Agenda Document Pack - Employee Issues Forum - 30/08/2022

South Lanarkshire Council · 30 August 2022
Back to Employee Issues Forum — 30 August 2022 and its agenda

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Page 1

Council Offices, Almada Street        
Hamilton, ML3 0AA 
Monday, 22 August 2022 
Dear Councillor 
Employee Issues Forum 
The Members listed below are requested to attend a meeting of the above Forum to be held
as follows:- 
Date:  Tuesday, 30 August 2022
Time:  14:00
Venue: Hybrid - Council Chamber, Council Offices, Almada Street, Hamilton,
ML3 0AA 
The business to be considered at the meeting is listed overleaf. 
Yours sincerely 
Cleland Sneddon
Chief Executive 
Members 
John Anderson, Walter Brogan, Archie Buchanan, Gerry Convery, Margaret Cowie, Geri
Gray, Celine Handibode, Richard Lockhart, Katy Loudon, Kirsten Robb 
Substitutes
Mathew Buchanan, Mary Donnelly, Catherine McClymont, Elaine McDougall, Richard
Nelson
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BUSINESS 
1 Declaration of Interests 
2 Appointment of Chair and Depute Chair 
Item(s) for Consideration 
3 Council-wide Workforce Monitoring – April to June 2022
Report dated 18 August 2022 by the Executive Director (Finance and Corporate
Resources).  (Copy attached) 
3 - 26 
4 Housing and Technical Resources – Workforce Monitoring – April to June
2022
Joint report dated 18 August 2022 by the Executive Directors (Finance and
Corporate Resources) and (Housing and Technical Resources).  (Copy
attached) 
27 - 34 
5 Homes for Ukraine Scheme
Report dated 22 August 2022 by the Executive Director (Housing and Technical
Resources).  (Copy attached) 
35 - 40 
Urgent Business 
6 Urgent Business
Any other items of business which the Chair decides are urgent. 
For further information, please contact:-
Clerk Name: Helen Calley
Clerk Telephone: 07385370069
Clerk Email: helen.calley@southlanarkshire.gov.uk 
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Report
Agenda Item 
Report to: Employee Issues Forum
Date of Meeting: 30 August 2022
Report by: Executive Director (Finance and Corporate Resources)  
Subject: Council-wide Workforce Monitoring – April - June 2022 
1. Purpose of Report
1.1. The purpose of the report is to:-
[purpose]
 provide employment information relating to the Council for the period April to
June 2022
[1purpose] 
2. Recommendation(s)
2.1. The Employee Issues Forum is asked to approve the following recommendation(s):-
[recs]
(1) that the following employment information for the period April to June 2022
relating to the Council be noted:- 
 attendance statistics
 occupational health
 accident/incident statistics
 discipline, grievance and Dignity at Work cases
 analysis of leavers and exit interviews
 recruitment monitoring
 staffing watch as at 12 June 2021
[1recs]
3. Background
3.1. As part of the Council’s performance management arrangements, regular workforce
monitoring reports are submitted to the Employee Issues Forum.  This report for the
Council provides information on the position for the period April to June 2022. 
4. Attendance Statistics
4.1. Information on absence statistics for the Council and each Resource, as analysed for
June 2022, is provided in Appendices 1 to 8.  Points to note are:- 
The Council’s absence rate for June 2022, shown in Appendix 1, is 5.3%, which
represents an decrease of 0.1% when compared with last month and the figure has
increased by 0.6% when compared to June 2021. 
When compared to June 2021, the APT&C absence rate has increased by 0.6%, the
teachers’ figure has remained the same and the manual workers’ figure has
increased by 1.1%. 
Based on annual trends and the absence rate to June 2022, the projected average
absence rate for the Council for the financial year 2022/2023 is 6.1%. 
3
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For the financial year 2022/2023, the projected average days lost per employee
equates to 4.3 days. 
In comparison to June 2021 (Appendix 8):- 
 Psychological and respiratory conditions are the main reasons for 
absence.
 Total days lost due to musculoskeletal conditions have increased by 1100
days.
 Total days lost due to psychological conditions have increased by 2178 days.
 Total days lost due to stomach, bowel, blood and metabolic disorders have 
increased by 1271 days.
 Total days lost due to respiratory conditions have increased by 2414 days. 
Managers follow the procedures outlined in the Maximising Attendance Policy to
support employees to remain at work, or to return to work after a sickness absence. 
There are comprehensive employee supports in place and additionally, Personnel
Services work in close partnership with line managers and Resource Management
Teams on a case management basis to ensure that appropriate actions are taken. 
The attendance information contained in this report includes absences as a result of
Covid-19, and employees are being supported through this difficult time to maintain
attendance levels where they can.  At the time of this report, the Council overall
absence level was 6.26% with 1.18% of this relating to Covid-19 for sickness and
special leave. 
5. Occupational Health
5.1. Information on Occupational Health for the period April to June 2022 is provided in
Appendix 9. 
 during the period there were 383 employees referred for a medical examination, a
decrease of 9 when compared to the same period last year.  Both
musculoskeletal and psychological conditions continue to be the main reason for
medical referrals.
 a total of 488 employees attended physiotherapy treatment, showing a decrease
of 6 when compared to the same period last year.  Of the 488 employees
referred, 77% remained at work whilst undertaking treatment.  
 during this period 398 employees were referred to the Employee Support Officer,
showing an increase of 10 when compared with the same period last year.  Of the
referrals made this period, 90% related to personal reasons.
 126 employees were referred to the PAM Assist counselling service this period,
showing a decrease of 1 when compared with the same period last year. All the
referrals made this period were from management and none were made directly
by employees. Personal reasons accounted for 65% of the referrals made, 24%
were for work related reasons and 1% was for other reasons.
 No employees were referred for Cognitive Behavioural Therapy this period, this
figure has decreased by 25 when compared to the same period last year.
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6. Accidents/Incidents
6.1. The accident/incident report for April to June 2022 is contained in Appendix 10.
 the number of accidents/incidents recorded was 327, this figure has increased by
31 from the same period last year.
 there were 2 specified injuries recorded, this figure has increased by 2 from the
same period last year.
 there were 309 minor accidents/incidents, this figure has increased by 21 from
the same period last year.
 there were 2 accidents resulting in an absence lasting over 3 days during the
period, this figure has decreased by 1 from the same period last year.
 there were 14 accidents resulting in an absence lasting over 7 days during the
period, this figure has increased by 9 from the same period last year.

