A New Process Coming Soon to ADRS Divisions and Facilities

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ADRS Exit Survey

• A New Process Coming Soon to ADRS Divisions and
  Facilities

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Context

• Recommended by LDI Graduates (Candy Leathers,
  Nancy Fritchell, Jolene Pagnotta, Linda McVoy,
  Angela Rubalcaba, Cheryl Eggleston, Sue
  Schierkolk, Kristin McDermott)
• Part 1 of a multi-part strategy to understand
  what employees value and why they leave.
• Purpose make CHANGES aimed at improving
  retention of top talent.

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Goals of the Survey

• Obtain a high response rate
• Capture honest feedback
• Identify turnover trends
• Generate regular reports

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Multiple Formats

• Person-to-Person Interview
• Phone or in-person
• Paper-and-Pencil Survey
• Sent by mail or email
• Web-based Survey

Exiting employees choose how they want to
participate before they actually leave.
5
The Survey Instrument

• Approximately 10 minutes to complete
• Simple, easy to follow
• Non-threatening (demographic data voluntary)
• Allows for open-ended feedback
• Covers a variety of employment topics

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Generating Motivation

• Create expectations
• Presentations like this one
• Brochure
• Orientations
• Newsletters and bulletins
• ADRS emails
• Talk about the results and what we are doing
  based on feedback received
• Use personal contact to gain commitment

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Obtaining Honest Feedback

• Neutral party (outside of division/facility)
• Flexible completion timeframe (up to 4 weeks)
• Confidential / anonymous
• Individual survey results not shared
• Office wide data shared regularly
• Division-level or other summarized data will
  include at least three responses

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Division/Facility Contacts

• AAS Jamie Malone
• DDD Roberta Aceves
• PRC Marcella Bazanelle
• GJRC Angela Rubalcaba
• WRRC Vicki Treadway
• DVR Liz Hollings

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The Process

• Sup notified of intent to leave
• Sup gives brochure and notifies division/
  facility contact
• Contact enters data into tracking system
• ADRS assigns a member of the Exit Survey Team to
  make contact with exiting employee
• Contact is made prior to departure to explain
  options for participation gain commitment
• Appropriate information sent to employee
• Interview conducted (if so desired)
• Reports generated regularly

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How YOU Can Help

• Tell all staff about the survey
• Help ensure that brochures are handed out when
  employees give notice
• Remind supervisors to report timely to their
  division/facility contact when notice is
  received
• Conduct timely initial contacts and interviews
• Help ADRS continuously improve the process.

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QuestionsorComments?