Understanding Terminations vs Total Terminations

In a prior post we talked about why retro-terms or retro-hires were used to communicate how head count was changing. It adds some complexity to understanding your workforce, but it’s vital to understanding how numbers can change over time. When someone terminates it should be pretty simple, but unfortunately, it’s not because of concepts like retro-terms. In this post we will explore the difference between terminations and total terminations and how they are related.

Total Terminations

I’ll cut to the chase and talk about total terminations first. Total terminations combines terminations and retro-terms using the following formula:

Total Terminations = terminations + retro-terms

Total terminations combines these two metrics to give you the big picture of all terminations. It shows you an important relationship between terminations and retro-terms that may have been missed if we stopped there. Terminations and retro-terms DO NOT overlap. That means that if an employee is added into terminations then it IS NOT added into retro-terms and vice versa. If they did overlap then total terminations would double count employees.

Anther important concept to understand is Total Terminations is NOT a stable between reporting periods. This means total terminations for a previously reported month could change the next time you report it.

Terminations

Now we may need to give you a more definitive definition of what it means to be a termination. Terminations are tracked by action codes and action mappings to our standard set of codes. If something is labeled as a termination then it’s counted as such. But when was that termination scheduled for? So a termination is counted in the month of the effective termination date. However, we go one step further to separate all terminations into two groups. And that is when was the effective termination date was entered. If the effective termination date was entered *AFTER* the end of the month in which the effective termination date occurs it’s a retro-term. If the effective termination date was entered BEFORE the end of the month it’s a termination.

Let’s look at an example:

Employee Number Action Effective Termination Date Valid From Termination Retro-Termination
1001 Termination 2019-03-16 2019-03-02 Yes No
1002 Termination 2019-03-01 2019-02-022 Yes No
1003 Termination 2019-03-31 2019-04-15 No Yes

In the table above we have 3 employees that terminated in March 2019. We see the effective termination date of the employee that occurs in March, and then we see the valid from date which tells us when the effective termination date was entered. For employee 1001 we see that both effective termination date and valid from date occurs in March. This makes it a termination and it would be counted in the termination metric.

The next employee 1002 has an effective termination in March, but the valid from is in Feb. Valid From is before the end of the month (i.e. 02/22 < 03/31) so it would be counted as a termination too.

Finally, employee 1003 was terminated in March, but it wasn’t entered until after the end of March (i.e. 04/15 > 03/31). Therefore, it is counted as a retro-term for March.

Analysis

So if we look at an analysis of March 2019 we would see the following for that data:

Date Termination Reto Term Total Termination
Mar 2019 2 1 3

All of these terminations are calculated in total terminations, but termination and retro-term are the two subsets of total termination that follow this logic.

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  1. Pingback: Understanding New Hires vs Total New Hires » Fuse Analytics

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