7. Discipline, Grievance, Dignity at Work Hearings and Mediation Referrals
7.1. Information on Disciplinary, Grievance Hearings, Dignity at Work and Mediation
Referrals for April to June 2022 is contained in Appendices 11, 12a and 12b.
 in total, 19 disciplinary hearings were held across Resources within the Council,
this figure remains unchanged when compared to the same period last year.
 action was taken in 17 of these cases. No appeals were raised against the
outcomes.
 our target is to convene disciplinary hearings within 6 weeks, 58% of hearings
met this target.
 during the period, no appeals were heard by the Appeals Panel.
 at the end of June 2022, 3 Appeals Panels were pending.
 during the period, no grievance cases were raised.
 during the period, no Dignity at Work cases were raised.
 during the period, 1 referral for mediation was submitted.
8. Analysis of Leavers and Exit Interviews
8.1. Information on the number of leavers and exit interviews for the period April to June
2022 is contained in Appendix 13. Exit interviews are conducted with employees
who leave voluntarily.
Labour Turnover
Using information compiled from Resources and Staffing Watch information as at
11 June 2022, the Council’s turnover figure for April to June 2022 is as follows:-
164 leavers eligible for exit interviews/15,173 employees in post = Labour Turnover
of 1.1%.
Based on the figure at June 2022, the projected annual labour turnover figure for the
financial year 2022/2023 for the Council is 4.4%.
8.2. Analysis of Leavers and Exit Interviews
 there were a total of 164 employees leaving the Council that were eligible for an
exit interview, an increase of 28 when compared with the same period last year.
 exit interviews were held with 41% of leavers, which is an increase of 12% when
compared with the same period last year.
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8.3. When processing an employee termination, managers are asked to identify whether
they intend to replace the employee who had left the Council.  If they indicate that
they do not intend to replace the employee, they are asked to select from four
options:- 
 plan to hold for savings
 fill on a fixed term basis pending savings
 transfer budget to another post
 end of fixed term contract 
8.4. Appendix 13a provides information relating to vacant posts and whether these are
being replaced or held for savings. From April to June 2022, 503 (351.10 FTE)
employees left employment. Managers indicated that 480 posts (333.17 FTE) would
be replaced, 1 post (0.40 FTE) is being filled on a temporary basis, the budget for 1
post (1.0 FTE) is being transferred to another post, 16 posts (11.93 FTE) were due to
the end of fixed term contracts and 5 posts (4.60 FTE) are being left vacant pending
a savings or service review. 
9. Recruitment Monitoring
9.1. Information on Recruitment Monitoring for April to June 2022 is contained within
Appendix 14. 
From an analysis of Equal Opportunities Monitoring Forms, the main points to note
are:- 
 overall, 3059 applications and 2949 completed Equal Opportunities Monitoring
Forms were received
 of those applicants who declared themselves as disabled (68), 42 were
shortleeted for interview and 11 were appointed  
 of those applicants of a black/ethnic minority background (137), 41 were
shortleeted for interview and 14 were appointed.
 Of those applicants who are veterans (26), 14 were shortleeted for interview and
none were appointed.   
10. Staffing Watch
10.1. There has been an increase of 36 in the number of employees in post from 
12 March 2022 to 11 June 2022. Details of the staffing watch are contained in
Appendix 15. 
11. Employee Implications
11.1. There are no implications for employees arising from the information presented in
this report. 
12. Financial Implications
12.1. All financial implications are accommodated within existing budgets. 
13. Climate Change, Sustainability and Environmental Implications
13.1. There are no climate change, sustainability or environmental implications arising
from the information presented in this report.
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14. Other Implications
14.1. There are no implications for risk in terms of the information contained within this
report. 
15. Equality Impact Assessment and Consultation Arrangements 
15.1. This report does not introduce a new policy, function or strategy or recommend a
change to an existing policy, function or strategy and therefore no impact
assessment is required. 
15.2. There was no requirement to undertake any consultation in terms of the information
contained in this report. 
Paul Manning
Executive Director (Finance and Corporate Resources) 
18 August 2022 
Link(s) to Council Values/Ambitions/Objectives
 Accountable, effective, efficient and transparent
 Fair, open and sustainable
 Ambitious, self aware and improving
 Excellent employer
 Focused on people and their needs
 Working with and respecting others 
List of Background Papers
 Monitoring information provided by Resources 
Contact for Further Information
If you would like to inspect the background papers or want further information, please
contact:-
Elaine Maxwell, HR Business Manager
Ext:   (Tel: 01698 454647)
E-mail:  Elaine.Maxwell@southlanarkshire.gov.uk
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2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021
2021 /
2022
2022 /
2023
% % % % % % % % % % % %
April 4.2 4.1 5.2 April 2.9 2.5 2.7 April 6.0 6.2 8.8 April 4.4 4.3 5.6
May 2.9 4.7 5.0 May 1.4 3.2 3.6 May 4.9 6.7 7.6 May 3.1 4.9 5.4
June 2.5 4.4 5.0 June 0.9 2.6 2.6 June 4.5 7.0 8.1 June 2.7 4.7 5.3
July 2.2 4.1 July 0.5 1.1 July 4.0 6.3 July 2.3 4.0
August 2.9 4.6 August 1.2 2.0 August 5.1 7.3 August 3.1 4.7
September 4.1 6.1 September 2.7 4.4 September 5.8 8.5 September 4.2 6.4
October 4.7 6.0 October 3.2 4.1 October 6.4 8.7 October 4.8 6.3
November 5.6 6.5 November 4.6 5.6 November 7.3 8.7 November 5.8 6.9
December 5.3 6.2 December 4.7 6.1 December 6.9 8.8 December 5.6 6.9
January 4.5 6.7 January 2.7 3.9 January 7.2 10.1 January 4.8 7.0
February 4.3 6.5 February 2.5 3.7 February 7.4 9.5 February 4.8 6.6
March 4.6 8.0 March 2.9 4.3 March 7.2 11.3 March 4.9 7.9
Annual Average 4.0 5.7 5.8 Annual Average 2.5 3.6 3.7 Annual Average 6.1 8.3 8.6 Annual Average 4.2 5.9 6.1
Average Apr-Jun 3.2 4.4 5.1 Average Apr-Jun 1.7 2.8 3.0 Average Apr-Jun 5.1 6.6 8.2 Average Apr-Jun 3.4 4.6 5.4
7604 4023 4559 16186
For the financial year 2022/23, the annual average days lost per employee equates to 4.3 days.
No of Employees at 30 Jun 2022
Appendix 1
Absence Trends - 2020/2021, 2021/2022 & 2022/2023
Council Wide
APT&C Teachers
No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022
Manual Workers Council Wide
No of Employees at 30 Jun 2022
8

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2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021
2021 /
2022
2022 /
2023
April 3.1 2.3 4.4 April 5.3 5.7 7.3 April 5.0 5.2 6.9 April 4.4 4.3 5.6
May 2.4 2.7 3.9 May 4.3 6.4 6.8 May 4.0 5.9 6.3 May 3.1 4.9 5.4
June 1.6 2.8 3.5 June 4.0 6.6 7.2 June 3.6 6.0 6.7 June 2.7 4.7 5.3
July 1.8 2.9 July 3.6 5.3 July 3.4 4.9 July 2.3 4.0
August 1.7 2.9 August 4.9 6.4 August 4.4 5.9 August 3.1 4.7
September 1.6 3.4 September 5.8 8.2 September 5.1 7.5 September 4.2 6.4
October 3.1 3.8 October 6.3 7.9 October 5.8 7.3 October 4.8 6.3
November 3.6 3.5 November 7.1 8.0 November 6.6 7.3 November 5.8 6.9
December 3.1 4.2 December 6.4 8.0 December 5.9 7.4 December 5.6 6.9
January 3.4 3.6 January 6.0 9.6 January 5.6 8.6 January 4.8 7.0
February 2.8 4.4 February 6.5 9.5 February 5.9 8.7 February 4.8 6.6
March 2.6 6.0 March 6.8 11.0 March 6.2 10.2 March 4.9 7.9
Annual Average 2.6 3.5 3.9 Annual Average 5.6 7.7 7.9 Annual Average 5.1 7.1 7.3 Annual Average 4.2 5.9 6.1
Average Apr-Jun 2.4 2.6 3.9 Average Apr-Jun 4.5 6.2 7.1 Average Apr-Jun 4.2 5.7 6.6 Average Apr-Jun 3.4 4.6 5.4
542 2959 3501 16186
For the financial year 2022/23, the annual average days lost per employee equates to 5.5 days.
Resource Total
No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022
Appendix 2
Absence Trends - 2020/2021, 2021/2022 & 2022/2023
Community and Enterprise Resources
APT&C Council WideManual Workers
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2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021 2021 / 2022
2022 /
2023
2020 /
2021
2021 /
2022 2022 / 2023
April 3.9 4.8 5.5 April 2.9 2.5 2.7 April 3.3 3.5 4.0 April 4.4 4.3 5.6
May 2.2 5.7 5.5 May 1.4 3.2 3.6 May 1.8 4.4 4.5 May 3.1 4.9 5.4
June 1.8 4.7 5.1 June 0.9 2.6 2.6 June 1.3 3.5 3.7 June 2.7 4.7 5.3
July 1.3 3.4 July 0.5 1.1 July 0.9 2.1 July 2.3 4.0
August 2.7 3.8 August 1.2 2.0 August 1.8 2.8 August 3.1 4.7
September 4.8 6.4 September 2.7 4.4 September 3.6 5.3 September 4.2 6.4
October 5.4 6.6 October 3.2 4.1 October 4.1 5.2 October 4.8 6.3
November 6.6 8.0 November 4.6 5.6 November 5.5 6.7 November 5.8 6.9
December 6.5 8.0 December 4.7 6.1 December 5.5 7.0 December 5.6 6.9
January 4.8 8.1 January 2.7 3.9 January 3.6 5.8 January 4.8 7.0
February 4.7 7.2 February 2.5 3.7 February 3.5 5.3 February 4.8 6.6
March 5.6 9.5 March 2.9 4.3 March 4.1 6.7 March 4.9 7.9
Annual Average 4.2 6.4 6.4 Annual Average 2.5 3.6 3.7 Annual Average 3.3 4.9 4.9 Annual Average 4.2 5.9 6.1
Average Apr-Jun 2.6 5.1 5.4 Average Apr-Jun 1.7 2.8 3.0 Average Apr-Jun 2.1 3.8 4.1 Average Apr-Jun 3.4 4.6 5.4
3397 4023 7420 16186
For the financial year 2022/23, the annual average days lost per employee equates to 3.3 days.
Teachers Resource Total
No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022
Appendix 3
Absence Trends - 2020/2021, 2021/2022 & 2022/2023
Education Resources
Council WideAPT&C
10

