Agenda Item No
The Vale of Glamorgan Council
Scrutiny Committee (Social Care & Health): 3rd September
Joint Report of the Managing Director and the Director of
Sickness Absence Update - April 2011 to March 2012
Purpose of the Report
To provide sickness information with regards to the Social Services
Directorate for the period April 2011 to March 2012 and to update
Elected Members on the progress made in delivering and responding
to sickness absence management arrangements within the
That Scrutiny Committee note the report and the reduced levels of
sickness absence within the Directorate and receives further
summary reports in relation to this matter.
Reason for the Recommendation
Members have previously asked to receive, on a routine basis,
reports confirming that the Social Services Directorate is
contributing effectively to the corporate aims and objectives in
respect of the Management of Attendance Policy and achieving higher
levels of attendance by staff.
The Council continues to strive to improve the Management of
Attendance in order to reduce costs and ensure continuity of
Since it became operational in October 2007, the Corporate
Management of Attendance Policy has contributed to a sustained
reduction in the level of absence.
Relevant Issues and Options
Absence figures, target and outturn for Social Services and
corporately for the Council (excluding schools) for the period
April 2011 to March 2012 are shown in the following table:
2010/2011 & 2011/2012
Corporate Actual against
April 2011 - March 2012
Social Services Total for
April 2011 to March 2012
Average lost days/shifts per FTE
Percentage of lost time by FTE
No targets set at this level.
Total Days Lost
Corporate = 18808.86 days
Social Services - 5481.24 days
Set out below is a breakdown against individual services within the
Social Services Directorate for the period April 2011 to March
2012, along with financial year outturn figures in respect of the
Average lost days by FTE - April
2011 to March 2012
Target for the full
Comparison for the same period
last year - April 2010 to March 2011
Children & Young People
Business Management & Innovation (inc
*It should be
noted that the significant increase within this Service can be
attributed to the transfer of Residential Services staff from Adult
Services to the Business Management and Innovation Service.
These figures have been included within the Corporate and Schools
Management of Attendance report to Cabinet on the 30th July
2012. Compared with the same period last year, there is an
overall decrease in the level of absence of 0.6% within the
Directorate. It is anticipated that this trend will continue
throughout the year.
The split between short-term and long-term is 32% and 68%
respectively, compared with 23% short and 77% for the same period
in the last financial year. The top three reasons for absence
during the latest period were stress, musculoskeletal and viral
infection. Members will be aware of the support arrangements
for staff which include access to the Employee Counselling,
Occupational Health Revive Office Therapy services and Chiropractor
Social Services remains a predominantly "front line service".
As a consequence, the availability of alternative options (eg: home
working or light duties) to support staff is problematic.
Therefore the focus will remain on the early invention through
Occupational Health referral to assist a speedy return as well as
identifying where appropriate reasonable adaptations (eg:
specialist equipment changes to hours, work patterns etc).
When comparing the figures with those of the previous year, Members
will be encouraged to see that Social Services sickness has
10. There will remain a
continued requirement on all managers to continue complying with
their responsibilities as set out within the Corporate Management
of Attendance policy.
11. This report
demonstrates the sustained reduction in sickness absence across the
Directorate achieved through the continued work and commitment of
all staff. Members will appreciate that inevitably, a point
will be reached when continued reductions in absence rates will not
be achievable. However, attendance monitoring and adherence
to the policy requirements will continue to be a high priority and
remains as a standing agenda item at Directorate Management and
Service team meetings. In addition, the Director (supported
by the Social Services Management Team and Human Resources) will
continue to review how the Management of Attendance Policy is being
applied within the service and to explore measures that may assist
in accelerating further reduction in absence levels.
Resource Implications (Financial and Employment)
12. High levels of
absence place constraints on the continued delivery of high quality
service provision and present a significant financial burden.
Sustainability and Climate Change Implications
13. The incidence of high
levels of sickness absence has significant resource implications
and places constraints on the continued delivery of high quality
service provision and presents a significant financial burden on
available financial resources.
Legal Implications (to Include Human Rights Implications)
14. Legal implications
including the Human Rights Act, Equality Act and Data Protection
have been considered within the implementation of the policy
Crime and Disorder Implications
15. There are no crime
and disorder implications directly arising as a result of this
Equal Opportunities Implications (to include Welsh Language
16. In applying its
policies, the Council complies with its obligations under the
Equality Act 2010.
17. The Council will be
unable to deliver the corporate objectives without achieving a
reduction in absence levels.
Policy Framework and Budget
18. The report is in
accordance with the Council's Management of Attendance Policy.
Consultation (including Ward Member Consultation)
19. There are no matters
in this report which relate to an individual Ward.
Relevant Scrutiny Committee
20. Social Care and
Reuben Bergman, Head of Human Resources
Adrian Unsworth, Operational Manager, Human
Sian Davies, Managing Director
Phil Evans, Director of Social Services