Human Capital Measurement


Welcome to the 2013 Human Capital Report. This report, now in its ninth 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 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:

  • An increase in overall staffing levels—University-wide full-time-equivalents (FTEs) grew by 4 percent (an increase of 1483.7 FTEs) between November 2011 and November 2012.
  • Positions filled in nursing, patient care services, healthcare admin & support were at a five-year high, in part due to the opening of the new C.S. Mott Children’s Hospital and Von Voigtlander Women’s Hospital.
  • University of Michigan Hospitals & Health Center units account for 91.6 percent of the overall staffing growth.
  • Hiring levels for the period November 2011 through November 2012 are up 21 percent over the previous year, with 6025 staff jobs filled, a five-year high.
  • Overall staff retention has been stable, with an average of 92 percent for the past five years. Manager retention has trended slightly higher, with an average of 93 percent over the past five years.
  • Retirements in 2012 were 56 percent higher than projected, impacted by the of changes in retirement eligibility rules and benefit cost-sharing changes that go into effect January 1, 2013.

This year’s report continues to examine the retirement outlook and challenges that face our organization. Projections suggest that by 2019, 29 percent of current tenured and tenure track faculty, 19 percent of staff and 31 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

June, 2013

Note: This report is available in downloadable PDF files requiring Acrobat Reader. If you do not already have Acrobat Reader installed, you can download it for free from Adobe.

Click here for a summary presentation of the 2013 Human Capital Report