Annual Report 1986/1987 Public Service Commissioner for the Northern Territory
Tabled Paper 390
Tabled Papers for 5th Assembly 1987 - 1990; Tabled Papers; ParliamentNT
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51 This study, also based upon Interpers data, involved an analysis of the characteristics of employees leaving the service, and the inter-relationship of factors which affect the propensity to leave. Highlights of the study include: Descriptive: The attributes which have the greatest relationship to propensity to resign from the Northern Territory public sector are as follows: , Whether or not the employee has a nominal position; Tenure status; Number of nominal promotions; Number of temporary promotions; How staff members were recruited; Actual employment category, eg., uniform, Chief Executive Officer/Executive, etc, and Gender. Where a staff member was recruited from has no relationship whatsoever to propensity to resign. Resignation Rates in the Northern Territory public sector: Resignation rates of permanent staff in the Northern Territory public sector are high relative to the resignation rates of permanent staff in the Australian Public Service. Resignation rates are inversely related to length of service and age. Staff with no nominal position and limited tenure staff have very high resignation rates. The actual employment categories uniform and Chief Executive Officer/Executive have low resignation rates, whereas the other manual, professional and nurses/hospital categories tend to have high resignation rates. Chief Executive Officer/Executive and professional display quite different resignation rate patterns, however for the length of service period - greater that four to five years - both display an unexpectedly high resignation rate. Cessations in the Public Service
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