Documente Academic
Documente Profesional
Documente Cultură
the costs incurred for exit interviews; administrative functions related to termination; separation/severance pay; and any increase in unemployment compensation.
Vacancy costs include the net cost/savings incurred due to increased overtime or temporary employees needed to complete the tasks of the vacant position. Replacement costs include the cost of:
attracting applicants; entrance interviews; testing; travel/moving expenses; preemployment administrative expenses; medical exams; and acquisition and dissemination of information.
Training costs include both formal and informal training costs. Performance differential recognizes the difference in productivity between those who leave and their replacements (Cascio, 1991). Typically separation, replacement, and training are all net costs. However, vacancy costs and the performance differential can result in either a net cost or savings. For example, if overtime and/or temporary employees' costs are less than the employee would have earned while the position is vacant, a vacancy savings occurs. If the new employee's performance exceeds the predecessor's, a net performance benefit can result. It's important to note that only tangible costs are included on this worksheet. Intangible costs are just as real and often much greater than the costs we can quantify. Examples of intangible costs include: the uncompensated increased workloads other workers assume due to vacancies, the stress and tension turnover causes, declining employee morale, and decreased productivity due to loss of work group synergy. These costs are very real. However, they are difficult if not impossible for most businesses to measure. Just be aware that completing this worksheet will provide you with only a portion of the total cost of employee turnover. When completing this worksheet, include all quantifiable costs -- salary, materials, and expenses. A final reminder: This is simply an example, not your own customized worksheet. Modify, add, or delete categories as appropriate for your business. The example is included to help you get started. *For more information about our face-to-face interviews with 78 companies (which represent over 20 percent of Rock County, Wisconsin's 72,000 employees), you can contact the authors at this e-mail address: bill.pinkovitz@uwex.edu.
THE COST OF EMPLOYEE TURNOVER Please enter numbers with no spaces or commas, decimals are ok. This program only works on JavaScript-enabled browsers.(Internet Explorer/Netscape 3.0 or higher) Separation Costs
0
+ separation pay.......................................................................................................$
+ testing costs............................................................................................................$
+ staff costs...............................................................................................................$
Separation Costs cost of exit interviewer's time (15 minutes preparation; 30-minute interview; and 15-minute follow up @$18 per hour)................................................................ $18 + cost of terminating employee's time (30 minutes @$9.50 per hour).......................................5 + cost of administrative functions related to termination (2 hrs @ $12).................................... 24 + separation pay (1 week @ $320).......................................................................................320 + increase in unemployment tax (marginal rate increase + add tax) ...................................272 Vacancy Costs cost of additional overtime (20 hours@ $14.25 per hour for 3 weeks)................................ 855 + cost of additional temporary help (20 hours @ $11 per hour for 2 weeks)....................... 440 - wages and benefits saved due to vacancy (40 hours @ $9.50 per hour for 3 weeks) ....(1,140) Replacement Costs preemployment administrative expenses (3 hours @ $12)....................................................... 36 + cost of attracting applicants (ads, agencies, and staff time) ...............................................162 + cost of entrance interviews (5 interviews x 1 hour x $16) ....................................................80 + testing costs (aptitude, skill, drug--1 hour @ $16 + $30) ...................................................46 + staff costs (staff meetings -- one 30-minute meeting with 3 people @ $16 per hr) ............24 + travel and moving expenses (interviewees and new employee) ..............................................0 +postemployment information gathering and dissemination costs (payroll, benefits, policies, and procedures, employee records, 2 hours @ $14 + 2 hours @ $9.50) ...................47 + cost of postemployment medical exams ......................................................................75 Training Costs cost of informational literature (manuals, brochures, policies) ..................................................10 + formal training costs ..............................................................................................................50 + informal training costs (OJT, mentoring, socializing - 1 day @ $16 per hour + 1 day @ $9.50 per hour) ...........................................................................................204 Performance Differential differential in performance costs/benefits (salary differential, vacancy lag, learning curve) ..760
2001-2006 Board of Regents of the University of Wisconsin System, doing business as the Division of Cooperative Extension of University of WisconsinExtension. For more information, questions and comments, please contact the web manager at: cced@uwex.ed u
If you have trouble accessing this page, require this information in an alternative format or wish to request a reasonable accommodation because of a disability contact:cced@uwex.edu. University of Wisconsin-Extension Cooperative Extension, University of Wisconsin-Extension