Thread regarding Optum layoffs

Are pre service coordinators getting replaced by overseas workers, is that true??

@11w that file has always been there. Each region keeps a list of departures (resignations, transfered etc), new hires, backfills, and lists of the teams. The one you saw may be tracking current numbers because thst could possibly keep down the number of people affected by a RIF

@b1 I could not agree more, I’m not sure why my supervisor is so vocal about these things as it really disrupts the team

@dj I did find a file in the clinical operations SharePoint that is labeled 2026 care coordinator departures this was created in the last month. I am unable to open it.

@m9 maybe they don't care. I would care about jeopardizing my severance. The over seas nee hires are all preservice coordinators from what I understand. The SNf coordinators may have different timeliness.

@ja perhaps the CTM knows what is coming and just does not care. I would not be surprised for end of September for SNF reviewers, since all those 130 ish plus new hires overseas are now completing their precepting (staggered, but still they are churning ‘em out)

@fr those calls have always been that way. Nothing new there. The September date has not been communicated, so that's currently not accurate. It's hard for me to believe that CTMs would risk their own employment and/or severance by telling care coordinators all this information.

@fr how does your CTM know all this? And other CTMs do not

@fr is this for SNF?

@g4 that’s the magical question no one seems to have an answer to

How many Care Coordinators impacted?

My CTM shared calls are going out end of Sept, which corresponds to end of fiscal year. Only paying out 40h PTO, no more. Use your PTO. The calls will come from level above your CTM and CTM will not be on call.

@eg because they are operating as a for profit business . They need professional medical staff that go along with that in leadership positions.

@by Perfectly said - I agree about the metrics. Metrics are meant to measure quality, not replace it. When the metric becomes the goal, patient care becomes secondary.

The more you force clinicians to perform for the metric, the less they can perform for the patients. We see this every single day.

How can leaders not see this and how can they not fight for the reasonable goals that still put patients’ well-being as the top priority? Maybe I will ask Co-Pilot.

@by I think people stay because its remote and they don't have to do direct patient care anymore. And, depending on your manager, it's flexible as far as being able to take time for children's activities, appointments etc. We've lost the reason why we chose this in this first place. The pressure and the metrics are largely to blame for thst.

@by how do you know other employees are able to make their numbers look good?

I was on the verge of tears twice today if that’s any indication.

Morale is in the gutter, at least among the people I talk to regularly. The writing is on the wall. And honestly, I’m not even sad about it anymore. If this were the company it once was, I’d probably take it as more of a loss, but it’s become increasingly difficult to find any joy in the day-to-day.

What used to feel like meaningful work has turned into micromanagement by metrics. We’ve completely lost sight of what actually matters.

There are plenty of employees who know how to make their numbers look good and stay off the radar, regardless of whether those numbers actually reflect the quality of work being done. Check the boxes, keep the board looking good, move on.

Metrics should be a tool to support good work, not become the work itself. At some point, leadership needs to ask whether this approach is actually improving outcomes or just taking attention away from the reason people chose this work in the first place.

@bj 💯 agree.

1. Global team is for PCRs, not CCs
   1. We would like to know in the next month to give us time to get our affairs in order, however, unless they need to meet WARN ACT requirements, we may not get that courtesy. Knowing we are likely transitioning Humana Jan 1, I would look at the end of pay periods to guess what our last day could be: 12/11, 12/25, 1/8 or 1/22.
   2. Looking at other downsizing threads, people on performance plans or who have performance issues will not be here. And if you are a top performer meeting all your goals, you should feel more confident. It’s us in-betweeners who are on the clock - and I am sure HR is in their ears making sure we have a random pool demographics to protect their behind.
   3. Some managers know more than others , but CTMs and senior directors etc are also on the chopping block. I just wish they would confirm a severance or PTO payout like it says on Sparq.
   4. Make no mistake- this will GUT us in half my best guess over 300 positions.

@b5 no, I just meant that we haven't been told anything, and my manager says she doesn't know anything other than what she's telling us.. so if your manager is telling you that she's probably not supposed to be.

Looking at the SNF team, the global folks are now at end of precepting. They have been training in waves. I am sure there will be SNF layoffs ahead in the coming weeks (very soon) based on the sheer number of global people they hired. First group of 30 something are up and running independently as of this week.

@b1 upper management has entered the chat!

@an I am surprised your manager is telling you all that. Even if all is true, it shouldn't be being discussed.

My manager encourages conversation about this, from my understanding we will be notified next month and it is based on metrics. The management team will likely be notified alongside the CC from the powers that may be at the same time. 30-45 day notice and request your PTO ASAP

Playing the waiting game over here. I assume we will know here in the next few weeks? But may be longer idk? Feel like it’s a 50/50 for me since I’m in a high Humana market.