Tag: Turnover

  • Voluntary Turnover in the Higher Ed Workforce Is Trending Downward – CUPA-HR

    Voluntary Turnover in the Higher Ed Workforce Is Trending Downward – CUPA-HR

    by CUPA-HR | May 8, 2024

    The workforce retention challenges higher education has been experiencing post-pandemic might just be letting up. A recent trend analysis of turnover data collected in CUPA-HR’s annual higher education workforce surveys found that in 2023-24, voluntary turnover rates for faculty and staff trended downward for the first time in three years.

    CUPA-HR began collecting turnover data in 2017-18. In the three years prior to the pandemic, there was little variability year to year in voluntary turnover (voluntary separations not due to retirement), and in the year immediately following the pandemic’s onset (2020-21), there were slight dips in voluntary turnover for each category of staff and faculty, likely due to the economic uncertainty that characterized that year. However, voluntary turnover trended upward in 2021-22 and again in 2022-23, with the highest voluntary turnover occurring in 2022-23.

    The largest decline in voluntary turnover rates was for part-time non-exempt staff (down 6.4 percentage points, from 21.4% in 2022-23 to 15.0% in 2023-24). However, there were notable declines in voluntary turnover for full-time exempt staff and full-time non-exempt staff as well.

    Findings on Overall Current Turnover

    • In considering turnover from all types of separations (i.e., voluntary and involuntary), overall turnover of faculty and staff combined in 2023-24 was 14%. Turnover in 2023-24 was higher than pre-pandemic rates (approximately 12%), but lower than the 16% high of 2022-23.
    • In 2023-24, overall turnover was highest for part-time non-exempt staff (22%) and lowest for faculty (7% for tenure-track and 11% for non-tenure-track faculty).
    • Involuntary turnover rates were highest for full-time non-exempt staff (2.1%) and full-time exempt staff (1.4%). Retirement rates were highest for tenure-track faculty (2.2%) and full-time non-exempt staff (2.0%).

    Explore the Higher Ed Workforce Turnover interactive graphics.



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  • Keys to Retaining Supervisors in a Time of Turnover – CUPA-HR

    Keys to Retaining Supervisors in a Time of Turnover – CUPA-HR

    by CUPA-HR | October 3, 2023

    While the ongoing turnover crisis impacts all of higher ed, supervisors are among the hardest hit. In our recent study, The CUPA-HR 2023 Higher Education Employee Retention Survey, supervisors say they’re grappling with overwork and added responsibilities (especially when their staff members take other jobs), while struggling to maintain morale.

    Supervisor retention is especially critical in a time of turnover, as these are the employees we rely on most to preserve institutional knowledge and provide continuity amid transition. But our research shows that many supervisors are not getting the kinds of institutional support they need. By empowering managers to make decisions on behalf of their staff, institutions make it less likely that their supervisors will seek employment opportunities elsewhere.

    The Supervisor’s Perspective

    Taking a closer look at the data, it’s clear that supervisors are overworked and under-resourced. Seven in ten work more hours than what is expected of full-time employees at their institution. Nearly double the percentage of supervisors versus non-supervisors agree that it is normal to work weekends and that they cannot complete their job duties working only their institution’s normal full-time hours.

    Supervisors are also facing challenges unique to their leadership roles. Filling vacant positions and maintaining the morale of their staff are their chief worries:

    Strategies for Supervisor Retention

    Given the pressures supervisors are under, what can institutions do to ensure that their top talent won’t seek other employment? While common retention incentives like increased pay and recognition are crucial, supervisors need improved institutional support.

    Our data show that supervisors are in need of the following:

    When supervisors are empowered in these ways, they are less likely to be among the 56 percent of employees who say they’re at least somewhat likely to search for a new job in the coming year.

    Additional Resources

    Managing Stress and Self-Care: “No” Is a Complete Sentence (On-Demand Webinar, August 2023)

    Ready to Crack: Solutions for HR Managers Dealing With Burnout (Spring 2022)

    Health and Well-Being Toolkit

    Management and Supervisor Training Toolkit



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