As a coach, I can tell you I can't select someone to cut or stay. We do a PITA on each associate on our team. I am not able to select a certain person to be laid off because they are stressed and I think they will be better off RIFd. If they are exceptional, I can't judge that. I can't keep someone on my team because I am friendly with them. I don't have the ability to do special requests. I do an assessment based on several things but in the end HR makes the final determination. If you are a superior associate in all the categories, it's pretty much a guarantee you will stay. If you are lacking in some areas, there's a good chance you will get cut. You may think you are above average but compared to your peers, there might be a category you are not as strong in. As a coach we know attitudes and adaptability. We know who is just going through the motions and who truly likes what they are doing. Sorry, it's not really up to us to decide in the end.
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My coach is awesome. Seriously, there is no one better than her. And I’m just gonna say- I WAS RIF’d, and I am not the best employee on the team by any stretch, but if the coaches and COMs got to pick who stays and who goes, there are quite a few dummies on my team who stayed that would have been gone long before I was. Y’all are crazy if you think they got to have a say in it other than filling out the required form of which you speak. Look at the teams. Look at who is left, and who is leaving. Tell me you think the coaches chose it to be that way?? Some of the people still on my team are absolutely the most rude and insincere, impersonable people.... no coach would choose to keep them regardless of call score or MPS score just due to personality alone. I swear I think some of y’all come to this page just to see how much dirt you can kick up. Bunch of nonsense.
Not impacted here, @RNoRbgK-1igf......oh you "heard" that those were items on the assessment and you think that people who had ineffective/inept coaches are conspiracy theorists and you can "tell" that those people were not adaptable. I am glad to still be here, but everyone who complains about coaches are not conspiracy theorists, like what the hell does that even mean? Does that mean that all coaches at HAH are awesome and there is a group that got together to make up stories that there are bad coaches? Are you worried that maybe some of your staff are on here talking about you? 1) Being in a position of authority means that the people under you will criticize and critique you, just part of the job 2) Don't be a crappy coach and you won't have to worry about it. Conspiracy theorists lol
so in other words if you had several deaths in the family and had alot of time off and used your PTO and your coverage team did not do as much as should then you are essentially screwed
I heard there are categories like communication, team player, adapting to change, positive accepting of new programs/benefits etc.
If you are on here whining and creating conspiracy theories you probably had a coach that could tell you aren't adaptable and positive and a team first person etc and so you rated low on non metric categories and got impacted.
In this environment we have to be excellent in every way not just metrics or we are making ourselves expendable. Focus on work and team and we will be ok.
@1xff that's good advice and I hope someone who is in the same position I was in will take it. I fought with myself for months on if I should report her to HR. I legitimately feared retaliation. The end result is the same for me, I'm still being let go. I would make a report now if I thought it would do any good, but I know the decision to let me go will not be reversed at all.
I am glad there are people who are willing to go to HR, but I am not one of them. I had a coach who had favorites, there was a lot of inconsistency between teammates. I was not a favorite. I did not feel that it impacted me, but it definitely impacted others. You did not want to challenge or get on this coach's bad side for fear of becoming this coach's target. Some on the team did go to HR about it, but nothing came of it. I thought HR (or anyone) might reach out to other team members to see what we thought about the accusations but they did not. This person is not my coach now, but is still here and from what I understand, is not part of the most recent RIF. I think HAH has good intentions when it comes to this issue, but I think it is hard to fire someone, hard to hire someone new, etc.
Here's some advice take it or leave it. Register a complaint with HR. Once you do that get a ref #. In Humana policies is a section about not taking reprisals against people who make concerns known. If you then are, in your view unfairly treated, you can take that Ref# and the Policy about reprisals and seek legal advice. Remember to take accurate records during your call to HR and also remember to make this call on an unrecorded line.
Unless you are prepared to speak up there will never be any action taken against bad coach's. Humana do not want to go to court for bad people. It is less expensive for them to remove bad coach's than hire lawyers.
I am a coach. Poor coach's should be fired. Nobody should be expected to work in an atmosphere of intimidation. If your concern is real and their is proof HR will work with you to address the problem and seek resolution. Also insist that all coaching and 1:1's are done on your work phone. This will create a recording which HR can access. Note the time and date of coaching and 1:1's. You will not have access to these but HR will and a Lawyer would if that were needed in court. Trust me on this, that recording would be provided.
Please don't respond to this message if it's just to deny this is factual. I know this works I have seen it work. The choice to follow this advice is yours.
My coach has shown obvious favoritism from the moment I was put on her team a year ago. She has always referred to the people who were on her team before the rest of us were as "her team" and we were the new people. I've been on her team for more than a year, but I'm still one of the "new people." In a years time she has never bothered to even learn my name. She would answer me in chat by the wrong name, she even put my name wrong on the team call tree once. She's sent me emails intended for some one else multiple times. Guess who all the people who got the email for the confidential meeting on my team was? I'll give you a hint, none of us were on her team more than a year ago. Don't tell me how the assessment was meant to be fair because that's b---s---.
I have a coach who is biased, this coach has favourites and I am one of them so I benefit from it. I did not try to be a favourite, not sure how I ended up being one, but I am. I am 100% sure that this coach would say that they are 100% not biased. Bias is usually subtle and often the biased person does not know or admit it, especially to themselves. Not sure about the pita assessments, but trust me, if this coach can find a way to influence the assessment, they will.
You may be among the best on a team but how does that translate across the 1500 nurses?
I did not state that all coaches or coms showed favoritism and were unethical. I merely meant that the possibility exists that for favoritism to be a factor in the decision making process and chances are that it occurred in some instances. It’s not 100% either way.
