1. Fenman 2001 Improving Attendance: What Managers Can Do Use cursor keys or mouse to move through presentation (Slides are animated - use mouse clicks to run animations)

2. Fenman 2001 Index of slides One hour session Full length session Use mouse to click on hyperlinks above or use cursor keys to move through presentation

3. Fenman 2001 Index for one hour session Title page The learning objectives Return to work interview The purpose of the interview Key points Phases Index

4. Fenman 2001 Index for full length session Title page Objectives Surveys One third to one half Causes of absence Phases of interview The manager must.. The purpose of the interviewThe purpose of the interview Summary Index

5. Fenman 2001 Improving Attendance: What Managers Can Do Index

6. Fenman 2001 The learning objectives To understand the importance of managing attendance To understand your role in reducing absence To be able to carry out a simple return to work interview. Index

7. Fenman 2001 Return to work interview…. Every person…. Every time! Index

8. Fenman 2001 The purpose of the interview Make the employee feel welcome and valued To ensure that the employee is fit to return To identify the cause of the absence To address any problem that is causing or contributing to the absence To agree priorities for the post-absence period. Index

9. Fenman 2001 Key points Every person, every time Prepare before you begin Hold the meeting in private Create an atmosphere of trust and support. Index

10. Fenman 2001 The phases of the interview Welcome Absence Responsibility Move on Index

11. Fenman 2001 Improving Attendance: What Managers Can Do Index

12. Fenman 2001 The learning objectives Importance of controlling absenteeism Your role in controlling it The range of possible causes of absence Conduct effective return to work interviews in a range of circumstances. Index

13. Fenman 2001 Surveys of absence CIPD CBI Labour Force Survey Industrial Society 9.3 days per year 8.4 days per year 8.9 days per year 8.0 days per year Index

14. Fenman 2001 The May 2000 survey by the Chartered Institute of Personnel and Development found that between one third and one half of unauthorised absence was not due to ill-health. Index

15. Fenman 2001 Causes of absence Genuine and unavoidable Genuine, unavoidable but preventable Genuine but related to attitude Genuine but able to be tackled by flexibility Fake! Index

16. Fenman 2001 Phases of interview Welcome Absence Responsibility Move on Index

17. Fenman 2001 The manager Must hold the interview in private Must create an atmosphere of trust and support Must approach the interview in a genuine spirit of enquiry Must maintain the self esteem of the absentee Must be prepared to address the issues. Index

18. Fenman 2001 The purpose of the interview To make the employee feel welcome and valued To ensure the employee is fit To identify the cause of the absence To address the cause (if appropriate) To agree priorities for the post-absence period. Index

19. Fenman 2001 Summary Return to work interviews are the single most effective tool for reducing absence Managers must carry them out for every person The interview is part of the support structure of the organisations - not the disciplinary structure. Index

20. Fenman 2001 Summary Interviews must be: –in private –in an atmosphere of trust and enquiry Remember the structure: –welcome –absence –responsibility –move on Index