Forums
Turnover Rate
Recruiting & Staffing
Turnover Rate
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
How do you calculate your turnover rate and what factors do you use?
0
Cat:Topic ForumsForum:ForumId56
Cat:Topic ForumsForum:ForumId56Discussion:DiscussionId19819
Forums » Topic Forums » Recruiting & Staffing » Turnover Rate
|
Turnover Rate
posted at 2/8/2000 10:16 AM EST
|
Posts: 36
First: 8/4/1999 Last: 10/26/2002 |
(a) employee population at beginning of month
plus (b) employee population at end of month divided by 2 (to get average population) then # employees who left during the month divided by average population = turnover % Ex. you had 100 ees at the beginning of month; 94 at end of month; your average population is 97 -- 6 (employees who quit) divided by 97 = 6.18% |
|
|
Turnover Rate
posted at 2/10/2000 6:27 AM EST
|
|
Posts: 1
First: 2/10/2000 Last: 2/10/2000 |
Could you expand on this please...
Our company wants to calculate attrition and turnover as separate, trackable statistics. What to you consider as turnover? Are they people leaving the position and company? What about internal movements out of position but not necessarily out of company. If this is not turnover "of the position" then what do you consider it to be? Does the example given in the previous thread mean that this is a downsizing affect, or will these positions be replaced? If they are replaced then what would the attrition figure be |
|
|
Turnover Rate
posted at 2/14/2000 3:39 AM EST
|
|
Posts: 18
First: 9/29/1999 Last: 3/29/2000 |
The BNA uses the formula described by joannehodge. The BNA also defines separations to include all permanent terminations of regular employees, whether voluntary or involuntary...i.e., resignation, retirement, discharge, death....but not layoffs. They also go on to say...do not count job elimination, transfers within the company, long-term leaves of absences, or departures of temporary staff.
With all that stated...it looks like you could use some form of what has been posted here as your blueprint for data collection and start generating statistics....have fun. |
|
|
Turnover Rate
posted at 2/16/2000 6:49 AM EST
|
|
Posts: 3
First: 2/16/2000 Last: 6/23/2000 |
No. of separations during period divided by average no. of ees at end of period times 100 equals turnover rate.
We include permanent full time separations whether voluntary or involuntary, including retirements and deant. Internal transfers are not included. Joe.Ellis@idop.state.ia.us State of Iowa Department of Personnel |
|
|
Turnover Rate
posted at 3/8/2000 10:40 PM EST
|
|
Posts: 1
First: 3/8/2000 Last: 3/8/2000 |
Perhaps this is another way of saying the same thing, but I have been using the following formula for employee turnover:
total number of separations* as of the last day of the current month divided by the total number of employees** as of the last day of the last month plus all new hires in the current month less all separations in the current month. e.g. to calculate January 2000's turnover, assume the following: -300 employees as of December 31, 1999 -95 permanent new hires in January 2000 -50 voluntary and involuntary separations in January 2000 Therefore, 50/300+95-50 =50/345 =.1449 x 100 =14.5% turnover in January 2000 *separations = we consider only permanent, full-time, voluntary or involuntary who leave the firm **employees = again, only full-time or permanent employees Promotions, transfers, leaves for any duration are not considered. thumphrey@deloitte.fr |
|
|
Turnover Rate
posted at 3/14/2000 4:17 AM EDT
|
|
Posts: 6
First: 3/14/2000 Last: 8/28/2001 |
The key to determine turnover for us is to understand what business decisions are based on the information. Turnover rate is generally an indicator of a retention problem. Do you capture other indicators? EE survey perhaps? Or do you capture internal movement and transfer requests?
Turnover rate is also used to determine turnover costs. Turnover costs are a factor of the position type. Critical jobs or key talent staffing costs are higher because of the impact to the business. Turnover rates should be segmented by these critical skills. The last thing we look at is a segmentation of age and critical skills to determine potential retirement impacts. All of this helps as indicators of a potential problem. dreed@agconsult.com |
Forums » Topic Forums » Recruiting & Staffing » Turnover Rate
