For those with prior experience or inside info, do they decide who to lay off randomly? Seems like there is absolutely no information about that.
17 replies (most recent on top)
He-l I was hit in 2018 RIF and took severance
Should have learned lesson and not come back but I was told micromanaging had let up. HA that is joke
Now looking again to leave
Won’t come back again
Meaning those with seniority get RIF, or the newest people get axed?
It seemed random when I was there, but it has been a few years. The last RIF I was there for, we saw our not-so-great case managers and consistently top performing case managers go. I'm sure others will disagree, but it almost seemed safer for those who were right in the middle.
I’m a manager, and the process you’re citing isn’t quite accurate. We do our reviews, the team is ranked, then HR reviews it all and we are then told which ones are going to be RIFd. They can change the list. Our reviews are important, because that’s the basis of the rankings…and, if you’re at the bottom of the list and the RIF is whatever number or percentage, that’s it. But, our reviews are scrutinized by HR so no one can say someone played favorites….but, who are the favorites? The positive attitude, team player, high performing nurses? They get RIFd, too
I was a manager, have since left. We were told a certain number from each team had to go. It was very subjective. They are very dishonest and that is why I left. You better hope your manger likes you or they will figure out a way to make you go. My director was as shady as they come.
I think there’s too many checks and balances in place to prevent the potential subjective review of a manager to prevent potential lawsuits or complaints of favoritism. While some things are subjective, if they’re looking for a “positive team player”, I know my department sends out every year what they’re looking for your rating to be exceptional in regard to the AIP. Managers are also being looked at pretty intensely at this time, not only are their jobs on the line, they can’t do favoritism….and attitude isn’t quite subjective. If they’re looking for a positive, upbeat, team player who participates in education and growth of the team, then they’re looking at your behaviors and actions to see if that is reflected.
Remember if you feel you have been discriminated against in any way in this RIF you can file a complaint with the EEOC so if you are over 40 female or a minority or whatever you can file and they will investigate. As well as the PITA they have to ensure they are not (for example) firing everyone over 60 etc so the RIF selections have to include an equal # of people from each age group, s-x, color etc.
@4wta+1d95HHi6 Over 100 people termed on PITA. I am aware.
If you think a manager has that much power and it doesn't get critiqued or altered you are delusional.
@3iaa+1d95HHi6 The wording of the PITA is subjective. An evaluation of Attitude is subjective, Behavior assessment is also subjective unless done using systematic behavioral analysis approach. It's subjective. it is based on the perception of the manager.
Attitude and participation are factual, you do or you don’t
@2pjr+1d95HHi6 Who said all of the questions were based on fact. questions about attitude and level of participation are included.
How on earth can the factual answers of the point in time assessment and what’s looked at get negative responses? Negative in “that shouldn’t be what’s looked at?” Negative as in “that’s not fair?”….for those that marked those responses negative, could you clarify so it’s better understood your response?
It is definitely not random.
Everything is looked at...Performance, anything scored or recorded in the systems , metrics, licensure, certifications, experience.... it is not just one person's opinion or decision.
They’ve said it is by an HR approved process, but wouldn’t elaborate on specific criteria. In the past big layoff (2018 I think) it seemed random, but we never got any information at that time what the criteria was either.
No, the decisions on who stays and who goes are not random. Every person in scope will have a PITA (Point in time assessment ) completed by their leadership team. PITA is more or less a rating of how valuable each associate is at that point in time, and those that are deemed least valuable will be affected. Unfortunately these assessments are never objective and are riddled with bias and nepotism