Turnover is Expensive

Every departure costs real dollars, time, program stability, reputation, and institutional knowledge.

Hiring Costs

The costs of replacing a coordinator can range from half to 4x the employee’s annual salary, and includes:
  • Job board postings and listings
  • HR recruitment staff time
  • Search committee or interview panel time
  • Pre-employment screening

Constant Retraining

Program Coordinators need at least a year to become accustomed to the role, leading to:
  • Lost productivity for 6–12 months
  • Greater strain on A/PDs and senior staff
  • Repeated reinvention of workflows
  • Missed requirements and citations

Leaving is Contagious

According to Gallup, 51% of employees begin to search for a new job after a colleague leaves, causing a chain reaction

  • Short-staffed programs running on crisis mode
  • Low morale
  • Increased stress and anxiety in workplace

Reputational Risk

When coordinators leave, undocumented processes, historical context, and hard-earned expertise leave with them, causing:
  • Increased errors and missed deadlines
  • Disrupted ACGME compliance workflows
  • Vulnerability during reviews and site visits
Invest in Your Administrators. Reduce Turnover Costs.

Save Thousands Every Year with GME Mentor

Supporting Program Coordinators is one of the most cost-effective ways to protect program stability and institutional knowledge.


Give your administrators everything they need with GME Mentor.

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Please fill out the form to get in touch with GME Mentor founder, Dr. Kyan Lynch
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