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Proposals for employee turnover and retention strategies
Proposals for employee turnover and retention strategies
Proposals for employee turnover and retention strategies
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Topic
Workforce Development for Front Line Employees; Pueblo City-County Health Department, public health agency
Research Problem The Pueblo City-County Health Department (PCCHD) has experienced high levels of turnover from front line employees. The exodus of senior managers and supervisors who are eligible to retire will be occurring at an accelerated rate over the next few years. PCCHD’s authorized workforce is 93 employees, and the percentage of Baby Boomers, who were born between 1946 through 1964, is approximately 40% (M. Davis, personal communication, February 4, 2011). The rate of Baby Boomers who fall in the managerial category is 65%.
The current structure of management will undergo changes in leadership over the next three to five years due to planned retirements and unexpected resignations. PCCHD has a higher number of staff members classified as Baby Boomers than the national population’s average of 26.1% (U.S. Census Bureau, 2006). Another factor demonstrating that turnover will occur is referenced by the Department’s sponsored retirement association. According to Colorado Public Employees’ Retirement Association (PERA), the average years of service at retirement is 23.6 ("PERA Retirees and Benefit Recipients," 2011, p. 5). Three senior managers have 20 plus years of service with PCCHD, and five others meet PERA’s rule of 80 and are eligible to retire.
PCCHD does not have a workforce development program and/or plan for enhancing the career opportunities of front line employees. Without professional development training or experience, front line employees do not meet the qualifications for supervisory and senior management positions.
In the past two years, through information retrieved from exit ...
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...trieved from EBSCOhost
Pueblo City-County Health Department. (2011). 2011 Approved Budget. 2011 Approved Budget. Pueblo, CO.
Pueblo City-County Health Department. (n.d.). Employee Exit Interviews. Employee Exit Interviews. Pueblo, CO.
Robbins, S. P., & Coulter, M. (2007). Management (9th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall.
The American Society For Training & Development. (2008). Continued Dedication to Workplace Learning. Retrieved from http://www.astd.org/TD/Archives/2010/Nov/Free/1110_2010+State+o...
U.S. Census Bureau. (2006). Selected Characteristics of Baby Boomers 42 to 60 Years Old in 2006. Retrieved from www.census.gov/population/www/.../age/2006%20Baby%20Boomers.ppt
Yazinski, S. K. (2009). Strategies for Retaining Employees and Minimizing Turnover. Retrieved from http://hr.blr.com/whitepapers/Staffing-Training/Employee-Turnover/Str...