Exits APS -SOSR. The number of ongoing employees who left the APS Separations (Ongoing) / Useful for monitoring likely impact on (Continued) Separation - Statistical during the period (voluntarily and non-voluntarily) as a Average headcount departure, vacancy and replacement costs, rate Bulletin. percentage of the total average headcount (ongoing) for (Ongoing)*100 including loss of corporate knowledge, skills -CLC Metrics the period. and experience, and potential impact on workforce morale and workload. (‘Termination Includes: pp. 120 rate’, – -Age retirements (s.30 of the PS Act) Can also be indicative of organisational 121). -Retrenchments (s. 29(3)(a)) insularity, and ineffective performance -Invalidity retirements (s.29(3)(d)) management processes. -Other terminations of employment (ss 29(3)(b),(c),(e),(f),(g) and (h)) -Compulsory moves to a non-APS agency (s.72(1)(b)) -Resignations, and -Deaths Excludes: -Promotions and permanent transfers to other organisations Exit profile -SOSR. The breakdown of total exits of ongoing employees For each exit type: Useful for examining the reason why staff -Statistical during the period by exit type. Headcount (Ongoing)(Exit type) are exiting to ensure workforce strategies Bulletin. effectively target potential workforce risks. Exit types include: Percentage breakdown: Resignations For each exit type: Age retirements Headcount (Ongoing)(Exit type) Promotions and permanent transfers (to other / Total exits (Ongoing)*100 organisations) Terminations Retrenchments Invalidity retirements Compulsory moves to a non-APS agency Deaths Can also be presented as the percentage of total exits of ongoing employees by exit type.
Exits (Continued) APS Separation rate -SOSR. - Statistical Bulletin. -CLC Metrics (‘Termination rate’, pp. 120 – 121). The number of ongoing employees who left the APS during the period (voluntarily and non-voluntarily) as a percentage of the total average headcount (ongoing) for the period. Includes: -Age retirements (s.30 of the PS Act) -Retrenchments (s. 29(3)(a)) -Invalidity retirements (s.29(3)(d)) -Other terminations of employment (ss 29(3)(b),(c),(e),(f),(g) and (h)) -Compulsory moves to a non-APS agency (s.72(1)(b)) -Resignations, and -Deaths Excludes: -Promotions and permanent transfers to other organisations Separations (Ongoing) / Average headcount (Ongoing)*100 Useful for monitoring likely impact on departure, vacancy and replacement costs, including loss of corporate knowledge, skills and experience, and potential impact on workforce morale and workload. Can also be indicative of organisational insularity, and ineffective performance management processes. Exit profile -SOSR. -Statistical Bulletin. The breakdown of total exits of ongoing employees during the period by exit type. Exit types include: Resignations Age retirements Promotions and permanent transfers (to other organisations) Terminations Retrenchments Invalidity retirements Compulsory moves to a non-APS agency Deaths Can also be presented as the percentage of total exits of ongoing employees by exit type. For each exit type: Headcount (Ongoing)(Exit type) Percentage breakdown: For each exit type: Headcount (Ongoing)(Exit type) / Total exits (Ongoing)*100 Useful for examining the reason why staff are exiting to ensure workforce strategies effectively target potential workforce risks.