The penultimate last week that was before the Solstice

Rocke · The penultimate last week that was before the Solstice

Starting to get mentally ready for my forthcoming trip up North.
( Off to experience perpetual daylight in the Land of the Midnight Sun ).

That's probably something to do with the fact that these days , due to work issues, I often don't leave Croesy until dawn's breaking.
I seem to have this fixation about the sun.

Anyway, FIP meeting on Tuesday. Finance, Improvement and Performance - and indeed that's all we do talk about.
Absence Management - you won't believe how much it costs to cover sickness and other absences - is a big thing and we've implemented some processes and procedures that have already seen the average number of days sick per employee reduced by 1.5.
Doesn't sound a lot but that's what - 4 - 5,000 man-days ?

The most costly absences are those of teachers, since stand-in temps are often bought ( not a mis-spelling ) in, at a fair old rate.

We are looking into improving customer experiences ( it's all the rage this jargon, not something BG dreamed up ) and a number of 'tweaks' are being done to the new reception area over the Civic.

I won't bore you with the number crunching and other things.

Weds morning 8am ( after getting home from work at 3:20 ) and attendance at Executive for Education's weekly briefing, in the absence of Cllr Abbot, the Chair.

Thursday and it's Agenda Meeting ready for next Tuesday's Ed & Leis, which I'll be chairing.
Hopefully I'll get the committee's name right this time ( called it Ed & Leisure Security last time I got the big seat ).
Large agenda with lots of good things that have happened on it - and I'm sure a couple that will produce lively debate.

Friday and it was Training.
The concept of Scrutiny was introduced about 9 years ago.
The idea is that memebrs of these types of committee are the public's guardians and voice, scrutinising decisions made by the Executive, questioning where necessary and also providing feed-forward to seek to provide the Executive with all views and possibly influence decisions.
Finally, to monitor the consequences of those decisions.

Some organisation's given us a few quid to put on a programme of training not only for BG councillors but members of Torfaen and Merthyr as well.
A really good interactive course where I was delighted to meet and talk with counterparts from Merthyr. A nice bunch ( as you can see from m y informal way of putting things, valleys people just like us ).
There's another 3 events and I'll be looking forward to them.

It's changed my outlook on my role as a scrutiny member so hopefully there'll be a benefit to all.

It's also been one of those weeks with a fair bit of constituency work. Drainage issues at the Park on Attlee Ave all sorted ( thanks Dave and the engineering Team ), trying to get out of control grass cut ( regularly ) outside the well manicured gardens of some bungalows, advice on who and how to contact regarding various bits and pieces.

One of the almost bizarre things that seems to abound is round robin letters.
In this a councillor will get a bee in their bonnet and not only write to the official concerned but also cc every other councillor in as well.
Yes, I - and it looks like 40 other members - had a copy of what I see as a bizarre, disjointed letter from Cllr. Hedley McCarthy concerning events long past and of the who said what, when, where and when and waht was done, what wasn't done, whose car they went in and all sorts of er.... well, I don't know what you'd call it really.

I think it took longer to comprehend than assimilating all 14 items of the Ed & Leisue agenda.

Takes all sorts I suppose.

Any guesses when I'll get around to next week's 'WTW' ?
Bring a flask and biscuits to your desktop next week I think.

Cheers.

Ian

Rocke wrote 'Absence Management - you won't believe how much it costs to cover sickness and other absences - is a big thing and we've implemented some processes and procedures that have already seen the average number of days sick per employee reduced by 1.5.
Doesn't sound a lot but that's what - 4 - 5,000 man-days ?

Whilst accepting you are only reporting the facts here,what is easily forgotten amongst statistics is the human cost.Given that you are a councillor not a manger I hope you are as vehement in checking that the processes and procedures are used correctly and are as much about rehabilitation back to the workplace and treating those that are ill fairly and with dignity.It is all too commonplace in other areas of the public sector in my experience for these people to be treated merely as numbers,and bullying and harrassment used to pressure them either back to work before they're well enough or to dismiss them without giving them reasonable time to recover.After all many of these could be your constituents as well.

jools

I agree. A colleague was telling me recently that DWP have dismissed employees returning fom chemo and strokes under their new 'improved' absence proedures. There will always be people who abuse sick leave and they will learn to 'work' any sytem. Teachers probably have one of the most stressful jobs, so I am sure that Rocke and his colleagues will take that into account when implementing any new process/limits.

Perhaps employers should look at the reasons why sick absence occurs and look at the working practices in those proffessions they perceive as having a high level of absence.

Carolyn

Are these Absence Management processes anything to do with these new disability management courses. More courses for horses soon to be in operation with empathis on how to manage your illness, pain, mobility ect so that you can cut your number of sick days and be forced back to work before you are well enough providing you have been taught to manage your symptoms whilst at work.

Are we talking about short term sickeness in those already employed or short or long term sickeness in those that have no employment to return to. considering the amount of people unemployed at the moment if you were a local employer would you take on a sick or disabled or a fit one with little difference in their skills abilities, or past experience

Ian

Carolyn,I would say that these are internal processes for dealing with staff absences whether they be long term or short.Again in my experience they are usually draconian measures which are policed by over zealous managers and HR advisors.More and more it's becoming just about a numbers game,they are not usually concerned about what's wrong with you,how much beyond your control your illness is or how much effort you are putting into getting back to work.All that concerns them is the fact that you are not in work,the sooner thay can get rid of you the better is the order of the day.There are numerous stories that most people wouldn't believe,too many people severley kicked when they are down,people who are already ill enough anyway,not all recover from it.I just hope that our councillors don't lose sight of these facts in amongst the 'cost' issues of covering absence when implementing the processes and procedures that Rocke mentions. Sad

Rocke

I agree with all the points made.

I don't know if I've mentioned this before but there's been a major change in the administration of this Council.

Nothing to do with politics, but a very significant change that I haven't seen anyone ( apart from me to a few people ) highlight.

A large proportion - in fact I think a majority - of the administration are either in full time employment or run businesses.
That gives us a great insight into the issues around absence and absence management.
The ultimate experience for me is that I work for a local authority.
And I can say that a number of Members on both sides of the fence have raised some of the issues you fellow contributors have.

I'm pleased with the response on this subject because it does give us a feel for your views.

Thanks.