Lisa R. Collier, CPA, CFE, CIDA
State Auditor

An Annual Report on

Classified Employee Turnover
for Fiscal Year 2021
March 2022
Report No. 22-702

State Auditor’s Office reports are available on the Internet at http://www.sao.texas.gov/.

An Annual Report on

Classified Employee Turnover
for Fiscal Year 2021
SAO Report No. 22-702
March 2022

Overall Conclusion
The fiscal year 2021 statewide turnover rate
for classified regular full- and part-time
employees was 21.5 percent. This rate is
based on 31,6651 employee separations and an
average headcount of 147,144.50.2 When
compared with fiscal year 2020, this is an
increase from the statewide turnover rate of
18.6 percent.

Table 1

History of Statewide Turnover Rates
Fiscal Years 2017 through 2021

Key Points
Voluntary separations increased 20.4 percent
since fiscal year 2020.

Fiscal Year

Statewide
Turnover Rate

2017

18.6%

2018

19.3%

2019

20.3%

2020

18.6%

2021

21.5%

Source: The State Auditor’s Office’s Electronic
Classification Analysis System.

The majority of employees left state
employment of their own accord. Voluntary separations, including retirements and
excluding interagency transfers, accounted for 78.2 percent of the State’s total
separations in fiscal year 2021. That was an increase of 20.4 percent in the number
of voluntary separations compared with fiscal year 2020.
Involuntary separations are generally employer decisions and include separations
due to dismissal for cause, resignation in lieu of involuntary separation, reduction
in force, termination at will, or cease of employment because of death. These
separations accounted for 21.8 percent of the State’s total separations in fiscal
year 2021. That was a decrease of 5.6 percent in the number of involuntary
separations compared with fiscal year 2020.

1

This total does not include interagency transfers, which are employee transfers to other state agencies or higher
education institutions, because they are not considered a loss to the State as a whole. The total number of
separations including interagency transfers was 33,170 for fiscal year 2021.

2

This report focuses on headcounts and turnover for full-time and part-time classified employees at state agencies. In
contrast, the State Auditor’s Office’s reports on full-time equivalent (FTE) employees focus on FTE levels at state
agencies and higher education institutions. Because the FTE reports and turnover reports focus on different
populations, a comparison of the numbers in those reports should not be made.
This project was conducted in accordance with Texas Government Code, Section 651.007.
For more information regarding this report, please contact Courtney Ambres-Wade, Audit Manager, or Lisa Collier, State Auditor, at
(512) 936-9500.

An Annual Report on
Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702

The top three reasons that employees reported in exit surveys for leaving state
employment during fiscal year 2021 were retirement, better pay/benefits, and
poor working conditions/environment.
Those top three reasons for leaving state employment are based on 3,790 exit
surveys completed by state agency employees (not including higher education
institution employees) who voluntarily left state employment.
Turnover was highest among employees under the age of 30, and more than half of
the employees who left state employment in fiscal year 2021 had fewer than 5
years of state service.3
The turnover rate of 46.0 percent for employees age 16 to 29 was more than twice
the State’s average. There was also a 12.3 percent increase in separations for
employees in that age group compared with fiscal year 2020.
In addition, employees with fewer than 5 years of state service accounted for 64.9
percent of total separations (20,555 separations). Almost half of those employees
(47.3 percent) were in either the Correctional Officer or the Direct Support
Professional job classification series.
Three occupational categories had turnover rates higher than the statewide
turnover rate.
Criminal Justice had the highest turnover rate (37.0 percent) among the state’s 27
occupational categories in fiscal year 2021, followed by the Social Services (28.8
percent) and Custodial (28.5 percent) occupational categories. This can be
partially attributed to the following job classification series within those three
occupational categories:


Criminal Justice - The Juvenile Correctional Officer and Correctional Officer
job classification series accounted for 80.5 percent of employees and 90.3
percent of total separations within this occupational category.4



Social Services - The Direct Support Professional and the Psychiatric Nursing
Assistant job classification series accounted for 26.6 percent of employees and
48.2 percent of total separations within this occupational category.



Custodial - The Food Service Worker and Custodian job classification series
accounted for 39.8 percent of employees and 55.1 percent of total separations
within this occupational category.

3

Some employees may be included in both the “employees under the age of 30” and “employees with fewer than 5
years of state service” groups.

4

Those job classification series do not include employees and separations from the Senior Correctional Officer job
classification series (Sergeant, Lieutenant, Captain, and Major).

ii

An Annual Report on
Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702

Several agencies had high turnover rates in fiscal year 2021, similar to fiscal year
2020.
Excluding agencies with fewer than 50 employees, 18 state agencies had turnover
rates that exceeded 17.0 percent in fiscal year 2021. Ten of those agencies also
had turnover rates that exceeded 17.0 percent in fiscal year 2020.
Among agencies with 1,000 or more employees, the Juvenile Justice Department,
the Department of Criminal Justice, the Health and Human Services Commission,
and the Department of Family and Protective Services had the highest turnover
rates in fiscal year 2021, at 47.2 percent, 32.8 percent, 26.9 percent, and 24.0
percent, respectively.
Those turnover rates include employees who leave one state agency to go to
another state agency or institution of higher education (interagency transfers),
because they are considered a loss to the agency.

Objectives and Scope
The objectives of this project were to:


Analyze and provide employee turnover data for classified regular full- and
part-time employees in Texas state agencies during fiscal year 2021.



Summarize exit interview survey data, which includes the reasons that
employees left state employment.



Report on state agencies that had at least 50 employees and turnover rates
that exceeded 17.0 percent.

The scope of this report included classified regular full- and part-time employees
in state agencies during fiscal year 2021. Classified employees are employees who
are subject to the State’s Position Classification Plan. This report does not include
data from higher education institutions.
The information in this report was not subjected to all the tests and confirmations
that would be performed in an audit. However, the information in this report was
subject to certain quality control procedures to ensure accuracy.

iii

Contents
Detailed Results
Chapter 1

Statewide Turnover Rate .............................................. 1
Chapter 2

Turnover Demographics ............................................... 3
Chapter 3

Employee Turnover by State Agency ...............................21
Chapter 4

Exit Survey Results ....................................................27

Appendices
Appendix 1

Objectives, Scope, and Methodology ..............................30
Appendix 2

Types of State Employee Separations During
Fiscal Years 2017–2021 ................................................33
Appendix 3

Employee Turnover by State Agency, Including
Interagency Transfers .................................................34
Appendix 4

Turnover by Job Classification Series ..............................39
Appendix 5

Turnover by Region and County .....................................49
Appendix 6

Turnover by Job Classification Series for Selected
Agencies .................................................................57
Appendix 7

Fiscal Year 2021 Overall Exit Survey Results .....................60
Appendix 8

Summary of Exit Survey Reasons for Leaving
Employment at State Agencies with 1,000 or More
Employees...............................................................65
Appendix 9

Interagency Transfers for Fiscal Years 2017
through 2021 ...........................................................67

Detailed Results
Chapter 1

Statewide Turnover Rate
The statewide turnover rate for classified regular full- and part-time
employees for fiscal year 2021 was 21.5 percent, based on a total of 31,665
voluntary and involuntary separations and a statewide average headcount of
147,144.50.5 That was an increase from the fiscal year 2020 statewide
turnover rate of 18.6 percent.
For the 5-year period shown in Figure 1, the statewide turnover rate has
ranged from a low of 18.6 percent in fiscal years 2017 and 2020 to a high of
21.5 percent in fiscal year 2021.
Figure 1

Statewide Turnover Rates for Classified Regular Full- and Part-time Employees
Fiscal Year 2017 through Fiscal Year 2021
22.0%

21.5%

21.5%

21.0%
20.5%

20.3%

20.0%
19.5%

19.3%

19.0%
18.5%

18.6%

18.6%

18.0%
17.5%
17.0%

FY2017

FY2018

FY2019

FY202

FY2021

Sources: The State Auditor’s Office’s Electronic Classification Analysis System and An Annual Report on Classified Employee
Turnover for Fiscal Year 2020 (State Auditor’s Office Report No. 21-703, December 2020).

5

The statewide turnover rate including interagency transfers was 22.5 percent. (See Appendix 3 for total separations and
turnover rates for each state agency.) In fiscal year 2021, 1,505 employees transferred from one state agency to another
state agency or higher education institution. That was a decrease of 19.1 percent from fiscal year 2020, when 1,860
employees transferred to another state agency or higher education institution.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 1

In fiscal year 2021, the numbers of both voluntary and involuntary
separations increased. Voluntary separations occur when employees leave
state employment of their own accord and include employees who retire.
Involuntary separations are generally employer decisions, such as dismissal
for cause or reduction in force. Specifically:


Voluntary separations accounted for the majority (78.2 percent) of the
State’s total separations. That was an increase of 20.4 percent from fiscal
year 2020.



Involuntary separations accounted for 21.8 percent of the State’s total
separations. That was a decrease of 5.6 percent from fiscal year 2020.

Table 2 compares total voluntary and involuntary separations for fiscal years
2020 and 2021. For the purposes of the table, retirements are shown
separately from other voluntary separations.
Table 2

Voluntary and Involuntary Employee Separations for Fiscal Years 2020 and 2021
Separation Type
Voluntary Separation from Agency

Fiscal Year 2020

Fiscal Year 2021

Percent Change

16,621

20,425

22.9%

3,938

4,326

9.9%

20,559

24,751

Dismissal for Cause

3,833

3,761

(1.9%)

Resignation in Lieu of Involuntary Separation

2,634

2,535

(3.8%)

Termination at Will

317

249

(21.5%)

Death

250

321

28.4%

Reduction in Force

289

48

(83.4)%

7,323

6,914

Retirement
Total Statewide Voluntary Separations

Total Statewide Involuntary Separations
a

20.4%

(5.6%)

The percent change in separations are not the sum of the percentages. It is the percent change in total separations
between fiscal years 2020 and 2021.
Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 2

a

a

Chapter 2

Turnover Demographics
The information in this chapter reflects the fiscal year 2021 employee
turnover that is considered a loss to the State; therefore, separations
attributable to a transfer from one state agency to another state agency or
higher education institution are excluded, because interagency transfers are
not considered a loss to the State as a whole.
This chapter presents turnover rates for the following demographic groups:


Gender (see Chapter 2-A).



Age group (see Chapter 2-B).



Racial/ethnic group (see Chapter 2-C).



Employee type (see Chapter 2-D).



Annual salary and salary schedule (see Chapter 2-E).



General Appropriations Act article (see Chapter 2-F).



Occupational category (see Chapter 2-G).



Job classification series (see Chapter 2-H).



Length of state service (see Chapter 2-I).



Region (see Chapter 2-J).

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 3

Chapter 2-A

Turnover Rates by Gender Are Relatively Equal
Exit Survey Results
by Gender
The top two reasons
reported for leaving state
employment were:
Female

 Retirement.
 Poor working

conditions/environment.

Male

Females made up the majority (57.6 percent) of classified full- and part-time
employees in fiscal year 2021. Overall, the turnover rate was about the same
for female (21.3 percent) and male (21.8 percent) employees. Compared
with fiscal year 2020, the turnover rate increased for both females (18.4
percent) and males (18.9 percent).
Table 3 lists turnover rates by gender.
Table 3

Turnover by Gender for Fiscal Year 2021

 Retirement.
 Better pay/benefits.

Gender

Average
Headcount

Percent of
Total
Average
Headcount

Separations

Percent of
Total
Separations

Turnover
Rate

Female

84,712.50

57.6%

18,057

57.0%

21.3%

Male

62,432.00

42.4%

13,608

43.0%

21.8%

147,144.50

100.0%

31,665

100.0%

Statewide Totals
a

The statewide total turnover rate is not the sum of the percentages.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 4

21.5%

a

Chapter 2-B

Employees Under the Age of 30 Had the Highest Turnover Rate
Among All Age Group Categories
Exit Survey Results
by Age Group
The top two reasons
reported for leaving state
employment were:
Respondents Ages 16 to 29,
30 to 39, and 40 to 49

 Better pay/benefits.
 Poor working conditions/
environment.
Respondents Ages 50 to 59

 Retirement.
 Better pay/benefits.
Respondents Ages 60 to 69

 Retirement.
 Poor working conditions/

The turnover rate of 46.0 percent for employees in the 16-to-29 age group
category was the highest among all age group categories, and was more than
twice the State’s average (see Table 4 on the next page). Furthermore, this
age group category had a 12.3 percent increase in the number of employees
leaving State employment in fiscal year 2021 compared with fiscal year 2020.
Additionally, the review of turnover by age group categories identified the
following:


Employees under the age of 40 accounted for more than half (55.0
percent) of the State’s total employee separations.



The age group category with the lowest turnover rate (13.3 percent) was
the 40-to-49 age group. That age group also made up the largest
percentage (25.2) of the State’s classified workforce.



According to exit survey results, respondents under 50 indicated the top
reason for leaving state employment was for “better pay/benefits,” while
respondents 50 and older indicated the top reason for leaving state
employment was for “retirement.”



More than half (53.6 percent) of separations by employees 60 or older
were retirements.



Compared with fiscal year 2020, turnover rates increased slightly for all
employees under the age of 70, while remaining the same for employees
70 or older.

environment.

Respondents 70 or Older

 Retirement.
 Personal or family
health.

See Table 4 on the next page for more information.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 5

Table 4

Turnover by Age Group for Fiscal Year 2021
Age Group

Average
Headcount

Percent of Total
Average Headcount

Separations

Percent of Total
Separations

Turnover
Rate

16 to 29

22,310.75

15.2%

10,261

32.4%

46.0%

30 to 39

34,896.50

23.7%

7,144

22.6%

20.5%

40 to 49

37,035.25

25.2%

4,930

15.6%

13.3%

50 to 59

35,426.00

24.1%

5,496

17.4%

15.5%

60 to 69

15,775.00

10.7%

3,364

10.6%

21.3%

1,701.00

1.2%

470

1.5%

27.6%

147,144.50

100.0% a

31,665

100.0% a

21.5% b

70 or older
Statewide Totals

a Percentages do not sum exactly due to rounding.
b The statewide total turnover rate is not the sum of the percentages.
Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 6

Chapter 2-C

Exit Survey Results
by Racial/Ethnic Group
The top reasons reported for
leaving state employment
were:
Black Respondents

 Poor working
conditions/environment;
Retirement.

 Better pay/benefits.

Turnover Rate Was Highest Within the Two or More Races
Racial/Ethnic Group
The turnover rates for employees within the Two or More Races racial/ethnic
group (47.6 percent), Native Hawaiian or Other Pacific Islander racial/ethnic
group (38.6 percent), and Black racial/ethnic group (26.5 percent) were
higher than the statewide turnover rate of 21.5 percent. All other
racial/ethnic groups had turnover rates lower than the statewide average.

White Respondents

Table 5 lists turnover rates by racial/ethnic group for fiscal year 2021.

 Retirement.
 Better pay/benefits.

Table 5

Turnover by Racial/Ethnic Group for Fiscal Year 2021

Hispanic Respondents

 Better pay/benefits.
 Retirement.

Separations

Percent of
Total
Separations

Turnover
Rate

0.9%

660

2.1%

47.6%

90.75

0.1%

35

0.1%

38.6%

36,207.50

24.6%

9,594

30.3%

26.5%

703.25

0.5%

144

0.5%

20.5%

Hispanic

40,252.25

27.4%

8,025

25.3%

19.9%

White

64,142.00

43.6%

12,537

39.6%

19.5%

Asian

4,360.75

3.0%

670

2.1%

15.4%

31,665

100.0%

American Indian/Alaskan
Native Respondents

 Retirement.
 Better pay/benefits.
Asian Respondents

 Better pay/benefits.
 Retirement.
Two or More Races
Respondents

 Poor working conditions/
environment.

 Better pay/benefits.
Native Hawaiian or Other
Pacific Islander
Respondents

 Better pay/benefits.
 No or little career
advancement
opportunities.

Racial/Ethnic Group
Two or More Races
Native Hawaiian or Other
Pacific Islander
Black
American Indian/Alaskan
Native

Statewide Totals
a
b

Average
Headcount

Percent of
Total Average
Headcount

1,388.00

147,144.50

100.0%

a

Percentages do not sum exactly due to rounding.
The statewide total turnover rate is not the sum of the percentages.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

 Child care/elder care
issues.

 Relocation (including your
own relocation or the
relocation of your spouse
or companion).

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 7

21.5%

b

Chapter 2-D

Part-time Employees Left State Employment at a Higher Rate than
Full-time Employees
Figure 2
Classified Regular Part Time
Turnover Rate

The turnover rate for classified regular part-time employees was 44.0
percent for fiscal year 2021, as Figure 2 illustrates. That turnover rate was
almost double the turnover rate of classified regular full-time employees;
however, part-time employees only made up just over 1 percent of the
average headcount for the State (see Table 6). Of the 780 part-time
employees who left state employment in fiscal year 2021:


More than half (69.5 percent) of these employees were in the
correctional officer job classification series.6



Almost half (46.3 percent) of these employees were under the age of 30 7,
an age group in which “enter/return to school” is frequently listed in exit
surveys as one of the top two reasons for leaving.

