Thread regarding University of Phoenix layoffs

Just off a teleconference- heard June dates also.. my guess this time changes in academic affairs. Anyone else hear similar?

@GotTheTshirt, please email me, even if it's anonymously. What I am looking for is firings and compensation based on the number of people signed up--which is against DoED rules. I'm also looking for any exploitation of student veterans. Some EAs are stepping forward but it looks like UOPX does a good job of not directly linking the sign ups to benefits or firings.

Look, I don't get paid enough to sit and hold these military burnouts hands. I never probe anyone about military, promos or any type of discount. Why, because I don't care and neither does anyone else on my enrollment team. People are a number and I don't care if they succeed or not. Let the dummy finance advisers deal with them. I blame finance for everything because those people have no personality and have no idea how to speak to people. It is great when you get an FA on the phone and you hear them start to choke on the call. I love catching them off guard with cold transfers or simply getting them on the line and saying why has Lashoda not received her money yet. I side with the bum student and immediately any bad feelings they had for me go straight to the FA. It is actually pretty funny listening to them babble because most of the time they have never even looked at the students file before. They sound like liars right off the bat. I will continue to not care until they close the s%&thole down. With most people on my team, most have less than one enrollment since December. It is really comical that they keep so many people on who do nothing but play frisbee or surf the internet all day. If they actually wanted to make an impact, they would shut down external internet access through the desktops and ban all cell phones. Actually reprimand people who don't follow the rules. That will never happen because the company is too far gone for anyone to care. This Apollo Global Management is making the biggest mistake of all time. What a bunch of sucker's buying this heap.

Additionally properly identifying a military student and coding to certified advisers is not rocket science... Screening at enrollment using standard questions based on checklist is not hard and should become repetitive if you perform this same task over and over with same type of students daily. .same background questions (do you have military affiliation?), gather same documents, code to correct program of study and certified advisers as required. Repetition. Experience. Eliminate errors. ....truly not complicated.

