Agenda Document Pack - Employee, Equalities, Diversity and Inclusion Forum - 11/12/2024
South Lanarkshire Council · 11 December 2024
Back to Employee, Equalities, Diversity and Inclusion Forum — 11 December 2024 and its agenda
Text extracted from the council's PDF. Layout and reading order may differ from the original.
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Council Offices, Almada Street Hamilton, ML3 0AA Tuesday, 03 December 2024 Dear Councillor Employee, Equalities, Diversity and Inclusion Forum The Members listed below are requested to attend a meeting of the above Forum to be held as follows:- Date: Wednesday, 11 December 2024 Time: 14:00 Venue: Hybrid - Committee Room 1, Council Offices, Almada Street, Hamilton, ML3 0AA The business to be considered at the meeting is listed overleaf. Yours sincerely Paul Manning Chief Executive Members Walter Brogan, Janine Calikes, Ross Clark, Margaret Cowie, Grant Ferguson, Catherine McClymont, Mark McGeever, Mo Razzaq, Kirsten Robb Substitutes Mathew Buchanan, Cal Johnston-Dempsey, Gavin Keatt, Katy Loudon, Norman Rae 1
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BUSINESS 1 Declaration of Interests 2 Appointment of Chair To appoint Chair of the Employee, Equalities, Diversity and Inclusion Forum. 3 Appointment of Depute Chair To appoint Depute Chair of the Employee, Equalities, Diversity and Inclusion Forum. Item(s) for Consideration 4 Council-wide Workforce Monitoring - July to September 2024 Report dated 12 November 2024 by the Executive Director (Finance and Corporate Resources). (Copy attached) 3 - 24 5 Finance and Corporate Resources - Workforce Monitoring - July to September 2024 Report dated 12 November 2024 by the Executive Director (Finance and Corporate Resources). (Copy attached) 25 - 32 6 Annual Report on Mainstreaming Equalities and Diversity – Finance and Corporate Resources Report dated 4 November 2024 by the Executive Director (Finance and Corporate Resources). (Copy attached) 33 - 42 7 Menopause Friendly Employer Presentation by S Berkely, Personnel Adviser, Finance and Corporate Resources. Urgent Business 8 Urgent Business Any other items of business which the Chair decides are urgent. For further information, please contact:- Clerk Name: Tracy Slater Clerk Telephone: 07385 370089 Clerk Email: tracy.slater@southlanarkshire.gov.uk 2
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Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 11 December 2024 Report by: Executive Director (Finance and Corporate Resources) Subject: Council-wide Workforce Monitoring – July to September 2024 1. Purpose of Report 1.1. The purpose of the report is to:- [purpose] provide employment information relating to the Council for the period July to September 2024 [1purpose] 2. Recommendation(s) 2.1. The Employee, Equalities, Diversity and Inclusion Forum is asked to approve the following recommendation(s):- [recs] (1) that the following employment information for the period July to September 2024 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 11 June 2024 [1recs] 3. Background 3.1. As part of the Council’s performance management arrangements, regular workforce monitoring reports will be submitted to the Employee, Equalities, Diversity and Inclusion Forum. This report for the Council provides information on the position for the period July to September 2024. 4. Attendance Statistics 4.1. Information on absence statistics for the Council and each Resource, as analysed for September 2024, is provided in appendices 1 to 8. Points to note are: The Council’s absence rate for September 2024, shown in Appendix 1, is 6.1%, which represents an increase of 1.4% when compared with the previous month and the figure has increased by 0.8% when compared to September 2023. When compared to September 2023, the APT&C absence rate has increased by 1.0%, the teachers’ figure has increased by 0.6% and the manual workers’ figure has increased by 0.7%. 4 3
