Analysis of Performance
- In Q3, turnover was 9.13%, with a target of 7.5%. This metric includes all turnover, including retirement, voluntary resignations, and terminations.
- Comparatively, Q3 2020 was 9.21%. While overall turnover has dropped over the past few years in Q3, analysis is being done to identify where turnover is higher than expected. Our newest team member is working on a City wide project on retention.
- Hiring at The City continues to increase; 110 classified positions were filled in Q3.
- 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. Per SHRM, the national average for turnover currently is 20.1%.
- The City hired an hourly position in Talent Acquisition to assist with posting and processing requisitions, and we are completing an RFP for recruiters to help with non-executive positions. We also are going to hire two contractual recruiters. Filling open positions is crucial to help current staff who experienced lower staffing levels during the hiring freeze.
- Future of Work is being done to address working conditions and equity, recognizing, not every position can work remotely or hybrid.
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.