Write Up:

When employees leave MoDOT, the department loses significant investment in recruiting, hiring and training its workforce. Turnover is costly and can impact the performance of work groups and the organization as a whole. While some turnover is inevitable, MoDOT's goal is to retain an engaged workforce with the knowledge and specialized skills needed to deliver the department’s commitments and provide outstanding customer service.

During the first three quarters of fiscal year 2026, MoDOT's turnover rate was 11.82%, which is slightly higher than the 10.31% rate during the same period in FY 2025, an increase of 1.51%. In total, MoDOT experienced 560 employee separations in the first three quarters of FY 2026, compared to 488 separations during the same period in FY 2025, resulting in an increase of 72 separations.

As part of MoDOT’s strategic initiatives and pay strategy, the department will continue to seek opportunities to reduce employee turnover.                                                                                                                                                           

Purpose of the Measure:

This measure tracks the percent of employees who leave MoDOT. Turnover rates as shown in this measure include voluntary and involuntary separations.

Measurement and Data Collection:

The data is collected statewide from the SAM II Advantage HR system and includes only salaried employees. Turnover for this measure includes voluntary and involuntary separations. Voluntary turnover includes resignations and retirements. Involuntary turnover reflects dismissals. Data is reported quarterly, with current year-to-date data included.