2010 Annual Turnover Report

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Town of Cary

2010 Annual Turnover Report



Executive Summary: 

·         Turnover for the Town of Cary during 2010 was 5.4%, up only slightly from our twenty-year low of 4.3% in 2009.  We had an average of 1104.8 employees and 60 terminations (“terminations" includes all separations from employment, regardless of reason).  After analyzing the reasons for this increase in overall Town turnover, there are no notable trends or concerns.

·         Because a few departments/divisions had small increases in turnover (Attachment A), we further analyzed these numbers, particularly resignations in those areas.  There were no areas of concern.

·         A significantly positive statistic on Attachment A shows that the Recycling division had 0% turnover this year compared to 25% turnover in 2009.


Explanation of Turnover Statistics: 

To determine if our turnover percentage is of concern and whether any significant trends are noted, we analyze the turnover numbers in many different ways:


1.       We track turnover by individual Town departments/divisions over a 5-year period to note any significant increases/decreases in turnover. 

2.       We analyze total Town turnover by years of service in order to determine if there are any ties to the length of employment and the likelihood of termination.

3.       The most important analysis includes an analysis of Town turnover by reason for leaving.  Some Town turnover is initiated by the Town (dismissals, etc.) and can even be considered positive turnover.  The most concerning area comes from turnover initiated by employees through resignation – this is often negative, avoidable turnover for the Town.

4.       Because resignations are consistently the largest category of turnover for the Town, we further analyze resignations to determine the reason an employee resigned and whether that reason was avoidable by the Town (another job, employee dissatisfied, etc.) or unavoidable (moving, career change, etc.).


The above analyses are presented through the following attachments to this report:

·         Attachment A:                     2010 Turnover By Dept/Division

·         Attachment B:                     2010 Turnover By Years of Service

·         Attachment B–Chart:            2010 Turnover By Years of Service

·         Attachment C:                     2010 Turnover By Reason

·         Attachment C-Chart:            2010 Turnover By Reason

·         Attachment D-Chart:            2010 Resignations By Reason


Strategies for Reducing Turnover:

The following are strategies for reducing turnover that the Human Resources Department will continue to use in 2011.  In addition to reducing turnover, we continue to implement these strategies and others in response to our ongoing evaluations of trends such as labor market availability (particularly as it relates to certain skill sets that are difficult to find); upcoming retirements, etc. 


1)       In the spring of 2011, the Human Resources Department will be offering over ten new supervisory classes to provide our supervisors, managers and directors with the tools they need to successfully manage and lead their employees. 

2)       At least eighteen of our employees will be eligible for retirement by the end of calendar year 2012.  The Town continues a focus of working closely with departments on workforce planning: identifying critical skills that will be needed; providing career development of existing employees as needed; and capturing the institutional knowledge that could be lost through retirements.  The departments have also been able to focus on this through their creation of 3-5 year Business Plans in 2010.

3)       Continuing and enhancing a Health Improvement Plan that the Town implemented in 2008.  The goal of this program is to help employees achieve their personal health goals. 

4)       Continuing to provide extensive information to help employees be better consumers through such popular events as free financial and retirement fairs for all employees.

5)       Continuing to maintain a competitive total compensation program to attract and retain strong performers.

6)       Continuing to focus on safety for all employees and the importance of safety within the organization.  This helps employees feel comfortable in their working environment.

7)       Begun in 2007, the Town’s Department Director Staff Retreats continue to include key managers within the organization. 

8)       The Town continues to communicate the improved Mission Statement and Statement of Values to all employees throughout the organization.

9)       The Town will continue a focus on turnover analysis, exit interview information, etc., reviewing data and implementing policies and programs as needed to continue to decrease turnover over time. 

10)   The Town will continue to maintain and enhance the use of the Town’s intranet (C-Net) as an efficient and useful communication tool for all employees.

11)   The Town will continue to explore and implement cost-effective new ideas for employee recognition and retention, focusing on high-turnover categories, specifically employees with over five years of service. 

12)   The Town will continue the education and emphasis on pay for performance programs and the corresponding implementation of MAPPS, the Town’s performance management program, customizing it within departments as needed.

13)   The Town will continue the annual Class and Pay study as an important element of the Town’s overall compensation program and to maintain competitiveness in the region.

14)   The Town will continue criminal and credit checks for employees whose job responsibilities may potentially impact the financial security of the Town.  This will help maintain high quality recruitment for these positions in the future.