FAQ: Can I Remove an Employee from Survey Participation?

Background

If you have employees that shouldn't be part of a survey round, ensure that you exclude them before the survey round has started.

If you've accidentally included an employee in a survey round, you can only remove them from the round if they haven't already answered the survey in that specific round.

This confidentiality measure prevents the possibility of inferring the employee's responses. Even if you need to remove a large group of employees from a round, those employees are part of smaller segments, where deduction could otherwise be possible.

Employees can remove their scores and comments from the current survey by resetting their own survey through self-service, at any point before the survey round has hard-closed.

Possible Solutions

Action	Result	Consideration
Employees can reset their survey through self-service, while the round is still open. See Concept: Resetting Your Own Survey Answers.	When an employee resets their survey, their scores and comments from the current round disappear from Peakon completely. They still display as surveyed in the current round, and can redo their survey. Administrators can use one of the other solutions to further remove them from the round, if needed.	It's not possible for administrators to reset the survey on behalf of an employee, for confidentiality reasons.
Administrators can remove the employee from the segment and backdate the empty values.	The employee is no longer in the participation list in that segment, effective from the backdating date.	The employee may still display in the aggregated participation list on the segment if they were part of the segment before the date you selected when backdating the empty values. This is because the aggregated participation list is based on your visibility window. Example: 1 year. We don't recommend backdating the empty values to the start of time, if this doesn't reflect reality. This method doesn't remove the employee from the participation list at company level.
Administrators can mark the employee as inactive, while the round is still open.	The employee remains in the current survey round, regardless if they answered the survey or not. The survey link that the employee received at the start of the round has become non-functional, and they can't participate if they've not already done so. The employees' participation and responses from previous rounds still remain in the aggregated participation rate, if it's still within the visibility window.	We recommend this solution, because it excludes the employee from the survey round without revealing whether they already participated.
Administrators can set the termination date to a date that is before or during the survey round while the round is still open.	If the employee hasn't answered the survey in that round, they disappear from the surveyed employees of that round, and can't respond to the survey anymore. If the employee answered the survey, their responses remain to avoid confidentiality risk through inferring their responses. The employees' participation and responses from previous rounds still remain in the aggregated participation rate, if it's still within the visibility window.	This solution is appropriate for genuine leavers, and happens occasionally during survey rounds. Alternatively, you can remove the termination date afterwards, if the employee is not a leaver. If the employee has answered their survey, their participation, scores and comments remain.
Administrators can delete the employee, while the round is still open.	The employee remains in the current survey round, regardless if they answered the survey or not. The survey link that the employee received at the start of the round has become non-functional, and they can't participate if they've not already done so. The participation and survey scores of a deleted employee remain in the current dashboard as far as your visibility window for leavers permits. The dashboard checks the visibility window during every survey round, to determine whether a deleted employee's responses should still be valid in the aggregated score. The date of reference is the employee's deletion date or termination date (if applied before deletion), whichever one is the earliest.	Deletion is an irreversible action. We recommend deleting employees only in exceptional circumstances.