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UCSB Starts Employee Exit Interviews.

UCSB Starts Employee Exit Interviews.

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It has been this web site’s policy to promote exit interviews. We received a copy of this e-mail sent to all UCSB campus employees. We applaud this effort by University of California at Santa Barbara. We wish more public and private institutions would require this process

E-mail sent to us follows:

May 14, 2008

TO: Campus Community
From: … Human Resources

RE: Exit Interview for Separated Career Employees

UCSB is committed to being an outstanding employer!
In an effort to evaluate and improve our employer-employee
relationships, we are interested in getting feedback from career
employees who have separated from UCSB. To encourage open
and candid feedback we have contracted with a company called
The Work Institute (TWI) to conduct telephone exit interviews.
This business partner has been selected because of their
reputation for confidentiality and professionalism. They are
contractually obligated not to reveal identifying data of the
individuals they interview, and will provide only aggregate data
to UCSB. This aggregate data will help us determine the current
nature of our campus employee relations and guide us in making
improvements.

If you are a career employee who is separating from University
employment in the near future, please help us by participating
in the exit interview when The Work Institute calls. The University
will not be able to identify you through your responses, and your
candid impressions will provide valuable information for us. It is
important that as many separating career employees as possible
participate in the exit interview process because a high response
rate will more genuinely reflect employees’ experience at UCSB.

We will be sending out more information to departments in the
immediate future. Please contact … in Human Resources with any
questions or concerns you may have about the exit interview
process. Further information about The Work Institute is available
at <http://www.workinstitute.com>.

Thank you in advance for helping us make UCSB an even better
place in which to work!

Suggestions for Reforming State College and Universities.

Suggestions for Reforming State College and Universities.

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Exit interviews should be required for every staff member that leaves a college or university for any reason. The Sovereign power of the state, the people, owns the company, the college and university. The Sovereign power has final decision making for performance issues. It makes sense to require this check for performance.

All exit interviews should be made public. The people of the state own the college and university. One could equate the people’s interests in their institutions much like that of being the owners of the business. It follows that the people have full right to examine why every individual exits their business.

It should be required that any lawsuit brought against a state college and university can NOT allow requirements that the parties that settle out of court be required to not disclose the terms of the agreement by which the parties settled. Far too many lawsuits transpire against state colleges and universities where the facts in the case might cast unflattering performance or corruption against the institution management. Managers are in position to order state attorneys to settle cases that might otherwise reveal behavior that the people of the state needs to know.

University with junk yard “art”, broken “statue” and sunken boat.

University with junk yard “art”, broken “statue” and sunken boat.

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Here is a profile of a state university where, allegedly, enrollment is preeminent.

Overall, this university, allegedly, has a suspiciously low staff to customer ratio but this apparently does not show itself to the customer. This is remarkable as there is, allegedly no upward communication mechanisms existing on this campus except through the approved management tree. Here are some examples of missing communication opportunities:

  • No exit interviews when exiting this institution.
  • No ombudsman to hear complaints and resolve conflicts.
  • No staff council to hear staff input.
  • The staff and faculty union is allegedly not consulted on any issues.

No other mechanisms exist to hear what is going on at the front lines. Allegedly this is your typical medieval management system campus.

Another negative factor is this; allegedly the administration holds self-promotion as being important, sometimes at the expense of properly serving its customers.

Example: Their TV channel, on the local cable company, allegedly only offers self-glorifying pump pieces. The campus appears to not be a part of the community, if one watches their TV channel.

Example: TV equipment package that was configured by staff to produce sport and community remotes for local high schools, middle schools and community groups but was allegedly anchored in place, on campus, to thwart connection to the community.

Example: The Department of Radio-TV-Film, an academic department, was removed from a fully functional facility and folded into the president’s TV production facilities to allegedly create an illusion of an expanded complex. The sum is not greater than the parts but less.

Could it be that huge enrollment might be sited as an excuse for any discovered and reported transgressions?