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2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021 2021 / 2022
2022 /
2023
2020 /
2021
2021 /
2022 2022 / 2023
April 3.5 2.6 2.8 April 8.5 0.0 0.0 April 3.6 2.6 2.8 April 4.4 4.3 5.6
May 2.3 3.3 3.2 May 16.0 0.0 0.0 May 2.4 3.3 3.2 May 3.1 4.9 5.4
June 1.9 3.5 4.0 June 7.4 0.0 0.0 June 1.9 3.5 4.0 June 2.7 4.7 5.3
July 2.0 3.3 July 3.5 0.0 July 2.0 3.3 July 2.3 4.0
August 1.8 3.6 August 12.1 0.0 August 2.0 3.6 August 3.1 4.7
September 2.3 4.0 September 13.4 0.0 September 2.4 4.0 September 4.2 6.4
October 3.2 3.6 October 10.2 0.0 October 3.3 3.6 October 4.8 6.3
November 3.1 4.3 November 11.4 0.0 November 3.2 4.3 November 5.8 6.9
December 2.7 3.8 December 11.4 0.0 December 2.8 3.8 December 5.6 6.9
January 2.8 3.8 January 7.0 0.0 January 2.8 3.8 January 4.8 7.0
February 3.5 3.4 February 0.0 0.0 February 3.5 3.4 February 4.8 6.6
March 3.5 3.4 March 0.0 0.0 March 3.5 3.4 March 4.9 7.9
Annual Average 2.7 3.6 3.6 Annual Average 8.4 0.0 0.0 Annual Average 2.8 3.6 3.6 Annual Average 4.2 5.9 6.1
Average Apr-Jun 2.6 3.1 3.3 Average Apr-Jun 10.6 0.0 0.0 Average Apr-Jun 2.6 3.1 3.3 Average Apr-Jun 3.4 4.6 5.4
938 0 938 16186
For the financial year 2022/23, the annual average days lost per employee equates to 2.7 days.
No of Employees at 30 Jun 2022
Appendix 4
Absence Trends - 2020/2021, 2021/2022 & 2022/2023
Finance and Corporate Resources
No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022
APT&C Council WideManual Workers
No of Employees at 30 Jun 2022
Resource Total
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2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021 2021 / 2022
2022 /
2023
2020 /
2021
2021 /
2022 2022 / 2023
April 4.1 3.2 5.5 April 3.5 3.6 10.6 April 3.8 3.3 7.6 April 4.4 4.3 5.6
May 2.8 2.9 4.5 May 2.0 4.2 8.1 May 2.5 3.4 6.0 May 3.1 4.9 5.4
June 3.2 3.5 4.9 June 2.0 6.2 8.5 June 2.7 4.6 6.4 June 2.7 4.7 5.3
July 2.7 4.0 July 2.7 5.7 July 2.7 4.7 July 2.3 4.0
August 2.5 4.9 August 3.4 7.9 August 2.8 6.2 August 3.1 4.7
September 2.1 5.8 September 3.3 8.1 September 2.6 6.8 September 4.2 6.4
October 2.9 5.2 October 3.9 9.0 October 3.3 6.8 October 4.8 6.3
November 3.7 5.7 November 5.6 9.2 November 4.5 7.2 November 5.8 6.9
December 3.3 4.6 December 4.8 9.5 December 3.9 6.7 December 5.6 6.9
January 3.5 5.2 January 4.4 8.8 January 3.9 6.7 January 4.8 7.0
February 3.2 6.4 February 4.7 8.5 February 3.8 7.3 February 4.8 6.6
March 3.1 7.8 March 4.5 10.7 March 3.6 9.0 March 4.9 7.9
Annual Average 3.1 4.9 5.4 Annual Average 3.7 7.6 8.7 Annual Average 3.3 6.1 6.8 Annual Average 4.2 5.9 6.1
Average Apr-Jun 3.4 3.2 5.0 Average Apr-Jun 2.5 4.7 9.1 Average Apr-Jun 3.0 3.8 6.7 Average Apr-Jun 3.4 4.6 5.4
872 578 1450 16186
For the financial year 2022/23, the annual average days lost per employee equates to 5.3 days.
Manual Workers Council Wide
No of Employees at 30 Jun 2022No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022
Appendix 5
Housing & Technical Resources
Resource Total
Absence Trends - 2020/2021, 2021/2022 & 2022/2023
APT&C
12

