Staff turnover in NSO: Survey findings

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!