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Based on annual trends and the absence rate to September 2024, the average absence rate for the Council for the financial year 2024/2025 is 5.6%. In comparison to September 2023 (Appendix 8):- psychological and musculoskeletal conditions are the main reasons for absence total days lost due to psychological conditions have increased by 35 days total days lost due to musculoskeletal conditions have increased by 637 days total days lost due to respiratory conditions have decreased by 242 days total days lost due to stomach, bowel, blood and metabolic disorders have increased by 383 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. 5. Occupational Health 5.1. Information on Occupational Health for the period July to September 2024 is provided in Appendix 9:- during the period there were 318 employees referred for a medical examination, a decrease of 13 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 413 employees attended physiotherapy treatment, showing a decrease of 101 when compared to the same period last year. Of the 413 employees referred, 70% remained at work whilst undertaking treatment during this period 340 employees were referred to the Employee Support Officer, showing a decrease of 57 when compared with the same period last year. Of the referrals made this period, 87% related to personal reasons 158 employees were referred to the PAM Assist counselling service this period, showing an increase of 11 when compared with the same period last year. All the referrals made this period were made directly by employees. Personal reasons accounted for 28% of the referrals made, 22% were for work related reasons and 50% was for other reasons 21 employees were referred for Cognitive Behavioural Therapy this period, an increase of 18 when compared to the same period last year 6. Accidents/Incidents 6.1. The accident/incident report for July to September 2024 is contained in Appendix 10:- the number of accidents/incidents recorded was 305. Of those, 130 have been investigated and categorised and 175 are still in process of being investigated of those investigated, 3 specified injuries were recorded of those investigated, there were 111 minor accidents/incidents 4
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of those investigated, there were 3 accidents resulting in an absence lasting over 3 days during the period of those investigated, there were 13 accidents resulting in an absence lasting over 7 days during the period Due to transitioning to a new system and refreshing the process and categorisation of incidents and accidents, data input has been delayed and comparison figures will be available in January 2025. 