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2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021 2021 / 2022
2022 /
2023
2020 /
2021
2021 /
2022 2022 / 2023
April 5.5 4.5 6.2 April 10.2 9.6 12.6 April 7.1 6.2 8.3 April 4.4 4.3 5.6
May 4.4 5.0 5.7 May 8.1 9.3 10.1 May 5.7 6.5 7.1 May 3.1 4.9 5.4
June 3.9 3.9 5.9 June 7.6 7.6 11.3 June 5.2 5.2 7.6 June 2.7 4.7 5.3
July 3.7 6.1 July 6.3 10.3 July 4.6 7.5 July 2.3 4.0
August 4.4 7.3 August 6.7 10.2 August 5.2 8.2 August 3.1 4.7
September 5.4 7.6 September 7.5 10.3 September 6.1 8.5 September 4.2 6.4
October 5.9 6.9 October 8.2 11.3 October 6.7 8.4 October 4.8 6.3
November 6.6 6.2 November 8.9 10.8 November 7.4 7.7 November 5.8 6.9
December 6.5 5.5 December 10.3 11.1 December 7.7 7.3 December 5.6 6.9
January 5.8 7.4 January 13.1 13.0 January 8.3 9.2 January 4.8 7.0
February 5.1 7.5 February 12.6 10.1 February 7.6 8.3 February 4.8 6.6
March 4.6 8.0 March 10.6 12.8 March 6.6 9.5 March 4.9 7.9
Annual Average 5.2 6.3 6.7 Annual Average 9.2 10.5 11.2 Annual Average 6.5 7.7 8.1 Annual Average 4.2 5.9 6.1
Average Apr-Jun 4.6 4.5 5.9 Average Apr-Jun 8.6 8.8 11.3 Average Apr-Jun 6.0 6.0 7.7 Average Apr-Jun 3.4 4.6 5.4
1855 1022 2877 16186
For the financial year 2022/23, the annual average days lost per employee equates to 5.6 days.
Resource TotalManual Workers
No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022
Appendix 6
Absence Trends - 2020/2021, 2021/2022 & 2022/2023
Social Work Resources
APT&C Council Wide
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Appendix 7
Absence by long and short term
From: 1 Apr 2022 to 30 Jun 2022
Community and Enterprise 3501 2.5 4.4 6.9 2.4 3.9 6.3 2.6 4.1 6.7
Education 7420 1.2 2.8 4.0 1.7 2.8 4.5 1.6 2.1 3.7
Finance and Corporate 938 1.2 1.6 2.8 1.4 1.8 3.2 1.9 2.1 4.0
Housing & Technical 1450 3.0 4.6 7.6 2.2 3.8 6.0 2.5 3.9 6.4
Social Work 2877 3.1 5.2 8.3 2.3 4.8 7.1 2.6 5.0 7.6
Council Overall for April 2022 to
June 2022 16186 1.9 3.7 5.6 2.1 3.3 5.4 3.2 2.1 5.3
Resource No of
employees
May 2022
Total
Short
Term %
Total
Long
Term %
Resource
Total
Absence %
Resource
Total
Absence %
June 2022
Total Short
Term %
Total
Long
Term %
April 2022
Total Short
Term %
Total
Long
Term %
Resource
Total Absence
%
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From : 1 Jun 2022 - 30 Jun 2022
Total
WDL % Total
WDL % Total
WDL % Total
WDL % Total
WDL %
Musculoskeletal 1260 25 714 13 44 6 482 26 708 18 3208 19
Psychological 1039 21 1780 31 247 34 735 39 1302 33 5103 30
Stomach, Bowel, Blood, Metabolic
Disorders 608 12 560 10 64 9 129 7 335 8 1696 10
Respiratory 1109 22 1311 23 176 24 270 14 658 17 3524 20
Other Classification 951 19 1315 23 206 28 272 14 969 24 3713 22
Total Days Lost By Resource 4967 100 5680 100 737 100 1888 100 3972 100 17244 100
Total Work Days Available
From : 1 Jun 2021 to 30 Jun 2021
Total
WDL % Total
WDL % Total
WDL % Total
WDL % Total
WDL %
Musculoskeletal 823 31 422 24 65 18 90 11 708 25 2108 25
Psychological 808 30 603 34 160 43 364 46 990 35 2925 35
Stomach, Bowel, Blood, Metabolic
Disorders 134 5 76 4 9 2 73 9 133 5 425 5
Respiratory 246 9 298 17 39 11 90 11 437 16 1110 13
Other Classification 664 25 388 22 96 26 179 22 533 19 1860 22
Total Days Lost By Resource 2675 100 1787 100 369 100 796 100 2801 100 8428 100
Total Work Days Available
*WDL = Work Days Lost
74307 152625 18435
Percentage
Housing and
Technical
Resources
Education
Resources
Finance and
Corporate
29550 52361
Appendix 8
Attendance Monitoring
Absence Classification
Reasons
Community and
Enterprise
Resources
Social Work
Resources Total WDL
By Reason
REASONS
Community and
Enterprise
Resources
Education
Resources
Finance and
Corporate
Housing and
Technical
Resources
Social Work
Resources PercentageTotal WDL
By Reason
73353 140371 19063 29438 53811
15

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Appendix 9
Teachers Others
100 32 53 26 66 106
113 33 68 19 42 117
Apr - Jun 2021 Apr - Jun 2022 No Physiotherapy
referral information
3+ absence with
no ASM Totals Apr - Jun 2021 Apr - Jun 2022 Employees
Absent
131 125 10 55 68 89 90 75
66 78 10 187 206 139 154 112
108 72 1 9 10 18 23 23
15 15 6 13 22 32 38 28
56 58 22 46 73 100 93 80
118 140 49 310 379 378 398 318
494 488 *ASM refers to Attendance Support Meeting
Apr - Jun 2021 Apr - Jun 2022
M S M S M S M S M S M S 2 0
Total (Apr - Jun 2022) 30 0 0 0 82 0 0 0 14 0 126 0 9 0
Total (Apr - Jun 2021) 27 0 0 0 75 0 13 0 12 0 127 0 0 0
Total 126 0 0
127 2 0
M = MANAGEMENT REFERRAL      S = SELF REFERRAL 12 0
25 0
Occupational Health Reports
From: 1 April 2022 - 30 June 2022 comparison with 1 April 2021 - 30 June 2021
Medical Referrals
Community and
Enterprise
Education Finance and
Corporate
Housing &
Technical Social Work Totals
Total (Apr - Jun 2022) 383
Total (Apr - Jun 2021) 392
No of Employees Referred For Physiotherapy No of Maximising Attendance Action Not Conducted
3
Education
Finance and Corporate
Housing and Technical
No of Employees Referred To Employee Support Officer
Resource 3+ absence with no ASM or
Physiotherapy referral information Resource
Community and Enterprise 3
5
Total 20
Analysis of Counselling Referrals by Cause No of Employees Referred For Cognitive Behavioural
Therapy
Education 9
Finance and Corporate 0
Housing and Technical
Housing and Technical
Social Work
Total Referrals (Apr -Jun 2022)     
Total Referrals (Apr - Jun 2021)     
Not Disclosed
Reason
Work Stress Addiction Personal
Total
Community and Enterprise
Resource
Community and Enterprise
Education
Finance and Corporate
Anxiety/ Depression Bereavement Total
Social Work Social Work
Total
Total
Resource
Community and Enterprise
Education (Teachers)
Education (Others)
Finance and Corporate
Housing and Technical
Social Work
16

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2022 2021 2022 2021 2022 2021 2022 2021 2022 2021 2022 2021
Specified Injury 0 0 0 0 0 0 0 0 2 0 2 0
Violent Incident:  Physical 0 0 0 0 0 0 0 0 0 0 0 0
Total Specified Injury* 0 0 0 0 0 0 0 0 2 0 2 0
Over 7-day 4 4 3 0 0 0 4 1 3 0 14 5
Violent Incident:  Physical 0 0 0 0 0 0 0 0 0 0 0 0
Violent Incident:  Verbal 0 0 0 0 0 0 0 0 0 0 0 0
Total Over 7-day** 4 4 3 0 0 0 4 1 3 0 14 5
Over 3-day 0 1 1 1 0 0 0 1 1 0 2 3
Violent Incident:  Physical 0 0 0 0 0 0 0 0 0 0 0 0
Violent Incident:  Verbal 0 0 0 0 0 0 0 0 0 0 0 0
Total Over 3-day** 0 1 1 1 0 0 0 1 1 0 2 3
Minor 18 18 11 9 1 1 1 8 14 9 45 45
Near Miss 1 4 1 3 0 0 0 0 3 1 5 8
Violent Incident:  Physical 1 1 207 217 0 0 0 0 4 4 212 222
Violent Incident:  Verbal 5 3 35 6 0 0 3 1 4 3 47 13
Total Minor*** 25 26 254 235 1 1 4 9 25 17 309 288
Total Accidents/Incidents 29 31 258 236 1 1 8 11 31 17 327 296
*A Specified Injury is any fracture (other than to the fingers, thumbs or toes), amputation, loss of sight, serious burns, crushing injury, scalping, loss of consciousness caused by asphyxiation/ head injury,
a chemical or hot metal burn to the eye or penetrating injury as defined by the HSE.
**Over 3 day / over 7day absence is an injury sustained outwith specified injury category that results in a period of absence of absence as defined by the HSE. 
*** A minor injury is an injury not covered by " Over 7-day", "Over 3-day" or "Specified".
Finance and Corporate Housing & Tech
Analysis of Accidents/ Incidents
Comparison
Cause of Accidents/ Incidents to employees
Appendix 10
Social Work TOTALCommunity and
Enterprise Education
From: 1 April 2022 - 30 June 2022 comparison with 1 April 2021 - 30 June 2021
17

