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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The predict just needs to be gotten rid of.. no need in it if experienced people are managing the cases appropriately per guidelines.
@2wn true but it's only a small fraction out of the 600+ cases worked per year
@2wa I have given up hope on pay raises. I got a 0% raise last year. I am also not a high-performing employee. What su-ks more is of you are top-performing and you get a 1% raise.
Moral of the story: Don’t give it your all. Not worth it.
@2w9 Oh the QAR audits will flag it if it’s not generated and if it’s not in Coordinate. You better believe it! They will see that.
@2w6 too bad they didn't act on pay raises to keep up with cost of living, have a better system in place for covering PTO, have metrics that reflect our actual personal work, better insurance (lower deductible, lower cost per pay period)
@2w5 you can run the predict which will populate anticipated DC date but if its not "exported" it's not populated and also not printed off to share.
@2vs Actually I put that in my Employee Survey - to offer part-time opportunities. And looks like they actually “read” what we write and we got that email today. LOL
@2vt Report was never run? Quite hard to believe that because we rely on that report for DC planning, ELOS and predict DC. Unless they are Med Only or a SNF to SNF transfer then those are never generated.
I’m confused with your statement.
@24k i swear onsite CCs false document. Ive seen cases where onsite CCs say they shared the report with the patient and facility, yet the report was never run.
@2vd i dont know of a single person. The email that was sent out about it being based on the employee survey was gaslighting. They are offering part time so they dont have to pay severance. They think we are stupid.
How many are going to jump at PT opportunity vs taking severance?
@1x4 and those engagement reports they send us now are ridiculous.
@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.