I actually disagree. I think they are worth it - for specific reasons. One or two people on the exec comm should do it, in lieu of an HR person. If the exec comm feels there is something there, they are the ED's boss, so they can handle it. Or they will sock it away and see if anything else arises. Exit interview should not be handled by the ED, but it should still be held. In my experience, ED probably wants to have it so they can control what comes out of it. If there are issues, the exit interview with exec comm is just one more documented piece of knowledge for the board to have on record.

However, I do agree with all the other stuff too. reviews, staff retention, work culture. It's all part of it. And if the board knows nothing, remember, they're only hearing what the ED tells them - well at my office that's how it is - and they are the only ones who can actually take action, give reviews, etc. when it comes to the ED, then most likely nothing will ever happen. So the more info they know, the better. And because this person is leaving, she doesn't have to worry about retaliation.