Agenda item

Surjit Nagra, HR and OD Business Partner, provided an update on staff wellbeing.

Members were reminded that the data was for the period ending March 2016, and that when the new Agresso system was implemented, the Committee would be provided with more up-to-date data.

The target of sickness absence for each directorate was 8.1 per FTE, with the exception of the Wellbeing directorate, which had a target of 9.4 per FTE in recognition of the different challenges staff faced. Overall, the Council had achieved a figure of 8.3 per FTE, marginally above the overall target of 8.1. It was recognised that the Wellbeing directorate and the Regeneration, Housing and Resources directorate had exceeded the 8.1 target, whilst the Chief Executive directorate and Customer and Community Services were comfortably achieving their targets.

By division, certain areas such as Community and Skills had exceeded their target, but measures had been taken to reduce sickness absence levels within these divisions.

For number of sick days per employee, it was noted that of the 836 total Council staff, only 30 were seen to have been on long term sickness (defined as sicknesses totalling over 20 days). Of these 30 staff, 24 had since returned to work, resulting in only 6 staff remaining on long term absence.

It was noted that any staff returning to work following long term absence would be referred to Occupational Health.  OH would carry out a risk assessment of their work environment and make recommendations to Managers as to how best to manage their return to work. If there was no likelihood of return, Managers would then progress through formal processes which could lead to dismissal on the grounds of unsatisfactory attendance. Since the turn of the year, 3 staff members had been dismissed.

It was confirmed that absentees were contacted regularly, which could include home visits, and that all staff were required to provide the necessary documentation, e.g. fit notes etc. If employees were found to be claiming absence inappropriately, then disciplinary action would be undertaken.

As ever, the Council was endeavouring to take all available steps to reduce staff absences, including promoting a healthy lifestyle through activities and diet, providing support clinics such as back clinics and physiotherapy sessions, counselling services, and vaccinations.

Members sought clarity as to how regularly the Council’s counselling service was used. It was agreed that anonymised figures would be brought to the next meeting.

Resolved -  That the report be noted.