Speaking to several points discussed here: How could managers and directors not have input into layoffs and terminations? They present the written DMs and write- up paperwork to employees for signature and give to HR. They compose the paperwork. .Given to HR to be put in employees files. There should be a difference between firing someone for performance issues versus having someone leave as part of a reduction in workforce. Creating performance issues to reduce workforce perhaps to avoid paying severance monies or to expedite reduction in workforce is wrong. It mixes two separate processes for conpany benefit. Managers and directors and HR are all involved in these ' processes' . Check jobs Apollo or UOP is posting this week..they are hiring for new experienced HR position..apparently they need to go external to get some experience or find someone fresh with experience or no culpability ( clues). Mgrs and directors point HR towards employees they want gone to meet their numbers. Many advisers have had 3-4 mgrs in last 18 months resulting in inaccurate and unfair reviews and evaluations. You don't get rid of your favorites. UOP was put on probation by Dept of Defense ( not long enough) and that is when the pressure began to get all advisers to take and pass military certification tests per presidential executive order 13607 I believe. Advisers had to take and pass this test to be able to advise veterans. Sone long- term advisers had already taken and had to retake new test. Taking and passing this test is one thing --- experience should have been required as well to make sure veterans were properly advised. DOD put UOP on probation but I don't believe their investigation was thorough enough ( political involvement) unfortunately advisers that reported or spoke up about any inappropriate handling of veterans accounts began to experience retaliation and some were actually terminated saying they suddenly after long-term employment had performance issues.Advised by managers with no military experience. This performance input came from managers and directors and provided to HR. Some students were referred to office of dispute management to file their own complaints in such matters when campus management did not respond Example of a case where husband and wife both attended UOP and husband is active duty is entitled to military discount and wife as spouse of active duty was to get discount as well. Husband because of multiple transfers between multiple advisers was not getting discount. new experienced adviser audited account and submitted to accounting to give him his discount retroactively.Wife handled by another advisor and graduated. Husband then questions his spouse's account and new advisor asked management to look into without any action from management...husband then referred to ODM for further assistance which got negative attention for advisor. But it was the right thing to do. Advisors without sufficient experience and Military certification per presidential orders does not automatically qualify an adviser to handle veteran accounts even if they pass a test. Multiple advisers talking to same student causes further confusion. UOP wants ANY available adviser ro answer phones. Too many cooks spoil the pot. Dealing with disabilties with some studenrs ( PTSD . )UOP thinks any adviser answering phone should assist student, but punishes each adviser for not taking care of their assigned students when they are taking calls for unavailable advisers... (heavy absenteeism, not taking calls). convaluted phone system. Students should be given option of dealing with ONLY their assigned adviser. Someone needs to investigate UOP records and verify advisers certifications and experience and then see if the proper adviserd were handling each of the veterans accounts. I am sure this is a huge task but it is more than necessary to find out if all veterans account are being handled or were handled by the appropriate standards and advisers. Trust me there were some very ethical advisers that brought up these issues and where subtly told to back off (if you dont like it here, move on) and some were even terminated for mythical reasons after long term employment. Conversations could be had with specific students to find out their opinions on which advisers they would prefer to work with and they could tell were more qualified to work with then some of their assigned inexperienced advisers. Often once they had a conversation with a qualified adviser and compared that adviser to the one they were assigned to, they knew by their own experience that they were asssigned to an incompetent or inexperienced adviser. Employees records should indicate their military certification/experience status and their experience working with military students. As UOP was re- organizating into 8 different colleges based on programs of study--students were reassigned multiple times to different advisers which caused considerable confusion on how the accounts were handled. Instead of having one military division that handles all programs of study and only military students, all the military students were split by program of study and to separate colleges and therefore may not have been handled by military certified advisors during these transitions which did not happen quickly. Massive recoding and more recoding of student accounts. Mistakes made by some advisers were attempted to be cleaned up by other advisers or may have been missed all together in the shuffle. Meaning mistakes made by a past adviser got blamed on the current adviser in their performance evaluations--- entirely unfair and did and is happening. Large volumes of students we're being assigned to small volumes of certified military advisers. These advisers were busting their humps to review accounts that were getting transferred to them to find any possible errors so they wouldn't get blamed for errors that happened before they had the accounts, plus keep up with current workload. Taking calls from old students that still wanted you as adviser and did not want an adviser transfer. New advisers would have to ask for documents and update files to match policy and this would make the students mad because they indicated they had sent in their paperwork many times and still was not showing in their files. Makes UOP look like they are not handling documents in a secure or competent manner. Many complaints have been filed but they are settled before they become public knowledge so it appears employees are not complaining or as if there are no complaints----_ FTC, DOD , EEOC, VA , SEC, DOL , DOE should all be working together jointly to investigate UOP on many levels looking at advisor' s certifications, retaliation, discrimination, equal pay/ compensation, wrongful terminations, HR policies, FMLA , ADA issues, information and document security, student recruitment and screening, standard adviser duties versus duties of specialized advisers ( not all jobs same even with same title), poor performance blamed on malfunctioning SRM and Vocado computer systems, greedy executives. .Sooooo much needs to be investigated. Too much to repair. Any students doing proper research will avoid. Bad image, bad brand. Even if the education is accreditted, brand has no positive association. Basic marketing 101. Pretty obvious. Sale is still not done deal. Down the rabbit hole. Madness. Verified by experience in this vortex. Too basic to not be true

@GotTheTShirt

You say it better than anyone else can. You have summed up the environment at UoP to a T. If your manager likes you, you can do whatever you want and if they don't you are f*cked.

The way the employees are treated is very unfair.

I can promise you managers do not have input on terminations. The worst enrollment advisor wont be let go unless HR says so. The best people are let go more often. People who have complaints on file with HR are never terminated. That place is a hot mess.

@Military students are viewed as nothing but a pita, do you know if vets at UoPX are aware of the GI Bill Feedback System? University of Phoenix is supposed to fix the problems almost immediately. It's option #2 in this article

....................................................https://www.linkedin.com/pulse/service-members-vets-fight-quality-education-heres-how-dahn-shaulis?trk=mp-author-card