Table 6 lists turnover rates by employee type.
Table 6

Turnover by Employee Type for Fiscal Year 2021

Employee Type

Average
Headcount

Percent of
Total
Average
Headcount

Separations

Percent
of Total
Separations

Turnover
Rate

Classified Regular Full-time Employees

145,370.50

98.8%

30,885

97.5%

21.2%

Classified Regular Part-time Employees

1,774.00

1.2%

780

2.5%

44.0%

147,144.50

100.0%

31,665

100.0%

Statewide Totals
a

The statewide total turnover rate is not the sum of the percentages.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

Chapter 2-E

Employees with an Annual Salary of Less than $40,000 Left State
Employment at a Higher Rate
In fiscal year 2021, 35.5 percent of classified regular full-time employees
earned less than $40,000 annually. Employees in that salary grouping made
up the majority (58.5 percent) of full-time employee turnover.
6

The Department of Criminal Justice has a part-time correctional officer program that allows for a flexible work schedule. In
fiscal year 2021, the agency employed 958.75 part-time correctional officers. The Correctional Officer job classification series
does not include employees from the Senior Correctional Officer job classification series.

7

There were 361 classified regular part-time employees under the age of 30 who left state employment in fiscal year 2021. Of
those part-time employees, 282 (or 78.1 percent) were correctional officers.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 8

21.5%

a

The three lowest salary groupings had the highest turnover rates. See Figure
3 for a full listing of salary groupings and turnover rates.


Full-time classified employees who left state employment and had annual
salaries of less than $20,000 had the highest turnover rate among salary
groups. That group consisted of only 255 employees, all of whom were
classified in jobs within the Custodial occupational category.



There were 6,570 full-time classified employees who left state
employment and had annual salaries between $20,000 and $29,999. The
majority of these employees were classified in jobs within the Social
Services occupational category.



There were 11,242 full-time classified employees who left state
employment and had annual salaries between $30,000 and $39,999. The
majority of these employees were classified in jobs within the Criminal
Justice occupational category.

Figure 3

Turnover Rates Among State Employees By Salary a
Fiscal Year 2021
70.0%
60.0%

58.5%

50.0%
39.6%

40.0%

32.5%

30.0%
17.4%

20.0%

12.7%

10.1%

9.8%

$60,000 $69,999

>$70,000

10.0%
0.0%
$19,999 or
less
a

$20,000 $29,999

$30,000 $39,999

$40,000 $49,999

$50,000 $59,999

Includes only classified regular full-time employees.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 9

Turnover by Salary Schedule

Classified Salary Schedules and
Their Average Annual Salaries1

Employees in Salary Schedule A accounted for 62.9 percent of total
separations and produced a turnover rate (32.8 percent) that was
more than twice the rate for employees in Salary Schedule B and
more than six times higher than that of Salary Schedule C employees.
(See the text box for descriptions of those salary schedules and the
average annual salaries for each one). Changes in turnover from fiscal
year 2020 to fiscal year 2021 varied by salary schedule:

Salary Schedule A – Administrative
support, maintenance, technical, and
paraprofessional positions (for
example, Administrative Assistants,
Electricians, and Licensed Vocational
Nurses).

 Average annual salary for Schedule
A - $36,201

Salary Schedule B – Mainly
professional and managerial positions
(for example, Accountants,
Physicians, and Attorneys).



Salary Schedule A’s turnover rate (32.8 percent) increased from
the fiscal year 2020 turnover rate of 28.2 percent.



Salary Schedule B’s turnover rate (14.1 percent) increased from
the fiscal year 2020 turnover rate of 11.9 percent.



The turnover rate (5.3 percent) for Salary Schedule C increased
from the fiscal year 2020 turnover rate of 4.7 percent.

 Average annual salary for Schedule
B - $59,748

Salary Schedule C – Commissioned law
enforcement officers (for example,
Game Wardens and Troopers).
The average annual salaries by salary
schedule were:

 Average annual salary for Schedule
C - $72,572.
1

The average annual salary for a
classified regular full-time employee
in fiscal year 2021 was $50,590.

Table 7 lists the turnover rates for the State’s three classified salary
schedules.

Table 7

Turnover by Salary Schedule for Fiscal Year 2021

Salary
Schedule

b

Separations

Percent of
Total
Separations

Turnover
Rate

A

60,734.50

41.3%

19,909

62.9%

32.8%

B

81,161.00

55.2%

11,479

36.3%

14.1%

C

5,249.00

3.6%

277

0.9%

5.3%

Statewide Totals
a

Average
Headcount

Percent of
Total
Average
Headcount

147,144.50

100.0%

a

31,665

Percentage does not sum exactly due to rounding.
The statewide total turnover rate is not the sum of the percentages.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 10

100.0%

a

21.5%

b

Chapter 2-F

Turnover Was Highest in Article V (Public Safety and Criminal
Justice) and Article II (Health and Human Services) of the General
Appropriations Act
Figure 4
Agencies within the General
Appropriations Act Article V
Article IV
Article V
14.5%
27.1%
(Public Safety and Criminal
Article III
Article VI
Justice) experienced the
12.9%
10.9%
highest turnover rate among
General Appropriations Act
Article II
Article VII
24.2%
12.3%
articles in fiscal year 2021,
followed by agencies within
State
Article VIII
Article II (Health and Human
Article I 11.1%
& SDSI
Average
11.1%
Services). Agencies within
21.5%
those two articles employed
70.5 percent of the State’s
classified workforce (see Table 8 on the next page). Figure 4 presents the
turnover rates by article.

Public Safety and Criminal Justice (Article V) had the highest turnover rate (27.1
percent) among General Appropriations Act articles. Article V agencies

accounted
for 34.0 percent of the State’s classified workforce and 42.9 percent of the
State’s total separations. The Article V turnover rate can partly be attributed
to the high turnover rates among the Juvenile Correctional Officer (71.0
percent) and the Correctional Officer (40.3 percent) job classification series,
which are used primarily by the Juvenile Justice Department and the
Department of Criminal Justice, respectively.
Health and Human Services (Article II) had the second-highest turnover rate (24.2
percent) among General Appropriations Act articles. Article II agencies

accounted
for 36.5 percent of the State’s classified workforce and 41.0 percent of the
State’s total separations. Several job classification series with turnover rates
higher than the statewide turnover rate of 21.5 percent were used primarily
by Health and Human Services agencies and impacted the turnover rate for
Article II. Examples include the Direct Support Professional (53.7 percent),
Psychiatric Nursing Assistant (49.1 percent), Child Protective Services
Specialist (29.7 percent), Licensed Vocational Nurse (27.5 percent),
Rehabilitation Therapy Technician (27.3 percent), and Nurse (23.6 percent)
job classification series. (See Chapter 2-H and Appendix 4 for additional
information on turnover rates for job classification series.)

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Table 8

Turnover by General Appropriations Act Article
Fiscal Year 2021

Article
I – General
Government
II – Health and
Human Services
III – Education
IV – Judiciary
V – Public Safety
and Criminal Justice
VI – Natural
Resources
VII – Business and
Economic
Development
VIII – Regulatory

a

Statewide Totals
a
b

Average Headcount

Percent of
Total Average
Headcount

Percent of
Total
Separations

Separations

9,484.00

6.4%

1,049

3.3%

11.1%

53,740.25

36.5%

12,991

41.0%

24.2%

2,474.75

1.7%

320

1.0%

12.9%

683.00

0.5%

99

0.3%

14.5%

50,034.50

34.0%

13,580

42.9%

27.1%

8,524.25

5.8%

930

2.9%

10.9%

18,626.00

12.7%

2,300

7.3%

12.3%

3,577.75

2.4%

396

1.3%

11.1%

147,144.50

100.0%

31,665

100.0%

Turnover
Rate

Includes the self-directed, semi-independent-agencies.
The statewide total turnover rate is not the sum of the percentages.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

Chapter 2-G

Three Occupational Categories Had Turnover Rates Higher Than
the Statewide Turnover Rate
Three of the 27 occupational
categories in the State’s Position
Classification Plan had turnover rates
higher than the statewide turnover
rate of 21.5 percent in fiscal year
2021.8 Those occupational categories
were Criminal Justice (37.0 percent),
Social Services (28.8 percent), and
Custodial (28.5 percent), as Figure 5
illustrates. Combined, those three
occupational categories accounted for

8

Figure 5

Criminal Justice 37.0%
Social Services 28.8%
Custodial 28.5%

An occupational category is a broad series of job families characterized by the nature of work performed. For fiscal year 2021,
the State’s Position Classification Plan covered 27 occupational categories (for example, Social Services, Medical and Health,
and Criminal Justice).

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
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Page 12

21.5%

b

43.6 percent of the State’s classified workforce and 65.9 percent of the
State’s total separations.
Criminal Justice

The Criminal Justice occupational category had the highest turnover rate
(37.0 percent) of all occupational categories in fiscal year 2021. This was an
increase from fiscal year 2020, when the turnover rate was 30.9 percent.
The Criminal Justice occupational category’s high turnover rate in fiscal year
2021 can be partially attributed to the high turnover rates within the
following job classification series:


Juvenile Correctional Officer. The fiscal year



Correctional Officer.9 The

2021 turnover rate was 71.0
percent, an increase from 59.4 percent in fiscal year 2020.
fiscal year 2021 turnover rate was 40.3 percent,
an increase from 33.6 percent in fiscal year 2020.

Those two job classification series accounted for 80.5 percent of employees
and 90.3 percent of total separations within the Criminal Justice occupational
category.
Social Services

The Social Services occupational category’s turnover rate in fiscal year 2021
was 28.8 percent. This was an increase from fiscal year 2020, when the
turnover rate was 24.4 percent.
The Social Services occupational category’s high turnover rate in fiscal year
2021 can be partially attributed to the high turnover rates within the
following job classification series:


Direct Support Professional.



Psychiatric Nursing Assistant.

The fiscal year 2021 turnover rate was 53.7
percent, an increase from 47.4 percent in fiscal year 2020.
The fiscal year 2021 turnover rate was 49.1
percent, an increase from 39.8 percent in fiscal year 2020.

Those two job classification series combined accounted for 26.6 percent of
employees and 48.2 percent of total separations within the Social Services
occupational category.

9

This job classification series does not include employees and separations from the Senior Correctional Officer job classification
series (Sergeant, Lieutenant, Captain, and Major).

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Custodial

The Custodial occupational category’s turnover rate in fiscal year 2021 was
28.5 percent. This was a slight increase from fiscal year 2020, when the
turnover rate was 28.1 percent.
The Custodial occupational category’s high turnover rate in fiscal year 2021
can be partially attributed to the high turnover rates within the following job
classification series:


Food Service Worker. The fiscal



Custodian. The fiscal year

year 2021 turnover rate was 52.6 percent, a
slight increase from 52.1 percent in fiscal year 2020.
2021 turnover rate was 30.1 percent, a slight
decrease from 30.3 percent in fiscal year 2020.

Those two job classification series accounted for 39.8 percent of employees
and 55.1 percent of total separations within the Custodial occupational
category.
Table 9 on the next page lists turnover rates by occupational category.

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Table 9

Turnover by Occupational Category
Fiscal Year 2021
Average
Headcount

Occupational Category
Accounting, Auditing, and Finance

Percent of Total
Average
Headcount

5,647.25

Percent of
Total
Separations

Separations

3.8%

626

Turnover
Rate

2.0%

11.1%

Administrative Support

14,636.75

9.9%

2,432

7.7%

16.6%

Criminal Justice

29,111.25

19.8%

10,776

34.0%

37.0%

Custodial

3,498.75

2.4%

997

3.1%

28.5%

Education

345.75

0.2%

67

0.2%

19.4%

Employment

495.50

0.3%

73

0.2%

14.7%

Engineering and Design

5,190.50

3.5%

524

1.7%

10.1%

Human Resources

1,537.25

1.0%

187

0.6%

12.2%

Information and Communication

1,217.00

0.8%

116

0.4%

9.5%

Information Technology

4,529.00

3.1%

418

1.3%

9.2%

Inspectors and Investigators

3,406.50

2.3%

414

1.3%

12.2%

Insurance

1,028.00

0.7%

163

0.5%

15.9%

296.00

0.2%

30

0.1%

10.1%

Law Enforcement

5,249.00

3.6%

277

0.9%

5.3%

Legal

3,517.75

2.4%

454

1.4%

12.9%

Land Surveying, Appraising, and Utilities

Library and Records

236.00

0.2%

26

0.1%

11.0%

Maintenance

6,409.50

4.4%

1,198

3.8%

18.7%

Medical and Health

5,695.25

3.9%

1,208

3.8%

21.2%

18.75

0.0%

1

0.0%

5.3%

2,381.75

1.6%

230

0.7%

9.7%

149.75

0.1%

22

0.1%

14.7%

Military
Natural Resources
Office Services
Planning, Research, and Statistics

808.00

0.5%

99

0.3%

12.3%

15,368.75

10.4%

1,562

4.9%

10.2%

Property Management and Procurement

2,982.00

2.0%

387

1.2%

13.0%

Public Safety

1,539.75

1.0%

253

0.8%

16.4%

293.75

0.2%

45

0.1%

15.3%

31,555.00

21.4%

9,080

28.7%

28.8%

Program Management

Safety
Social Services
Statewide Totals
a
b

147,144.50

100.0%

a

Percentages do not sum to 100.0 due to rounding.
The statewide total turnover rate is not the sum of the percentages.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 15

31,665

100.0%

a

21.5%

b

Chapter 2-H

Twenty-three Job Classification Series Had Turnover Rates Higher
than the Statewide Turnover Rate
Jobs in High Demand
The Texas Workforce Commission
forecasts that registered nurses;
accountants and auditors; licensed
practical and vocational nurses;
electricians; plumbers; marketing
specialists; management analysts;
and bookkeeping, accounting, and
auditing clerks are among the 25
occupations expected to add the
most jobs from 2018 to 2028.
Therefore, the State may
experience higher-than-average
turnover rates within those
occupations because of
competitive demand.

Overall, 23 job classification series with 100 or more employees
had turnover rates higher than the statewide turnover rate of 21.5
percent during fiscal year 2021. For example, the Juvenile
Correctional Officer job classification series had the highest
turnover rate (71.0 percent) among all job classification series with
100 or more employees in fiscal year 2021. In addition, the fiscal
year 2021 turnover rate of 71.0 percent for that series increased
from the 59.4 percent turnover rate in fiscal year 2020.
Table 10 lists the job classification series (excluding job
classification series with fewer than 100 employees) with turnover
rates that exceeded the statewide rate of 21.5 percent.

Table 10

Job Classification Series with Turnover Rates of 21.5 Percent or More During Fiscal Year 2021
(Excludes job classification series with fewer than 100 employees)

Job Classification Series
Juvenile Correctional Officer

a

Direct Support Professional
Food Service Worker
Psychiatric Nursing Assistant
Correctional Officer
Vehicle Driver
Custodian

Average
Headcount

Percent of Total
Average
Headcount

Separations

Percent of Total
Separations

Turnover
Rate

936.50

0.6%

665

2.1%

71.0%

5,645.75

3.8%

3,031

9.6%

53.7%

578.00

0.4%

304

1.0%

52.6%

2,737.00

1.9%

1,343

4.2%

49.1%

22,502.00

15.3%

9,071

28.6%

40.3%

223.00

0.2%

82

0.3%

36.8%

813.75

0.6%

245

0.8%

30.1%

6,810.75

4.6%

2,021

6.4%

29.7%

Licensed Vocational Nurse

999.25

0.7%

275

0.9%

27.5%

Rehabilitation Therapy Technician

946.00

0.6%

258

0.8%

27.3%

Cook

308.00

0.2%

84

0.3%

27.3%

Social Worker

269.75

0.2%

72

0.2%

26.7%

Security Officer

660.00

0.4%

176

0.6%

26.7%

Case Manager

469.25

0.3%

124

0.4%

26.4%

Ferryboat Deckhand

124.00

0.1%

32

0.1%

25.8%

Health Specialist

275.25

0.2%

71

0.2%

25.8%

Substance Abuse Counselor

108.50

0.1%

27

0.1%

24.9%

Adult Protective Services Specialist

575.75

0.4%

140

0.4%

24.3%

Clerk

3,257.75

2.2%

772

2.4%

23.7%

Nurse

2,147.50

1.5%

506

1.6%

23.6%

Child Protective Services Specialist

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Job Classification Series with Turnover Rates of 21.5 Percent or More During Fiscal Year 2021
(Excludes job classification series with fewer than 100 employees)
Average
Headcount

Job Classification Series

Percent of Total
Average
Headcount

Separations

Percent of Total
Separations

Turnover
Rate

Health Assistant

109.75

0.1%

25

0.1%

22.8%

Food Service Manager

868.25

0.6%

197

0.6%

22.7%

Human Services Technician

908.25

0.6%

199

0.6%

21.9%

a

The 86th Legislature appropriated funds for salary increases in fiscal year 2020 and fiscal year 2021 for certain Juvenile Correctional
Officers at the Juvenile Justice Department.
Source: The State Auditor’s Office’s Electronic Classification Analysis System.
Chapter 2-I

More Than Half of the Employees Who Left State Employment Had
Fewer Than Five Years of State Service
Employees with fewer than five years of state service accounted for 64.9
percent of total separations (20,555 separations). Nearly half (47.3 percent)
of those employees who left state employment were in the following two job
classification series, as Figure 6 indicates:


Correctional Officer.



