rvpolyak

I would ask the following 1)what lead him to the decision of going back to pursue his studies. I 2)What was his over all experience at your company 3)What he liked what he disliked. 4)What could you improve upon. 5)Ask about the quality of training and mentorship he received. 6)Ask about how he feels about your product or service. 7)Ask about his experience with co workers and management.

Depending on his position ensure that all his files are saved on a server for you to access after he goes. If he is working on any projects be sure to get a status update on where he is are and what needs to be done. As for his last day be sure to get any company issued property back.

Creativity Inc.

http://www.goodreads.com/book/show/18077903-creativity-inc

When I was working I would be up at 3:40am head to the gym, workout for an hour, home by 5:10am shower, make breakfast for the husband and myself. Eat, read and journal then out the door to head to the office. Work until 5:00pm. Home by 6:30pm cook, read and write in bed not later then 9:30pm.

Now up at 5:30am gym, home, job search, read and write.

If your not willing to meet with him and let him have the opportunity to try to meet your requirements. I suggest that you offer him a genorous severance package to avoid a claim against your company as from your message it seems he is unaware that his performance is below your requirements.

Being an HR professional I would never ask for pay stubs to confirm someone's wages. What you are being paid is really non of there business. I always ensure that our Total compensation model is comparable to the industry and will work with the candidate to get them something we both can agree on.

I honestly wouldn't want to work for a company like that.

Also if your looking at even considering a counteroffer form your current employer don't!!! If they value you as an employee they should not wait for you to resign to counter with more money.

I would be very cautious as once you offer 100% there is no going back. It may seem like a small cost when you have a small number of employees but as you grow the costs go up quickly and largely.

I use pen and paper. Well actually write everything in a sketch book and keep an index of themes on the cover and number all the pages so if I need to refer back I find the theme and page number.

Make them SMART. Be specific, make them measurable, attainable, relevant and time sensitive.

I received 155 resumes for the last postion I posted it would be too time consuming to reply to every single one. However I always contact all candidates by phone that came in for an interview to let them know we have chosen not to pursue them for the position.

I totally agree with this. Metrics are so very important just as is talking. Don't wait to have discussions talk all the time. Debrief projects what worked, what where the bottlenecks, what they did great what areas did they need to improve on.

Best less hassle way for both parties is to have them run your payroll through a Canadian payroll company who will do the payroll deductions and issue a T4 year end. Many U.S. Companies do this for their remote employees.

I'm an HR Professional and would be happy to help you. You can reach me at rvpolyak@gmail.com.