7. Discipline, Grievance, Dignity at Work Hearings and Mediation Referrals 7.1. Information on Disciplinary, Grievance Hearings, Dignity at Work and Mediation Referrals for July to September 2024 is contained in appendices 11, 12a and 12b:- in total, 32 disciplinary hearings were held across Resources within the Council, this figure has increased by 4 when compared to the same period last year action was taken in 29 of these cases. Two appeals were raised against the outcomes, of which both were not upheld our target is to convene disciplinary hearings within 6 weeks, 53% of hearings met this target during the period, no appeals were heard by the Appeals Panel at the end of September, no Appeals Panels were pending during the period, 5 grievance cases were raised during the period, 10 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 July to September 2024 is contained in Appendix 13. Exit interviews are conducted with employees who leave voluntarily. During July and August there was a lag in the completion of exit interviews due to the transition to Oracle Fusion and this accounts for the lower number of exit interviews during the period. Labour Turnover Using information compiled from Resources and Staffing Watch information as at 11 June 2024, the Council’s turnover figure for July to September 2024 is as follows:- 219 leavers eligible for exit interviews/15,033 employees in post = Labour Turnover of 1.5%. Based on the figure at September 2024, the annual labour turnover figure for the financial year 2024/2025 for the Council is 4.8%. 8.2. Analysis of Leavers and Exit Interviews:- there were a total of 219 employees leaving the Council that were eligible for an exit interview, an increase of 7 when compared with the same period last year there were a total of 3 exit interviews conducted which is a decrease of 70 when compared with same period last year 5
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9. Recruitment Monitoring 9.1. Information on Recruitment Monitoring for July to September 2024 is contained within Appendix 14. From an analysis of Equal Opportunities Monitoring Forms, the main points to note are:- overall, 2,048 applications and 2,013 completed Equal Opportunities Monitoring Forms were received of those applicants who declared themselves as disabled (62), 20 were shortleeted for interview and 3 were appointed of those applicants of a black/ethnic minority background (232), 41 were shortleeted for interview and 2 were appointed of those applicants who are veterans (18), 4 were shortleeted for interview and 1 was appointed 10. Staffing Watch 10.1 There has been an increase of 64 in the number of employees in post from 9 March 2024 to 11 June 2024. 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. 14. Other Implications 14.1. There are no implications for risk in terms of the information contained within this report. 15. Integrated Impact Assessment and Consultation Requirements 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. Jackie Taylor Executive Director (Finance and Corporate Resources) 12 November 2024 6
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Link(s) to Council Values/Priorities/Outcomes 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 Previous References Employee Issues Forum – 20 August 2024 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: 4647 (Tel: 01698 454647) E-mail: Elaine.Maxwell@southlanarkshire.gov.uk 7
