Associates in the impacted departments or business units are selected for termination in
the following sequence:
Contingent Workers (See Contingent Labor in Policy Source.)
Variable Staffing Pool and Limited Term Associates
Point-in-Time Performance Assessment
− Human Resources and business leaders of the areas to be impacted will work
with the managers in the impacted areas to develop a list of factors to be used to
assess associates based on the particular role they hold. A list of standard
factors is available, but may be modified or added to reflect the factors
necessary for accurately evaluating particular roles.
− Once the assessment factors are determined, for each role evaluated, the
business leader(s) and Human Resources will work with managers in the
impacted areas to assign a weight to each factor on the assessment. Human
Resources will maintain the list of factors and weights once finalized.
− Human Resources will provide the customized Point-in-Time Performance
Assessment Form and Rating Sheet with the appropriate factors and weights to
the managers in the impacted areas. The manager(s) will work with the
supervisor(s) of the associates in the impacted role to complete the Point-inTime
Performance Assessment. When completed, the supervisor will calculate
the numerical rating for each impacted associate and enter the information on
the Rating Sheet. Then management will submit the assessment form and rating
sheet on each associate to Human Resources.
− Human Resources will prepare a list, by role of the impacted persons and
their numerical ratings. The associates will be listed in descending order of
overall rating. Starting with the lowest rating, the roles will be eliminated in
ascending order until the necessary number of roles have been eliminated.
− Associates with unique skills that Humana highly values and which may be
difficult to replace may be retained in place of other associates whose
performance is rated at a higher level. Under these circumstances, the
associates with the unique skills would not be subject to the process identified
above for selecting associates for the RIF. This exception must be approved by
the Human Resources Business Leader.
− Human Resources will review the personnel files of associates to determine if
significant variances exist between the Point-in-Time Performance Assessment
and recent performance appraisals, disciplinary actions and other
documentation.
− The manager/supervisor of the associates in the impacted areas will be asked to
explain any significant variances between the Point-in-Time Assessment and
any recent performance appraisals, disciplinary actions and other
documentation.
− If fifteen (15) or more associates are impacted, Human Resources will perform
an adverse impact analysis for those associates tentatively selected for the RIF
to determine if a disparate impact exists based on the Point-in-Time
Performance Assessment.
Seniority
− When all overall ratings on the Point-in-Time Performance Assessment are
equal, the associates with the least company seniority in the impacted role will
be considered for termination.
Posted by @OvcmNYG-1jnv, is this legit?