Direct Support Professional.

These employees are responsible for the care and
custody of offenders in prisons.
These employees provide supportive services to
individuals with developmental disabilities.

Figure 6

Average Pay with Less than 5 Years of State Service for Fiscal Years 2020 and 2021

$38,786

FY21

$38,827

FY20

Correctional Officer

$26,751
Direct Support Professional

$26,522

FY21
FY20

See Appendix 4 for additional information on turnover rates by job
classification series. Table 11 on the next page lists turnover rates by length
of state service.

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Table 11

Turnover by Length of State Service
Fiscal Year 2021
Percentage of
Total Average
Headcount

Length of State
Service

Average Headcount

Fewer than 2 Years

29,800.75

20.3%

14,423

45.5%

48.4%

2 to 4.99 Years

28,256.75

19.2%

6,132

19.4%

21.7%

5 to 9.99 Years

31,180.00

21.2%

3,695

11.7%

11.9%

10 to 14.99 Years

20,889.25

14.2%

2,084

6.6%

10.0%

15 to 19.99 Years

13,634.75

9.3%

1,313

4.1%

9.6%

20 to 24.99 Years

11,200.25

7.6%

1,455

4.6%

13.0%

25 to 29.99 Years

6,983.25

4.7%

1,431

4.5%

20.5%

30 to 34.99 Years

2,937.75

2.0%

694

2.2%

23.6%

35 Years or More

2,261.75

1.5%

438

1.4%

19.4%

147,144.50

100.0%

31,665

100.0%

Statewide Totals
a

Separations

The statewide total turnover rate is not the sum of the percentages.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 18

Percentage of
Total Separations

Turnover
Rate

21.5%

a

Chapter 2-J

Region
A total of 8 regions and 76 counties had turnover rates that exceeded the
statewide turnover rate of 21.5 percent. The Southeast region experienced
the highest turnover rate (35.9 percent) among all regions of the state in
fiscal year 2021. Within the Southeast region, the Correctional Officer job
classification series had a headcount of 2,263.25 and a turnover rate of 56.3
percent. The Direct Support Professional job classification series had the
second largest headcount in that region, with 542.75, and a turnover rate of
58.0 percent in fiscal year 2021.
The Capital region, which had the largest percentage of state employees
(27.5 percent), had the lowest turnover rate, at 12.6 percent. (See Appendix
5 for turnover rates for all Texas regions and for each county within a region.)
Figure 7 maps the turnover rates by region.
Figure 7

Employee Turnover Rate by County and Region
Northwest

High Plains

29.4%

26.9%

Metroplex
21.1%

West Texas
Upper Rio
Grande

31.3%

------t

18.3%

Southeast
35.9%

29.7%

22.1%
12.6%

Alamo
23.4%
20.0%

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Table 12 lists turnover rates by region.
Table 12

Turnover by Region for Fiscal Year 2021
Region

Average
Headcount

Percent of Total
Average Headcount

Separations

Percent of Total
Separations

Turnover Rate

Alamo

10,253.25

7.0%

2,402

7.6%

23.4%

Capital

40,423.50

27.5%

5,078

16.0%

12.6%

Central Texas

10,381.75

7.1%

3,086

9.7%

29.7%

Gulf Coast

22,702.25

15.4%

5,023

15.9%

22.1%

High Plains

6,959.50

4.7%

1,870

5.9%

26.9%

Metroplex

14,175.25

9.6%

2,988

9.4%

21.1%

Northwest

8,339.50

5.7%

2,455

7.8%

29.4%

South Texas

11,287.50

7.7%

2,261

7.1%

20.0%

Southeast

6,360.75

4.3%

2,282

7.2%

35.9%

Upper East

8,504.50

5.8%

2,283

7.2%

26.8%

Upper Rio Grande

3,767.50

2.6%

688

2.2%

18.3%

West Texas

3,989.25

2.7%

1,249

3.9%

31.3%

Statewide Totals
a
b

147,144.50

100.0%

a

31,665

Percentages do not sum to 100.0 due to rounding.
The statewide total turnover rate is not the sum of the percentages.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 20

100.0%

a

21.5%

b

Chapter 3

Employee Turnover by State Agency
This chapter covers agencies with turnover
rates that exceeded 17.0 percent and
turnover among agencies with 1,000 or more
employees. The information in this chapter
reflects fiscal year 2021 turnover for
classified regular full- and part-time
employees who are considered a loss to an
agency (excluding higher education
institutions). Therefore, the separations and
turnover rates presented in this chapter
include transfers from one state agency to
another state agency or higher education
institution. (See text box on interagency
transfers on page 24 of this chapter.)

State Auditor’s Reporting
Requirements
Texas Government Code, Section
654.037, requires the State Auditor’s
Office to (1) identify state agencies
that experienced an employee turnover
rate that exceeded 17.0 percent during
the preceding biennium and (2)
conduct a comparative study of salary
rates within those agencies.
For the purpose of this chapter, state
agencies with turnover rates that
exceeded 17.0 percent in fiscal year
2021 are reported, excluding agencies
with fewer than 50 employees.
A study of salaries compared to market
averages will be reported in a future
State Auditor’s Office report.

Chapter 3-A

Agencies with Turnover Rates That Exceeded 17.0 Percent
Excluding agencies that had fewer than 50 employees, 18 state agencies had
turnover rates that exceeded 17.0 percent in fiscal year 2021. Of those
agencies, the following 10 also had turnover rates that exceeded 17.0
percent in fiscal year 2020:


Department of Criminal Justice.



Department of Family and Protective
Services.



Health and Human Services Commission.



Juvenile Justice Department.



Office of the Governor.



Office of Injured Employee Counsel.



Preservation Board.



Public Utility Commission of Texas.



State Office of Administrative Hearings.



Supreme Court of Texas.

Targeted Pay Increases
The Legislative Budget Board (LBB)
published a report in April 2019 on the
effectiveness of targeted pay raises
authorized during the 2010–2011, 2014–
2015, and 2016–2017 biennia. Several
of the agencies listed in this chapter
were authorized to provide targeted
increases during those years.
According to the LBB’s report, positions
targeted for raises typically had higher
voluntary separation rates before the
targeted pay raises than positions not
targeted for pay raises. The report also
noted that voluntary separation rates
for most of the positions with targeted
pay raises decreased during the year
following the pay raise.
Additional information on the Overview
of the Effectiveness of Targeted Pay
Raises (report 4830) is available on the
LBB’s website at
http://www.lbb.texas.gov.

Table 13 on the next page identifies the 18
state agencies with at least 50 employees that had turnover rates exceeding
17.0 percent in fiscal year 2021. Agencies are listed in order of turnover rate,
from highest to lowest. Table 13 also lists selected job classification series
An Annual Report on Classified Employee Turnover for Fiscal Year 2021
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Page 21

that had 20 or more employees within the identified agencies and a turnover
rate that exceeded 17.0 percent in fiscal year 2021.
Table 13

Agencies with Turnover Rates That Exceeded 17.0 Percent in Fiscal Year 2021
(Excludes agencies with fewer than 50 employees)
Average
Headcount

Agency
644 - Juvenile Justice Department

a

1,956.25

Number of
Separations
923

Job Classification Series with at Least 20
Employees and a Turnover Rate That Exceeded
17.0 Percent

Turnover
Rate

47.2% A total of 10 job classification series had turnover rates
exceeding 17.0 percent. Those included:







• Juvenile Correctional Officer (72.4 percent)
• Health Specialist (57.6 percent)
• Case Manager (49.5 percent)
• Cook (40.9 percent)
• Dorm Supervisor (40.5 percent)
See Appendix 6 for a full list of the job classification
series.

201 - Supreme Court of Texas

a

696 - Department of Criminal Justice

a

b

78.00

33

42.3%

Not applicable.

36,355.75

11,925

32.8%

A total of 28 job classification series had turnover rates
exceeding 17.0 percent. Those included:
• Correctional Officer (40.6 percent)
• Clerk (30.2 percent)
• Parole Officer (20.2 percent)
• Senior Correctional Officer (18.8 percent)
• Administrative Assistant (18.8 percent)
See Appendix 6 for a full list of the job classification
series.

554 - Animal Health Commission
301 - Office of the Governor

a

529 - Health and Human Services
a
Commission

180.75

57

31.5%

• Inspector (25.7 percent)

149.25

44

29.5%

• Program Specialist (55.3 percent)
• Director (17.8 percent)

36,992.75

9,963

26.9%

A total of 40 job classification series had turnover rates
exceeding 17.0 percent. Those included:
• Direct Support Professional (54.4 percent)
• Psychiatric Nursing Assistant (49.7 percent)
• Nurse (24.7 percent)
• Clerk (21.7 percent)
• Texas Works Advisor (20.9 percent)
See Appendix 6 for a full list of the job classification
series.

479 - State Office of Risk Management
809 - Preservation Board

a

115.75

31

26.8%

• Claims Examiner (26.3 percent)

206.50

53

25.7%

• Customer Service Representative (34.9 percent)

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Page 22

Agencies with Turnover Rates That Exceeded 17.0 Percent in Fiscal Year 2021
(Excludes agencies with fewer than 50 employees)
Average
Headcount

Agency
530 - Department of Family and
a
Protective Services

13,367.00

Number of
Separations

Turnover
Rate

3,204

24.0%

Job Classification Series with at Least 20
Employees and a Turnover Rate That Exceeded
17.0 Percent
A total of 11 job classification series had turnover rates
exceeding 17.0 percent. Those included:
• Child Protective Services Specialist (30.5 percent)
• Administrative Assistant (29.3 percent)
• Adult Protective Services Specialist (25.4 percent)
• Human Services Technician (24.0 percent)
• Director (23.6 percent)
See Appendix 6 for a full list of the job classification
series.

448 - Office of Injured Employee
a
Counsel

151.00

36

23.8%

• Ombudsman (37.5 percent)

360 - State Office of Administrative
a
Hearings

108.75

25

23.0%

• Administrative Law Judge (23.4 percent)

307 - Secretary of State

179.75

39

21.7%

• Administrative Assistant (20.2 percent)

56.75

12

21.1%

Not applicable.

324.25

64

19.7%

• Teacher Aide (28.8 percent)

• Legal Secretary (17.8 percent)

510 - Texas Behavioral Health
Executive Council
772 - School for the Deaf

c

• Resident Specialist (23.5 percent)
• Program Specialist (19.3 percent)
401 - Texas Military Department

604.00

119

19.7%

• Resident Specialist (40.4 percent)
• Security Officer (38.0 percent)
• Rescue Specialist (21.1 percent)

211 - Court of Criminal Appeals

c

57.00

11

19.3%

Not applicable.

473 - Public Utility Commission of
a
Texas

171.00

32

18.7%

• Attorney (29.4 percent)

300 - Trusteed Programs within the
Office of the Governor

138.25

25

18.1%

• Program Specialist (20.5 percent)

a
b
c

• Grant Coordinator (17.7 percent)

Agency also had a turnover rate that exceeded 17.0 percent in fiscal year 2020.
This agency’s turnover rate includes 24 court law clerks who serve one-year terms, from September to August of each year.
Agency did not have a job classification series that had at least 20 employees and a turnover rate that exceeded 17.0 percent in fiscal year 2021.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

Chapter 3-B

Turnover Among Agencies with 1,000 or More Employees
Among agencies with 1,000 or more employees in fiscal year 2021, the
Juvenile Justice Department had the highest turnover rate, at 47.2 percent,
in fiscal year 2021, which was a 6.0 percent increase over fiscal year 2020
(see Table 14 on page 26 for turnover rates for agencies with more than
1,000 employees).
An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 23

The Department of Criminal Justice had the second
Interagency Transfers
highest turnover rate (32.8 percent) among state
Interagency transfers are
agencies with 1,000 or more employees, followed
excluded from statewide
turnover calculations because
by the Health and Human Services Commission
they are not considered a loss
(26.9 percent), and the Department of Family and
to the State as a whole;
however, they are included in
Protective Services (24.0 percent). Those four
agency turnover calculations
agencies accounted for 60.2 percent of the State’s
because they are a loss to an
agency. (See Appendix 9 for
classified workforce and 78.5 percent of total
more information about
statewide separations, including interagency
interagency transfers for the
past five fiscal years.)
transfers, in fiscal year 2021. (See text box for the
definition of “interagency transfers” and Appendix
3 for total separations and turnover rates for all state agencies.)
The higher than average turnover rates for the Juvenile Justice Department,
the Department of Criminal Justice, the Health and Human Services
Commission, and the Department of Family and Protective Services can be
attributed to the high turnover rates for the following job classification
series:


Juvenile Correctional Officer (71.0 percent), which accounted for 47.9
percent of the classified workforce at the Juvenile Justice Department
and 73.5 percent of that agency’s separations.



Direct Support Professional (53.7 percent), which accounted for 15.2
percent of the classified workforce at the Health and Human Services
Commission and 30.8 percent of that agency’s separations.



Correctional Officer (40.3 percent), which accounted for 61.9 percent of
the classified workforce at the Department of Criminal Justice and 76.7
percent of that agency’s separations.



Child Protective Services Specialist (29.7 percent), which accounted for
50.9 percent of the classified workforce at the Department of Family and
Protective Services and 64.8 percent of that agency’s separations.

Top Reasons Cited for Voluntarily Leaving Employment at Selected Agencies

Following are the top three reasons cited in employee exit surveys for
voluntarily leaving employment at the Juvenile Justice Department, the
Department of Criminal Justice, the Health and Human Services Commission,
and the Department of Family and Protective Services:

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 24

Juvenile Justice Department



Poor working conditions/environment.



Personal or family health.



Retirement.

Department of Criminal Justice



Retirement.



Personal or family health.



Poor working conditions/environment.

Health and Human Services Commission



Retirement.



Poor working conditions/environment.



Better pay/benefits.

Department of Family and Protective Services



Poor working conditions/environment.



Manager/supervisor issues.



Retirement.

Table 14 on the next page lists the turnover rates for state agencies with
1,000 or more employees.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 25

Table 14

Turnover Rates for Agencies with 1,000 or More Employees
Fiscal Year 2021

Average
Headcount

Agency
644 – Juvenile Justice Department

Percent of Total
Average
Headcount a

Separations

b

Percent of Total
Separations c

Turnover
Rate

1,956.25

1.3%

923

2.8%

47.2%

696 – Department of Criminal Justice

36,355.75

24.7%

11,925

36.0%

32.8%

529 - Health and Human Services
Commission

36,992.75

25.1%

9,963

30.0%

26.9%

530 – Department of Family and
Protective Services

13,367.00

9.1%

3,204

9.7%

24.0%

537 – Department of Health Services

3,380.50

2.3%

508

1.5%

15.0%

320 – Texas Workforce Commission

4,590.75

3.1%

640

1.9%

13.9%

701 – Texas Education Agency

1,029.00

0.7%

137

0.4%

13.3%

304 – Office of the Comptroller of Public
Accounts

2,668.25

1.8%

339

1.0%

12.7%

601 – Department of Transportation

12,670.25

8.6%

1,595

4.8%

12.6%

582 – Commission on Environmental
Quality

2,696.00

1.8%

329

1.0%

12.2%

302 – Office of the Attorney General

4,064.50

2.8%

458

1.4%

11.3%

802 - Parks and Wildlife Department

2,996.25

2.0%

333

1.0%

11.1%

1,302.00

0.9%

135

0.4%

10.4%

10,434.75

7.1%

846

2.6%

8.1%

454 – Department of Insurance
405 – Department of Public Safety
a
b
c

Percentages are based on a statewide total average headcount of 147,144.50.
The number of separations include interagency transfers because those separations are considered a loss for the agency.
Percentages are based on a statewide total of 33,170 separations, which includes interagency transfers.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 26

Chapter 4

Exit Survey Results
Based on 3,790 employee exit surveys (not
including employees from higher education
institutions), the top 3 reasons employees
reported for voluntarily leaving employment
at their state agencies during fiscal year
2021 were:


Retirement.



Better pay/benefits.



Poor working conditions/environment.

Exit Surveys
Texas Government Code, Section
651.007, requires state agencies
(excluding higher education
institutions) to provide departing
employees an opportunity to
complete an exit survey. Under Texas
Government Code, Section
651.007(g), the responses to an exit
survey are confidential and not
subject to disclosure.
The exit survey is provided to an
employee who voluntarily leaves
state employment and gives the
employee the option of having the
completed survey sent to the head of
the agency and/or the Office of the
Governor. Each quarter, agencies are
provided reports summarizing
employees’ reasons for leaving.

The exit survey is designed to provide state
agency management with information from
separated employees about why they left
employment at their agencies. These
insights on voluntary turnover can help agencies improve their retention
strategies. (See text box for more information about exit surveys.)

