To continually improve the quality of work life and meet the expectations of future employees, NAVAIR has implemented a commandwide exit interview process for departing employees. “The information obtained from the exit interview will help define and improve our current work culture and future quality of work life initiatives, as well as recruitment and retention strategies,” said Bobbi Everett, deputy director, NAVAIR Human Resources Programs, AIR-7.3.

As an initiative from the QWL survey, the People Focus Group developed a Web-based exit interview. Data will be compiled in summary form only and no individual name will be solicited.  It will be distributed to departing employees by their supervisor or servicing human resources office.

For those requiring a paper version, it is available at the servicing HRO or may be downloaded from the Web site. All departing employees will have the option to participate in an exit interview, but the employee's participation is completely voluntary. The decision to respond to any or all questions is entirely up to the individual.

The tool, at the discretion of the competency, may also be used to solicit input as employees leave one competency, business unit or geographic site to go to another. On average, it takes about 10 minutes to complete the 40-item survey regarding the employee’s work, people they interacted with, supervisor, career opportunities, compensation, organization and resources. “NAVAIR is interested in retaining its quality employees,” Everett said.

Through the use of an automated standard exit interview form, NAVAIR will use the collective responses of departing employees to examine general statistical trends in employee turnover and identify ways to become a more desirable employer. (Submitted by the Focus Group Executive Secretariat