REPUBLIC OF SOUTH AFRICA. HR8/3/1 ENQUIRIES: Ms L Rudah Department of Employment and Labour Tel no: (012) 309 4659 Chief Directorate: Human Resources ‘Management Private Bag X 117 PRETORIA To ‘The Director-General The Deputy Directors-General The Chief Operations Officer The Chief Information Officer ‘The Chief Financial Officer The Commissioners All Chief Directors/Directors in Head Office The Chief Directors: Provincial Operations All Staff HUMAN RESOURCES MANAGEMENT CIRCULAR MINUTENO 2. oF 2019 EXIT INTERVIEW QUESTIONNAIRE FORM, 1. Human Resources Management Circular Minutes Y3 of 2012 dated 03 July 2012 and F3 of 2016 dated 30 September 2019 refer. Copies are attached for ease of reference. 2. Subsequent to the name change of the Department, the Exit Interview Questionnaire Form has een updated with the new Coat of Arms. 3. Attached please find the updated Exit Interview Questionnaire Form for future completion by all employees who are leaving the Department. 4, All copies of the Exit Interview Questionnaires must be forwarded to the Sub-Directorate: Policy, Research and Monitoring on a monthly basis for trend analysis. PAranrtate M Matyila Chief Director: Human Resources Management DATE:REPUBLIC OF SOUTH AFRICA HR 85/1 ENQUIRIES: MS B MOTLHAOLENG DEPARTMENT OF LABOUR. TEL NO: (012) 309 4563 CHIEF DIRECTORATE: HUMAN RESOURCES MANAGEMENT PRIVATE BAG X 117 PRETORIA 0001 TO: ALL DEPUTY DIRECTORS ~ GENERAL THE CHIEF OPERATIONS OFFICER THE CHIEF INFORMATION OFFICER ‘THE CHIEF FINANCIAL OFFICER THE COMMISSIONERS ALL CHIEF DIRECTORS, DIRECTORS AND DEPUTY DIRECTORS IN HEAD OFFICE CHIEF DIRECTORS: PROVINCIAL OPERATIONS ALL STAFF HUMAN RESOURCES MANAGEMENT CIRCULAR MINUTE NO Y 3 OF 2012 Ministerial Directive to Institutionalise the Practice of Exit Interviews in The Public Service. In July 2007 Cabinet Lekgotla took a decision to institutionalise the practice of exit interviews in the Public Service. Following the Cabinet decision, the Minister for Public Service and Administration issued a directive to elucidate and supplement Regulation VIL G.2 of Chapter I of the Public Service Regulations 2001. Based on the above directive a copy of the Exit Interview Questionnaire is attached for ‘completion by all employees who are leaving the Department. All copies of the Exit Interviews must be forwarded to Sub-Directorate: Policy, Research and Monitoring op a quarterly basis for trend analysis. BD Yika Acting @fief Director: Human Resources Management Date: . 297123REPUBLIC OF SOUTIL AFRICA HRS/31 ENQUIRIFS: Ms |. Rude Department of Labour Tel no: (012) 309 4659 Chief Directorate: Human Resources Management Private Bag X 117 PRETORIA, To: The Director-General The Deputy Directors-General The Chief Operations Officer ‘The Chief Information Officer The Chief Financial Officer The Commissioners Alll Chief Directors/Directors in Head Office The Chief Directors: Provincial Operations All Staff HUMAN RESOURCES MANAGEMENT CIRCULAR MINUTENO 3 oF 2016 Guidelines for Exit Interviews Practice in the Department of Labour 1, Human Resources Management Circular Minute Y3 of 2012 dated 03 July 2012 refers, A copy is attached for ease of reference. 2, Subsequent to the Human Resourees Management Forum mecting held on 14 and 15 July 2016 at Head Office, the challenges of non completion and submission of the Exit Interview Questionnaires were reported 3. A guideline document for Exit Interviews Practice has been developed to ensure that the Department complies with Human Resources Management Circular Minute Y3 of 2012 4. Attached please find the above-mentioned Guidelines for Exit Interviews for your implementation. 5. It will be appreciated if the contents of this circular could be brought to the attention of all employees M Maryila Chief Director: Human Resourees Management DATE: 30... SEPTEMBER ioepe k ie f . employment & labour EXIT INTERVIEW QUESTIONNAIRE EMPLOYEE'S NAME, PERSAL NO DIRECTORATE OFFICE JOB TITLE SALARY LEVEL START DATE LAST WORKING DAY SUPERVISOR REASON FOR LEAVING (Tick the appropriate box) Promotion| Resignation Retirement On account of ill health Severance Package Transfer1 Assessment of the supervisor Excellent | Good _| Fair Poor Led by example I ‘Communication of job-related information ‘Adequate guidance in resolving work-related matters Explained what is expected of an employee Comment 2 Assessment on job satisfaction Excellent | Good | Fair Poor Potential was fully utilised fork content according to job description ‘Adding value to the department Comments: 3. Assessment of working conditions Excellent | Good | Fair Poor ‘Availability of material/equipment for the job ‘Work load Being part of a team Relationship with co-workers I Comments:Assessment of Performance Management Excellent [Good | Fair Poor Allocated tasks aligned with performance work plan’ performance agreement Sufficient, regular feedback on work performance [Recognition for work performance | Comments: Assessment of Employee Development Initiatives Excellent | Good | Fair Poor Training and Development opportunities Career advancement opportunities ‘On job training opportunities Comments:.... Assessment of Employee Development Initiatives Excellent | Good [Fair Poor ‘Communication of the department’s mandate/objectives Skilled, professional and effective Friendly, courteous and supportive Employees’ views being heard and acknowledged Effective delegation of decision making and authorit ‘Comments9 Which of the following contributed to your decision to leave? Supervisor/Manager Performance Management Job Satisfaction Employee Development L_] Working Environment Any other reason(s) Do you have any suggestion(s) that might assist your component to improve the work environment and service delivery?i Outline briefly any additional comments/opinion whether positive or negative you wish to express about the Department/Programme?Directorate. EMPLOYEE Interviewer’s impression/comments and recommendations: INTERVIEWER DATE:.... ‘Comments:DATE:. ‘Comments/Recommendation:...... SMS MEMBER DATE: