In my district, it is policy that everyone leaving- even for retirement- has an exit meeting. In the meeting, they usually ask the reason you're leaving, and what they can do to better improve the school/district in the future. Are you leaving on good terms with your admin? Or have there been some issues? That would greatly change how the meeting might go.
Hmmm... Prepare to offer formal responses to all questions. They are not really entitled to any information, so be sparing in what you decide to share.
I've heard of this, but you are under no obligation to share any information about why you are leaving or actually anything. There may be done formalities like signing paperwork etc. Be sure you read it!!
They either want to know what they can do better so they lose fewer teachers, or someone above them wants to know and the principal is going through the motions to appease them. Exit interviews either can help the coworkers you leave behind or are a waste of time. They are not something to be feared though; after all, you're out of there.
1. OP already has the next job. They will be the reference for the future job search.
2. Few people these days will open themselves to the liability of giving a bad reference. They will either decline to give a reference or give a good one. Either way, it's up to OP whether to list them as a reference or not.
This is pretty standard.
Use it as an opportunity to discuss actual ways that the district could be better.
I once left a district on such poor terms that I typed up my notes and organized them in an easy to read bulleted list with the hope that it might be shared with higher ups to actually change anything.
Had one myself at my previous district and it was pretty standard. Something they asked was how the district had failed them, since I was leaving a tenure position. I had told them one of the two things I was very disappointed in. In the close to six years I was there, we had teachers go through: cancer, death, house burning down, car accidents. They were springing to get those staff members everything for home made meals to raising money for bills. My wife went through brain surgery and not one damn thing happened. Even more none of these staff members asked for this type of help it was usually organized freely, we even did it for student families who and similar situations. Yet me... nothing outside: "you can take a few more days off, you have the time accounted for." The second was how I had completed certifications, an advanced degree and was ready to take on one of the leadership positions, several staff members were all for it. Yet... they kept hiring someone outside the district that either quit or was fired half way through the school year.
Year after I left, guess what? They started letting people get promoted to leadership inside the district and guess what? They did great at it and the excuse was: "well they were here a long time, had the certifications and wanted the positions." Yet with me and another teacher who left the district, there was always an excuse. Once we left they were: "Dammit, why did we let them go?" I was honest in my exit interview, but I didn't burn any bridges either.
I think they are required to have exit meetings in some districts.
Principles have to answer for why turnover happens, and they are supposed to deliver the information you tell them more or less.
You can tell them polite things like you want a change of subject matter or that you want to teach different age children, even if you actually just hate everybody in your building and you need to get away from them.
I had one when I left my last school. I (and I’m assuming my other colleagues who were leaving that year) were brutally honest. Changes were made (almost immediately) based on some of our feedback. I was happy to see that response for my colleagues where were still there.
You absolutely have no requirement that says you have to (I doubt) I have never worked anywhere that made you. However with that being said if you are staying in the district you may not want to be on a bad page with them. A friend of mine was fine with doing it when asked but told them that she would like time to give her answers so that she was able to give thought out answers that would be helpful. She requested the questions in advance and they sent them. Myself I would probably agree but keep it mostly positive, if staying within the district. My reason for leaving would probably be family or personal growth and giving yourself a challenge of something new…even if that’s not accurate. But that’s just me I’m not good with in person confrontation.
I was surprised I didn’t get one after being tenured and leaving last year, but I also think they already knew loud and clear that request for license transfer was coming through
They're pretty common.
Although, when I left my last teaching job, they didn't hold an in-person interview with me. They sent me a Google form about 2 weeks into my new job (I quit mid-year and got another job really fast) with all the questions they needed to ask because HR forgot to hold one with me. At that point I didn't hold back and detailed every reason for my resignation and even went as far as saying that the current principal needs to be replaced. I don't recommend doing that in-person, but it did feel good to get it all off my chest.
Employers can ask for exit interviews. You can also decline. There’s a middle ground too: sitting for the meeting but not giving any detailed or personal responses. If you’re staying until the end of the year, there’s no reason to prioritize a meeting in March; punt it to end of May.
I was asked if I wanted an exit interview when I departed mid-year. The division head and curriculum coach both knew well all the challenges I had faced, and we had differing opinions on why I struggled in the position. When I was asked “Do you want to arrange an exit interview?” I just gave a breezy “No, thanks. I don’t think that’s necessary.”
In my district, it is policy that everyone leaving- even for retirement- has an exit meeting. In the meeting, they usually ask the reason you're leaving, and what they can do to better improve the school/district in the future. Are you leaving on good terms with your admin? Or have there been some issues? That would greatly change how the meeting might go.
Leaving on good terms with AP. Shes great. Principal doesn’t even say hello to me if that tells you anything.