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2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 5.2 5.2 5.2 April 2.7 2.8 2.9 April 8.8 7.0 7.3 April 5.6 5.1 5.2 May 5.0 5.1 5.4 May 3.6 3.2 3.0 May 7.6 6.2 7.1 May 5.4 5.1 5.3 June 5.0 4.9 5.3 June 2.6 2.2 2.8 June 8.1 6.5 7.2 June 5.3 4.7 5.2 July 4.5 4.0 4.3 July 1.4 1.1 1.0 July 7.4 5.8 6.3 July 4.6 3.8 4.1 August 4.3 4.2 4.6 August 1.4 1.3 1.9 August 7.4 6.2 7.5 August 4.4 4.1 4.7 September 5.2 5.2 6.2 September 2.8 2.9 3.5 September 8.0 7.6 8.3 September 5.4 5.3 6.1 October 5.7 5.2 October 3.4 2.7 October 8.1 7.1 October 5.8 5.1 November 6.3 6.1 November 4.7 4.3 November 8.6 8.1 November 6.5 6.2 December 6.7 6.7 December 5.3 4.8 December 8.9 7.8 December 7.0 6.6 January 5.2 5.8 January 4.3 4.8 January 8.0 7.8 January 5.8 6.1 February 5.7 6.3 February 4.1 4.9 February 7.9 8.0 February 5.9 6.4 March 6.2 6.3 March 4.6 4.1 March 8.3 8.1 March 6.4 6.3 Annual Average 5.4 5.4 5.6 Annual Average 3.4 3.3 3.4 Annual Average 8.1 7.2 7.6 Annual Average 5.7 5.4 5.6 Average Apr-Sep 4.9 4.8 5.2 Average Apr-Sep 2.4 2.3 2.5 Average Apr-Sep 7.9 6.6 7.3 Average Apr-Sep 5.1 4.7 5.1 7363 4036 4452 15851 Appendix 1 Absence Trends - 2022/2023, 2023/2024 & 2024/2025 Council Wide APT&C Teachers No of Employees at 30 September 2024 No of Employees at 30 September 2024 Manual Workers Council Wide No of Employees at 30 September 2024 No of Employees at 30 September 2024 8
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2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 4.4 3.6 3.2 April 7.3 6.3 6.8 April 6.9 6.0 6.3 April 5.6 5.1 5.2 May 3.9 3.7 3.1 May 6.8 6.3 6.3 May 6.3 5.9 5.9 May 5.4 5.1 5.3 June 3.5 4.3 4.1 June 7.2 5.9 6.4 June 6.7 5.7 6.0 June 5.3 4.7 5.2 July 3.9 2.3 3.8 July 5.9 4.6 4.5 July 5.6 4.3 4.4 July 4.6 3.8 4.1 August 3.4 3.0 3.4 August 6.6 5.2 6.2 August 6.1 4.9 5.7 August 4.4 4.1 4.7 September 3.1 2.5 3.8 September 7.9 7.1 7.5 September 7.1 6.4 6.9 September 5.4 5.3 6.1 October 5.1 2.0 October 7.5 7.0 October 7.1 6.3 October 5.8 5.1 November 4.2 2.6 November 8.3 8.1 November 7.7 7.3 November 6.5 6.2 December 3.7 3.0 December 8.8 7.5 December 8.0 6.8 December 7.0 6.6 January 2.6 3.6 January 7.4 7.4 January 6.7 6.9 January 5.8 6.1 February 3.6 4.0 February 7.4 7.8 February 6.9 7.2 February 5.9 6.4 March 3.9 3.2 March 7.9 7.9 March 7.3 7.2 March 6.4 6.3 Annual Average 3.8 3.2 3.3 Annual Average 7.4 6.8 7.0 Annual Average 6.9 6.2 6.4 Annual Average 5.7 5.4 5.6 Average Apr-Sep 3.7 3.2 3.6 Average Apr-Sep 7.0 5.9 6.3 Average Apr-Sep 6.5 5.5 5.9 Average Apr-Sep 5.1 4.7 5.1 585 2876 3461 15851 Appendix 2 Absence Trends - 2022/2023, 2023/2024 & 2024/2025 Community and Enterprise Resources APT&C Council WideManual Workers Resource Total No of Employees at 30 September 2024 No of Employees at 30 September 2024 No of Employees at 30 September 2024 No of Employees at 30 September 2024 9
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2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 5.5 5.0 5.4 April 2.7 2.8 2.9 April 4.0 3.8 4.0 April 5.6 5.1 5.2 May 5.5 5.4 6.0 May 3.6 3.2 3.0 May 4.5 4.2 4.4 May 5.4 5.1 5.3 June 5.1 4.8 5.5 June 2.6 2.2 2.8 June 3.7 3.4 4.1 June 5.3 4.7 5.2 July 3.8 3.4 3.2 July 1.4 1.1 1.0 July 2.5 2.2 2.0 July 4.6 3.8 4.1 August 3.6 4.0 3.9 August 1.4 1.3 1.9 August 2.4 2.5 2.8 August 4.4 4.1 4.7 September 5.8 5.9 6.6 September 2.8 2.9 3.5 September 4.1 4.3 4.9 September 5.4 5.3 6.1 October 6.5 5.5 October 3.4 2.7 October 4.8 4.0 October 5.8 5.1 November 7.9 7.1 November 4.7 4.3 November 6.2 5.6 November 6.5 6.2 December 8.5 8.1 December 5.3 4.8 December 6.8 6.3 December 7.0 6.6 January 6.1 6.6 January 4.3 4.8 January 5.1 5.6 January 5.8 6.1 February 