CH2M HILL keeps a close watch over our turnover rates. These rates peaked in 2009, due in large part to the economic pressures facing our clients across the globe. This is consistent with what other companies in our industry are experiencing.
As depicted in the chart, the mix between voluntary and involuntary turnover has been changing since 2007. Many factors play a part in this fluctuation. Acquisitions, the changing demographics of the workforce, and changes to our target markets are a few of these factors.
We expect to see a small portion of the employee population of an acquired company voluntarily leave after the ownership change. Despite the best integration efforts, most companies experience this loss. CH2M HILL respects and understands these personal decisions.
For a certain number of employees, career development might mean leaving one company for another. Rarely do employees spend their entire careers with one employer anymore. This desire to broaden experience and obtain a new perspective drives a part of this voluntary turnover.
Another reason for voluntary turnover is our continued globalization as a company. As our emphasis moves from a North American centric to a more globally located work force, we are seeing some employees decide to change jobs rather than change work locations.
- Total Number and Rate of Employee Turnover
- Employee Turnover by Gender
- Employee Turnover by Age Group/Generation
CH2M HILL has implemented an Alumni and Retiree Relations Program to keep in contact with its retirees, Emeritus employees, and alumni employees. Alumni are defined as nonretired former CH2M HILL employees. The program's new Web site and online community, AlumniConnect, has attracted attention worldwide, with 32,467 visits to the site, including visitors from 108 countries and territories. Fifty-seven percent of our alumni members are actively engaged with this online community. We have found that rehiring alumni improves our efficiency and reduces costs. They are easily integrated back into the organization and bring knowledge, skills, and abilities already tailored to the organization's workplace. They also offer additional insights from their work outside of the firm. Many of our top executives have been rehired after periods away from the firm. These rehired employees tend to be strong performers and are likely to stay at CH2M HILL longer. AlumniConnect provides an excellent source of high-quality candidates and referrals.
In 2009, we instituted an Emeritus Program, which allows older employees to phase into retirement while mentoring the younger generations and continuing to contribute in their areas of expertise. The Emeritus Program gives employees who are nearing traditional retirement age more control over their work-life balance and additional time to invest in community activities, hobbies, and families, while still adding value to the firm. Phased retirement is especially important in CH2M HILL's industry, as highly specialized jobs are harder to fill and the number of engineering, math, and science graduates has decreased significantly in recent years.
CH2M HILL has a community of more than 550 employees eligible to participate in the Emeritus Program, and nearly half of those are actively engaged through either active employment or enrollment in our Web site and online community, AlumniConnect. Our Emeritus Program has engaged members at all levels, including receptionists, reprographics specialists, facilities staff, major project and program managers, chief financial officers, and business group presidents.