IV. 7. Termination

Termination may be looked upon with great anticipation or dread, depending upon individual circumstances. It may occur as a result of retirement, change of position because of advancement or change of interest, or being fired.

Termination should be handled by the administrator with maturity and sensitivity, for the benefit of both the individual and the agency.

If an employee leaves because of retirement or for a better position, usually that person feels positive about the departure. If he or she is forced out, this may be a different matter. Every attempt should be made to alleviate problems before a person is fired. Such action should be fair to both the institution and individual. Talking with an employee who is not functioning well often will alter the situation. Further interpretations and clarification of the employee’s position may make a difference. Sometimes additional staff development or individualized training may be the answer.