Termination Review

April 2, 2015 – May 2, 2015

Prepared by JJ Lanza
Terminations by Position
12

10

6
Terminations

0
JIT Driver SCM Driver Whse RCDO
Terminations by Tenure

0-1 Month
2-6 Months
7-12 Months
1-2 Years
2-3 Years
3+ Years
Terminations by Tenure & Position
6

3 JIT Driver
SCM Driver
2 Whse RCDO

0
0-1 Month 2-6 7-12 1-2 Years 2-3 Years 3+ Years
Months Months
Terminations by State

GA
KY
NC
SC
Terminations by State & Position
12

10

JIT Driver
6
SCM Driver
Whse RCDO
4

0
GA KY NC SC
Areas for Examination
Evaluate BLS HR procedures in SC as 81% of
terminations this period occurred here. This includes
all JIT and RCDO terminations for this time frame.
Investigate initial screening practices for better
indication of culture fit as 33% of terminations this
period occurred within one month of hire.
Review on-boarding processes for possible
improvements.
Review exit interviews for indicators of conditions or
behaviors that led to termination.
Areas for Consideration
Consider increasing the frequency of employee
performance reviews:
30, 60, & 90 days for probationary period
6, 9, & 12 months for acclimation to company culture
18 & 24 months for career-track planning
Annually thereafter for goal-setting and follow-up
Consider pairing new hires with long term (3+ years
with BLS) employees for mentoring opportunities.
Areas for Further Data Mining
Track the terminations on a year-to-date and rolling
12-month basis for better identification of trends.
Initiate an employee engagement survey to identify
key areas for improvement.
Examine employee demographic information for
possible identifiers for culture fit.
Explore HR relational database software to allow for
dynamic and ad hoc report creation of relevant KPIs.