Table 15 on the next page summarizes the primary reasons that employees
reported for leaving employment at their state agencies in fiscal years 2020
and 2021. (See Appendix 7 for additional information about exit survey
results.)

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 27

Table 15

Reasons Employees Reported in Exit Survey for Leaving Employment at Their State Agencies
Fiscal Years 2020 and 2021
Fiscal Year 2020

Reason for Leaving

Fiscal Year 2021

Percentage of
Exit Survey
Responses

Number of
Respondents

Percentage of
Exit Survey
Responses

Number of
Respondents

Retirement

892

25.4%

918

24.2%

Better pay/benefits

700

19.9%

730

19.3%

Poor working conditions/environment
(for example, safety, work-related
stress, and/or workload issues)

450

12.8%

591

15.6%

Personal or family health

346

9.8%

363

9.6%

Issues with my supervisor/issues with
the employees I supervise

275

7.8%

301

7.9%

No or little career advancement
opportunities

193

5.5%

193

5.1%

Relocation (self, spouse, companion)

173

4.9%

176

4.6%

Enter/return to school

136

3.9%

152

4.0%

Child care/elder care issues

90

2.6%

108

2.8%

Inadequate training

69

2.0%

61

1.6%

Self-employment

51

1.5%

56

1.5%

Location/transportation issues

67

1.9%

53

1.4%

Inadequate work resources

25

0.7%

51

1.3%

Relationship with co-workers

50

1.4%

37

1.0%

Statewide Totals
a

3,517

100.0%

a

3,790

100.0%

Percentages do not sum to 100.0 due to rounding.

Sources: State Auditor’s Office’s State of Texas Employment Exit Survey and An Annual Report on Classified Employee
Turnover for Fiscal Year 2020 (State Auditor’s Office Report No. 21-703, December 2020).

Increasing Survey Participation

While statute requires state agencies (excluding higher education
institutions) to provide an opportunity for employees to complete an exit
survey when they leave employment, many departing employees choose not
to participate in the exit survey. For fiscal year 2021, 26,256 employees were
eligible to complete the exit survey, but only 3,790 employees did so. The
following steps could help to increase participation in the exit survey:


Communicating the importance of the exit survey and how the
information is used to make decisions about pay, work environment, and
other factors that may have influenced an employee’s decision to leave.
Employees need to believe their input is valued.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 28

a



Incorporating the exit survey into the agency’s overall exit procedures.
This would help ensure that the survey is addressed before an employee
leaves the agency.



Providing the employees easy access to the survey. Ideally, employees
should have access to a computer in the agency’s human resources
department or at their desks, and they should have an opportunity to
complete the survey before their last day of work. If employees do not
have computer access, agencies should address this need.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 29

Appendices
Appendix 1

Objectives, Scope, and Methodology
Objectives
The objectives of this project were to:


Analyze and provide employee turnover data for classified regular fulland part-time employees in Texas state agencies during fiscal year 2021.



Summarize exit survey interview data, which includes the reasons that
employees left state employment.



Report on state agencies that had at least 50 employees and turnover
rates that exceeded 17.0 percent.

Scope
The scope of this report included classified regular full- and part-time
employees in state agencies during fiscal year 2021. Classified employees are
employees who are subject to the State’s Position Classification Plan. This
report does not include data from higher education institutions.
This report includes the results from one survey:
Online exit surveys. State agencies

are required to provide employees who
voluntarily separate from state employment an opportunity to complete an
online exit survey, which allows the employees to give feedback about their
reasons for leaving state employment. In fiscal year 2021, 3,790 employees
completed the survey.
Methodology
The statewide turnover rate is the percentage of classified regular full- and
part-time state employees, excluding employees at higher education
institutions, who voluntarily or involuntarily separate from state
employment. The turnover rates for this report were calculated using
headcounts of full- and part-time employees. A headcount may differ from a
state entity’s total number of full-time equivalent (FTE) employees. FTEs are
based on total hours worked/paid and are any combination of employees
whose hours total 40 per week. A headcount of 2 employees who each work
20 hours a week would equal 1 FTE.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 30

Interagency transfers are excluded from the calculation of the statewide
turnover rate, because employees who transfer to other state agencies or
higher education institutions are not considered a loss to the State as a
whole. However, interagency transfers are included in determining turnover
rates by agency, because those transfers are considered losses for an agency.
The analysis for fiscal year 2021 turnover rates was prepared from data
contained in the Electronic Classification Analysis System (E-CLASS), which
consists of quarterly and fiscal year-end summary information received from
the Office of the Comptroller of Public Accounts’ Uniform Statewide
Payroll/Personnel System, Human Resource Information System, and
Standardized Payroll/Personnel Reporting System, as of November 12, 2021.
The data in those systems was self-reported by state agencies. The data has
not been independently verified by the State Auditor’s Office.
The turnover rates for fiscal years 2017 through 2020 are the same turnover
rates reported in An Annual Report on Classified Employee Turnover for Fiscal
Year 2020 (State Auditor’s Office Report No. 21-703, December 2020).
However, because agencies can continue to update data in the Office of the
Comptroller of Public Accounts’ systems, previously reported turnover data
may have changed in those systems.
The following formula was used to determine the statewide turnover rate:

(

10

Number of separations during the fiscal year
Average number of classified employees during the fiscal year10

)

x 100

The average number of classified employees was calculated by totaling the number of classified employees (defined as
employees who worked at any time during a quarter) for each quarter of fiscal year 2021 and dividing that total by four.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 31

Project Information
Fieldwork was conducted from October 2021 through January 2022. The
information in this report was not subjected to all the tests and
confirmations that would be performed in an audit. However, the
information in this report was subject to certain quality control procedures
to ensure accuracy.
The following members of the State Auditor’s Office staff completed this
project:


Judy Millar, CCP (Project Manager)



Lara Foronda Tai, PHR, SHRM-CP (Assistant Project Manager)



Michelle Ann Duncan Feller, CPA, CIA (Quality Control Reviewer)



Courtney Ambres-Wade, CFE, CGAP (Audit Manager)

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 32

Appendix 2

Types of State Employee Separations During Fiscal Years 2017–2021
Table 16 provides a summary of the types of state employee separations for
fiscal years 2017 through 2021, including interagency transfers.
Table 16

Types of State Employee Separations

Reason for Separation

Separations

Percent of Total Separations

Separations

Percent of Total Separations

Separations

Percent of Total Separations

Fiscal Year
2021

Percent of Total Separations

Fiscal Year
2020

Separations

Fiscal Year
2019

Percent of Total Separations

Fiscal Year
2018

Separations

Fiscal Year
2017

Voluntary Separation from Agency

16,857

33.1%

16,905

54.8%

18,694

56.6%

16,621

55.9%

20,425

61.6%

Transfer to Another Agency

22,766

44.7%

2,190

7.1%

2,459

7.4%

1,860

6.3%

1,505

4.5%

4,531

8.9%

4,657

15.1%

4,523

13.7%

3,938

13.2%

4,326

13.0%

44,154

86.6%

23,752

76.9%

25,676

77.7%

22,419

75.4%

26,256

79.2%

Dismissal for Cause

3,686

7.2%

3,893

12.6%

4,082

12.4%

3,833

12.9%

3,761

11.3%

Resignation in Lieu of Involuntary
Separation

2,565

5.0%

2,611

8.5%

2,703

8.2%

2,634

8.9%

2,535

7.6%

55

0.1%

42

0.1%

51

0.2%

289

1.0%

48

0.1%

Death

217

0.4%

238

0.8%

198

0.6%

250

0.8%

321

1.0%

Termination at Will

307

0.6%

338

1.1%

314

1.0%

317

1.1%

249

0.8%

6,830

13.4%

7,122

23.1%

7,348

22.3%

7,323

24.6%

6,914

20.8%

50,984

100.0%

30,874

100.0%

33,024

100.0%

29,742

100.0%

33,170

100.0%

Retirement
Statewide Voluntary Separations

Reduction in Force

Statewide Involuntary
a
Separations
Total Separations
a

a

Percentages may not sum exactly due to rounding.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 33

Appendix 3

Employee Turnover by State Agency, Including Interagency Transfers
Table 17 provides information on classified regular full- and part-time
employee turnover by state agency, excluding higher education institutions,
in fiscal year 2021. These totals include interagency transfers, because they
are considered losses for an agency.
Table 17

