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QIPPMedical Workforce
ATTENDANCE MANAGEMENT
THE WAY FORWARD
ATTENDANCE MANAGEMENT
THE FACTS
The average absence level in the NHS is 4.12% (15.56 million days lost)
The average absence level across UK is 2.2% (131 million days) Every % point in absence costs us in St Helens and Knowsley
£1M – since introduction of the policy we have saved £1M Absence for Doctors (especially those in training) is massively
under reported At an average daily replacement cost of £500 doctors’ absence is
hugely costly
WE ALL HAVE A SERIOUS & COSTLY PROBLEM
ATTENDANCE MANAGEMENT
Why the differences?Differences between the public and private sector
Institute for Employment Studies Report (2010)
‘Without the commercial imperative to drive costs down and productivity up, the business case for managing absence effectively is harder to sustain in
practice. Whilst there may be the policy ambition to reduce absence, there is equally forceful deep seated cultural resistance to its aggressive
implementation. Seen in this context, it is unsurprising that successful absence management has been patchy.’
ATTENDANCE MANAGEMENT
Policy in operation in St Helens and Knowsley since April 2011 – Now being rolled out by us as Lead Employer
Objectives of the New PolicyTo reduce real levels of sickness absence & thereby
Reduce costs
Reduce the negative impact on the individual employee & their colleagues
Improve patient care
Improve the well being of Trainees
ATTENDANCE MANAGEMENT
PRINCIPLES Employees are responsible for their own attendance at work, absence &
compliance – failure to do so will adversely affect their training
Managers/Clinical Supervisors are responsible for managing the level of absence of their staff & adherence to the policy
HR are responsible for robustly ensuring that the policy is fully & promptly adhered to by coaching, monitoring & enabling.
Heath, Work and Well Being Service is responsible for the provision of clear information & advice + ensuring an early return to work or regrettably an early exit
ALL MUST WORK AS A TEAM
ATTENDANCE MANAGEMENT
SICKNESS ABSENCE REPORTING & RECORDING Employee must ring daily unless otherwise agreed
Absence recorded in real time on ESR by manager self service – to be rolled out across Hosts for 85% of Doctors in Training by March 2013
On return to work they must complete & sign a Trust self cert. – applicable from day one – self cert contains a ‘anti-fraud’ statement
For periods in excess of 7 days two self certs required (+’Fit Note’) – one re SSP (first 7 days) & one re the anti fraud statement on return.
Manager/Clinical Supervisor must conduct a return to work interview
NB Accurate and prompt reporting & recording is absolutely key
ATTENDANCE MANAGEMENT
SHORT TERM SICKNESS ABSENCE
Two separate processes Where no significant underlying medical cause
of the absences exists
Where there is a significant underlying medical cause of the absences
ATTENDANCE MANAGEMENT
SHORT TERM SICKNESS ABSENCE
No Significant Underlying Medical reason Just one trigger point to enter process for most
employees – 3 occasions in 12 months
A three stage process
HR to monitor & escalate to ensure robust compliance
ATTENDANCE MANAGEMENT
SHORT TERM SICKNESS ABSENCE
Significant Underlying Medical Reason or Intermittent AbsencesIf hit a trigger point or have intermittent absences
A three level process
HWWB involvement
HR to monitor & escalate to ensure robust compliance
ATTENDANCE MANAGEMENT
LONG TERM SICKNESS ABSENCE If employee is likely to be off work for 4 weeks + or has stress/
depression/muscular skeletal problem consider early intervention
Health, Work & Well Being objective is to speed up the return to work and provide timely, clear & decisive management information & advice
Manager/Clinical Supervisor will maintain contact at least monthly face to face & every fortnight on the phone
An escalation process in place to engender a more proactive and business focused approach NB This is our toughest challenge!
ATTENDANCE MANAGEMENT
In summary: A more assertive approach being taken with short
term & intermittent absence A more decisive, less risk averse & more
business focused approach being taken with long term absence
An auditable, consistent & transparent approach to all absence management
Any Questions