Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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2011 12.5% 3.4% 8.7% 7.5% 5.5%
2010 13.5% 5.8% 7.4% -- --
2009 15.7% 7.6% 10.4% 9.1% --
†Median figures reported because a normal distribution was not found.
National figures indicate that turnover has fallen over the past 4 years. However, according to CIPD figures
this was to be expected because unemployment has risen throughout the last three years, and it is believed that a
decrease in voluntary turnover is to be expected when unemployment is highest and rising (CIPD, 2011a).
Voluntary-only figures, which do not include redundancies and retirements etc, suggest that while turnover has
fallen steadily within public-sector organisations, the figures within private organisations are more unsteady.
Turnover figures* available from the participating organisation are for those who left the organisation
voluntarily. Figures available for the whole of the organisation suggest that, over the period of 2009 to 2011,
turnover has dropped by 1.6%. While voluntary turnover for the participating organisation is similar to that
reported by private-sector organisations, it is much higher than the figures reported for public-sector organisations
for the years ending 2009 and 2011. Turnover figures for the participating Service area are only available for the
year-ending 2011, and suggest that while the Service has a lower level of turnover than the whole of the
organisation, it still has a higher level of turnover than the median level reported by the CIPD for public-sector
organisations (Chartered Institute of Personnel Development, 2011a).
2c.2) Working Days Lost due to Sickness Absence
An analysis of the number of days lost in organisations due to ill health is important because the CIPD
(2011a) indicate that the median amount of days lost within all organisations equates to £673 per employee, an
*The organisation routinely collects turnover and sickness absence data annually.
Managers kindly gave the author access to that data in order to provide essential