Sounds like you're looking for a technical solution for a procedural problem!
We've set up a person whose role is when HR sends a termination email, they put that person in a spreadsheet and then as each termination item is completed, they put an X in the box for that item next to their name. Some of the items on that list includes AD disable, home directory deletion, roaming folders deletion, mailbox deletion, Distribution list removal, external spam filter removal, voice-mail deletion, Blackberry retrieva, workstation re-imaging, etc. I'd recommend that your helpdesk gets access to a shared spreadsheet that will allow them to see what items have been completed and what have not. I think you'll find that in addition to Blackberry, you'll have a lot of other resources that are recovered such as drive space, mail storage space, and AD cleanliness. You'll also have less confusion when someone asks "Did so-and-so get their account disabled?" From: [email protected] [mailto:[email protected]] On Behalf Of Eggan, Mark Sent: Wednesday, October 14, 2009 4:05 PM To: A list for BES Admin's to discuss issues, etc. Subject: [Bes-admins] Policy Question for exiting employees with their own BBs Hello All! Just wanted to get your thoughts on processes that you have in place once an employee leaves the job that has their own BB. Currently the process here at my work is this: Employee leaves - HR notifies the Help Desk in a weekly email (unless the person was fired), then help desk disables account via AD. Now sometimes HR doesn't notify us (shocking, I know) and sometimes we miss disabling the employee (again...shocking!). What process do you have in place to ensure that once an employee leaves employment, you are notified that he/she has a BB and needs to disable or delete the account on the BES. Does this make sense?! Thanks in advance for taking a few minutes to reply on this. Mark Eggan | ITS Help Desk | 259 -8142 Information Systems Specialist II P Please consider the environment before printing this message.
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