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Determining who might be retiring from your workforce in the near future, or who might be leaving, for that matter, is not an easy task. Retirement and other voluntary separations are initiated by the employee, and those decisions are theirs to share or not share with the employer prior to their actual decision to leave. Revealing those decisions is purely voluntary. And, even if they do share that information with the employer in advance, employees may change their minds.
Nonetheless, for organizations that are committed to workforce planning and want to be prepared for these contingencies there is data available with which to make knowledgeable estimates of future turnover. The primary tools available are:
- Their retirement projection report from DAS-HRE – a master spreadsheet that projects the initial fiscal year an employee can retire (for the next ten years).
- Separation data for their agency for the recent past. This includes both retirements and other types of voluntary separations.
- Hire data for their agency for the recent past. Not all vacancies are refilled immediately or with the same job class as previously. And, at times, new positions are added to the Table of Organization that did not exist previously. For these reasons, it is helpful to use hire data in conjunction with separation data to generate a truer picture of recent turnover.
What benefit is this data? First, it provides a baseline of “typical” turnover activity within the organization against which you can compare current or projected activity. From that, you can identify potential trends that may already be occurring or that you can likely anticipate. Once you can identify the trends, you can begin to determine future human resource strategies.
Workforce Analysis is discussed in more detail in the State of Iowa Workforce Planning Guide. DAS-HRE staff also provide individual assistance to state agencies.
"Just the Facts 2008", DAS-HRE, updated annually
"Workforce Planning in Iowa State Government", Powerpoint presentation presented January 19, 2006 to state management liaisons and personnel assistants summarizing the highlights of “Just the Facts 2005” and the 2005 Departure Survey
2007 Departure Survey, DAS-HRE, updated annually
Affirmative Action in Iowa, DAS-HRE, updated annually
Department Facts Sheets – compilation of an individual department’s data found in the current Just the Facts report plus additional data, completed and distributed annually by DAS-HRE. Contact Pete Peterson with questions.
Workforce demographics – This is data prepared by DAS-HRE upon the agency’s request. It includes a variety of data fields and can be formatted several ways according the agency’s need. Contact Pete Peterson.
Quarterly underutilization list – distributed by DAS-HRE. This is the resource that determines if a particular job class is underutilized and therefore an affirmative action hire would be appropriate (though not required). It is sent to the agency’s management liaison and personnel assistant.
Last update: 1-09 |
