Anyone heard about an increase in pips? Firings? Heard that humana didn’t layoff as many as they were supposed to so now they have turned to this route in order to get people out?
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I guess we will see how the next month or two goes, but changes have consistently been for the worse over the last 11 months. Negative criticism / threats are the norm now; positive reinforcement is gone.
I agree with the other poster. They are trying to drive us out. Cheaper for us to quit than pay severance and the management company to work with us to transition to a new role. And still cheaper if we don't get another job and have to then take unemployment after severance ends
Especially if they interact with members, below poster. Is the money saved from severance worth it?
Why would a company want miserable employees and for them to quit
They are hoping you quit before you are RIF'ed. They lose a lot of money for each one RIF'd in the form of severance and paying for the job assistance company. They want you to quit instead
Wow, QliNJPx-2fln, I believe you just hit the reality nail squarely on the head! Drive them til they drop.
I don’t see how it is good for members to have associates who are burned out, rushed and under the gun, calling them. Below posters are right that something has to give.
“The question then becomes, does Humana care if the PHC's quit en masse? Based on the last year, I would say no.”
Agreed. And perhaps this is why there are “no plans to reduce metrics” once phc care planning and new enrollment mdats simultaneously kick in.
Sort of a “let’s see what we can get out of them while we can” experiment versus the culture of employee wellness they tout.
Couldn’t agree more.
Nearly a year ago HCM metrics became impossible to do. Everyone was skipping breaks, working over, etc. And the way the metrics were structured, the more you worked to meet them the higher the expectation went. The end result was massive nurse attrition, and Humana changed our metrics. The question then becomes, does Humana care if the PHC's quit en masse? Based on the last year, I would say no. So what happens if the numbers become literally impossible? People start cheating the numbers. Fraud goes up. Job satisfaction goes down. Turnover goes up. Member engagement goes down. Humana then decides the role has zero value and it goes completely away.
Personally I think if it becomes unrealistic the quality will just go down. Also, human nature to save your job kicks in. People figure out ways to work systems to survive. It does seem to be healthcare today though. Why focus on quality, when quantity is so much more satisfying to the wallet.
What if it just becomes impossible? They say we (phc’s) will start to do care plans with “no plans to reduce metrics.” (10 a day). They will have us doing all the initial mdats instead of RS. Those are long calls. Adding care plans. Not reducing metrics.
As it is, many of us work very hard and struggle to hit 10, and can not see how to add time consuming responsibilities when there is no more time in the day as it is.
Before the sanctimonious poster jumps in with “it is your job, stop complaining,” or something similar, I am not complaining, I am sincerely asking: what if it just becomes impossible? If expectations become unrealistic?
There is only so much time in a day.
Pips are going to be increased. Guaranteed. They don’t care that the stress with everything is affecting how we perform. All you can do is continue to do your job the best you can, and learn from your mistakes. Stress is high with everyone.
I think it depends per department? In our department is SNP and we are told 5-5.5 per day.
“We are told we will have a PIP if our weekly average is less than 9.7 UMCs per day after three incidents--no clarification on time frame allowed between incidents.”
I believe you were told that, but our team was never told that. Is this just a coach by coach thing? No standard?
The minimum expectation for PHCs is 9.7 unique member contacts per day. We are told we will have a PIP if our weekly average is less than 9.7 UMCs per day after three incidents--no clarification on time frame allowed between incidents. PHCs do not have to do care plans right now but we expect to begin sometime in January and hope the minimum contact rate will match what the HCM-RNs have now.
Haha there are a lot of jerks on this site who are triggered by simple questions.
A PIP is a performance improvement plan that goes on your records.
I didn’t know what one was either- and I have been here for nearly 4 years - until my coach recently started freaking out about layoffs and he threatened the entire team with PIPs. He is like Oprah, “ you get a PIP. You get a PIP! Everyone gets a PIP!”
What’s a pip? And mean trolls here don’t yell at me for asking.
I know we have received a lot of extra work lately which has my team very stressed. We all work well over 40 hours per week and sometimes don't even hit metrics and charts are audited against us rather than used as a teaching op or "need a correction". Our families are suffering and some of us are being threatened with PIPs for not being able to meet metrics or having perfect auditing scores. My team talks of high anxiety (leaking over to non working hours) and trouble with sleeping through the night. It's definitely a rough time right now.
7.8...is that the minimum expectation for HCM RN?!?
Below should say “our DAYS have become...”
Right. Many of us are confused about what the expectations are at this point. Reviewers, coaches, leaders - everyone has a different answer, a different priority, sometimes conflicting with one another.
Many questions are answered, “I’m unsure at this time” by our coach. Not blaming the coach at all, but rather the awful communication from leadership.
Our have become one guessing game after another about what’s expected today, this week, this month, this hour...
Below poster. I agree with you on coach power to do as they please. Some will say you HAVE to get 10 contacts a day, others not. So what is it? Are their COMS blind to this? I’m referring to HCM RN Coaches. I don’t know about other Coaches for other roles.
@QliNJPx-gww your post shows the massive inequality from 1 team to the next. Our coach told us no one cares about that number anymore and no one above her is looking at it. The MPS contact percent is the only thing we are being looked at for. Coaches have too much authority to set their own special rules. Everyone should be held to the same standard
Byk- your member misread the article. 250 more in 2018, not 1100 more. That’s before they look again at numbers once open enrollment is done, so there always can be more, but 250 is the only number in the paper.
HCM-RN here. Our coach brought up PIP’s in our last meeting. She told us all of we are below metrics of 7.8 to come ready to discuss an improvement plan on our 1 on 1’s coming up. I guess we will see after our meetings what comes of the PIP threats.
I heard an increase in PIPS, but not in relation to them not laying off as many as they were supposed too.
member on phone told me 1100 more coming in January. Said it was in Louisville paper.
Nope, Humana laid off as expected, the PIPs may be unrelated, but may be used in the next round of layoffs, if they’re valid
I have not heard that