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Exit Interview Monitoring Report Executive Summary
The following is a summary of the information from the exit interviews
received between 1993-94 through 2002-03 as of 3/30/03. This summary
includes information on changes to the exit interview process and
procedures, as well as the main findings. This report is a shorter
“monitoring” report, which is a condensed version of the
longer report developed last year.
Revisions to the Process and Procedures
The following revisions were made to the exit interview process and
procedures in 2002-03:
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The classified and unclassified versions of the survey were combined
into one version, so that all employees that leave UW-Stout complete
the same survey.
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An invitation from the Equal Opportunity/Affirmative Action Office
was attached to the survey instrument inviting people to come for
an in-person exit interview.
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The demographic section was expanded to allow for more detailed
analysis.
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A follow-up process was initiated in order to increase the response
rate on the exit interview survey.
Main Findings
- Unclassified respondents in 2002-03 continue to report that “found
a job with a higher salary” was the top factor that influenced
them to leave UW-Stout. Likewise, for the classified staff, “dissatisfaction
with salary” was the most frequently reported reason that they
left UW-Stout in 2002-03.
- Satisfaction ratings for the unclassified staff continued to increase
in 2002-03 on questions dealing with: relationships with co-workers
and supervisors, satisfaction with experience at UW-Stout, and recommending
UW-Stout as a good place to work. Satisfaction decreased, however,
on ratings of recognition received. Ratings on this recognition question
were lower than any of the other questions.
- For the classified staff, ratings increased in 2002-03 on questions
dealing with: relationships with co-workers and supervisors, receiving
recognition for work, satisfaction with experience at UW-Stout, and
recommending UW-Stout as a good place to work. Satisfaction dropped
in 2002-03 on ratings of opportunities for training and/or professional
development. Overall, ratings were lowest for opportunities for training
and/or professional development and receiving recognition for work.
- Classified and unclassified ratings on freedom from discrimination
and harassment continue to be higher than 4.5 on a 5-point scale (1=always
discriminated against; 5=never discriminated against) for all areas
except gender. In 2000-02 and 2002-03, ratings on freedom from discrimination
on gender ranged from 4.15-4.30 for the unclassified staff.
- Comments were organized according to the four themes that were identified
in a previous Exit Interview Report. In 2002-03, there were 16 comments
dealing with “solutions/recommendations/ prevention.”
Within this theme, comments dealt mostly with organizational structure
and money. In 2002-03, there were 15 comments dealing with discrimination/harassment
issues. Within this theme, the greatest number of comments was in
the gender category. In 2002-03, there were 12 comments dealing with
likes and 12 comments dealing with dislikes. Within the “likes”
theme, comments were mostly non-specific and respondents indicated
that they liked everything about UW-Stout. Within the “dislikes”
theme, the greatest number of comments dealt with money/promotion/tenure
issues.
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