Does anyone know if that's the list of who is to be laid off or a narrowed down list for HR to select from? Not that it matters since we don't know who is on the list. I am just curious how they really select who gets cut. We had some exceptional employees cut the last time. I was shocked to see high performers chosen over average performers. Some were cut that volunteered for many projects on top of their daily role. My coach seemed very surprised by who was selected. How much say do coaches have in the selection or does it just come down to some computer algorithm? I am driving myself nuts with this guessing game.
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Thank you, other posters, there's so much crap on this site at times, it's nice when something can be clarified for people who might not be aware of basic human rights
Associates in the impacted departments or business units are selected for termination in
the following sequence:
-
Contingent Workers (See Contingent Labor in Policy Source.)
-
Variable Staffing Pool and Limited Term Associates
-
Point-in-Time Performance Assessment
− Human Resources and business leaders of the areas to be impacted will work
with the managers in the impacted areas to develop a list of factors to be used to
assess associates based on the particular role they hold. A list of standard
factors is available, but may be modified or added to reflect the factors
necessary for accurately evaluating particular roles.
− Once the assessment factors are determined, for each role evaluated, the
business leader(s) and Human Resources will work with managers in the
impacted areas to assign a weight to each factor on the assessment. Human
Resources will maintain the list of factors and weights once finalized.
− Human Resources will provide the customized Point-in-Time Performance
Assessment Form and Rating Sheet with the appropriate factors and weights to
the managers in the impacted areas. The manager(s) will work with the
supervisor(s) of the associates in the impacted role to complete the Point-inTime
Performance Assessment. When completed, the supervisor will calculate
the numerical rating for each impacted associate and enter the information on
the Rating Sheet. Then management will submit the assessment form and rating
sheet on each associate to Human Resources.
− Human Resources will prepare a list, by role of the impacted persons and
their numerical ratings. The associates will be listed in descending order of
overall rating. Starting with the lowest rating, the roles will be eliminated in
ascending order until the necessary number of roles have been eliminated.
− Associates with unique skills that Humana highly values and which may be
difficult to replace may be retained in place of other associates whose
performance is rated at a higher level. Under these circumstances, the
associates with the unique skills would not be subject to the process identified
above for selecting associates for the RIF. This exception must be approved by
the Human Resources Business Leader.
− Human Resources will review the personnel files of associates to determine if
significant variances exist between the Point-in-Time Performance Assessment
and recent performance appraisals, disciplinary actions and other
documentation.
− The manager/supervisor of the associates in the impacted areas will be asked to
explain any significant variances between the Point-in-Time Assessment and
any recent performance appraisals, disciplinary actions and other
documentation.
− If fifteen (15) or more associates are impacted, Human Resources will perform
an adverse impact analysis for those associates tentatively selected for the RIF
to determine if a disparate impact exists based on the Point-in-Time
Performance Assessment.
- Seniority
− When all overall ratings on the Point-in-Time Performance Assessment are
equal, the associates with the least company seniority in the impacted role will
be considered for termination.
Taken directly from the severance policy in Policy Source:
At no time will race, color, religion, s-x, national origin, age, s-xual orientation, gender identity or expression, disability, veteran status, or marital status be used as a basis of selection in a RIF.
Yes, it is completely illegal, and poster, if you were in a meeting with hr and heard that, Humana has a HUGE lawsuit coming their way. It has been illegal to use factors as race, gender and age in any employment decisions for decades. There may be things they look at, but those factors are completely NOT looked at. They may look at insurance claims of yours, if you're close to retirement, use of PTO, etc, but it is completely illegal, poster to look at those factors you say you heard discussed
How could race, gender, age be factors? Wouldn't that be illegal?
Not to mention the fact that we see each other's metrics on a daily basis, so yeah, we do know who the top performers are in our teams. And when your coach says, " I was just as surprised as you! " that tells you she didn't have the final say.
PS. I have sent out 6 resumes today alone, called a college friend who is a recruiter/head hunter and am looking into refinancing my house just in case. I was the original poster. I just like to know how things work.
Below poster YOU are misinformed- it is not the manager or coach that makes the decision. HR does use an algorithm or method in determining the impacted. You we're obviously not in the same meeting with HR and the other leadership. Stop putting in your 2 cents when you obviously weren't apart of the HR meeting. You're confusing and manipulating information for others.
This is such misinformation. There are no computer algorithms in HR. Everyone in the same role is assessed against a set of competencies required for the role. It is done by the manager. Your view of someone's performance may not be accurate and your opinion of other's performance is not relevant. Instead of driving yourself crazy, do something constructive and plan some options for yourself. All the people who are NOT driving themselves crazy and speculating on this site are probably doing that and you are going to be at a disadvantage.
Its NOT discrimination! Lmao -there are other factors they consider and keep it fair. Don't be so simple minded. s---s for everyone
Poster, if hr uses what you say...Age, race, gender demographics, languages spoken, those are all items that are considered discriminatory
I will confirm that HR has their own algorithm/ process in determining a decision. We were told a few examples- Age, race, gender demographics, languages spoken... there are more but that was the example and determining factors that go into decision. HR/ businesses do this so there is never a question of favoritism or liability.
I don't know about a list but HR definitely makes the decisions based off their own assessments and algorithms.
Good luck to everyone, this is such a hard time for all of us. Let's keep this site going strong with encouraging words and information. God bless you all!
Same here (sending resumes this weekend). Part of me wants to see what happens, but I'm in the Northern KY / Cinci area and I feel like waiting might backfire, as this area might have a flood of job hunting phc's soon. Even if it means I give up severance to take another position, I'd rather have a job and not worry so much. So I need to get a head start for peace of mind.
I don't have an answer, but like you, I am driving myself nuts with guessing as well. I know that whatever will happen, will happen, but this weekend is going to be stressful regardless. I'm sitting here in job sites this morning, sending out resumes.