1	Absenteeism Management A Presentation Designed For: An Integrated Program of Supervisory Training, Attendance and Turnover Management
2	Program Development and Design by…..
3	BACKGROUND This Program was developed for a client with a rate of absenteeism between 14-17% After 90 days, it had dropped to 1.9% & continued to drop to 1.4%
4	Background…… Continued The reduction in workers’ compensation was $750,000 Over 1,000 interviews were conducted with employees… clearly indicating that a significant majority of the absences (75%) were relationship-based*
5	Historical Perspective Absenteeism and turnover are not causes, but symptoms of other underlying problems. Just like treating a toothache caused by an abscess with aspirin… treating attendance by rewarding or punishing it will fail, because you’re treating the symptom, not the cause.
6	People Want To Come To Work For American males, the majority of their external self-esteem comes from their job For American females, the job is second only to family Most people are protective of their sources of self-esteem. Most people want to come to work and do a good job.
7	Paradigms About People and Work… Employees don’t care about their jobs Employees are out to take advantage of the company Employees will do as little as they can to get by Employees don’t care about productivity Employees don’t care about quality Employees are only on the job to get a paycheck
8	Why The Paradigms Exist Among Managers & Supervisors They’ve all experienced an employee about whom the paradigms were true They’re dealing with the problem of absenteeism under the pressure and demands of production… and don’t have time to reflect on its’ causes Historically there has been a “management vs employee mentality
9	Why Paradigms Exist…continued Managers & supervisors personalize it as something being done to them Commonly, managers & supervisors are reactive rather than responsive Supervisors, in particular, are commonly promoted for their technical ability, not their people skills, which ill-prepares them to deal with the complex issues of absenteeism and turnover
10	Why Paradigms Exist…continued The last trap is deceptive self-emulation. Commonly, managers and supervisors have good attendance records. They expect the same from their employees. However, one crucial element they’re neglecting to consider is control. The higher a person gets in the organization the more control they feel they have over their career. Their employees feel they have little control.
11	Attendance Policies… The Old Way
12	The Point System
13	The No-Fault System
14	Additional Problems Both systems encourage good employees to come to work when they’re too sick to be working The no-fault system will point-out otherwise excellent employees when a unforeseen event hits them Other systems that pay for good attendance waste money by paying employees who would come to work anyway
15	Other Factors…* Workers Compensation: The bogus claims Family Medical Leave Act (FLMA): Again there is a question of validity of claims Americans with Disabilities Act (ADA): May override the company’s attendance policy.
16	Today
17	Program Principles
18	Principles… Continued
19	Principles… Continued
20	The Final Principle
21	Program Objectives Improve attendance Reduce turnover Avert or reduce the dreaded “I’m not coming in today” call or no-show Separate the system players from the employees who have legitimate needs Reduce fallacious workers comp claims Improve supervisor & managerial skills
22	The Attendance Policy Developing Accountability Revise any policy that uses reward or punishment, alone, to control absenteeism Establish a written policy that treats attendance like any other performance issue and is evaluated on a case by case basis, rewarding accountability and punishing the lack of it.
23	Program Process Element One After every absence, whether it was excused or unexcused, the employee will be interviewed by his/her immediate supervisor.
24	Program Process Element Two Employee attendance calendars will be electronically or manually maintained by supervisors… in addition to whatever methods already exist for attendance record keeping.
25	Program Process Element Three Records of the interviews will be maintained by the supervisors… in addition to other records to be determined during planning stages of the program
26	Program Process Element Four Adoption of alternative methods of employee management, including flextime, job-sharing, time-banking and part-time employment.
27	Program Process Element Five Discipline for employees who are unable or unwilling to achieve performance levels defined by management… up to and including termination
28	Program Process Element Six Monitoring the attendance and turnover, making modifications as necessary. Equally, if not more important, monitoring progress of the supervisors
29	Program Process Element Seven If desired, a bonus system can be established for new-hires who are recommended by present employees and work for a predetermined length of time
30	Turnover Costs Sample Company
31	Program Overview Phase One: Organization Phase Two: Training, Program Implementation and Monitoring
32	Phase One: Organization Two to Four Days *
33	Phase Two: Training
34	First Training Session: (8 Hours *) Philosophy of attendance management program Exposing existing paradigms Program implementation (procedures & guidelines) Introduction of human relations philosophies Introduction of societal issues (addictions, family etc.) Empathic listening techniques
35	Extended Management Training… 1^st Session* Principles of leadership Fundamentals of cross-functional team development Supervisor - employee relationship Expectations and responsibilities of the supervisor
36	Second Training Session (4 Hours*)
37	Extended Management Training… Session #2 Performance Management Rewarding positive performance Holding people accountable (firm but fair with dignity)
38	Third Training Session (4 Hours)
39	Fourth Training Session (4 Hours)
40	Fifth Training Session (4 Hours)
41	Extended Management Training… Session #5 Discipline ( Preventive - Corrective - Safe ) Grievance procedure Operating in a union environment
42	Sixth Training Session (4 Hours)
43	On-Going Training...
44	For Answers to your Questions...
45	Rights statement This is a proprietary program and is the exclusive property of Crystal Clear Concepts, Inc. It may not be used without express written permission from Crystal Clear Concepts, Inc. © Crystal Clear Concepts Inc. 2000 All rights reserved.