90 Day Total Turnover Rate
2022 National Average Value
13
%
What is the 90 Day Total Turnover Rate?
90 Day Total Turnover Rate measures the percentage of new non-contingent employees that voluntarily or involuntarily left the organization within 3 months of their hire date. The 90 Day Total Turnover Rate can be an indicator of how well new hires tend to fit with your organization and the strength of the onboarding experience.
What is the average value of the 90 Day Total Turnover Rate?
According to the Saratoga Workforce Index, the national average 90 Day Total Turnover Rate in 2022 was 13%.
What is the 90 Day Total Turnover Rate by industry?
The median 90 Day Total Turnover Rate can be as low as 3.5% and as high as 26% depending on the industry. If you need this metric for your industry, please contact us.
Where can I get 90 Day Total Turnover Rate benchmarks?
The annual Saratoga HR and Workforce Benchmarking Study releases the 90 Day Total Turnover Rate benchmark for over 20 different industries each year. The national average is released as part of the annual Saratoga Workforce Index.
How is the 90 Day Total Turnover Rate calculated?
The 90 Day Total Turnover Rate is calculated by determining the percentage of new non-contingent employees that voluntarily or involuntarily left the organization within 3 months of their hire date. This includes employees and per diems who accepted an offer but voluntarily opted out prior to the start date, dismissals, divestitures, layoffs, or those who converted from full-time to contractor status as part of a one-time opportunity offered by the organization. It does not include contingent workers, employees on disability or leave of absence, furloughs, or individuals who transferred from one facility or department to another.
What does a low 90 Day Total Turnover Rate mean?
A low 90 Day Total Turnover Rate can be a positive indicator for an organization. It may suggest that new hires fit well with the organization and the onboarding experience is strong. It could also indicate that there is a good match between the new hire and the organization, and job expectations are being met. This can lead to a more stable workforce, less pressure on the team's effectiveness, and better productivity as roles do not vacate quickly. It also means that the organization is likely not incurring additional costs associated with restarting the recruiting process frequently.
What does a high 90 Day Total Turnover Rate mean?
A high 90 Day Total Turnover Rate can indicate a mismatch between new hires and the organization, often related to job expectations. This high rate can put pressure on your team's effectiveness and endanger productivity as roles quickly become unfilled again. Additional costs may be incurred as the recruiting process starts over. This rate can also be an indicator of a generally hot job market where candidates have options and may often jump to a new organization for a better fit or pay.
What other benchmarks are relevant to 90 Day Total Turnover Rate?
Other relevant benchmarks include:
First Year of Service Turnover Rate
About the Saratoga Workforce Index
The Saratoga Workforce Index is an indispensable reference of national averages of 30 commonly requested HR metrics. Based on PwC Saratoga’s annual workforce benchmarking study of over 1000 metrics spanning hundreds of companies and over 20 industries, the Saratoga Workforce Index is your “quick start” guide to workforce benchmarks.
Download the guide to see the national averages for all of these:
- 90 Day Total Turnover Rate
- Average Number of Direct Reports
- Cost per Hire
- Director Headcount Ratio
- Executive Headcount Ratio
- Finance FTE Ratio
- First Year of Service Turnover Rate
- General & Administrative Function Voluntary Separation Rate
- Hire Rate
- HR FTE Ratio
- Information Technology FTE Ratio
- Labor Cost Revenue Percent
- Layers
- Learning & Development Investment per Employee
- Legal FTE Ratio
- Management Headcount Ratio
- Manager Headcount Ratio
- Offer Acceptance Rate
- One to Three Years of Service Voluntary Separation Rate
- Promotion Rate
- Racial/Ethnic Minority Headcount Percent
- Racial/Ethnic Minority Promotion Rate
- Racial/Ethnic Minority Voluntary Separation Rate
- Revenue per FTE
- Time to Accept
- Time to Start
- Turnover Rate
- Vacancy Rate
- Voluntary Separation Rate
- Women Executive Headcount Percent
- Women Headcount Percent
- Women Promotion Rate
- Women Voluntary Separation Rate
Need industry-specific benchmarks?
We provide these values as a reference point for discussions. However, given the high variance across industries, sizes and revenue, these national averages should NOT be used to make important business decisions or used in any formal reporting.
If you intend to use benchmarks for business decisions, please join Saratoga as a full member so you can have access to more specific comparison groups for each industry, revenue, size, profit/non-profit status and more. With a full membership, you’ll have access to over 1,000 metrics that are much more accurate and specific than a national average. The membership process is relatively simple, mostly automated and reasonably priced with a clear ROI.
Referencing Saratoga Workforce Index Data
If you choose to refer to these metrics in any of your materials, whether internally or externally, we ask that you include the following statement:
Excerpted from the Saratoga Workforce Index. © 2023 PricewaterhouseCoopers LLP, all rights reserved. Data is for discussion purposes only and cannot be used for investment decisions or financial evaluations.
You may include up to five metrics in any internal or external publication without any additional permissions. Contact us at saratoga@pwc.com if you want to use more than five or would like to reproduce the Saratoga Workforce Index in its entirety.
About Saratoga
Saratoga workforce and HR benchmarks provide reference points for executive-level discussions, context for people dashboards, and data to inform workforce and HR decisions. Hundreds of companies across over 20 industries trust Saratoga each year to supply over 1,000 validated workforce benchmarks around turnover, diversity, staffing, productivity, efficiency, fairness, and more.
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