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Community Social Services Employers’ Association of BC www.cssea.bc.ca0
Community Social Services Employers’ Association of BC
Suite 800, Two Bentall Centre, 555 Burrard Street
Box 232, Vancouver BC, V7X 1M8
Tel 604.687.7220
Toll free 1.800.377.3340
Fax 604.687.7266
www.cssea.bc.ca
2012 Employee Turnover ReportNovember 2013
• Copyright © 2014 Community Social Services Employers’ Association of British Columbia (CSSEA)
• All rights are reserved.
• No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means –electronic, mechanical, photocopying, recording, or otherwise – without the prior and express written permission of CSSEA.
Community Social Services Employers’ Association of BC www.cssea.bc.ca2
Table of Contents
1.0 Executive Summary 3 4.0 Turnover and Replacement Time - General Services 23
1.1 Community Living Services Summary 4 4.0.i All Employee Groups 23
1.2 General Services Summary 5 4.0.ii Profile of Departing Employees - All Employee Groups 24
1.3 Aboriginal Services Summary 6 4.1.i Bargaining Unit Employees 25
4.1.ii Profile of Departing Employees - Bargaining Unit Employees 26
2.0 British Columbia Regional Turnover and Replacement Time 7 4.2.i Non-Union Employees 27
4.2.ii Profile of Departing Employees - Non-Union Employees 28
2.0.i All Employee Groups 7 4.3.i Management and Excluded Employees 29
2.0.ii Profile of Departing Employees - All Employee Groups 8 4.3.ii Profile of Departing Employees - Management and Excluded 30
2.1.i Bargaining Unit Employees 9
2.1.ii Profile of Departing Employees - Bargaining Unit Employees 10 5.0 Turnover and Replacement Time - Aboriginal Services 31
2.2.i Non-Union Employees 11
2.2.ii Profile of Departing Employees - Non-Union Employees 12 5.0.i All Employee Groups 31
2.3.i Management and Excluded Employees 13 5.0.ii Profile of Departing Employees - All Employee Groups 32
2.3.ii Profile of Departing Employees - Management and Excluded 14 5.1.i Bargaining Unit Employees 33
5.1.ii Profile of Departing Employees - Bargaining Unit Employees 34
3.0 Turnover and Replacement Time - Community Living Services 15 5.2.i Non-Union Employees 35
5.2.ii Profile of Departing Employees - Non-Union Employees 36
3.0.i All Employee Groups 15 5.3.i Management and Excluded Employees 37
3.0.ii Profile of Departing Employees - All Employee Groups 16 5.3.ii Profile of Departing Employees - Management and Excluded 38
3.1.i Bargaining Unit Employees 17
3.1.ii Profile of Departing Employees - Bargaining Unit Employees 18 6.0 Employee Retention 39
3.2.i Non-Union Employees 19 7.0 Reasons for Leaving 40
3.2.ii Profile of Departing Employees - Non-Union Employees 20 8.0 Time to Fill Vacancies 42
3.3.i Management and Excluded Employees 21 9.0 Vacated and Unfilled Positions 43
3.3.ii Profile of Departing Employees - Management and Excluded 22 10.0 Glossary of Terms 45
Community Social Services Employers’ Association of BC www.cssea.bc.ca3
Executive Summary
• The survey response rate was 77.4 per cent (154 /199 members), which is higher than last year’s response rate of 72.7 per cent.
• The turnover rate definition for 2011 and 2012 is “the number of employees who left divided by the number of employees who worked in a given year”. The rate of turnover in the sector increased from 14.1 per cent in 2011 to 15.3 per cent in 2012, and the average time to fill a vacancy increased from 4.9 weeks to 5.0 weeks. Vacancies in the Lower Mainland were the longest to fill, despite the region’s turnover rates being lower than the others.
• Non-union employees reported the highest turnover rate (23.6 per cent), followed by bargaining unit employees (15.5 per cent) and management and excluded employees (10.7 per cent). Northern BC and Thompson-Okanagan regions reported higher turnover rates (22.2 per cent and 20.8 per cent, respectively) than the rest of the province.
• The majority of employees leaving the sector are from younger demographic and have shorter lengths of service. Approximately 50 per cent of employees leaving the sector are 35 years old or younger, and 84 per cent of employees who left have worked less than 5 years in the sector.
• The majority of employees who left their jobs moved to work in other sectors or retired. Only 23.4 per cent stayed in the social services sector to work.
• Compensation issues contribute to the turnover rate. More than 20 per cent of departing employees left their positions for wage-related reasons, and 20 per cent left for potentially wage-related reasons.
• Vacancies that took the longest time to fill were graduate degrees and professionals (8.6 weeks for bargaining unit, 6.0 weeks for non-union), management and excluded positions (7.7 weeks), and supervisors (5.8 weeks for bargaining unit, 4.9 weeks for non-union). Most other positions took 3 to 5 weeks to fill.
• In 2012, a total of 2685 employees left their positions in the sector, up from 2424 in 2011. The number of employees who left increased for all regions except the Lower Mainland. As of December 31, 2012, a total of 466 vacancies were unfilled. Over half of these unfilled vacancies are in the Lower Mainland. The majority of unfilled vacancies are residence workers (157 vacancies) and community support workers (123 vacancies).
Community Social Services Employers’ Association of BC www.cssea.bc.ca4
Community Living Services Summary
• The reported turnover rate in Community Living Services (15.2 per cent) is about the same as the provincial average . The division’s turnover rate varies widely by region and is much higher in Northern BC (22.6 per cent) and the Thompson Okanagan (19.2 per cent) regions.
• The turnover rate is the highest for bargaining unit employees in Northern BC (23.7 per cent) and for non-union employees in Northern BC (28.6 per cent), Thompson Okanagan (33.9 per cent), and Vancouver Island (24.0 per cent).
• Compared to 2011, the turnover rate in this service division increased in all regions of BC except the Thompson Okanagan, and the average time to fill a vacancy increased in all regions except the Thompson Okanagan and Northern BC.
• 50 per cent of employees who left their positions are aged 35 and below, while 84 per cent of employees who left their positions have worked for 5 years or less. This is similar to the sector’s averages of 50 per cent and 84 per cent respectively.
• Only 17.7 per cent of employees who left their positions in Community Living Services stayed in the social services sector to work. This is the lowest retention rate among the three service divisions.
• 20.7 per cent of departing employees in Community Living Services leaving for wage-related reasons, and 18.5 per cent leaving for potentially wage-related reasons. These is similar to the sector’s averages of 20 per cent for each category.
• Overall 61 per cent of all departing employees worked in Community Living Services, and 60 per cent of all unfilled vacancies in BC, as of December 31, 2012, are for positions in this division.
Community Social Services Employers’ Association of BC www.cssea.bc.ca5
General Services Summary
• The reported turnover rate in General Services (15.5 per cent) is about the same as the provincial average. The division’s turnover rate varies widely by region and is much higher in the Thompson Okanagan (26.0 per cent) and Northern BC (22.0 per cent) regions.
• Compared to 2011, turnover rates in General Services increased in all regions of BC, except the Lower Mainland.
• Turnover rates are especially high for non-union employees in the Thompson Okanagan (74.5 per cent), Northern BC (70.6 per cent), and the Kootenays (37.9 per cent).
• 54 per cent of employees who left their positions are aged 35 and below, while 86 per cent of employees who left their positions have worked for 5 years or less. These are slightly higher than the sector average 50 per cent and 84 per cent respectively.
• 32.1 per cent of employees who left their positions in General Services stayed in the social services sector to work. This is slightly better than the average retention rate for the sector (23.4 per cent).
• 17.7 per cent of departing employees in General Services leaving for wage-related reasons, and 23.5 per cent leaving for potentially wage-related reasons. These is similar to the sector’s averages of 20 per cent for each category.
• 37 per cent of all departing employees worked in General Services, and 36 per cent of all unfilled vacancies in BC, as of December 31, 2012, are for positions in this division.
Community Social Services Employers’ Association of BC www.cssea.bc.ca6
Aboriginal Services Summary
• The reported turnover rate in Aboriginal Services is 13.2 per cent, which is lower than the provincial average of 15.3 per cent. However, the breakdown by agency shows that this low average is due to two agencies having less than 5 per cent turnover rate each. The other four agencies have turnover rates ranging between 25 per cent to 45 per cent, well above the division and sector averages.
• While employees who left their positions in the other two service divisions are predominantly young (50 per cent are 35 year old or younger), this is less so for Aboriginal Services (48 per cent 45 year old and below). However, similar to the other two services divisions, 80 per cent of employees who left their positions in Aboriginal Services have worked for 5 years or less.
• The average time to fill vacancies in Aboriginal Services is the highest among the three service divisions (11.0 weeks). By region, this is the highest in the Lower Mainland (17.7 weeks). The vacancies in this division that took the longest to fill are management and excluded positions (14.2 weeks in all of BC, and 27.9 weeks in the Lower Mainland). These are much longer times than the average for management and excluded positions across the sector (7.7 weeks).
• 41.0 per cent of employees who left their positions in Aboriginal Services stayed in the social services sector to work, which is a better retention rate than the sector average (23.4 per cent) and highest among the three service divisions.
• The effect of compensation on turnover is less than the other two service divisions with 15.4 per cent of departing employees in Aboriginal Services leaving for wage-related reasons, and 12.8 per cent leaving for potentially wage-related reason. These are the lowest rates in the sector.
• 2 per cent of all departing employees worked in Aboriginal Services, and 4 per cent of all unfilled vacancies in BC, as of December 31, 2012, are for positions in this division.
