Keep hearing this date for bank. It’s getting closer. Anyone in the know?
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there are a bunch of fluff jobs that don’t do anything and SM/PO has a lot of overlap but they’re accountable for the actual work getting done by the business
you need a single point of accountability because a blob of devs will get scattered and fail to deliver - it’s been tried
also let’s not pretend being a dev at USAA is hard work. i was a dev for many years and i see the code that goes into iterations
like 15 lines added or modified and some MRs and that’s your 2 weeks of work and crisp 4 hour workday 😂
back in my day we had to write entire features worth of work in 2-3 weeks and we take 3 months to do it
there’s plenty of coasting going on across the board - USAA is a CUSH job and should be appreciated for any NMC role
There were layoffs in the AML/OFAC compliance department today
It’s happening today in the bank. Not sure of the impact in other areas, but in my area there will be a fairly broad but not too deep cut.
Preach. I cannot agree more about useless SM’s. I’ve watched one somehow become an RTE and still be more useless than they were as a SM. USAA sadly rewards more so those who are puppets than contributors.
The only thing senior leadership at USAA is interested in is lining their own pockets with the hard-earned dollars of enlisted members of the U.S. military. People that have never served like WP and his minions have no business running this company other than to steal from the members.
If the senior leadership at USAA wanted some actual ROI on their decisions, they would get rid of APOs, and most of the Agile employees. Scrum Masters, RTEs, and other Agile strap-hangers that have never written a line of code need to be shown the exit door. Most of these folks were brought on as remote workers during COVID and contribute less than zero value to actual USAA culture.
People that are disabled need accommodations. No one at USAA or any other company needs your discriminatory nonsense. You sound like a member of the pampered EMG vs. an actual working person.
It would also demonstrate that USAA culture has migrated to one that talks the talk about supporting veterans but doesn't walk the walk. The vast majority of managers at USAA have never served and have no clue what serving actually involves. Zero-day PT doesn't make up for having ZERO actual connection to the military.
A critical group at USAA that could be discriminated against is disabled veterans. Once the VA provides a disability rating for a veteran that is non-zero, that puts the veteran in a protected status against discrimination no matter if it is 10% disabled or 100%. I predict that there will be an uptick in employee lawsuits in the future under the ADA based on discriminatory practices that violate federal law. Disabled veterans who believe they are impacted are free to sue under the ADA and are not bound by arbitration since this would be a violation of federal law by USAA.
Every team I'm aware of has a lot of dead weight with employees who don't contribute much.
Bring on the PIP fest
Agree @1jsp+1uy5jGth "They should run reports to see how many of these mandatory pip's are being levied against people of color and other prohibited bases."
I can't help but notice this in calibrations, but I don't have overall numbers either.. needs to be transparency there. No one ever challenges pips either.
I can confirm there were no fake pips. People not hitting numbers and peer average who probably should have been on a plan long ago. For most of the duration of Covid there was a lack of accountability and it finally started being enforced the last 12 months. Thank god. There are people who do exactly what they are supposed to do. They are hard working, loyal people with integrity who show up and show out. They come in day after day no matter how hard it is and they deserve better. The lack of accountability has allowed people with made up Jars to feel comfortable playing by a different set of rules. They feel good enough to take international vacations and post all over social media but can’t make it into the office once a week that’s right down the street from where they live. It sh--s on everyone else who has sacrifices they make just to be able to show up. I pray the people who are left are the associates who truly want to be here. The members are amazing, the frontline is as talented as any place I’ve been over my last 25 years, it’s time to drain the swamp. I’m tired of watching people take advantage of loopholes in the system and preying on the accommodations that were set up for people who genuinely need it.
Sincerely,
One fed up customer service rep
What's been referred to as "phoney pip's" on this site, if it truly is a concerted effort with a quota per team I hope there is some oversight and they realize it's being used as a pretext for retaliation some of which may be illegal. They should run reports to see how many of these mandatory pip's are being levied against people of color and other prohibited bases. I am white and conservative but just stating my observations as I have a serious disgust towards usaa's practices or any company that does this.
September has been a critical date for all major projects within bank. Recent change is they push to October. Leadership symposium was moved up a full quarter. I can confirm the fake PIP based on a rack and stack effort, this is to get the appropriate head count per position. This is enforced by quiet firing practices, that is to say, unclear expectations, early execution or completion by the goal creator, excessive urgent tasks.
I do want to call out the anon who is stating they haven't heard the date or timeframe, but did not say they didn't hear that it would be happening. Just there is no confirmed date....
Why are layoffs drawn out so long, with no end in sight? It's terrible for morale.
Everyone can also see through the RTO and fake PIP scheme.. USAA has lost more in muscle than in fat, which is sad...
There has been a "quiet confirmation" from some mid-leadership that we can expect lay-offs beginning the week of 9/23 and continuing through the week of 9/30, across the Bank. "Supposedly" this focus is on APOs - which makes sense given the number of DTPM roles recently posted.
They have been pulling out the PIPs and lowering certain individuals' performance ratings lately. Yes, they are trying to force people out. Next comes the layoffs. Plus, I have been a contractor for years, and so I get a lot of notifications of opportunities. There has been an increase in ones that are USAA. They are lowering the bar on experience, probably to save the almighty buck. Once they get contractors who are willing to work for this sh!tshow, expect even more PIPs and other antics. I have told my network of recruiters that if it is USAA, I do not want it.
Yes layoff notifications to occur across several areas of the company week of 9/23. Includes Bank.
Count 60 + 1-2 days from the last batch of layoffs and that is when the next round can occur. They don't always have to report to the TX WARN but also can't continuously layoff because they don't have the support staff to handle that many transitional employees self once
If you have to ask then clearly you are not.
All I’ve heard was that another Reorg was going to occur in the Bank. But didn’t hear any particular dates.
Out of curiosity, where do you keep hearing this date from? I am in a position to be privy to that information. I have not heard one peep about that date or a timeframe.
Who are you hearing the date from? I had heard people speculating about next week but didn’t hear Tuesday specifically. I do feel like there have been a lot of people within the bank that have left in the past 30 days, so I don’t know if they’re doing some preliminary house cleaning before next week or what.
Haven't heard anything but I'm not privy to anything.