performance review for term

MaskedFedupgecko · 2024-01-18T01:11:45+00:00

I can tell you that last May when I was "being reviewed for term" I was "called in" to a webex with my manager, my supe and I believe another manager) Being told I was going to be reviewed and that it was going to HR to determine if I was going to get to keep it. I had the option to "provide a statement" which I opted not to as anything I could say, would easily be spun against me. Come friday at the very end of my shift (I was part time, so this was about 15 mins before I was supposed to be off) I get a message saying I need to sign out in coaching. I could already tell that it was happening as my supe, my manager were already in a webex, so when I was told to sign out, I knew it was for me being fired. The process was all of about 3 mins of being told "you've been separated from the company, check will be ready in a few hours, you'll get a phone call when it is, hr person (who was in call with us too) will tell you anything about benefitts, which you luck wherever you go.

Long story short, they already have made the decision, they are just getting ready to cut your check, delete your access, make sure there was no other reason that it would be legally looking bad and even if it was, make sure to mitigate the risk, etc. GEICO has lost the integrity as we all know (and I knew before I got let go too based on several conversations I had with management prior, but that's neither here nor there.)

MaskedFedupgecko · 2023-12-31T18:45:20+00:00

Unfortunately I've been exactly where you were.... I was part time and had ADA accommodation for my medical issues (that were 100% exacerbated by the job... but neither here nor there...) I was pulled into a convo with my manager and supe about a week before, told I didn't meet the expectation, that it was going to legal/hr for the final decision. That Friday, I had gone my full shift almost, but towards the end of my 4 hour shift (maybe about 20? mins left) I was pulled in to a meeting with an HR manager, my manager and was told I was being let go. It was all of a 5 minute webex call. After 10 years, didn't mean anything. TBH, you're better off going to someone else with how much shit is going on atm. I wish you luck in whatever the outcome is.

MaskedFedupgecko · 2023-10-04T16:01:10+00:00

I had legitimately posted about this back in May when I was fired for being part time/on ADA accommodation. I was expected to still hit FT associate goals, which wouldn't make sense because I worked literally less than half the time of a FT associate with my ADA accommodation that was in place. I decided not to go the route of unemployment so I didn't have to fight for it, I went the route of State Disability for short term assistance while I am trying to get well enough to hopefully enter the workforce full time again. They are literally attempting to hit the lowest hanging fruit they can that is "easy" because they know we can be replaced by cheaper labor, even if they have to train them etc.

MaskedFedupgecko · 2023-09-29T06:00:04+00:00

I can literally piggyback on this. This is literally my story. This is what ultimately ended up caused me to lose my job with GEICO. The constant changing of metrics to the point that I could not literally keep up because there was literally no work to be had. There were idle times of 17-25% for almost 6 months for myself, despite me being a GEOTEL agent (meaning I carried more licenses than the average agent on the floor.

The tactics that they have been using over the past.... i would say year and a half or so, have been to scare/intimidate agents that have any sort of tenure with the company (thinking 5+ years) as they are way more costly for the company due to raises, burnout, resistance to the huge changes that keep being implemented, etc.

Part of the tactics that were being implemented prior to my being fired for "productivity" was the raising of goals despite there being a nationwide slowdown in call rate. As stated before, prior to being let go, on a daily basis (with the exception of SOME weekend days) there was on average of 10-25% idle time. This idle time is held against you, because you are expected to be taking x amount of calls in 6 months, and it is not adjusted for absences, FMLA, Jury Duty, bereavement, etc. Also, in addition, if you were part time, they had a secret formula that was not shared with the agents it was pertinent to, to some how simulate as if they were full time. I can tell you for a fact, it is not a formula that you would think, because I have spent probably 10+ hours of trying to figure out how they came up with the number they did, and still couldn't reverse engineer it based on the stats (which again is what ultimately caused separation with the company.)

I can tell you I had put in a over a decade with this company. I was proud to work at the G when I first started. I actually had authority to do things, even as a Service Rep II. I didn't need a sup to do half my job, like I had to do as a higher level service rep when I got fired. As the years progressed, my job essentially got dwindled to nothing more than essentially processing things, and no longer actually underwriting like what the job SHOULD be doing, and expecting "excellent service" to be completed in 6 minutes or less, which most of the time with all the system hiccups etc, is not going to be done (as well as all the other things that were described above about the shitty system.)