Community Social Services Employers’ Association of BC www.cssea.bc.ca7
Regional Turnover and Replacement Time All Employee Groups
Lower Mainland (LM) 2012
Turnover Rate 12.4%
Time to Fill (weeks) 5.2
Vancouver Island (VI) 2012
Turnover Rate 15.0%
Time to Fill (weeks) 4.9
Northern BC (NO) 2012
Turnover Rate 22.2%
Time to Fill (weeks) 5.1
Thompson Okanagan (TO) 2012
Turnover Rate 20.8%
Time to Fill (weeks) 4.7
Kootenays (KT) 2012
Turnover Rate 13.8%
Time to Fill (weeks) 4.3
British Columbia 2012
Turnover Rate 15.3%
Time to Fill (weeks) 5.0
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
Arrows indicate change from previous year: = higher than last year = lower than last year = same as last year
7
25
33
38
11 12
7
42 1
0
10
20
30
40
NU
MB
ER O
F A
GEN
CIE
S
TURNOVER RATE
TURNOVER RATE
Community Social Services Employers’ Association of BC www.cssea.bc.ca8
Profile of Departing Employees All Employee Groups
24%
76%
Gender Profile
Male
Female
18%
32%
22%
16%
9%
2%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
38%
46%
8% 8%
<1 1-5 6-10 >10
Length of Service Profile
Community Social Services Employers’ Association of BC www.cssea.bc.ca9
Regional Turnover and Replacement Time Bargaining Unit Employees
Lower Mainland (LM) 2012
Turnover Rate 12.9%
Time to Fill (weeks) 4.4
Vancouver Island (VI) 2012
Turnover Rate 16.0%
Time to Fill (weeks) 4.6
Northern BC (NO) 2012
Turnover Rate 22.8%
Time to Fill (weeks) 5.3
Thompson Okanagan (TO) 2012
Turnover Rate 16.9%
Time to Fill (weeks) 4.6
Kootenays (KT) 2012
Turnover Rate 16.8%
Time to Fill (weeks) 3.6
British Columbia 2012
Turnover Rate 15.5%
Time to Fill (weeks) 4.6
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
8
22
33
25
19
12
8
46
2 1
0
10
20
30
40
NU
MB
ER O
F A
GEN
CIE
S
TURNOVER RATE
Turnover Rate
Community Social Services Employers’ Association of BC www.cssea.bc.ca10
Profile of Departing Employees Bargaining Unit Employees
19%
32%
22%
16%
9%
2%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
39%46%
8% 7%
<1 1-5 6-10 >10
Length of Service Profile
22%
78%
Gender Profile
Male
Female
Community Social Services Employers’ Association of BC www.cssea.bc.ca11
British Columbia Regional Turnover and Replacement TimeNon-Union Employees
Lower Mainland (LM) 2012
Turnover Rate 17.1%
Time to Fill (weeks) 4.9
Vancouver Island (VI) 2012
Turnover Rate 23.1%
Time to Fill (weeks) 4.0
Northern BC (NO) 2012
Turnover Rate 47.9%
Time to Fill (weeks) 4.2
Thompson Okanagan (TO) 2012
Turnover Rate 39.9%
Time to Fill (weeks) 3.9
Kootenays (KT) 2012
Turnover Rate 15.0%
Time to Fill (weeks) 2.9
British Columbia 2012
Turnover Rate 23.6%
Time to Fill (weeks) 4.3
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
26
3
8
1
32
1 1
5
0
10
20
30
NU
MB
ER O
F A
GEN
CIE
S
TURNOVER RATE
Turnover Rate
Community Social Services Employers’ Association of BC www.cssea.bc.ca12
Profile of Departing EmployeesNon-Union Employees
19%
39%
21%
13%
7%
2%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
38%
50%
6% 5%
<1 1-5 6-10 >10
Length of Service Profile
28%
72%
Gender Profile
Male
Female
Community Social Services Employers’ Association of BC www.cssea.bc.ca13
British Columbia Regional Turnover and Replacement TimeManagement and Excluded Employees
Lower Mainland (LM) 2012
Turnover Rate 10.1%
Time to Fill (weeks) 8.9
Vancouver Island (VI) 2012
Turnover Rate 13.5%
Time to Fill (weeks) 6.9
Northern BC (NO) 2012
Turnover Rate 11.6%
Time to Fill (weeks) 5.8
Thompson Okanagan (TO) 2012
Turnover Rate 10.0%
Time to Fill (weeks) 7.5
Kootenays (KT) 2012
Turnover Rate 7.1%
Time to Fill (weeks) 8.7
British Columbia 2012
Turnover Rate 10.7%
Time to Fill (weeks) 7.7
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
82
19 17
5 4 4 3 2
0
20
40
60
80
100
NU
MB
ER O
F A
GEN
CIE
S
TURNOVER RATE
Turnover Rate
Community Social Services Employers’ Association of BC www.cssea.bc.ca14
Profile of Departing EmployeesManagement and Excluded Employees
3%
16%
25%
30%
22%
4%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
21%
43%
13%
23%
<1 1-5 6-10 >10
Length of Service Profile
28%
72%
