Sickness Absence (Cabinet Feb 06)

Recommendation / Responsibility / Completion Date/ Anticipated Completion Date / Evidence of Progress / Assessment of Progress
(Categories
1 – 4)
1.Quarterly reports to Cabinet, to be part of the quarterly performance reporting regime, outlining the following:
  1. Days lost per full time employee (FTE)
  1. Overall sickness absence shown as a percentage
  1. A profile of the causes of sickness
Where BVPI figures highlight areas of concern, an exception report should be generated and made available to appropriate manager and Cabinet Member / Alan Cruickshank
/Mandy Hill / April 06
April 06
Oct 06 / Parts one and two complete. Form part of the report on the Corporate Basket of Performance Indicators.
Profile of causes of sickness will be provided from this quarter. / 1
1
3
2.Managers to improve coding of absence returns with the support of Human Resources / Lynne Donald / March 2007 / Actioned through revised reporting procedure roll out commenced September 06. / 2
3.Managers to improve the rate of absence returns with the assistance of Human Resources / Lynne Donald / March 2007 / Actioned through revised reporting procedure roll out commenced September 06. / 2
  1. Results of the HSE Stress Survey pilot to be reported back to the Corporate Policy Review Select Committee via the Executive Scrutiny Committee
/ John Davies / December 2007 / Report to November 2006 HRSG on outcomes and interventions required from initial survey. Reporting back to Corporate Review Select Committee requires a further survey 12 months after the initial survey(as required by HSE) which will give the opportunity for the first interventions to “bed in” and be effectively evaluated. / 2
  1. To create a database containing the details of all staff with managerial/supervisory responsibilities.
/ Mandy Hill / April 06 / A report has been produced identifying all “reports to” managers held within PSE / 1
  1. To make it compulsory for all staff with managerial/supervisory responsibilities to undertake training in managing sickness. This should commence with a series of seminars to which all Managers/Supervisors are invited as appropriate
/ Denise / Paul H / March 2007 / Training to be carried out through role out of new reporting procedure. Seminars/information events are provided to SMT’s as appropriate. Planned training will be programmed throughout the remainder of the financial year service by service.
Thereafter it will be an ongoing process. / 2
  1. Training issues relating to sickness absence management should be addressed and evaluated at annual appraisal sessions
/ Denise McGuire / Angie Todd / March 2007 / Training issues to be part of 6 above and appraisal issues are being considered as part of the current HRSG review of the annual appraisal process. / 2
  1. A regular article to go in KYIT to outline full sickness absence procedures
/ Cheryl Lindsay / June 06 / Article appeared in June follow up planned for November / 1
  1. Information on flexible working practices and flexi time schemes to be included in management training programmes
/ Angie Todd / Cheryl Lindsay / March 2007 / This requirement will form part or the current review of Management Training Programmes and will be included in training as shown at 6 above / 2
  1. The Council should ensure that Unions are consulted appropriately and informed on issues relating to changes in sickness absence policies, and should be invited to attend absence management courses provided by Stockton Borough Council
/ Denise McGuire / Ongoing / This is a programme of ongoing dialogue with the Trade Unions / 1
  1. Homes visits during long term absence normally undertaken by Line Managers supported by HR. HR Officers will undertake visits under exceptional circumstances on behalf of Line Managers.
/ Cheryl Lindsay / Ongoing / This requirement has always been applied when required. / 1
  1. Executive Scrutiny Committee to incorporate monitoring procedure into the 2006/07 work programme for the Corporate Policy Select Committee.
/ ESC