Latest email from TMO speaking on our market structure transitions says they still don’t have all the answers yet. Sure, Jan.
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@2lxj+1iPIHiHv- that is totally up to your leader. In my market we have allowed people to leave the day they got their notice or a couple of days into their notice. I don’t think they can dictate whether or not you take PTO on your last day either. That would be something to discuss with HR. Keep in mind that a lot of managers are new and do not know how this works. I have also seen managers give very bad information.
Unless a manager can clarify, and they probably won’t, the assessment looks at everything- seniority, degrees, licensure, evaluations, call reviews, metrics, attendance, your work style, if you’re a good communicator, a team player, a whole bunch of things…many of them already captured and addressed on your mid year and end of year reviews. As I understand the process, and I could be wrong, these are then sent to a third part for ranking and to be sure there is no discrimination happening, and they are ranked and sent back to HR. So, if you’re on a team of 20, you’re ranked along with your teammates, you may be #4, and they may be #11. From there, depending on the restructuring, they will say, for example, 15% of the team is to go, which equals a certain amount of people, let’s say, 3. So starting at the bottom, the bottom 3 would be RIFd. Since they aren’t offering an opt out like they did last time, there is less to figure out. With the opt out, that could, potentially, change your place in the rankings….easy answer, everything is looked at…and, this process that I’ve shared was told to us during a RIF years ago, I don’t know if all the details are the same, but I assume for the most part, it’s correct….and, no, there’s no way to see the evaluation form before or after the assessment…the manager has them to do…you can google search for the form to get a general idea of what’s on one.
To get the AIP, I was told you have to be working through 12/31 and your last day of work can’t be a PTO day
What things were evaluated in the performance assessments? Metics? Attendance? What exactly does it all include?
@2amd+1iPIHiHv- Yes, totally normal. Sometimes notices come sooner and the impacted are asked to work longer than their 60 days. This is what happened recently in the markets. People got their notices and were told they had to stay till the end of the year if they wanted bonuses and their severance package.
They will send an email for open enrollment for COBRA purposes.
11/1 with 6O day notice right before holidays. normal for Humana?
Point in time assessment
PITA- Performance Assessment’s; we’re being evaluated. TMO - Transition Management Office.
PITA what is tat?
PITA's?
uh oh what is a TMO email?
PITAs are being done at this time, I would think, for the managers to get them in for the process to continue by that end date in sight
Because they don’t know who won’t be here yet. Notices will go out by 11/1 with 6O day notice
Ohhhh interesting, I thought it was global communications
I noticed the TMO email this morning had about 3 of my colleagues not on it. One of them I know was RIF. Does this mean everyone on this email are keeping their jobs?
The email was very generic.
Also, why would they send info on open enrollment if you won’t be here?