Gender Profile
Male
Female
Community Social Services Employers’ Association of BC www.cssea.bc.ca15
British Columbia Regional Turnover and Replacement TimeCommunity Living Services –All Employee Groups
Lower Mainland (LM) 2012
Turnover Rate 11.8%
Time to Fill (weeks) 6.2
Vancouver Island (VI) 2012
Turnover Rate 14.7%
Time to Fill (weeks) 4.5
Northern BC (NO) 2012
Turnover Rate 22.6%
Time to Fill (weeks) 5.1
Thompson Okanagan (TO) 2012
Turnover Rate 19.2%
Time to Fill (weeks) 4.2
Kootenays (KT) 2012
Turnover Rate 12.6%
Time to Fill (weeks) 3.6
British Columbia 2012
Turnover Rate 15.2%
Time to Fill (weeks) 4.9
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
Arrows indicate change from previous year: = higher than last year = lower than last year = same as last year
5
13
1819
4
8
32
1
0
5
10
15
20
0% 5% 10% 15% 20% 25% 30% 35% 40% MoreN
UM
BER
OF
AG
ENC
IES
TURNOVER RATE
Turnover Rate
Community Social Services Employers’ Association of BC www.cssea.bc.ca16
Profile of Departing EmployeesCommunity Living Services –All Employee Groups
40%44%
8% 8%
<1 1-5 6-10 >10
Length of Service Profile
20%
30%
23%
17%
9%
2%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
25%
75%
Gender Profile
Male
Female
Community Social Services Employers’ Association of BC www.cssea.bc.ca17
British Columbia Regional Turnover and Replacement TimeCommunity Living Services –Bargaining Unit Employees
Lower Mainland (LM) 2012
Turnover Rate 12.1%
Time to Fill (weeks) 5.6
Vancouver Island (VI) 2012
Turnover Rate 14.4%
Time to Fill (weeks) 4.2
Northern BC (NO) 2012
Turnover Rate 23.7%
Time to Fill (weeks) 6.1
Thompson Okanagan (TO) 2012
Turnover Rate 15.5%
Time to Fill (weeks) 3.6
Kootenays (KT) 2012
Turnover Rate 14.9%
Time to Fill (weeks) 3.3
British Columbia 2012
Turnover Rate 14.7%
Time to Fill (weeks) 4.6
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
5
10
23
13
9
54
31
0
10
20
30
0% 5% 10% 15% 20% 25% 30% 35% 40% More
NU
MB
ER O
F A
GEN
CIE
STURNOVER RATE
Turnover Rate
Community Social Services Employers’ Association of BC www.cssea.bc.ca18
Profile of Departing Employees Community Living Services –Bargaining Unit Employees
21%
28%
23%
16%
9%
2%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
40%43%
8% 8%
<1 1-5 6-10 >10
Length of Service Profile
23%
77%
Gender Profile
Male
Female
Community Social Services Employers’ Association of BC www.cssea.bc.ca19
British Columbia Regional Turnover and Replacement TimeCommunity Living Services –Non-Union Employees
Lower Mainland (LM) 2012
Turnover Rate 15.2%
Time to Fill (weeks) 5.8
Vancouver Island (VI) 2012
Turnover Rate 24.0%
Time to Fill (weeks) 3.3
Northern BC (NO) 2012
Turnover Rate 28.6%
Time to Fill (weeks) 3.7
Thompson Okanagan (TO) 2012
Turnover Rate 33.9%
Time to Fill (weeks) 4.2
Kootenays (KT) 2012
Turnover Rate 2.0%
Time to Fill (weeks) 2.5
British Columbia 2012
Turnover Rate 24.2%
Time to Fill (weeks) 4.3
19
23
1 1
0
10
20
0% 10% 20% 30% 40% MoreN
UM
BER
OF
AG
ENC
IES
TURNOVER RATE
Turnover Rate
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
Community Social Services Employers’ Association of BC www.cssea.bc.ca20
Profile of Departing EmployeesCommunity Living Services –Non-Union Employees
17%
39%
22%
15%
6%
1%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
44%50%
4% 2%
<1 1-5 6-10 >10
Length of Service Profile
31%
69%
Gender Profile
Male
Female
Community Social Services Employers’ Association of BC www.cssea.bc.ca21
British Columbia Regional Turnover and Replacement TimeCommunity Living Services –Management and Excluded Employees
Lower Mainland (LM) 2012
Turnover Rate 9.1%
Time to Fill (weeks) 8.9
Vancouver Island (VI) 2012
Turnover Rate 11.5%
Time to Fill (weeks) 6.0
Northern BC (NO) 2012
Turnover Rate 5.8%
Time to Fill (weeks) 4.1
Thompson Okanagan (TO) 2012
Turnover Rate 10.1%
Time to Fill (weeks) 6.3
Kootenays (KT) 2012
Turnover Rate 0.0%
Time to Fill (weeks) 6.3
British Columbia 2012
Turnover Rate 9.4%
Time to Fill (weeks) 6.8
49
129
1 2
0
10
20
30
40
50
60
0% 10% 20% 30% 40% 50% MoreN
UM
BER
OF
AG
ENC
IES
TURNOVER RATE
Turnover Rate
