QIPP Medical Workforce ATTENDANCE MANAGEMENT THE WAY FORWARD.

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QIPP Medical Workforce ATTENDANCE MANAGEMENT THE WAY FORWARD

Transcript of QIPP Medical Workforce ATTENDANCE MANAGEMENT THE WAY FORWARD.

Page 1: QIPP Medical Workforce ATTENDANCE MANAGEMENT THE WAY FORWARD.

QIPPMedical Workforce

ATTENDANCE MANAGEMENT

THE WAY FORWARD

Page 2: QIPP Medical 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

Page 3: QIPP Medical Workforce ATTENDANCE MANAGEMENT THE WAY FORWARD.

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.’

Page 4: QIPP Medical Workforce ATTENDANCE MANAGEMENT THE WAY FORWARD.

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

Page 5: QIPP Medical Workforce ATTENDANCE MANAGEMENT THE WAY FORWARD.

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

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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

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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

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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

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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

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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!

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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

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Any Questions