Most organizations with exit interview programs engage Human Resources (HR) to perform the process.

Optimally, an exit interview process should be done in time to permit possible remedial actions before the individual leaves employment. This can also be useful in avoiding or mitigating costly litigation involving regulatory compliance issues, unlawful harassment, discrimination, safety violations, etc. It is very important to keep a record of the interviews conducted and the individual’s responses. The Department of Health and Human Services (HHS) Office of Inspector General (OIG) notes in their compliance guidance that an open line of communication between the compliance officer and organizational personnel is very important to the successful implementation of a compliance program and the reduction of any potential for fraud, abuse, and waste. One significant channel of communication, often not employed by compliance officers, is the use of exit interviews to debrief employees prior to their departure. This can identify potential compliance problems and assist in reducing the risk of “whistleblowing” by individuals after they leave the organization. As such, there is great value in debriefing those departing the job, including questions about any observed violations of law, regulation, the company Code of Conduct, or policies. Who should be interviewed and by whom? Examples of Employee Exit Questions Sent to Strategic Management

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