ok guys and gals.....evaluation times!!! how you gonna make out?

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sozetone

sozetone

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I'm a little worried my boss knows im a tad burnt out of running this ghetto store in the middle of nowhere ya know? i expect a normal review, but could get a needs development if he wants to be a prick. I have turned this dumpster fire of a store around 180 degrees! but you never know....they want to save money by getting new grads in or whatever too. What would you do if you were a good performer, no issues, and suddenly got a below standard review? i dont think there is much i could do. lol. ? thanks.
 
you have been thinking you are going to get fired for MONTHS now... RELAX
 
lol, my wife says the same thing. relax! the pharmacy environment just seems so unstable and my boss really can be a prick if he wants to be. what do you expect on your review?
 
Well... I was expecting a fantastic review... However, soon there will be no one to review me and I will have nothing to review anyway so.... Maybe next year? haha
 
JustFillIt said:
Well... I was expecting a fantastic review... However, soon there will be no one to review me and I will have nothing to review anyway so.... Maybe next year? haha
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What do you mean?
 
I could have sworn previously the system calculated the overall rating based on the rating of individual categories. This year I had to select the overall rating myself. So essentially I could have given someone 'exceeds expectations' in every single competency, then selected 'meets expectation' as their overall rating. That's the only thing that scares me, the subjectiveness of the final rating.
 
Your DM should have sent your metric results before the eval so you know where you are standing (development needed, solid, exceeded expectation, or role model.) I had exceeded expectation in one of the 2 metrics of each category ( sale - EE but profit only solid, clinical: IMZ-EE but adherence solid, customer care EE, digital EE but messaging DN). So base on each category I only get solid but overall I got EE because I have been training new pharmacist and new managers.
 
Nah man, they never share anything with you before the delivery??? not in my exp.
 
sozetone said:
I'm a little worried my boss knows im a tad burnt out of running this ghetto store in the middle of nowhere ya know? i expect a normal review, but could get a needs development if he wants to be a prick. I have turned this dumpster fire of a store around 180 degrees! but you never know....they want to save money by getting new grads in or whatever too. What would you do if you were a good performer, no issues, and suddenly got a below standard review? i dont think there is much i could do. lol. ? thanks.
Click to expand...

The goal of calibration is to bring everyone down to solid performer and give out a few token EE or BE, whether it's for staff pharmacists or RXM.

I spent a lot of time over 3+ years documenting floaters leaving a mess, deleting Rx for no reason, not rerouting (this literally affects YOUR bonus because it's YOUR store, not the ****ty floater's), etc., but nothing ever comes of it, but I still do it to cover my ass. If everyone gets SP despite there being clear differentiation between productive pharmacists and dead weight, that isn't "fair" but hey it's your store and you do what it takes to maintain order. DMs also like to play favorites too...

At least the bonus is still there but the moment they cut bonuses (wouldn't be surprised if they do it for next fiscal year) is the moment you start doing the bare minimum (just get rx out on time, compliance, massage star ratings, do a few token b.s. offsite events) if you haven't done so already.

And who actually gets fired from WM? If they are gunning for you exploit every cheap trick in the book to buy time
 
ranger99rx said:
Your DM should have sent your metric results before the eval so you know where you are standing (development needed, solid, exceeded expectation, or role model.) I had exceeded expectation in one of the 2 metrics of each category ( sale - EE but profit only solid, clinical: IMZ-EE but adherence solid, customer care EE, digital EE but messaging DN). So base on each category I only get solid but overall I got EE because I have been training new pharmacist and new managers.
Click to expand...

They have a better breakdown? I only saw the search tool that shows 'achieving results,' 'clinical services,' 'digital engagement' and 'customer centered' ratings (that is a paraphrase as I do not recall the exact terms)
 
I never got any noticed before my evaluation delivery in March/April. Pretty sure I'd either get a NI or ME since our metric sucks. Only thing we're doing amazing in is script growth. I'm at a point of not caring since I've brought up so many issue with the multiple DLs I had (3 in 2 years) and none of them have bothered to help.

I will say that the overall rating I'd dependent on the DL. As the manager, I can put EE and still have it changed by the DL at the end. Thankfully, it was the opposite. My DL put one of my staff as NI purely on metrics and I told her he's a ME and changed it. Not that it really matters anymore since he's above the percentile that's still eligible for a raise. I think it also depends on the DL. I was able to give one of my staff EE last year and it went through without any hassle.
 
sozetone said:
I'm a little worried my boss knows im a tad burnt out of running this ghetto store in the middle of nowhere ya know? i expect a normal review, but could get a needs development if he wants to be a prick. I have turned this dumpster fire of a store around 180 degrees! but you never know....they want to save money by getting new grads in or whatever too. What would you do if you were a good performer, no issues, and suddenly got a below standard review? i dont think there is much i could do. lol. ? thanks.
Click to expand...
Best just to accept your fate. If your name is "in the hat" there is nothing you can do. Just try to make as much money as quickly as you can when the money tree is still alive bro.
 
