PI's: Sickness Absence
Capacity: Sickness Absence
BV 12: Average working days lost due to sickness absence – per FTE
BV12a: Average working days lost due to short term sickness absence – per FTE
BV12b: Average working days lost due to long term sickness absence – per FTE
Rationale, Definition & Worked Example
Below you can find information regarding the rationale, definition and formula for this performance indicator. This includes a worked example to demonstrate how this indicator should be calculated.
Rationale
To monitor the level of sickness absence in landlords.
Definition
The number of working days/shifts lost to the landlord due to sickness absence. This indicator measures the average number of working days lost to sickness absence, per employee.
All permanent employees should be included, including DLO staff. Agency staff and staff on maternity/paternity leave should be excluded. Temporary staff or staff on fixed-term contracts who have been employed by the organisation for over a year should be considered permanent.
Working days/shifts means days/shifts scheduled for work after holidays/leave days have been excluded. Where an employee reports sick part way through a working day, the information should be recorded to the nearest half-day / shift.
Include all days lost due to sickness absence, including industrial injury, self-certified sickness, or certified by a GP. Days lost through sickness due to disability or long-term sickness should be included even if the employee is not paid.
All permanent employees should be included, including DLO staff. Agency staff and staff on maternity/paternity leave should be excluded. Temporary staff or staff on fixed-term contracts who have been employed by the organisation for over a year should be considered permanent.
Working days/shifts means days/shifts scheduled for work after holidays/leave days have been excluded. Where an employee reports sick part way through a working day, the information should be recorded to the nearest half-day / shift.
Include all days lost due to sickness absence, including industrial injury, self-certified sickness, or certified by a GP. Days lost through sickness due to disability or long-term sickness should be included even if the employee is not paid.
Formula
Staff numbers are calculated as full time equivalents (FTEs). For part-time employees, the numerator and the denominator must be calculated on a consistent basis. If a person working 2 days per week misses a whole week, the numerator = 2 days. As shown above, an adjustment also needs to be made to the denominator and a person working 2 days per week has a FTE of 0.4.
Note that as the numerator can only increase over time, and the denominator is expected to remain relatively stable, this figure is ‘cumulative incremental’. This means that the figure is expected to increase over the course of the year.
The Numerator: The numerator is defined as the total number of working days lost due to s days lost due to sickness absence, including industrial injury, irrespective of whether this is self-certified, certified by a GP or long term.
For part-time staff, the landlord should calculate the FTE for both the numerator and denominator on a consistent basis.
This PI is calculated as average days per employee, not as a percentage.
Include all permanent landlord employees, including staff employed in DLOs and DSOs. Exclude agency staff and staff on maternity or paternity leave. However, temporary staff or staff on fixed term contracts who have been employed by the landlord for over a year should be considered permanent.
The denominator is the average number of FTE staff calculated by reference to the current period [i.e. FTE start of period) + (FTE end of period) / 2]
Note that as the numerator can only increase over time, and the denominator is expected to remain relatively stable, this figure is ‘cumulative incremental’. This means that the figure is expected to increase over the course of the year.
The Numerator: The numerator is defined as the total number of working days lost due to s days lost due to sickness absence, including industrial injury, irrespective of whether this is self-certified, certified by a GP or long term.
For part-time staff, the landlord should calculate the FTE for both the numerator and denominator on a consistent basis.
This PI is calculated as average days per employee, not as a percentage.
Include all permanent landlord employees, including staff employed in DLOs and DSOs. Exclude agency staff and staff on maternity or paternity leave. However, temporary staff or staff on fixed term contracts who have been employed by the landlord for over a year should be considered permanent.
The denominator is the average number of FTE staff calculated by reference to the current period [i.e. FTE start of period) + (FTE end of period) / 2]
Worked Example
An individual’s FTE is calculated by dividing the number of basic hours that the individual is contracted to work by the standard basic hours for a full-time member of staff. For example, an employee who works 3 days a week (out of 5) has a FTE of 3/5 = 0.6.
Dealing with sickness absence for part-time staff: If a person works 5 half days and misses 10 days, the numerator = 10 x 0.5 = 5 days
If a person works 2 full days a week and misses a week, the numerator = 2 days
Adjustments also need to be made in the denominator, staff working a half a day every day counts as 0.5 of a person, and staff working 2 days a week counts as 2/5ths (or 0.4) of a person.
Dealing with sickness absence for part-time staff: If a person works 5 half days and misses 10 days, the numerator = 10 x 0.5 = 5 days
If a person works 2 full days a week and misses a week, the numerator = 2 days
Adjustments also need to be made in the denominator, staff working a half a day every day counts as 0.5 of a person, and staff working 2 days a week counts as 2/5ths (or 0.4) of a person.