Post on 05-Jan-2016
description
1 Greater Victoria School District and Service Delivery Project
BCSSASummer Leadership
Academy 2014
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Service Delivery ProjectPurpose-Attendance Support
Programs to improve employee wellness, provide safe and healthy workplaces, and support employee attendance
Result in better learning outcomes for students
Result in better long term health outcomes for staff
Research best practice models
Data requirements and how best to collect, store and report the data.
Provide draft programs
Respect legislation, collective agreements and other regulations that apply to the workplace
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Provincial Cost of Replacement Staffing
Currently districts spend $154 million on replacement staffing or 3.1% of budgets
This is up from $73 million or 2.3% in 1993/94
In 20 years, replacement costs have increased 210% while total salaries have increased 47.5%
Student Enrolment is almost equal between the two periods (550,873 today versus 554,146 in 1993/94)
Service Delivery ProjectFocus of Work-Non culpable absences
Non-culpable or innocent absenteeism is absenteeism that is not within the workers' control
Categories:
chronic/catastrophic
finite absence
short term illness
non-medical leave
substance abuse/addictions
psychological and soft tissue illness/injury
What we Heard from CUPE and BCTF
Not about Attendance Management, if so no buy-in by unions
Needs to be an Integrated part of LTD and SIP plans
Early return to work and wellness focus
Return to work, mentorship, rehabilitation, limited intervention if critically or chronically ill
Service Delivery ProjectWorksafe Return to Work
Duration of claims for school districts is up for 2012 – 42 days versus 38 days in 2011
Need to educate and develop trust in a return to work program as it is the employer and employee that should determine what employee can do as light duties – not the doctor
Return to work is a necessary bridge between injury and full return to work
Service Delivery ProjectReturn to Work-Stay at Work
Understanding the costs – associated costs – WCB for every dollar spent, WCB charging $3 to employer to cover costs
3 to 6 times the direct costs for the indirect costs of absenteeism
Managing the absence or return to work-real way to reduce cost is to reduce time off work – modified work, modified duties, modified own occupation
Supernumerary is a cost savings
Districts need to have budgets for return to work initiatives
Sick leave, short term disability and long term disability need to work together
Service Delivery ProjectPrinciples and Best Practice
Program should work with existing programs such as JEIS and BCTF Health and Wellness Program
Program should be open and transparent and share information about the cost benefit analysis of return to work programs
Purpose of program is supportive not punitive
Program has to meet the current collective agreement language
Cooperative between union and management in support of employees-all about relationships with employees
Fairness and consistency
Attendance Awareness
Greater Victoria Timeline
2012/13 Initial Conversations with Senior Leadership
Oct/13 In-Camera Operations Committee Meeting
Oct/Nov/13 Met with Union Presidents
Nov/13 Operations Committee Meeting
Jan/14 Operations Committee Meeting - GVTA Presentations
Jan/14 Board Meeting - Motion Approved
Mar/14 Hired a Wellness and Attendance Support Advisor
That the Board of Education of School District No. 61 (Greater Victoria) implement the Attendance Awareness Program and proceed to hire a Human Resource Advisor, Wellness and Attendance Awareness, to coordinate the program.
Motion Carried
Motion
Why?
Greater VictoriaPrinciples and Best Practice
Attendance Support is part of the Health and Welfare Benefits
Program must have a return to work and modified duties component
Employer needs to understand the medical and work circumstances and receive specialist and independent advice
Program should have a supportive and coaching approach
Employer needs data to understand if absence is excessive and data needs to be shared
Program should have an educational component for staff, managers and union representatives
Objectives of Attendance Awareness
• To promote optimal and consistent attendance at work.
• To raise awareness of the importance of good attendance.
• To promote an atmosphere of mutual respect, fairness and concerns.
• To provide a framework for responding to excessive absenteeism.
• To assist individual employees overcome difficulties which adversely affect consistent attendance and to help prevent absenteeism problems from escalating.
• To preserve continuity of learning in the classroom.
Employee Group
Average Days Absent
2012/2013
Teachers 11.04
CUPE 747 11.43
CUPE 382 18.31Exempt 7.16
P & VPs 6.19
Allied Specialists 6.50
All Employee
Groups
11.46
Absence Summary
Absence Rate for Full-Time Secondary and Elementary
Teachers Employed in British Columbia
2008 2009 2010 2011
8.4 8.1 6.3 8.9
Reduce employees who are replaced by one day
$460,000
ProvinciallyHow do we Compare for Sick Leave?
Our statistics and costs for days absent due to sick leave are greater than the national averages at an annual cost of $35.8 million as shown in this table:
Employee Group
BC Average Days per employee for Sick leave (from EDAS Data)
National Averages in Days from Statistics Canada
Difference-average days per employee
Cost of Difference Based on Average Salaries
Support 12.78 8.6 4.18 $8.1 million Unionized Educators
10.35 7.6 2.75 $24.6 million
Non-Unionized Educators
7.21 3.3 3.91 $2.9 million
Exempt 5.87 5.5 0.37 $0.2 million Overall Average
10.95 7.7 3.25 $35.8 million
ProvinciallyHow do we Compare?
Statistics Canada also indicates that in the Education Sector that an additional 1.8 days are taken for personal or family responsibilities which would cost about $21 million in replacement costs
ProvincialCost Benefit Analysis
Estimated Savings if achieve national averages of $35.8 million
Estimated Annual Costs:
Specialist Support $625,000 to $1,000,000
Modified Work $3,500,000
Total Cost of about $4.125 to $4.5 million which will need to be invested annually to implement the program prior to savings being obtained
Wellness and Attendance Support
Advisor
• Wellness
• Disability Management
• Attendance Support
BSc and PhD - Kinesiology
Katie Dragert
March – June 2014• Information gathering from other school
districts
• Attendance Support Program (ASP) draft document
• Union Conversations
• Data – SRB
• DLT
• Principals Working Group
July – September 2014
• Training Preparation
• Principals, Vice-Principals, Managers Training
The Program• Culpable versus Non-Culpable
• Conversations at School Level
• Human Resources support and Involvement
Service Delivery ProjectRecommendations School Districts adopt common policies and procedures with
best practice guidelines.
District use the programs of the BC Public Service Agency and the City of Coquitlam and the principles outlined in this report as a basis for their polices.
Districts have access to shared specialized expertise such as medical advisors and occupational therapists
This would create a system wide solution that can be well
understood by employees, BCTF and support staff unions and management.
Service Delivery ProjectRecommendations Districts without internal claims management expertise should
consider using the School District No. 23 (Central Okanagan) program for these services
In addition, expertise is needed for health and safety services and districts should ensure access to these services which could be available on a regional level.
The overall goal is to create a culture: attendance support is part of the regular operations of schools
and districts employees feel supported, employee representatives are involved It is recognized throughout the system, that the work with
and for our students is improved by employee wellness.
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ProvincialBenefits of Common Implementation
Common implementation may provide for less conflict at a district level-although each district will need to approve their policy and work with local employee groups
Cooperation and integration with WorkSafe BC, BCTF and PEBT programs
Is a wellness and support initiative not attendance management
Service Delivery ProjectLooking for Pilot Districts
Thank you and Questions