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
Community Social Services Employers’ Association of BC www.cssea.bc.ca22
Profile of Departing EmployeesCommunity Living Services –Management and Excluded Employees
5%
21% 20%
33%
19%
1%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
25%
43%
12%
20%
<1 1-5 6-10 >10
Length of Service Profile
31%
69%
Gender Profile
Male
Female
Community Social Services Employers’ Association of BC www.cssea.bc.ca23
British Columbia Regional Turnover and Replacement TimeGeneral Services –All Employee Groups
Lower Mainland (LM) 2012
Turnover Rate 13.2%
Time to Fill (weeks) 4.0
Vancouver Island (VI) 2012
Turnover Rate 15.1%
Time to Fill (weeks) 5.4
Northern BC (NO) 2012
Turnover Rate 22.0%
Time to Fill (weeks) 5.0
Thompson Okanagan (TO) 2012
Turnover Rate 26.0%
Time to Fill (weeks) 5.5
Kootenays (KT) 2012
Turnover Rate 15.2%
Time to Fill (weeks) 4.8
British Columbia 2012
Turnover Rate 15.5%
Time to Fill (weeks) 4.8
12
15
19
7
3 3
1 1
0
5
10
15
20
NU
MB
ER O
F A
GEN
CIE
STURNOVER RATE
TURNOVER RATE
Arrows indicate change from previous year: = higher than last year = lower than last year = same as last year
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
Community Social Services Employers’ Association of BC www.cssea.bc.ca24
Profile of Departing EmployeesGeneral Services –All Employee Groups
36%
50%
7% 8%
<1 1-5 6-10 >10
Length of Service Profile
17%
37%
20%
14%
9%
2%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
22%
78%
Gender Profile
Male
Female
Community Social Services Employers’ Association of BC www.cssea.bc.ca25
British Columbia Regional Turnover and Replacement TimeGeneral Services –Bargaining Unit Employees
Lower Mainland (LM) 2012
Turnover Rate 15.0%
Time to Fill (weeks) 3.4
Vancouver Island (VI) 2012
Turnover Rate 20.1%
Time to Fill (weeks) 5.5
Northern BC (NO) 2012
Turnover Rate 21.4%
Time to Fill (weeks) 4.6
Thompson Okanagan (TO) 2012
Turnover Rate 21.0%
Time to Fill (weeks) 5.5
Kootenays (KT) 2012
Turnover Rate 20.1%
Time to Fill (weeks) 3.8
British Columbia 2012
Turnover Rate 17.7%
Time to Fill (weeks) 4.4
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
1
12
10
12
10
6
4
1
3
1 1
0
10
20
NU
MB
ER O
F A
GEN
CIE
STURNOVER RATE
Turnover Rate
Community Social Services Employers’ Association of BC www.cssea.bc.ca26
Profile of Departing EmployeesGeneral Services –Bargaining Unit Employees
21%
79%
Gender Profile
Male
Female
16%
39%
19%16%
8%
2%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
39%
50%
5% 5%
<1 1-5 6-10 >10
Length of Service Profile
Community Social Services Employers’ Association of BC www.cssea.bc.ca27
British Columbia Regional Turnover and Replacement TimeGeneral Services –Non-Union Employees
Lower Mainland (LM) 2012
Turnover Rate 17.8%
Time to Fill (weeks) 4.3
Vancouver Island (VI) 2012
Turnover Rate 11.8%
Time to Fill (weeks) 4.3
Northern BC (NO) 2012
Turnover Rate 70.6%
Time to Fill (weeks) 4.8
Thompson Okanagan (TO) 2012
Turnover Rate 74.5%
Time to Fill (weeks) 3.3
Kootenays (KT) 2012
Turnover Rate 37.9%
Time to Fill (weeks) 3.4
British Columbia 2012
Turnover Rate 22.8%
Time to Fill (weeks) 4.2
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
7
1
5
2
1 1 1
4
0
5
10
NU
MB
ER O
F A
GEN
CIE
S
TURNOVER RATE
Turnover Rate
Community Social Services Employers’ Association of BC www.cssea.bc.ca28
Profile of Departing EmployeesGeneral Services –Non-Union Employees
21%
40%
20%
9% 8%3%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
32%
51%
8% 9%
<1 1-5 6-10 >10
Length of Service Profile
24%
76%
Gender Profile
Male
Female
Community Social Services Employers’ Association of BC www.cssea.bc.ca29
British Columbia Regional Turnover and Replacement TimeGeneral Services –Management and Excluded Employees
Lower Mainland (LM) 2012
Turnover Rate 10.0%
Time to Fill (weeks) 6.1
Vancouver Island (VI) 2012
Turnover Rate 17.6%
Time to Fill (weeks) 9.1
Northern BC (NO) 2012
Turnover Rate 18.4%
Time to Fill (weeks) 8.1
Thompson Okanagan (TO) 2012
Turnover Rate 10.3%
Time to Fill (weeks) 9.9
Kootenays (KT) 2012
