Dave Iannone

Bring these to the conversation. This is a question set only - do not record identifying details, and treat responses as confidential department feedback.

Opening statement

Thank you for taking time to meet with me today. This conversation is intended to help us understand your experience and gather feedback that will help us improve our department. Everything you share here is treated confidentially and will not be used punitively. We genuinely want to hear your perspective.

Optional follow-up prompts

Can you give me a specific example of that?
How did that affect your day-to-day work or family life?
What would have needed to change for you to have stayed?
Who or what was most helpful to you during your time here?

Interviewer note fields

Scheduling or shift-pattern barriers:
Leadership strengths and gaps:
Recognition and appreciation themes:
Workload and sustainability concerns:
Overall culture and retention factors:

Optional anonymous rating questions

On a scale of 1 to 5, how fairly were shift schedules managed? (1 = very unfair, 5 = very fair)
On a scale of 1 to 5, how well did your direct supervisor support your professional growth? (1 = not at all, 5 = excellent)
On a scale of 1 to 5, how recognized did you feel for your contributions? (1 = not at all, 5 = very much)
On a scale of 1 to 5, how sustainable was the workload and schedule balance? (1 = unsustainable, 5 = very sustainable)
On a scale of 1 to 5, how likely would you be to recommend this agency as a workplace? (1 = very unlikely, 5 = very likely)

Closing statement

Thank you for your service and for being candid with me today. Your feedback will help us become a better organization. We wish you well in your future endeavors, and we appreciate everything you brought to this team.

Themes for leadership to review

Patterns in scheduling or shift-structure complaints that may affect retention or morale
Recurring leadership gaps or management concerns across multiple departures
Trends in recognition or appreciation practices that may discourage tenure
Workload sustainability issues that may contribute to burnout or departure
Common reasons for departure that may signal systemic operational or cultural issues
Strengths and positive feedback that should be reinforced or expanded

How this was made. This report pairs a structured public-safety framework with AI drafting to give you a strong, fast starting point. Treat it as informed guidance, not a final answer, and confirm the specifics against your department’s own facts and judgment before you act.

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