I hate to even bring this up, because of the potential sh-- storm it may start, but does anyone know how they are doing the cuts? Surely, from a business standpoint, Humana would want to keep the HCM RN's that are meeting/ exceeding expectations. It would only make sense. I feel really bad for those RN's just hired in the last 2-3 training classes and still cant figure that out, they probably arent even up to snuff yet due to training. to, me those that weekly/ daily/ yearly continue to meet the ever changing expectations of this job, and manage their rosters very well should be the ones that get to stay, I really hope that the coaches were asked for their input in those that struggle consistently, obviously the job is not a good fit for those people and would probably get worse after the layoff.
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Top performer is more than contacts If you think they silly billy randomly pick you are incorrect What sense dies that make. When you do not know the criteria you can’t guess so who knows what is actually being looked at
We hope. We are not sure exactly what they're going to offer this go around.
To one of previous posters, just to clarify, the severance pay is at least two paychecks even if you've not been here a full two years. I know it's small comfort if your laid off, but at least you'll have two weeks more pay than you thought you were going to have.
i know , Im same boat, always usually top on my team, I volunteer for extra stuff, etc, have been here less than 5 yrs, but dont have compact license , this just s---s, How can they justify keeping people who are lower producers and cant really do the job efficiently now.
I agree to no rhyme or reason. There are folks left on my team who's averages are the lowest on the team and volunteer for nothing while the teammate with the highest average and extra projects got laid off last round. Makes zero sense! I think our coaches have more input then they let on.
Im.so.worried about this layoff. I'm probably the highest performing member on my team, if not the highest then definitely the second highest. I volunteer for extra projects all the time. I always get my work done in 8 hours, never need to stay late. My audit score is about 90%. I have a compact license and live in a state with a lower rate of pay. And I'm afraid. I've heard that there is no rhyme or reason to how they pick who gets the axe. I don't feel "safe" at all. I honestly don't know what I'll do if I have to try and find a job during the holidays. I've been with the company for less than 2 years, so my severance package will only be 1 paycheck plus about 80 hours of pto. So that gives me roughly 3 months to find another job if I'm in the lay off, and I honestly don't know if I can in that time. I can't work 12 hour shifts, much less nights. If I can find a 8 hour day shift job I'll be f**ked on pay. :(
This whole thing has been so stressful. I've spent the last year worried about this stupid job. Even if I'm not one of the ones laid off, I'm going to immediately start looking for something else.
Ironic that the program is called "Humana cares" when it's so obvious they don't.
I can only comment on what I observed in the last three RIFs that impacted PHCs on my team. Some of the top performers were let go and it didn't matter how long they'd been there. Some had been there 5+ years and others only a couple of years. There's no logic to the selection process and no way to guess. Some people who do the bare minimum and never volunteer for anything extra are still here, and others who consistently performed well above average and took on extra projects are gone now. Good luck to all.
I was told that seniority, numbers, quality and how well you fit into the future plans are all things that are considered, on some level, if the coach has input, but the outside consultants who come up with the list look at numbers, seniority,and performance....but we don't know if seniority is a bad thing, since they can train new hires easier the new way