This company will go extinct. One might wonder why? The company witnessed a growth spurt between roughly 2005 and peaking around 2010. As the company expanded, more and more managers were brought on as well as employees. Fast forward about six years and you have the same amount of managers across the board with less than half the employees. Most of them make a minimum of 70k per year. These are the managers who got on board late with the company. I know many making in excess of six figures. These are just FCM's and ACM's. Director pay is even more sickening when you know the real amount of work these people perform. Now you wonder what upper managements solution is to cut losses? You guessed it, fire the very people who interact with the customers / students and maintain their accounts. Where does management fit into this equation? At this point, nowhere! Now when layoff season begins again next week, you will see management untouched. These same people will continue to collect a check, week after week, month after month and so on. Nothing will change until the company shutters it's door for good. There is no reason to have six to 10 people under one manager when in the days of growth, some managers had 20 + employees under them. Now that the tables have turned, we still continue to see all managers protect one another. All of them are untouchable when it comes to layoffs. There are about an honest five percent of them who do care about what they do and come in every day, work a full shift and enjoy their jobs. The other 95% screw around all day and by that I mean literally screw around with other staff all day. These people take two, three, four hour lunches. Some don't show up for days on end. When it comes to tardiness, all of them either come in late or cut out early. There is no exception to this rule. They all do it! Those who do show up are just coming in to make an appearance. No real work is completed when they come in. Absolutely zero accountability! It would be funny if any upper management cared enough to actually pull badge in times. They would clearly see that only about 15% of management is all that is really needed. Too bad there is not one good apple in the basket. It is a shame what happened to this company. Bad management is always the downfall of any good company. This company was an innovator long ago. Those days are long gone now. Any managers who have been managers for more than two years need to be let go. Without making a drastic change, these lifers will remain in these positions where they are used to doing nothing. They will continue to cover each other's backs by lying for one another. All of them make excuses for why the other is out or late. They claim they are working from home and will just leave the laptop on so the IM shows they are online. If you try to IM them they vanish or log off. They pretend that logging into a computer at home is working. Save the bs! Everyone knows these people do nothing all day and try to find any possible way not to work. The best is when they have their "meetings", yeah, right! People are not stupid and just because people are low on the totem pole does not make them stupid. Everyone knows the managers games. If the new company really wants to change things, they need to take drastic action and fire all of these people immediately and start with fresh blood. People who are not set in their ways and have actually been managers at real organizations. Not idiots promoted from within because they have been with the company for 10+ years. A person who became a manager 10+ years ago, they have no idea what it is like to work on the floor. Heck, managers with the company over 2+ years have no idea what it is like to work on the floor. Their world is still IS3. Fire all of them or watch the company turn to ashes.
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The founder, Mr. Sperling is turning over in his grave watching all this unfold. What a pathetic group of senior leadership at UoP. They ran this organization into the ground through greed, gross negligence and mis-management. This new company should replace the top 5 positions of senior leadership of Apollo Group/UoP
I'm glad I sold my stocks in 2014 because they aren't worth squat now! Sad is an understatement.
@Campus Ops, sounds like you have a dilemma.
Managers in general are just not held accountable. I see them leave for 2-3hrs then comeback and leave for lunch. I over hear them talk about picking up kids during work, getting pedicures, running errands even coming back from a long absence with a new haircut so you know it wasn't work related. And they wonder why the company is doing so poorly?!
Managers are peons too but its not totally their fault that they can go to the gym for hours a day and not do anything to help staff. The system was set up that way. Once they figure it out all those lazy assmanagers are getting walked out. Hopefully that will help the company. There is no way the company needs one stupid manager for less than 20 people.
Say what you want about managers, but Pat is a phenomenal leader that really helps us grow especially during these changing times. Enrollment would never be the same without him. Each one on one I walk away knowing exactly what my strengths are as well as areas I need to focus on with the tools to do so. Too bad I can't say the same for our academic Nancy and finance josh management counterparts. What exactly would you say they do here anyway????
Camden,
Give it a rest, would you? You haven't worked for UOPX or for Apollo. What you have to contribute in this forum is hearsay and animosity. Try to get (and keep) a job. At least the people who work (or worked) at UOPX decided to do so to earn a living. That is far better than repeating the same vitriol week after week, month after month, year after year like you do.
Quit whining and quit. You are just jealous cause we can $hit on you peons and you can't do squat. We will join together as managers and cover for one another because that is how we roll. You peons are replaceable, we are not. You will learnt when you get smart to just quit. Don't worry we will replace you with people who will work for nothin.
Love UOP,sorry for your troubles... People! I have a solution if you hate your job, quit! It is very simple.
@Falling to ashes, groupthink and a culture of silence have dominated Apollo Group/University of Phoenix for years. There have been people who wanted to change the direction of UoPX--even if it was merely in their classrooms. The consequence was that they were harassed for trying to do the right thing. Meanwhile, other teachers fell in line or quit. I'm not guessing this, I have gotten emails from University of Phoenix teachers (and former teachers) who told me so.
Well as long as they keep paying me and I can get away with doing everything you mentioned, I will continue to work the system.
I couldn't agree more.
There are some really worthless managers around here, I know one that has been here 13 years and she is f*cking worthless.
How she has hung on this long is astounding.
It is actually pretty sad.
And what the f*ck are all these meetings about?
Something is definitely going down.
Management negligent management needs to keep some staff on board to bail water out of sinking ship and keep enough support so they keep getting paid. Those that are trying to keep jobs and have a work ethic are being worked to the bone and become so stressed. it would be a good plan for a manager to work an advisor hard so their cases or accounts are cleaned up before they terminate them. It is hard for advisors to have to take care of their assigned students and take care of the students from their teammates who don't show up...increasing the burn out syndrome and decreasing customer service and any ability to actually care for students efficiently. You can't give world-class customer service and not make mistakes when you are going from phone call to phone call and working with mutant computer systems that duplicate and create tasks that are ineffective. hey why don't you waste your time updating credit cards that have expired for students that have been out of attendance for over 6 years. Then managers blame you for unintentional errors and errors made by the computer system as a means of reducing staff and in a large number of cases they are breaking many state and federal laws. additionally none of the managers are consistent in policy. you may have two advisors doing the same thing under two different managers and one manager is working to terminate that advisor and the other manager does not terminate another advisor for the same exact performance. So it becomes a matter of manager discretion rather than actual written policy. There may not be. a huge number of discrimination lawsuits that can be found as a matter of public record because as an example if EEOC complaints are filed, mediated and then settled so they are not a matter of public record ..only the cases that go to the lawsuit level can be seen as public record. One would hope that if the EEOC sees a large number of complaints that they would pick up the ball and file a federal lawsuit against University of Phoenix to stop ongoing bad behavior. UOP counts on employees being afraid to file for fear of losing their jobs. The University covers themselves legally by getting laid off enployees or terminated employees to sign severance agreements or by settling EEOC complaints at mediation level to avoid a public trail of misbehaving they also are discriminatory in not offering voluntary Severance packages to all enployees that may be facing lay- offs. it could be cheaper to pressure them to a point of being able to terminate them verses offering a voluntary layoff package, especially to long-term employees. Pressure to sign non-disclosure agreements as part of the settlements saying they cannot discuss any settlements or they sign away any monetary compensation if they do file an EEOC complaint. Most likely if you file a complaint while you are still employed you live in fear of retaliation and constant pressure. if you file after being terminated it looks like you are disgruntled verses having a valid complaint. if you call around and speak with employment attorneys some may be forthcoming in saying they have handled many UOP cases or you may get EEOC reps to share some experience with UOP in a round about way...just depends on who you talk to and how forthcoming they are with any information of their experiences. Settlement in mediation avoids bad publicity. long-term employees are well-versed in how UOP has and is operating. FTC is still demanding documentation so it appears cooperation may not be evident...but you have to have some staff on board to audit accounts and to try to keep the ship afloat for audit , investigations and to get the buy- out conpleted. Rumor has It that the buyout has to be approved and finalized and that may not happen until August so they have time to evaluate and make their reduction-in-force happen either voluntarily or by termination. It appears they think that the Vocado computerized financial aid system will eliminate the need for finance advisors-- hypothetically. it would appear if you are eliminating Finance advisors that you won't need as many Finance managers. So managers eliminating their staff and trying to make points for themselves and trying to impress their directors ..may be working themselves out of a job if they don't have anybody left to manage..hypothetically. it could be noted if you see a teammate that is absent a lot...but somehow manages to keep their accounts up to date while you are working your accounts and their accounts and they are not experiencing write ups you might assume they have filed a complaint and reach some kind of resolution that is offering some kind of protection perhaps by FMLA or disability or such ..allegedly or hypothetically. many inconsistencies in the UOP environment which will eventually or is creating their downfall. pretty much a sinking ship and the environment is toxic and morale declining...recommendation to update resumes. good luck to all..lot of bad things happening to a lot of good people.