Favoritism is unethical. It is possible but it's wrong. Just because it's possible doesn't mean it has to happen. There are things in nursing which are unethical, this doesn't mean we all do unethical things. I resent the suggestion that I would pick and choose based on my likes and dislikes. I have a personal code which does not allow me to do such things. Also I would say this. I am happy to justify the reasons I scored people as I did, but I wouldn't try and do it here. Some of the people who visit and post here are almost scary.
I call BS. Numbers and metrics were only part of the PITA evaluation. There were also questions that were answered based on the evaluators opinion so there was definitely room for favoritism if the evaluator was unethical.
The PITA survey DID have areas that allowed for coaches, COMs, and Directors to be able to choose who they wanted to keep. Anyone who is telling you different is lying. I promise you there are COMs, coaches, and associates who would not have been impacted over the last year if the assessment was completely based on facts and no opinions (favoritism) was part of the process. There is nothing you can do about it because HR allows it, so you might as well move on!
My MPS is great. My audit scores are good. I volunteer for special projects all the time. I offer to help my teammates routinely. I have only had 1 upto ever. I am a SME. I do my surveys when they are do. I had a high HEDIS completion rate for 2017. I was also let go in this round. What other criteria were we graded on? I honestly cannot think of a single thing that made me the weak link. I'm asking anyone who did the point in time assessment, what other criteria was there? I'll be honest, I feel angry and betrayed. I work really hard and I do really well, so why was I laid off? My coach even told me when I had my annual review that I was one of the strongest associates on the team.
Coaches have been let go the last five rifs. Guess we hand picked ourselves to lose our positions too huh
Or people pretending to be coaches cause face it. Isn’t it easier to blame others Instead of just knowing it is what it is.
There was a post on here a few days ago that I believe was deleted about a com telling people in a meeting that the coaches decided who went. Coaches commented on that post and admitted the pita had room for bias and favoritism due to being very subjective.
When that person also calls in frequently and we cover their roster for them frequently it's fairly easy to say they are not well performing. Their documentation is nearly non existent, they have members who have been managed for literally years by them and never had a survey ever completed. Everyone has access to HCAR and can see how many contacts they make when they do work and it's not much, so I can reasonably say their MPS score is likely low. The only thing I can't reasonably guess is their audit score. I'm sorry, but we all know who on our teams are strong and who are weak.
As a peer it is hard for you to know if someone in your team is a high performer in every category. The most visible us metrics and call audits but there is so much more to being a high performer
I find it hard to believe that people think the only two items that make you a great employee are call audits and contacts. Although all are inportant there is so much more. Do you volunteer to do other things. Do you call in a lot. Do you do the role requirement and are green in mos or are you exceptionally green. That mps shows you the average person in the role as a peer average. That means there are many well above and below. Do you embrace the changes and come with solutions or do you complain about it in chat. Do you get members enrolled in Ivr and close those hedis gaps by getting those audits done early. Are your entire med lists updated routinely. Are all of your surveys up to date and updated with any member change. There is so much more. Someone getting 30 contacts a day may not be the best employee. Someone who has mastered racking up points in audits may not be having the most impactful contacts. The job you all do is amazing. You touch lives every day in ways you may never even know. You are awesome. Obviously 300 nurses were not in the verge of being fired for poor role performance. So a rif digs into good people. People let go we’re not necessarily bad employees. If you were not in coaching or in a pip you were doing a great job. With a rif it is numbers and where you fall in the overall hierarchy. Just remember that. You did nothing wrong. You were and are a valued employee.
@RNoRbgK-zai To retain or let go has nothing to do with being in a protected class. That has no bearing.
I know of 2 people on my team not impacted who are low performers. Neither are a protected status. But 2 people on my team impacted are high performers, 1 of which is a protected status. I don't understand how this is possible If it's based only on performance. I've heard others say something similar too.
We have said this I er and I we but I think the pain was too raw for us to be heard
This is the best explanation on this website and it is believable. Thank you for posting.
@upf....does that mean that someone not rifd could be staying not due to excellent performance, but because they may be in a potentially unfairly impacted group? Thank you for explaining the process
Thank you for being straightforward in your response and willingness to share. I’m a phc and I was affected this last round since lh is closing. I took my job seriously not discrediting anyone else. But it makes me feel good to know I possibly was doing my job well enough to make it to the end. Again thank!
@RNoRbgK-akq This has been said several times but through all of the noise it was not heard. The point in this post is that the coach can't do favorites. On the other side of the layoff the COM and Director are looking. If you give someone a pass and they are not good enough it's your butt on the line. 3 months down the line my COM has asked why CM x is not performing very well given they scored high on the PITA. The PITA is only done prior to a RIF and at times they will take the result of the last PITA if it was not far back. The PITA is done for RIF only. The annual reviews and other evals don't count EXCEPT. If you score low in those you are likely to be low in the PITA. Say the Pita scores 1-500 Each coach will do a review and a score will be generated. That score is added to a spreadsheet of all others in that role. If HR is tasked to lose 100, 300 or 500 people they take the lowest scores until they reach the number of people they need to layoff. HR check to see that certain groups are not unfairly impacted. The COM and the Director review the scores and discuss a huge number of people. The Director will ask all sorts of questions about Quality and productivity. If the decision comes down to attitude or other subjective point you better have a good answer. Age is never discussed. FMLA is never discussed. Race is NEVER discussed, S-xual orientation is never discussed. I have never posted here previously but was encouraged by the first person to post.
How often the assessments done on associates? Are the assessments done for rif purposes only?
Thanks for posting. This is the first post that I have read in regards to the pita that is believable. Thank you for posting this.