Employee Turnover by State Agency, Including Interagency Transfers

Total Agency
Turnover
Rate

Total
Separations

57.00

11

19.3%

5.8%

191.00

23

12.0%

0

0.0%

3.00

0

0.0%

14.3%

0

0.0%

21.00

3

14.3%

1

3.4%

0

0.0%

29.25

1

3.4%

0.0%

4

13.4%

0

0.0%

29.75

4

13.4%

0

0.0%

3

11.3%

1

3.8%

26.50

4

15.1%

224 - Fourth Court of Appeals
District, San Antonio

0

0.0%

4

15.2%

1

3.8%

26.25

5

19.0%

225 - Fifth Court of Appeals District,
Dallas

0

0.0%

5

10.8%

1

2.2%

46.25

6

13.0%

226 - Sixth Court of Appeals District,
Texarkana

0

0.0%

0

0.0%

0

0.0%

12.00

0

0.0%

227 - Seventh Court of Appeals
District, Amarillo

0

0.0%

0

0.0%

1

7.4%

13.50

1

7.4%

228 - Eighth Court of Appeals
District, El Paso

0

0.0%

3

18.5%

0

0.0%

16.25

3

18.5%

229 - Ninth Court of Appeals District,
Beaumont

0

0.0%

1

6.3%

2

12.5%

16.00

3

18.8%

230 - Tenth Court of Appeals
District, Waco

0

0.0%

0

0.0%

0

0.0%

12.00

0

0.0%

231 - Eleventh Court of Appeals
District, Eastland

0

0.0%

4

25.8%

2

12.9%

15.50

6

38.7%

232 - Twelfth Court of Appeals
District, Tyler

0

0.0%

0

0.0%

1

8.5%

11.75

1

8.5%

0.0%

31

39.7%

211 - Court of Criminal Appeals

1

212 - Texas Judicial Council Office of
Court Administration

0

1.8%

9

0.0%

12

213 - Office of the State Prosecuting
Attorney

0

0.0%

215 - Office of Capital and Forensic
Writs

0

221 - First Court of Appeals District,
Houston

Retirement
Turnover
Rate

Average
Annual
Headcount

Retirements

1.8%

0

Voluntary
Turnover
Rate

42.3%

201 - Supreme Court of Texas

Voluntary
Separations

33

Involuntary
Turnover
Rate

78.00

Agency

Involuntary
Separations

Fiscal Year 2021 a

2

2.6%

15.8%

1

6.3%

11

0

0.0%

0.0%

3

0

0.0%

222 - Second Court of Appeals
District, Fort Worth

0

223 - Third Court of Appeals District,
Austin

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 34

Employee Turnover by State Agency, Including Interagency Transfers

Total Agency
Turnover
Rate

Total
Separations

2

8.5%

0

0.0%

23.50

3

12.8%

234 - Fourteenth Court of Appeals
District, Houston

1

3.2%

2

6.3%

1

3.2%

31.50

4

12.7%

242 - State Commission on Judicial
Conduct

0

0.0%

0

0.0%

1

8.3%

12.00

1

8.3%

243 – State Law Library

0

0.0%

1

9.1%

0

0.0%

11.00

1

9.1%

300 - Trusteed Programs within the
Office of the Governor

1

0.7%

19

13.7%

5

3.6%

138.25

25

18.1%

301 - Office of the Governor

2

1.3%

35

23.5%

7

4.7%

149.25

44

29.5%

302 - Office of the Attorney General

46

1.1%

292

7.2%

120

3.0%

4,064.50

458

11.3%

303 – Texas Facilities Commission

5

1.4%

23

6.3%

7

1.9%

366.25

35

9.6%

304 - Comptroller of Public Accounts

46

1.7%

202

7.6%

91

3.4%

2,668.25

339

12.7%

305 - General Land Office

13

1.8%

36

4.9%

33

4.5%

733.00

82

11.2%

306 - Library and Archives
Commission

2

1.2%

13

8.0%

5

3.1%

163.00

20

12.3%

307 - Secretary of State

5

2.8%

31

17.2%

3

1.7%

179.75

39

21.7%

312 – State Securities Board

2

2.5%

9

11.2%

2

2.5%

80.25

13

16.2%

313 - Department of Information
Resources

4

2.0%

12

6.1%

4

2.0%

198.25

20

10.1%

320 – Texas Workforce Commission

61

1.3%

392

8.5%

187

4.1%

4,590.75

640

13.9%

323 - Teacher Retirement System

23

2.7%

80

9.5%

18

2.1%

843.75

121

14.3%

326 - Texas Emergency Services
Retirement System

1

13.8%

0

0.0%

0

0.0%

7.25

1

13.8%

327 - Employees Retirement System

3

0.8%

26

6.8%

12

3.1%

383.25

41

10.7%

329 - Real Estate Commission

6

4.2%

14

9.9%

4

2.8%

141.25

24

17.0%

332 - Department of Housing and
Community Affairs

2

0.6%

16

5.1%

12

3.8%

314.75

30

9.5%

338 - Pension Review Board

0

0.0%

3

29.3%

0

0.0%

10.25

3

29.3%

347 – Public Finance Authority

0

0.0%

0

0.0%

1

7.7%

13.00

1

7.7%

352 - Bond Review Board

0

0.0%

2

22.2%

0

0.0%

9.00

2

22.2%

356 – Texas Ethics Commission

0

0.0%

2

7.5%

2

7.5%

26.50

4

15.1%

359 - Office of Public Insurance
Counsel

0

0.0%

1

11.1%

1

11.1%

9.00

2

22.2%

360 - State Office of Administrative
Hearings

4

3.7%

13

12.0%

8

7.4%

108.75

25

23.0%

362 – Texas Lottery Commission

3

1.0%

16

5.5%

16

5.5%

289.75

35

12.1%

364 - Health Professions Council

0

0.0%

0

0.0%

0

0.0%

7.00

0

0.0%

401 - Texas Military Department

8

1.3%

95

15.7%

16

2.6%

604.00

119

19.7%

Retirement
Turnover
Rate

Average
Annual
Headcount

Retirements

4.3%

Voluntary
Turnover
Rate

Voluntary
Separations

1

Involuntary
Turnover
Rate

233 - Thirteenth Court of Appeals
District, Corpus Christi - Edinburg

Agency

Involuntary
Separations

Fiscal Year 2021 a

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 35

Employee Turnover by State Agency, Including Interagency Transfers

Total Agency
Turnover
Rate

Total
Separations

43

10.1%

10

2.3%

426.50

56

13.1%

405 - Department of Public Safety

61

0.6%

550

5.3%

235

2.3%

10,434.75

846

8.1%

407 - Texas Commission on Law
Enforcement

0

0.0%

2

4.2%

0

0.0%

48.00

2

4.2%

409 - Commission on Jail Standards

1

4.5%

4

18.2%

1

4.5%

22.00

6

27.3%

411 - Commission on Fire Protection

0

0.0%

4

14.7%

0

0.0%

27.25

4

14.7%

448 - Office of Injured Employee
Counsel

2

1.3%

28

18.5%

6

4.0%

151.00

36

23.8%

450 - Department of Savings and
Mortgage Lending

1

1.7%

3

5.2%

3

5.2%

58.25

7

12.0%

451 - Department of Banking

2

1.1%

15

8.3%

7

3.9%

181.50

24

13.2%

452 - Department of Licensing and
Regulation

10

1.9%

35

6.8%

19

3.7%

516.00

64

12.4%

454 - Department of Insurance

28

2.2%

58

4.5%

49

3.8%

1,302.00

135

10.4%

455 - Railroad Commission

15

1.8%

65

7.6%

21

2.5%

851.25

101

11.9%

456 - State Board of Plumbing
Examiners

0

0.0%

4

12.8%

1

3.2%

31.25

5

16.0%

457 - Board of Public Accountancy

1

2.8%

3

8.5%

1

2.8%

35.50

5

14.1%

458 - Alcoholic Beverage Commission

13

2.2%

41

7.0%

20

3.4%

586.50

74

12.6%

459 - Board of Public Architectural
Examiners

0

0.0%

0

0.0%

1

5.3%

18.75

1

5.3%

460 - Board of Public Professional
Engineers and Land Surveyors

0

0.0%

0

0.0%

0

0.0%

31.25

0

0.0%

466 - Office of Consumer Credit
Commissioner

0

0.0%

11

15.0%

0

0.0%

73.25

11

15.0%

469 - Credit Union Department

0

0.0%

3

10.9%

2

7.3%

27.50

5

18.2%

473 – Public Utility Commission of
Texas

2

1.2%

24

14.0%

6

3.5%

171.00

32

18.7%

475 - Office of Public Utility Counsel

0

0.0%

2

17.4%

0

0.0%

11.50

2

17.4%

476 - Racing Commission

0

0.0%

2

5.4%

0

0.0%

36.75

2

5.4%

477 - Commission on State
Emergency Communications

0

0.0%

1

5.3%

3

15.8%

19.00

4

21.1%

479 - State Office of Risk
Management

6

5.2%

20

17.3%

5

4.3%

115.75

31

26.8%

481 - Board of Professional
Geoscientists

0

0.0%

0

0.0%

0

0.0%

4.00

0

0.0%

503 – Texas Medical Board

1

0.5%

14

7.1%

5

2.5%

197.25

20

10.1%

504 - Texas State Board of Dental
Examiners

1

2.0%

6

11.9%

0

0.0%

50.25

7

13.9%

507 - Texas Board of Nursing

1

0.9%

11

9.6%

0

0.0%

114.25

12

10.5%

Retirement
Turnover
Rate

Average
Annual
Headcount

Retirements

0.7%

Voluntary
Turnover
Rate

Voluntary
Separations

3

Involuntary
Turnover
Rate

403 - Veterans Commission

Agency

Involuntary
Separations

Fiscal Year 2021 a

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 36

Employee Turnover by State Agency, Including Interagency Transfers

Total Agency
Turnover
Rate

Total
Separations

11.4%

0

0.0%

8.75

3

34.3%

510 – Texas Behavioral Health
Executive Council

3

5.3%

9

15.9%

0

0.0%

56.75

12

21.1%

513 - Funeral Service Commission

1

11.8%

3

35.3%

1

11.8%

8.50

5

58.8%

514 - Optometry Board

0

0.0%

1

14.8%

0

0.0%

6.75

1

14.8%

515 - Board of Pharmacy

0

0.0%

6

5.9%

4

3.9%

102.50

10

9.8%

529 - Health and Human Services
Commission

2,143

5.8%

6,855

18.5%

965

2.6%

36,992.75

9,963

26.9%

530 - Department of Family and
Protective Services

396

3.0%

2,560

19.2%

248

1.9%

13,367.00

3,204

24.0%

533 - Executive Council of Physical
and Occupational Therapy Examiners

0

0.0%

0

0.0%

0

0.0%

18.00

0

0.0%

537 - Department of State Health
Services

56

1.7%

373

11.0%

79

2.3%

3,380.50

508

15.0%

542 - Cancer Prevention and
Research Institute of Texas

0

0.0%

5

15.7%

0

0.0%

31.75

5

15.7%

551 - Department of Agriculture

4

0.6%

59

9.3%

12

1.9%

637.25

75

11.8%

554 - Animal Health Commission

6

3.3%

43

23.8%

8

4.4%

180.75

57

31.5%

578 - Board of Veterinary Medical
Examiners

0

0.0%

0

0.0%

0

0.0%

19.00

0

0.0%

580 - Water Development Board

9

2.5%

35

9.7%

12

3.3%

362.25

56

15.5%

582 - Commission on Environmental
Quality

23

0.9%

214

7.9%

92

3.4%

2,696.00

329

12.2%

592 - Soil & Water Conservation
Board

0

0.0%

0

0.0%

4

5.9%

67.50

4

5.9%

601 - Department of Transportation

199

1.6%

927

7.3%

469

3.7%

12,670.25

1,595

12.6%

608 - Texas Department of Motor
Vehicles

12

1.6%

88

11.6%

20

2.6%

760.50

120

15.8%

644 - Juvenile Justice Department

212

10.8%

659

33.7%

52

2.7%

1,956.25

923

47.2%

3,406

9.4%

7,270

20.0%

1,249

3.4%

36,355.75

11,925

32.8%

701 – Texas Education Agency

4

0.4%

100

9.7%

33

3.2%

1,029.00

137

13.3%

771 - School for the Blind and
Visually Impaired

1

0.4%

23

8.3%

8

2.9%

277.75

32

11.5%

772 - School for the Deaf

2

0.6%

54

16.7%

8

2.5%

324.25

64

19.7%

802 - Parks and Wildlife Department

32

1.1%

221

7.4%

80

2.7%

2,996.25

333

11.1%

808 - Historical Commission

4

1.4%

15

5.2%

6

2.1%

287.25

25

8.7%

809 - Preservation Board

11

5.3%

40

19.4%

2

1.0%

206.50

53

25.7%

Retirement
Turnover
Rate

Average
Annual
Headcount

Retirements

1

Voluntary
Turnover
Rate

22.9%

696 - Department of Criminal Justice

Voluntary
Separations

2

Involuntary
Turnover
Rate

508 - Board of Chiropractic
Examiners

Agency

Involuntary
Separations

Fiscal Year 2021 a

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 37

Employee Turnover by State Agency, Including Interagency Transfers

Total Agency
Turnover
Rate

Total
Separations

8.0%

0

0.0%

12.50

1

8.0%

907 - Comptroller - State Energy
Conservation Office

0

0.0%

2

25.0%

0

0.0%

8.00

2

25.0%

6,914

4.7%

21,930

14.9%

4,326

2.9%

147,144.50

33,170

22.5%

a
b

Retirement
Turnover
Rate

Average
Annual
Headcount

Retirements

1

Voluntary
Turnover
Rate

0.0%

Statewide Totals b

Voluntary
Separations

0

Involuntary
Turnover
Rate

813 - Commission on the Arts

Agency

Involuntary
Separations

Fiscal Year 2021 a

Turnover rates in this table include interagency transfers, because these separations are considered losses for an agency.
The statewide total turnover rates are not the sums of the involuntary, voluntary, and retirement turnover rates.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 38

Appendix 4

Turnover by Job Classification Series
Table 18 summarizes turnover by job classification series for fiscal year 2021.
The State had 27 occupational categories for the 2020–2021 biennium, all of
which are presented in this table.
Table 18

Turnover by Job Classification Series and Occupational Category
Fiscal Year 2021
Percentage of
Total Average
Headcount a

Separations

Percentage of
Total
Separations b

Turnover Rate

1,595.25

1.1%

164

0.5%

10.3%

Accounting Technician
Accounts Examiner

167.50

0.1%

31

0.1%

18.5%

720.75

0.5%

80

0.3%

11.1%

18.25

0.0%

1

0.0%

5.5%

Auditor

609.50

0.4%

64

0.2%

10.5%

Budget Analyst

432.25

0.3%

29

0.1%

6.7%

Occupational
Category
Accounting,
Auditing, and
Finance

Job Classification Series
Accountant

Appropriations Control Officer

Chief Trader

4.00

0.0%

0

0.0%

0.0%

Financial Analyst

300.00

0.2%

23

0.1%

7.7%

Financial Examiner

436.00

0.3%

41

0.1%

9.4%

6.50

0.0%

1

0.0%

15.4%

101.50

0.1%

13

0.0%

12.8%

30.75

0.0%

1

0.0%

3.3%

Payroll Specialist

40.50

0.0%

4

0.0%

9.9%

Portfolio Manager

116.50

0.1%

3

0.0%

2.6%

Reimbursement Officer

87.75

0.1%

14

0.0%

16.0%

Tax Analyst

27.50

0.0%

1

0.0%

3.6%

Tax Auditor

528.75

0.4%

98

0.3%

18.5%

25.75

0.0%

3

0.0%

11.7%

Independent Audit Reviewer
Investment Analyst
Loan Specialist

Tax Auditor Manager
Tax Auditor Supervisor

55.75

0.0%

6

0.0%

10.8%

339.50

0.2%

49

0.2%

14.4%

3.00

0.0%

0

0.0%

0.0%

5,647.25

3.8%

626

2.0%

11.1%

Administrative Assistant

6,196.00

4.2%

985

3.1%

15.9%

Clerk

3,257.75

2.2%

772

2.4%

23.7%

Customer Service Representative

1,443.50

1.0%

263

0.8%

18.2%

513.00

0.3%

61

0.2%

11.9%

3,151.75

2.1%

332

1.0%

10.5%

74.75

0.1%

19

0.1%

25.4%

14,636.75

9.9%

2,432

7.7%

16.6%

Taxpayer Compliance Officer
Trader
Totals for Accounting, Auditing, and Finance
Administrative
Support

Average
Headcount

Executive Assistant
License and Permit Specialist
Receptionist
Totals for Administrative Support

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 39

c

c

Turnover by Job Classification Series and Occupational Category
Fiscal Year 2021
Occupational
Category
Criminal
Justice

Job Classification Series

0.1%

16

0.1%

15.5%

182.75

0.1%

37

0.1%

20.2%

22,502.00

15.3%

9,071

28.6%

40.3%

Counsel Substitute

95.75

0.1%

22

0.1%

23.0%

Dorm Supervisor

39.50

0.0%

15

0.0%

38.0%

Halfway House Assistant
Superintendent/
Superintendent

10.25

0.0%

4

0.0%

39.0%

Industrial Specialist

272.25

0.2%

37

0.1%

13.6%

Juvenile Correctional Officer

936.50

0.6%

665

2.1%

71.0%

Parole Officer

2,061.75

1.4%

377

1.2%

18.3%

Senior Correctional Officer

2,898.00

2.0%

532

1.7%

18.4%

9.00

0.0%

0

0.0%

0.0%

19.8%

10,776

34.0%

17.50

0.0%

5

0.0%

28.6%

308.00

0.2%

84

0.3%

27.3%

Barber/Cosmetologist
Cook
Custodial Manager

29,111.25

37.0%

60.75

0.0%

4

0.0%

6.6%

Custodian

813.75

0.6%

245

0.8%

30.1%

Food Service Manager

868.25

0.6%

197

0.6%

22.7%

Food Service Worker

578.00

0.4%

304

1.0%

52.6%

94.25

0.1%

23

0.1%

24.4%

668.25

0.5%

104

0.3%

15.6%

90.00

0.1%

31

0.1%

34.4%

3,498.75

2.4%

997

3.1%

28.5%

250.75

0.2%

48

0.2%

19.1%

95.00

0.1%

19

0.1%

20.0%

345.75

0.2%

67

0.2%

19.4%

Unemployment Insurance Claims
Examiner

61.25

0.0%

8

0.0%

13.1%

Unemployment Insurance Specialist

24.50

0.0%

2

0.0%

8.2%

Workforce Development Specialist

409.75

0.3%

63

0.2%

15.4%

495.50

0.3%

73

0.2%

14.7%

Architect

65.75

0.0%

11

0.0%

16.7%

District Engineer

25.25

0.0%

4

0.0%

15.8%

Drafting Technician

13.00

0.0%

2

0.0%

15.4%

917.25

0.6%

81

0.3%

8.8%

52.00

0.0%

21

0.1%

40.4%

Groundskeeper
Laundry Manager
Laundry/Sewing Room Worker
Totals for Custodial
Education Specialist
Teacher Aide
Totals for Education

Totals for Employment
Engineering
and Design

Turnover Rate

103.50

Totals for Criminal Justice

Employment

Separations

Percentage of
Total
Separations b

Assistant Warden/Warden

Youth Facility Assistant
Superintendent/Superintendent

Education

Percentage of
Total Average
Headcount a

Agriculture Specialist

Correctional Officer

Custodial

Average
Headcount

Engineer
Engineering Aide

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 40

c

c

c

c

Turnover by Job Classification Series and Occupational Category
Fiscal Year 2021

Separations

Percentage of
Total
Separations b

Engineering Specialist

2,855.25

1.9%

253

0.8%

8.9%

Engineering Technician

1,259.25

0.9%

151

0.5%

12.0%

2.75

0.0%

1

0.0%

36.4%

5,190.50

3.5%

524

1.7%

10.1%

Human Resources
Assistant/Specialist

725.00

0.5%

93

0.3%

12.8%

Training Assistant/Specialist

812.25

0.6%

94

0.3%

11.6%

1,537.25

1.0%

187

0.6%

12.2%

Creative Media Designer

68.50

0.0%

7

0.0%

10.2%

Editor

27.75

0.0%

2

0.0%

7.2%

Government Relations Specialist

81.50

0.1%

9

0.0%

11.0%

Governor's Advisor

18.25

0.0%

0

0.0%

0.0%

Information Specialist

496.25

0.3%

50

0.2%

10.1%

Management Analyst

391.50

0.3%

32

0.1%

8.2%

Marketing Specialist

62.25

0.0%

5

0.0%

8.0%

Multimedia Technician

17.25

0.0%

0

0.0%

0.0%

2.00

0.0%

0

0.0%

0.0%

51.75

0.0%

11

0.0%

21.3%

1,217.00

0.8%

116

0.4%

9.5%

244.00

0.2%

17

0.1%

7.0%

15.00

0.0%

2

0.0%

13.3%

1.50

0.0%

0

0.0%

0.0%

Computer Operations Specialist

34.00

0.0%

2

0.0%

5.9%

Cybersecurity Analyst

95.75

0.1%

9

0.0%

9.4%

Cybersecurity Officer

5.75

0.0%

1

0.0%

17.4%

14.25

0.0%

3

0.0%

21.1%

3.75

0.0%

1

0.0%

26.7%

Database Administrator

131.50

0.1%

13

0.0%

9.9%

Geographic Information Specialist

Occupational
Category

Job Classification Series

Project Design Assistant
Totals for Engineering and Design
Human
Resources

Total for Human Resources
Information and
Communication

Privacy Analyst
Technical Writer
Totals for Information and Communication
Information
Technology

Business Analyst
Business Continuity Coordinator
Chief Information Security Officer

Data Architect
Data Officer

Average
Headcount

Percentage of
Total Average
Headcount a

Turnover Rate

c

c

c

105.75

0.1%

10

0.0%

9.5%

Information Security Officer

11.00

0.0%

0

0.0%

0.0%

Information Technology Auditor

24.50

0.0%

7

0.0%

28.6%

Information Technology Security
Analyst

110.25

0.1%

10

0.0%

9.1%

Network Specialist

404.75

0.3%

39

0.1%

9.6%

Programmer

651.25

0.4%

51

0.2%

7.8%

Systems Administrator

226.00

0.2%

19

0.1%

8.4%

1,718.25

1.2%

152

0.5%

8.8%

Systems Analyst

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 41

Turnover by Job Classification Series and Occupational Category
Fiscal Year 2021

Separations

Percentage of
Total
Separations b

Systems Support Specialist

497.25

0.3%

61

0.2%

12.3%

Telecommunications Specialist

130.25

0.1%

15

0.0%

11.5%

Web Administrator

104.25

0.1%

6

0.0%

5.8%

4,529.00

3.1%

418

1.3%

9.2%

16.75

0.0%

2

0.0%

11.9%

Inspector

1,375.00

0.9%

176

0.6%

12.8%

Investigator

2,014.75

1.4%

236

0.7%

11.7%

3,406.50

2.3%

414

1.3%

12.2%

60.75

0.0%

8

0.0%

13.2%

Claims Assistant and Claims
Examiner

511.75

0.3%

85

0.3%

16.6%

Insurance Specialist

192.00

0.1%

18

0.1%

9.4%

Retirement Systems Benefits
Specialist

263.50

0.2%

52

0.2%

19.7%

1,028.00

0.7%

163

0.5%

15.9%

Appraiser

85.75

0.1%

7

0.0%

8.2%

Land Surveyor

20.50

0.0%

2

0.0%

9.8%

181.75

0.1%

19

0.1%

10.5%

8.00

0.0%

2

0.0%

25.0%

296.00

0.2%

30

0.1%

10.1%

138.25

0.1%

15

0.0%

10.8%

0.50

0.0%

0

0.0%

0.0%

17.50

0.0%

2

0.0%

11.4%

Captain, Texas Department of
Insurance

2.00

0.0%

0

0.0%

0.0%

Commander, Public Safety

0.75

0.0%

0

0.0%

0.0%

274.25

0.2%

11

0.0%

4.0%

1.00

0.0%

0

0.0%

0.0%

398.75

0.3%

15

0.0%

3.8%

5.75

0.0%

0

0.0%

0.0%

Game WardenSergeant/Lieutenant/Captain/Major

97.25

0.1%

5

0.0%

5.1%

Internal Affairs
(Supervisor/Manager/Admin./Dir.)

23.50

0.0%

2

0.0%

8.5%

117.00

0.1%

12

0.0%

10.3%

Occupational
Category

Job Classification Series

Totals for Information Technology
Inspectors and
Investigators

Boiler Inspector

Totals for Inspectors and Investigators
Insurance

Actuary

Totals for Insurance
Land
Surveying,
Appraising,
and Utilities

Right of Way Agent
Utility Specialist

Totals for Land Surveying, Appraising, and Utilities
Law
Enforcement

Agent
Agent Trainee
Captain, Texas Attorney General's
Office

Corporal, Public Safety
Deputy Chief Investigator, Texas
Department of Insurance
Game Warden
Game Warden-Assistant
Commander/Commander

Internal Affairs Investigator

Average
Headcount

Percentage of
Total Average
Headcount a

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 42

Turnover Rate

c

c

c

c

Turnover by Job Classification Series and Occupational Category
Fiscal Year 2021
Occupational
Category

Percentage of
Total Average
Headcount a

Separations

Percentage of
Total
Separations b

25.25

0.0%

Turnover Rate

2

0.0%

7.9%

Lieutenant, Texas Department of
Insurance

3.50

0.0%

1

0.0%

28.6%

Major, Texas Attorney General's
Office

4.00

0.0%

0

0.0%

0.0%

Pilot Investigator

41.00

0.0%

2

0.0%

4.9%

Probationary Agent

12.75

0.0%

1

0.0%

7.8%

142.75

0.1%

11

0.0%

7.7%

Sergeant, Texas Department of
Insurance

17.00

0.0%

1

0.0%

5.9%

Sergeant/Lieutenant/Captain/Major,
Alcohol Bev.

