Agenda item

The Committee considered a report with an update on progress with reducing the Council’s sickness absence.

The average full time equivalent (FTE) of days lost over the year from 1^st February 2013 to 31^st January 2014 was 7.8 days, an improvement over the 10.4 days for same period in the previous year.  However, this amounted to an average monthly figure of 0.76 FTE days lost over the last 3 months, slightly above the average of 0.70 FTE for the 4 months from July to October 2013.

A South East Employers survey comparing Unitary, District/Borough and County Council sickness information reported an average of 10.22 days lost per employee in Unitary Authorities compared to 7.54 days in District/Borough Councils and 8.61 days in County Councils.  A Labour Market report (covering all sectors) showed the average days lost in 2013 was 4.4 days.  The Committee concluded that while Slough sickness days lost has improved, it remained well above the national average but below the Unitary Authority average.

The sickness absence balanced scorecard has continued to be reported at CMT and DMTs, enabling managers to report on absence and the action being taken.  The process is kept under review to ensure that data is reported in a timely fashion, that the reporting of sickness is accurate and that the correct reasons for absence are reported.  The Committee was pleased to note that employee attendance at Occupational Health appointments was improving, and with virtually no missed appointments in the last six months (save for two missed in December 2013).

The report set out the three most common reasons given for sickness absence for the period April 2013 to February 2014, broken down to department level.  Mental health problems such as stress, depression and anxiety accounted for a significant number of days lost in three of the four directorates.  Infections such as coughs, colds and chest infections, although typically a shorter term absence, also contributed to a significant number of days lost.  This profile was in line with that reported by many other local authorities.

With reference to previous questions raised by the Committee, it was noted that employees and managers were being encouraged not to accept ‘not stated’ as an appropriate reason to enter on a sickness form, but the removal of this category was subject to ongoing investigation.  With regard to ‘hospital or GP appointments’ the Council’s leave policy allowed for employees to agree to take such time as either annual leave, flexi or sickness.

The Committee noted with satisfaction the continuing success of the sickness policy now operating and was pleased to acknowledge the co-operation of the Trade Unions in achieving this.  Having regard to the overall sickness management score, which showed some fluctuations in the monthly scores, it was requested that an exception report be made at the next meeting for any directorate where the score had fallen below 60 – 65.  Members also requested for the next report an indication of the breakdown of sickness absence by gender and the performance on training of managers on the sickness policy against the target of 90%.

Resolved –

(a)  That the report be noted.

(b)  That the report to the next meeting include further information on the matters outlined above.