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16/01/2004
Government to clampdown on sick day increase
Local Government ministers have said that they are committed to tackling increasing levels of sickness absence in the Northern Ireland Civil Service and other government departments.
The latest comprehensive report on sick days from the NI Civil Service published for departments during 2002/2003, include an analysis and interpretation of the detailed sickness absence data and has led to a range of corporate and departmental initiatives aimed at reducing sickness absence levels.
NIO Finance & Personnel Minister Ian Pearson said he was acutely aware of the problems associated with the high levels of sickness absence in the NI Civil Service and the impact this had on the delivery of efficient public services.
"This comprehensive report demonstrates very clearly the extent of the problems across the Northern Ireland departments and despite the significant efforts of departments there has been a marginal increase in the level of sickness absence," he said.
The report found that during the financial year 2002/2003, there was a sickness absence rate per staff year of 15.4 days - up from 15.1 days in the previous corresponding period - representing 7.0% of available working days.
The majority of absences were short-term, lasting for fewer than five working days and almost a third of staff having had no recorded sick absence during the year. The vast majority of working days lost, 76.9%, were due to a relatively small proportion of staff - 15.4%.
The Minister added: “As an employer, the Northern Ireland Civil Service has done much to address the well-being of its workforce and to manage better the health of employees."
But the Minister pledged that further progressive policies would be developed, to both educate and support staff.
"These include the Workplace Health Improvement Programme and a Health Works Lifestyle strategy. These are complemented with a strong focus on work-life balance and other initiatives which serve to reinforce the NICS commitment to the health and well-being of its employees.”
It is understood that targets will be set by individual departments for reduction in their level of sickness absence in line with the recommendations of a sickness absence strategy review.
The NI Civil Service interdepartmental best practice working group will continue to advise on managing attendance and line managers will receive mandatory training in this area.
(SP)
The latest comprehensive report on sick days from the NI Civil Service published for departments during 2002/2003, include an analysis and interpretation of the detailed sickness absence data and has led to a range of corporate and departmental initiatives aimed at reducing sickness absence levels.
NIO Finance & Personnel Minister Ian Pearson said he was acutely aware of the problems associated with the high levels of sickness absence in the NI Civil Service and the impact this had on the delivery of efficient public services.
"This comprehensive report demonstrates very clearly the extent of the problems across the Northern Ireland departments and despite the significant efforts of departments there has been a marginal increase in the level of sickness absence," he said.
The report found that during the financial year 2002/2003, there was a sickness absence rate per staff year of 15.4 days - up from 15.1 days in the previous corresponding period - representing 7.0% of available working days.
The majority of absences were short-term, lasting for fewer than five working days and almost a third of staff having had no recorded sick absence during the year. The vast majority of working days lost, 76.9%, were due to a relatively small proportion of staff - 15.4%.
The Minister added: “As an employer, the Northern Ireland Civil Service has done much to address the well-being of its workforce and to manage better the health of employees."
But the Minister pledged that further progressive policies would be developed, to both educate and support staff.
"These include the Workplace Health Improvement Programme and a Health Works Lifestyle strategy. These are complemented with a strong focus on work-life balance and other initiatives which serve to reinforce the NICS commitment to the health and well-being of its employees.”
It is understood that targets will be set by individual departments for reduction in their level of sickness absence in line with the recommendations of a sickness absence strategy review.
The NI Civil Service interdepartmental best practice working group will continue to advise on managing attendance and line managers will receive mandatory training in this area.
(SP)
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