The percentage rate of employee fluctuation, the numbers of employees joining and leaving the CSSA, the ratio between these numbers and the incidence of the various ways of terminating employment are important indicators of the stability of the workforce structure and institution’s openness and ability to change.
The fluctuation rate throughout the CSSA amounted to 11.59% as at 31.12.2010, which represents a 1.61% increase compared to the previous year. The 3% reduction in the number of systemised jobs implemented as of 1.1.2011 already impacted on the increase in the year-round fluctuation rate, because a number of employees in these abolished jobs ended their employment by agreement or upon the elapse of the agreed time limit in December 2010. Whereas in 2009 the number of departures was 889 and the number of entries was as high as 1,607, in 2010 the number of departures rose to 1,026 as a result of the said 3% reduction in systemised jobs and the number of entries fell by almost half to 888. This relatively pronounced fall in the number of entries was caused by the CSSA’s endeavour to minimise the number of vacant systemised jobs in 2009, so it was mainly positions vacated by standard employee departures that were filled in 2010.
The most common method by which employees terminated their employment was according to Section 65 of Act No. 262/2006, Labour Code, i.e. expiry of the period for which fixed-term employment was negotiated (434 cases). This was followed by termination of employment by agreement under the terms of Section 49 of the Labour Code (346 cases plus 28 cases of termination of employment according to Section 49 on the grounds laid down in Section 52 (c) of the Labour Code. The third most common method of terminating employment was notice served by the employee under the terms of Section 50 of the Labour Code (113 cases).
In 2010 the CSSA again significantly exceeded the compulsory four-percent share of employees with a disability. In total the CSSA employed 402 such individuals.