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Managing Attendance in Catholic Maintained Schools

Managing Attendance in Catholic Maintained Schools. Background. Policy First Issued to Schools in March 1999 for adoption by Boards of Governors Minor updating and re-issued January 2007 Covers all absence reported as sick leave any form of unauthorised leave

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Managing Attendance in Catholic Maintained Schools

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  1. Managing Attendance in Catholic Maintained Schools

  2. Background • Policy First Issued to Schools in March 1999 for adoption by Boards of Governors • Minor updating and re-issued January 2007 • Covers all absence reported as sick leave any form of unauthorised leave • Copies issued to all teachers and to new teachers on appointment

  3. Background • Direct Costs • Statutory Sick Pay • Occupational Sick Pay • Cost to the school • 3 teachers – 1st 10 Days • 4+ teachers – 1st 20 days • Indirect Costs • Effect on pupils’ education • Effect on colleagues • Parental concerns – lack of confidence • Management difficulties – sub-cover for certain subjects • Poor morale and Temporary staff

  4. Aims of the Policy • To ensure staff are treated fairly, consistently and with sensitivity during times of illness • To standardise absence management • To inform all teachers of Policy and Procedures • To promote and enhance an attendance culture • To raise awareness of CCMS Welfare Service

  5. Roles & Responsibilities • CCMS • To advise and assist Boards of Governors and Principals in managing attendance • To identify trends and patterns to help inform decision making and future policy

  6. Roles & Responsibilities • Board of Governors • Overall responsibility to ensure effective management of the attendance of all teachers in the school • To ensure that the Principal applies the procedures in a fair and equitable manner • To review staff attendance on a termly basis

  7. Roles & Responsibilities • Principal • To implement the Procedure in a fair and equitable manner • To ensure effective communication and consultation takes place when applying the procedure • To ensure that due respect is given to the confidentiality of sensitive information

  8. Roles & Responsibilities • Teachers • To care for his/her physical capacity and mental well being • To familiarise themselves with the Policy and Procedures • To comply with the communication requirements of the Procedures

  9. Categories of Absenteeism • Short-Term • Frequent minor absence – one & two days • Persistent Intermittent • Regular short and / or long term absence • Long-Term • Chronic or acute illness of at least 4 weeks duration

  10. Managing Attendance • Role of Teacher – At Start of Absence • If unfit, must personally or make arrangements to notify Principal / designated person asap as per local procedures or at least 1 hour before school starts • Give explanation of the absence • Give likely duration (if possible)

  11. Managing Attendance • Role of Teacher - Documentary Evidence • Up to three days – School Form SA3 • Between 4 and 7 Days – Self Cert Form CCU67 • Over 7 Days – Medical Certificate • Over 14 consecutive days – Signing off Line • 4 Weeks or more – 1 week’s notice to return

  12. Managing Attendance • Role of Teacher - On return to work • Contact Principal upon return – 1st day • Give brief explanation of the reasons • Attend meetings (formal / informal) • Undergo medical examination – if required

  13. Managing Attendance • Role of Principal • Implement Policy • Communicate Procedures • Ensure Attendance is a regular feature on Agendas – BoG, SMT, Staff Meetings • Maintain contact whilst teacher is on sick leave • Interview teachers on return to work • Keep records – copy medical certs and forward originals to Teachers’ Salaries Branch • Review all staff attendance on a regular basis • Convene and conduct formal consultative interviews

  14. Managing Attendance • Triggers • Consultation interviews take place if any of the following take place: • 8+ casual days in a rolling 12 month period • 3+ days x 3+ periods in a rolling 12 month period • 4 weeks or more continuous absence • 5% or more absence rates

  15. Managing Attendance • Formal Consultation Meeting • Takes place if triggers occur • Notify teacher in writing giving reasons, absence details & right of representation • Teacher given opportunity to discuss problems and offered advice and support • Highlight consequences of continued high levels of absence • Record kept and formal letter issued

  16. Managing Attendance • Monitoring Attendance • Early detection of Problems • Prompt resolution • Good management practice • Assists with planning • Management of finances

  17. Summary • Support and assist staff • Fair, consistent and sensitive treatment • Communication • Monitoring • Effective school management

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