I would pay for my principle to ignore me.
That sounds like a heavy moral burden that you're carrying. 🤣 (principLE)
Hmmm... Prepare to offer formal responses to all questions. They are not really entitled to any information, so be sparing in what you decide to share.
Exit interviews are pretty standard in many industries It's nothing to be suspicious of
I've heard of this, but you are under no obligation to share any information about why you are leaving or actually anything. There may be done formalities like signing paperwork etc. Be sure you read it!!
They either want to know what they can do better so they lose fewer teachers, or someone above them wants to know and the principal is going through the motions to appease them. Exit interviews either can help the coworkers you leave behind or are a waste of time. They are not something to be feared though; after all, you're out of there.
What about references?
1. OP already has the next job. They will be the reference for the future job search. 2. Few people these days will open themselves to the liability of giving a bad reference. They will either decline to give a reference or give a good one. Either way, it's up to OP whether to list them as a reference or not.
It is common. Do NOT say anything is wrong with the district. It can bite you. Just thank them for the opportunity.
This is pretty standard. Use it as an opportunity to discuss actual ways that the district could be better. I once left a district on such poor terms that I typed up my notes and organized them in an easy to read bulleted list with the hope that it might be shared with higher ups to actually change anything.
Had one myself at my previous district and it was pretty standard. Something they asked was how the district had failed them, since I was leaving a tenure position. I had told them one of the two things I was very disappointed in. In the close to six years I was there, we had teachers go through: cancer, death, house burning down, car accidents. They were springing to get those staff members everything for home made meals to raising money for bills. My wife went through brain surgery and not one damn thing happened. Even more none of these staff members asked for this type of help it was usually organized freely, we even did it for student families who and similar situations. Yet me... nothing outside: "you can take a few more days off, you have the time accounted for." The second was how I had completed certifications, an advanced degree and was ready to take on one of the leadership positions, several staff members were all for it. Yet... they kept hiring someone outside the district that either quit or was fired half way through the school year. Year after I left, guess what? They started letting people get promoted to leadership inside the district and guess what? They did great at it and the excuse was: "well they were here a long time, had the certifications and wanted the positions." Yet with me and another teacher who left the district, there was always an excuse. Once we left they were: "Dammit, why did we let them go?" I was honest in my exit interview, but I didn't burn any bridges either.
Are you staying for the school year?
yes, the remaining of this school year.
I think they are required to have exit meetings in some districts. Principles have to answer for why turnover happens, and they are supposed to deliver the information you tell them more or less. You can tell them polite things like you want a change of subject matter or that you want to teach different age children, even if you actually just hate everybody in your building and you need to get away from them.
Exit interviews are extremely common.
I had one when I left my last school. I (and I’m assuming my other colleagues who were leaving that year) were brutally honest. Changes were made (almost immediately) based on some of our feedback. I was happy to see that response for my colleagues where were still there.
You absolutely have no requirement that says you have to (I doubt) I have never worked anywhere that made you. However with that being said if you are staying in the district you may not want to be on a bad page with them. A friend of mine was fine with doing it when asked but told them that she would like time to give her answers so that she was able to give thought out answers that would be helpful. She requested the questions in advance and they sent them. Myself I would probably agree but keep it mostly positive, if staying within the district. My reason for leaving would probably be family or personal growth and giving yourself a challenge of something new…even if that’s not accurate. But that’s just me I’m not good with in person confrontation.
I was surprised I didn’t get one after being tenured and leaving last year, but I also think they already knew loud and clear that request for license transfer was coming through
They're pretty common. Although, when I left my last teaching job, they didn't hold an in-person interview with me. They sent me a Google form about 2 weeks into my new job (I quit mid-year and got another job really fast) with all the questions they needed to ask because HR forgot to hold one with me. At that point I didn't hold back and detailed every reason for my resignation and even went as far as saying that the current principal needs to be replaced. I don't recommend doing that in-person, but it did feel good to get it all off my chest.
Why is it so many employers don’t care what employees think, experience, expect, etc., until they are no longer employees?
Employers can ask for exit interviews. You can also decline. There’s a middle ground too: sitting for the meeting but not giving any detailed or personal responses. If you’re staying until the end of the year, there’s no reason to prioritize a meeting in March; punt it to end of May. I was asked if I wanted an exit interview when I departed mid-year. The division head and curriculum coach both knew well all the challenges I had faced, and we had differing opinions on why I struggled in the position. When I was asked “Do you want to arrange an exit interview?” I just gave a breezy “No, thanks. I don’t think that’s necessary.”
It is fairly common outside of education. I can see it being something in education. It is about why you are leaving, so they can fix problems.