Faculty and staff members are choosing to grow their careers at Metropolitan State University of Denver, according to the latest employee data.
Survey results and turnover analysis from Human Resources show that employees continue to find value in the University’s culture, support systems and advancement opportunities and are staying as a result.
The continued stability builds on last year’s progress and reflects a supportive workplace culture that encourages employees to stay and develop, said Stacy Dvergsdal, chief Human Resource officer. “Employee retention is one of the clearest indicators that people feel valued and see long-term opportunities here,” Dvergsdal said. “We’re proud of the community we’ve built together, one that supports career growth and purpose-driven work.”
Human Resources’ most recent data presentation to University leadership shows that MSU Denver continues to outperform national benchmarks in faculty and staff retention. Universitywide turnover remains in a healthy range and internal hiring continues to offer clear pathways for advancement.
Understanding why employees leave helps shape retention strategies
To continue engaging and retaining employees, University leaders regularly review data on employee departures to understand what drives turnover and how MSU Denver can better support employee engagement and growth.
Exit surveys continue to show that career advancement and compensation are the most common reasons employees choose to leave.
In response, Human Resources has prioritized internal mobility and development. Over the past year, 37% of open positions were filled by internal candidates, and participation in the University’s Leadership and Organizational Engagement programs continues to rise.
HR also launched a Talent Management program last year to support long-term career planning and growth for employees across the University.
“MSU Denver is full of talented, driven people who want to grow in their careers,” said Charles Kibort, executive director of Human Resources Operations and Strategy. “The Talent Management program is designed to help them do just that, by making career pathways more visible and providing the tools and support to help employees reach their goals.”
Results at a glance
- University voluntary turnover = 8.1%
- Faculty voluntary turnover = 2.99%
- Professional/classified voluntary turnover = 11.3%
Turnover data includes faculty, professional staff and administrators (including classified staff) and excludes adjunct faculty, student employees, temporary workers, fee-for-service employees and contingent workers. Figures represent employees who fully separated from the University, excluding internal transfers, retirements and deaths.
Overall employee head count remains steady
As of June 30, MSU Denver had 3,355 total employees, including full-time, part-time and student employees. This reflects modest growth over the previous year and relatively stable demographics, including:
- Median employee age (excluding adjuncts and student employees): 45
- Median employee tenure (excluding adjuncts and student employees): nine years
- Veterans: 9%
- Ethnicity/race: white: 61%, people of color: 30%
What’s next
MSU Denver will continue to publish annual employment data to inform retention strategies and career-development efforts. Human Resources will also share more information this year about succession planning, advancement pathways and mentoring opportunities.
