graph TD
A["🚪 Knowledge Transfer at Turnover"] --> B["📅 Planned Departure"]
A --> C["⚡ Sudden Departure"]
A --> D["🛡️ Reduce Risk Year-Round"]
B --> B1["⏳ Overlapping Employment"]
B --> B2["📋 Handover and Briefings"]
B --> B3["💭 Decision Rationale Debriefs"]
C --> C1["🚑 Rapid Knowledge Salvage"]
D --> D1["🔁 Cross-Training and Deputies"]
A --> E["🔗 Links to Clause 7.2 Competence"]
style A fill:#4A90E2,color:#fff,stroke:#333,stroke-width:2px
style E fill:#7ED321,color:#000,stroke:#333,stroke-width:2px
style C fill:#FF6B6B,color:#fff
style B fill:#F5A623,color:#000,stroke:#333
style D fill:#50E3C2,color:#000
Flashcards
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Key takeaways
- Robust transition plans use overlapping employment, handover documents, contact introductions, and decision-rationale debriefs.
- Roles carrying the highest undocumented knowledge deserve the most intensive transfer investment.
- Planned departures allow months of preparation while sudden ones demand rapid knowledge salvage.
- Cross-training, deputization, and continuous documentation reduce the cost and risk of any single departure.
- Knowledge transfer during turnover connects directly to the competence requirements of Clause 7.2.
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