| State | All |
| DE | The selective market pay plan reduced our civil engineer turnover rate by 2% the first year, slightly less than 2% in 2001. |
| ID | Fair, but it is difficult to retain employees in hard-to-recruit positions due to our salary scale. |
| KY | Agency has been very stable compared to local industry and other state agencies. |
| ND | Reduced number of vacancies. |
| NE | Data not available. |
| NV | While supporting data are not available, it appears to have had a positive effect. |
| OK | Agency turnover decreased from 12% to 7% |
| PA | The commonwealth's comprehensive benefit package plays a key role in our retention efforts. |
| SC | We have had positive results with these initiatives, especially with the ability to make a counter offer to employees that we wish to retain. |
| TX | Among the top reasons for staying with TxDOT. |
| VA | Not yet determined. |
| WA | Not documented. |
| WI | Very low turnover for our engineers considering, from a pure pay perspective she or he could earn substantially more in private sector. |
