I've been in a past situation where one career college chain was purchased by another, but in that case the purchaser was much larger and established in the industry. At first everyone was told "we're not making any changes, you do what you do best and we just want to stay out of your way." Within a couple of months it was announced that the admin areas (accounting, HR) would be dissolved and the equivalent new parent departments would take over those functions. Then for about 4 more months it was all happiness and light. Then...BAM! major layoffs and shifts with the new company's staff being moved in in force to take over. At that point there was an intent to shock and disorient people to prime them for a cultural change. I've overseen several of our acquisitions and they follow a very similar pattern. ECMC does not have school managment experience, so they may have to rely on our notoriously top heavy and inefficient management for quite a while. How long do you think it will be before the SHTF? Maybe a casual wager? I think I'll still say six months, since ECMC should already know that our culture is deeply sick. They're not paying much, but more than other suitors would pay because our company is festering and on life support.
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Enrollment reps making more than 40k will be brought down to that price or fired. Non profits don't pay telemarketers 60k to not make a profit. Plenty of layoffs still on the way.
Usually management goes first in situations like these. I don't know what crack 49908 is smoking because management is never the sacred cow, they are first on the chopping block.
Given ECMC doesn't have academics in place logically the teaching staff would remain intact first and foremost. Upper and middle management will be culled and any other departments where they may be duplication of function such as accounting, purchasing, human resources, etc will be culled.
Ok, go ahead and squeeze your sphincter because it will be a wild ride the next couple months.
The SHTF for employees (replaceable) but not for managers (irreplaceable) . That's Business 101. We'll all get a chance to clean our areas of anyone who has been disrespectful toward us, has complained about us, or has an attitude. I plan on being ruthless. Nobody stays unless I am totally assured of their absolute loyalty and willingness to do whatever it takes to get the work done. You might want to think on that for a bit.
Three...two...one...OH SHIT IT'S HAPPENING NOW!!!! ECMC is here and I'm being carted away! Somebody please help m
876: FOUR complaints against DS?!? You've got to be kidding me, or are you just a "keep to yourself" kind of person? I have personal knowledge of over a dozen complaints against him, some with multiple plaintiffs and involving some pretty serious shit. HR just works with him to try to identify the plaintiff/s so he can dish out some extra abuse.
863 - I don't know how many times I try (and fail) to explain to outside folks what we have instead of an HR department. Most companies' HR departments prioritize the interests of management over the interests/rights of the individual. That's normal. What people don't understand is just how blatantly abusive (including outright racism and sexism at Socle Tampa) management is here. CCi supposedly has an HR department, but as far as any of us knows, it has never once investigated a complaint against a manager here (even DS, and I personally know of at least four complaints against him). We've had reps become seriously ill from the stress they endure here, but their only option is to quit and lose their health insurance. There is quite literally NO employee support under ANY circumstances from CCi HR. I wonder if ECMC could possibly be as bad.
I concur with your evaluation on how mergers and acquisitions go down. Have experienced the same thing three times. The key to all of this will be the culture at ECMC. I have heard the same thing about their collections processes, but what collection process isn't like that. Good thing is that collections isn't all they do.
Colorado is down to less than half of the maximum # of seats we have. Not sure about Tempe, but there have been very few new hires in either facility.
I meant "well-run chain"...
868 - how in hell do they have the manpower needed to manage an operation our size? If they were a billion dollar tech start up purchasing a well-run change as a lateral expansion, that would make some sense. But this?
The entire workforce of ECMC would fit into Tampa Online's office, current admissions staff is at levels needed to process all the calls that come in from students wanting to attend Everest (another reason for not changing the name,) and large new hire groups in student finance, student services and career services have been trained and are just now moving into Tampa online office (don't know what's happening in Tempe and Colorado)
I'll say 4 months. 3 months to evaluate, 1 month to plan the changes, and then SHTF! At least that's how I think it will work out for a lot of managers and above. Other than that it could be very little change, except for Admissions of course.
I'm COS but came here after working a Cali school and doing a stint at CSC. I'd say time to craziness depends on a few factors: (1) Does ECMC have a professional and robust HR department? This is very important since every CCi environment I've worked in has extremely abusive managers (the Alpha Dogs) and then others who look the other way. Our working conditions create legal liability and will be addressed quickly if the new company wants a functional, motivated work culture. (2) How different is ECMC's culture? I've heard that they are known for ruthless, aggressive harassment of late student loan payers. That sounds familiar. If they are also bullies who use intimidation and force to meet their goals, then they will not be shocked by what they see in the schools, either in how we treat students or staff.