Turnover Rate 10.6%
Time to Fill (weeks) 11.1
British Columbia 2012
Turnover Rate 11.7%
Time to Fill (weeks) 8.1
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
32
68
3 2 13 2
0
10
20
30
40
NU
MB
ER O
F A
GEN
CIE
STURNOVER RATE
Turnover Rate
Community Social Services Employers’ Association of BC www.cssea.bc.ca30
Profile of Departing EmployeesGeneral Services –Management and Excluded Employees
12%
32%
27%25%
5%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
15%
42%
15%
28%
<1 1-5 6-10 >10
Length of Service Profile
23%
77%
Gender Profile
Male
Female
Community Social Services Employers’ Association of BC www.cssea.bc.ca31
British Columbia Regional Turnover and Replacement TimeAboriginal Services –All Employee Groups
Lower Mainland (LM) 2012
Turnover Rate 9.3%
Time to Fill (weeks) 17.7
Vancouver Island (VI) 2012
Turnover Rate 40.0% n/a
Time to Fill (weeks) 2.9 n/a
Northern BC (NO) 2012
Turnover Rate 15.4% n/a
Time to Fill (weeks) 6.9 n/a
Thompson Okanagan (TO) 2012
Turnover Rate 38.5%
Time to Fill (weeks) n/a n/a
Kootenays (KT) 2012
Turnover Rate n/a n/a
Time to Fill (weeks) n/a n/a
British Columbia 2012
Turnover Rate 13.2%
Time to Fill (weeks) 11.0
2
1 1 1 1
0
1
2
3
0% 5% 10% 15% 20% 25% 30% 35% 40% MoreN
UM
BER
OF
AG
ENC
IES
TURNOVER RATE
Turnover Rate
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
Arrows indicate change from previous year: = higher than last year = lower than last year = same as last year
Community Social Services Employers’ Association of BC www.cssea.bc.ca32
Profile of Departing EmployeesAboriginal Services –All Employee Groups
8%
20% 20%
25%23%
5%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
21%
79%
Gender Profile
Male
Female
26%
54%
15%
5%
<1 1-5 6-10 >10
Length of Service Profile
Community Social Services Employers’ Association of BC www.cssea.bc.ca33
British Columbia Regional Turnover and Replacement TimeAboriginal Services –Bargaining Unit Employees
Lower Mainland (LM) 2012
Turnover Rate 7.4%
Time to Fill (weeks) 12.6
Vancouver Island (VI) 2012
Turnover Rate 42.9%
Time to Fill (weeks) 3.3
Northern BC (NO) 2012
Turnover Rate 9.7%
Time to Fill (weeks) 12.9
Thompson Okanagan (TO) 2012
Turnover Rate 45.5%
Time to Fill (weeks) n/a
Kootenays (KT) 2012
Turnover Rate n/a
Time to Fill (weeks) n/a
British Columbia 2012
Turnover Rate 10.5%
Time to Fill (weeks) 10.8
2
1
2
1
0
5
NU
MB
ER O
F A
GEN
CIE
STURNOVER RATE
Turnover Rate
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
Community Social Services Employers’ Association of BC www.cssea.bc.ca34
Profile of Departing EmployeesAboriginal Services –Bargaining Unit Employees
8%
32%
16%
21%24%
0%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
14%
59%
22%
5%
<1 1-5 6-10 >10
Length of Service Profile
16%
84%
Gender Profile
Male
Female
Community Social Services Employers’ Association of BC www.cssea.bc.ca35
British Columbia Regional Turnover and Replacement TimeAboriginal Services –Non-Union Employees
Lower Mainland (LM) 2012
Turnover Rate n/a
Time to Fill (weeks) 12.9
Vancouver Island (VI) 2012
Turnover Rate 50.0%
Time to Fill (weeks) 4.1
Northern BC (NO) 2012
Turnover Rate 100.0%
Time to Fill (weeks) n/a
Thompson Okanagan (TO) 2012
Turnover Rate n/a
Time to Fill (weeks) n/a
Kootenays (KT) 2012
Turnover Rate n/a
Time to Fill (weeks) n/a
British Columbia 2012
Turnover Rate 80.0%
Time to Fill (weeks) 7.0
1 1
0
5
NU
MB
ER O
F A
GEN
CIE
S
TURNOVER RATE
Turnover Rate
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
Community Social Services Employers’ Association of BC www.cssea.bc.ca36
Profile of Departing EmployeesAboriginal Services –Non-Union Employees
25%
75%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
75%
25%
<1 1-5 6-10 >10
Length of Service Profile50%50%
Gender Profile
Male
Female
Community Social Services Employers’ Association of BC www.cssea.bc.ca37
British Columbia Regional Turnover and Replacement TimeAboriginal Services –Management and Excluded Employees
Lower Mainland (LM) 2012
Turnover Rate 24.0%
Time to Fill (weeks) 27.9
Vancouver Island (VI) 2012
Turnover Rate 33.3%
