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Employee Retention
Summary of Terminations
715{2023
55
Fait Interview Summary
All Years
Iparticipation
34 6296 1 12 157 21%
reasonably
very satisfied satisfied not satisfied
Termination Reason -Higher Years
Police
Department
4-differentworkwith 3.ofthese returningto CPD
Police
Year
Involuntary
Voluntary
2018
Police
Fire
PW
CS
Admin
2022
C
20
20.0%
4
0
7
7
2
2021
2
6
5.9%
3
1
1
nfa
1
2020
3
12
12.4%
6
0
6
nfa
0
2019
0
8
8.4%
4
2
2
nfa
0
2018
3
9
9.1%
5
1
3
nfa
0
55
Fait Interview Summary
All Years
Iparticipation
34 6296 1 12 157 21%
reasonably
very satisfied satisfied not satisfied
Termination Reason -Higher Years
Police
2022
4-differentworkwith 3.ofthese returningto CPD
Police
2020
2-differentworkwith one of these returning to CPD, 4 -different agencies,
Police
2018
3-differentwork, 1 -retired, 1-d iff e re nt age n cy
Pubic Works
2022
4-%$atINLfSimplot, 1 -full-time college, 2 -resigned other reasons
Pubic Works
2020
1Aiff work 1- $$$, 2 -moved, 2 -retired
Comm Senn
2C22
3-re"red 3- � 1 -other reasons
(This data excludes Council Members and part-time firefighters)
Page 2 of 4
Comparison to all Idaho Employers
Historical turnover for Idaho is around 3%. Comparatively, turnover for general employees for the City of Boise in 2021
was just over 16%.
Comparison to National Statistics
Job openings, hires, and separations rates, seasonallyadjusted
Click and drag within the chart to zoo in in oa time periods
— Total nonfarm job open -in..- - - Total nonfarm hires •••••• Total nonfarm separations
— Total private job openings - - Total private hires -.... Total private separaxions
— Government jnb openings - - Government hires -.... Governrnent separai ons
Percent
14.0 r........................................................................................
12.0
2.0 1 .........%.................................................... 1......... ........................ a e {.....;0:
0.0
Apr .tier Apr Apr Apr Apr Apr Apr Apr Apr Apr Apr Apr Apr Apr Apr
20C€ 2009 2010 2---11 2012 2013 2014 2015 2---16 2017 2018 2019 2020 2021 2022 2023
Source: Bureau of Labor Statistics
Page 3 of 4
Service Award Enhancement
Current Program
Current Prograrn
Service Awards
15 Years 200.00
10 Years 150.00
5 Ye a rs 100. DO
Recognized at 5 Year Intervals
Proposed Program
Changes will be announced near the implementation date at the beginning of FY24.
Cost will be within the FY24 budget
Estimated Investment in Service Awards
City of Chubbuck
Service Anniversary Awards
May 2023
2023 2024 2025 2026 2027
Current Program -Total $2,700 $3,000 $2,750 1 $2,600 1 $.5,300
Revised Program -Total 1 $8,5O0 1 %,750 1 $9,5O0 1 $6,750 1 $15,250
Increase $5.800 $5,750 $6.750 $4.150 $9.950
Page 4 of 4
Vision Plan Changes
Administrative changes to the Vision Plan. The reason for the change is better dependent coverage visibility by VSP and
our ability to use on-line processing.
No change in administrator ... VSP is still the administrator. However, the broker will change to the same broker assisting
the City with the health, dental and life insurance programs.
Current Plan - The premium is $15.88 per employee per month
New Plan - $18.06 per employee per month ... adds an estimated $3,600 per year.
Claims coverage —The allowance for frames goes down from $180 to $150 but frequency improves to every 12 months
up from every 2 years. Also, there's a $55 charge for progressive lenses vs no charge under the current plan. The
allowance for contacts increases from $130 to $150