It happens all day Cameron in regards to the military recruiting. The students are filtered through what is called a sprinkler system. Most are never probed by enrollment as being military members or spouses of. These same students will be assigned to normal finance advisors for months on end. The problem with this is that these people do not and have not been trained to advise to this group. They have no idea how the vouchers work, what forms need to be collected and what discounts they should be receiving. I have seen people finish out programs who are clearly military members or should at least be getting a discount get screwed. The school is highly predatory and they really don't care who is advising to who. It should never take more than a 24 hour period to get these people over to the proper team who can give our military members the service they deserve. The place is such a clusterfk that no one really cares to take the effort to get these people over to the proper team. When I say effort, it literally takes an act of god to get these students recoded to the military division. They must have two people doing recodes for tens of thousands of students. I have seen recodes take up to four months after request have been put in. The standard finance adviser has no idea how to advise to them so they ignore the student for as long as possible and hope that they are recoded so they don't have to deal with them. This is standard operating procedure at this place. Not one thing has changed even after all the scrutiny last year. I could not believe that the benefits were reinstated for this school. It makes me think that the people in our government must be just as lazy as the staff at the school. They just did not bother to research what is going on at this school. They pulled benefits temporarily just to appease the few complaining. Now it is back to business as usual.

@GotTheTShirt, you say that people who were not certified to recruit veterans were given improper advice. Was this reported to the Veterans Administration? If you have any verifiable information, you can send it to me and I will make sure that appropriate people at the VA see the evidence.

@HHVRZjz-2bfa you wrote: 'I swear we were on the same team or at least in the same college. Your experience with UoP is exactly the same as mine. I had a horrible manager that did exactly what you described. I won't use his or her name, but they were the ones to suck the directors dong to protect themselves and would hamstring you in a minute to save their own azz. Also, I agree it is everyman for himself these days.'------I was at UOP for over 10 years and decision was made to leave and now I have to wonder how effective it is to have UOP experience on my resume or to claim their degree. And it's not so much that the experience and the degree were not earned or valuable...it's that the brand has so much damage done to it now. It's not how good someone is in the good times, it's how they perform in the bad times and now the true UOP is surfacing..managers 'may' be told by HR who is to be fired, but I don't believe that these managers and directors do not have input. There are no written, consistent policies in place (check the employee handbook--nada---vague) by which people are fired. You can have a dozen one-on- ones and no sense of urgency or performance issues are mentioned and then all of the sudden you are having DM's and warnings that are not valid, that come from students that have been transferred between advisers 3 times or more in less than 2 years...ask the students about having been transferred between advisers so many times they don't know what's going on. Issues that were not handled by previous advisers get blamed on the current advisers. Double teaming (covering 2 teams at once) is put on Senior advisers but no raises are given or even credit for the extra effort. A bachelor's degree became required by UOP for finance advisers with promise of salary increases when you turn in the diploma (not true). Military advisers have to be certified to handle military students, yet some of these students were handed by un-certified advisers causing improper advise. Advisers have to take phone calls for ALL students not just their assigned students, so you are taking care of other students assigned to other advisers and then blamed for not taking care of your own case load. Students complain their assigned adviser not available (could be handling students for another adviser). Phone calls go to the available adviser (requires being in office or aux'd into phone system). It's the most moronic system anyone can try to survive in or perform in. Performance was acceptable as long-term, loyal employee until they were going down hill and they started requiring things of their employees that were very questionable and unethical. So performance becomes defined as not doing the unethical things they wanted done.....they began to insult the intelligence of great, long-term employees that were previously acceptable employees until they would not do bad things, so they had to find ways to fire them or lay them off. They had to find the managers that were willing to push the envelopes and pressure their staff to do the same in the sneakiest ways. I have had good managers say, sorry we are asking you to double team and work under so much stress, we appreciate you and then 18 months later I have horrible managers saying I'm inadequate when trying to cover 250 to 500 students and cover for team mates with high absenteeism rates and team mates that have given up or their behavior is accepted by same manager (their friend or part of their click). It will not be hard for any objective, neutral person to review/investigate the behavior of UOP and their 'managers' to see the imbalance and discrimination between teams and ways they treat different advisers differently...bottom line is manager discretion, no consistency. The managers that remain are being used to do dirty work. The share holders have approved the buy-out, but FTC is not done with UOP and SEC or DOE and others have to further approve this buy-out and whose to say the new buyer may still back out. I can't see how they would legitimately want to buy a company with such a damaged brand and image. If they go out of business, then students will complain and are complaining about damaged degrees and student loan debt. UOP has damaged students and employees. They used good employees in good times and then trashed them in the bad times like a bad habit. There will be a lot of former employees hitting the job market and they know the drill.....looking for a job when I found this one. UOP=damage done and in the review mirror.

How many in enrollment for June? How many in each dept??

@HHVRZjz-2tly

Why did it take you so long to find a job?

What position did you have at UoP?

Just curious.

UC schools and USC tend to produce graduates that are presentable, marketable, articulate, savvy but then again they have standards for admission and graduation.

No education comes with a 'guarantee of a job', never. Earning a degree is one thing, but being presentable, marketable, articulate, savvy....that is quite another. No school can complete these character traits.

Why are all of you complaining? Why waste your energy whining when you should looking for a new job.

You knew this was coming. All of you. Stop crying about and own it. Get over yourselves and start looking. No excuses. If your boss asks where you are, be honest. I'm aware of the situation and getting ready to be laid off. I may not be on the immediate list but I want to be ready when it happens.

One of my friends was laid off yesterday and she's freaking out. SHE KNEW IT WAS COMING YET DID NOTHING!!!

Just stop, and move on. For profit schools are part of the problem for outrageous student debt and no guarantee of a job. You owe it to yourself to get something better even if the money isn't there.

I know. I was on the chopping block in 2013 and I didn't do a thing. I figured I'd get a job in a few weeks. I was unemployed for nearly a year. So word of advice: start looking now. And if they get pissy about you trying to take of yourself, then that's their problem. Do your job and collect that money until you find something you want to. Then you can dictate the terms.

Ball's in your court.

@GotTheTShirt

I swear we were on the same team or at least in the same college. Your experience with UoP is exactly the same as mine. I had a horrible manager that did exactly what you described. I won't use his or her name, but they were the ones to suck the directors dong to protect themselves and would hamstring you in a minute to save their own azz. Also, I agree it is everyman for himself these days.

@HHVRZjz-1lhl, the shareholders already approved a "merger." My question is, will Leon Black change his mind? Is APOL meeting the benchmarks for merger?

@HHVRZjz-1lhl, the shareholders already approved a "merger." My question is, will Leon Black change his mind? Is APOL meeting the benchmarks for merger?

@HHVRZjz-1rsv - if you think anyone at a campus has any say-so in who gets cut, you are a moron. directors and managers are told who gets cut, HR picks. No negotiation no input. Got it?

Isn't the sale on hold pending shareholder approval? I was saddened to see that the new head of the shop is best buds with Obama!! I was hopeful that Uop would meet similar fate of that of CCI! Hard to say now though!!

Have any specific directors or managers taken voluntary, quit or been let go yet? I would think they would need less management with less staff and would be consolidating some teams. Course they may want to keep a few less scrupulous managers on board to do dirty work of pressuring the good people left out of their jobs. These managing all stars think putting the axe to good people is an effective way of sucking up to directors to try to keep their own jobs...sad kinda like working with ' team' to survive and then getting stabbed in back by ' team' member with no decency or without a face to face confrontation with valid reasons...right to work BS...fire at will and if you are not part of the clicks at UOP you are done. Go team. Everyone for themselves is UOP motto..Loyalty has no place here. The new owners will soon be doing the cutting with new re- applications for old jobs and cutting salaries or just a plain hasta LA bye bye. Share names of those leaving or that have left.

don't worry, the executives will be gone soon. New sheriffs in town. Open your email 09/05/16

Generally, at this point of the company sales process, it's no longer about "good" people- those that were identified as lacking, were laid off during past processes- along with those whose jobs were not needed. Now, it's about -what the new owners want to do with the company- how they want to maximize profits and what strategies they want to grow or reduce. There is no way of knowing- useless you have have a seat at the executive table. Take care and good luck.

Among all the crazy responses there is truth in these boards. I wish more would band together and push for truth and back off on the banter. We know things are not good and will get worse. Question is really how don they stop the bleeding of good poeple. Make cuts to bad people and protect and jobs that are left. It's bad all around. There is a chance at success and growth but it will take good people to do it. Hope it happens.

You pond scum don't deserve to know. It will be a rude awakening. Can't wait for the big one coming up at the end of July.

So many 'real decision makers' are totally surprised when they get called in and cut LOL Love it

I have heard the same. 6/27 date layoffs to come. I would like to know is who is being laid off? Any locations or departments that you know of ? And don't say all positions, because I know my ticket will be called one day. I'm here till that happens

Sad but true. :(

more lies lol

I'll come in, do my job and collect my check you hillbilly piece of trash.