Turnover Analysis Calculator

All fields are required.
General Backround Information
Company Name Name Email
Size of Workforce	Please enter the average size of your workforce, ie. Number of employees
Size of Workforce	Employees	Number of Managers/Supervisors
Planned Workforce Growth/Contraction (%)	Year 2	Year 3	Year 4
	Year 5	Year 6
Compensation	To fully calculate the the lost productivity of a employee departure, you need to take into account lost time from other employees involved in the separation, hiring and on-boarding processes
	Average HR Salary $ per year	Average Manager Salary $ per year
	Average Trainer Salary $ per year	Average Employee Salary $ per year
Annual Turnover Rate	Employees
Turnover Due to Leadership Issues (%)	%
Desired Reduction in Turnover (%)	%
Separation Costs
	Departure of an employee involves a myriad of tangible and intangible costs. These range from the time required to outprocess the employee to the productivity lost as a result of time requirements for management and HR. Please fill in the green fields below.
HR and Adminisrative Costs	Please enter the aggregate number of hours spent in separating and outprocessing a departing employee. This should iclude, but not be limited to exit interviews, COBRA and other benefit review, removal of employee from network and collection of company resources.		HR and Administrative Costs Hours
	Please enter the aggregate number of hours spent in separating and outprocessing a departing employee. This should iclude, but not be limited to exit interviews, COBRA and other benefit review, removal of employee from network and collection of company resources		Manager Exit Interview Hours
	Please enter the average number of weeks separation pay afforded to departing employees		Separation Pay Weeks
	Please enter the estimated dollar figure of company property that is unrecouped from departing employees		Unrecouped Company Property $
	Please enter the cost of increased unemployment insurance for departing employees		Increase in Unemployment Insurance $
Vacancy Costs
	Departure of an employee involves a myriad of tangible and intangible costs. These range from the time required to outprocess the employee to the productivity lost as a result of time requirements for management and HR. Please fill in the fields below.
	Overtime for Remaining Employees Hours	Overtime Rate (%) %
	Cost of Temporary Help $	Wages and Benefits Saved Due to Vacancy $
Hiring Costs
	If you use an external recruiter, enter the average cost per employee. Enter $0 if no recruiter used.		Recruiter Cost $ per Employee
	Enter the aggregate administrative cost to hire each new employee. This should include, but not be limited to promotion/advertising, resume/application review and screening, drug screening, reference checks and background checks		Administrative Costs $
	Please enter the average number of candidates interviewed for each position		Average Number of Candidates for Position
	Please enter the time required by HR to initially interview the candidate.		HR Interview hours
	Please enter the time required by HR to initially interview the candidate.		Management Interview hours
On-Boarding Costs
	All employees require training and socializtion. Additionally, they need to be given the physical tools to accomplish their job. Please fill in the fields below.
	Please enter the aggregate hours required for training to include, but limited to company specific policy, technical and general facility knowledge.		Training hours
	Please enter the approximate cost to get the new employee added to administartive systems to include but not limited to payroll, benefits and HR admin systems.		Administrative Costs $
	Please enter the aggregate number of hours that a manager needs to spend with a new employee for on-boarding. This should include, but not be limited to Qand A sessions, development sessions, introductions and team specific training.		Manager On-Boarding hours
	Please enter the appoximate cost of supplies for a new employee. This should inlcude, but not be limited to technology (computern cell phone, pager), desk and other furniture and office supplies.		New Employee Supplies $
	Enter the number of weeks that it takes for an employee to reach full proficiency and effectiveness.This generally ranges from 1 to 3 weeks. Please enter a value of 1, 2 or 3 weeks.		Ramp Up Time weeks
	Do you have a leadership training program?		Yes	No
	If yes, please describe
Workforce Leadership Approval Indicators
	Top 5 positive items given by employees in surveys or sensing sessions 1. 2. 3. 4. 5.
	Top 5 negative itemsgiven by employees in surveys or sensing sessions 1. 2. 3. 4. 5.
	Top 5 reasons given by employees for leaving 1. 2. 3. 4. 5.