Start with the conversation you need

A Northstar Works example—a fictional employer—for employees approaching retirement and the managers supporting their transition.

Plan the transition

Discuss the planning horizon, decisions, and dates that need an authorized answer.

Prepare benefits questions

Take plan-specific questions to the approved benefits provider.

Arrange a handover

Document recurring work, name a successor, and clarify open-item ownership.

Discuss final practicalities

Use the checklist below to prepare for a private People Operations discussion.

Coordinate the transition without guessing at policy

Use this page to prepare conversations about work handover and employment wrap-up. Personal benefits, eligibility, and case-specific employment questions depend on individual circumstances and approved local materials; direct them to the appropriate provider or People Operations route.

Four stages to discuss

This is a discussion guide, not a tracked workflow or a statement of required timing.

  1. 1
    Set a planning horizon
    Discuss the intended transition period with your manager and People Operations. List decisions, dependencies, and dates that need an authorized answer.
    Employee, manager, and People Operations
  2. 2
    Prepare benefits questions
    Ask the approved benefits provider which plan information applies to your circumstances, what timing matters, and where to find current plan materials.
    Employee and benefits provider
  3. 3
    Agree the successor handover
    Select recurring work to transfer, document context and exceptions, and agree who will own open items after the handoff.
    Employee, manager, and successor
  4. 4
    Discuss final practicalities
    Review employment steps, records, equipment, and access arrangements with People Operations and the relevant internal owners.
    Employee, manager, and People Operations

Worked example: hand over a recurring review

At fictional Northstar Works, an employee coordinates a monthly service review. The employee and manager agree to document the review's purpose, the source of its inputs, the usual sequence, common exceptions, and decisions that remain open. They name a successor and schedule a walkthrough before the employee's final work period.

During the walkthrough, the successor uses the notes to lead the discussion. The current owner explains why an exception occurred and who can resolve the open item; the manager confirms who will own that item going forward. This is a coordination example, not a prescribed operating procedure.

Handover check: Can the successor find the latest materials, identify the next expected action, and name the role that can answer an unresolved question?

Route questions to the right place

Answers can depend on individual circumstances and locally approved materials. Keep personal case details on the organization's established private channels.

Benefits provider

Use the approved provider route for plan-specific information.

  • Which current plan documents apply to my situation?
  • What timing or decision points should I understand?
  • Where can I get an explanation of plan terms or available options?
People Operations

Use the established private route for employment and transition questions.

  • Which employment steps and dates should I discuss for my circumstances?
  • Who can clarify records, equipment, or access arrangements?
  • Where should I raise an unresolved case-specific employment question?

Prepare a useful successor handover

Work with your manager to adapt this sequence to the role and approved procedures.

  1. 1

    List recurring work and open items

    Record the responsibilities being handed over, their usual cadence, current owner, next expected action, and unresolved decisions.
  2. 2

    Capture context and exceptions

    Note where approved working materials live, what the successor needs to understand, and which role can resolve an exception.
  3. 3

    Walk through the materials

    Have the successor lead a representative discussion or coordination task using the notes, then clarify gaps together.
  4. 4

    Confirm ongoing ownership

    Ask the manager to confirm who owns each open item, where updates belong under approved procedures, and whom to contact if ownership is unclear.

Final practicalities to discuss

Use these prompts to prepare a conversation with your manager and People Operations. They are not a statement of required steps or entitlements.

  • Transition dates: Note the dates you are considering and ask which dates or decision points need confirmation.
  • Open work: Identify unfinished decisions and recurring responsibilities, and discuss who is expected to own each after handover.
  • Equipment and access: Ask the appropriate internal owner how return, transfer, and access arrangements are handled for your situation.
  • Records and materials: Ask which records should be retained, transferred, or handled another way under approved procedures.
  • Employment questions: Take case-specific questions to the established private People Operations route rather than sharing personal details in a public discussion.
  • Benefits questions: Direct plan-specific questions to the approved benefits provider; ask People Operations for help finding the established route if needed.

Choose the next conversation

Start with the person or service that can answer the question, and keep individual details private.

For plan-specific questions, use the organization's approved benefits-provider route. For case-specific employment questions, use the established private People Operations route. For knowledge transfer, agree the next handover discussion with your manager and successor.