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That was the actual turnover rate, no typo. I started at the end of 2018 and worked hard with management and staff. We took a look at every aspect of employment. This 360 look helped gain employee trust and confidence. Due to the current status of things we have lost employees due to spouses receiving work outside of our area. We also lost one provider due to the loan repayment plan being finished.
2018 turnover rate was 24.3% for the calendar year.
2019 turnover rate was 3.4% for the calendar year
The current turnover rate for the last 12 months at La Pine Community Health Center is 16.9%.
45 % of those employees had been with the company for less than 6 months.
LCHC’s goal is to decrease that to less than 15% over the next 12 months.
15% of those employees had been with us for 1-3 years.
A decrease to less than 10% over the next 12 months is ideal.Hello, my name is Brad Guthrie, Human Resources Manager of La Pine Community Health Center. I am on the Program Planning Board for the HR Association of Central Oregon. I have participated in one other STARCenter training last year. I started doing stay interviews at a previous FQHC I worked at and I am interested in others takes on them and other uses of stay interviews.
Our biggest retention asset is location. We are roughly 35-45 minutes South of Bend and we are the largest employer in our community. That being said our compensation and benefits package is very employee friendly. Perhaps the biggest asset is our staff. Leadership is transparent and communication is open. I recently started an employee engagement group to have more input from those not in every meeting. Workforce data is more to stay on top of what is going right and to identify trends like you mentioned earlier, that provider that may be coming to an end of obligation for loan repayment or scholarship requirements, what will keep them or replace them. What is working and what is not. Trends are what I look at and annual statistics so I am prepared. Such trends as “moving months” during the summer when school is out so parents feel less guilty about relocating. We just completed our Employee Opinion Survey with 84% participation. Our overall scores have gone up in comparison. I conducted a stay interview in December and plan another in July. I walk the floor four to six times a day talking with employees. Involvement with all employees I think is key to retention. I would really like to review our Data Profile to better understand where we are as a company,
1. Which data point seems trickiest to collect and analyze?
Currently the metrics that we collect and analyze for retention and recruitment are varied depending on the position. Exempt and nonexempt position are not treated as the same. Nonexempt employees tend to live more local to each clinic so the local area and economy is a factor. We utilize the annual pay scale as published by NWRPCA as well as metrics from the Economic Research Institute to determine wages. A look into employee surveys and discussions, one on one and Employee Engagement, to determine best practices of what employees are seeking. No two employees want exactly the same thing and employees grow in the company their priorities change over time.
Exempt employees are primarily long term driven so local competition as well as near large metropolitan area competition needs to be paid attention to. Development and career driven topics are the most important for this group. Rewards are not the most important but when in discussion it could be brought up.
The most important data point is performance. When am employees performance starts to drop a mitigating circumstance tends to have arose. Either they are actively looking for other employment, have been approached by a recruiter, or have a personal issue with current staffing at the center.2. What strategies is your team going to implement to incorporate this data effort into your retention planning?
That is the tricky part, implementing the data. We are currently 99% staffed and hire only one a month out of 65 FTE. Due to all the variance between exempt and non exempt it is a challenge. Retention is really an individual focused effort.
Trying again
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