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Community Social Services Employers’ Association of BC www.cssea.bc.ca0

Community Social Services Employers’ Association of BC

Suite 800, Two Bentall Centre, 555 Burrard Street

Box 232, Vancouver BC, V7X 1M8

Tel 604.687.7220

Toll free 1.800.377.3340

Fax 604.687.7266

www.cssea.bc.ca

2012 Employee Turnover ReportNovember 2013

• Copyright © 2014 Community Social Services Employers’ Association of British Columbia (CSSEA)

• All rights are reserved.

• No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means –electronic, mechanical, photocopying, recording, or otherwise – without the prior and express written permission of CSSEA.


Table of Contents

1.0 Executive Summary 3 4.0 Turnover and Replacement Time - General Services 23

1.1 Community Living Services Summary 4 4.0.i All Employee Groups 23

1.2 General Services Summary 5 4.0.ii Profile of Departing Employees - All Employee Groups 24

1.3 Aboriginal Services Summary 6 4.1.i Bargaining Unit Employees 25

4.1.ii Profile of Departing Employees - Bargaining Unit Employees 26

2.0 British Columbia Regional Turnover and Replacement Time 7 4.2.i Non-Union Employees 27

4.2.ii Profile of Departing Employees - Non-Union Employees 28

2.0.i All Employee Groups 7 4.3.i Management and Excluded Employees 29

2.0.ii Profile of Departing Employees - All Employee Groups 8 4.3.ii Profile of Departing Employees - Management and Excluded 30

2.1.i Bargaining Unit Employees 9

2.1.ii Profile of Departing Employees - Bargaining Unit Employees 10 5.0 Turnover and Replacement Time - Aboriginal Services 31

2.2.i Non-Union Employees 11

2.2.ii Profile of Departing Employees - Non-Union Employees 12 5.0.i All Employee Groups 31

2.3.i Management and Excluded Employees 13 5.0.ii Profile of Departing Employees - All Employee Groups 32

2.3.ii Profile of Departing Employees - Management and Excluded 14 5.1.i Bargaining Unit Employees 33

5.1.ii Profile of Departing Employees - Bargaining Unit Employees 34

3.0 Turnover and Replacement Time - Community Living Services 15 5.2.i Non-Union Employees 35

5.2.ii Profile of Departing Employees - Non-Union Employees 36

3.0.i All Employee Groups 15 5.3.i Management and Excluded Employees 37

3.0.ii Profile of Departing Employees - All Employee Groups 16 5.3.ii Profile of Departing Employees - Management and Excluded 38

3.1.i Bargaining Unit Employees 17

3.1.ii Profile of Departing Employees - Bargaining Unit Employees 18 6.0 Employee Retention 39

3.2.i Non-Union Employees 19 7.0 Reasons for Leaving 40

3.2.ii Profile of Departing Employees - Non-Union Employees 20 8.0 Time to Fill Vacancies 42

3.3.i Management and Excluded Employees 21 9.0 Vacated and Unfilled Positions 43

3.3.ii Profile of Departing Employees - Management and Excluded 22 10.0 Glossary of Terms 45


Executive Summary

• The survey response rate was 77.4 per cent (154 /199 members), which is higher than last year’s response rate of 72.7 per cent.

• The turnover rate definition for 2011 and 2012 is “the number of employees who left divided by the number of employees who worked in a given year”. The rate of turnover in the sector increased from 14.1 per cent in 2011 to 15.3 per cent in 2012, and the average time to fill a vacancy increased from 4.9 weeks to 5.0 weeks. Vacancies in the Lower Mainland were the longest to fill, despite the region’s turnover rates being lower than the others.

• Non-union employees reported the highest turnover rate (23.6 per cent), followed by bargaining unit employees (15.5 per cent) and management and excluded employees (10.7 per cent). Northern BC and Thompson-Okanagan regions reported higher turnover rates (22.2 per cent and 20.8 per cent, respectively) than the rest of the province.

• The majority of employees leaving the sector are from younger demographic and have shorter lengths of service. Approximately 50 per cent of employees leaving the sector are 35 years old or younger, and 84 per cent of employees who left have worked less than 5 years in the sector.

