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Measuring Staff Turnover at Faculty and Departmental Level in Universities to Support Better Staff Management

Gandy, RJ and Harrison, PA and Gold, J Measuring Staff Turnover at Faculty and Departmental Level in Universities to Support Better Staff Management. British Educational Research Journal. ISSN 0141-1926 (Submitted)

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Measuring Staff Turnover at Faculty and Departmental Level in Universities to Support Better Staff Management.pdf - Accepted Version
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Table 1 Staff Turnover Statistics for Key Staff Characteristics.docx - Other
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Table 2 Staff Turnover Statistics for Faculties and Divisions.docx - Other
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Table 3 Summary of how existing Benchmarking sources deal with Staff Turnover.docx - Other
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Figure 1 Turnover Patterns for Categories of Staff – Staff Characteristics.tif - Other
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Figure 2 Turnover Patterns for Categories of Staff – Types of Staff and Contracts.tif - Other
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Figure 3 Turnover Patterns for Faculties and Divisions.tif - Other
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Abstract

Scrutiny of staff turnover in Higher Education is traditionally reactive and involves benchmarking against peers at institution level. A university which is not an outlier will be tempted to infer that turnover is “satisfactory”. However, there may be varied and counterbalancing turnover patterns within individual departments which are not apparent from the institution-wide figure. Therefore situations that present challenges and require action could be missed. This research was instigated to investigate the degree to which headline staff turnover can mask internal variations, and sets out lessons for staff management. It involved a large post-1992 English university with data covering a full academic year. The methods scrutinised related mainstream benchmarking sources, and analysed turnover for both staff that had left and new recruits, as well as net turnover. The inverted Nomogramma di Gandy helped highlight overall patterns and identify outliers. A wide range of staff categories and characteristics were examined, including age, gender, diversity, staff type and contractual status. It was concluded that headline staff turnover can mask (wide) internal variations between university departments and between different gender and age groups. Localised high turnover rates were found, with particular issues involving research staff. A proactive approach is essential, analysing local data to reflect internal structures, and staff categories and characteristics. Understanding internal and external staff dynamics supports organisations to meet strategic aims and objectives, and pinpoint where local action is necessary. The approach and findings are relevant to all universities in the UK and internationally in these times of uncertainty.

Item Type: Article
Uncontrolled Keywords: 13 Education
Subjects: H Social Sciences > HF Commerce > HF5001 Business
L Education > L Education (General)
Divisions: Liverpool Business School
Publisher: Wiley
Date Deposited: 21 Nov 2016 12:09
Last Modified: 07 Sep 2017 13:16
URI: http://researchonline.ljmu.ac.uk/id/eprint/4826

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