Human Capital Measurement

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Welcome to the 2015 Human Capital Report. This report, now in its eleventh edition, provides critical data for human resource decision making. A significant part of the university budget is committed to our workforce to fund compensation and benefits, making human resource data critical to our stewardship and to building our investment. Using human resource data to understand changing demographic trends allows us to consider proactive plans that respond to challenges and help sustain our leadership position as one of the nation’s greatest public research universities.

This year’s report has been redesigned and, in addition to the current years faculty and staff profile data, provides a variety of new staffing and demographic trend data.

This year’s report sheds light on a number of key indicators reflecting notable trends in the university’s faculty and staff profile, staffing, recruitment and retention, retirement rate and financial profile. Chief among these are:

  • Hiring levels for the period November 2013 through November 2014 are up 17 percent over the previous year, with 6049 staff jobs filled.
  • Overall staff retention has been stable, with an average of 92 percent for the past five years. Manager retention has averaged 91 percent over the past five years.
  • Staff termination rates remain below benchmark comparisons. Overall staff termination rates at the university are less than 8.7% compared to benchmark data for Education (13.4%) and Healthcare (18.6%).
  • After a sharp increase in retirements in 2012, the number of retirements in 2013 dropped sharply providing evidence that the time of retirement decisions were impacted by the changes in retirement eligibility rules and benefit cost-sharing changes that went into effect January 1, 2013.

The report also continues to examine the retirement outlook and challenges that face our organization. Projections suggest that by 2021, 21 percent of current tenured and tenure track faculty, 15 percent of staff and 24 percent of managers will retire. To continue to retain and transfer knowledge and address current and projected retirement trends, Human Resources has made a strategic commitment to strengthen leadership capability and capacity to encourage high levels of performance and productivity to sustain excellence across the University.

For more information about how the University of Michigan Human Capital Report data and the consulting expertise of our Human Resource Information Systems staff can help support workforce planning, recruitment/retention and succession planning in your school, college or unit, please contact

Yours in partnership,

Laurita Thomas signature

Laurita Thomas
Associate Vice President for Human Resources

July, 2015

Human Capital Report 2015

View a summary presentation of the 2015 Human Capital Report

  1. Section 1: Employee Profile
    1. 1.1 Employee Profile by Career Family
    2. 1.2 Employee Profile by Executive Office
  2. Section 2: Employee Trends
    1. 2.1 Headcount Trends by Career Group​​​
    2. 2.2 Demographic Trends​​​​​
    3. 2.3 Generational Trends​​​​​
  3. Section 3: Staff Recruitment Profile
    1. 3.1 Staff Jobs Filled by Career Family​​​
    2. 3.2 Demographic Profile of Staff Jobs Filled​​​
  4. Section 4: Retirement Outlook
    1. 4.1 Retirement Outlook by Career Family​​​
    2. 4.2 Retirement Outlook by Demographic​​​
    3. 4.3 Regular Instructional Faculty Retirement Outlook​
  5. Section 5: Financial Profile
    1. 5.1 Compensation and Benefit Expenses by Function
    2. 5.2 University Human Resources Expenses by Department