How does SeniorCRE flag turnover risk before a resignation letter arrives — without scoring people behind their back?

The problem

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.

How the platform runs it

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.

On the shift

WRIE scores every active employee weekly. This Monday, three CNAs at Property A move into the high-risk band. The intervention queue surfaces the patterns — one is over 50 hours/week for the third consecutive week, one’s engagement signals dropped after a unit reassignment, one’s pay variance versus market widened. The unit manager has a 15-minute conversation with each before Friday. Two stay. The third resigns three weeks later, but the replacement is hired and oriented before the last day.

What the outcome looks like

Validation evidence should show the scored population, contributing signals, manager review, recorded action, and subsequent retention status against the operator’s own history. No generic retention-rate improvement is claimed.

What goes wrong without it

Without prediction, the resignation arrives on a Tuesday morning with two weeks’ notice. Replacement recruiting starts that day. The position is open for 42 days at average industry rates; coverage is agency at $90/hour for the gap. Total cost of one unmanaged turnover for a CNA in this market is roughly $4,200 — and the pattern repeats because the underlying conditions never got addressed.