6.8 7.2 February 4.1 4.9 February 5.4 6.0 February 5.9 6.4 March 7.0 7.5 March 4.6 4.1 March 5.7 5.7 March 6.4 6.3 Annual Average 6.0 5.9 6.1 Annual Average 3.4 3.3 3.4 Annual Average 4.6 4.5 4.6 Annual Average 5.7 5.4 5.6 Average Apr-Sep 4.9 4.8 5.1 Average Apr-Sep 2.4 2.3 2.5 Average Apr-Sep 3.5 3.4 3.7 Average Apr-Sep 5.1 4.7 5.1 3303 4036 7339 15851No of Employees at 30 September 2024 No of Employees at 30 September 2024 No of Employees at 30 September 2024 No of Employees at 30 September 2024 Appendix 3 Absence Trends - 2022/2023, 2023/2024 & 2024/2025 Education Resources Council WideAPT&C Teachers Resource Total 10
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2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 2.8 3.6 2.8 April 0.0 0.0 0.0 April 2.8 3.6 2.8 April 5.6 5.1 5.2 May 3.2 3.9 3.2 May 0.0 0.0 0.0 May 3.2 3.9 3.2 May 5.4 5.1 5.3 June 4.0 4.2 3.2 June 0.0 0.0 0.0 June 4.0 4.2 3.2 June 5.3 4.7 5.2 July 3.9 3.5 3.5 July 0.0 0.0 0.0 July 3.9 3.5 3.5 July 4.6 3.8 4.1 August 4.1 3.8 2.6 August 0.0 0.0 0.0 August 4.1 3.8 2.6 August 4.4 4.1 4.7 September 3.6 3.9 3.2 September 0.0 0.0 0.0 September 3.6 3.9 3.2 September 5.4 5.3 6.1 October 3.8 3.2 October 0.0 0.0 October 3.8 3.2 October 5.8 5.1 November 3.4 3.5 November 0.0 0.0 November 3.4 3.5 November 6.5 6.2 December 4.3 3.3 December 0.0 0.0 December 4.3 3.3 December 7.0 6.6 January 4.3 2.8 January 0.0 0.0 January 4.3 2.8 January 5.8 6.1 February 3.8 3.5 February 0.0 0.0 February 3.8 3.5 February 5.9 6.4 March 3.8 2.6 March 0.0 0.0 March 3.8 2.6 March 6.4 6.3 Annual Average 3.8 3.5 3.1 Annual Average 0.0 0.0 0.0 Annual Average 3.8 3.5 3.1 Annual Average 5.7 5.4 5.6 Average Apr-Sep 3.6 3.8 3.1 Average Apr-Sep 0.0 0.0 0.0 Average Apr-Sep 3.6 3.8 3.1 Average Apr-Sep 5.1 4.7 5.1 826 0 826 15851 Manual Workers No of Employees at 30 September 2024 Resource Total No of Employees at 30 September 2024 Appendix 4 Absence Trends - 2022/2023, 2023/2024 & 2024/2025 Finance and Corporate Resources No of Employees at 30 September 2024 No of Employees at 30 September 2024 APT&C Council Wide 11
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2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 5.5 5.7 5.3 April 10.6 6.9 7.2 April 7.6 6.2 6.1 April 5.6 5.1 5.2 May 4.5 4.9 5.2 May 8.1 6.1 8.1 May 6.0 5.4 6.4 May 5.4 5.1 5.3 June 4.9 5.4 5.7 June 8.5 6.8 8.4 June 6.4 6.0 6.8 June 5.3 4.7 5.2 July 5.5 5.0 5.3 July 8.9 8.1 8.6 July 6.9 6.2 6.7 July 4.6 3.8 4.1 August 4.7 5.1 5.5 August 7.1 8.5 8.8 August 5.7 6.4 6.9 August 4.4 4.1 4.7 September 4.5 4.7 7.5 September 6.3 7.8 7.4 September 5.2 6.0 7.5 September 5.4 5.3 6.1 October 4.3 4.9 October 7.8 5.2 October 5.8 5.0 October 5.8 5.1 November 4.6 4.8 November 7.8 6.7 November 5.9 5.6 November 6.5 6.2 December 4.4 5.1 December 7.2 7.4 December 5.6 6.0 December 7.0 6.6 January 4.5 4.4 January 5.5 6.0 January 4.9 5.0 January 5.8 6.1 February 4.4 5.2 February 6.2 6.3 February 5.1 5.6 February 5.9 6.4 March 5.3 5.3 March 6.8 7.2 March 5.9 6.1 March 6.4 6.3 Annual Average 4.8 5.0 5.4 Annual Average 7.6 6.9 7.3 Annual Average 5.9 5.8 6.1 Annual Average 5.7 5.4 5.6 Average Apr-Sep 4.9 5.1 5.8 Average Apr-Sep 8.3 7.4 8.1 Average Apr-Sep 6.3 6.0 6.7 Average Apr-Sep 5.1 4.7 5.1 858 555 1413 15851No of Employees at 30 September 2024No of Employees at 30 September 2024 No of Employees at 30 September 2024 No of Employees at 30 September 2024 Appendix 5 Housing & Technical Resources Resource Total Absence Trends - 2022/2023, 2023/2024 & 2024/2025 APT&C Manual Workers Council Wide 12
