How are employees selected for lay off? - Supervisor Hertz Employee Review

TPL's are forced to coach employees that do not need to be coached. TPL's are held accountable to strict and closely "policed" coaching session frequencies yet I hadn't seen an Action Plan Review for 2 months when I was laid off. Don't get me wrong, my Manager was a great guy who understood when family needed to come first and made every effort to recognize a job well done. He treated me well, however, accountability and tranparency ( I seem to recall these listed in the mission statement as "core values") need to be present at all levels and not just when it is convenient. And why was my list of responsibilties 10 times longer than list of items measured on my PMED? What would happen if all I done is what was listed on my PMED? I think I would have been walked out far sooner than I was. Also, whats with not publishing the criteria for selecting who is to be laid off or what position is eliminated? Does anyone involved in the layoff process have any idea how hard it is to find closure without some sort of feedback? I realize that for the company to remain strong, layoffs are a necessary evil, however, those who are sent packing deserve more than a white envelope with what appears to be only what the law requires inside. They deserve to know why they were selected so maybe they can position themselves differently if faced with the same scenario in the future. I asked specific questions and recieved no answers. I also think that not telling folks more only causes them to fill in the blanks themselves which may not reflect well on Hertz....and what was that core value again...transparency? The glass walls are getting a little "fogged up". I appreciate the opportunity to work for Hertz, as short lived as it was. Last, I think marketing open positions at Hertz as "career opportunities" may be a misleading unless you consider 12 years a career.