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Why use this indicator?Employee turnover impacts on an organisation’s intellectual capital and productivity, and has direct implications in terms of expenses for recruitment of workers and reduced payroll. High turnover rates can indicate employee dissatisfaction, and an uneven pattern of turnover rates can indicate incompatibility or potential inequity in the workplace. This indicator will measure changes in Council’s workforce, and provide information to guide future employment and retention policies. What is the current situation?A total of 84 employees left Council during 2007-2008 representing a staff turnover rate of 10.43%. The three departments with the highest levels of turnover were:
Staff turnover of men and women appears to be even, with the highest turnover occurring in the following age groups:
This is up slightly since the previous financial year. When Penrith City Council's staff turnover is compared to approximately 20 Councils across Australia, it is 3.27% lower than the average. Staff Turnover
Council continues to seek ways to retain our valued staff and provide appropriate career opportunities and training. What is the desired trend?A reduction in the level of employee turnover. What does this mean for the Sustainability of Penrith Council?Retaining skilled staff has economic and social benefits and can have implications in terms of maintaining corporate knowledge. Retention levels can also reflect the level of employee satisfaction. Monitoring of the level of turnover may assist in identifying where improvements need to be made. Links to other indicators?Case Study - Recognising Aboriginal Culture
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