Figuring out the rate at which employees leave your company may sound simple, and it is. The employee turnover rate affects the well-being of an organization. It offers insights into management efficiency, the effectiveness of training and levels of employee satisfaction.
Did not meet expectations Backlog Met expectations Deemed refusal rate Met expectations Extension notices Met expectations See report card text for details.
For the full text of the recommendations and the institution's initial response, go here. The number of complaints reported here is current as of November As a result, the figure for — may be different from what appeared in the — report card. Its deemed refusal rate was 3. HRSDC also eliminated its backlog of long-standing requests.
These achievements reflect notable improvements from —, which, according to HRSDC, was an atypical year because of a merger of its access to information functions with those of Service Canada.
In an effort to reduce the deemed refusal rate, HRSDC officials instituted a quarterly report to clearly communicate plans and priorities. Also, senior management is now regularly updated on access statistics to provide awareness throughout the organization. HRSDC reported that the aim of this briefing is not to single out any particular area, but rather to quickly identify trouble spots.
HRSDC reported having a strong and stable access to information team, which has resulted in confidence, consistency and continuity. HRSDC has experienced very low staff turnover in recent years.
HRSDC reported that there were no delays in the approval process. The executive head of a branch or region is provided with a copy of the release package, upon request, and has four working days to sign off that he or she is aware the records are being released.
Packages may also be provided to communications and the Minister's office upon request. Access officials said that responding to information requests is not delayed by this "seen and noted" process, since they have made it abundantly clear to all parties that they adhere to legislated timelines.
Contrary to the OIC's — recommendation, however, the delegation order at HRSDC remains diffuse, listing senior officials outside the access office.
HRSDC officials are of the view that, given the institution's size and complex structure, the access director is well served by having the support of senior portfolio management. The number of complaints against HRSDC more than doubled from 11 in — to 26 in —, half of which were for time extensions.
HRSDC has suggested that the increase in complaints is due to the increase in requests: Access officials said that a large number of complaints were made by a single person.
The following summarizes the subsequent developments at the institution in response. For the full text of the recommendations and the institution's response, go here. In the OIC's experience, strong delegation orders that are not diffuse tend to lead to the best results.
However, HRSDC access officials have said their delegation order does not cause delays in the access process, a fact borne out by the institution's performance in — HRSDC lowered its deemed refusal rate to 3. HRSDC met the OIC's percent standard for acceptable performance in terms of submitting notices of extensions it took of more than 30 days.
Comparing — to —, the institution saw a percent increase in its workload. Access requests carried over from the previous year decreased by 41 percent, but new requests increased by 67 percent and consultation requests increased by 15 percent from — to — The number of pages reviewed for requests completed increased by 62 percent.
Text Version How long it took to complete new requests, — and — Between — and —, the proportion of new access requests Human Resources and Skills Development Canada HRSDC completed within the timelines 30 days and extended set out in the Access to Information Act rose from 92 percent to 98 percent.
The remaining requests were completed late: Although the number of overdue requests is small, HRSDC took longer to complete them after the deadline in — than it did in — Text Version Number and length of time extensions taken, — and — This graph shows the number and length of the time extensions Human Resources and Skills Development Canada HRSDC reported to have taken in — and — The institution supplied this information in the notices it sent to the Office to the Information Commissioner OIC under subsection 9 2 of the Access to Information Act.
Text Version Number and outcome of delay-related complaints, — to — These graphs show the number and outcome of two types of complaint registered against Human Resources and Skills Development Canada HRSDC in the three fiscal years starting in — The number of time extension complaints against HRSDC increased by more than five times from — to —Turnover is an important metric for human resource professionals.
Tracking turnover helps provides information that can be used to address . HR can better figure out how well the organization keeps quality talent and where the problem areas are by knowing how to calculate employee retention and turnover rates.
Data Will Show You Why. The median annual wage for human resources managers was $, in May The median wage is the wage at which half the workers in an occupation earned more . [1 November - Hong Kong] On the backdrop of a low unemployment rate and labour shortages in , Hong Kong employees are reported to have received an average pay rise of of % in , according to the Pay Trend Survey findings revealed by the Hong Kong Institute of Human Resource Management (HKIHRM) today.
In human resources context, turnover is the act of replacing an employee with a new employee. Partings between organizations and employees may consist of termination, retirement, death, interagency transfers, and resignations.
An organization’s turnover is measured as a percentage rate, which is referred to as its turnover rate. In a report provided by the Hay Group, the turnover rate for the time period of to is anticipated to be 23 percent. First, let’s take a look at the hard costs of high turnover.
MORE. Human resources professionals and their senior teams are keenly aware that turnover comes at a high cost.