Employee turnover


Published on

  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Employee turnover

  1. 1. Presented by:Alan Whyte, Partner - Cunningham, Swan, Carty, Little & Bonham LLPBruce Beakley, Director of Human Resources – County of Renfrew
  2. 2. The opinions expressed by Bruce Beakleyare his alone, and do not reflect theopinions of the County of Renfrew or anyemployee or elected member.
  3. 3.  Recruitment Retention Retirement
  4. 4. “To find the perfect fit between any job vacancy and the employee recruited to do the job.”
  5. 5. 1. Do not hire stupid people.
  6. 6. 2. Match the candidate to the job not candidate vs. candidate
  7. 7. 3. Trust your gut – measure your “fit” into your organizational culture.
  8. 8. 4. Take the time to do recruitment right. 79,207 Seventy-Nine Thousand, Two Hundred & Seven ------
  9. 9. 5. Reference/background checks –  Value?  Honesty ?  Social Media
  10. 10. Different cohorts among the age pyramid of the Canadian population in 2006
  11. 11.  Within the next ten years, the County of Renfrew can lose approximately 27% of its current staff due to retirement Within the next fifteen years, the County of Renfrew can lose approximately 64% of its current staff due to retirement
  12. 12.  Within the next ten years, the County of Renfrew can lose approximately 31% of its management staff due to retirement Within the next fifteen years, the County of Renfrew can lose approximately 83% of its management staff due to retirement
  13. 13.  Management is a set of processes that keep a complicated systems of people and technology running smoothly. Leadership is an influence process. It is working with people to accomplish their goals and goals of the organization.
  14. 14.  Do not fear employee empowerment or “self directed leaders”
  15. 15.  In the wake of the removal of mandatory retirement we will see a move to, and increase in, the use of employment contracts with non- union employees. (Phased in)
  16. 16. 1. What is your organization culture ?2. How do you respond to the needs and expectations of 5 generations?3. Do you have a leadership training model that adapts to the evolving environment?4. How do you approach discipline?5. How do you approach employee growth?
  17. 17. “Succession Planning is an ongoing process of systematically identifying, assessing, and developing talent to ensure the leadership continuity for all key positions in an organization.”©1998 Hagberg Consulting Group
  18. 18. Level 1: CAO & Director levelLevel 2: Managerial and Supervisory levelLevel 3: Operational and Administrative level
  19. 19.  Non-threatening, open declaration of interest by employee Broad, includes all employees
  20. 20.  Support is required by County Council to consciously shift the County of Renfrew to a “learning organization”. General acceptance is required by all management and elected officials that one of the greatest opportunities for our employees to learn is to be exposed to both Committee and County Council meetings.
  21. 21. March 20, 2006 Presentation to F&A Committee and County Council: Succession Planning.December 6, 2006 Payroll insert to all employees introducing the concept of succession planning and a fact sheet clarifying what the program intentions are. “Declaration of Interest” submissions were introduced with a deadline of January 31, 2007 for submissions.January 31, 2007 Receipt of 78 Declaration of Interest statements from County of Renfrew employees. Interests range from lateral to vertical career progression.
  22. 22. February – November 2007 Audit of received Declarations of Interest. Research on in-house training programs available.December 21, 2007 Payroll insert notice to all employees about program status. Suggestion of a “next wave” opportunity for new or existing employees.December 27, 2007 Individual letter sent to each of the 78 employees who submitted a Declaration of Interest inviting them to participate in a special meeting with the CAO, HR and their Department Head.
  23. 23. February & March 2008 Individual employee meetings. 15 minutes per employee. Overview their education and interests. One key question.2009 – 2012 Continued promotion of succession planning. Notification to all new hires – declaration of intent.
  24. 24. The requirement to re-enforce with our existing employeeswho are satisfied with their current job and responsibilitiesthat their relationship with us is considered a win/win.