• The majority of employees who left their jobs moved to work in other sectors or retired. Only 23.4 per cent stayed in the social services sector to work.

• Compensation issues contribute to the turnover rate. More than 20 per cent of departing employees left their positions for wage-related reasons, and 20 per cent left for potentially wage-related reasons.

• Vacancies that took the longest time to fill were graduate degrees and professionals (8.6 weeks for bargaining unit, 6.0 weeks for non-union), management and excluded positions (7.7 weeks), and supervisors (5.8 weeks for bargaining unit, 4.9 weeks for non-union). Most other positions took 3 to 5 weeks to fill.

• In 2012, a total of 2685 employees left their positions in the sector, up from 2424 in 2011. The number of employees who left increased for all regions except the Lower Mainland. As of December 31, 2012, a total of 466 vacancies were unfilled. Over half of these unfilled vacancies are in the Lower Mainland. The majority of unfilled vacancies are residence workers (157 vacancies) and community support workers (123 vacancies).


Community Living Services Summary

• The reported turnover rate in Community Living Services (15.2 per cent) is about the same as the provincial average . The division’s turnover rate varies widely by region and is much higher in Northern BC (22.6 per cent) and the Thompson Okanagan (19.2 per cent) regions.

• The turnover rate is the highest for bargaining unit employees in Northern BC (23.7 per cent) and for non-union employees in Northern BC (28.6 per cent), Thompson Okanagan (33.9 per cent), and Vancouver Island (24.0 per cent).

• Compared to 2011, the turnover rate in this service division increased in all regions of BC except the Thompson Okanagan, and the average time to fill a vacancy increased in all regions except the Thompson Okanagan and Northern BC.

• 50 per cent of employees who left their positions are aged 35 and below, while 84 per cent of employees who left their positions have worked for 5 years or less. This is similar to the sector’s averages of 50 per cent and 84 per cent respectively.

• Only 17.7 per cent of employees who left their positions in Community Living Services stayed in the social services sector to work. This is the lowest retention rate among the three service divisions.

• 20.7 per cent of departing employees in Community Living Services leaving for wage-related reasons, and 18.5 per cent leaving for potentially wage-related reasons. These is similar to the sector’s averages of 20 per cent for each category.

• Overall 61 per cent of all departing employees worked in Community Living Services, and 60 per cent of all unfilled vacancies in BC, as of December 31, 2012, are for positions in this division.


General Services Summary

• The reported turnover rate in General Services (15.5 per cent) is about the same as the provincial average. The division’s turnover rate varies widely by region and is much higher in the Thompson Okanagan (26.0 per cent) and Northern BC (22.0 per cent) regions.

• Compared to 2011, turnover rates in General Services increased in all regions of BC, except the Lower Mainland.

• Turnover rates are especially high for non-union employees in the Thompson Okanagan (74.5 per cent), Northern BC (70.6 per cent), and the Kootenays (37.9 per cent).

• 54 per cent of employees who left their positions are aged 35 and below, while 86 per cent of employees who left their positions have worked for 5 years or less. These are slightly higher than the sector average 50 per cent and 84 per cent respectively.

• 32.1 per cent of employees who left their positions in General Services stayed in the social services sector to work. This is slightly better than the average retention rate for the sector (23.4 per cent).

• 17.7 per cent of departing employees in General Services leaving for wage-related reasons, and 23.5 per cent leaving for potentially wage-related reasons. These is similar to the sector’s averages of 20 per cent for each category.

• 37 per cent of all departing employees worked in General Services, and 36 per cent of all unfilled vacancies in BC, as of December 31, 2012, are for positions in this division.


Aboriginal Services Summary

• The reported turnover rate in Aboriginal Services is 13.2 per cent, which is lower than the provincial average of 15.3 per cent. However, the breakdown by agency shows that this low average is due to two agencies having less than 5 per cent turnover rate each. The other four agencies have turnover rates ranging between 25 per cent to 45 per cent, well above the division and sector averages.

• While employees who left their positions in the other two service divisions are predominantly young (50 per cent are 35 year old or younger), this is less so for Aboriginal Services (48 per cent 45 year old and below). However, similar to the other two services divisions, 80 per cent of employees who left their positions in Aboriginal Services have worked for 5 years or less.

• The average time to fill vacancies in Aboriginal Services is the highest among the three service divisions (11.0 weeks). By region, this is the highest in the Lower Mainland (17.7 weeks). The vacancies in this division that took the longest to fill are management and excluded positions (14.2 weeks in all of BC, and 27.9 weeks in the Lower Mainland). These are much longer times than the average for management and excluded positions across the sector (7.7 weeks).

• 41.0 per cent of employees who left their positions in Aboriginal Services stayed in the social services sector to work, which is a better retention rate than the sector average (23.4 per cent) and highest among the three service divisions.

• The effect of compensation on turnover is less than the other two service divisions with 15.4 per cent of departing employees in Aboriginal Services leaving for wage-related reasons, and 12.8 per cent leaving for potentially wage-related reason. These are the lowest rates in the sector.

• 2 per cent of all departing employees worked in Aboriginal Services, and 4 per cent of all unfilled vacancies in BC, as of December 31, 2012, are for positions in this division.


Regional Turnover and Replacement Time All Employee Groups

Lower Mainland (LM) 2012

Turnover Rate 12.4%

Time to Fill (weeks) 5.2

Vancouver Island (VI) 2012

Turnover Rate 15.0%


Northern BC (NO) 2012

Turnover Rate 22.2%


Thompson Okanagan (TO) 2012

Turnover Rate 20.8%


Kootenays (KT) 2012

Turnover Rate 13.8%


British Columbia 2012

Turnover Rate 15.3%


Turnover Rate Definition

= Employees who left

Active Regular Employees + Employees who left

Arrows indicate change from previous year: = higher than last year = lower than last year = same as last year

7

25

33

38

11 12

7

42 1

0

10

20

30

40

NU

MB

ER O

F A

GEN

CIE

S

TURNOVER RATE

TURNOVER RATE


Profile of Departing Employees All Employee Groups

24%

76%

Gender Profile

Male

Female

18%

32%

22%

16%

9%

2%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

38%

46%

8% 8%

<1 1-5 6-10 >10

Length of Service Profile


Regional Turnover and Replacement Time Bargaining Unit Employees


Turnover Rate 12.9%



Turnover Rate 16.0%



Turnover Rate 22.8%



Turnover Rate 16.9%


Kootenays (KT) 2012

Turnover Rate 16.8%



Turnover Rate 15.5%





8

22

33

25

19

12

8

46

2 1

0

10

20

30

40

NU

MB

ER O

F A

GEN

CIE

S

TURNOVER RATE

Turnover Rate


Profile of Departing Employees Bargaining Unit Employees

19%

32%

22%

16%

9%

2%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

39%46%

8% 7%

<1 1-5 6-10 >10


22%

78%

Gender Profile

Male

Female


British Columbia Regional Turnover and Replacement TimeNon-Union Employees


Turnover Rate 17.1%



Turnover Rate 23.1%



Turnover Rate 47.9%



Turnover Rate 39.9%


Kootenays (KT) 2012

Turnover Rate 15.0%



Turnover Rate 23.6%





26

3

8

1

32

1 1

5

0

10

20

30

NU

MB

ER O

F A

GEN

CIE

S

TURNOVER RATE

Turnover Rate


Profile of Departing EmployeesNon-Union Employees

19%

39%

21%

13%

7%

2%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

38%

50%

6% 5%

<1 1-5 6-10 >10


28%

72%

Gender Profile

Male

Female


British Columbia Regional Turnover and Replacement TimeManagement and Excluded Employees


Turnover Rate 10.1%



Turnover Rate 13.5%



Turnover Rate 11.6%



Turnover Rate 10.0%


Kootenays (KT) 2012

Turnover Rate 7.1%



Turnover Rate 10.7%





82

19 17

5 4 4 3 2

0

20

40

60

80

100

NU

MB

ER O

F A

GEN

CIE

S

TURNOVER RATE

Turnover Rate


Profile of Departing EmployeesManagement and Excluded Employees

3%

16%

25%

30%

22%

4%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

21%

43%

13%

23%

<1 1-5 6-10 >10


28%

72%

Gender Profile

Male

Female


British Columbia Regional Turnover and Replacement TimeCommunity Living Services –All Employee Groups


Turnover Rate 11.8%



Turnover Rate 14.7%



Turnover Rate 22.6%



Turnover Rate 19.2%


Kootenays (KT) 2012

Turnover Rate 12.6%



Turnover Rate 15.2%






5

13

1819

4

8

32

1

0

5

10

15

20

0% 5% 10% 15% 20% 25% 30% 35% 40% MoreN

UM

BER

OF

AG

ENC

IES

TURNOVER RATE

Turnover Rate


Profile of Departing EmployeesCommunity Living Services –All Employee Groups

40%44%

8% 8%

<1 1-5 6-10 >10


20%

30%

23%

17%

9%

2%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

25%

75%

Gender Profile

Male

Female


British Columbia Regional Turnover and Replacement TimeCommunity Living Services –Bargaining Unit Employees


Turnover Rate 12.1%



Turnover Rate 14.4%



Turnover Rate 23.7%



Turnover Rate 15.5%


Kootenays (KT) 2012

Turnover Rate 14.9%



Turnover Rate 14.7%





5

10

23

13

9

54

31

0

10

20

30

0% 5% 10% 15% 20% 25% 30% 35% 40% More

NU

MB

ER O

F A

GEN

CIE

STURNOVER RATE

Turnover Rate


Profile of Departing Employees Community Living Services –Bargaining Unit Employees

21%

28%

23%

16%

9%

2%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

40%43%

8% 8%

<1 1-5 6-10 >10


23%

77%

Gender Profile

Male

Female


British Columbia Regional Turnover and Replacement TimeCommunity Living Services –Non-Union Employees


Turnover Rate 15.2%



Turnover Rate 24.0%



Turnover Rate 28.6%



Turnover Rate 33.9%


Kootenays (KT) 2012

Turnover Rate 2.0%



Turnover Rate 24.2%


19

23

1 1

0

10

20

0% 10% 20% 30% 40% MoreN

UM

BER

OF

AG

ENC

IES

TURNOVER RATE

Turnover Rate





Profile of Departing EmployeesCommunity Living Services –Non-Union Employees

17%

39%

22%

15%

6%

1%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

44%50%

4% 2%

<1 1-5 6-10 >10


31%

69%

Gender Profile

Male

Female


British Columbia Regional Turnover and Replacement TimeCommunity Living Services –Management and Excluded Employees


Turnover Rate 9.1%



Turnover Rate 11.5%



Turnover Rate 5.8%



Turnover Rate 10.1%


Kootenays (KT) 2012

Turnover Rate 0.0%



Turnover Rate 9.4%


49

129

1 2

0

10

20

30

40

50

60

0% 10% 20% 30% 40% 50% MoreN

UM

BER

OF

AG

ENC

IES

TURNOVER RATE

Turnover Rate





Profile of Departing EmployeesCommunity Living Services –Management and Excluded Employees

5%

21% 20%

33%

19%

1%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

25%

43%

12%

20%

<1 1-5 6-10 >10


31%

69%

Gender Profile

Male

Female


British Columbia Regional Turnover and Replacement TimeGeneral Services –All Employee Groups


Turnover Rate 13.2%



Turnover Rate 15.1%



Turnover Rate 22.0%



Turnover Rate 26.0%


Kootenays (KT) 2012

Turnover Rate 15.2%



Turnover Rate 15.5%


12

15

19

7

3 3

1 1

0

5

10

15

20

NU

MB

ER O

F A

GEN

CIE

STURNOVER RATE

TURNOVER RATE






Profile of Departing EmployeesGeneral Services –All Employee Groups

36%

50%

7% 8%

<1 1-5 6-10 >10


17%

37%

20%

14%

9%

2%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

22%

78%

Gender Profile

Male

Female


British Columbia Regional Turnover and Replacement TimeGeneral Services –Bargaining Unit Employees


Turnover Rate 15.0%



Turnover Rate 20.1%



Turnover Rate 21.4%



Turnover Rate 21.0%


Kootenays (KT) 2012

Turnover Rate 20.1%



Turnover Rate 17.7%





1

12

10

12

10

6

4

1

3

1 1

0

10

20

NU

MB

ER O

F A

GEN

CIE

STURNOVER RATE

Turnover Rate


Profile of Departing EmployeesGeneral Services –Bargaining Unit Employees

21%

79%

Gender Profile

Male

Female

16%

39%

19%16%

8%

2%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

39%

50%

5% 5%

<1 1-5 6-10 >10



British Columbia Regional Turnover and Replacement TimeGeneral Services –Non-Union Employees


Turnover Rate 17.8%



Turnover Rate 11.8%



Turnover Rate 70.6%



Turnover Rate 74.5%


Kootenays (KT) 2012

Turnover Rate 37.9%



Turnover Rate 22.8%





7

1

5

2

1 1 1

4

0

5

10

NU

MB

ER O

F A

GEN

CIE

S

TURNOVER RATE

Turnover Rate


Profile of Departing EmployeesGeneral Services –Non-Union Employees

21%

40%

20%

9% 8%3%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

32%

51%

8% 9%

<1 1-5 6-10 >10


24%

76%

Gender Profile

Male

Female


British Columbia Regional Turnover and Replacement TimeGeneral Services –Management and Excluded Employees


Turnover Rate 10.0%



Turnover Rate 17.6%



Turnover Rate 18.4%



Turnover Rate 10.3%


Kootenays (KT) 2012

Turnover Rate 10.6%



Turnover Rate 11.7%





32

68

3 2 13 2

0

10

20

30

40

NU

MB

ER O

F A

GEN

CIE

STURNOVER RATE

Turnover Rate


Profile of Departing EmployeesGeneral Services –Management and Excluded Employees

12%

32%

27%25%

5%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

15%

42%

15%

28%

<1 1-5 6-10 >10


23%

77%

Gender Profile

Male

Female


British Columbia Regional Turnover and Replacement TimeAboriginal Services –All Employee Groups


Turnover Rate 9.3%



Turnover Rate 40.0% n/a

Time to Fill (weeks) 2.9 n/a


Turnover Rate 15.4% n/a

Time to Fill (weeks) 6.9 n/a


Turnover Rate 38.5%

Time to Fill (weeks) n/a n/a

Kootenays (KT) 2012

Turnover Rate n/a n/a

Time to Fill (weeks) n/a n/a


Turnover Rate 13.2%


2

1 1 1 1

0

1

2

3

0% 5% 10% 15% 20% 25% 30% 35% 40% MoreN

UM

BER

OF

AG

ENC

IES

TURNOVER RATE

Turnover Rate






Profile of Departing EmployeesAboriginal Services –All Employee Groups

8%

20% 20%

25%23%

5%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

21%

79%

Gender Profile

Male

Female

26%

54%

15%

5%

<1 1-5 6-10 >10



British Columbia Regional Turnover and Replacement TimeAboriginal Services –Bargaining Unit Employees


Turnover Rate 7.4%



Turnover Rate 42.9%



Turnover Rate 9.7%



Turnover Rate 45.5%

Time to Fill (weeks) n/a

Kootenays (KT) 2012

Turnover Rate n/a



Turnover Rate 10.5%


2

1

2

1

0

5

NU

MB

ER O

F A

GEN

CIE

STURNOVER RATE

Turnover Rate





Profile of Departing EmployeesAboriginal Services –Bargaining Unit Employees

8%

32%

16%

21%24%

0%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

14%

59%

22%

5%

<1 1-5 6-10 >10


16%

84%

Gender Profile

Male

Female


British Columbia Regional Turnover and Replacement TimeAboriginal Services –Non-Union Employees


Turnover Rate n/a



Turnover Rate 50.0%



Turnover Rate 100.0%



Turnover Rate n/a


Kootenays (KT) 2012

Turnover Rate n/a



Turnover Rate 80.0%


1 1

0

5

NU

MB

ER O

F A

GEN

CIE

S

TURNOVER RATE

Turnover Rate





Profile of Departing EmployeesAboriginal Services –Non-Union Employees

25%

75%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

75%

25%

<1 1-5 6-10 >10

Length of Service Profile50%50%

Gender Profile

Male

Female


British Columbia Regional Turnover and Replacement TimeAboriginal Services –Management and Excluded Employees


