HR 4: Satisfaction and Retention*
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The organization promotes a high level of
personnel satisfaction and retention.
Interpretation: The organization can consider factors that have been associated with staff satisfaction and retention, including: role clarity, recognition of employee contributions, satisfaction with salary and benefits, reasonable workload, autonomy, opportunities for advancement, and career development. The organization should also take the opportunity to retain high performing staff by providing support, opportunities, and resources to prepare personnel within the organization to assume leadership roles.
The organization promotes open communication and collaboration among disciplines and staff levels by:
- holding regular team, organizational, and divisional meetings, as appropriate to the organization; and
- providing feedback to personnel about their suggestions and recommendations.
The organization encourages initiative, creativity, and innovation and rewards and recognizes the contributions of personnel.
The organization annually establishes personnel satisfaction and retention goals and measures rate of personnel turnover and personnel satisfaction.
The organization takes action to address identified staff satisfaction and retention concerns.
Interpretation: The organization can be alert to Work/Life policies and
practices that have been shown to increase employee productivity, job satisfaction, and retention, including: flexible work options and personal and
family support.
The organization establishes a formal mechanism through which employees can express and resolve grievances, which includes:
- how grievances are filed, to whom, and who will make a final determination;
- timely written notification of the resolution and an explanation of any further appeal, rights, or recourse;
- documenting responses and actions taken; and
- maintaining a copy of the notification of resolution in the personnel record.
