Decision inputs
Facts that change the policy answer
Here the tool receives exit interviews and departure reasons, while someone ultimately relies on themes for retention work. The policy must evaluate the whole path between them.
- 1Task and owner
- People insights lead wants to analyse exit interview feedback. Record the person who will stand behind themes for retention work after the tool has finished.
- 2Information involved
- Exit interviews and departure reasons. Look beyond pasted text: files, integrations and retrieval connections can expose the same material.
- 3Tool and account
- An approved company account. A personal login can handle information differently from the company-managed version of the same tool.
- 4Intended result
- The expected result is themes for retention work. Its destination matters: private working material creates a different consequence from a sent, published or automated result.
- 5Consequence if it is wrong
- Small samples and distinctive comments can identify former employees. This is the fact most likely to move the request from routine handling into review.
- 6Human review
- people insights owner should inspect, change, reject or stop the result. A final glance after an automatic action would not give that owner meaningful control.
Possible policy routes
The task name alone cannot decide it.
A published workplace policy can return different answers for the same task. These are the practical branches worth encoding.
A routine policy route may be possible
The company can consider a standard route where the exact account is approved, only the minimum employee personal information is used, themes for retention work remains within the stated purpose, and people insights owner reviews it before use.
Approval may be required
Specialist approval becomes relevant if the account or data handling is uncertain, small samples and distinctive comments can identify former employees, or themes for retention work reaches people or systems beyond the requester’s authority.
The request may need to stop or change
A stop or redesign route becomes relevant if restricted information would enter an unapproved service, the output would act before people insights owner can intervene, or aggregate results, remove indirect identifiers and separate themes from allegations needing review cannot be maintained. Consider less information, a controlled account or a non-AI process.
Request checklist
Questions to ask before using the tool
- 01
Is the exact account approved for analyse exit interview feedback, including its plug-ins and connected sources?
- 02
Can any personal, sensitive, confidential or secret part of exit interviews and departure reasons be removed?
- 03
Will themes for retention work remain working material, reach another person or make another system act?
- 04
Does people insights owner have enough authority and time to stop the result?
- 05
Does the intended use extend beyond the region and audience covered by the current policy?
Worked request
What the employee should submit
This example supplies decision facts without pasting the underlying material into the approval record.
- requester
- people insights lead
- task
- Use AI to analyse exit interview feedback.
- information
- exit interviews and departure reasons
- tool
- An approved company account
- frequency
- Recurring work
- region
- Where the work and affected people are located
- purpose
- Analyse
- impact
- Internal work
- review
- Complete human review
- owner
- people insights owner
Useful safeguards
Controls that fit this request
- ✓
Aggregate results, remove indirect identifiers and separate themes from allegations needing review
- ✓
Keep whole files, mailboxes and datasets out of the prompt when a short part of exit interviews and departure reasons is enough.
- ✓
Reassess the request whenever its tool, information classification, frequency or consequence changes.
- ✓
Preserve who accepted themes for retention work, when they did so and which rule version they applied.
Questions people ask
About this AI use
Is using AI to analyse exit interview feedback automatically allowed?
The company policy supplies the answer after it receives the real tool, data, purpose, impact and review plan. This page only prepares those facts.
What belongs in the employee’s request?
Describe themes for retention work, identify exit interviews and departure reasons, name the exact tool and account, explain who will receive or rely on the output, and state how people insights owner will review it.
What belongs in the completed policy record?
Preserve who accepted themes for retention work, when they did so and which rule version they applied. A classification and controlled reference may be enough when copying exit interviews and departure reasons would create unnecessary risk.