Any insight as to how many CCs are expected to be let go in the next few months? It feels like doom and gloom over here - not "if" but "when"...
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@24k And we can’t call families without consent from cognitively-intact patients LOL. So yeah, these engagement metrics are pffttttt….
@213 however when you go onsite, these members have poor cognition, aphasic, not in their room, at HD or appts., so onsite CC are forced to call family as well as being away from the office for 4 hours to go onsite.
@213 Very true. Highly-dependent on facilities and if you are telephonic vs. onsite.
We get it the metrics su-k. All I am saying is it’s not gonna have anything to do with licensure considering half the leadership is a therapists….its going to be performance based.
Metrics for a CC are highly impacted by the facilities that are assigned to them. There are CCs with only a few very high volume facilities that they go onsite to weekly. And there’s CCs that are mostly or all telephonic, which may be assigned 10-15 very low volume facilities. For engagement, it sure is easy to walk into a place and see 15 people all at once. It sure isn’t comparable to the other CC that has to make 15 cold calls and have less than half answer. That’s if the facilities even sent you the member and/or POA contact info. Lower volume telephonic facilities are incredibly disorganized.
@1vx It does not and cannot capture your productivity and success as a care coordinator except for the number of cases done per day and the TAT for reviews.
The other metrics are dependent on factors that are BEYOND your control. At least for us telephonic CCs - who picks up the phone, who consents to the programs, etc.
@1w9 Our metrics is a joke. Especially the patient engagement part where you have to make an outreach within 4 days.
And if the patient does not answer the call, you lose and go to jail. Do not collect $200.
@1vx yes and more than metrics overall performance. It’s not hard to see whose a high performer and who isn’t
@1t2 would be fine to have things based on metrics if metrics in fact accurately captured ones work.
It’s going off metrics people not licensure….. they aren’t keeping a low performing nurse just because they are a nurse. They want people who do the job correctly and this is the time to make that cut.
@1fa optum does, but H&C wants therapists. At the end of the day it's not going to matter what the licensure is when it comes to a RIF. it may be easier for nurses to find jobs over at Optum, but there's not really that many of them.
@1dm that may be true regarding your team - mostly therapists but that was how the team was likely before being acquired by UHG. UHG/Optum want nurses not therapists.
@1er yes, you're right about outside of H&C from what I've seen.
@1dn I said most UR/UM jobs. Not just referring to Optum. Nurses in general have more opportunities for these kinds of jobs.
It is VERY rare for therapists to be hired for a UR/UM job outside of HCC.
@1dk optum has never required a BSN. alot of the RNs don't have that.
@1dk I guess I just don't see it.. almost my whole team, including my boss are therapists... just a few nurses. Maybe it depends on the region.
@1az Oh RNs are much sought-after than therapists. I say this as a PT. This is common knowledge. Almost all UR/UM jobs you see require a BSN/RN license.
This job is a unicorn.
@1aa optum may hire nurses, but H&CC seems to have a lot more therapists and in Sr. positions, so I believe they (H&C) prefer that.
@1aa im thinking just the opposite, they favor therapists.
@159 I bet they RiF those coordinators who are not nurses. The system seems to favor those with RN licenses. If I am an OT/PT/SLP I’d be worried. I don’t think RIFs will be based on metrics. They’re gonna keep the nurses first.
@15x Yep, I never believed in those rumors. In our market meeting with the managers, they always mention that - to never worry, to just do our jobs and we should be okay.
I always just snicker internally whenever I hear this.
@bf Is that the email by Alysia Dr-ga? About career opportunities internally? Yes, reading between the lines, that means there will be tons of layoffs. Find a job now so they don’t have to pay for severance.
@159 likely how it'll happen.. they'll want to keep the higher performers. Onsite may make a difference too.. hopefully.
@14g don’t believe the lie about new health plan contracts. They said that about Dallas and the whole state of Texas shut down what was Landmark last year.
@14g Our region received an email stating high performers will be fine (likely just gaslighting) I do think they are gonna look at metrics more than they look at who works what state and UHC vs Humana. Those of us in red are probably already on the list.
@14g what market are you in?
@101 what depts?
My caseload as an OT clinical review coordinator is 85% Humana in my market. So I know that I’m going to be let go. I don’t believe all the rumors going around stating that we got new healthplan contracts.
You know the best part about our career/industry? If push comes to shove, there are tons of therapy work out there. Maybe not remote but you will have a job, an income and can survive. It’s not going to be the end of the world.
@dg why should an insurer , also insert itself to " manage" the patient when the insurer's goal is profit for shareholders ? I think you know the answer .
Rumor has it cuts in NJ today
@vz they have talked about it during the last few town halls. They are using certain diagnoses to identify patients. Lots of extra staff with lots of hands in the pot.
@v5 what is the nee care model yo role out?
My title is care coordinator but I’m a social worker with H&C in the area that was previously Landmark. I wonder if they will cut social workers with the new model of care they are rolling out?
@tm agreed. I think every state will feel the impact
@rs there are several states with minimal to no humana. But there could still be an affect there.. maybe not as big, but there could be.
What about states with minimal to no humana? Down here in Florida we have minimal
@pj and course job availability In another time zone would be required . SC/Ga market is Humana heavy, so who knows how many will be cut. Our current model is onsite within 30 mile radius. Maybe they will have float pool take over
@j6 Of course we could work a CST schedule but that impacts work life balance even more than the lack of flexibility that already exists in H&C. I would love to live in CST and work EST - Work day over by 230-3PM vs 330-4PM.
For many a 9am or later start in EST is not feasible.
Yeah I would really just like to know how big this layoff really will be. It’s a realllllly hard waiting game. They will likely be waiting until the very last second so there aren’t people jumping ship while we still have this work. I was hoping we would know by Sept but Oct looks more likely? Idk….
@ea Couldn’t you still work a role that is CST? My current role is EST but I live in the central time zone. I just adjust accordingly.