GENERAL ORDERS LINCOLN POLICE DEPARTMENT
SUBJECT: PERSONNEL
TITLE: EXIT INTERVIEWS
EFFECTIVE DATE: JUNE 1, 2025
REVISION DATE:
ACCREDITATION: ALABAMA ASSOCIATION OF CHIEFS OF POLICE (AACOP)
APPROVAL: CHIEF DARREN E. BRITTON
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EXIT INTERVIEWS
1034.1 PURPOSE AND SCOPE
These interviews help us understand recruitment and retention issues, as well as other potential problem areas within the department. The information obtained will be analyzed to address any common issues and make necessary improvements to our practices, policies, and work environments. All members leaving the Lincoln Police Department are eligible for an Exit Interview.
1034.2 POLICY
At the Lincoln Police Department, we are always striving to improve our policies, procedures, and training methods. We value feedback from our members and conduct confidential Exit Interviews to identify areas of improvement.
1034.3 VOLUNTARY AND CONFIDENTIAL
There shall not be repercussions of any kind for members who refuse to participate (e.g., references and payouts won't be affected.) Participation is greatly appreciated but voluntary for all members.
Everything discussed during exit interviews shall be kept confidential.
1034.4 PROCEDURE
When advised of pending termination, Professional Services will determine if the departing member wishes to participate in the Exit Interview Program and, if so, schedule a time for an in-person or by-phone interview. The separating member may opt to just fill out the Exit Interview Questionnaire on their own.
Members may also request an exit interview when leaving one Division for another.
If the member is uncomfortable participating in an exit interview with a member from Professional Services, the member may elect, within reason, to have the interview conducted by any other management personnel.
Professional Services will notify the individual selected to conduct the interview with the separating member; if the member elects to have it conducted by other management personnel.
Exit interview forms will be made available for the separating member.
Separating members may request that their exit interview information remain anonymous or may elect to have some or all of their comments presented to management with the source identified.
1034.5 REPORTING
Professional Services will make an annual report concerning the Exit Interview Program to the Chief of Police.
Reports will summarize exit interview responses to assist management in identifying possible problems and improving the employment environment. If the information received in the Exit Interview Program, whether positive or detrimental, is founded, the affected employee or Division will be notified.
1034.6 EXIT INTERVIEW QUESTIONNAIRE
The confidential Exit Interview Questionnaire shall contain the following questions by is not limited to:
See attachment: EXIT INTERVIEW QUESTIONNAIRE.pdf
Name Separation Date Date Position Division Length of Service
1. What is your main reason for leaving? (Please check)
RetirementFamily DiscordWagesPersonal SafetySocial Life DisruptionIrregular HoursSupervisor RelationshipWork OverloadIsolation/BoredomLack Community SupportQuality of EquipmentLack, Family SupportPrivate BusinessJob LocationAttend SchoolJob DutiesChild CareTransportationNew AgencyOut of GovernmentOther
2. Please evaluate the following (additional comments are welcome):
Ratings: Outstanding: Satisfactory: Poor:
A. Working conditions in your Division
B. Salary
C. Employee Benefits
D. Workload
E. Communication to/from Management
F. Career Advancement
G. Job Training
H. Mandatory Training Program
I. Motivation
3. Please describe how you saw your work performance.
4. What positive points of your job made your decision to leave difficult?
5. What was your spouse and/or family's attitude toward your job?
6. Was there a morale problem in your area? If yes, describe it.
7. Did you feel there was an adequate line of communication and support from Command to the field personnel? If not, please suggest an improvement.
8. Did you feel you had adequate equipment to perform your duties? If not, what was needed?
9. Are there any other factors you believe management should consider that will make the Lincoln Police Department a better place to work?
NOTE: This document will remain confidential.
These policies and operating procedures are not designed to cover every possible scenario or situation in society, but rather to define standard operating procedures for members of the Lincoln Police Department. These guidelines are subject to past, present and future judicial review. These guidelines can be amended and or repealed by the Chief of Police as necessary. The policies and procedures herein provided supersede all previous policies and orders.
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