Flight Risk Conversation Documentation Form

Documents a retention conversation with an employee showing flight-risk behaviors, the concerns discussed, agreed actions, and follow-up dates.

Conversation Overview

• Conversation date
  Select the date the conversation took place.
• Conversation time
  Optional: record the time if needed for case tracking.
• Conversation type
  Choose the type that best matches the discussion.
• Manager name
  Enter the manager or supervisor documenting the conversation.
• Employee name or employee ID
  Use the minimum identifier needed by your organization. Avoid collecting extra PII.
• Department
  Optional: department or team for routing and follow-up.

Observed Flight-Risk Indicators

• Observed indicators
  Select all observable indicators that were present.
• Details of observed indicators
  Describe specific examples, dates, or patterns. Keep the documentation factual and job-related.
• Business impact
  Optional: note any operational or team impact observed.

Employee Perspective and Support Needs

• Employee-shared concerns
  Select the concerns the employee raised, if any.
• Employee comments or summary
  Summarize the employee's perspective in neutral, factual language. Do not include unnecessary PII.
• Was an accommodation or support need discussed?
  Select yes if the conversation included a possible ADA reasonable accommodation or other support need.
• Support or accommodation details
  Document only the minimum necessary details needed for follow-up. Route sensitive health-related information through appropriate HR channels.

Agreed Actions and Follow-Up

• Agreed actions
  Add one row per action item.
• Follow-up date
  Select the date for the next retention follow-up.
• Follow-up owner
  Who will own the follow-up conversation or check-in?
• How will progress be measured?
  Briefly describe the observable outcome or metric that will indicate progress.

Consent and Disclosure

• Employee was informed that this conversation is being documented for HR follow-up and audit trail purposes
  Check to confirm the disclosure was made.
• Employee consented to documentation of the conversation
  If the employee did not consent, document only what is permitted by policy and law.
• Additional notes
  Optional: include any other relevant, job-related notes. Avoid unnecessary PII.