55.25

0.0%

4

0.0%

7.2%

Sergeant/Lieutenant/Captain/Major,
Public Safety

1,447.00

1.0%

65

0.2%

4.5%

54.25

0.0%

8

0.0%

14.7%

2,197.25

1.5%

85

0.3%

3.9%

172.50

0.1%

35

0.1%

20.3%

5,249.00

3.6%

277

0.9%

5.3%

Administrative Law Judge

109.25

0.1%

10

0.0%

9.2%

Assistant Attorney General

743.50

0.5%

101

0.3%

13.6%

1,122.50

0.8%

133

0.4%

11.8%

Benefit Review Officer

29.75

0.0%

2

0.0%

6.7%

Chief Deputy Clerk

11.00

0.0%

0

0.0%

0.0%

Clerk of the Court

15.50

0.0%

3

0.0%

19.4%

Job Classification Series
Lieutenant, Texas Attorney General's
Office

Sergeant, Texas Attorney General's
Office

Trainee/Probationary Game Warden
Trooper
Trooper Trainee/Probationary
Trooper
Totals for Law Enforcement
Legal

Attorney

Compliance Analyst

Average
Headcount

c

163.75

0.1%

14

0.0%

8.5%

Court Coordinator

73.50

0.0%

4

0.0%

5.4%

Court Law Clerk

36.00

0.0%

32

0.1%

88.9%

Deputy Clerk

46.50

0.0%

10

0.0%

21.5%

General Counsel

205.00

0.1%

16

0.1%

7.8%

Hearings Officer

139.25

0.1%

25

0.1%

18.0%

Hearings Reporter

0.75

0.0%

0

0.0%

0.0%

Law Clerk

2.00

0.0%

2

0.0%

100.0%

Legal Assistant

457.50

0.3%

50

0.2%

10.9%

Legal Secretary

173.25

0.1%

21

0.1%

12.1%

5.00

0.0%

0

0.0%

0.0%

183.75

0.1%

31

0.1%

16.9%

3,517.75

2.4%

454

1.4%

12.9%

Medical Fee Dispute Officer
Ombudsman
Totals for Legal

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 43

c

Turnover by Job Classification Series and Occupational Category
Fiscal Year 2021
Occupational
Category
Library and
Records

Job Classification Series

Separations

Percentage of
Total
Separations b

Turnover Rate

31.50

0.0%

4

0.0%

12.7%

Archivist

30.00

0.0%

2

0.0%

6.7%

Curator

18.50

0.0%

2

0.0%

10.8%

Exhibit Technician

5.00

0.0%

0

0.0%

0.0%

Historian

6.50

0.0%

0

0.0%

0.0%

Librarian

107.75

0.1%

15

0.0%

13.9%

Library Assistant

22.50

0.0%

3

0.0%

13.3%

Records Analyst

14.25

0.0%

0

0.0%

0.0%

236.00

0.2%

26

0.1%

11.0%

Air Conditioning and Boiler Operator

34.25

0.0%

2

0.0%

5.8%

Aircraft Mechanic

16.00

0.0%

0

0.0%

0.0%

Aircraft Pilot

5.50

0.0%

2

0.0%

36.4%

Electrician

55.00

0.0%

5

0.0%

9.1%

Electronics Technician

55.25

0.0%

6

0.0%

10.9%

Equipment Maintenance Technician

10.25

0.0%

2

0.0%

19.5%

Equipment Operator

749.25

0.5%

90

0.3%

12.0%

Ferryboat Deckhand

124.00

0.1%

32

0.1%

25.8%

Ferryboat Specialist

55.50

0.0%

6

0.0%

10.8%

HVAC Mechanic

84.25

0.1%

10

0.0%

11.9%

3.00

0.0%

0

0.0%

0.0%

Maintenance Specialist

972.25

0.7%

174

0.5%

17.9%

Maintenance Supervisor

917.50

0.6%

167

0.5%

18.2%

Motor Vehicle Technician

297.75

0.2%

32

0.1%

10.7%

8.00

0.0%

2

0.0%

25.0%

25.75

0.0%

1

0.0%

3.9%

2,773.00

1.9%

585

1.8%

21.1%

223.00

0.2%

82

0.3%

36.8%

6,409.50

4.4%

1,198

3.8%

18.7%

Advanced Practice Registered Nurse

89.25

0.1%

10

0.0%

11.2%

Behavior Analyst

66.50

0.0%

11

0.0%

16.5%

4.75

0.0%

1

0.0%

21.1%

Dental Assistant

21.50

0.0%

2

0.0%

9.3%

Dental Hygienist

30.00

0.0%

4

0.0%

13.3%

Dentist

33.25

0.0%

4

0.0%

12.0%

Dietetic and Nutrition Specialist

72.25

0.0%

14

0.0%

19.4%

Dietetic Technician

19.00

0.0%

9

0.0%

47.4%

Machinist

Plumber
Radio Communications Technician
Transportation Maintenance
Specialist
Vehicle Driver
Totals for Maintenance
Medical and
Health

Percentage of
Total Average
Headcount a

Archaeologist

Totals for Library and Records
Maintenance

Average
Headcount

Certified Peer Support Specialist

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 44

c

c

Turnover by Job Classification Series and Occupational Category
Fiscal Year 2021

Separations

Percentage of
Total
Separations b

Epidemiologist

132.00

0.1%

23

0.1%

17.4%

Health Assistant

109.75

0.1%

25

0.1%

22.8%

Health Physicist

66.50

0.0%

13

0.0%

19.5%

Health Specialist

275.25

0.2%

71

0.2%

25.8%

59.50

0.0%

9

0.0%

15.1%

Occupational
Category

Job Classification Series

Laboratory Technician
Licensed Vocational Nurse

Turnover Rate

999.25

0.7%

275

0.9%

27.5%

16.75

0.0%

1

0.0%

6.0%

Medical Technician

24.00

0.0%

5

0.0%

20.8%

Medical Technologist

65.50

0.0%

13

0.0%

19.8%

Microbiologist

96.25

0.1%

16

0.1%

16.6%

Molecular Biologist

55.25

0.0%

6

0.0%

10.9%

2,147.50

1.5%

506

1.6%

23.6%

35.75

0.0%

3

0.0%

8.4%

116.25

0.1%

15

0.0%

12.9%

79.75

0.1%

22

0.1%

27.6%

108.25

0.1%

15

0.0%

13.9%

Orthopedic Equipment Technician
Pharmacist
Pharmacy Technician
Physician
Physician Assistant

4.25

0.0%

1

0.0%

23.5%

125.50

0.1%

11

0.0%

8.8%

4.00

0.0%

0

0.0%

0.0%

62.50

0.0%

24

0.1%

38.4%

334.50

0.2%

39

0.1%

11.7%

Public Health Nurse

56.25

0.0%

10

0.0%

17.8%

Radiological Technologist

14.75

0.0%

1

0.0%

6.8%

328.00

0.2%

39

0.1%

11.9%

Respiratory Care Practitioner

15.50

0.0%

5

0.0%

32.3%

Veterinarian

26.00

0.0%

5

0.0%

19.2%

5,695.25

3.9%

1,208

3.8%

21.2%

18.75

0.0%

1

0.0%

5.3%

18.75

0.0%

1

0.0%

50.75

0.0%

1

0.0%

2.0%

Chemist

121.75

0.1%

13

0.0%

10.7%

Environmental Protection Specialist

285.75

0.2%

24

0.1%

8.4%

Fish and Wildlife Technician

192.75

0.1%

9

0.0%

4.7%

Geoscientist

93.50

0.1%

9

0.0%

9.6%

Hydrologist

72.75

0.0%

4

0.0%

5.5%

Psychiatrist
Psychological Associate
Psychologist
Public Health and Prevention
Specialist

Registered Therapist
Assistant/Therapist

Totals for Medical and Health
Military Specialist
Totals for Military
Natural
Resources

Percentage of
Total Average
Headcount a

Medical Research Specialist

Nurse

Military

Average
Headcount

Assistant Park Superintendent

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 45

5.3%

c

c

Turnover by Job Classification Series and Occupational Category
Fiscal Year 2021
Occupational
Category

Percentage of
Total Average
Headcount a

Separations

Percentage of
Total
Separations b

1,234.50

0.8%

Turnover Rate

137

0.4%

11.1%

77.50

0.1%

8

0.0%

10.3%

Park Superintendent

107.75

0.1%

13

0.0%

12.1%

Sanitarian

128.00

0.1%

11

0.0%

8.6%

16.75

0.0%

1

0.0%

6.0%

2,381.75

1.6%

230

0.7%

9.7%

148.75

0.1%

21

0.1%

14.1%

1.00

0.0%

1

0.0%

100.0%

149.75

0.1%

22

0.1%

14.7%

288.25

0.2%

35

0.1%

12.1%

31.75

0.0%

4

0.0%

12.6%

210.75

0.1%

16

0.1%

7.6%

11.25

0.0%

7

0.0%

62.2%

256.50

0.2%

34

0.1%

13.3%

9.50

0.0%

3

0.0%

31.6%

808.00

0.5%

99

0.3%

12.3%

1.00

0.0%

0

0.0%

0.0%

11.00

0.0%

10

0.0%

90.9%

Director

2,878.25

2.0%

285

0.9%

9.9%

Manager

3,563.00

2.4%

362

1.1%

10.2%

33.00

0.0%

1

0.0%

3.0%

Program Specialist

5,936.75

4.0%

611

1.9%

10.3%

Program Supervisor

1,926.50

1.3%

196

0.6%

10.2%

35.00

0.0%

2

0.0%

5.7%

Project Manager

600.00

0.4%

72

0.2%

12.0%

Staff Services Officer

384.25

0.3%

23

0.1%

6.0%

10.4%

1,562

4.9%

10.2%

158.50

0.1%

14

0.0%

8.8%

Job Classification Series
Natural Resources Specialist
Park Ranger

Toxicologist
Totals for Natural Resources
Office
Services

Document Services Technician
Photographer
Totals for Office Services

Planning,
Research, and
Statistics

Data Analyst
Economist
Planner
Research and Statistics Technician
Research Specialist
Statistician

Totals for Planning, Research, and Statistics
Program
Management

Deputy Comptroller
Deputy/First Assistant Attorney
General

Portfolio Project Manager

Project Management Specialist

Totals for Program Management
Property
Management
and
Procurement

Contract Administration Manager
Contract Specialist

Average
Headcount

15,368.75

c

1,112.75

0.8%

128

0.4%

11.5%

Contract Technician

57.75

0.0%

7

0.0%

12.1%

Fleet Manager

39.50

0.0%

2

0.0%

5.1%

Grant Coordinator

197.50

0.1%

18

0.1%

9.1%

Inventory and Store Specialist

827.50

0.6%

141

0.4%

17.0%

Property Manager

172.75

0.1%

17

0.1%

9.8%

Purchaser

415.75

0.3%

60

0.2%

14.4%

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 46

c

c

c

Turnover by Job Classification Series and Occupational Category
Fiscal Year 2021
Occupational
Category

Percentage of
Total Average
Headcount a

Separations

Percentage of
Total
Separations b

2,982.00

2.0%

387

1.2%

13.0%

109.00

0.1%

12

0.0%

11.0%

Crime Laboratory Specialist

68.75

0.0%

8

0.0%

11.6%

Criminal Intelligence Analyst

70.25

0.0%

7

0.0%

10.0%

Emergency Management Program
Coordinator

13.00

0.0%

2

0.0%

15.4%

Fingerprint Analyst

29.00

0.0%

2

0.0%

6.9%

Forensic Scientist

337.25

0.2%

25

0.1%

7.4%

Police Communications Operator

145.00

0.1%

13

0.0%

9.0%

Public Safety Records Technician

11.25

0.0%

1

0.0%

8.9%

660.00

0.4%

176

0.6%

26.7%

State Park Police Officer

41.75

0.0%

2

0.0%

4.8%

State Park Police OfficerSergeant/Lieutenant/Captain/Major

35.00

0.0%

0

0.0%

0.0%

Trainee/Probationary State Park
Police Officer

19.50

0.0%

5

0.0%

25.6%

1,539.75

1.0%

253

0.8%

16.4%

Rescue Specialist

28.50

0.0%

6

0.0%

21.1%

Risk Management Specialist

52.50

0.0%

7

0.0%

13.3%

212.75

0.1%

32

0.1%

15.0%

293.75

0.2%

45

0.1%

15.3%

10.75

0.0%

1

0.0%

9.3%

Adult Protective Services Specialist

575.75

0.4%

140

0.4%

24.3%

Case Manager

469.25

0.3%

124

0.4%

26.4%

Chaplain

123.50

0.1%

24

0.1%

19.4%

Job Classification Series

Totals for Property Management and Procurement
Public Safety

Crime Analyst

Security Officer

Totals for Public Safety
Safety

Safety Officer
Totals for Safety
Social
Services

Adult and Child Care Licensing
Specialist

Chaplaincy Services Assistant

Average
Headcount

Turnover Rate

9.25

0.0%

1

0.0%

10.8%

Child Protective Services Specialist

6,810.75

4.6%

2,021

6.4%

29.7%

Child Support Officer

1,281.50

0.9%

99

0.3%

7.7%

326.00

0.2%

26

0.1%

8.0%

Direct Support Professional

5,645.75

3.8%

3,031

9.6%

53.7%

Family and Protective Services
Supervisor

1,387.75

0.9%

136

0.4%

9.8%

236.50

0.2%

12

0.0%

5.1%

Guardianship Specialist

83.75

0.1%

11

0.0%

13.1%

Human Rights Officer

14.75

0.0%

4

0.0%

27.1%

1,261.50

0.9%

164

0.5%

13.0%

908.25

0.6%

199

0.6%

21.9%

Child Support Technician

Family Services Specialist

Human Services Specialist
Human Services Technician

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 47

c

c

c

Turnover by Job Classification Series and Occupational Category
Fiscal Year 2021
Occupational
Category

Separations

Percentage of
Total
Separations b

Turnover Rate

1

0.0%

4.1%

0.2%

38

0.1%

11.2%

2,737.00

1.9%

1,343

4.2%

49.1%

Qualified Intellectual Disability
Professional

279.75

0.2%

47

0.1%

16.8%

Quality Assurance Specialist

387.50

0.3%

29

0.1%

7.5%

Recreation Program Specialist

17.75

0.0%

4

0.0%

22.5%

Rehabilitation Teacher

92.25

0.1%

11

0.0%

11.9%

Rehabilitation Therapy Technician

946.00

0.6%

258

0.8%

27.3%

Resident Specialist

270.75

0.2%

46

0.1%

17.0%

Social Worker

269.75

0.2%

72

0.2%

26.7%

Substance Abuse Counselor

108.50

0.1%

27

0.1%

24.9%

5,359.25

3.6%

1,019

3.2%

19.0%

510.50

0.3%

48

0.2%

9.4%

Job Classification Series
Interpreter
Protective Services Intake Specialist
Psychiatric Nursing Assistant

Texas Works Advisor
Texas Works Supervisor
Transition Coordinator

b
c
d

24.50

0.0%

338.00

14.00

0.0%

2

0.0%

14.3%

Veterans Services Representative

301.25

0.2%

36

0.1%

12.0%

Vocational Rehabilitation Counselor

672.00

0.5%

98

0.3%

14.6%

81.25

0.1%

8

0.0%

9.8%

Volunteer Services Coordinator

a

Percentage of
Total Average
Headcount a

Average
Headcount

Totals for Social Services

31,555.00

21.4%

9,080

28.7%

28.8%

Statewide Totals

147,144.50

100.0%

31,665

100.0%

21.5%

Percentages of total average headcount may not sum exactly due to rounding.
Percentages of total separations for job classification series may not sum exactly due to rounding.
Turnover rates for occupational categories are not the sum of the turnover rates for the individual job classification series.
The statewide total turnover rate is not the sum of the percentages.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 48

c
d

Appendix 5

Turnover by Region and County
Table 19 provides a summary of turnover by region and county in Texas in
fiscal year 2021.
Table 19