Sine Cura said:
They have a better breakdown? I only saw the search tool that shows 'achieving results,' 'clinical services,' 'digital engagement' and 'customer centered' ratings (that is a paraphrase as I do not recall the exact terms)
Click to expand...
Yes, the search tool doesn't give specific numbers, the one my DM sent to RX managers included all numbers for each category and your store ranking compare to all other stores.
 
Looking forward to a nice bonus. Salary increase? Doubtful other than a small less than inflation bump.
 
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Sine Cura said:
The goal of calibration is to bring everyone down to solid performer and give out a few token EE or BE, whether it's for staff pharmacists or RXM.

I spent a lot of time over 3+ years documenting floaters leaving a mess, deleting Rx for no reason, not rerouting (this literally affects YOUR bonus because it's YOUR store, not the ****ty floater's), etc., but nothing ever comes of it, but I still do it to cover my ass. If everyone gets SP despite there being clear differentiation between productive pharmacists and dead weight, that isn't "fair" but hey it's your store and you do what it takes to maintain order. DMs also like to play favorites too...

At least the bonus is still there but the moment they cut bonuses (wouldn't be surprised if they do it for next fiscal year) is the moment you start doing the bare minimum (just get rx out on time, compliance, massage star ratings, do a few token b.s. offsite events) if you haven't done so already.

And who actually gets fired from WM? If they are gunning for you exploit every cheap trick in the book to buy time
Click to expand...

agreed....

1299ud.jpg
 
I'm still new @walmart, so I get skipped this year. DM even came by today to let me know this, lest I feel "left out". Fat chance :soexcited:
 
So we did calibration recently and it just underscores how you get zero credit for keeping dumpster fires afloat compared to someone who works at a 900/week store, but you will get thrown under the bus and hammered for justifying solid performer even if your metrics are down for reasons that you have little direct control over. You can't control other pharmacies closing or losing contracts so you get their scripts and end up 20-60% over goal on sold Rx and you can't control losing contracts so you end up being down 20% compared to goal. Of course you can control how your pharmacy adapts to those changes but you won't get credit for how well you manage them
 
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IMO: DN and EE both usually need approval from MHWD before Rx Mgr can give those ratings. If he/she hasn’t brought up DN with you in the past, he/she should not be giving you a DN and you should argue back if you get one, Ex: “Why was I not told about this before? I could have been working on [specific thing] before this so that I wouldn’t get DN. You shouldn’t give me a DN if I wasn’t aware I needed to improve anything.” A professional Rx Mgr would bring these things up to you throughout the year to support you and help you not get any DNs.
 
On the other hand a professional pharmacist should take ownership of their learning and basic workflow considerations and not expect to be babied with 3 techs at all times at a 50th percentile sold Rx store. "Quarterbacking" is a buzz word constantly brought up. Gone are the days you can just sit there and verify data entry and product with no involvement in anything else. Spu target is 80 percent or greater not 99 percent. I always get people on compliance though since that is low hanging fruit

This time around they are having H&W HR sit on these calls and massaging EE and DN ratings toward SP
 
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My review went really well. I was surprised by how well actually, my immediate supervisor is of the philosophy that compliments make people complacent and that everyone can do better. In spite of that I had quite a few positive comments. The areas where I need improvement or negative comments were made are overall pretty fair and objective so I can't really dispute most of them. TBH I thought I was more of a trouble maker/rabble rouser type so it was nice to get positive reinforcement for my contributions.

I don't think performance reviews matter at PharMerica though so that takes some of the fun out of it.
 
Sine Cura said:
On the other hand a professional pharmacist should take ownership of their learning and basic workflow considerations and not expect to be babied with 3 techs at all times at a 50th percentile sold Rx store. "Quarterbacking" is a buzz word constantly brought up. Gone are the days you can just sit there and verify data entry and product with no involvement in anything else. Spu target is 80 percent or greater not 99 percent. I always get people on compliance though since that is low hanging fruit

This time around they are having H&W HR sit on these calls and massaging EE and DN ratings toward SP
Click to expand...

You trying to say thats how i run my store?
 
Anyway no matter, I got a SP as expected. I do not want to be EE or below (obviously), just stay off the radar, and run a smooth store. I did notice this year though they are basing our bonuses AND evals on harder to control metrics like script growth, Sales, Specialty sales...etc. It's not impossible, but i get the feeling SERIOUS changes are coming to wal mart pharmacy, (and the retail side for sure). I suspect they are tired of paying the older pharms 65---75$/hr range of pay and can significantly cut down expenses. I see a lot of changes already that are all geared towards holding people accountable, and nothing more. And the Evals being based on tough to control metrics is a real problem. They want the new grads in for 50 or less an hour nationwide. I'm sure it would save the company billions annually.
 
