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 manager 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 (culture) 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 but still get a Gold or Platinum flag. 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.
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I speak from actual experience, but if it doesn't happen same for all then that just makes the point that UOP does nothing by a consistent process. It is sad that ' adults' on this forum cannot have a mature conversation without having to use crude name calling. Finance can only reject ' regs' that did not meet requirements and were still given trouble for not looking the other way to make ' numbers' ; reflecting the company' s desperation and low expectations for student quality. I know that my 4th the manager in 18 months clearly had it out for me and after my voluntary ( forced), this manager did same thing (dial up pressure daily and set unreachable expectations) to another person on my team forcing that person out. This manager and director and assigned HR business partner ( they are assigned by colleges/ departments) were involved in verbal conversations and in writing. Clearly this manager had a specific demographic that was their target. That is the trouble with not having a process in writing. People that are in management then can pursue their personal agendas. Manager discretion.. Then when their pattern is revealed the company will use them as a scapegoat and act all shocked as if they didn't know what was going in. I know what happened in my situation for a fact and can prove it and know UOP has many cases pending against them for discrimination so I have no worries that karma is coming. I had managers in the past that would not take part in this type of unethical treatment against their staff but I'm afraid the majority of the ethical people at UOP are gone, are laying low, being pressured out, or are trying to make the difficult decision to leave this sinking ship as the stress is too much. I still have contacts from long years at UOP and I know no one I speak with that is happy to still be there. I have no worries that I speak truth about my experience with this sad example of a company. Managers and directors point HR in the direction of employees they want gone and they will make up reasons to make it hapoen. All you have to do is refuse to do something ( unethical) and they start their vendetta to get you gone. Just disagreement with an immature, stuck in high school manager can make you a target. Anyone left has my condolences and may the force be with you. Get off this sinking ship as soon as you can and hopefully on your own terms.
But as far as I know the ones that didnt get along with my manager are magically not around anymore.
I am a manager and have been for 12 years...NOBODY on my team was let go due to my input! I have lost some really great hardworking people, this person DOES NOT work for HR, just a pot stirrer!
So, when's the next round? Pick me pick me!
I love how you are "compelled" to participate in the "Eipc Awards" program--this school is more a high school than a junior college. What f---ing morons.
In finance coincidentally every FA I couldn't stand and wasn't quickly certifying packets was laid off or fired. Managers write up, memo and track advisors that are to be fired. I5ikeub-inmo (post below) is the stupid one.
So lost...managers have NO input. Directors get a call the day before on who gets the axe. Obviously posted by a whiny enrollment bitch.
They keep their processes as confusing as possible so no one can nail them down for not following that same process for everyone. Advisers in different departments and under different managers treated differently but it is SAME company. I heard mgr putting stuff on review about not participating in EPIC program..a bogus reward system set up by company that employees get taxed for, that means it must have some kind of tax reward for UOP. An employee is going to get a write up for not awarding points or compliments to teammates? Also amazing that advisers can get great surveys or feedback from students and not from managers. UOP changes their compensation and performance rating programs about every 2 to 3 years so their employees never get sufficient raises and the ratings are all different between different departments. Each student has an enrollment, finance and academic adviser and they do not get paid or rewarded the same, but each supports a student equally in their separate jobs--- complete discrimination. Keep changing the rules so no one can figure out the rules. UOP motto.