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Agenda Item No 8

 

The Vale of Glamorgan Council

 

Scrutiny Committee (Corporate Resources): 15th October, 2013

 

Report of the Head of Human Resources

 

Corporate Performance Indicators

 

Purpose of the Report

1.             To present members with quarter one figures for sickness and leavers within each service area.

Recommendation

That members note the performance information and make recommendations to improve performance.

Reasons for the Recommendation

1.             To ensure that the council is effectively monitoring and improving its performance in line with the requirement to secure continuous improvement and comparison, outlined in the Local Government (Wales) Measure 2009.

2.             To enable the effective monitoring of data in relation to employee sickness and council leavers.

Background

2.             Service plans for 2013/14 have been revised and are now designed to focus on the achievement of objectives within each directorate in order to contribute towards identified outcomes.  Reporting arrangements have been revised to ensure that directorates are monitoring performance against the objectives defined in service plans.

3.             A review of performance indicators took place during April and May to ensure that service plan objectives are being adequately measured. In the process of reviewing performance indicators for 2013/14, it was noted that the corporate indicators collected within all service areas are cross cutting and do not directly contribute to any one objective within service plans.

4.             CMT endorsed a report on 5 June 2013 which recommended that the following indicators for all service areas be reported to Corporate Resources Scrutiny Committee in one report on a quarterly basis from 2013/14 onwards:

The average number of working days/shifts lost per full time equivalent employee in (insert service area) due to long-term sickness.
The average number of working days/shifts lost per full time equivalent employee in (insert service area) due to short-term sickness.
The average number of working days/shifts lost per full time equivalent employee in (insert service area) due to sickness absence.
Percentage of employees that leave the employment of (insert service area)

Relevant Issues and Options

5.             A report on employee sickness and council leavers is attached at Appendix 1.

6.             The average number of working days/shifts lost per full time equivalent employee to long term sickness ranged from 0.00 days (in Corporate Services, Development Services Support, Leisure Services, Democratic Services, Human Resources and Resource Management) to 3.82 days (in Visible Services).

7.             The average number of working days/shifts lost per full time equivalent employee to short term sickness ranged from 0.00 days (in Democratic Services) to 1.09 days (in Adult Services).

8.             The average number of working days/shifts lost per full time equivalent employee to sickness absence ranged from 0.00 days (in Democratic Services) to 4.67 days (in Visible Services).

9.             The percentage of employees who left during the quarter ranged from 0.00% (in Housing Services, Human Resources, ICT, Leisure Services and Development Services Support) to 11.11% (in Democratic Services).

10.        Overall council figures for sickness absence and leavers are reported under objective 2 of the Resources services quarterly performance report. For reference, quarter 1 figures are as follows:

The average number of working days/shifts per full time equivalent local authority employee lost due to sickness absence during the quarter was 2.36 days.

 

The percentage of employees including teachers and school based staff who left the employment of the local authority, whether on a voluntary or involuntary basis during the quarter was 1.54%.

Resource Implications (Financial and Employment)

11.        Quarterly monitoring of sickness and leavers figures is necessary to ensure the council is effectively managing levels of sickness absence and staff turnover.

Sustainability and Climate Change Implications

12.        High numbers of sickness absences and leavers are not economically sustainable for the council.

Legal Implications (to Include Human Rights Implications)

13.        None as a direct consequence of this report.

Crime and Disorder Implications

14.        None as a direct consequence of this report.

Equal Opportunities Implications (to include Welsh Language issues)

15.        The Management of Attendance Policy has been equality impact assessed. This information is available on the council's website.

Corporate/Service Objectives

16.        Managing our resources.

Policy Framework and Budget

17.        This is a matter for executive decision.

Consultation (including Ward Member Consultation)

18.        N/A.

Relevant Scrutiny Committee

19.        Corporate Resources.

Background Papers

Corporate Performance Indicators report, Corporate Management Team, 5 June 2013.

 

Contact Officer

Chloe Clarke, Corporate Performance Co-ordinator.

 

Officers Consulted

Corporate Performance Manager

Operational Manager, Corporate Policy and Communications

Operational Manger, Human Resources

Head of Performance and Development.

 

Responsible Officer:

Reuben Bergman

Head of Human Resources.

 

 

 

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