Employees that voluntarily choose to end their employment with the University should initiate the process. These steps should be completed by the employee and the manager:
- reviews the Employee Resignation Checklist and performs the necessary transitional tasks to prepare for their exit from the university.
- completes a letter of resignation and identifies the last active day of employment, and
- submits the resignation letter to his/her immediate manager and to email@example.com
We would very much appreciate your honest feedback on the DePaul Human Resources Exit Survey. Your feedback is vitally important to assist us in analyzing the root causes of turnover and retention. It is also essential in helping us to improve DePaul’s status as an employer of choice. The survey takes approximately 10 minutes to complete. Your responses will be treated confidentially and (will not become part of your personnel file). Any data from the exit survey that we share with management will be consolidated with other exit feedback to protect the anonymity of individual responses.
Thank you for your cooperation! Please click the link to access the Exit Survey.
- reviews the Manager Termination Checklist and performs the necessary transition tasks to prepare for the employee’s departure.
- consult with Employee Relations representative to discuss any outstanding issues or concerns.
- processes the termination request in PeopleSoft. Termination Request Step-by-Step Guide
Note: Prompt processing of the required documents allows the manager the opportunity to begin immediate recruiting efforts to fill their vacancy.
An involuntary termination is when management makes the decision that an employee should be released from his/her job responsibilities. In such situations, an Employee Relations representative must be consulted prior to the discharge. This meeting will determine if appropriate and documented progressive discipline procedures, have been applied. For employees not subject to progressive discipline (employees within the 6 month introductory period), this meeting will be to discuss and review the employee’s unsatisfactory progress since his/her hire date.