Monthly attrition

Hi Valentina
Yes, globally that looks good to me.

IMHO, You have two possible variations .

1. You can count turnover/attrition in terms of "heads" (people), or
2. You can count in terms of the % of your ressources that have left (counting on an FTE basis).

You'll probably find it useful to undertake the same calculation each month on an annual basis, unless you are in a business that is massively seasonal..... That will help you to identify any longer term trends....

Hi Valentina
Yes, globally that looks good to me.

IMHO, You have two possible variations .

1. You can count turnover/attrition in terms of "heads" (people), or
2. You can count in terms of the % of your ressources that have left (counting on an FTE basis).

You'll probably find it useful to undertake the same calculation each month on an annual basis, unless you are in a business that is massively seasonal..... That will help you to identify any longer term trends....

Thanks Ray.

How would you calculate the second option?

i.e. if this months my number of leavers are 3 and my total avg employee is 225.4, my attrition will be 1.1% (and retention 98.9%).

* sorry avg. 255.4 in the example

Unless it's a workforce that typically has at least some / more than a few leavers each month, a monthly percentage will only be a snapshot of that particular month and not necessarily representative of the current picture. For that, you'll need for example cumulative / year to date / annual figures analysed over different periods so that you can see both the extent and the trend.

Thank you David.

In answer to the FTE (full-time equivalent question - if you have 50 staff of whom 5 are part-time at 50%, then they equate to 47.5 FTEs. One person leaving in a month will be 1/47.5 or 2.11% on an FTE basis, where it would have been 1/50 on a headcount basis.