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Attendance Management

Attendance Management. Environment Directorate. National Picture continued. National Picture continued. Directorate Sickness. 2003/2004 – 7% or 18.2 days lost 2004/2005 – 6.02% or 16.65 days July 04 – June 05 – 5.42% or 14.09 days lost ( excludes Citywide )

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Attendance Management

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  1. Attendance Management Environment Directorate

  2. National Picture continued

  3. National Picture continued

  4. Directorate Sickness • 2003/2004 – 7% or 18.2 days lost • 2004/2005 – 6.02% or 16.65 days • July 04 – June 05 – 5.42% or 14.09 days lost ( excludes Citywide ) • Jan 05 – Dec 05 ( last 12 months) – • Excluding Citywide: • 4.75% or 12.36 days ( Reduction of 2.25% on 2003/2004 or 2540 days ( 12.7 staff ) • Including Citywide: • 3.6% or 9.4 days

  5. Directorate Sickness • At 1st July 2005 - 87no. staff on sickness stage • 54 Stage 1 • 30 Stage 2 • 3 Stage 3 • At 1st January 2006 –

  6. Attendance Management Policy (AMP) • Key elements: • Health and Well being of Employees • Interests of the City Council • Ensure preventative measures are developed / implemented • AMP utilisation: • Attendance managed through the Business Plans and regular reporting to management team ensures implementation of AMP • System in place to ensure return to work interviews undertaken, through SDS management. Pay withheld if SDS not returned

  7. Provision of Absence Information • Reporting schedule in place • Systems for reporting need to be streamlined: • Dual systems in place SAP/Access, SAP/Timeware • Capella reports add a third level of reports, early days • SAP to be core system, limitations in current functionality: • Multiple Contracts • Work Schedules • Regular external comparators need to be developed

  8. Summary • Sickness continues to reduce, due to • Tightened Policies • Changes in recording method • Increased Management Buy-in • Changes in work organisation • AMP gives direction • Clear processes established • Behaviour / culture changed • Systems for Reporting • Need developing and move to single system (SAP) • Development of external comparators

  9. Directorate Sickness • Attendance taken seriously in the Directorate – Trading Activities. • Actions taken: • Training / Briefing Sessions provided for managers • HR support to managers on stage process • Revised procedure for reporting absence • Sickness reported monthly to service managers • Sickness reported to Directorate Management Team Quarterly

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