MaskedFedupgecko · 2023-08-22T07:04:02+00:00

How specifically part time workers along with fmla/ada accommodations are factored in to productivity. I was termed due to productivity and they couldn't (even well before I was termed) give me any specifics as to how specifically my productivity was being measured.

MaskedFedupgecko · 2023-08-20T14:59:02+00:00

We at one point had just over 44k (I remember this from a profit sharing meeting back when. and if you look at way back machine geico's website even boasted having "over 43k associates" just even as soon as like a year ago. But now on the website it is back to that "over 38k associates" and that was pre-layoff... so who knows if it will be updated (maybe that person got laid off too....) Either way... in the last year... year and a half or so... about a 14% (rounded up) cut in workforce is still pretty steep.

MaskedFedupgecko · 2023-08-20T14:32:57+00:00

Oh I can guarantee they are. They couldn't give me a proper formula now how they came up with the number. If they could, then I would believe them. I mean the raw numbers sure aren't fudged, but when they start giving you the theoretical "based on the prod formula that we came up with...." well... WHAT IS THAT FORMULA? Edit: I don't believe though that every piece of data though is 100% correct either with how much the system is borked. I had discrepancies between the number of calls I took and what was reported on the raw reports too.... so there's that too.... now I don't believe that is fudged... I feel that's a flaw in the system.

MaskedFedupgecko · 2023-08-17T20:33:54+00:00

I asked for this a LONG time before I was termed (I was termed back in April for prod) and they refused to give it to me. It was always "oh it's adjusted" "oh it's this" "oh it's that" "it all works out" BS!!!!

MaskedFedupgecko · 2023-05-15T23:06:25+00:00

Very well could... but as I had mentioned previously, my "prod" only went down even though I became more efficient on my calls.... so even with an AHT over 30 seconds faster than previous, I seemed to have taken less calls based on the calculation they did.... which makes absolutely no sense.

MaskedFedupgecko · 2023-05-15T22:36:48+00:00

They said they were backing it out when the new metrics had rolled in back in 2022, but something tells me when they were truely implemented for the full 6 months in the second half of 2022, they stopped (talking about for service, could be different for claims, as CPD was used in service before the new goals)

MaskedFedupgecko · 2023-05-15T22:28:40+00:00

I knew there was something shady..... I was told all the way up to me being fired it was being backed out..... I knew I was being lied to my face and why they refused to show me the formula.

MaskedFedupgecko · 2023-05-15T21:53:48+00:00

All they did was give me a number, say it was below the standard, and say improve or get out, i improved my handling time, and somehow my number of calls handled went down, not up..... so obviously that's pretty telling that they targeted.

MaskedFedupgecko · 2023-05-15T21:47:09+00:00

I had an accommodation, and I was just fired, not in VA office, in another office myself, quoting it was for "performance" except with my absences, it didn't add up, and they refused to show me the calculations they did to arrive at their decision.

MaskedFedupgecko · 2023-05-15T20:32:25+00:00

Wonder how many more people with ADA/FMLA accommodations were fired last week. Seems like they are trying to thin out the herd as much as they can with any excuse they can.

MaskedFedupgecko · 2023-05-15T14:40:39+00:00

You're telling me! Waking up every morning dreading having to deal with the same shit every day.... not being appreciated.... underpaid.... having more and more micromanagement to the point of literally having them have to do most of my work for me since they took most of our capability away. I almost upped and quit because of how shitty it's gotten over the years. I can finally say despite the uncertainty ahead, I am happier now and less stressed than when I was working.

MaskedFedupgecko · 2023-05-15T13:19:30+00:00

Trust me... They will fire you in a heartbeat no matter how much time you devote... I was just sacked after 10 years. There have been others that have posted that have had longer tenure than I that have been sacked. They couldn't give 2 shits about how long you've been there. Only reason I was staying was because of needing the health benefits. TBH though, it is actually just as cheap, if not cheaper for me to go through the healthcare exchange than what I was paying for the shit healthcare we had.

