Evaluation Of The Employee Retention Rate At The Greater Minneapolis Crisis Nursery

1496 WordsOct 20, 20166 Pages
MEMO TO: Robin Fuller FROM: Scout Beckenbach, WRIT 3140 Student DATE: October 15, 2016 SUBJECT: Literature Review Defining the Problem Last week you asked me to give you a detailed report of the employee retention rate at the Greater Minneapolis Crisis Nursery as well as the retention rate at similar organizations across the nation. As you know, the Greater Minneapolis Crisis Nursery’s employee retention has been an on going problem for the Nursery. With the employee turnover rate averaging as a high as 84% in Children’s Services, children coming to the Nursery are in continuously changing hands (Joel Bergstrom, 2011-2016, Employee Report). The Nursery isn’t the only organization where child welfare workers have high retention rates (Fulcher and Smith, 2010 and Smith, 2005). A report published by ScienceDirect released data saying that out of the 105 participants that worked in child welfare from 25 different companies, 60.2% of employees left within 2 years of being hired in their field due to job stress alone (Children and Youth Services Review, 2014, Part 46, Part 3, Table 3). The same source stated that 50.9% of participants left their jobs due to the workload, something that is also reported by employees at the Nursery (Children and Youth Services Review, 2014, Volume 46, Part 3, Table 3 and Bergstrom, 2011-2016, Employee Report). The information from the data was strikingly similar to that of the Nursery. While all factors that contribute to employee retention are

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