Human Capital Measurement
Colleagues,
Welcome to the 2012 Human Capital Report. This report, now in its eighth edition, provides critical data for human resource decision making. A significant part of the University budget is committed to our workforce to fund compensation and benefits, making human resource data critical to our stewardship and to building our investment. Using human resource data to understand changing demographic trends allows us to consider proactive plans that respond to challenges and help sustain our leadership position as one of the nation’s greatest public research universities.
The Human Capital Report integrates human resource and financial data from across the organization to provide rigorous data for resource allocation and planning. Human resource management is dynamic in our complex and evolving community, and access to high-quality, accurate data is vital to predicting—and successfully responding to—workforce trends. With each new edition of this report, we strive to create greater understanding of ourselves as a community so we can work together for the most successful future possible.
This year’s report sheds light on a number of key indicators reflecting notable trends in the University’s faculty and staff profile, staffing, recruitment and retention, retirement rate and financial profile. Chief among these are:
- An increase in overall staffing levels—University-wide full-time-equivalents (FTEs) grew by 2 percent (an increase of 871.4 FTEs) between November 2010 and November 2011.
- Most of this growth was in the areas of instruction, research and patient care.
- Positions filled in research were at a five-year high, in part due to the impact of federal stimulus funds.
- University of Michigan Health System units account for 91.5 percent of the overall staffing growth.
- Hiring levels for the period November 2010 through November 2011 are up 21 percent over the previous year, but are still below the average of 5,600 for the years prior to 2008.
- Overall staff retention has been stable, with an average of 92 percent for the past five years. Manager retention has trended slightly higher, with an average of 93 percent over the past five years.
This year’s report continues to examine the retirement outlook and challenges that face our organization. Projections suggest that by 2018, 28 percent of current tenured and tenure track faculty, 21 percent of staff and 33 percent of managers will retire. While the actual number of annual retirements for the period 2010-11 has lagged below projections, we will continue to monitor this trend to gauge the impact of changes in retirement eligibility rules and benefit cost- sharing changes that go into effect January 1, 2013. To continue to retain and transfer knowledge and address current and projected retirement trends, Human Resources has made a strategic commitment to strengthen leadership capability and capacity to encourage high levels of performance and productivity to sustain excellence across the University.
For more information about how the University of Michigan Human Capital Report data and the consulting expertise of our Human Resource Information Systems staff can help support workforce planning, recruitment/retention and succession planning in your school, college or unit, please contact tpalmer@umich.edu.
Yours in partnership,
Laurita Thomas
Associate Vice President for Human Resources
July, 2012
Note: This report is available in downloadable PDF files requiring Acrobat Reader. If you do not already have Acrobat Reader installed, you can download it for free from Adobe.