Managing attendance in catholic maintained schools
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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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Managing attendance in catholic maintained schools

Managing Attendance in Catholic Maintained Schools


Background

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


Background1

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


Aims of the policy

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


Roles responsibilities

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


Roles responsibilities1

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


Roles responsibilities2

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


Roles responsibilities3

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


Categories of absenteeism

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


Managing attendance

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)


Managing attendance1

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


Managing attendance2

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


Managing attendance3

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


Managing attendance4

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


Managing attendance5

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


Managing attendance6

Managing Attendance

  • Monitoring Attendance

    • Early detection of Problems

    • Prompt resolution

    • Good management practice

    • Assists with planning

    • Management of finances


Summary

Summary

  • Support and assist staff

  • Fair, consistent and sensitive treatment

  • Communication

  • Monitoring

  • Effective school management


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