Just reading this thread makes me nauseous. Have things gotten this pencildickery?

There once was a time we just policed ourselves, but I gess this is a Millenial thing.

SP? EE? DN? How about SMBSYFUB? I'll let your imaginations chew on that one.
 
Balls on the Line said:
Just reading this thread makes me nauseous. Have things gotten this pencildickery?

There once was a time we just policed ourselves, but I gess this is a Millenial thing.

SP? EE? DN? How about SMBSYFUB? I'll let your imaginations chew on that one.
Click to expand...

Man i know what you mean....im 40 been a tech since 97, and a Rph since 2012. I have never seen this field so fouled up in my time. I do retail pharmacy because I liked it ( for the most part...lol) and i am good at it. Pharmacists have never been treated 100% in the retail field, but now yeah, it's like you just never know when your number is up anymore. Could be for anything, even something you just over looked and cant see coming. With this level of job security . it's a terrible way to live and feel day to day. I have come to accept i am done with this pharmacy thing when this manager gig i currently do runs out. Sounds defeatist? nah....i figure the millenials who decided to do this regardless of consequence will have to figure this out. I would rather wash cars in South Florida for 10 bucks an hour, enjoy the sun, and get some exercise. And yeah i like your acronym and thats what i will tell my boss as i exit this horrible career path......lol
 
sozetone said:
You trying to say thats how i run my store?
Click to expand...
No I was referring to staff pharmacists that always complain about how "stressful" it is working at store in a low-income area (this pharmacy is in and is surrounded by zip codes ranging from 25 to 36% living-below-poverty rate) but don't know anything
 
Try managing one.....lol....hey how do i find my census data like that? by zip code showing poverty rates...etc.? thanks.
 
owlegrad said:
My review went really well. I was surprised by how well actually, my immediate supervisor is of the philosophy that compliments make people complacent and that everyone can do better. In spite of that I had quite a few positive comments. The areas where I need improvement or negative comments were made are overall pretty fair and objective so I can't really dispute most of them. TBH I thought I was more of a trouble maker/rabble rouser type so it was nice to get positive reinforcement for my contributions.

I don't think performance reviews matter at PharMerica though so that takes some of the fun out of it.
Click to expand...

Good ,man, about the same here. similar boss styles i suppose.
 
My last review was a joke. I was a staff pharmacist and my partner wrote good things and he didn't put anything for me to improve on. They hired this pharmacy manager who never trained anyone in my pharmacy and he never motivated and developed any employee. I couldn't believe they gave this job to him instead of me. I quit.
 
dmd20000 said:
My last review was a joke. I was a staff pharmacist and my partner wrote good things and he didn't put anything for me to improve on. They hired this pharmacy manager who never trained anyone in my pharmacy and he never motivated and developed any employee. I couldn't believe they gave this job to him instead of me. I quit.
Click to expand...

hey, being a PIC (Rxm) today is awful. The companies are either struggling so badly your set up to fail, or they are changing into something new and so radically different, that it becomes impossible to manage a successful store. Your staff help is cut to the bone, and you dont have the tools/manpower necessary to do a great job. It's just basically putting out fires, trying to meet metrics, and staying off the radar. The money and hours are stable yes, but your mind will not be stable after a few years of doing this. You know how i feel? Like someone came to me and said hey, i need you to fix my car by tomorrow, the engine is blown, and needs new cams, valves....etc. Here is some duct tape and WD-40, Oh and it needs to be factory fresh or i gotta let you go. LOL....thats my odd analogy....Some managers get champion stores and these you can basically put any momo into and they will come out on top. The company always favors high profit stores surrounded by folks with money, they get the best of everything. the chances of YOU ending up in one though is like 1:1,000,000. lol. Maybe im just tired, long day.....
 
Sine Cura said:
Nah don't be fooled by the idea that you'd rather be RXM because everyone else is so incompetent.
Click to expand...
This thought has crossed my mind. I’ve been staff at 3 different stores (2 cvs, 1 walmart), and the managers were all over the place quality-wise. I’d think it’s a different kind of stress: do you wanna work in environment where you have less responsibility, but don’t have much power/authority to improve things? Or basically the reverse, where you hold the reins (or as far as corporate will allow), and lead the team down an (uncertain) road?
 
hye345 said:
This thought has crossed my mind. I’ve been staff at 3 different stores (2 cvs, 1 walmart), and the managers were all over the place quality-wise. I’d think it’s a different kind of stress: do you wanna work in environment where you have less responsibility, but don’t have much power/authority to improve things? Or basically the reverse, where you hold the reins (or as far as corporate will allow), and lead the team down an (uncertain) road?
Click to expand...

