INTRODUCTION: Turnover is an important issue to monitor properly as it is associated with many consequences, including monetary costs. This study aimed to determine the rate, types, and factors of employee turnover in the largest public teaching hospital in Rwanda.
METHODS: Archival documents were used to document rates, types, and factors of employee turnover at the University Teaching Hospital of Kigali (CHUK) during the 2012–2022 period. Ethical clearance was acquired before data collection.
RESULTS: The overall turnover rate was 4.87%. Higher annual rates were attributed to either decreased staff fringe benefits, massive recruitment in facilities offering better payments, or restructuring. The median age of employees at exit was 40.45 years, mostly female employees (58.5%). Most cases were married (55%), Rwandans (95%), and residing in Kigali City (47%). Surgery (17%), Administration (13%), and Obstetrics and Gynecology (11%) were the most implicated units. Median for work experience was 9 years. The main reasons for separation are personal or resignation (42%), leave of absence (14%), restructuring (12%), retirement (11%) and dismissal (11%). Highly qualified employees and those with experience ≥20 years represented 14% and 30% of the exiting staff, respectively. Involuntary turnover (31%) was the main type of turnover. Involuntary and voluntary unavoidable turnover types were associated with higher age (P<0.0001) and long work experience (P<0.0001).
CONCLUSION: The overall turnover rate at CHUK is within an acceptable range, but annual fluctuations reflect experienced negative motivational factors. Moreover, avoidable departure of high- or rare-skill staff was noted, sparking the need to implement staff retention strategies.
