Agenda item

Update on the Improving Attendance and Health and Wellbeing

Minutes:

Consideration was given to a report of the People Services Business Partner which sought to update the Select Committee on the position in relation to Improving Attendance at month seven of the financial year 2018/19.

The report also provided information in relation to sickness absence percentages per weekdays per directorate, levels of compliance and return to work interview statistics per directorate, top three reasons for absence and progress on the Health and Wellbeing programme for employees – Fit for Oldham.

 

The author of the report accompanied by the Cabinet Member for Finance and Corporate Resources attended the meeting to present the information and to address the enquiries of the Select Committee.

 

It was reported that the position following month 7 of the current financial year showed performance at 32% over target, this meant that an average of 4.65 working days had been lost per employee against a yearly target of 6 working days.

 

The main reasons for absence were: muscolo-skeletal, mental health and stomach, liver and digestion. There was a continuous focus, via extensive management communication, on policy compliance, return to work interviews and stage meetings. Detailed data was provided on days lost per service, absence by age, gender, short term and long term sickness and absence per directorates.

 

With regard to Fit for Oldham, the health and wellbeing programme for Oldham Council’s employees, it was reported that bespoke training had been introduced to support mental wellbeing in the workplace. Regular health checks were offered on a quarterly basis. A variety of activities such as running clubs, knitting classes, gym membership were in place to support members of staff with their physical and mental wellbeing.

 

Members sought and received clarification / commented don the following points:

-        Comparison with other Local Authorities in the region – it was explained that, last year, Oldham Council had performed second lowest authority in Greater Manchester for sickness absence. Greater Manchester Combined Authority sickness absence average in 2017/18 had been 9.80 days and Oldham year end outturn in the same year had been 8.38 days. This position had been consistent with performance in previous years;

-        Acknowledgement of the importance to support the health and wellbeing of members of staff as most important asset to the organisation;

-        Interaction between Human Resources and HR Advisory and Payroll in Unity Partnership – It was explained that there was a close relationship and a support mechanism was in place.

-        Policy compliance and Directorate Management Team – It was explained that information on policy compliance was feedback to Directors who would challenge Heads of Service to adhere to the policy.

-        Commending the work on mental health and the support in place for employees – It was explained that a different approach had been adopted and when contact with the employee was not possible, the employer would liaise with a family member. This helped in the return to work process.

-        Managing absences and financial loss – It was explained that a support system was in place through working with partners and Trade Unions to reach out for people who needed help.  The trend was going in the right direction but greater changes needed to be seen in the next months. The workforce had been reduced significantly (about one third of the entire workforce in eight years) and most services had been affected. Systems and checks were in place to address this difficult situation.

 

RESOLVED that:

1.    The contents and actions contained in the report to improve attendance at work be noted;

2.    The current sickness absence position as at month seven be noted;

3.    The update on the health and wellbeing programme, Fit for Oldham, be noted.

4.    A full year report be presented in six months.

Supporting documents: