One on one's w the Enrollment Manager's--are they trying to find reasons to fire Enrollment Adviser's?? That is probably why your one on one's are in a closed room? Has anyone you know been fired for anything?? So they don't have to pay out severance packages? How many ACC calls are you getting a day? Is U of PX still buying leads? Or are they calling very old leads? Is your mgr still stressing to get referrals? Share what you know? Your thoughts???
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Walking on egg shells
AM I THE ONLY ONE WHO FEELS THE BUYOUT WONT GO THROUGH AND THERE WONT BE LAYOFFS??
I had an interview with a company that U OF PX buys leads from and that company told me that U OF PX STOP BUYING LEADS IN JANUARY....so this info on this website is true....how the f--- can you enroll more students if you quit buying leads.......LOL...what the hell is mgt trying to do ?? lol
I worked in finance and I got f---ed by a manager. She was on my assabout everything. She gave me a DM and included things that she let other people on the team get away with. It's garbage. The whole thing is f---ed. It's this simple, if your manager likes you then you are on f---ing easy street. If your manager doesn't like you, then you are f---ed. There are some real cunts as managers as well.
I worked in finance and I got fcked by a manager. She was on my assabout everything. She gave me a DM and included things that she let other people on the team get away with. It's garbage. The whole thing is fcked. It's this simple, if your manager likes you then you are on fcking easy Street. If your manager doesn't like you, then you are fcked. There are some real cunts as managers as well.
Joan Blackwell sent out an email about no longer buying third party leads. They laid off 22% of the QC in November for that reason. However, I got a few people on the phone earlier this year who said "I was just applying for a job on Monster.com" who were brand new leads in our system. :-/
Used to be UOP treated employees like humans who make mistakes and had fail safes in place to avoid a lot of the common mistakes. Then the big push started to enroll faster and faster and more students... increase numbers plus new mutant computer systems Now they are looking for anything to get rid of employees without severance packages. Suddenly long-term employees are gone and even if buyout is successful they will reduce salaries or fire and rehire newbees at much lower salaries. Good luck finding current or new employees that don't make mistakes under their pressurized system. There are people who make massive mistakes but are somebody's favorite and they don't get fired. All management discretion on how mistakes are handled... no defined process where all are treated the same. People are human not robots. Majority of mistakes made by SRM crappola computer system. UOP is done...karma is knocking.
They are trying to fire enrollment for any reason ! I was fired for making a mistake and putting student in wrong first class...been w co for 7 yrs.......share your thoughts ?
Managers, directors and HR are ALL involved in DMs, written warnings, reviews, terminations and lay offs. Seriously who would not know this? Probably someone in management or denial. It is truly not hard to figure out who pulls the trigger in these matters.
HR does not fire anyone they dont even know who works in what department. Your manager inititiates the firing and we process. Every lay off is determined by your manager's input. By the way, theres a Rocs/Cweb that you see and acknowledge then theres the Rocs that really matters. There's parts of your weekly one on ones that you dont see. Manager's submit regularly so they can identify who is not performing or is performing least. Anyway you look at it your direct manage has a hand in who is laid off. Also, the flag rewards are just smoke and mirrors to give staff the perception your doing well and so we can "show" FTC (preservation hold) that we aren't about the number when in fact its all about conversion numbers. Do you know of someone that was laid off and had a Gold flag? The reason is results are on a randomizer so you could have 3 Regs and 1 referral which as we all know is not enough enrollments. Scatter plots are also bogus. If they were real they could show you the exact formula they use to compute but they dont because there isnt one.
The above poster must be an executive and in denial. A colleague of mine was let go a few weeks ago for "poor performance." You are either an obtuse idiot or a willful liar--likely a combination given your post and position.
you morons. EM's have NO power to fire you. HR chooses who goes and it is NOT based on performance. No managers/directors have input. When will you drones learn?
One on one interactions are for some slime ball managers to try to get in your pants. You know who you are. Right Mr finance manager. You perverted adulterer. Anyone who works for this guy or near knows exactly who I am talking about. I saw him with about 10 instant messages going the other day. He thinks he is so sly. Get a clue, you are old and everyone knows your reputation. Go find a new job you lifer. You don't even show up or work. Aftet all this time you are still getting away with this crap. You pretend to be in meetings all day. Everyone knows your game. Move on already before I turn you into hr.
How often do enrollment advisers at "real" universities have performance reviews? I'll tell you: once, maybe twice a year. One-on-ones are nothing more than pressure sales sessions, designed to intimidate an adviser into enrolling anyone. UOP is a sham.
Yes they are trying to find reasons to fire any advisers ( enrollment, finance & academics , etc) one reason is to avoid severance and also to reduce payroll. They have been forcing all advisers to ask for recommendations/ referrals for last 2 years which makes UOP appear desperate for new students. Don't know about their process for leads, but with their image taking a dive , it's got to be incredibly hard to get fresh leads. Awesome that your manager or any manager has the respect for any employee to have any one on ones in private. My managers never thought it might be any type of HR or EEOC violation by having one on ones in public at their desks so everyone could hear private performance or discussions between managers and employees. It's probably more fun to publicly adnonish or embarrass employees by having everyone hear you one on ones. Even if the one on one contains positive information... these discussions and whatever information is part of a one on one SHOULD BE PRIVATE. Has anyone heard a one on one in public between a manager and a director? I doubt it cause they want to protect their information but the same respect for their employees doesn't seem necessary. I believe it violates a right to privacy or does not protect employees' information. On calls per day depends on whether your whole team is in office for the day and if they are aux' d in. How much time is spent on each call to properly help a student? How many hours are there in a day? Managers have been setting unrealistic expectations at UOP for quite some time. Control Breeds Resistance not higher performance. Being judged for taking care of your own team numbers while taking calls for other advisors is a messed up system. The number of managers and advisors is not balanced on all shifts which outs unfair pressure on some advisors on different ( later shifts). At this point they are trying to find ways to get rid of people and the reasons don't have to be valid. This company is finished.