Thread regarding University of Phoenix layoffs

We were taught by our director to "give reviews based on a "curve" and our gut feeling rather than the employees actual performance. We were also coached to document every single little thing so we could build a "time line" of events for problem employees. Our director would have us write someone up for one thing and then immediately turn around and issue a discussion memo or written warning following it so it would get them closer to a termination rather than writing it all up as one coaching session. His favorite thing to do would be to have us tie their low performance to a competency and write them up for that. If they were great all around at the job in general, but maybe lacked in dials, he would have us tie it to a competency and hand them a discussion memo or written warning. Out of the few companies I have worked for, this one by far takes the cake for shady practices when it comes to firing employees that pose as a danger or threat of exposing them.