Employees Retention

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EMPLOYEE RETENTION
Report of the Employee Retention Workgroup

Sponsored by: NYS Department of Civil Service
George C. Sinnott, Commissioner

NYS Governor’s Office of Employee Relations
George H. Madison, Director

George E. Pataki, Governor September 2002
In issuing this report, the Department of Civil Service and Governor’s Office of Employee Relations in no way indicate endorsement of the perspectives, opinions, and recommendations presented.

EMPLOYEE RETENTION
Report of the Employee Retention Workgroup TABLE OF CONTENTS Introduction............................................................................................................ Focus Groups........................................................................................................ Employee Retention Survey Summary.................................................................. Existing Retention Factors ................................................................................... Strategies for Consideration ................................................................................ Workgroup Background ....................................................................................... Background of the Workgroups............................................................................. Notes..................................................................................................................... Resources ........................................................................................................... Appendix 1: Focus Group Question...................................................................... Appendix 2: Employee Retention Survey.............................................................. Appendix 3: Written Survey Results–Benefits....................................................... Appendix 4: Written Survey Results–Strategies.................................................... Appendix 5: Written Survey Results–Organizational Culture................................ Appendix 6: Written Survey Results–Personal Satisfaction.................................. Appendix 7: Written Survey Results–Career Plans............................................... 2 4 15 20 22 24 25 26 27 30 31 35 36 38 47 49

INTRODUCTION
An effective Employee Retention Program is a systematic effort to create and foster an environment that encourages employees to remain employed by having policies and practices in place that address their diverse needs. Employee Retention Workgroup Definition

The way it was...in the past, New York State jobs were considered desirable and sufficient candidates could be found to fill most critical jobs. Moreover, once employed, workers would often spend their entire careers in State service. In areas where there was turnover, new employees could be recruited easily. The way it is...today there is a high demand in the public and private sectors for workers in critical areas such as health care, information technology, engineering, accounting, and auditing. The supply of qualified workers is limited and good workforce planning requires a twofold approach of aggressive recruitment and innovative retention strategies. Retention policies need to focus on elimination of unwanted turnover. Unwanted turnover is expensive. Costs to the employer can include separation benefits, lost productivity, recruitment costs, training costs, and diminished services as new employees get up to speed. In their book, Retaining Valued Employees, Griffeth and Hom report that turnover costs can run as high as 200 percent of the exiting employee’s salary, depending on his or her skill level.(1) According to the newsletter of the International Association of Professionals in Employment Security, “When a valuable employee leaves, it costs the employer money - possibly up to a third of the employee’s annual salary.”(2) Differences between the two estimates may be due to the worker groups used as a...
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