Thread regarding Optum layoffs

Outside consultant being used to evaluate employees for layoffs?

I heard through the grapevine that a consultant was hired to analyze and evaluate employees for the Dec 2019 layoffs and will also be used in future layoffs. Can someone confirm if this is true? Is an outside consultant really recommending who should stay and who should go at our company? If so, I'd like to find out what criteria they are using and who are the final decision makers. Any insight would be great.

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Post ID: @OP+15clHojJ

14 replies (most recent on top)

From what I understand, an outside company was hired and are making all the decisions. My Director and Associate Director have had no say in the determinations. Found out today that half of my group was let go. Including a handful that my jaw dropped at hearing their names. This is incredibly unfortunate and devastating.

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Post ID: @6byb+15clHojJ

23 of 89 (Chosen pool) in a RIF at Payment Integrity’s Coordination of Benefits this morning.

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Post ID: @5fvg+15clHojJ

Yes they do have an outside auditing team for the shareholders. As an employee we don’t hold any value to them... we are all just a number. Your manager can set you up for failure or success. They can give you “work buckets” ques with little to no claims to process which of course will not allow you to hit your performance. SO when the auditing team comes along your scores come in low. It makes me sick... really pray for a lawsuit to go public. This is a toxic culture.

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Post ID: @5jrw+15clHojJ

You prepare a mix of highly paid performers and then balance it out with some lower paid underperformers. Nice way to avoid age discrimination charges.

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Post ID: @3dip+15clHojJ

Yes its true. Other areas are using them currently or very recently within the uhg side. The leaders of major areas are being asked to reduce expenses. Basically find a certain amount of money. It happens every year but may be more than usual in 2020.

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Post ID: @3fem+15clHojJ

They’re generally using a bell curve approach on layoffs: Low performers will be let go because it’s easier than managing people out via the CAP process and then anyone who is high on the pay scale for their GL is at risk simply due to cost. They’re aiming for average performance at the lowest cost possible.

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Post ID: @2opo+15clHojJ

I was laid off in Feb 2020. I received my bonus and because of the amt, I do not think the layoffs are performance based. In our area, it appeared older workers (Such as me) and those that had been out on medical or maternity leave.

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Post ID: @1chu+15clHojJ

I was laid off with 70 people in early March 2020 and I heard from former coworkers that the layoffs are 100% based on performance and that is how the decision is made. The strong performers on my team were NOT laid off and have NOT been laid off to this very day. That speaks volumes in my opinion.

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Post ID: @ypj+15clHojJ

This is true. Consultants were used and they made recommendations on who to layoff.

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Post ID: @rqj+15clHojJ

It’s called the MOVE initiative. It’s on the Hub. Yes consultants came in and showed leadership how to cut costs aka RIF

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Post ID: @nmc+15clHojJ

Is there a way I could anonymously get in touch with the Consultant? I could give him a list of at least 40 people that -if laid off- would have minimum impact on UHG or Optum.

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Post ID: @zct+15clHojJ

There is a previous post Criteria for laying someone off that discusses these things you might want to scroll down a bit and review those posts.

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Post ID: @thq+15clHojJ

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