Agenda item

Report of the Executive Director (Resources, Environment and Cultural Services) which provides information on the performance indicators for the services that fall within the remit of this Committee.

Members received a report from the Executive Director (Resources, Environment and Cultural Services) which provided information on the performance indicators data for the services within the Committee’s remit.  Members were asked to note that, for clarity, service comments had also been included to explain the performance shown, along with any further action needed.

Members raised queries and made comments on the following.

Performance Indicator 5 - The number of employee working days lost due to sickness absence, per full-time equivalent member of staff

Long term sickness was often associated with more serious medical conditions, whereas short term sickness could be indicative of stress and work pressures.  That care should be taken not exert undue pressure on those who were on long term sick leave to return to work too early.  Employees should be encouraged to return to work when they felt they were able to do so and the facility to return on reduced hours and light duties be offered.  A phased return to work was often beneficial to those returning from a period of long term sickness and it was considered to help mental health.

The Human Resources Manager reported that a new sickness policy had been recently introduced where the emphasis was on a ‘can do’ approach.  The Council had a sickness absence reporting mechanism in place and worked very closely with occupational health, who were very much involved, particularly when an employee reported stress or anxiety as a reason for being off work or had mentioned their concerns to their manager.  Referrals to occupational health were speedier when stress or anxiety were the reasons for absence.  An employee assistance programme was already in place. 

The Human Resources Manager confirmed that the Council was proactive in dealing with those cases of long term sickness.  The Council was also looking at trends and trigger points for managers to address.  On occasion, where a member of staff was infectious but well enough to work, they were able to work from home.  On these occasions managers monitored performance and output.  Where a person was not able to work from home, for example, a front facing post but were considered to be infectious, they would be asked to work in the back office duties.

Members stated that they considered information pertaining to the two types of sickness absence should be separated out and the information be made clear.  Members suggested two Performance Indicators for sickness absence, one for long term and one for short term sickness levels, including commentary on how the Council were encouraging the employees back to work and what action was being taken to address the trends or patterns in sickness absence or potential causes of sick leave e.g. free flu injections.

Members acknowledged that whilst certain bonuses would be effective in encouraging staff in to work when they did not feel one hundred percent but improved as the day wore on, such as a fitness bonus supported by ACAS and found to be very effective or discretionary bonuses it was recognised that there were other issues to consider such as disability discrimination.  It was also acknowledged that the Council did not have a culture of performance related pay and that those that had little or no time off on sick leave supported and covered those that did.

The Executive Director advised that new measures, including the introduction of First Care sickness reporting system which provided robust and timely statistical information to the Council and the new sickness policy would improve sickness absence before consideration could be given to bonuses of any sort.  The Council, by its very nature is governed by financial constraints and does not have a policy of performance related pay.

RESOLVED:

(1)        That the performance indicators data collected and reported be noted.

(2)       That further information be provided in the Performance Indicators report providing a breakdown of long and short term sickness absences.