We aim to answer the following question:¶
- Are employees who only worked for the institutes for a short period of time resigning due to some kind of dissatisfaction? What about employees who have been there longer?
Data ¶
- DETE Exit Survey: https://data.gov.au/dataset/ds-qld-fe96ff30-d157-4a81-851d-215f2a0fe26d/details?q=exit%20survey
- TAFE Exit Surveys: Original no longer available, stored locally
- During analysis of DETE exit surveys, it was found that there are quite a few null values. In some columns, the null values are comparable to the size of the dataset.
- In DETE surveys, some null values are represented as 'Not Stated'. They are replaced by NaN, to be counted as null values.
Leading cause of separation from the company ¶
According to the DETE survey, the total number of people who resigned is 311, which is comparable to the number of people who retired because of their age.
The leading cause of separation according to TAFE is Resignation. A total of 340 people resigned, which is more than double of the number of people whose contract expired.
A deep dive into resignation numbers ¶
According to the number of years an employee worked at the institutes, they were categorized as:
- New : Less than 3 years
- Experienced : Between 3 and 6 years
- Established : Between 7 and 10 years
- Veteran : More than 10 years
Out of the people who resigned due to dissatisfaction, there is a large number of veteran, experienced, and new employees.
Next steps ¶
- Why are they dissatisfied?
- What can we do to improve retention rates for new employees (maybe career development programs)?
- Why are experienced and veteran employees dissatisfied (maybe salary, promotions)?