Attrition-risk signal (pay-aware)

On the DEI page (when the feature is enabled for your organization) there is an Attrition-risk signal. It fuses three signals Novro already holds in one anonymity-safe tenant into a single per-department risk level — low, elevated or high — with the contributing factors spelled out. Because it also weighs the compensation dimension, it is sharper than a pure engagement model.

This is always a department-level signal — never an individual score and not a prediction about any person. It is rule-based (no machine learning) and meant to help you decide where to look closer, not who.

The three factors:

Engagement declining — the department’s engagement trend is falling wave-over-wave across the survey series (a negative slope steeper than −0.15 per wave on the 1–5 scale).
Below-band pay — the department’s band-normalized median pay sits below its salary-band peers (under 97 % of the band’s median).
Gender pay-gap exposure — the pay gap is more than 5 percentage points from 100 %.

The risk level follows the number of factors present: 0 → low, 1 → elevated, 2 or more → high.

Anonymity is gated on every input. A department is scored only when it clears the organization’s minimum group size (a survey may set its own) on every side: enough people, with both genders independently over the threshold (otherwise the pay gap would expose a lone person’s salary), AND enough survey responses. If any side falls below the threshold the department is hidden entirely — no underlying numbers are even sent to the browser. Each survey wave in the trend is also gated independently; a below-threshold wave contributes nothing to the slope. Without a selected survey there is no engagement side, and the signal asks you to pick one.

The page is Admin-only and always shows only the caller’s own organization’s data. Because survey responses only carry an org node (never gender or salary band), the signal can only be broken down by department.