[IPAC-List] Turnover

[mhammer at 295.ca]

It may be difficult to find out, and maybe even illegal to ask, but it
would be interesting to know how much accumulated school debt any
decliners have hanging over their heads, and whether the average amount
differs from non-decliners.

Another area I'd be curious to learn about, that is pretty disconnected
from the American context is here in Canada.  A new, and poorly
implemented, pay system for federal employees was introduced in early
2016, that has been the subject of various audits/reviews and copious
criticism.  Though introduced to ostensibly save money, it is going to end
up costing several billion to "fix" (2-1/2 years later there are still
tens of thousands of outstanding over/under/non-pay errors to be
adjusted).  More germane to the present discussion is the fact that the
tens of thousands of pay screw-ups disproportionately affected students in
summer jobs or other work-terms, such that many were not paid for the
duration of their "employment".  Emergency funds had to be set up for
those who couldn't make rent or tuition, without any remuneration for
their summer job.  One wonders what the impact of that has been on
peer-to-peer recommendation to apply to federal jobs, or to accept any
offers arising.  All of which is to say that there can be circumstances
that make acceptance of an offer "risky" to the candidate.

Before I retired, we did investigate managers' and candidates' reporting
of declining/declined offers, and I produced an unpublished report on the
topic.  We found some minimal evidence for offers being turned down when
it took longer to make an offer, but it was such a small percentage of
instances (roughly 1.5% of offers were turned down), that it didn't seem
big enough to be an issue.  Of course, this has to be qualified by noting
that all respondents were already federal employees, most of whom were in
permanent positions.  As such, it's not as if they were desperate for rent
or mortgage money, hence more selective about what they applied to or
declined.

