Issue - meetings

The Committee considered a report of the Director of Corporate Resources which provided an update on the County Council’s overall position on sickness absence as at the end of April 2018.  A copy of the report marked ‘Agenda Item 9’ is filed with these minutes.

Arising from discussion the following points were raised:-

    (i)          It was acknowledged that the actions taken to improve sickness absence had thus far resulted in marginal improvements to performance, rather than a step change.  If the current pattern continued, consideration would be given to taking a more hard-edged approach to absence management.  This would need to be discussed with the Trade Unions.  The Committee asked to see options for further actions that could be taken in the next report on this matter.

   (ii)          A comparison of the County Council’s performance against sickness rates in the private sector had not been undertaken due to the fact that there were no comparable private sector organisations.  However, the County Council did not compare particularly favourably to other County Councils.  Some examples of good practice from other local authorities had already been implemented but officers undertook to see if there were any further lessons to be learnt.

  (iii)          All managers were required to complete a return to work interview within five working days.  Completion rates were monitored by Departmental Management Teams but the detail of the interviews remained confidential.  Guidance for managers, including a wellbeing resource pack, was available to support them in making return to work interviews effective and ensure that staff felt supported to stay in work.

 (iv)          There was a legal requirement for ‘not disclosed’ to be a category of absence.  It was expected that this would be updated to the correct category by managers once the return to work interview had taken place.  Use of the category was reducing through good practice; however it was acknowledged that further engagement and training for managers was needed.  It was important to ensure that use of the category did not mean that employees were choosing not to engage with their manager.

RESOLVED:

(a)  That the position on sickness absence as at the end of April 2018 be noted;

(b)  That an update be submitted to the next meeting of the Committee, including options for further actions that could be taken to reduce sickness absence.