Turnover Rate 24.0%



Turnover Rate 33.3%



Turnover Rate 40.0%



Turnover Rate 0.0%


Kootenays (KT) 2012

Turnover Rate n/a



Turnover Rate 26.3%


1 1

2

1 1

0

5

0% 10% 20% 30% 40% 50% MoreN

UM

BER

OF

AG

ENC

IES

TURNOVER RATE

Turnover Rate





Profile of Departing EmployeesAboriginal Services –Management and Excluded Employees

20%

30% 30%

20%

<26 26-35 36-45 46-55 56-65 >65

Age Profile

20%

50%

10%

20%

<1 1-5 6-10 >10


30%

70%

Gender Profile

Male

Female


Employee RetentionDeparting employees who stayed in the social services sector*

* Where known


29.9%

4.8%

3.1%

4.2%

7.3%

12.4%

12.6%

7.6%

2.8%

4.6%

3.6%

8.6%

0% 5% 10% 15% 20% 25% 30% 35%

Others

Program closure

Didn't like my job

Retirement

Discharged for cause

Personal or family issues

Transfer/move to new community

Education (return to school)

Better working conditions with new employer

Promotion with new employer

Increase in hours of work

Increase in wages/benefits with new employer

Reasons for Leaving

Wage-related

Potentially wage-related

Not wage-related


Reasons for LeavingPercentage of wage-related employee turnover

19.5%

17.6%

21.9%

23.8%

16.4%

31.9%

15.4%

17.7%

20.7%

13.1%

15.5%

21.3%

20.3%

19.0%

19.2%

28.7%

17.8%

30.1%

12.8%

23.5%

18.5%

17.2%

21.1%

20.3%

0% 10% 20% 30% 40% 50% 60% 70%

Sector Average

Vancouver Island (VI)

Thompson Okanagan (TO)

Northern BC (NO)

Lower Mainland (LM)

Kootenays (KT)

Aboriginal Services

General Services

Community Living Services

Management & Excluded

Non-Union

Bargaining Unit

Wage-related

Potentially Wage-related


Time to Fill Vacancies (Calendar weeks*)

* - Data reported in calendar days, then divided by 7.

Kootenays

(KT)

Lower

Mainland

(LM)

Northern BC

(NO)

Thompson

Okanagan

(TO)

Vancouver

Island (VI)

British

Columbia

(BC)

3.6 4.4 5.3 4.6 4.6 4.6

Administrative & Finance 4.3 2.9 4.4 3.6 4.3 3.7

Counsellors & Consultants 2.6 3.8 4.4 4.0 5.5 4.3

Graduate Degrees & Professional(s) 5.7 7.8 6.5 15.9 7.1 8.6


Counsellors & Consultants

(Vocational & Employment)3.0 3.8 3.9 4.1 8.5 5.2

Front Line Workers 3.8 3.9 5.2 4.2 3.0 3.8

Operation Support 2.5 3.0 3.6 3.0 3.7 3.2

Supervisors 4.2 7.1 8.5 3.7 3.9 5.8

2.9 4.9 4.2 3.9 4.0 4.3


Counsellors & Consultants 2.9 5.9 3.6 3.7 4.3 4.6

Graduate Degrees & Professional(s) 6.4 7.1 4.6 4.3 4.3 6.0


Counsellors & Consultants

(Vocational & Employment)2.9 4.1 4.4 4.3 4.3 4.0

Front Line Workers 2.3 4.2 3.6 2.8 2.3 3.3

Operation Support 0.0 3.4 3.6 2.8 2.0 3.1

Supervisors 3.0 5.7 6.0 4.5 4.1 4.9

8.7 8.9 5.8 7.5 6.9 7.7

8.7 8.9 5.8 7.5 6.9 7.7

4.3 5.2 5.1 4.7 4.9 5.0All Employee Groups

Benchmark

Classification

Paraprofessional

Classifcation

Benchmark

Classification


Non-Union


Job Family

Paraprofessional

Classifcation

Bargaining Unit


Vacancies and Number of Departing EmployeesAs of December 31, 2012

Lower Mainland (LM)

Departing Employees 1093

Unfilled Vacancies 253

Vancouver Island (VI)



Northern BC (NO)



Thompson Okanagan (TO)



Kootenays (KT)



