Write Up:

When employees leave MoDOT, the department loses a large investment in recruiting, hiring and training its workforce. While some turnover is appropriate, MoDOT needs to retain an engaged workforce that has the knowledge and specialized skills to deliver the department’s commitments and provide outstanding customer service.

The overall turnover rate has decreased from 3.79% in the first quarter of fiscal year 2020 to 3.3% in the first quarter of FY 2021. During the first quarter of FY 2021, resignations decreased, and retirements increased. Releases decreased from 27 during the first quarter of FY 2020 to 18 during the first quarter of FY 2021. The FY 2021 target is 347 or fewer resignations with 368 actual resignations currently projected for the fiscal year. As part of MoDOT’s strategic initiatives and pay strategy, MoDOT will continue to look for opportunities to reduce the rate of employee turnover.  We have worked to improve interview questions and reference check processes and have produced a realistic job preview video for Maintenance Workers.

For the upcoming 2020-2021 winter operations season, MoDOT will continue to utilize two programs to improve recruitment and retention of winter operators. The Emergency Operations Stabilization and Market Adjustment provides an hourly increase for operators performing emergency operation duties. The Winter Operations Referral Program provides current eligible employees an incentive for referring new maintenance, bridge maintenance, emergency and seasonal employees.

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. Voluntary turnover includes resignations and retirements. Involuntary turnover reflects dismissals. Data is reported quarterly, with current year-to-date data included. Stretch goal is derived from Price Waterhouse Cooper’s Saratoga Institute benchmark data.

The target for this measure was set by management directive.