The banking industry is exhibiting a notable increase since the sector has been open for privaterninvestment some twenty years ago. There is also a continuous branch expansion in the sector whichrnresulted in a growing demand for skilled staff. Staff turnover has been a challenge to the bankingrnsector in general and it is not different in the case of Nib International Bank as well. The currentrnlevel of turnover in NIB is around 10% while the management has planned to bring it down to 3%.rnThe major challenge of NIB is particularly the turnover of the technical staff. The main objectivernof this study is to assess the causes of turnover and intention to leave. The study was conductedrnusing both primary and secondary sources of information. The primary data was generated thoughrnquestionnaire and interview. The study was conducted using both quantitative and qualitativernanalysis method and is mainly descriptive. Frequency tables, mean and percentage were used tornexplain some of the factors. T-test and one way ANOVA was also used whenever appropriate. Thernstudy revealed that salary, benefits, position change and title change are the main causes ofrnturnover and intention to leave. It also shows that there is a strong level of intention to leave thatrndoes not differ between gender, age, job position and years of service. A consistent applicationrnof HR policies and procedures particularly in promotion found to be a concern for employees.rnFactors that are contributing to the intention to leave are found to be mostly internal. The studyrnrecommends that NIB should conduct a comprehensive salary and benefit survey to position itselfrnamong the best employers in the industry. It should also address the concerns of employees inrnterms of application of HR policies and procedures in order to curb the situation and persuadernemployees to change their intention.rnKey words: Turnover; Intention to leave, HR policies and procedures