British Columbia



Distribution of Departing Employees

Bargaining Unit 72% Community Living Services 61%

Non-Union 23% General Services 37%

Management & Excluded 5% Aboriginal Services 2%

Distribution of Unfilled Vacancies

Bargaining Unit 83% Community Living Services 60%

Non-Union 7% General Services 36%

Management & Excluded 9% Aboriginal Services 4%



Vacancies and Number of Departing EmployeesAs of December 31, 2012

Classification Vacancies # EE Left Classification Vacancies # EE Left

Residence Worker 157 788 Reconnect Worker 0 5

Community Support Worker 123 734 Accountant 2 4

(blank) 33 307 Building Maintenance Worker 2 4

Adult, Youth and/or Child Worker 11 68 Residence Worker Senior 2 4

Early Childhood Educator 3 50 Infant Development Consultant 1 4

Transition House Worker 11 37 Behavioural Therapist 0 4

School Aged Child Worker 1 37 ESL Instructor 0 4

Activity Worker 4 36 Residence Coordinator 4 3

Awake Residential Night Worker 3 33 Accounting Clerk 2 3

Family Support Worker 3 33 Volunteer Coordinator 1 3

Administrative Assistant 9 32 Bookkeeper 0 3

Program Coordinator 1 4 32 Delegated-Program Assistant 0 3

Adult, Youth and/or Child Counsellor 2 31 Early Childhood Educator Senior 0 3

Program / Project Supervisor 8 29 Residence Nurse 0 3

Clinical Counsellor 7 27 Human Resources Manager 4 2

Family Counsellor 7 25 Delegated-SPO 24 Working Step 1 2

Early Childhood Educator Assistant 4 24 Computer Technical Support Specialist 0 2

Janitor 3 23 Delegated-Child Protection Social Worker Growth 0 2

Special Services Worker 4 20 Delegated-Resources Social Worker 0 2

Program Director 4 19 Payroll Clerk 0 2

Residential Child & Youth Worker 1 19 Delegated-Clinical Resources Supervisor 1 1

Retail Worker 0 19 Delegated-Delegated Supervisor 1 1

Receptionist/ General Office Clerk 1 18 Delegated-Guardianship Supervisor 1 1

Program Coordinator 2 3 16 Family Preservation-Counselor 1 1 1

Executive Director 3 14 Family Preservation-Counselor 2 1 1

Addictions Counsellor 2 14 Occupational Therapist 1 1

Employment Counsellor 0 14 Supported Child Care Consultant 1 1

Victim Service Worker 2 13 Administrative Supervisor 0 1

Vocational Counsellor 1 13 Child Care Resource and Referral Worker 0 1

Truck Driver 1 12 Children Who Witness Abuse Counsellor 0 1

Group Facilitator 0 10 Delegated-Child Protection Social Worker 0 1

Cook 1 9 Delegated-Child Protection Team Leader 0 1

Vocational Worker 7 8 Delegated-Family Group Decision Making Coordinator 0 1

Manager, Finance and Administration 3 6 Delegated-Guardianship Administrative Assistant 0 1

Executive Secretary 2 6 Delegated-Guardianship Social Worker 0 1

Settlement & Integration Worker 2 6 Delegated-Supervisor Administrative Services 0 1

Secretary 1 6 Development Officer 0 1

Housekeeper 0 6 Nutritionist 0 1

Speech Language Pathologist 9 5 Physiotherapist 0 1

Asleep Residential Night Worker 0 5


Glossary of Terms

• Active Regular Employees (Head Count)• The number of active employees as of the last day of the survey period.

• Employee Retention• The percentage of departing employees who moved but stayed in the social services sector.

• Time to Fill Vacancies• Length of time in calendar weeks to fill vacancies.

• Turnover Rate• The number of employees who left divided by the number of employees who worked in 2012. The number of employees who

worked in 2012 is equal to the employee count as of Dec 31, 2012 plus the number of employees who left in the year.

• Vacated and Unfilled positions• Include all positions that are vacated and unfilled as of the last day of the survey period.


Questions or Comments

We welcome your comments and feedback on this report.

If you have any questions or comments, please contact

CSSEA’s Research and Knowledge Management Department.

Phone: 604.687.7220

Email: [email protected]

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