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Turnover

Turnover measures the rate at which staff change in an organisation. Turnover increases when departments are restructuring and when significant change is occurring in the wider labour market. Some turnover is healthy for

organisations, as new staff bring fresh ideas, and the recruitment process gives the employer the opportunity to adapt to changing capability needs. However, turnover also comes at a cost – the loss of institutional knowledge and recruitment and training costs to replace staff.

Gross turnover includes both turnover that is planned and unplanned from the department's point of view. Planned turnover includes staff who leave due to redundancy and staff who finish fixed-term agreements. Table 5.1 shows that turnover rates in the Public Service have been fairly stable in recent years.

Table 5.1 Turnover rates in the Public Service, June year 2011-2015
 

2011

2012

2013

2014

2015

Gross turnover rate (%)

17.8

17.3

16.4

17.0

16.2

Core unplanned turnover rate (%)

10.9

11.4

10.5

10.7

10.9

Male core unplanned turnover rate (%)

10.3

10.3

9.8

9.7

10.3

Female core unplanned turnover rate (%)

11.3

12.1

11.1

11.3

11.3

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