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APT&C Manual /
Craft Teachers Total APT&C Manual /
Craft Teachers Total
Community and Enterprise 0 16 N/A 16 0 1 N/A 1 0 15 N/A 15 8 1 7 57 16
Education 0 2 0 2 0 1 0 1 0 1 0 1 1 0 1 50 2
Finance and Corporate 1 0 N/A 1 0 0 N/A 0 1 0 N/A 1 1 0 0 100 1
Housing and Technical 0 0 N/A 0 0 0 N/A 0 0 0 N/A 0 0 0 0 0 0
Social Work 0 0 N/A 0 0 0 N/A 0 0 0 N/A 0 0 0 0 0 0
Total  (Apr - Jun 2022) 1 18 0 19 0 2 0 2 1 16 0 17 10 1 8 58 19
Total  (Apr - Jun 2021) 6 11 2 19 2 1 0 3 4 10 2 16 6 4 9 53 19
APT&C Manual/
Craft Teachers Total APT&C Manual/
Craft Teachers Total APT&C Manual/
Craft Teachers Total
Total  (Apr - Jun 2022) 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Total  (Apr - Jun 2021) 0 1 0 1 0 0 0 0 0 0 0 0 0 1 0 1 0
*Resources nil responses are not included in figures
Appeal's Panel
From: 1 April 2022 - 30 June 2022
Appeal's Panel
Total 0
Not Upheld Withdrawn
Appeals
Pending
0
Total
0
Resource
Resource
Action Taken
Upheld Upheld in PartManual/
Craft
Outcome of Disciplinary Hearings
Manual/
Craft
Upheld
APT&C
Upheld in Part
Teachers
% Held within
6 Weeks
No of Appeals
No Action
APT&C 4-6 6+3Teachers Total
No of Disciplinary Hearings
300
Appendix 11
Outcome of Appeals
Not Upheld
From: 1 April 2022 - 30 June 2022 comparison with 1 April 2021 - 30 June 2021
Appeals pending to
date
Record of Disciplinary Hearings
No of weeks to convene Disciplinary
Hearing
Total
18

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Appendix 12a
Record of Grievances
From: 1 April 2022 - 30 June 2022 comparison with 1 April 2021 - 30 June 2021
Grievances No of
Grievances
No Resolved
at Stage 1
No Resolved
at Stage 2
No Resolved
at Stage 3
Still in
Process
Total (Apr - Jun 2022) 0 0 0 0 0
Total (Apr - Jun 2021) 0 0 0 0 0
Dignity at Work
Dignity at Work No of Incidents
No Resolved
at Informal
Stage
No Resolved
at Formal
Stage
No of Appeals Appeals in
Process
Still in
Process
Total (Apr - Jun 2022) 0 0 0 0 0 0
Total (Apr -  2021) 0 0 0 0 0 0
From: 1 April 2022 - 30 June 2022 comparison with 1 April 2021 - 30 June 2021
19

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Appendix 12b
Referrals for Workplace Mediation
Workplace Mediation Apr-22 May-22 Jun-22
No of Referrals 0 0 1
*No of Successful Cases 0 0 0
*No of Unsuccessful Cases 0 0 0
No of cases unsuitable for mediation 0 0 0
Workplace Mediation Apr-21 May-21 Jun-21
No of Referrals 0 0 0
*No of Successful Cases 0 0 0
*No of Unsuccessful Cases 0 0 0
No of cases unsuitable for mediation 0 0 0
*successful/unsuccessful case outcomes may be shown outwith the month they were referred.
As at June 2022
20

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Appendix 13
From 1 April 2022 - 30 June 2022
Reason for leaving Community and
Enterprise Education Finance and
Corporate
Housing &
Technical Social Work Total %
Career Advancement 1 15 0 1 8 25 37
Child Caring / Caring
Responsibilities 0 2 0 1 0 3 4
Disatisfaction with terms and
conditions 0 0 0 1 2 3 4
Further Education 2 3 2 0 4 11 16
Moving outwith area 1 3 0 0 2 6 9
Personal Reasons 0 2 0 0 2 4 6
Poor relationship with managers
/ colleagues 0 2 1 0 0 3 4
Travelling difficulties 0 0 0 1 2 3 4
Other 1 2 0 0 6 9 13
Number of exit interviews
conducted 5 29 3 4 26 67
Total no. of leavers per
Resource eligible for an exit
interview
37 56 13 9 49 164
% of leavers interviewed 14 52 23 44 53 41
From 1 April 2021 - 30 June 2021
Number of exit interviews
conducted 16 8 3 1 11 39
Total no. of leavers per
Resource eligible for an exit
interview
43 32 8 8 42 133
% of leavers interviewed 37 25 38 13 26 29
* Note these totals include temporary employees
Analysis of leavers and exit interviews
21

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Resource Total FTE* Total H/C** FTE H/C FTE H/C FTE H/C FTE H/C FTE H/C FTE H/C
Community & Enterprise 84.94 171 79.00 162 0 0 0 0 5.938 9 0 0 0 0
Education 152.58 187 146.24 179 0.402 1 0 0 4.34 5 1.6 2 0 0
Finance & Corporate 20.88 25 18.88 23 0 0 1 1 0 0 1 1 0 0
Housing & Technical 23.06 30 22.06 29 0 0 0 0 0 0 1 1 0 0
Social Work 69.65 90 67.00 87 0 0 0 0 1.65 2 1 1 0 0
Total 351.10 503 333.17 480 0.40 1 1.00 1 11.93 16 4.60 5 0.00 0
Appendix 13a
April - June 2022 Number of leavers Replace Employee Filling on a temp basis Plan to transfer this
budget to another post
End of fixed term
post
Leave vacant
pending savings or
service review
Plan to remove
for savings
22

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Appendix 14
Applied Interviewed Appointed % of Applicants
interviewed
% of Applicants
appointed
% of
Interviewees
appointed
2949 1171 563 40% 19% 48%
730 297 127 41% 17% 43%
2201 797 360 36% 16% 45%
68 42 11 62% 16% 26%
2422 887 408 37% 17% 46%
496 206 84 42% 17% 41%
2760 1031 458 37% 17% 44%
137 41 17 30% 12% 41%
26 14 0 54% 0% 0%
Applied Interviewed Appointed % of Applicants
interviewed
% of Applicants
appointed
% of
Interviewees
appointed
2131 745 306 35% 14% 41%
885 275 99 31% 11% 36%
1232 466 207 38% 17% 44%
98 35 9 36% 9% 26%
1766 597 256 34% 14% 43%
353 141 49 40% 14% 35%
2034 585 294 29% 14% 50%
76 24 9 32% 12% 38%
19 11 0 58% 0% 0%
Total Number of appointments: 580
Total No of Veteran applicants
Total No of applicants aged over 50
Total No of Female Applicants
Gender / Disability / Age
Total EO Forms Received
Gender / Disability / Age
*Black/Ethnic Minority applicants includes Mixed, Asian, Black and other backgrounds.
Total No of White applicants
Total No of Black/Ethnic minority applicants*
Recruitment Monitoring
Analysis of Gender, Disability, Ethnicity and Age
From : 1 April 2022 - 30 June 2022
From : 1 April 2021 - 30 June 2021
542
Total Number of applications received:
Total EO Forms Received
Total No of White applicants
Total No of Black/Ethnic minority applicants*
Total No of Male Applicants
Total No of Female Applicants
Total No of Disabled Applicants
Total No of applicants aged under 50
3059
Total Number of Equal Opportunities Monitoring forms received: 2949
Total Number of posts recruited for:
*Black/Ethnic Minority applicants includes Mixed, Asian, Black and other backgrounds.
Total Number of Equal Opportunities Monitoring forms received: 2131
Total No of applicants aged over 50
Total Number of posts recruited for:
Total No of Veteran applicants
Total Number of appointments: 327
Total Number of applications received: 2154
Total No of Male Applicants
Total No of Disabled Applicants
Total No of applicants aged under 50
314
23