Time to Fill (weeks) 0.1
Northern BC (NO) 2012
Turnover Rate 40.0%
Time to Fill (weeks) 1.0
Thompson Okanagan (TO) 2012
Turnover Rate 0.0%
Time to Fill (weeks) n/a
Kootenays (KT) 2012
Turnover Rate n/a
Time to Fill (weeks) n/a
British Columbia 2012
Turnover Rate 26.3%
Time to Fill (weeks) 14.2
1 1
2
1 1
0
5
0% 10% 20% 30% 40% 50% MoreN
UM
BER
OF
AG
ENC
IES
TURNOVER RATE
Turnover Rate
Turnover Rate Definition
= Employees who left
Active Regular Employees + Employees who left
Community Social Services Employers’ Association of BC www.cssea.bc.ca38
Profile of Departing EmployeesAboriginal Services –Management and Excluded Employees
20%
30% 30%
20%
<26 26-35 36-45 46-55 56-65 >65
Age Profile
20%
50%
10%
20%
<1 1-5 6-10 >10
Length of Service Profile
30%
70%
Gender Profile
Male
Female
Community Social Services Employers’ Association of BC www.cssea.bc.ca39
Employee RetentionDeparting employees who stayed in the social services sector*
* Where known
Community Social Services Employers’ Association of BC www.cssea.bc.ca40
29.9%
4.8%
3.1%
4.2%
7.3%
12.4%
12.6%
7.6%
2.8%
4.6%
3.6%
8.6%
0% 5% 10% 15% 20% 25% 30% 35%
Others
Program closure
Didn't like my job
Retirement
Discharged for cause
Personal or family issues
Transfer/move to new community
Education (return to school)
Better working conditions with new employer
Promotion with new employer
Increase in hours of work
Increase in wages/benefits with new employer
Reasons for Leaving
Wage-related
Potentially wage-related
Not wage-related
Community Social Services Employers’ Association of BC www.cssea.bc.ca41
Reasons for LeavingPercentage of wage-related employee turnover
19.5%
17.6%
21.9%
23.8%
16.4%
31.9%
15.4%
17.7%
20.7%
13.1%
15.5%
21.3%
20.3%
19.0%
19.2%
28.7%
17.8%
30.1%
12.8%
23.5%
18.5%
17.2%
21.1%
20.3%
0% 10% 20% 30% 40% 50% 60% 70%
Sector Average
Vancouver Island (VI)
Thompson Okanagan (TO)
Northern BC (NO)
Lower Mainland (LM)
Kootenays (KT)
Aboriginal Services
General Services
Community Living Services
Management & Excluded
Non-Union
Bargaining Unit
Wage-related
Potentially Wage-related
Community Social Services Employers’ Association of BC www.cssea.bc.ca42
Time to Fill Vacancies (Calendar weeks*)
* - Data reported in calendar days, then divided by 7.
Kootenays
(KT)
Lower
Mainland
(LM)
Northern BC
(NO)
Thompson
Okanagan
(TO)
Vancouver
Island (VI)
British
Columbia
(BC)
3.6 4.4 5.3 4.6 4.6 4.6
Administrative & Finance 4.3 2.9 4.4 3.6 4.3 3.7
Counsellors & Consultants 2.6 3.8 4.4 4.0 5.5 4.3
Graduate Degrees & Professional(s) 5.7 7.8 6.5 15.9 7.1 8.6
Administrative & Finance 4.3 2.7 3.9 3.1 4.1 3.5
Counsellors & Consultants
(Vocational & Employment)3.0 3.8 3.9 4.1 8.5 5.2
Front Line Workers 3.8 3.9 5.2 4.2 3.0 3.8
Operation Support 2.5 3.0 3.6 3.0 3.7 3.2
Supervisors 4.2 7.1 8.5 3.7 3.9 5.8
2.9 4.9 4.2 3.9 4.0 4.3
Administrative & Finance 2.1 3.0 3.6 5.5 5.7 4.4
Counsellors & Consultants 2.9 5.9 3.6 3.7 4.3 4.6
Graduate Degrees & Professional(s) 6.4 7.1 4.6 4.3 4.3 6.0
Administrative & Finance 2.0 4.7 3.6 3.1 4.1 4.1
Counsellors & Consultants
(Vocational & Employment)2.9 4.1 4.4 4.3 4.3 4.0
Front Line Workers 2.3 4.2 3.6 2.8 2.3 3.3
Operation Support 0.0 3.4 3.6 2.8 2.0 3.1
Supervisors 3.0 5.7 6.0 4.5 4.1 4.9
8.7 8.9 5.8 7.5 6.9 7.7
8.7 8.9 5.8 7.5 6.9 7.7
4.3 5.2 5.1 4.7 4.9 5.0All Employee Groups
Benchmark
Classification
Paraprofessional
Classifcation
Benchmark
Classification
Management & Excluded
Non-Union
Management & Excluded
Job Family
Paraprofessional
Classifcation
Bargaining Unit
Community Social Services Employers’ Association of BC www.cssea.bc.ca43
Vacancies and Number of Departing EmployeesAs of December 31, 2012
Lower Mainland (LM)
Departing Employees 1093
Unfilled Vacancies 253
Vancouver Island (VI)
Departing Employees 500
Unfilled Vacancies 80
Northern BC (NO)
Departing Employees 345
Unfilled Vacancies 64
Thompson Okanagan (TO)
Departing Employees 634
Unfilled Vacancies 46
Kootenays (KT)
Departing Employees 113
Unfilled Vacancies 23
British Columbia
Departing Employees 2685
Unfilled Vacancies 466
Distribution of Departing Employees