Thats a good point, managing today is a damn tight rope dance....and every so often they seem to shake your rope a little.....
 
Teddybear123456 said:
I’m a staff. I got a 50 cents increase this year plus bonus from Walmart. It s still better than nothing
Click to expand...

Yeah me too man....they are trying not to be too heartless i suppose. i get that. i appreciate the raise, i'm just tired of managing. it's becoming un-manageable.
 
sozetone said:
Thats a good point, managing today is a damn tight rope dance....and every so often they seem to shake your rope a little.....
Click to expand...
I mean, that’s pretty much every middle-manager though: your part of the corporate machine. It’s a balancing act between making a living, pleasing your boss, and doing some actual good. At least as a manager, you have more control of the situation.
 
I LOL'ed at OOS rate being part of the eval. So many ******* managers refusing to let techs order from McKesson and getting pissed off customers as a result

Also adherence will now include commercial (an idea being they will switch over to Medicare eventually), FEP, ChampVA, Tricare and people who will never qualify for Medicare and are on Medicaid only. I swear they put a commercial patient on RxCompanion actually. FML

At least people with FEP/ChampVA/Tricare are typically not *****s and actually care about their health
 
Sine Cura said:
I LOL'ed at OOS rate being part of the eval. So many ******* managers refusing to let techs order from McKesson and getting pissed off customers as a result

Also adherence will now include commercial (an idea being they will switch over to Medicare eventually), FEP, ChampVA, Tricare and people who will never qualify for Medicare and are on Medicaid only. I swear they put a commercial patient on RxCompanion actually. FML

At least people with FEP/ChampVA/Tricare are typically not *****s and actually care about their health
Click to expand...

Yeah our people are just coming back from annual meeting in big cites. I cant wait to hear all the exciting news about how much more involved and difficult our jobs will become! lol. next weeks conference call should be a blast! Things are really changing fast and furious now.
 
sozetone said:
Anyway no matter, I got a SP as expected. I do not want to be EE or below (obviously), just stay off the radar, and run a smooth store. I did notice this year though they are basing our bonuses AND evals on harder to control metrics like script growth, Sales, Specialty sales...etc. It's not impossible, but i get the feeling SERIOUS changes are coming to wal mart pharmacy, (and the retail side for sure). I suspect they are tired of paying the older pharms 65---75$/hr range of pay and can significantly cut down expenses. I see a lot of changes already that are all geared towards holding people accountable, and nothing more. And the Evals being based on tough to control metrics is a real problem. They want the new grads in for 50 or less an hour nationwide. I'm sure it would save the company billions annually.
Click to expand...

Hi there, i have a question for you in term of controlling metrics. I work at Walmart too and my store is low on adherence metric. Our manager said that we should convert 30 to 90 day supply when we do input for HTN, DM, and cholesterol meds. However since the adherence is rated based on Medicare insurances, I was thinking maybe during 4 points, if I see anyone with the DOB less than 1954 , then they are 65 and older and I should change to 90 ds. I think it s not worth our time to convert 30 to 90 ds on Medicaid and non Medicare patients. Am I correct or should I follow my manager ‘s direction and covert everyone to 90 ds, regardless whether they have Medicare. Our adherence is low and I m trying to figure out how to increase it. Thank you for your input!!!
 
Technically the bonus has little to do with factors your team can directly control (ethically) and weak correlation with your eval. Nothing on controlling inventory levels, immunizations (as WM doesn't want to be seen incentivizing that at the store level), keeping your own payroll down.

Must be nice to get the script multiplier though
 
Anyone get to know what their bonus will be at 3 letters yet? We havent received our reviews yet.
 
sozetone said:
Yeah our people are just coming back from annual meeting in big cites. I cant wait to hear all the exciting news about how much more involved and difficult our jobs will become! lol. next weeks conference call should be a blast! Things are really changing fast and furious now.
Click to expand...

Someone in my school's Facebook alumni page made a post asking people to reply to you here about how happy and successful they are as a pharmacist.
 
Sine Cura said:
Technically the bonus has little to do with factors your team can directly control (ethically) and weak correlation with your eval. Nothing on controlling inventory levels, immunizations (as WM doesn't want to be seen incentivizing that at the store level), keeping your own payroll down.

Must be nice to get the script multiplier though
Click to expand...

I'm glad it depends on store sale and profit since pharmacy doesn't make money. At least we can keep inventory and payroll down, increase IMZ and script sale to contribute to the overall store sale.
 
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