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George A. Smathers Libraries: Transfers/Terminations

I. Policy:

When an employee separates from the Library, whether as a transfer to another area on campus or termination from the State University System, there are matters which must be addressed. To assist the exit process the Library provides an Employee Exit Checklist and an exit interview .

II. Date: August 5, 1996
Revised: February 2001

III. Attachments:

  • Exit Interview/USPS
  • Exit Interview/Faculty & A&P

IV. Upon accepting a position outside the libraries or deciding to resign/retire permanently from the Statue University System, an employee submits a letter of resignation to his/her supervisor.

  • A. The letter of resignation includes the last day the employee will work.

    B. The supervisor forwards the letter of resignation to the Library Personnel Office.

    C. The Library Personnel Office Manager contacts the employee and schedules an exit interview in the Library Personnel Office during the last week of employment. At this time, the employee is given a sign-off sheet to take around to various departments and return to the Library personnel Office.

    D. The Library Personnel Office Assistant pulls the employee's personnel and leave slip files, deletes the e-mail and Dean's menu accounts, completes payment for unused sick leave form for any employee with 10 or more years of service. Also, if the employee is cashing out their annual leave, the Office Assistant completes the paperwork for this as well.

    • 1. It is the responsibility of the separating employee to complete the checklist securing appropriate signatures.
      • Note: Failure to complete the Libraries' Employee Exit Checklist may result in a delay of the final pay warrant and/or benefits settlement.

      2. The Library Personnel Office completes and activates the Personnel Status Change Order form or A & P/Academic Personnel Transaction Form 250 (attachment D and E).

V. The exit interview with the Library Personnel Office provides the opportunity to confidentially and objectively assess the employment experience. The feedback received in the exit interview assists in developing training for future and current employees.

VI. In addition to the exit interview with the Library Personnel Office, USPS Library staff may schedule an exit interview with University Personnel Services through its personnel satellite offices and the Central Employment Center.

VII. Responsibility:

It is the responsibility of the Library Personnel Officer to oversee and coordinate the exit process.


George A. Smathers Libraries

Faculty /A&P Exit Interview


(to be completed and retained in Library Personnel Office files)

Revised: February 2001

The purpose of the exit interview is to provide the University of Florida Libraries with feedback that will aid in recuriting, hiring, training, developing and retaining competent staff.

Exit interviews will be conducted within the week before the last day of employment in the Library Personnel Office. Information gathered will come from a verbal interview and all responses will remain confidential.

1.What did you like best/least about your position?

2. What prompted you to initiate leaving your current position?

3. What would could have been done to have retained you as an employee?

4. Do you have any suggestions/comments regarding training and development/communications, management, compensation, etc.?s


George A. Smathers Libraries

USPS Exit Interviews

(to be completed and retained in Library Personnel Office files)

The purpose of the exit interview is to provide the University of Florida Libraries with feedback that will aid in recuriting, hiring, training, developing and retaining competent staff.

Exit interviews will be conducted within the week before the last day of employment in the Library Personnel Office. Information gathered will come from a verbal interview and all responses will remain confidential.

1. What do you like best/least about your position?

2. How would you rate the training and development from your immediate supervisor? What did you like/not like about the supervision you received?

3. What could have been done to make training for your job better? What would be your recommendations for improving the position/work environment?

4. What prompted you to initiate leaving your current position? Would you consider working for the libraries again?

5. If you could change one thing about the job you are leaving, what would it be?

 

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