Bargaining Unit 72% Community Living Services 61%
Non-Union 23% General Services 37%
Management & Excluded 5% Aboriginal Services 2%
Distribution of Unfilled Vacancies
Bargaining Unit 83% Community Living Services 60%
Non-Union 7% General Services 36%
Management & Excluded 9% Aboriginal Services 4%
Arrows indicate change from previous year: = higher than last year = lower than last year = same as last year
Community Social Services Employers’ Association of BC www.cssea.bc.ca44
Vacancies and Number of Departing EmployeesAs of December 31, 2012
Classification Vacancies # EE Left Classification Vacancies # EE Left
Residence Worker 157 788 Reconnect Worker 0 5
Community Support Worker 123 734 Accountant 2 4
(blank) 33 307 Building Maintenance Worker 2 4
Adult, Youth and/or Child Worker 11 68 Residence Worker Senior 2 4
Early Childhood Educator 3 50 Infant Development Consultant 1 4
Transition House Worker 11 37 Behavioural Therapist 0 4
School Aged Child Worker 1 37 ESL Instructor 0 4
Activity Worker 4 36 Residence Coordinator 4 3
Awake Residential Night Worker 3 33 Accounting Clerk 2 3
Family Support Worker 3 33 Volunteer Coordinator 1 3
Administrative Assistant 9 32 Bookkeeper 0 3
Program Coordinator 1 4 32 Delegated-Program Assistant 0 3
Adult, Youth and/or Child Counsellor 2 31 Early Childhood Educator Senior 0 3
Program / Project Supervisor 8 29 Residence Nurse 0 3
Clinical Counsellor 7 27 Human Resources Manager 4 2
Family Counsellor 7 25 Delegated-SPO 24 Working Step 1 2
Early Childhood Educator Assistant 4 24 Computer Technical Support Specialist 0 2
Janitor 3 23 Delegated-Child Protection Social Worker Growth 0 2
Special Services Worker 4 20 Delegated-Resources Social Worker 0 2
Program Director 4 19 Payroll Clerk 0 2
Residential Child & Youth Worker 1 19 Delegated-Clinical Resources Supervisor 1 1
Retail Worker 0 19 Delegated-Delegated Supervisor 1 1
Receptionist/ General Office Clerk 1 18 Delegated-Guardianship Supervisor 1 1
Program Coordinator 2 3 16 Family Preservation-Counselor 1 1 1
Executive Director 3 14 Family Preservation-Counselor 2 1 1
Addictions Counsellor 2 14 Occupational Therapist 1 1
Employment Counsellor 0 14 Supported Child Care Consultant 1 1
Victim Service Worker 2 13 Administrative Supervisor 0 1
Vocational Counsellor 1 13 Child Care Resource and Referral Worker 0 1
Truck Driver 1 12 Children Who Witness Abuse Counsellor 0 1
Group Facilitator 0 10 Delegated-Child Protection Social Worker 0 1
Cook 1 9 Delegated-Child Protection Team Leader 0 1
Vocational Worker 7 8 Delegated-Family Group Decision Making Coordinator 0 1
Manager, Finance and Administration 3 6 Delegated-Guardianship Administrative Assistant 0 1
Executive Secretary 2 6 Delegated-Guardianship Social Worker 0 1
Settlement & Integration Worker 2 6 Delegated-Supervisor Administrative Services 0 1
Secretary 1 6 Development Officer 0 1
Housekeeper 0 6 Nutritionist 0 1
Speech Language Pathologist 9 5 Physiotherapist 0 1
Asleep Residential Night Worker 0 5
Community Social Services Employers’ Association of BC www.cssea.bc.ca45
Glossary of Terms
• Active Regular Employees (Head Count)• The number of active employees as of the last day of the survey period.
• Employee Retention• The percentage of departing employees who moved but stayed in the social services sector.
• Time to Fill Vacancies• Length of time in calendar weeks to fill vacancies.
• Turnover Rate• The number of employees who left divided by the number of employees who worked in 2012. The number of employees who
worked in 2012 is equal to the employee count as of Dec 31, 2012 plus the number of employees who left in the year.
• Vacated and Unfilled positions• Include all positions that are vacated and unfilled as of the last day of the survey period.
Community Social Services Employers’ Association of BC www.cssea.bc.ca46
Questions or Comments
We welcome your comments and feedback on this report.
If you have any questions or comments, please contact
CSSEA’s Research and Knowledge Management Department.
Phone: 604.687.7220
Email: [email protected]