City Employee Cumulative Turnover Rate
- Analysis of Performance
- Metric Definition
- Why Is This Important?
- City Organization Impact on Performance
- Benchmark Information
Analysis of Performance
City employee turnover for Q1 is consistent with what was expected for this period. However, turnover continues to be a metric that is carefully watched. Research indicates that the national trend toward accelerated turnover is expected to continue for the next 3- 4 years, many expecting rates to climb as high as 23%. Some experts attribute the change to increased confidence in the economy and an uptick in Baby Boomer retirements. Approximately 17% of City employees are 60+ years old and the average retirement age is 64 years. The 2014 annual turnover rate of 9.2% surpassed target as well as turnover for previous reporting years (2011-2013) in which turnover ranged from 5.0 to 6.7%. Retention strategies including creating a clear line of sight between employees and the City’s vision and mission, conducting “Stay Interviews” with key staff to discuss ways for them to remain engaged, improving skills of managers and leaders throughout the organization, and ensuring that compensation, benefit and reward programs are market competitive remain important areas of focus for the City of Fort Collins.
Turnover is a measure of the rate at which employees leave employment with the City. It includes classified and unclassified management employees and all separation reasons (layoffs, and voluntary and involuntary terminations). While turnover is typically measured annually, this report includes turnover reported on a year-to-date basis for each calendar year. The rate is calculated by dividing the total number of employees who separated year-to-date by the average headcount for that reporting period (quarters are cumulative).
Why Is This Important?
Turnover is an important measure for three primary reasons – cost (replacing an employee can cost as much as 200% of the annual compensation for the vacated position), business performance (continuity of operations, productivity) and ability to maintain a qualified workforce.
City Organization Impact on Performance
High - Turnover rate is directly related to the quality and continuity of service provided to citizens. The City is committed to being an employer of choice, however the rate at which employees leave City employment is impacted by factors such as job market, retirement, and personal lifestyle choices.
Benchmarking in progress