offboarding-exit-management

---
name: offboarding-exit-management
description: "Design professional offboarding: resignation handling, notice-period plans, knowledge transfer, exit interviews, access revocation, and alumni relations. Use when the user asks for an exit checklist, exit-interview questions, knowledge-transfer plan, or how to handle a resignation or termination professionally."
---

# Offboarding & Exit Management

## Purpose
Offboarding done well protects knowledge, security, and employer brand — and builds an alumni network (boomerang hires are high-quality, low-cost). Modeled on HRMS Employee Separation / Exit modules (Frappe HRMS "exits", Odoo departure workflows).

## Immediate steps on resignation
1. Acknowledge in writing, confirm last working day per contract/notice period.
2. Do NOT counter-offer reflexively — assess first (is retention desired & feasible? counters accepted under pressure rarely last).
3. Classify departure: regretted / non-regretted. Internal comms plan agreed with the employee.
4. Start the checklist same day.

## Knowledge transfer (KT) plan
- KT owner appointed (manager); KT document template: responsibilities, recurring tasks with how-to links, key contacts, in-flight projects with status + next actions, credentials/licences to reassign, undocumented decisions and their rationale.
- Shadowing/overlap where possible; record walkthrough videos of critical processes.
- KT sign-off required before final day for regretted departures.

## Exit interview (day -3 or later; conducted by HR, not the direct manager)
Core questions:
- What prompted you to start looking? (push factors)
- What would have kept you? (retention signal)
- How was your manager support / growth / recognition / workload? (1–5 + comment)
- Would you recommend us as an employer? Would you return?
- Anything about team conduct or ethics we should know?
Aggregate quarterly: top-3 push factors → attrition-reduction actions. Feed to people analytics.

## Exit checklist (parallel owners)
- HR: final settlement calculation (per local labor law — unused leave, EOS/end-of-service where applicable), benefits termination dates, reference-letter policy
- IT: account deactivation schedule (email day-of EOD; all SaaS access; device return; revoke tokens/keys), data transfer of work files
- Manager: KT complete, client/vendor handover, announcement sent
- Finance: final payroll, expense settlement, recover company property

## Alumni relations
- Exit on good terms: thank-you note, alumni network invite, clear rehire stance.
- Boomerang-hire policy: eligibility, whether prior tenure counts.

## Termination variant (when company-initiated)
- Follow documented performance process; legal review mandatory; same-day logistics script; dignity-first meeting (short, clear, private, with witness); support (severance per law/contract, outplacement where offered).

## Deliverables
- Exit checklist (owner × task × deadline, CSV)
- KT document template
- Exit-interview question set + aggregation schema
- Resignation-response letter & announcement templates