HBA-JEK C.S.H.B. 2247 77(R)BILL ANALYSIS Office of House Bill AnalysisC.S.H.B. 2247 By: Ellis, Dan Corrections 4/3/2001 Committee Report (Substituted) BACKGROUND AND PURPOSE The Texas Department of Criminal Justice (TDCJ) is facing a shortage of employees in its institutional division, especially prison guards. Institutional division employees receive low pay and may face risks to their personal safety. A March 10, 2000 article in the Amarillo Globe-News states that TDCJ's institutional division is operating with about 2,000 guards fewer than it needs, and the attrition rate for guards has risen from 11 percent in 1995 to 21 percent in 2000. An examination of why many institutional division employees terminate their employment with TDCJ might help TDCJ attract and retain more employees. C.S.H.B. 2247 requires TDCJ to establish an exit interview policy for each institutional division employee who terminates employment. RULEMAKING AUTHORITY It is the opinion of the Office of House Bill Analysis that this bill does not expressly delegate any additional rulemaking authority to a state officer, department, agency, or institution. ANALYSIS C.S.H.B. 2247 amends the Government Code to require the Texas Department of Criminal Justice (TDCJ) to adopt a policy that provides for an exit interview of each institutional division employee who terminates employment with TDCJ. The bill provides that participation in the interview process is voluntary, and that TDCJ is not required to conduct an exit interview of an employee who is terminated against the employee's will. The bill requires TDCJ to adopt an exit interview policy by October 1, 2001. TDCJ shall encourage the employee to state in the employee's own words the reasons for which the employee is terminating employment. EFFECTIVE DATE September 1, 2001. COMPARISON OF ORIGINAL TO SUBSTITUTE C.S.H.B. 2247 differs from the original bill by removing the stipulation that an employee must be asked in an exit interview whether a significant factor in the employee's decision to terminate employment was inadequate pay or benefits, an assault or threat or violence, a poor relationship with a supervisor, sexual harassment, the lack of a fair grievance procedure, a lack of training, or any other cause.