1 / 17

Staff turnover in NSO: Survey findings

This workshop outlined the rationale, questionnaire, respondents, and findings of a survey on Human Resources Management and Training in Statistical Offices, focusing on staff turnover. The survey revealed insights on turnover reasons, measures to address the issue, and attracting young professionals. Key findings include high turnover among young staff and measures adopted by NSOs to tackle the challenge.

bhodge
Download Presentation

Staff turnover in NSO: Survey findings

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Staff turnover in NSO:Survey findings Workshop on Human Resources Management and Training in Statistical Offices 14-16 September 2010

  2. Outline: Rationale for the survey Survey questionnaire Survey respondents Survey findings

  3. Survey: Rationale, questionnaire

  4. Rationale for the survey • To collect information on the HRMT in the National Statistical Offices (NSO) • To understand reasons for the turnover • To find measures to solve problems of rapid staff turnover

  5. The Staff Turnover Survey • The survey had 4 sections: • Section A - key data • Section B – staff recruitment and retention • Section C – staff turnover data • Section D – managing staff turnover • The target group was staff in central office only Survey sent to UNECE members + other countries participating in CES 38 responses received

  6. Responding countries by region

  7. Survey findings

  8. Women in NSO • Women are predominant among UNECE NSO staff • More pronounced in CIS and Western Balkans

  9. Staff leaving by region • Staff turnover, likely an issue in smaller NSO’s • More acutely observed in CIS and other UNECE member states

  10. Staff leaving by age • Big turnover of young staff in most NSO’s

  11. Staff leaving early • Most staff left in less than 5 years • On average 60% left within 2 years

  12. Is staff turnover a problem? • Majority of NSO’s did not perceive turnover of young staff members as a problem

  13. Reasons for staff leaving NSO • Most countries conduct interview or survey • Predominantly due to voluntary departure • One third staff departure in other ECE countries due to expiration of contracts In most voluntary cases, reason: 'inadequate payment'

  14. Measures to improve staff turnover • All countries are trying to address the issue • Most notable measure are: • Training of newcomers • Efficient recruiting • Career start programmes • Positive results for most NSO

  15. Measures to attract young professionals Most countries are trying to attract young people to NSO In 50% of the responding NSO’s the measures are already in place 14 -16 September 2010

  16. Conclusions: • Turnover is significant among young staff • Rapid turnover of young staff is not necessarily a problem according to most NSO’s • Most NSO’s are aware of this and taking some form of measure • Investigating reasons for leaving is important • Opportunity to learn from experiences in other countries

  17. Thank you!

More Related