Human Resources professionals are increasingly being asked by their leadership
for metrics to help their organizations make strategic decisions.*

In 2006, the National Association of Personnel Executives (NASPE) formed a taskforce on HR metrics to develop a template of strategic measures that an HR office should monitor. These measures were designed by human resources professionals from 14 states, including South Carolina. The taskforce identified six broad categories of measures: Recruitment and Selection; Retention; Compensation and Benefits; Employee Relations; Training and Development; and HR Costs.

The State Office of Human Resources has identified multiple strategic measures from the NASPE template that we believe will provide useful information for decision-making. The data sources for these measures provide both reliable and timely information to assist agencies in a state with a decentralized human resources function. Additional metrics may be added in the future. The metrics chosen are as follows:

Recruitment and Selection

• Average Age of New Hires

• Quality of Hire - The percentage of hires that complete probationary period (excluding involuntary separation)

Retention

• Diversity Turnover

• Generational Turnover

Compensation and Benefits

• Statewide Expenditures - Ratio of total compensation costs to total budget

Employee Relations

• Meets by Default Rate - Number of employees receiving Meets by Default Ratings (excluding those that receive late rating)

• Turnover of Top Rated Performers - Percentage of employees who received Exceeds or Substantially Exceeds on their EPMS

Training and Development

• Satisfaction with Learning Opportunities - Results of survey responses from Certified Public Manager participants

HR Costs

• Centralized HR Costs - Ratio of OHR staff to all state employees

*2006 HR Metrics Toolkit, National Association of State Personnel Executives, NASPE, 2006.