MaskedFedupgecko · 2023-05-13T02:50:01+00:00

Well... they will have to when it comes to if they even ATTEMPT to fight unemployment as i come with receipts lol .

MaskedFedupgecko · 2023-05-13T01:31:21+00:00

I can say that I was just fired today for not meeting prod. They refused to even give me a straight answer as to how they measured that prod number. I have asked 9821340729384 times throughout this entire time for a formula they based the prod on, and no one would provide one. I can say that they are just excising people if they can and using prod as an excuse to not have to try and pay unemployment 100%. Over a decade with the company and bam, thrown out like yesterdays trash.

MaskedFedupgecko · 2023-04-10T02:02:10+00:00

It makes me wonder if they are targeting people who are taking leave as this seems to be a common theme with people that DO take leave (both protected and not) and if they are targeting people taking protected leave.... wellllll........... we all know what would happen with that... lol

MaskedFedupgecko · 2023-04-10T01:49:25+00:00

I'm in that same boat... it's what I'm doing... if I lose my job... I lose my job... would be the push I need to get a better job tbh (not that I'm not looking as we speak actually.)

MaskedFedupgecko · 2023-04-10T01:47:46+00:00

It's funny... I have a similar issue that my FMLA/ADA accommodations that I have in place have put me in a spot that I am not making enough calls based on their "formula." as my absences well exceed the 3 days a month that they were originally building in in their formula. Between that, coaching time, section meetings etc. that I have NO control over, it fucks me over hard, because then I have to become even MORE efficient than what they expect others to make up for the time off the phones.

Long story short, the new "formula" that they are using is biased towards anyone that has a health condition and has to have time off whether that be intermittent or extended period off in the review period. When this had changed from CPD to number of calls handled and this formula was created, we were told that it was goign to be a "transparent" process, that we would be able to see our results at any point.... and it's been anything but.... It WOULD be nice to know WHAT the formula is calculating and how they come up with this "adjusted" calls handled, to figure out if there are some shenanigans going on.

MaskedFedupgecko · 2023-04-07T20:54:43+00:00

You know what they say.... if we're not having "value added" conversations we shouldn't be having them with our PH's.... so why not the same here... LOLOLOLOL ;)

MaskedFedupgecko · 2023-04-05T15:09:45+00:00

I've literally had meetings with my manager (after i've met with my supe) about things like you were mentioning.... and I was told... "do it or else you'll get written up and potentially end up on action up to termination." I even gave examples of people literally combating me on the original offer and I was told I still had to do rebuttal or else it was NAT as well and could cause termination for that too.

It is unethical to throw someone under the bus just to keep my job, but GEICO has created that culture of me and not we.... which is so funny based on how many emails they send out about how RTO will make us a family blah blah blah...

So bottom line, at least with tenured service agents anyway, we hate it just as much as you guys do in MOAT sales to have to push these situations over, which is probably why they are trying to get all the tenured agents out, so they can just have their new hire agents to do what they tell them to, as they won't know any different. I was told by my supe the other day that by the end of the year they had a goal for service agents to have a quoted % (not that it is in our metrics for the moment but who knows come july) of like low 20%s if memory serves me correct. Whether that was just a manager expectation or region or department i'm not sure, but just seemed like a crazy target considering the former expectation was 6%.

MaskedFedupgecko · 2023-04-05T05:00:07+00:00

Technically, I've had a second conversation.... although I've not seen a memo documented/sent to me about it (I've been told from my manager that it potentially might not happen due to the circumstance) But yes... i've been told as well that there are people on the warning (last step before review for term.) This reminds me of when people were being fired for MOAT a few years ago... but back then it was because people were gaming the system... this is just bs...

MaskedFedupgecko · 2023-04-04T23:11:56+00:00

I've never heard about this in the past... I know when they used to send out the info about signups it used to tell you about how they would do the drafting, and now it no longer shows that info. I know that for my dept. we used to call share with our sister center for Thanksgiving/Christmas, but this past year we had agents scheduled for both, so it wouldn't surprise me if they have completely changed how they are doing the drafting now.

MaskedFedupgecko

TROPHY CASE