Voluntary Faculty and Staff Turnover in Higher Education Declines in 2023–24, Indicating Possible Trend Toward Pre-Pandemic Levels
ByIn the realm of higher education, turnover rates among faculty and staff play a crucial role in shaping institutional stability and effectiveness. The latest survey data from the College and University Professional Association for Human Resources (CUPA-HR) indicates a significant shift in this landscape.
After two years of sharp rises, voluntary turnover for faculty and staff in higher education decreased in the 2023-24 academic year. This shift, while not yet reaching pre-pandemic levels, suggests a positive trend that may have been influenced by various retention efforts, including pay increases.
Trends in Turnover Rates
According to the CUPA-HR data, turnover rates have been a point of concern, particularly in the past few years. Before the pandemic, turnover rates did not vary significantly from year to year. However, the economic uncertainty and challenges brought about by the COVID-19 pandemic led to slight dips in voluntary turnover in 2020-21 across all categories of staff and faculty. This was likely a response to the uncertain job market and the desire for stability during tumultuous times.
In the subsequent years, 2021-22 and 2022-23, voluntary turnover rates increased, reaching a peak in 2022-23. This increase was concerning for higher education institutions, as high turnover can lead to disruptions in operations, loss of institutional knowledge, and decreased morale among remaining employees. However, the latest data for 2023-24 shows a reversal of this trend, with a decrease in voluntary turnover rates, signaling a potential recovery from the impacts of the pandemic.
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Factors Influencing Turnover
Several factors may have contributed to the decline in voluntary turnover rates in 2023-24. One significant factor is the implementation of retention efforts by higher education institutions. According to CUPA-HR, these efforts, including pay increases, may have helped mitigate the high turnover experienced in the past few years. The association's report suggests that these efforts are starting to show positive results, as indicated by the decrease in turnover rates.
Additionally, the overall improvement in the economic landscape and job market may have played a role in reducing turnover. With more opportunities available outside of academia, employees may have been less inclined to seek employment elsewhere, leading to a stabilization of turnover rates within higher education.
Disparities Among Employee Categories
The CUPA-HR data also highlights disparities in turnover rates among different categories of employees. Part-time, nonexempt staff have consistently had the highest turnover rates among all employee categories surveyed. From 2017-18 to 2020-21, the median voluntary turnover rate for this group hovered around 15 percent. However, this rate climbed past 20 percent in 2022-23 before falling back to 15 percent in 2023-24. This fluctuation indicates the vulnerability of this employee category to external factors impacting turnover.
In contrast, tenure-track faculty have maintained relatively low turnover rates, remaining below 5 percent across all seven years of data collection. Even during the peak turnover year of 2022-23, tenure-track faculty turnover remained low compared to other employee categories. This disparity suggests that factors influencing turnover may vary significantly among different employee groups within higher education institutions.
The decline in voluntary turnover rates for faculty and staff in higher education in 2023-24 marks a positive shift from the trends observed in the past few years. While not yet back to pre-pandemic levels, this decrease indicates a potential recovery from the challenges brought about by the COVID-19 pandemic. Retention efforts, including pay increases, may have played a significant role in mitigating turnover and stabilizing the workforce in higher education. Moving forward, institutions will need to continue monitoring turnover trends and implementing effective retention strategies to ensure a stable and productive workforce.
