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8/11/2019 EXIT INTERVIEW PROCEDURE{Us64 Db2 Doc21615 Pg1 Svmace Nameweb}

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EXIT INTERVIEW PROCEDURE

1. Introduction

1.1 This procedure is designed to underpin the Universitys Exit Interview

Policy.

2. Definitions

2.1 Independent manaer a manager at The University o !orthampton

who is not the employees line manager.

!. "enera# Princip#es

".1 The purpose o this process is to ully investigate the reasons or anemployee leaving the organisation and to use the eed#ac$ o#tained via

Exit Interviews and Exit %uestionnaires to review practices at the

institution and to address any other important issues that are raised.

".2 Inormation gained rom this process will #e depersonalised and will #eused #y the &uman 'esources team to inorm reviews( good practice and

organisational development and improvement with the exception o wherethe inormation alleges unaccepta#le #ehaviour o colleagues in the

wor$place. In this case inormation will #e provided to the individuals line

manager.

"." Exit Interviews will #e conducted #y a mem#er o the &uman 'esourcesteam or #y an independent line manager to encourage open and honest

eed#ac$.

".) Those employees not wishing to ta$e part in an Exit Interview will #e

encouraged to complete the Exit %uestionnaire.

".* The University assures employees that eed#ac$ is conidential and will not#e put on their personal ile or disclosed in uture reerences. &owever(

any inormation that raises concerns regarding conduct may #e disclosedto management.

".+ ,t no time during an Exit Interview should the interviewer argue ordisagree with the view o the employee. The interview should record all

comments made #y the employee.

".- Exit Interviews Exit %uestionnaires should #e completed no later thanone wee$ prior to the employees departure.

"./ Employee participation in either completing the Exit %uestionnaire or

attending an Exit Interview is voluntary and cannot #e imposed.

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$.% Process o'c(art for Resinations

Employee notiies line manager o their resignation

4ine manager passes resignation to &' team and inorms employee o Exit

Interview Exit %uestionnaire process

&' team processes resignation and conirms in a letter to employee( including a

copy o the Exit %uestionnaire and the opportunity or an Exit Interview

Employee completes Employee re5uestsExit %uestionnaire and Exit Interview

returns to &'

&' record &' arrange Exit Interview and analyse data

Inorm management o Exit Interview conductedany misconduct issues #y &' or independent

manager

&' to record and analyse

data and produce 5uarterly

reports

&' to produce annual

report to #e made availa#le to Trade Unions

)ppendi* 1

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Exit %uestionnaire

Please complete section 1 o the orm 6which is used or collecting statistical

inormation7 and return it to the &' Team. Inormation a#out how this data is

used and processed can #e ound on the &E8, 6&igher Education 8tatistics

,gency7 we#site 6www.hesa.co.u$7.

8ection 2 o the orm will #e used to help to identiy where change may #e

necessary to improve the employment experience at The University o

!orthampton and to address any other important issues that are raised.

!ame9::::::::::::::::::::::::::: Employee !um#er9:::::::::::::

8chool8ervice9:::::::::::::::::::: 4eaving ;ate9:::::::::::::::::

4ength o employment 6Please tic$ appropriate #ox794ess than 1 year

1


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+ @ther EU- !on EU

/ !ot $nownA Inormation reused

Reason for -eain /P#ease tic0 appropriate o*3E0 End o 0ontract

T1 aternity !on returnT2 aternity 'esigned #eore " months

T" aternity 'esigned ater " months'; 'edundancy

B8 Boluntary 'edundancy'81 'esignation Co# content

'82 'esignation Co# prospects

'8" 'esignation 0areer @pportunity'8) 'esignation 0ontract Issues

'8* 'esignation Personal 0ircumstances'8+ 'esignation @ther

'T1 'etirement'T2 'etirement Ill &ealth

2. 4our E*perience at t(e Uniersit5 /P#ease tic0 appropriate o*3

+o' 'ou#d 5ou descrie 5our Uniersit5 Induction6

Bery Poor Poor ,verage ?ood Excellent

+o' 'ou#d 5ou descrie 5our ,c(oo#7,erice Induction6


W(at improements 'ou#d 5ou recommend6

::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

Do 5ou fee# 5ou (ae receied ade8uate trainin and dee#opment toena#e 5ou to carr5 out 5our ro#e6

Des !o

+o' 'ou#d 5ou descrie 5our trainin and dee#opment opportunities6


W(at improements 'ou#d 5ou recommend6::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

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Do 5ou fee# t(at 5our 9o description accurate#5 ref#ects 5our current

ro#e6

Des !o

W(at c(anes 'ou#d 5ou recommend6

::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

Do 5ou fee# 5ou (ad an accepta#e 'or0#oad6

Des !o

If no p#ease e*p#ain t(e reasons '(5

::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::

+o' 'ou#d 5ou descrie mora#e in 5our ,c(oo#7 ,erice6


P#ease rate t(e #ee# of communication 'it(in 5our ,c(oo#7,erice.


P#ease rate t(e #ee# of communication 'it(in t(e Uniersit5.


P#ease rate 5our 'or0in re#ations(ip 'it( 5our #ine manaer.


P#ease rate 5our 'or0in re#ations(ip 'it( 5our co##eaues.


Wou#d 5ou recommend T(e Uniersit5 of Nort(ampton as a ood

emp#o5er6

Des !o

)n5 ot(er comments

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