How does SeniorCRE flag turnover risk before a resignation letter arrives — without scoring people behind their back?
Most operators learn that a key employee is leaving on the day they resign. By then it is too late to retain them, and the cost of backfill — recruitment, onboarding, agency coverage during the gap — is committed.
Detail
A turnover risk score updates weekly from signals already in the system (see the disclosure above). The score is explainable — every contributing factor is visible to the manager and to the employee on request. When a score crosses a threshold, the system prompts a structured retention conversation; nothing happens without the manager.
Pilot communities retain 10–20% of at-risk employees who would otherwise have left. Reliable for hourly clinical roles with sufficient signal; weaker for short-tenure roles where the signal base is thin.
A score never triggers an automatic action. When a score crosses a threshold, the system prompts the named manager to schedule a structured retention conversation; the manager decides whether to act and records the outcome.
A wrongly-flagged employee gets a retention conversation they did not need — low-cost. The manager is the gate; the score does not affect pay, scheduling, or termination.
Inputs
- Schedule volatility over the past 90 days (shifts changed, cancelled)
- Overtime as a share of scheduled hours
- PTO balance and recent PTO-use pattern
- Tenure curve and time since last promotion or pay change
- Time since last manager 1:1 logged
- No-show or late-arrival pattern
Key points
- Workday HCM
- UKG Pro',
- , 'Relias
https://seniorcre.com/workflows/workforce/turnover-prediction