Turnover is a problem within the senior administrative and professional staff category of the University of Cape Coast. Information gathered from the University's Personnel Section indicates that, over the decade 1987-1996, the University recorded an annual turnover rate of 8.9%. This study was therefore carried out to find out the factors affecting the attraction, retention and the general turnover of senior administrative and professional staff in the University. A simple descriptive survey was carried out using a combination of the census and sample survey research designs on a population comprising serving senior administrative and professional staff and those who had resigned from the service of the University since 1987. From the study, it was found among others, that, opportunities for self and career development, prestige attached to jobs in the University and prospects for accelerated promotion were major pull factors for senior administrative and professional staff of the University. The continued existence of these factors greatly influences retention of staff within the category. Improvement in the opportunities for self and career development and in compensation package, as well as the prospects for promotion, and the institution of welfare schemes for staff are likely to enhance the attraction and retention of the senior administrative staff in the University.
Makerere Journal of Higher Education Vol. 1, 2004: 153-163