# Retention Risk Scorer MCP > Retention Risk Scorer predicts which employees are likely to leave and estimates the real financial cost of that loss. This MCP analyzes key employee data—like salary gaps, tenure length, and promotion history—to generate an immediate turnover risk score (0-100). It doesn't just guess; it quantifies the economic burden of attrition and suggests specific management actions you can take right now to keep top talent. ## Overview - **Category:** human-resources - **Price:** Free - **Tags:** turnover, retention, hr-tech, attrition, employee-engagement ## Description Employee turnover costs companies more than just a replacement salary. This MCP helps HR teams move beyond gut feelings by giving them concrete data on who is at risk and why. You feed in an employee's profile—their tenure, their pay compared to the market, how long it's been since they got promoted—and your agent calculates a specific turnover risk score. It then tells you exactly what needs fixing. For example, if the risk score jumps up because of a salary gap, the MCP immediately suggests targeted actions to close that gap and keep the employee engaged. You can also run an estimate on how much it costs the business when a key person walks out the door. By accessing this tool through Vinkius' catalog, you get predictive analytics without needing specialized data science staff or expensive enterprise software. ## Tools ### estimate_replacement_cost Calculates the full monetary expense involved in backfilling an employee's role. ### get_retention_levers Provides a ranked list of management actions, like salary adjustments or training programs, proven to improve retention. ### calculate_risk_score Generates a precise turnover risk score for any employee by analyzing their current HR metrics and career data. ## Prompt Examples **Prompt:** ``` Calculate the turnover risk for an employee with 48 months tenure, 24 months since last promotion, a -15% salary gap, and an engagement score of 60 at the Senior level. ``` **Response:** ``` The calculated turnover risk score is 72 (High Risk). The primary risk driver identified is the salary gap percentage. ``` **Prompt:** ``` What is the estimated replacement cost for an Executive level employee earning $150,000 per year? ``` **Response:** ``` The estimated replacement cost is $375,000. This includes recruitment, onboarding, and lost productivity components. ``` **Prompt:** ``` What actions should I take for an employee with a 85 risk score, -20% salary gap, and 36 months since last promotion? ``` **Response:** ``` The prioritized levers are: 1. Review compensation to close the market gap; 2. Evaluate recent performance for potential promotion. ``` ## Capabilities ### Score Employee Turnover Risk Calculates an employee's likelihood of leaving based on tenure, salary gaps, and engagement metrics. ### Estimate Financial Loss from Attrition Provides a specific dollar amount representing the total cost (recruitment, onboarding, lost productivity) if an employee leaves. ### Generate Retention Strategies Offers actionable recommendations to managers and HR on how to improve engagement or address specific risk factors. ## Use Cases ### The Salary Gap Dilemma A manager noticed a top engineer was starting to seem disengaged. Instead of just giving them a raise, they ran the MCP analysis. The system revealed that the primary risk driver wasn't performance, but a 15% salary gap compared to market rates. Using `get_retention_levers`, the manager immediately closed the compensation gap and stabilized the employee. ### Budgeting for Attrition The VP of People needed to justify a new retention budget. They input data on their most senior roles, running `estimate_replacement_cost` for ten key positions. The resulting total cost figure—in the millions—made the business case for proactive talent investment undeniable. ### Identifying High-Value Targets The HR team needed to identify who was most valuable and most at risk simultaneously. They ran `calculate_risk_score` on their entire senior leadership cohort, instantly flagging five individuals with scores over 80 that required immediate attention. ### Post-Layoff Planning After a departmental restructure, leaders needed to know which remaining roles were most vulnerable. They used the MCP to analyze role profiles and determine both the risk score of incumbents and the replacement cost if that role suddenly went vacant. ## Benefits - Instead of reacting to exit interviews, you predict them. Use `calculate_risk_score` to spot at-risk employees weeks in advance, allowing managers to intervene with targeted conversations. - Quantify the pain point. You don't just lose a person; you lose value. The MCP uses `estimate_replacement_cost` so leadership understands exactly what they're paying for inaction. - Stop guessing on fixes. When an employee scores high, use `get_retention_levers` to get concrete, actionable management strategies—not vague advice like 'improve communication.' - Move beyond basic metrics. This MCP analyzes deep data points like salary competitiveness and promotion history, giving a much more nuanced view than standard HR dashboards. - Speed is key. You run the entire analysis chain in one go: calculate risk, find cost, and get solutions—all through your AI client. ## How It Works The bottom line is you get a clear picture of who's leaving, why they're leaving, and what to do about it—all in one go. 1. You give your AI client an employee's profile data: their years of service, salary details, and recent performance metrics. 2. The MCP processes this data against current industry benchmarks to determine the primary risk drivers and calculates a normalized turnover score. 3. Your agent receives three outputs: the overall risk score, the financial cost estimate for that role, and prioritized management actions. ## Frequently Asked Questions **How does the Retention Risk Scorer MCP calculate employee turnover risk?** It calculates a normalized score from 0 to 100 by analyzing multiple human capital metrics, including salary competitiveness, tenure length, and promotion history. **Does this MCP tell me why an employee is leaving?** Yes. After generating the risk score using `calculate_risk_score`, it pinpoints the primary driver—for example, identifying salary gap percentage or lack of recent promotion as the main concern. **What does estimate_replacement_cost include?** It provides a total financial figure that accounts for recruitment expenses, mandatory onboarding processes, and quantifiable lost productivity components. **If I have a high risk score, what should I do next using the MCP?** You run `get_retention_levers`. This tool takes your specific risk profile and provides prioritized, actionable management strategies tailored to close the identified gap. **Is this better than just running a salary survey?** Yes. A salary survey only gives you market data. The Retention Risk Scorer connects that market data directly to your employee's personal history and engagement, making the advice actionable.