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Resource Total F/T P/T F/T P/T Total Director Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher
Community & Enterprise Resources 3185 1300 231 196 1458 2244.04 1.00 1543.77 402.16 227.38 45.73 17.00 2.00 5.00 0.00
Education - Others 3207 138 89 651 2329 2347.67 1.00 1178.56 899.35 140.99 45.44 11.60 4.00 58.93 7.80
Education - Teachers 3941 704 71 2330 836 3587.40 0.00 0.00 0.00 0.00 0.00 1.00 0.00 4.60 3581.80
Finance & Corporate Resources 861 199 20 390 252 773.00 2.00 126.48 332.42 226.70 55.10 24.30 6.00 0.00 0.00
Housing & Technical 1299 829 24 320 126 1241.06 1.00 214.12 622.86 358.48 33.60 9.00 2.00 0.00 0.00
Social Work Resources 2680 231 168 1041 1240 2346.88 1.00 1149.08 589.20 542.04 34.80 28.76 2.00 0.00 0.00
0        
8952.65 (excluding Teachers)
Total All Staff 15173 3401 603 4928 6241 12540.05 6.00 4212.01 2845.99 1495.59 214.67 91.66 16.00 68.53 3589.60
Resource Total F/T P/T F/T P/T Total Director Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher
Community & Enterprise Resources 3114 1218 227 196 1473 2168.47 1.00 1457.77 404.52 231.45 48.73 17.00 3.00 5.00 0.00
Education - Others 3089 2 92 664 2331 2364.07 1.00 1184.65 902.86 142.99 47.64 12.60 4.00 59.53 8.80
Education - Teachers 3935 704 71 2329 831 3583.60 0.00 0.00 0.00 0.00 0.00 1.00 0.00 4.60 3578.00
Finance & Corporate Resources 871 204 20 376 271 776.86 2.00 123.09 336.30 229.22 55.95 24.30 6.00 0.00 0.00
Housing & Technical 1296 831 23 314 128 1239.79 1.00 209.82 628.46 356.31 33.20 9.00 2.00 0.00 0.00
Social Work Resources 2694 226 172 1026 1270 2355.32 1.00 1182.65 568.72 542.39 31.80 26.76 2.00 0.00 0.00
0        
8904.51 (excluding Teachers)
Total All Staff 14999 3185 605 4905 6304 12488.11 6.00 4157.98 2840.86 1502.36 217.32 90.66 17.00 69.13 3586.80
Male Female Salary Band
Total Number of Employees Full-Time Equivalent
Male Female Salary Band
QUARTERLYJOINT STAFFING WATCH RETURN : NUMBER EMPLOYED ON 12 MARCH 2022
QUARTERLYJOINT STAFFING WATCH RETURN : NUMBER EMPLOYED ON 11 JUNE 2022
Analysis by Resource
Analysis by Resource
Appendix 16
Total Number of Employees Full-Time Equivalent
24

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Page 26

Page 27

Report
Agenda Item 
Report to: Employee Issues Forum
Date of Meeting: 30 August 2022
Report by: Executive Director (Finance and Corporate Resources)
Executive Director (Housing and Technical Resources)  
Subject: Housing and Technical Resources – Workforce
Monitoring – April to June 2022 
1. Purpose of Report
1.1. The purpose of the report is to: -
[purpose]
 provide employment information for April to June 2022 relating to Housing and
Technical Resources
[1purpose]
2. Recommendation(s)
2.1. The Employee Issues Forum is asked to approve the following recommendation(s): -
[recs]
(1) that the following employment information for April to June 2022 relating to
Housing and Technical Resources be noted: - 
 attendance statistics;
 occupational health;
 accident/incident statistics;
 discipline, grievance and Dignity at Work cases;
 analysis of leavers and exit interviews;
 staffing watch as at 12 March 2022 
[1recs]
3. Background
3.1. As part of the Council’s performance management arrangements, regular workforce
monitoring reports are submitted to the Employee Issues Forum.  This report for
Housing and Technical Resources provides information on the position for April to
June 2022. 
4. Monitoring Statistics
4.1. Attendance Statistics (Appendix 1) 
Information on absence statistics is analysed for the month of June 2022 for Housing
and Technical Resources. 
The Resource absence figure for June 2022 was 6.4%, which represents an
increase of 0.4% when compared to the previous month and is 1.1% higher than the
Council-wide figure.  Compared to June 2021, the Resource absence figure has
increased by 1.8%. 
Based on the absence figures at June 2022 and annual trends, the projected annual
average absence for the Resource for 2022/2023 is 6.8%, compared to a Council-
wide average figure of 6.1%.  
4
27

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For the financial year 2022/2023, the projected average days lost per employee
equates to 5.3 days, compared with the overall figure for the Council of 4.3 days per
employee. 
Managers follow the procedures outlined in the Maximising Attendance Policy to
support employees to remain at work, or to return to work after a sickness absence. 
There are comprehensive employee supports in place and additionally, Personnel
Services work in close partnership with line managers and Resource Management
Teams on a case management basis to ensure that appropriate actions are taken. 
The attendance information contained in this report includes absences as a result of
Covid-19, and employees are being supported through this difficult time to maintain
attendance levels where they can.  As this report was being prepared, at 1st August
2022, the Council overall absence level was 4.46% with 0.78% of this relating to
Covid-19 for sickness and special leave. 
4.2. Occupational Health (Appendix 2) 
In terms of referrals to occupational health, which include medical examinations and
physiotherapy, 176 referrals were made this period, an increase of 29 when
compared with the same period last year. 
4.3. Accident/Incident Statistics (Appendix 2) 
There were 8 accidents/incidents recorded within the Resource this period, a
decrease of 3 when compared to the same period last year. 
4.4. Discipline, Grievance and Dignity at Work (Appendix 2) 
There were no disciplinary hearings held within the Resource this period, which is a
decrease of 4 when compared with the same period last year.  There were no
grievances raised within the Resource this period, which remains unchanged when
compared with the same period last year. There were no Dignity at Work complaints
raised within the Resource this period, which remains unchanged when compared
with the same period last year. 
4.5. Analysis of Leavers (Appendix 2) 
There were 9 leavers in the Resource this period who were eligible for an exit
interview, which is an increase of 1 when compared with the same period last year. 
Exit interviews were held with 67% of employees, an increase of 54% when
compared with the same period last year. 
4.6. When processing an employee termination, managers were asked to identify
whether they intended to replace the employee who had left the Council.  If they
indicated that they did not intend to replace the employee, they were asked to select
from three options:
 plan to hold for savings
 fill on a fixed term basis pending savings
 transfer budget to another post
 end of fixed term contract 
4.7. Appendix 2a provides a breakdown of vacant posts and whether these are being
replaced or held for savings.  In the period April to June 2022, 36 (27.62 FTE)
employees in total left employment, managers indicated that 34 (25.62 FTE) were
being filled and 2 (2.0 FTE) are being left vacant pending a savings or service
review.
28

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5. Staffing Watch 
5.1. There has been an increase of 7 in the number of employees in post from 12 March
2022 to 11 December 2021. 
6. Employee Implications
6.1. There are no implications for employees arising from the information presented in
this report. 
7. Financial Implications
7.1. All financial implications are accommodated within existing budgets. 
8. Climate Change, Sustainability and Environmental Implications
8.1. There are no Climate Change, Sustainability and Environmental Implications in terms
of the information contained within this report. 
9. Other Implications
9.1. There are no implications for sustainability or risk in terms of the information
contained within this report. 
10. Equality Impact Assessment and Consultation Arrangements
10.1. This report does not introduce a new policy, function or strategy or recommend a
change to an existing policy, function or strategy and therefore no impact
assessment is required. 
10.2. There was no requirement to undertake any consultation in terms of the information
contained in this report. 
Paul Manning
Executive Director (Finance and Corporate Resources) 
Daniel Lowe
Executive Director (Housing and Technical Resources) 
18 August 2022 
Link(s) to Council Values/Ambitions/Objectives
       Accountable, effective, efficient and transparent
       Fair, open and sustainable
       Ambitious, self aware and improving
       Excellent employer
       Focused on people and their needs
       Working with and respecting others 
List of Background Papers
 Monitoring information provided by Finance and Corporate Resources
29

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Contact for Further Information
If you would like to inspect the background papers or want further information, please
contact:-
Elaine Maxwell, HR Business Manager
Ext:   (Tel: 01698 454647)
E-mail:  Elaine.Maxwell@southlanarkshire.gov.uk
30

