The Head of Human Resources and Organisational Development submitted a report which set out the current position in relation to sickness absence across the Council.

The report had been requested to identify sickness absence performance across the new directorates following the restructure of the Council, the process for dealing with sickness absence and the impact it had had on capacity within the HR division and the wider organisation in the light of the transformation process and significant organisational change.

Following the Senior Management restructure undertaken in December 2012 the Council was re-organised into three Strategic Directorates; Families and Wellbeing, Regeneration and Environment, and Transformation and Resources. An appendix to the report showed current levels of absence across the Council and Schools up to 30 November 2013. The projected days lost per employee were currently 9.17 compared to 10.23 in 2013/14. This was based on the national Best Value Performance Indicator (BVPI). Excluding schools, the current projected performance was 12.13 days which showed a marginal improvement compared to 12.88 days in 2012/13. Comparisons against other Local Authorities in the region for 2012/13 inclusive and exclusive of schools were attached as appendices to the report.

The report also gave details of strategies to manage absence, including the Employee Assistance Programme, Occupational Health Support and Fit for Wirral.

Responding to comments from Members, the Head of HR and Organisational Development informed the Committee that the Employee Assistance Programme was provided by an external provider and the Council was not provided with any details about individuals contact or interaction. She outlined the work of the dedicated casework team (five staff and one manager) who had been brought together from across the organisation in 2013 to provide support on all individual employee relations cases including absence management cases.

Appendix six to the report provided a snapshot of sickness trends, reasons for sickness, and comparisons of short and long term sickness on a particular day. To look at actual trends one would look at the monthly figures previous to the month on which the snapshot was taken as it could have been taken in the middle of the month. The data provided an illustration of the format and type of data available to managers on a daily basis which would help in improving the management of absence. Long term sickness was defined as sickness lasting more than four weeks.

The number of staff, 854, completing the e-learning course in attendance management was approximately consistent with the total number of managers, which included team leaders across the Council, although this was over a certain time period and was not the latest figure the Council had. The results of the annual staff survey would be shared with Members once they were available.

She also described how the Council engaged with union representatives over both the implementation of the attendance management policy and occupational health matters in relation to specific employees. The policy was designed not to be punitive but to ensure managing attendance was robust and supportive. The breakdown of absence reasons meant that the Council was able to target support more effectively.

The Strategic Director welcomed the use of the ‘insight’ system which allowed manager’s immediate access to live absence data for their teams. The data could be interrogated as to whether absences were a one off or a growing trend.

In respect of further comments, the Head of HR and Organisational Development stated that she would be happy to provide written responses on the following questions and comments:

·  Of the 144 Sickness absence cases closed, what were the reasons?

·  The proportion of long term and short term absence. At Wirral Council 64% of absence was long term. Is there any benchmarking data to compare this with other organisations?

·  Employee Assistance Programme. What feedback does the Council have from staff, what performance measures are in place and is there a breakdown by department of contacts made?

·  What is the cost of the flu vaccination?

·  In appendices 3 and 4 can the names of the comparator North West authorities be given?

·  In appendix 7, is the absence of males aged 20–25 years, a snapshot position or part of a trend?

A Member suggested that the Committee could establish a Task and Finish Group to look at workplace stress and absences.

On a motion by the Chair, seconded by Councillor Williamson, it was –

Resolved –

(1)  That the contents of the report and the Council’s current approach to management of absence, be noted.

(2)  That the Committee establish a Task and Finish Group, in the new municipal year, to look at workplace stress and absences.