[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-243043-105":53,"doc-detail-243043-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","offboarding-knowledge-transfer-plan-action","Offboarding Knowledge Transfer Plan - Action","","Offboarding Knowledge Transfer Plan helps departments retain critical organizational knowledge when employees leave the university. It guides teams to create an initial knowledge documentation package immediately after notice, then conduct a structured knowledge transfer interview within one week to identify skill gaps and draft the transfer foundation. The plan supports scheduling responsibility handoffs, documenting key tasks and stakeholders, and creating action plans with start and completion dates to bridge identified knowledge and skills.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":11,"@type":70,"position":76},"https://docshare.wps.com/template/presentations/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/offboarding-knowledge-transfer-plan-action/243043/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/offboarding-knowledge-transfer-plan-action/243043.png","ImageObject",442,249,{"name":88,"@type":89},"Logic","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-18","2026-09-12",true,{"@type":98,"interactionType":99,"userInteractionCount":15},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"When should initial knowledge documentation be collected during the offboarding process?","Question",{"text":108,"@type":109},"Collect initial knowledge documentation immediately after receiving notification of the employee’s intent to exit the university.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What is the purpose of the Knowledge Transfer Interview, and when should it occur?",{"text":113,"@type":109},"Within one week of receiving notification, the supervisor meets with the employee and relevant stakeholders to assess skill gaps and collaboratively draft the foundation of the knowledge transfer plan. It is not an exit interview.",{"name":115,"@type":106,"acceptedAnswer":116},"What outputs are created in the Knowledge Transfer Plan section?",{"text":117,"@type":109},"The plan identifies key tasks/projects and the stakeholders taking over them, including responsibility transfer dates. It also records knowledge/skill gaps and defines action plans, with start and completion dates, to bridge those gaps.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},243043,1791748443,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":8,"category_name":11,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":15,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":79,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":73},1099513958762,"https://ap-avatar.wpscdn.com/avatar/1000023916a998db790?x-image-process=image/resize,m_fixed,w_180,h_180&k=1784791008015729253","Offboarding Knowledge Transfer Plan  \nPurpose of this resource: This document is intended to help departments in retaining critical organizational knowledge as employees exit the university in order to maintain operations, employee morale, consumer confidence, and the quality of service provided.  \nHow to use this resource: Follow the three steps below to develop a Knowledge Transfer Plan collaboratively with the exiting employee as soon as possible after you have been informed of their intent to exit the university.  \n1 Collect Initial Knowledge Documentation  \n2 Knowledge Transfer Interview 3  \nKnowledge Transfer Plan  \n1 Collect Initial Knowledge Documentation  \nTimeline: Immediately after receiving notification of employee ’s intent to exit the university  \nAs soon as possible, begin collecting knowledge documentation from the exiting employee. Use this documentation to determine what needs to be further discussed in Knowledge Transfer Interview (Step 2). Consider asking the employee to provide:  \n1. Project status report (s) which might include:  \na. List of all current, outstanding, and important upcoming projects, deadlines, and tasks  \nb. List of ongoing regular tasks  \nc. List of open items on which the employee is currently working  \nd. Contact information for those with whom an employee has been working on tasks, projects, committees, etc.  \n2. A comprehensive contact list which might include:  \na. A list of key people (internal and external) to whom someone else should be introduced before the current employee leaves their position  \nb. A list of external agencies or groups (including contact information) with whom the exiting employee interacts in fulfilling responsibilities  \n3. A compendium of documents which might include:  \na. Compilation of specific files/records/emails related to current or past projects to be retained for a period of time  \nb. Ask the employee to save all documents on departmental shared drive  \nc. Documentation on processes, procedures, or systems the exiting employee interacts with  \n2 Knowledge Transfer Interview  \nTimeline: Within one week of receiving notification of employee’s intent to exit the university  \nIt is recommended the supervisor meets one-on-one with the employee and any relevant stakeholders to assess potential skill gaps and needs as the employee exits the university. Note: this is not an exit interview. Use this Knowledge Transfer Interview to collaboratively draft the foundation of the Knowledge Transfer Plan (Part 3) with the exiting employee and anyother relevant stakeholders. Below are examples of questions that maybe asked during a Knowledge Transfer Interview:  \n1. Can you break down your daily routine into step-by-step instructions?  \n2. Are there any projects that you repeat on a weekly, monthly, quarterly, or annual basis? What are they and how do you do them?  \n3. Who are your regular contacts, inside and outside the organization, so we can inform them of the transition?  \n4. What tasks take priority in your role?  \n5. What are three things you have learned that you wish you had known when you started your job?  \n6. What is the biggest challenge your successor will face? What advice would you give them?  \n7. Are there any systems that your successor needs training on?  \n8. What files does your successor need to know about and have access to?  \n9. What are two initiatives you are most proud of? What makes them effective?  \n3 Knowledge Transfer Plan  \nTimeline: Immediately following the Knowledge Transfer Interview  \nUse the below tables to create a Knowledge Transfer Plan that identifies succession plans and potential skill gaps  \nIdentify Key Tasks/Projects  \n| Identify Key Tasks/Projects | Identify Key Stakeholders Taking Over those Tasks/Projects |  |  |  | Transfer of\u003Cbr>Responsibilities Date |\n| --- | --- | --- | --- | --- | --- |\n|  | Responsible | Accountable | Consult | Inform |  |\n|  |  |  |  |  |  |\n|  |  |  |  |  |  |\n|  |  |  |  |  |  |\n|  |  |  |  ","cbCaiksmrL9h81vB","https://ap.wps.com/l/cbCaiksmrL9h81vB","pdf",146550,"English","# Purpose\n# How to Use This Resource\n## 1 Collect Initial Knowledge Documentation\n## 2 Knowledge Transfer Interview\n## 3 Knowledge Transfer Plan\n## Identify Key Tasks/Projects\n## Identify Knowledge/Skill Gaps","[{\"question\":\"When should initial knowledge documentation be collected during the offboarding process?\",\"answer\":\"Collect initial knowledge documentation immediately after receiving notification of the employee’s intent to exit the university.\"},{\"question\":\"What is the purpose of the Knowledge Transfer Interview, and when should it occur?\",\"answer\":\"Within one week of receiving notification, the supervisor meets with the employee and relevant stakeholders to assess skill gaps and collaboratively draft the foundation of the knowledge transfer plan. It is not an exit interview.\"},{\"question\":\"What outputs are created in the Knowledge Transfer Plan section?\",\"answer\":\"The plan identifies key tasks/projects and the stakeholders taking over them, including responsibility transfer dates. It also records knowledge/skill gaps and defines action plans, with start and completion dates, to bridge those gaps.\"}]","Offboarding Knowledge Transfer Plan - Action | PDF",1789198866]