Staff Retention Plan
TABLE OF CONTENTS
INTRODUCTION ...................................................................... Pages COURTSHIP ............................................................................ Pages COACHING ............................................................................. Pages COMMUNICATION .................................................................. Pages COMPENSATION ..................................................................... Pages COLLABORATION ................................................................... Pages COMMITMENT ........................................................................ Pages CONTINUOUS IMPROVEMENT................................................ Page GLOSSARY.............................................................................. Pages APPENDIX A - DOA Leadership Core Competencies ................. Page APPENDIX B - DOA Employee Core Competencies ................... Page APPENDIX C - New Employee Orientation Check List .............. Page APPENDIX D - Sample New Employee Orientation ................... Pages APPENDIX E - Team Building Principles .................................. Page APPENDIX F - Meeting Skills ................................................... Pages APPENDIX G - Compensation & Rewards List.......................... Page APPENDIX H - DOA Guidelines for Recognition........................ Page APPENDIX I - Exit Interview Sample ........................................ Pages
2-4 5-6 7-8 9-10 11-12 13-14 15-16 17 18-19 20 21 22 23-30 31 32-35 36 37 38-39
May 2002
1
INTRODUCTION Why did the Department of Administration (DOA) develop a Retention Plan? Do we have an employee or knowledge retention problem? While the historical data on employee turnover is quite positive (DOA averages approximately 10 percent turnover each year with most employees leaving to accept promotions, geographically relocate, or retire), the marketplace is changing. The state estimates that
INTRODUCTION ...................................................................... Pages COURTSHIP ............................................................................ Pages COACHING ............................................................................. Pages COMMUNICATION .................................................................. Pages COMPENSATION ..................................................................... Pages COLLABORATION ................................................................... Pages COMMITMENT ........................................................................ Pages CONTINUOUS IMPROVEMENT................................................ Page GLOSSARY.............................................................................. Pages APPENDIX A - DOA Leadership Core Competencies ................. Page APPENDIX B - DOA Employee Core Competencies ................... Page APPENDIX C - New Employee Orientation Check List .............. Page APPENDIX D - Sample New Employee Orientation ................... Pages APPENDIX E - Team Building Principles .................................. Page APPENDIX F - Meeting Skills ................................................... Pages APPENDIX G - Compensation & Rewards List.......................... Page APPENDIX H - DOA Guidelines for Recognition........................ Page APPENDIX I - Exit Interview Sample ........................................ Pages
2-4 5-6 7-8 9-10 11-12 13-14 15-16 17 18-19 20 21 22 23-30 31 32-35 36 37 38-39
May 2002
1
INTRODUCTION Why did the Department of Administration (DOA) develop a Retention Plan? Do we have an employee or knowledge retention problem? While the historical data on employee turnover is quite positive (DOA averages approximately 10 percent turnover each year with most employees leaving to accept promotions, geographically relocate, or retire), the marketplace is changing. The state estimates that