Use the chart below to choose the primary reason for the separation.
First determine if it is a resignation (initiated by employee choice) or termination.
In choosing the most appropriate reason, this may require followup with supervisors when it is not clear in the documentation provided (resignation letter, etc).
When the separation code is not clear, below are examples of the thought process you might follow:
Scenario 1: Compensation vs Other Opportunity
An employee notifies you that they are unhappy with their compensation so they have accepted another position. If they would stay if you could match or exceed the offer, but you are unable to meet their requirements, then choose compensation. If you do offer more compensation but no reasonable amount would keep them and they still accept the other position, choose Other Opportunity.
Scenario 2: Relocation vs Other Opportunity
An employee notifies you that they have accepted a job and will be moving out of the area. If they accepted a position based on a decision to move to another town or state and then find a job there choose Relocation (for example, they have family in the area, or always wanted to live there so they specifically sought a position there and offering them a remote position wasn't feasible or they wouldn't accept it). Otherwise if they are moving because that is where the job they want is located, the reason is Other Opportunity. Basically, if they are moving for the new job it is other opportunity.
Scenario 3: Other Opportunity vs. Personal
If you receive a resignation notice and neither the resignation letter or supervisor are able to provide specifics and they have accepted another job, use Other Opportunity. If they are not accepting another position and no other reason applies use Personal. Note that using Personal implies that there is nothing the university could have done to keep this employee in their position.