, every single day is an attempt to ensure the continuation of my own paycheck and that of my peers. I don’t want to be a helping hand in anyone’s failure. Every day is a choice to possibly endanger my peers’ livelihood or endanger my own. In the end, nobody wins and, likely, everyone loses. Shtty time…
Is this Senior Snitch and Manager still with detections?
Will the PIP be in other areas? Heard that they’re looking closely at mid-year, but nothing on PIP
Initials of this senior?
PIP does not mean Layoff; PIP means Fired, so we can sc--w you out of severence and unemployment. Be careful out there! It is now officially a hornet's nest.
@btd+1nniUlgK
Personally, I Can't say for sure but from what I discovered before I left they are finding ways to heavily monitor investigators and QA analysts within the AML/KYC space due to hiring so many people. If I was still in that department I would ensure you are reviewing each item with the utmost scrutiny and mind your log in times if wfh. I wouldn't be surprised to see them leverage wfh screen time and rto in office days to put people on PIPs and eventually fire them. They are currently monitoring your time reviewing items in actimize and how many exceptions cited in QA, this is a known fact.
Will there be PIP/layoffs based off the mid year review? Was told that it’s being calibrated and looked at closely; there were already significant layoffs in my area.
They let go a handful of people in detections involuntarily due to this metric. Mind you these people had perfect QC scores. I hope they sue.
What does time spent in actimize have to do with anything???
Well yeah, i mean thats always been the case. If you are not meeting daily production or quality score, you eventually will be on a pip and then tossed out…