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City Employee Cumulative Turnover Rate

Desired Result: Below Target

Analysis of Performance

As anticipated, 2014 annual turnover rate of 9.2% has exceeded the target of 8.0%.  The 2014 rate surpassed previous reporting years (2011-2013) in which turnover ranged from 5.0 to 6.7%.   A 2013 report prepared by Hay Group, a global management consulting firm, predicted that global turnover would increase sharply in 2014, with North America hitting a spike at 23%. Research indicates that the trend toward accelerated turnover is expected to continue for the next 4- 5 years.  Some experts attribute the change to increased confidence in the economy and an uptick in Baby Boomer retirements. 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 remain market competitive remain important areas of focus for the City of Fort Collins.

Metric Definition

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.

Benchmark Information

Benchmarking in progress