Areas
Client: Guilford County, NC
Website: https://pennmusa.github.io/MUSA_801.io/project_25/index.html
Governments and firms invest precious time and money into training their workforce. Each employee also holds institutional knowledge that is crucial to the organization functioning effectively. When an employee leaves (when there is “turnover”), they take with them that knowledge, and the impact of their departure is felt not just during their absence, but during the training of their successor. The Work Institute conservatively estimates that the cost to lose a U.S. worker is $15,000 1.
An employee’s satisfaction with their position at a company has many layers. What are their job expectations? What is their starting salary? How long have they been employed with the company and how many promotions have they received in that amount of time? Is there opportunity for personal and professional growth and pay raises? With these questions in mind, we can begin to conceptualize a system that uses employee satisfaction and other individual factors as indicators of how likely an employee is to leave their position within the county.
Using County level government employee data, the goal of this project is to create a proof-of concept analytical and informational system that will associate a turnover risk score with each employee such that Human Resources and supervisors can implement a “stay interview” process to address employees predicted to be most likely to leave their job within a specified period of time (i.e., 6 months, 12 months, 18 months).