It seems so redundant, all the documentation, the care plan, communication record, surveys, tasks....how can it be made easier?!?!
15 replies (most recent on top)
Was below post sarcasm? I apologize if I’m missing the sarcasm font.
It seems the poster below you is just responding to relevant conversation below.
But if it was sarcasm, sorry! Hard to tell sometimes.
@PE5JFCj-2sma You were not paying attention were you? COMPLAINER.
Our coach has forbidden us PHC's to work off the clock because of repercussions with HR since we are hourly, not salaried. But, we still aren't given any advance lowered expectations for productivity in weeks where several trainings are required during work time. We are told the peer average will apply as a measurement. There's no common sense left in this place. Every associate and coach seems to live in fear of the great scorecard and peer average.
So let’s get this straight. We need to take a full day of pto for an md appt, but we should be spending our weekends on mandatory trainings.
Agree that peer avg makes this impossible. Our coach gave us the date trainings were due, and added "unless you want to do it over the weekend." Stuff like that makes it hard for those of us who are trying to get it all done while we are clocked in. We are competing with these associates who are being scared into working off the clock, skipping lunches, etc...
Right. There is no min requirement for talk time, for example, so we are “coached” if not meeting the peer average. At the same time, we are told we shouldn’t be “coached” on peer average.
And “coached” basically means telling us our job is at risk, at least on my team, if we don’t exceed peer average.
That’s just one example, but how are we supposed to trust leadership telling us we are not being judged on peer average, then our coaches doing the exact opposite?
Trust is dead with this employer.
2.0 is more time consuming for us. Having to close all care plans now if a member moves to monitor status. I understand what the original poster was driving at. We were told last week to do our best. We were told that they are not sure what the "metrics" will look like yet. So, all the eager beavers are digging a hole for the rest of us who put in a full day's work. That is what was asked of us last week. I don't think last week's metrics will affect this lay off session, but if the over achievers keep it up, it will affect many of us next year.
I should add the my post just below, that I am not getting extra contacts, either. Ten in a day is tough enough, sometimes impossible.
The peer average was never a fair measure. I can see where you are coming from, but I don’t see anyone saying they aren’t documenting. They just aren’t going to drive themselves nuts over every little thing.
I try to be relaxed in my approach to the job - examples include not worrying if someone declines, not pushing it if someone just doesn’t have time for a full survey, not worrying if a reviewer points out that I didn’t ask my member who I know is only home on Wed afternoons for the best time to call - things like that.
In other words, I don’t sweat the small stuff.
I can understand people not wanting to worry about the minutia of how we work the new HAH 2.0 process, but that may be doing all of us a disservice. I am a PHC following every step of the process including the extra documentation, but I am really struggling to get to the minimum of 10 contacts per day. If others are not doing that detailed documentation, then they will rack up more contacts per day than those who are crossing the T's and dotting the I's. The peer average continues to be thrown in our faces even after we were told not to worry about numbers last week. The peer average is not a fair measure if everyone is doing the job differently.
Remember we generate income . The people in management have to micromanage us to make themselves relavent. I have never seen a company have so many management people watching the income generators. What a waste of money
Good point, thank you
I’ve decided not to worry about the minutiae. I realize that my approach may not be conducive to safeguarding my job down the road, but it’s healthier for me.
I have colleagues freaking out about whether they will get “in trouble” over every single thing, and I decided I left pre-k a long time ago. I’ll just do the best I can to help the members. I work better that way. Second guessing myself all day would be miserable.
No, it has to do with layoffs....and the combining of roles.....and 2.0, and where it's all going, with numbers, metrics, who's being looked at or not looked at, quality measures, reviews, etc....more and more is being put on us, and if they're looking for a reason for one person over another, how do we balance it all out successfully? No, not a complaint, though it seems that way, but in the scope of the bigger picture. I don't get why more and more is being laid on us, and then micromanaged, and reviewed, when those reviews can put our jobs at risk...how do we make it simpler?
Have we moved on from Layoffs? Is this now the complaints board?