Analysis of Performance
- This is a quarterly metric.
- In Q1, turnover was 3.4%, with a target of 2.5%. This metric includes all turnover, including retirement, voluntary resignations, and terminations.
- In Q1 of 2021, turnover was 2.23%
- We are not immune to the national trends happening where talent is leaving organizations in all sectors in higher numbers—the pressures on pay, COVID-19, development opportunities, and flexible work models are increasing.
- Ninety-three position offers were made in Q1, helping to provide new talent and relief to staff who have shared burnout.
- The Future of work project is launching roadshows in May to educate leaders on the new policy. In addition, four other workstreams continue their work.
- BFO offers include more recruitment professionals in Talent Acquisition. This will allow us to increase our active recruitment and support for managers.
- BFO's offer includes a child care reimbursement. Unfortunately, 10% of Colorado residents quit or don’t take a job because of childcare challenges. During the pandemic, this challenge was heightened, and families in Larimer County reduced their work by 42% due to a lack of childcare.
- Human Resources is not immune to turnover; we actively recruit and onboard new talent.
Why Is This Important?
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.