ATTENDANCE MANAGEMENT POLICY - Justice

1 ATTENDANCE MANAGEMENT POLICY . This instruction applies to:- Reference:- NOMS HQ AI 01/2017. Prisons PSI 01/2017. Providers of Probation Services PI 01/2017. Issue Date Effective Date Expiry Date Implementation Date 5 January 2017 5 January 2017 N/A. Issued on the NOMS Agency Board authority of For action by All staff responsible for the development and publication of POLICY and instructions NOMS HQ. Public Sector Prisons Contracted Prisons*. NOMS Immigration Removal Centres (IRC). National Probation Service (NPS). Community Rehabilitation Companies (CRCs).

2 Other Providers of Probation and Community Services Governors Heads of Groups NOMS Rehabilitation Contract Services Team * If this box is marked, then in this document the term Governor also applies to Directors of Contracted Prisons Instruction type HR function For information All staff Provide a The Civil Service Employee POLICY (CSEP) and procedure have been summary of the designed to encourage line managers and employees to take action when POLICY aim and health and well-being are at risk and to support managers in managing the reason for its ATTENDANCE effectively by placing a greater emphasis on the line manager development / and employee working together to remove barriers to ATTENDANCE at work, revision encouraging open and honest discussion between the line manager and employee about their ATTENDANCE .

3 Promoting early intervention when health issues arise, prompting action when health and well-being are at risk or when absence levels are unsatisfactory, providing a clear understanding of individual roles and responsibilities and ensuring ATTENDANCE is managed in a way which is fair and transparent. Contact Shared Services HR Contact Centre 0845 010 3504 (VPN 7190 3504). Associated Guidance on undertaking all the requirements contained in this Instruction documents can be found on the My Services website. Replaces the following documents which are hereby cancelled : PSO 8404 MANAGEMENT of ATTENDANCE , PSI 01/2009 MANAGEMENT of ATTENDANCE , PI 37/2014 MANAGEMENT of ATTENDANCE .

4 Audit/monitoring: Mandatory elements of instructions must be subject to MANAGEMENT checks (and may be subject to self or peer audit by operational line MANAGEMENT /HQ managers), as judged to be appropriate by the managers with responsibility for delivery. In addition, NOMS will have a corporate audit programme that will audit against mandatory requirements to an extent and at a frequency determined from time to time through the appropriate governance Introduces amendments to the following documents: None Notes: All Mandatory Actions throughout this instruction are in italics and must be strictly adhered to.

5 PAGE 1. CONTENTS. Hold down Ctrl' and click on section titles below to follow link Section Subject For reference by: 1 Executive Summary All Staff 2 ATTENDANCE MANAGEMENT Procedure All Staff - Introduction - Roles & Responsibilities - Managing health at work - Reasonable adjustments - Occupational Health - Employee absence - Possible unauthorised absence - Certifying the sickness absence - During sickness absence - Part-day absences - Sick pay - ATTENDANCE MANAGEMENT - sickness absence during annual leave - Annual leave during sickness absence - Returning to work - Taking formal action - Managing unsatisfactory ATTENDANCE .

6 Decision points during formal action for unsatisfactory ATTENDANCE - Written Improvement Warnings - When it is not appropriate for a Written Improvement Warning to be given - Improvement and Sustained Improvement Periods - ATTENDANCE is satisfactory at the end of the Improvement Period - ATTENDANCE is satisfactory at the end of the Sustained Improvement Period - ATTENDANCE is unsatisfactory during the Improvement Period or Sustained Improvement Period - Continuous absence - Meetings during continuous sickness absence - Informal reviews - Formal ATTENDANCE Review Meeting - Considering downgrade or regrade/dismissal - Decision is downgrade/regrade - Decision is dismissal - Decision is no further action - Appeals - Other things to consider Confidentiality Retention of documents Disability leave Gender Reassignment Leave Other health-related absences Ill-Health Retirement Phased Return to Work Arrangements for staff on probationary AI 01/2017 PSI 01/2017 PI 01/2017 ISSUE DATE 05/01/2017.

7 PAGE 2. period Sick leave excusal arrangements (not applicable to NPS staff). Sick leave excusal arrangements (NPS. staff). Annex A Process Overview All Staff Annex B Holding a formal meeting All Staff Annex C Checklist for referring a case to a Decision All Staff Manager Annex D How to guides All Staff AI 01/2017 PSI 01/2017 PI 01/2017 ISSUE DATE 05/01/2017. PAGE 3. 1. Executive Summary Background Our staff play a critical role in NOMS delivering against its objectives and have an important role to play in preventing victims by changing lives.

8 Getting the best out of individuals and managing them fairly, is now more important than ever. It is important that we help individuals feel engaged and motivated to deliver their best and provide support to help them continue to develop. This POLICY focuses on being clear, honest and fair with staff. This Instruction replaces PSO 8404 MANAGEMENT of ATTENDANCE and PI 37/2014. MANAGEMENT of ATTENDANCE policies and provides improved guidance to line managers and staff about how an individual's absence can be managed appropriately and fairly.

9 Individuals will be supported and managed sympathetically in order to return staff back to work as quickly as possible. POLICY Statement Employees are responsible for managing their own ATTENDANCE and are required to attend work unless they are unfit to do so. Good MANAGEMENT can lead to good health, well-being and improved performance. This POLICY supports line managers in managing ATTENDANCE effectively and encourages employees to work with their line manager to achieve and/or maintain a satisfactory level of ATTENDANCE .

10 ATTENDANCE MANAGEMENT POLICY Principles The following principles and aims underpin the ATTENDANCE MANAGEMENT POLICY and procedure: generally, being in work is good for physical and mental health and well-being;. NOMS is committed to promoting a culture of ATTENDANCE where employees feel valued, supported and committed to the business and to their colleagues;. ATTENDANCE will be managed fairly and effectively in a clear and transparent way. Action will be taken when health and well-being are at risk or when absence levels are unsatisfactory.