This data comes from Utah Human Resource Management and shows the turnover rate in a 12-month reporting period at the end of each quarter during the calendar year.  (Q1 ends in Mar, Q2 ends in Jun, Q3 ends in Sep, Q4 ends in Dec) 

In 2020, DCFS set a goal to reduce staff turnover by 22.4%, aiming to lower it from 32.2% in calendar year 2019 to 25% by the end of fiscal year 2024. After this goal was established, turnover rose for five consecutive quarters beginning in the third quarter of calendar year 2021, peaking at 40.13% in the third quarter of calendar year 2022. DCFS received critical funding for staff compensation during the 2021 and 2022 legislative sessions, targeting direct service staff and essential support roles. Turnover among these positions declined significantly, reaching a low of 18.84% in the fourth quarter of calendar year 2024. However, it has since increased to 25.26% in the fourth quarter of calendar year 2025. DCFS is closely monitoring this upward trend and continues to work toward keeping turnover at or below 25%.

DCFS has also implemented other strategies to address turnover and improve employee support, including LEAD (Leadership Empowerment and Development) courses for supervisors and leadership in the agency to increase their skills in engaging one-on-ones with employees, addressing employee well-being, effective coaching and feedback, performance planning, using data/assessing, encouraging team well-being and growth, working through conflict, monitoring team performance goals, organization and time management, and supporting self care.