Venue: Committee Room, Council Offices, Urban Road, Kirkby-in-Ashfield
Contact: Julie Robinson
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Minutes PDF 156 KB
that the minutes of the meeting
of the Panel held on 21st November, 2017 be received and
approved as a correct record.
Scrutiny Introduction to Consideration of Attendance Management PDF 202 KB
The Chairman introduced the
item and explained that the topic had been placed on the Scrutiny
Workplan to enable the Panel to consider how the Attendance
Management Policy was supporting employees and helping to manage
sickness absence in a constructive manner following its
introduction in 2015.
He informed the Panel that this
topic was last considered via the Scrutiny process in 2015 when the
Attendance Management Policy was first introduced. At that time Members were supportive of the new
approach following concerns about the Bradford Factor (the previous
method and formula used to manage attendance) and were keen to
ensure that the Policy was effective in supporting employees and
managing attendance in a constructive way.
The scoping report presented to
the Panel provides an overview of the current Attendance Management
Policy for Members to consider and review any areas of concern or
The Chairman welcomed to the
meeting Kate Hill, Senior HR Adviser for the Ashfield and Mansfield
HR Shared Service who was in attendance to assist Members in their
consideration of this topic.
The Senior HR Advisor proceeded
to give an overview of the impact of the Attendance Management
Policy and summarise the various initiatives implemented over the
last 2 years to improve employee attendance:-
The main points considered were
Stress Action Plans
Stress Action Plans were
introduced to help identify and address the reasons why employees
were absent with stress.
Letters were sent to all
Ashfield GP’s explaining what support the Council could offer
to help employees return to work.
The Senior HR Adviser reported
that unfortunately there had been very little feedback from this
The introduction of a new
‘Employee Assistance Programme’ to provide counselling,
online information and signposting to support.
Quarterly meetings between
Human Resources and Directors are scheduled to discuss and review
sickness absences and progress against the targets.
Promotion of healthy lifestyles
including the introduction of workplace health schemes, exercise
referral schemes, stop smoking and weight management
Greater use of the
physiotherapy service to assist employees with muscular/skeletal
The Senior HR Advisor reported
that the main objective of the Policy was to provide a framework
for supporting employees to maintain expected levels of
attendance. In addition to this the
Human Resources Team provide a wealth of support and advice to
ensure that attendance management was effectively monitored and
The Senior HR Adviser briefly
outlined a number of other procedures that are in place to enable
the Human Resources Team to observe the Attendance Management
Policy and support employees including:-
Monthly reports highlighting
Monthly absence trigger reports for both short term
and long term absence.
Attendance at CLT to provide regular updates an
Referrals to occupational health and/or support
Promotion of workplace health activities (holistic
therapies, walking/fitness groups, yoga etc.).
Development of workplace Health
Identifying mental health problems in employees and
rolling out mental health training.
The Senior HR Adviser
view the full minutes text for item 13.