With the looming specter of further staff reductions in the near future I find it oddly timed that my business unit would choose to roll out a dramatic change in performance metrics especially since the new metrics are largely incomprehensible to the performance of those whom they judge and overseen by a single person who hasn't worked in the roll in over a decade. I've worked at ailing firms before and seen this trick used to minimize unemployment payouts. Just create unrealistic new standards that nobody can actually live up to and when they predictably fall short then you have full, legal justification to walk people out the door. I'm getting my resume ready and a suggest you do the same. Leaving a job of your own accord looks much better on your history than a termination for under-performance.
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Outside McKesson, the only government agency that can know why someone was fired, is the unemployment office. There is a criteria for the unemployment office to decide whether or not the person filing for unemployment, is truly eligible. Example, if the former McKesson employee were to violate EEOC laws, that may disqualify from collecting unemployment. When a potential new employer is conducting a background check, the only information they are entitled to, is to know what position was had and dates of employment. If McKesson or any other employer provides anything outside this scope, can be sued for violating Federal Labor Laws.
What record is it going on?
When you are terminated and apply for unemployment, it goes on your record that you were "terminated". If a company conducts a background check on you it will show-up in your record. In fact, the reason the employer cites for your "termination" is shared. This has happened to me, even though my leaving the company was of "mutual consent". In order to be eligible for unemployment, my former employer had to say I was terminated for cause and wrote something along the lines of "doesn't get along well with others". This termination occurred in 1999 and I have been gainfully employed ever since, but the question of the termination has come up. So yes, it is better to leave an organization than be terminated for cause. IMHO.
I'm not sure what metrics you are talking about, but my business units performance goals are no different than we have been talking about for 6 months.
And who would know why you didn't work somewhere anymore? All Mckesson will tell anyone is what you position was and the dates you worked there.