The University of Michigan
Human Capital Report
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Recruitment and Retention Trends

Notes: UM Ann Arbor Workforce and Termination Trend Data by EEO Groups

NOTE: Termination data includes both voluntary and involuntary terminations.

  • Overall staff termination rates have been less than 10% over the past four years.  
    • Termination rates for Professional Non-Faculty in the Hospitals and Health Centers (6.4%) are considerably less than those of the rest of the Ann Arbor Campus (12.8%).  In large part this is driven by significant termination rates in Research family positions.
    • Highest termination rates are in Office/Clerical (8.9%), Technical (11.6%) and
      Professional Non-Faculty (9.9%)  IPEDS/EEO groups.
    • Lowest termination rates are in the Skilled Crafts (1.6%), Exec/Admin (6.0%) and Service Maintenance (6.7%) IPEDS/EEO groups.
      • IPEDS (Integrated Postsecondary Education Data System) Groupings are major categories developed for E.E.O. and Affirmative Action Reporting.  Jobs are mapped to IPEDS Grouping per guidelines provided by the Department of Labor.
  • According to CLC (Corporate Leadership Council) benchmark data, the median turnover rate for organizations with 15,000 to 50,000 employees ranged from 14 – 16.2% over the past five years, while the UM overall has experienced less than 10% turnover in each of the past five years in staff positions.
  • Turnover replacement cost per employee for the Education and Health Care Industry (Bureau of Labor and Statistics 2004) was estimated at about $14,000.  Other conservative estimates of turnover cost are 25% of annual salary plus benefits.     
    • Replacement cost include: recruiting and screening applicants (staffing); lost productivity (vacancy); and other employees’ time to train and training classes (training).
    • 2005-06 estimated replacement cost for the Ann Arbor campus for 2,253 terminations is $31,542,000. (Note: New hires in 2005-06 were 2,797).