Turnover by Region and County
Fiscal Year 2021

Region
Alamo Region

County

Average Headcount

Separations

Percentage of
Total
Separations a

Turnover
Rate

Atascosa

116.50

0.1%

7

0.0%

6.0%

Bandera

43.00

0.0%

5

0.0%

11.6%

6,603.50

4.5%

1,465

4.6%

22.2%

64.00

0.0%

9

0.0%

14.1%

Comal

224.50

0.2%

28

0.1%

12.5%

Dewitt

387.75

0.3%

73

0.2%

18.8%

Frio

322.00

0.2%

146

0.5%

45.3%

Gillespie

50.25

0.0%

7

0.0%

13.9%

Goliad

36.50

0.0%

4

0.0%

11.0%

Bexar
Calhoun

Gonzales

58.00

0.0%

2

0.0%

3.4%

189.25

0.1%

37

0.1%

19.6%

Jackson

22.75

0.0%

3

0.0%

13.2%

Karnes

476.75

0.3%

191

0.6%

40.1%

Kendall

53.00

0.0%

11

0.0%

20.8%

746.25

0.5%

233

0.7%

31.2%

Lavaca

32.00

0.0%

2

0.0%

6.3%

Medina

503.00

0.3%

132

0.4%

26.2%

Victoria

253.50

0.2%

37

0.1%

14.6%

70.75

0.0%

10

0.0%

14.1%

10,253.25

7.0%

2,402

7.6%

Bastrop

195.75

0.1%

27

0.1%

13.8%

Blanco

36.75

0.0%

6

0.0%

16.3%

Burnet

246.75

0.2%

53

0.2%

21.5%

Caldwell

77.50

0.1%

18

0.1%

23.2%

Fayette

71.00

0.0%

7

0.0%

9.9%

Hays

296.75

0.2%

39

0.1%

13.1%

Lee

340.50

0.2%

157

0.5%

46.1%

Llano

29.25

0.0%

1

0.0%

3.4%

Travis

38,603.50

26.2%

4,681

14.8%

12.1%

525.75

0.4%

89

0.3%

16.9%

Guadalupe

Kerr

Wilson
Alamo Region Totals
Capital Region

Percentage of
Total Average
Headcount a

Williamson

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 49

23.4%

b

Turnover by Region and County
Fiscal Year 2021
Percentage of
Total Average
Headcount a

Separations

Percentage of
Total
Separations a

40,423.50

27.5%

5,078

16.0%

763.00

0.5%

150

0.5%

19.7%

Bosque

30.50

0.0%

6

0.0%

19.7%

Brazos

750.00

0.5%

133

0.4%

17.7%

Region

County

Average Headcount

Capital Region Totals
Central Texas
Region

Bell

Burleson

12.6%

b

41.50

0.0%

3

0.0%

7.2%

2,593.50

1.8%

902

2.8%

34.8%

Falls

379.50

0.3%

146

0.5%

38.5%

Freestone

286.50

0.2%

95

0.3%

33.2%

Grimes

679.25

0.5%

158

0.5%

23.3%

Hamilton

80.00

0.1%

16

0.1%

20.0%

Hill

87.25

0.1%

14

0.0%

16.0%

Lampasas

64.25

0.0%

11

0.0%

17.1%

Leon

44.00

0.0%

7

0.0%

15.9%

1,335.00

0.9%

448

1.4%

33.6%

516.00

0.4%

181

0.6%

35.1%

Coryell

Limestone
Madison
McLennan

1,532.25

1.0%

400

1.3%

26.1%

Milam

68.00

0.0%

18

0.1%

26.5%

Mills

16.25

0.0%

2

0.0%

12.3%

Robertson

39.50

0.0%

5

0.0%

12.7%

San Saba

130.75

0.1%

40

0.1%

30.6%

Washington

944.75

0.6%

351

1.1%

37.2%

10,381.75

7.1%

3,086

9.7%

75.75

0.1%

7

0.0%

9.2%

2,729.75

1.9%

751

2.4%

27.5%

38.00

0.0%

10

0.0%

26.3%

Central Texas Region Totals
Gulf Coast Region

Turnover
Rate

Austin
Brazoria
Chambers
Colorado

29.7%

b

93.75

0.1%

19

0.1%

20.3%

Fort Bend

2,614.25

1.8%

686

2.2%

26.2%

Galveston

1,231.50

0.8%

207

0.7%

16.8%

Harris

7,708.75

5.2%

1,259

4.0%

16.3%

960.50

0.7%

330

1.0%

34.4%

88.00

0.1%

7

0.0%

8.0%

Liberty
Matagorda
Montgomery

572.50

0.4%

99

0.3%

17.3%

Walker

6,426.50

4.4%

1,627

5.1%

25.3%

Waller

62.50

0.0%

7

0.0%

11.2%

100.50

0.1%

14

0.0%

13.9%

Wharton

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 50

Turnover by Region and County
Fiscal Year 2021
Percentage of
Total Average
Headcount a

Separations

Percentage of
Total
Separations a

22,702.25

15.4%

5,023

15.9%

Armstrong

13.75

0.0%

1

0.0%

7.3%

Bailey

16.00

0.0%

2

0.0%

12.5%

Briscoe

22.00

0.0%

2

0.0%

9.1%

Carson

35.50

0.0%

1

0.0%

2.8%

Castro

16.50

0.0%

2

0.0%

12.1%

Childress

357.25

0.2%

73

0.2%

20.4%

Cochran

11.00

0.0%

5

0.0%

45.5%

Collingsworth

12.00

0.0%

3

0.0%

25.0%

Crosby

13.50

0.0%

2

0.0%

14.8%

Dallam

65.75

0.0%

14

0.0%

21.3%

Deaf Smith

45.00

0.0%

6

0.0%

13.3%

Dickens

12.75

0.0%

3

0.0%

23.5%

Donley

21.25

0.0%

1

0.0%

4.7%

Floyd

16.25

0.0%

0

0.0%

0.0%

Garza

34.00

0.0%

1

0.0%

2.9%

Gray

336.25

0.2%

120

0.4%

35.7%

Hale

505.25

0.3%

124

0.4%

24.5%

Hall

13.75

0.0%

1

0.0%

7.3%

Hansford

13.50

0.0%

2

0.0%

14.8%

130.00

0.1%

67

0.2%

51.5%

Hemphill

20.25

0.0%

4

0.0%

19.8%

Hockley

39.75

0.0%

7

0.0%

17.6%

Hutchinson

46.25

0.0%

3

0.0%

6.5%

Lamb

51.00

0.0%

10

0.0%

19.6%

2,742.50

1.9%

675

2.1%

24.6%

Lynn

12.75

0.0%

2

0.0%

15.7%

Moore

49.25

0.0%

5

0.0%

10.2%

Motley

11.50

0.0%

2

0.0%

17.4%

Ochiltree

22.75

0.0%

3

0.0%

13.2%

Oldham

18.25

0.0%

5

0.0%

27.4%

Parmer

16.25

0.0%

4

0.0%

24.6%

Region

County

Average Headcount

Gulf Coast Region Totals
High Plains Region

Hartley

Lubbock

Potter

Turnover
Rate
22.1%

b

1,527.25

1.0%

590

1.9%

38.6%

Randall

364.50

0.2%

54

0.2%

14.8%

Sherman

13.50

0.0%

1

0.0%

7.4%

Swisher

129.75

0.1%

34

0.1%

26.2%

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 51

Turnover by Region and County
Fiscal Year 2021
Percentage of
Total Average
Headcount a

Separations

Percentage of
Total
Separations a

Turnover
Rate

177.50

0.1%

37

0.1%

20.8%

Wheeler

19.50

0.0%

3

0.0%

15.4%

Yoakum

5.75

0.0%

1

0.0%

17.4%

6,959.50

4.7%

1,870

5.9%

Collin

530.25

0.4%

76

0.2%

14.3%

Cooke

346.50

0.2%

117

0.4%

33.8%

Dallas

4,607.50

3.1%

883

2.8%

19.2%

Denton

1,966.50

1.3%

664

2.1%

33.8%

Ellis

231.50

0.2%

28

0.1%

12.1%

Erath

99.25

0.1%

9

0.0%

9.1%

Fannin

508.00

0.3%

117

0.4%

23.0%

Grayson

230.75

0.2%

39

0.1%

16.9%

Hood

101.25

0.1%

22

0.1%

21.7%

Hunt

173.50

0.1%

20

0.1%

11.5%

Johnson

182.50

0.1%

17

0.1%

9.3%

Region

County

Average Headcount

Terry

High Plains Region Totals
Metroplex Region

Kaufman

b

1,098.50

0.7%

271

0.9%

24.7%

Navarro

121.25

0.1%

21

0.1%

17.3%

Palo Pinto

153.75

0.1%

22

0.1%

14.3%

Parker

141.00

0.1%

19

0.1%

13.5%

Rockwall

51.75

0.0%

11

0.0%

21.3%

Somervell

13.25

0.0%

3

0.0%

22.6%

3,489.00

2.4%

638

2.0%

18.3%

129.25

0.1%

11

0.0%

8.5%

14,175.25

9.6%

2,988

9.4%

17.00

0.0%

2

0.0%

11.8%

Baylor

21.50

0.0%

3

0.0%

14.0%

Brown

703.75

0.5%

197

0.6%

28.0%

Callahan

18.50

0.0%

0

0.0%

0.0%

Clay

21.25

0.0%

2

0.0%

9.4%

Coleman

17.75

0.0%

0

0.0%

0.0%

Comanche

18.00

0.0%

2

0.0%

11.1%

Cottle

21.50

0.0%

8

0.0%

37.2%

Eastland

76.25

0.1%

14

0.0%

18.4%

Fisher

13.00

0.0%

0

0.0%

0.0%

Foard

9.75

0.0%

1

0.0%

10.3%

19.75

0.0%

1

0.0%

5.1%

Tarrant
Wise
Metroplex Region Totals
Northwest Region

26.9%

Archer

Hardeman

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 52

21.1%

b

Turnover by Region and County
Fiscal Year 2021

Region

County

Average Headcount

Separations

Percentage of
Total
Separations a

Turnover
Rate

Haskell

34.00

0.0%

4

0.0%

11.8%

Jack

18.75

0.0%

1

0.0%

5.3%

Jones

956.00

0.6%

380

1.2%

39.7%

Kent

10.50

0.0%

2

0.0%

19.0%

Knox

16.00

0.0%

3

0.0%

18.8%

Mitchell

230.50

0.2%

79

0.2%

34.3%

Montague

50.00

0.0%

6

0.0%

12.0%

Nolan

45.25

0.0%

9

0.0%

19.9%

Runnels

22.50

0.0%

2

0.0%

8.9%

233.50

0.2%

90

0.3%

38.5%

12.50

0.0%

4

0.0%

32.0%

Stephens

176.75

0.1%

37

0.1%

20.9%

Stonewall

12.50

0.0%

1

0.0%

8.0%

2,179.25

1.5%

615

1.9%

28.2%

10.00

0.0%

0

0.0%

0.0%

Wichita

2,238.25

1.5%

578

1.8%

25.8%

Wilbarger

1,078.50

0.7%

410

1.3%

38.0%

56.75

0.0%

4

0.0%

7.0%

8,339.50

5.7%

2,455

7.8%

92.75

0.1%

7

0.0%

7.5%

1,263.75

0.9%

480

1.5%

38.0%

Scurry
Shackelford

Taylor
Throckmorton

Young
Northwest Region Totals
South Texas Region

Percentage of
Total Average
Headcount a

Aransas
Bee
Brooks

29.4%

b

51.75

0.0%

3

0.0%

5.8%

1,665.75

1.1%

312

1.0%

18.7%

41.00

0.0%

4

0.0%

9.8%

149.00

0.1%

24

0.1%

16.1%

11.25

0.0%

1

0.0%

8.9%

3,344.00

2.3%

583

1.8%

17.4%

Jim Hogg

28.25

0.0%

1

0.0%

3.5%

Jim Wells

134.50

0.1%

18

0.1%

13.4%

Kinney

19.50

0.0%

2

0.0%

10.3%

Kleberg

88.25

0.1%

20

0.1%

22.7%

La Salle

130.25

0.1%

34

0.1%

26.1%

Live Oak

26.75

0.0%

4

0.0%

15.0%

Maverick

164.75

0.1%

14

0.0%

8.5%

McMullen

36.50

0.0%

10

0.0%

27.4%

2,268.00

1.5%

533

1.7%

23.5%

Cameron
Dimmit
Duval
Edwards
Hidalgo

Nueces

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 53

Turnover by Region and County
Fiscal Year 2021

Region

County

Average Headcount

Turnover
Rate

13.00

0.0%

5

0.0%

38.5%

Refugio

22.75

0.0%

1

0.0%

4.4%

San Patricio

170.50

0.1%

29

0.1%

17.0%

Starr

295.75

0.2%

34

0.1%

11.5%

Uvalde

134.00

0.1%

20

0.1%

14.9%

Val Verde

173.00

0.1%

17

0.1%

9.8%

Webb

840.75

0.6%

91

0.3%

10.8%

Willacy

49.00

0.0%

5

0.0%

10.2%

Zapata

21.50

0.0%

0

0.0%

0.0%

Zavala

51.25

0.0%

9

0.0%

17.6%

11,287.50

7.7%

2,261

7.1%

1,528.50

1.0%

530

1.7%

34.7%

69.25

0.0%

20

0.1%

28.9%

Houston

574.25

0.4%

155

0.5%

27.0%

Jasper

275.50

0.2%

54

0.2%

19.6%

2,118.50

1.4%

865

2.7%

40.8%

221.25

0.2%

40

0.1%

18.1%

Newton

17.75

0.0%

8

0.0%

45.1%

Orange

126.75

0.1%

32

0.1%

25.2%

Polk

766.00

0.5%

358

1.1%

46.7%

Sabine

28.00

0.0%

4

0.0%

14.3%

San Augustine

18.00

0.0%

2

0.0%

11.1%

San Jacinto

38.25

0.0%

4

0.0%

10.5%

Shelby

51.50

0.0%

2

0.0%

3.9%

Trinity

34.50

0.0%

6

0.0%

17.4%

492.75

0.3%

202

0.6%

41.0%

6,360.75

4.3%

2,282

7.2%

2,685.50

1.8%

949

3.0%

35.3%

Bowie

761.50

0.5%

342

1.1%

44.9%

Camp

12.50

0.0%

0

0.0%

0.0%

174.50

0.1%

20

0.1%

11.5%

Angelina
Hardin

Jefferson
Nacogdoches

Tyler
Southeast Region Totals
Upper East Region

Separations

Percentage of
Total
Separations a

Real

South Texas Region Totals
Southeast Region

Percentage of
Total Average
Headcount a

Anderson

Cass
Cherokee

20.0%

35.9%

b

b

1,615.25

1.1%

549

1.7%

34.0%

Delta

21.50

0.0%

2

0.0%

9.3%

Franklin

20.50

0.0%

1

0.0%

4.9%

Gregg

376.50

0.3%

42

0.1%

11.2%

Harrison

164.00

0.1%

29

0.1%

17.7%

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 54

Turnover by Region and County
Fiscal Year 2021

Region

County

Average Headcount

Turnover
Rate

327.25

0.2%

41

0.1%

12.5%

Hopkins

127.75

0.1%

19

0.1%

14.9%

Lamar

283.00

0.2%

29

0.1%

10.2%

Marion

23.50

0.0%

1

0.0%

4.3%

Morris

50.25

0.0%

6

0.0%

11.9%

Panola

44.00

0.0%

9

0.0%

20.5%

Rains

18.75

0.0%

3

0.0%

16.0%

Red River

32.00

0.0%

3

0.0%

9.4%

153.75

0.1%

35

0.1%

22.8%

1,079.25

0.7%

115

0.4%

10.7%

147.50

0.1%

24

0.1%

16.3%

Smith
Titus
Upshur

62.75

0.0%

6

0.0%

9.6%

Van Zandt

102.25

0.1%

17

0.1%

16.6%

Wood

220.75

0.2%

41

0.1%

18.6%

8,504.50

5.8%

2,283

7.2%

Brewster

104.00

0.1%

14

0.0%

13.5%

Culberson

32.50

0.0%

7

0.0%

21.5%

3,483.75

2.4%

642

2.0%

18.4%

Hudspeth

34.00

0.0%

5

0.0%

14.7%

Jeff Davis

52.75

0.0%

5

0.0%

9.5%

Presidio

60.50

0.0%

15

0.0%

24.8%

3,767.50

2.6%

688

2.2%

33.50

0.0%

5

0.0%

14.9%

9.50

0.0%

1

0.0%

10.5%

Coke

10.75

0.0%

3

0.0%

27.9%

Concho

13.25

0.0%

0

0.0%

0.0%

Crane

14.00

0.0%

3

0.0%

21.4%

Crockett

26.50

0.0%

8

0.0%

30.2%

Dawson

319.00

0.2%

162

0.5%

50.8%

Ector

410.00

0.3%

50

0.2%

12.2%

Gaines

26.25

0.0%

2

0.0%

7.6%

Howard

639.25

0.4%

253

0.8%

39.6%

1.00

0.0%

0

0.0%

0.0%

Kimble

36.25

0.0%

5

0.0%

13.8%

Martin

14.25

0.0%

1

0.0%

7.0%

Mason

19.00

0.0%

1

0.0%

5.3%

Upper East Region Totals

El Paso

Upper Rio Grande Region Totals
West Texas Region

Separations

Percentage of
Total
Separations a

Henderson

Rusk

Upper Rio Grande
Region

Percentage of
Total Average
Headcount a

Andrews
Borden

Irion

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 55

26.8%

18.3%

b

b

Turnover by Region and County
Fiscal Year 2021

Region

County

Average Headcount

c

Turnover
Rate

35.00

0.0%

7

0.0%

20.0%

Menard

11.00

0.0%

1

0.0%

9.1%

Midland

464.50

0.3%

76

0.2%

16.4%

Pecos

393.50

0.3%

179

0.6%

45.5%

Reagan

15.00

0.0%

1

0.0%

6.7%

Reeves

63.75

0.0%

11

0.0%

17.3%

0.75

0.0%

0

0.0%

0.0%

Sterling

15.00

0.0%

4

0.0%

26.7%

Sutton

20.00

0.0%

2

0.0%

10.0%

Terrell

8.50

0.0%

1

0.0%

11.8%

1,320.75

0.9%

458

1.4%

34.7%

Upton

11.50

0.0%

4

0.0%

34.8%

Ward

42.25

0.0%

7

0.0%

16.6%

Winkler

15.25

0.0%

4

0.0%

26.2%

West Texas Region Totals

3,989.25

2.7%

1,249

3.9%

31.3%

Statewide Totals

147,144.50

100.0%

31,665

100.0%

21.5%

Tom Green

b

Separations

Percentage of
Total
Separations a

McCulloch

Schleicher

a

Percentage of
Total Average
Headcount a

Percentages of totals for regions may not sum exactly due to rounding.
Turnover rates for regions are not the sums of the turnover rates for the individual counties.
The statewide total turnover rate is not a sum of the percentages.

