MSU Denver Employees Embrace Stability and Growth
Metropolitan State University of Denver (MSU Denver) continues to foster a workplace where employees find long-term career opportunities and a supportive culture. According to the latest data from the University’s Human Resources department, faculty and staff are increasingly choosing to stay, citing a strong organizational culture and clear advancement pathways.
“Employee retention is one of the clearest indicators that people feel valued and see long-term opportunities here,” said Stacy Dvergsdal, Chief Human Resource Officer. “We’re proud of the community we’ve built together, one that supports career growth and purpose-driven work.”
Retention Rates Surpass National Benchmarks
The University’s most recent HR presentation revealed that MSU Denver is outperforming national averages in terms of faculty and staff retention. Turnover remains within acceptable limits, and internal hiring is helping employees advance without needing to leave the institution.
Voluntary turnover data shows the following:
- Universitywide voluntary turnover: 8.1%
- Faculty voluntary turnover: 2.99%
- Professional/classified voluntary turnover: 11.3%
This data includes full separations among faculty, professional staff, and administrators, but not adjunct faculty, student employees, temporary workers, or contingent staff. Retirements, internal transfers, and deaths are also excluded.
Understanding Turnover to Shape Retention Strategies
MSU Denver leadership consistently analyzes employee departures to refine retention efforts. Exit surveys indicate that career advancement and compensation are the two most cited reasons for leaving.
In response, Human Resources has made internal mobility and professional development key priorities. Over the past year, 37% of open roles were filled internally, reflecting a growing trend of employees advancing within the organization.
Participation in the University’s Leadership and Organizational Engagement programs is also increasing, offering more employees the tools they need to grow and succeed.
Talent Management Supports Career Planning
To further support employee growth, MSU Denver launched a Talent Management program last year focused on long-term career planning. The initiative aims to create visible career pathways and provide necessary resources for professional development.
“MSU Denver is full of talented, driven people who want to grow in their careers,” said Charles Kibort, Executive Director of Human Resources Operations and Strategy. “The Talent Management program is designed to help them do just that, by making career pathways more visible and providing the tools and support to help employees reach their goals.”
Demographics Show Steady Growth and Diversity
As of June 30, MSU Denver employed 3,355 individuals, including full-time, part-time, and student workers. This reflects modest growth from the previous year and relatively stable demographics:
- Median employee age (excluding adjuncts and student workers): 45
- Median tenure: 9 years
- Veterans: 9%
- Ethnicity/race: 61% white, 30% people of color
These statistics suggest a balanced and diverse workforce that contributes to the University’s inclusive environment.
Looking Ahead: Continued Focus on Employee Development
MSU Denver plans to maintain its commitment to publishing annual employment data to guide future retention and development strategies. Human Resources will also roll out additional resources this year, including succession planning frameworks, mentorship initiatives, and clearer promotion pathways.
These initiatives are part of a broader effort to ensure employees feel supported, valued, and empowered to grow within the institution.
Additional Resources and Initiatives
In addition to retention and development programs, the University has invested in tools and platforms to enhance the workplace experience. Recent updates include:
- A revamped Faculty and Staff Hub that incorporates employee feedback and improves access to critical resources.
- New state accessibility standards that expand options for inclusive digital content.
- The 2025 Employee Engagement Survey action plans, with deans and vice presidents addressing team-specific concerns.
MSU Denver also emphasizes performance management, encouraging employees to set 2025-26 goals in Workday and conduct career conversations to align personal objectives with organizational priorities.
Conclusion
With a strong focus on internal mobility, career development, and data-informed strategies, MSU Denver continues to offer a work environment where employees thrive. The University’s commitment to building a community rooted in purpose and opportunity ensures that its workforce remains motivated, engaged, and ready to make lasting contributions.
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