SUMMARY COVER SHEET – Absence

Management Training Policy

DEVON & SOMERSET Human Resources Department
FIRE & RESCUE Service Policy
SERVICE Document
________________________________________________
Summary of Main Changes:-
This is a new policy.
 Absence Management Training Policy
DEVON & SOMERSET Human Resources Department
FIRE & RESCUE Service Policy
SERVICE Document
________________________________________________
Document Purpose:-
This Document defines the Absence Management training strategy for staff within
Devon & Somerset Fire and Rescue Service. It sets out the strategic training aims for
the absence training. Also included is the guidance on delivery and standards, key
responsibilities, and audit and review procedures.

NOTE – If you are reading a paper copy of this document it may not be the most
up to date version. For the latest version view the information on the Service
Intranet.

Document Status:-
Ownership: Human Resources Department
Originating Date:
Review Date: 3 yearly
Last Review or Amendment: -
Key Consultees: SIG, FBU, Unison, RFU, FOA

________________________________________________________________
Further Information:-
HR Department - Operations

________________________________________________________________
Cross-References:-
Sickness Absence Management policy
Management of Training Policy

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 Absence Management Training Policy
POLICY STATEMENT
DSFRS wishes to approach all issues relating to sickness and wellbeing in an
appropriate manner whilst ensuring that all employees are respected, treated fairly
and equally and supported according to their circumstances.

This policy applies to all employees and managers and is designed to provide the
necessary training for them to deal with the periods of sickness and the management
of absence.

COMPLIANCE STATEMENT

The Service will not unjustifiably discriminate against any persons in the application
of this policy or any subordinate procedures.

This policy has undergone an initial Equality Impact Assessment (EIA) screening and
it has been agreed that any potential negative impact identified is not sufficiently
adverse to warrant a full impact assessment on this occasion. An electronic copy of
the initial screening is lodged with the Equality & Diversity Unit and is available for
inspection. The policy and EIA are due for review in .

This policy is open under the Freedom of Information Act 2000.

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 Absence Management Training Policy
KEY INFORMATION
In 2009 sickness policies of both Devon and Somerset were harmonised to the
current Sickness Absence Management policy. This harmonisation of policies
included some change in working practice and guidelines.

The Sickness Absence Management E-learning packages have been designed to

familiarise employees with:

The current working practices

Their responsibilities under the policy

The E-learning package has been designed for

All employees (basic E-learning package)
All managers (additional E-learning package)

PPD TNA Promotion New joiner

Development Basic
need? E-learning
package

N Y
Management
Y Responsibility?
Completed basic
E-learning
package? Need to revisit
basic package? Y N

N Additional
Y N
E-learning
package

Basic
E-learning
package

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 Absence Management Training Policy

CONTENTS
Section Title Page
1 Introduction 4
2 Legislation and Guidance Documents 4
3 Initial Training Strategy 4
4 New joiners, transferees, promotions etc 5
5 Maintenance of Skills/continuation of training 5
6 Aims and objectives 5
7 Audit & Review 6

1. INTRODUCTION
This strategy is designed to cover the initial implementation of the Sickness
Absence Management policy into the Service, and subsequent
continuation/maintenance training needs.

2. LEGISLATION AND GUIDANCE DOCUMENTS

In 2009 sickness policies of both Devon and Somerset were harmonised to the
current Sickness Absence Management policy. This harmonisation of policies
included some change in working practice and guidelines. All the changes fall within
relevant legislation including the Disability Discrimination Act.

3. INITIAL TRAINING STRATEGY

The Initial Training Strategy is designed to cover all staff as the harmonised
absence management is implemented within the Service. When this has been
achieved, this section will be removed and Sections 3 & 4 will remain in force.

a) Strategic Training Aim:

The Strategic Training Aim is to ensure all staff receive training and
development in this subject that is relevant to their roles within the
organisation.

b) Strategy:
1) All employees. Training will be delivered by means of a basic e-learning
package.
2) Crew Managers and above, including non-uniform equivalents with
management responsibilities, will receive training through an e-learning
session in addition to the basic e-learning package as detailed in the
implementation plan.

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 Absence Management Training Policy
c) Delivery and Standards.
Training and assessment for b1 and b2 can be undertaken on any computer.

d) Key Responsibilities.
The agreed Role Maps and National Occupational Standards place a definite
responsibility on all individuals for developing & maintaining their own skills to
improve personal performance.

All staff to whom the strategies apply must ensure they undertake the relevant
training. Line Managers must periodically audit their staffs qualification/training
records to ensure the relevant training has been successfully undertaken.

4. NEW JOINERS, PROMOTIONS, TRANSFEREES ETC

New joiners falling into the criteria of b1 above will receive the training as part of
their induction programme.

New uniformed joiners falling into the criteria b2 above or individuals who have
taken up or are about to take up management responsibility will receive the
training as part of their development programme, or the need will be identified
through the PPD process Training Needs Analysis (TNA).

The training need for new non-uniformed joiners falling into the criteria b2 above,
or individuals who have taken up or are about to take up management
responsibility, will be identified as part of their PPD process or through the
Training Needs Analysis (TNA).

5. MAINTENANCE OF SKILL/CONTINUATION TRAINING

There is no defined maintenance or continuation training cycle. Where a need for
an individual or group of individuals is identified they can access the E-learning
package as required.

6. AIMS AND OBJECTIVES

The aims and objectives of the training for the different groups are:

Group 1(all employees)

Describes the process that applies to them when suffering from a medical
condition or being absent from work.
Defines the responsibilities of the person who is absent or unfit for full
duties
States the leave available to manage dependants needs or emergencies

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 Absence Management Training Policy
Group 2 (CM and above)
Recognises the benefits of managing absence
Knows the reasons for and requirement of keeping in touch with the
employee
Recognises conditions that require an Occupational Health review
Recalls the procedure to arrange an Occupational Health review
Describes items to be discussed at a Return To Work (RTW) meeting or
Restricted Duties (RD) meeting
Describes the process of undertaking a Risk Assessment in relation to
restricted duties.
Defines the conditions required before allowing a return to full duties

7. AUDIT AND REVIEW

The HR Manager will review this strategy every 3 years in conjunction with the
key consultees. The review process is defined within the Management of Training
Policy.

Sampling of the number of individuals who have completed the training and
submitted evaluation forms will be done on an ad-hoc basis by the Human
Resource department.

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