Mark Hammer
Ottawa

> Some suggestions or questions with regard to declinations:
>
> 1. What is the total time between posting the job and the offer? One issue
> for the public sector, in general, is a long time lag between the initial
> posting of the job and the offer.
>
> 2. Do people know the salary or salary range up front? We just had this
> discussion on twitter. Today's job applicant wants to see salary and
> benefit information up front. My experience with organizations is that
> many
> are reluctant to discuss salary and benefits until fairly late in the
> hiring process. A friend of mine who was recently hired in the public
> sector was not told what the benefits would be until they reported for
> their orientation, and they are still uncertain as to all of what their
> benefit package entails, almost a year later. And, of course, are your
> salaries competitive?
>
> 3. In addition to unemployment rates, which are a huge factor, I would
> hypothesize that the Internet makes it easier to apply for multiple jobs
> in
> a quick and easy fashion. It would be interesting to see if the average
> job
> applicant is applying for more jobs at the same time then they did in the
> past. And whether applying for more jobs results in more offers.
>
> 4. I believe that working in water reclamation, even in many professional
> jobs, exposes an individual to working or environment conditions that most
> of us are rarely exposed to and in many cases do not even consider. Do you
> include some type of realistic job preview in the hiring process,
> explaining what is involved in water reclamation? I would probably put a
> realistic job preview right up front.
>
> On turnover:
>
> 1. The general trend is that voluntary turnover is increasing, while the
> percentage of turnover due to involuntary turnover seems to be decreasing
> (not sure why the decrease in involuntary turnover). The major reason for
> voluntary turnover remains salary. However, many organizations cannot or
> will not do much about salary. So, that leaves those areas that
> organizations can do something about.  Do you conduct a regular attitude
> or
> engagement survey? Do you look at drivers of attitudes, engagement, and
> intention to stay (and I will admit there are a large number of
> statistical
> issues with driver analysis).
>
> Dennis Doverspike
>
> On Thu, Aug 9, 2018 at 11:31 AM Demooy, Adele <DemooyA at mwrd.org> wrote:
>
>> Thank you all for your comments.  In terms of declinations, we went from
>> a
>> low of three in 2011 and to date in 2018, we are at 40.  We are
>> observing
>> declinations across all job classifications….from high level
>> managerial
>> positions (Head Buyer)  to entry level (lab technician, accounting
>> associate, skilled trades, even laborers).   We know that work is
>> plentiful
>> right now – but this trend is a significant change from what we have
>> experienced in prior years.
>>
>>
>>
>> Now we are contemplating what changes we may need to make to remain an
>> employer of choice – for example, flex time and teleworking.
>>
>>
>>
>> *From:* IPAC-List [mailto:ipac-list-bounces at ipacweb.org] *On Behalf Of
>> *Lance
>> Anderson
>> *Sent:* Thursday, August 09, 2018 9:39 AM
>> *To:* RICHARD F. TONOWSKI <RICHARD.TONOWSKI at EEOC.GOV>; '
>> IPAC-List at ipacweb.org' <IPAC-List at ipacweb.org>
>> *Subject:* Re: [IPAC-List] Turnover
>>
>>
>>
>> I agree with Rich that it’s probably the economy.
>>
>>
>>
>> From the Bureau of Labor Statistic’s July report:
>>
>>
>>
>> The unemployment rate for those without a high school diploma fell to
>> 5.1
>> percent in July, the lowest since the government began collecting data
>> on
>> such workers in 1992.
>>
>>
>>
>> https://www.bls.gov/news.release/pdf/empsit.pdf
>>
>>
>>
>> Lance
>>
>>
>>
>>
>>
>> *Lance Anderson, PhD*
>> Director, Federal Talent Management
>> office: 703.706.5679 | cell: 703.627.1291
>> [image: cid:2__=0ABB0A8EDFF22F5C8f9e8a93df93869091 at local]
>> 66 Canal Center Plaza, Suite 700
>> Alexandria, Virginia 22314-1578
>> landerson at humrro.org | www.humrro.org | www.linkedin.com/in/lancea
>>
>>
>>
>>
>>
>>
>>
>>
>>
>> *From:* IPAC-List [mailto:ipac-list-bounces at ipacweb.org
>> <ipac-list-bounces at ipacweb.org>] *On Behalf Of *RICHARD F. TONOWSKI
>> *Sent:* Thursday, August 9, 2018 10:27 AM
>> *To:* 'IPAC-List at ipacweb.org' <IPAC-List at ipacweb.org>
>> *Subject:* Re: [IPAC-List] Turnover
>>
>>
>>
>> SHRM has been running articles on “ghosting:” new hires fail to show
>> up,
>> or they start work and then disappear.  They do not communicate their
>> intentions to the employer.  These could be further indicators of an
>> emerging trend of applicant disinterest in “less attractive” jobs.
>> Maybe
>> this trend  is a consequence of the economy being close to full
>> employment.
>>
>>
>>
>> *From:* IPAC-List [mailto:ipac-list-bounces at ipacweb.org
>> <ipac-list-bounces at ipacweb.org>] *On Behalf Of *Shekerjian, Rene (CS)
>> *Sent:* Thursday, August 09, 2018 10:09 AM
>> *To:* Demooy, Adele <DemooyA at mwrd.org>; 'IPAC-List at ipacweb.org' <
>> IPAC-List at ipacweb.org>
>> *Subject:* Re: [IPAC-List] Turnover
>>
>>
>>
>> A quick note. NYS has seen a decrease in the number of applicants for
>> certain exams in the past 3 or so years. The numbers show a spike around
>> 2010, that I would attribute to the 2008 meltdown. The spike lasted
>> until
>> approx. 2016. The exams I have looked at were for the less attractive
>> job
>> titles.
>>
>>
>>
>> René
>>
>>
>>
>>
>>
>> René Shekerjian
>>
>> Director, Testing Services Division
>>
>>
>>
>> *Department of Civil Service*
>>
>> Empire State Plaza, Agency Building 1, Albany, NY 12239
>>
>>
>>
>> (518) 474-2105 | Rene.Shekerjian at cs.ny.gov
>>
>>
>>
>> www.cs.ny.gov
>>
>>
>>
>> *From:* Demooy, Adele [mailto:DemooyA at mwrd.org <DemooyA at mwrd.org>]
>> *Sent:* Wednesday, August 08, 2018 12:36 PM
>> *To:* 'IPAC-List at ipacweb.org' <IPAC-List at ipacweb.org>
>> *Subject:* [IPAC-List] Turnover
>>
>>
>>
>> The Metropolitan Water Reclamation District of Greater Chicago has
>> experienced a marked increase in the number of job offer declinations
>> and
>> turnover in the past five years.  As the same time we are experiencing
>> smaller applicant pools for original entrance recruitments.  We’re
>> interested in learning if other agencies are noticing a similar trend
>> and
>> if it has resulted in changes in your selection processes, employee
>> benefits, etc.
>>
>>
>>
>>
>> _______________________________________________________
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>> IPAC-List at ipacweb.org
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>>
>
>
> --
> Dennis Doverspike, PhD., ABPP
> dennisdoverspike at gmail.com
>
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