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 56

b
c

Appendix 6

Turnover by Job Classification Series for Selected Agencies
Table 20 lists all job classification series that had an average headcount of 20
or more and turnover rates that exceeded 17.0 percent in fiscal year 2021 for
the following agencies: Department of Criminal Justice, Department of
Family and Protective Services, Health and Human Services Commission, and
the Juvenile Justice Department.
Table 20

Job Classification Series with an Average Headcount of 20 or More Employees
and Turnover Rates That Exceeded 17.0 Percent at Selected Agencies
Fiscal Year 2021
Job Classification Series

Average Headcount

Number of
Separations

Turnover Rate

Department of Criminal Justice
Correctional Officer

22,502.00

9,145

40.6%

Accounting Technician

28.00

11

39.3%

Purchaser

40.25

13

32.3%

Clerk

1,414.25

427

30.2%

Attorney

37.00

11

29.7%

Safety Officer

73.50

20

27.2%

Substance Abuse Counselor

81.25

22

27.1%

Health Specialist

31.00

8

25.8%

Training Assistant/Specialist

28.25

7

24.8%

Food Service Manager

760.75

183

24.1%

Case Manager

295.00

67

22.7%

Equipment Operator

101.00

22

21.8%

Maintenance Supervisor

671.50

140

20.8%

87.25

18

20.6%

Counsel Substitute
Network Specialist

34.25

7

20.4%

2,026.25

410

20.2%

Assistant Warden/Warden

182.75

37

20.2%

Chaplain

102.00

20

19.6%

Program Supervisor

464.75

90

19.4%

Senior Correctional Officer

2,898.00

545

18.8%

Administrative Assistant

1,194.25

224

18.8%

32.25

6

18.6%

Inventory and Store Specialist

511.00

94

18.4%

Program Specialist

189.25

34

18.0%

Manager

127.50

23

18.0%

Human Resources Assistant/Specialist

271.75

48

17.7%

45.75

8

17.5%

Parole Officer

Executive Assistant

Document Services Technician

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 57

Job Classification Series with an Average Headcount of 20 or More Employees
and Turnover Rates That Exceeded 17.0 Percent at Selected Agencies
Fiscal Year 2021
Job Classification Series
Agriculture Specialist

Average Headcount

Number of
Separations

103.50

Turnover Rate

18

17.4%

22.75

7

30.8%

6,800.25

2,075

30.5%

Administrative Assistant

976.50

286

29.3%

Adult Protective Services Specialist

575.75

146

25.4%

Human Services Technician

696.25

167

24.0%

Director

118.75

28

23.6%

Attorney

94.75

20

21.1%

Human Services Specialist

75.25

14

18.6%

Legal Assistant

38.25

7

18.3%

Systems Support Specialist

85.00

15

17.6%

Legal Secretary

35.00

6

17.1%

5,635.00

3,068

54.4%

559.75

302

54.0%

2,737.00

1,360

49.7%

Psychologist

52.50

21

40.0%

Laundry/Sewing Room Worker

88.25

32

36.3%

Vehicle Driver

194.75

70

35.9%

Custodian

630.25

215

34.1%

34.25

11

32.1%

Social Worker

193.50

58

30.0%

Security Officer

426.25

124

29.1%

Licensed Vocational Nurse

952.25

276

29.0%

Groundskeeper

64.25

18

28.0%

Pharmacy Technician

78.75

22

27.9%

Rehabilitation Therapy Technician

946.00

258

27.3%

Cook

220.00

60

27.3%

Department of Family and Protective Services
Budget Analyst
Child Protective Services Specialist

Health and Human Services Commission
Direct Support Professional
Food Service Worker
Psychiatric Nursing Assistant

Human Services Technician

Receptionist

66.75

18

27.0%

1,972.25

487

24.7%

Accounting Technician

48.75

12

24.6%

Human Resources Assistant/Specialist

40.75

10

24.5%

181.50

44

24.2%

Nurse

Health Specialist
Case Manager

66.25

16

24.2%

Inventory and Store Specialist

126.75

30

23.7%

Health Assistant

107.25

24

22.4%

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 58

Job Classification Series with an Average Headcount of 20 or More Employees
and Turnover Rates That Exceeded 17.0 Percent at Selected Agencies
Fiscal Year 2021
Job Classification Series
Public Health and Prevention Specialist
Clerk

Average Headcount

Number of
Separations

Turnover Rate

32.00

7

21.9%

1,547.00

335

21.7%

Dietetic and Nutrition Specialist

69.25

15

21.7%

Information Technology Security Analyst

23.75

5

21.1%

5,359.25

1,122

20.9%

57.75

12

20.8%

Auditor

108.00

22

20.4%

Maintenance Specialist

394.25

78

19.8%

25.25

5

19.8%

279.75

52

18.6%

86.00

16

18.6%

413.75

76

18.4%

Customer Service Representative

43.50

8

18.4%

Protective Services Intake Specialist

22.00

4

18.2%

Guardianship Specialist

83.75

15

17.9%

146.00

26

17.8%

23.00

4

17.4%

936.50

678

72.4%

34.75

20

57.6%

101.00

50

49.5%

Cook

53.75

22

40.9%

Dorm Supervisor

39.50

16

40.5%

Maintenance Specialist

35.75

12

33.6%

Security Officer

49.50

16

32.3%

Administrative Assistant

45.50

14

30.8%

Clerk

52.50

11

21.0%

Substance Abuse Counselor

21.75

4

18.4%

Texas Works Advisor
Reimbursement Officer

Dentist
Qualified Intellectual Disability Professional
Maintenance Supervisor
Claims Assistant and Claims Examiner

Project Manager
Laboratory Technician

Juvenile Justice Department
Juvenile Correctional Officer
Health Specialist
Case Manager

Source: The State Auditor’s Office’s Electronic Classification Analysis System.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 59

Appendix 7

Fiscal Year 2021 Overall Exit Survey Results
Figures 8 through 13 show the aggregate results from 3,790 State of Texas
Employee Exit Surveys completed by those employees (not including higher
education institution employees) who voluntarily left employment between
September 1, 2020, and August 31, 2021.
Figure 8 shows the reasons those employees reported for leaving state
employment. The top three reasons selected in the exit surveys were:


Retirement (24.2 percent).



Better pay/benefits (19.3 percent).



Poor working conditions/environment (15.6 percent).

Figure 8

Why are you leaving? a

Child Care/Elder Care
Issues
2.8%

Self-employment Location/Transportation
Issues
1.5%
1.4%
Inadequate Training
1.6%

Inadequate Work Resources
1.3%
Relationship with Co-workers
1.0%

Enter/Return to
School
4.0%
Relocation (self,
spouse, companion)
4.6%

Retirement
24.2%

No/Little Career
Advancement
Opportunities
5.1%
Issues with My
Supervisor/Issues with
Employees I Supervise
7.9%

a

Personal or Family
Health
9.6%

Better Pay/Benefits
19.3%
Poor Working
Conditions/
Environment
15.6%

Percentages do not sum to 100.0 due to rounding.

Source: State Auditor’s Office – State of Texas Employment Exit Survey.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 60

In addition to the specific reason they left an agency (see Figure 8 on the
previous page), employees were asked about the extent to which certain
factors influenced their decision to leave employment. If applicable, the
employees rated those factors on a 5-point scale: 1 – very little extent; 2 –
little extent; 3 – some extent; 4 – great extent; and 5 – very great extent.
Figure 9 shows the averages of the specific factors that may have influenced
an employee’s decision to leave employment with their agency. The work
conditions, workload, or work schedule factor had the highest average rating,
at 2.9.
Figure 9

Influences on Decision to Leave Agency a

3.5
3.0
2.5

2.5

2.8

2.9

Pay and benefits

Work conditions,
workload, or work
schedule

2.4
2.0

2.0
1.5
1.0
0.5
0.0
Agency policies or
Immediate
practices
supervisor or coworkers

Need for more
challenging and
meaningful work

a

The result for "Agency policies or practices" is based on 3,639 responses. The result for "Immediate supervisor or coworkers" is based on 3,618 responses. The result for "Need for more challenging and meaningful work" is based on 3,593
responses. The result for "Pay and benefits" is based on 3,598 responses. The result for "Work conditions, workload, or
work schedule" is based on 3,634 responses.
Source: State Auditor’s Office – State of Texas Employment Exit Survey.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 61

Figure 10 shows where separating employees reported they were going. The
top three reasons selected in the exit surveys were:


Seeking other employment (23.6 percent).



Retiring (22.0 percent).



Taking a job in the private sector (16.1 percent).

Figure 10

Where are you going? a
Not planning to work
8.7%
Transferring to another
Texas state agency or
higher education
institution
10.4%

Becoming self-employed
4.3%
Planning to return to work
at the same agency
3.1%

Taking a job with another
governmental organization
11.7%

Seeking other employment
23.6%

Taking a job in the private
sector
16.1%

a

Retiring
22.0%

Based on 3,753 responses.

Source: State Auditor’s Office – State of Texas Employment Exit Survey.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 62

Figure 11 shows differences between new and current annual salaries
reported by separating employees. A total of 35.6 percent of the employees
who completed the exit survey reported increases of $10,001 or more from
their current annual salaries.

Same as current
annual salary
8.5%

Based on 2,018 responses.

Not applicable
3.0%

$1 to $5,000 more
than current annual
salary
16.8%

Less than current
annual salary
17.8%
$5,001 to $10,000
more than current
annual salary
18.2%

$10,001 or more than
current annual salary
35.6%

Compared to your current salary, how much of an increase or decrease will your new salary be? a b

Figure 11

a
Percentages do not sum to 100.0 due to rounding.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 63

Source: State Auditor’s Office – State of Texas Employment Exit Survey.

b

/

Figure 12 shows whether a
separating employee would work
for their agency in the future. A
total of 72.4 percent of the
employees who completed the exit
survey would work for the same
agency again.
Figure 13 shows what separating
employees would like to change in
their agencies. The top three
reasons selected in the exit surveys
were (1) compensation/benefits,
(2) management/employee
relations, and (3) leadership.

Figure 12

Would you want to work for this agency again in
the future? a

No
27.6%

Yes
72.4%

a

Based on 3,716 responses.

Source: State Auditor’s Office – State of Texas Employment
Exit Survey.
Figure 13

What would you like to change in your agency? a

Compensation/Benefits

1,775

Management/Employee Relations

1,459

Leadership

1,239

Employee Rewards/Recognition

1,196

Work Environment

1,128

Internal Policies/Procedures

1,113

Training

950

Resources
Other

a

800

422

Respondents could select more than one answer to this question.

Source: State Auditor’s Office – State of Texas Employment Exit Survey.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 64

Appendix 8

Summary of Exit Survey Reasons for Leaving Employment at State
Agencies with 1,000 or More Employees
Table 21 summarizes the reasons that employees at state agencies with
1,000 or more employees reported in exit surveys for voluntarily leaving
employment in fiscal year 2021.
Table 21

Location/transportation issues

Issues with my supervisor/issues
with employees I supervise

Enter/return to school

Self-employment

Inadequate training

0

7

0

6

17

7

1

25

0

0

1

90

304 - Office of the
Comptroller of Public
Accounts

6

3

15

0

7

2

8

20

0

1

53

3

1

1

120

320 - Texas Workforce
Commission

3

2

5

0

4

2

5

22

4

1

29

2

1

1

81

405 - Department of
Public Safety

3

6

13

0

7

1

5

21

7

0

38

2

2

2

107

454 - Department of
Insurance

4

3

1

0

2

3

1

9

1

1

22

0

0

1

48

529 - Health and
Human Services
Commission

43

36

177

14

138

16

100

174

30

20

208

30

11

20

1,017

530 - Department of
Family and Protective
Services

16

12

155

3

43

1

68

40

20

7

57

17

2

18

459

537 - Department of
State Health Services

7

1

7

1

2

1

6

17

1

1

19

1

0

1

65

582 - Commission on
Environmental Quality

9

3

17

1

6

0

4

45

14

3

44

10

2

0

158

601 - Department of
Transportation

18

4

16

2

15

5

14

72

18

1

110

27

7

4

313

644 - Juvenile Justice
Department

2

3

26

0

6

0

4

5

0

2

6

3

0

3

60

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 65

Totals

Personal or family health

17

Retirement

Relationships with coworkers

1

Inadequate work resources

Poor working conditions/
environment

8

Relocation (self, spouse,
companion)

Childcare/eldercare issues

302 - Office of the
Attorney General

Agency

Better pay/benefits

No or little career advancement
opportunities

Exit Survey Reasons for Leaving Employment at State Agencies with 1,000 or More Employees
During Fiscal Year 2021

Inadequate training

14

39

70

15

3

102

12

10

3

458

701 - Texas Education
Agency

6

0

4

0

0

1

3

21

2

0

12

3

2

0

54

802 - Parks and Wildlife
Department

3

1

3

3

3

0

4

10

3

2

25

1

1

0

59

137

88

536

29

323

46

267

543

122

43

750

111

39

55

Totals

Source: State Auditor’s Office – State of Texas Employment Exit Survey.

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 66

Totals

Self-employment

83

Enter/return to school

Issues with my supervisor/issues
with employees I supervise

5

Retirement

Location/transportation issues

80

Inadequate work resources

Relationships with coworkers

13

Relocation (self, spouse,
companion)

Poor working conditions/
environment

9

Better pay/benefits

Childcare/eldercare issues

696 - Department of
Criminal Justice

Agency

Personal or family health

No or little career advancement
opportunities

Exit Survey Reasons for Leaving Employment at State Agencies with 1,000 or More Employees
During Fiscal Year 2021

3,089

Appendix 9

Interagency Transfers for Fiscal Years 2017 through 2021
Table 22 lists the number of interagency transfers and the percentage of
total statewide separations that those transfers represented for fiscal years
2017 through 2021.
Table 22

History of Interagency Transfers within the State
Fiscal Year
a

Number of
Interagency Transfers

Percentage of Total
Statewide Separations

22,766

44.7%

2018

2,190

7.1%

2019

2,459

7.4%

2020

1,860

6.3%

2021

1,505

4.5%

2017

a

House Bill 5 (85th Legislature, Regular Session) established the Department of Family and
Protective Services as an agency independent of the Health and Human Services Commission
effective September 1, 2017. To comply with previous legislation, on September 1, 2017, the
Health and Human Services Commission assumed responsibility for the child care licensing
function previously managed by the Department of Family and Protective Services. The
Department of Aging and Disability Services, Department of State Health Services, and the
Department of Family and Protective Services accounted for 20,763 (91.2 percent) of the
interagency transfers in fiscal year 2017. State hospitals and some selected programs and
regulatory services were transferred from the Department of State Health Services to the
Health and Human Services Commission in September 2017. (See An Annual Report on
Classified Employee Turnover for Fiscal Year 2017, State Auditor’s Office Report No. 18-703,
December 2017).
Sources: The State Auditor’s Office’s Electronic Classification Analysis System and An Annual
Report on Classified Employee Turnover for Fiscal Year 2020 (State Auditor’s Office Report
No. 21-703, December 2020).

An Annual Report on Classified Employee Turnover for Fiscal Year 2021
SAO Report No. 22-702
March 2022
Page 67

Copies of this report have been distributed to the following:

Legislative Audit Committee
The Honorable Dan Patrick, Lieutenant Governor, Joint Chair
The Honorable Dade Phelan, Speaker of the House, Joint Chair
The Honorable Joan Huffman, Senate Finance Committee
The Honorable Robert Nichols, Member, Texas Senate
The Honorable Greg Bonnen, House Appropriations Committee
The Honorable Morgan Meyer, House Ways and Means Committee

Office of the Governor
The Honorable Greg Abbott, Governor

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