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2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021
2021 /
2022
2022 /
2023
2020 /
2021 2021 / 2022
2022 /
2023
2020 /
2021
2021 /
2022 2022 / 2023
April 4.1 3.2 5.5 April 3.5 3.6 10.6 April 3.8 3.3 7.6 April 4.4 4.3 5.6
May 2.8 2.9 4.5 May 2.0 4.2 8.1 May 2.5 3.4 6.0 May 3.1 4.9 5.4
June 3.2 3.5 4.9 June 2.0 6.2 8.5 June 2.7 4.6 6.4 June 2.7 4.7 5.3
July 2.7 4.0 July 2.7 5.7 July 2.7 4.7 July 2.3 4.0
August 2.5 4.9 August 3.4 7.9 August 2.8 6.2 August 3.1 4.7
September 2.1 5.8 September 3.3 8.1 September 2.6 6.8 September 4.2 6.4
October 2.9 5.2 October 3.9 9.0 October 3.3 6.8 October 4.8 6.3
November 3.7 5.7 November 5.6 9.2 November 4.5 7.2 November 5.8 6.9
December 3.3 4.6 December 4.8 9.5 December 3.9 6.7 December 5.6 6.9
January 3.5 5.2 January 4.4 8.8 January 3.9 6.7 January 4.8 7.0
February 3.2 6.4 February 4.7 8.5 February 3.8 7.3 February 4.8 6.6
March 3.1 7.8 March 4.5 10.7 March 3.6 9.0 March 4.9 7.9
Annual Average 3.1 4.9 5.4 Annual Average 3.7 7.6 8.7 Annual Average 3.3 6.1 6.8 Annual Average 4.2 5.9 6.1
Average Apr-Jun 3.4 3.2 5.0 Average Apr-Jun 2.5 4.7 9.1 Average Apr-Jun 3.0 3.8 6.7 Average Apr-Jun 3.4 4.6 5.4
872 578 1450 16186
For the financial year 2022/23, the annual average days lost per employee equates to 5.3 days.
Manual Workers Council Wide
No of Employees at 30 Jun 2022No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022 No of Employees at 30 Jun 2022
Appendix 5
Housing & Technical Resources
Resource Total
Absence Trends - 2020/2021, 2021/2022 & 2022/2023
APT&C
31

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HOUSING AND TECHNICAL RESOURCES
Apr - Jun Apr - Jun
2021 2022
MEDICAL EXAMINATIONS
Number of Employees Attending
EMPLOYEE COUNSELLING SERVICE
Total Number of Referrals
PHYSIOTHERAPY SERVICE
Total Number of Referrals
REFERRALS TO EMPLOYEE SUPPORT OFFICER 32 38
REFERRALS TO COGNITIVE BEHAVIOUR THERAPY 0 0
TOTAL 147 176
Apr - Jun Apr - Jun
2021 2022
Specified Injuries* 0 0
Over 7 day absences 1 4
Over 3 day absences** 1 0
Minor 8 1
Near Miss 0 0
Violent Incident:  Physical**** 0 0
Violent Incident:  Verbal***** 1 3
Total Accidents/Incidents 11 8
Apr - Jun Apr - Jun
2021 2022
Total Number of Hearings 4 0
Total Number of Appeals 0 0
Appeals Pending 0 0
Time Taken to Convene Hearing Apr - May 2022
0-3 Weeks 4-6 Weeks Over 6 Weeks
0 0 0
Apr - Jun Apr - Jun
2021 2022
Number of Grievances 0 0
Number Resolved at Stage 1 0 0
Number Resolved at Stage 2 0 0
Number Resolved at Stage 3 0 0
Still in Progress 0 0
Apr - Jun Apr - Jun
2021 2022
Number of Incidents 0 0
Number Resolved at Informal Stage 0 0
Number Resolved at Formal Stage 0 0
Number of Appeals 0 0
Appeals in Process 0 0
Still in Process 0 0
Apr - Jun Apr - Jun
2021 2022
Number of Exit Interviews conducted 1 4
Total Number of Leavers Eligible for Exit Interview 8 9
Percentage of interviews conducted 13% 67%
****Physical violent incidents and ***** Verbal Violent Incidents are included in the "Over 3-day or
Over 7-day" figures, where applicable, to provide the "Total Over 3-day or Over 7-day" figures.
****Physical Violent Incidents and ***** Verbal Violent Incidents are included in the "Minor" figures,
where applicable, to provide the "Total Minor" figures.
66
APPENDIX 2
56 58
13 14
ANALYSIS OF REASONS FOR LEAVING
RECORD OF DISCIPLINARY HEARINGS
RECORD OF GRIEVANCE HEARINGS
RECORD OF DIGNITY AT WORK
CAUSE OF ACCIDENTS/INCIDENTS
46
*A Specified Injury is any fracture (other than to the fingers, thumbs or toes), amputation, loss of
sight, serious burns, crushing injury, scalping, loss of consciousness caused by asphyxiation/ head
injury, a chemical or hot metal burn to the eye or penetrating injury as defined by the HSE.
**Over 3 day / over 7day absence is an injury sustained outwith specified injury category that results
in a period of absence of absence as defined by the HSE. 
***Near Miss - Any unexpected, unplanned occurrence (except Dangerous Occurrences) that does
not lead to injury of persons, damage to property, plant or equipment but may have done so in
different circumstance.
****Physical violent incidents are included in the "Specified" figures, where applicable, to provide
the "Total Specified" figures.
32

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FTE* H/C** FTE H/C
Number of Leavers 27.62 36 27.62 36
Replace Employee 25.62 34 25.62 34
Leave vacant pening savings review 2.00 2 2.00 2
Plan to remove for savings 0.00 0 0.00 0
Filling on a Temp Basis 0.00 0 0.00 0
Plan to transfer budger to another post 0.00 0 0.00 0
End of fixed term post 0.00 0 0.00 0
* Full time equivalent
** Head count/number of employees
April 2022 - June 2022 Cumulative total
(Apr 22 - Mar 23)
Appendix 2a
33

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Report
Agenda Item 
Report to: Employee Issues Forum
Date of Meeting: 30 August 2022
Report by: Executive Director (Housing and Technical Resources)  
Subject: Homes for Ukraine Scheme 
1. Purpose of Report
1.1 The purpose of this report is to:- 
 advise the Employee Issues Forum of the support and assistance being provided
to Ukrainian refugees by employees within Housing and Technical Resources,
working with internal and external partners 
2. Recommendations
2.1 The Employee Issues Forum is asked to approve the following recommendation(s): - 
(1) that the work being undertaken by Housing and Technical Resources
employees, working closely with internal and external partners, in support of
Ukrainian refugees be noted. 
3. Background 
3.1  Following the Russian invasion of Ukraine on 24 February 2022, the United Kingdom
Government announced a ‘Homes for Ukraine’ Scheme.  Phase one of the scheme
was launched on 18 March 2022, to enable Ukrainian nationals fleeing the war to
apply for a visa to live in the UK, where they have a named person willing to sponsor
them and provide a home or room(s) within their home. 
3.2 At the same time, the Scottish Government launched the Scottish Super Sponsor
Scheme, which operates within the Homes for Ukraine scheme.  The Super Sponsor
scheme provides an alternative route for Ukrainian nationals to apply for a visa,
without the need for a named sponsor to be identified before they are given
permission to travel to the UK. 
3.3 The Scottish Super Sponsor Scheme offers Ukrainian nationals temporary
accommodation on their arrival to Scotland through Welcome Hubs and provides a
matching service to secure accommodation which has been checked by local
authorities to ensure that it is safe and meets required standards. 
3.4 It was initially anticipated that the Scottish Super Sponsor scheme would support
around 3,000 Ukrainian nationals to settle in Scotland, however since the scheme
was launched, over 10,000 people have arrived in Scotland.  Indeed, including the
Homes for Ukraine scheme, there are now more than 13,000 Ukrainian nationals in
Scotland.  
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4. Previous Experience of Refugee Resettlement in South Lanarkshire 
4.1 Housing and Technical Resources employees, working closely with Community
Planning Partners, have been actively involved in supporting refugees since 2015,
when the Syrian Refugee Resettlement Programme (SRRP) was introduced, with
the aim of settling 20,000 refugees in the United Kingdom over a five-year period. 
4.2 The Refugee Resettlement Team was established to provide dedicated and
specialist support to help Syrian nationals to integrate into their new home,
community and the Scottish way of life.  Since 2015, the Refugee Resettlement
Team has supported 57 Syrian families (197 individuals) to settle across South
Lanarkshire.   
4.3 Following on from the success of the SRRP in South Lanarkshire, in 2020, the
Council confirmed its commitment to supporting a new Global Resettlement Scheme. 
This scheme consolidated a number of other refugee schemes, including the SRRP,
and since its’ introduction a further 20 refugees have settled in South Lanarkshire,
supported by the Refugee Resettlement Team and Community Planning Partners.    
5. Overview of Support Provided to Ukrainian Refugees in South Lanarkshire
5.1 The scale of the Ukrainian refugee crisis is one is one of the worst seen in modern
times.  The learning and experience gained in South Lanarkshire through previous
resettlement programmes has undoubtedly been invaluable, however the high
numbers of Ukrainian nationals, the nature of the support required, and the short
timescale (since March 2022) has presented challenges not previously experienced
through other resettlement programmes.   
5.2 Provision of Temporary Accommodation for Ukrainian Refugees
5.2.1 The first Welcome Hub hotel in South Lanarkshire, managed and directed by
Housing and Technical Resources, was established in East Kilbride at the end of
April 2022.  A total of three hotels located in East Kilbride and one in Hamilton are
now operating as Welcome Hubs for those travelling under the Scottish Super
Sponsor scheme (152 rooms in total).  As of 15 August 2022, there were 445
Ukrainian nationals living within the four hotels, all of which are managed by Housing
and Technical Resources.   
5.2.2 The Welcome Hubs provide safe and secure temporary accommodation with meals
for Ukrainian nationals until arrangements can be made for them to:- 
• move on to another local authority area; or
• move on to suitable interim accommodation; or
• be matched to a suitable host and arrangements made to move into the host
accommodation; or
• be allocated a council or Housing Association property; or
• secure a property in the private rented sector 
5.2.3 In addition to managing their existing resettlement caseload, the Refugee
Resettlement Team currently work across all four hotels providing a range of
resettlement support and assistance to Ukrainian nationals.  Further details on the
nature of the support provided is detailed in 5.4 below. 
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5.3 Permanent Accommodation Provided to Ukrainian Refugees
5.3.1 Over the course of the last three months, the council and its Housing Association
partners have provided permanent accommodation to 25 Ukrainian families (61
individuals) across South Lanarkshire.     
5.3.2 Housing Association partners and Housing and Technical Resources employees
working within local housing offices, continue to identify suitable properties for
Ukrainian nationals who wish to remain in South Lanarkshire.  These employees,
work closely with colleagues within Property Services to ensure that properties can
be allocated as quickly as possible, allowing people to quickly move on from hotel
accommodation. 
5.3.3 Discussions are ongoing with colleagues within Estates and Finance and Corporate
Resources to consider whether there are other accommodation options to meet the
needs of Ukrainian refugees and enable them to move on from the hotels.   
5.3.4 Challenges are emerging both nationally and locally in relation to meeting the
housing needs and aspirations of Ukrainian nationals.  The council will continue to
work with the Scottish Government, CoSLA, and partners nationally and locally to
address these issues. 
5.4 Support Provided to Ukrainian Refugees 
5.4.1 The significant challenge of supporting the Homes for Ukraine scheme and Scottish
Super Sponsor scheme, would not be possible without the commitment of
employees within Housing and Technical Resources, other council Resources and
Community Planning Partners. 
5.4.2 The Refugee Resettlement Team, which comprises an Adviser, a Co-ordinator and
five Support Officers provides a wide range of support to Ukrainian nationals from
when they arrival at the Welcome Hubs through to when they secure
accommodation.  This work includes practical support and general advice and
assistance but also specialist resettlement work including:- 
• obtaining biometric residence permit
• applying for state benefits, national insurance number
• opening a bank account
• registering with a G.P, dentist
• enrolling children in school (working with colleagues in Education Resources)
• assistance to match to a host
• arrangements for furnishing properties 
• arrangements for moving to other local authority areas 
5.4.3 The Refugee Resettlement Team is also responsible for carrying out safeguarding
checks in relation to Ukrainian nationals who arrive in the country under the Homes
for Ukraine scheme and work closely with colleagues in Environmental Services and
Personnel Services to ensure that property checks and Disclosure checks are
successfully completed, and any issues discussed and, where possible, resolved. 
5.4.4 It is recognised that the additional work created by the Homes for Ukraine and
Scottish Super Sponsor scheme has presented challenges for the Refugee
Resettlement Team and consequently recruitment processes are underway to
increase personnel within the team by a further two Support Workers and an
Administrative Officer. 
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5.4.5 In the meantime, other Housing and Technical Resources employees, usually based
in local housing offices have shown flexibility and a willingness to assist in any way
they can to support the Welcome Hubs and provide practical help to ensure council
properties are ready for Ukrainian nationals to occupy as quickly as possible. This
teamworking approach within the Resource has helped to settle 25 Ukrainian
families into a permanent home in South Lanarkshire within a short timescale.
5.4.6 The health and wellbeing of displaced Ukrainian nationals is a key priority, and the
Refugee Resettlement Team also works closely with health professionals from NHS
Lanarkshire, located within the hotels, to deal with any physical or mental health-
related issues that arise.
5.4.7 The level of support provided to such high numbers of people on both a short and
long term basis is clearly a challenge for Housing and Technical Resources and its’
partners. As the Ukrainian refugee crisis progresses and develops, it will be
important to closely monitor employee resource requirements as they arise.
6. Next Steps
6.1 On 13 July 2022, the Scottish Super Sponsor Scheme was temporarily paused for
new applications, to allow time to secure accommodation and provide support to the
high numbers of Ukrainians already in the country.
6.2. Housing and Technical Resources will continue to actively engage in strategic
meetings with the Scottish Government, other local authorities and agencies as
appropriate. The current position in relation to the Scottish Super Sponsor scheme
will be monitored to ensure that the council and partners can respond appropriately
and put effective arrangements in place to continue to support Ukrainian refugees.
7. Employee implications
7.1. Ongoing monitoring of developments in relation to the Ukrainian refugee crisis will
continue and any employee resource requirements considered and addressed as
appropriate.
8. Financial implications
8.1. There are no current financial implications associated with this report. The UK
Government has made available funding to support the Homes for Ukraine scheme
and Scottish Super Sponsor scheme.
9. Climate Change, Sustainability and Environmental Implications
9.1. This report does not currently introduce a new policy, function or strategy or
recommend a change to an existing policy, function or strategy and therefore no
strategic environmental assessment is required.
10. Other Implications
10.1. The content of this report will contribute to the evidence to support the requirements
of the Annual Assurance Statements.
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11. Equality Impact Assessment and Consultation Arrangements
11.1. This report does not introduce a new policy, function or strategy or recommend a
change to an existing policy, function or strategy and therefore no impact
assessment is required. 
Executive Director
(Housing and Technical Resources) 
22 August 2022 
Links to Council Values/Priorities/Outcomes
 We will work to put people first and reduce inequality
 We will work towards a sustainable future in sustainable places
 Caring, connected, sustainable communities
 Good quality, suitable and sustainable places to live
 Accountable, effective, efficient and transparent 
List of Background Papers
None 
Contact for Further Information
If you would like further information, please contact:-
Linda Pearson, Strategy Co-ordinator, Housing and Technical Resources
E-mail:  linda.pearson@southlanarkshire.gov.uk 
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