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2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 6.2 6.5 6.5 April 12.6 9.4 8.8 April 8.3 7.4 7.3 April 5.6 5.1 5.2 May 5.7 5.8 5.8 May 10.1 8.4 9.5 May 7.1 6.6 7.0 May 5.4 5.1 5.3 June 5.9 5.5 6.0 June 11.3 8.6 9.2 June 7.6 6.5 7.0 June 5.3 4.7 5.2 July 6.0 5.4 6.5 July 11.8 8.8 11.2 July 7.9 6.5 8.0 July 4.6 3.8 4.1 August 6.0 4.8 6.9 August 10.8 8.6 11.4 August 7.5 6.0 8.4 August 4.4 4.1 4.7 September 5.9 5.6 7.2 September 9.6 9.3 12.0 September 7.1 6.8 8.8 September 5.4 5.3 6.1 October 5.8 6.5 October 10.4 8.5 October 7.3 7.1 October 5.8 5.1 November 6.0 7.3 November 10.4 9.0 November 7.4 7.8 November 6.5 6.2 December 6.4 7.4 December 10.6 9.5 December 7.7 8.1 December 7.0 6.6 January 5.2 7.0 January 12.0 10.3 January 7.4 8.1 January 5.8 6.1 February 5.8 7.0 February 11.0 9.9 February 7.5 7.9 February 5.9 6.4 March 7.0 7.1 March 10.9 9.4 March 8.2 7.9 March 6.4 6.3 Annual Average 6.0 6.3 6.8 Annual Average 11.0 9.1 9.9 Annual Average 7.6 7.2 7.8 Annual Average 5.7 5.4 5.6 Average Apr-Sep 6.0 5.6 6.5 Average Apr-Sep 11.0 8.9 10.4 Average Apr-Sep 7.6 6.6 7.8 Average Apr-Sep 5.1 4.7 5.1 1791 1021 2812 15851No of Employees at 30 September 2024 No of Employees at 30 September 2024 No of Employees at 30 September 2024 No of Employees at 30 September 2024 Appendix 6 Absence Trends - 2022/2023, 2023/2024 & 2024/2025 Social Work Resources APT&C Council WideResource TotalManual Workers 13
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Appendix 7 Absence by long and short term From: 1 July 2024 to 30 September 2024 Community and Enterprise 3461 1.1 3.3 4.4 1.8 3.9 5.7 2.3 4.6 6.9 Education 7339 0.3 1.7 2.0 1.3 1.5 2.8 2.0 2.9 4.9 Finance and Corporate 826 1.4 2.1 3.5 0.7 1.9 2.6 0.8 2.4 3.2 Housing & Technical 1413 1.9 4.8 6.7 2.0 4.9 6.9 2.1 5.4 7.5 Social Work 2812 2.3 5.7 8.0 1.8 6.6 8.4 2.0 6.8 8.8 Council Overall for July 2024 to September 2024 15851 1.0 3.1 4.1 1.5 3.2 4.7 2.0 4.1 6.1 July 2024 Total Short Term % Total Long Term % Resource Total Absence % September 2024 Total Short Term % Total Long Term % Resource Total Absence % Resource No of employees Resource Total Absence % August 2024 Total Short Term % Total Long Term % 14
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From : 1 September 2024 - 30 September 2024 Total WDL % Total WDL % Total WDL % Total WDL % Total WDL % Musculoskeletal 1429 30 1122 17 66 14 626 32 899 21 4142 23 Psychological 1177 25 2222 33 147 31 590 30 1498 35 5634 31 Stomach, Bowel, Blood, Metabolic Disorders 543 11 677 10 39 8 220 11 526 12 2005 11 Respiratory 405 9 991 15 100 21 187 10 569 13 2252 12 Other Classification 1183 25 1718 26 122 26 331 17 743 18 4097 23 Total Days Lost By Resource 4737 100 6730 100 474 100 1954 100 4235 100 18130 100 Total Work Days Available From : 1 September 2023 - 30 September 2023 Total WDL % Total WDL % Total WDL % Total WDL % Total WDL % Musculoskeletal 1299 29 910 14 37 6 509 30 750 21 3505 21 Psychological 1385 31 2052 32 339 51 529 31 1294 37 5599 33 Stomach, Bowel, Blood, Metabolic Disorders 314 7 698 11 91 14 172 10 347 10 1622 10 Respiratory 559 12 1319 21 64 10 212 13 340 10 2494 15 Other Classification 954 21 1385 22 131 20 262 16 788 22 3520 21 Total Days Lost By Resource 4511 100 6364 100 662 100 1684 100 3519 100 16740 100 Total Work Days Available *WDL = Work Days Lost Finance and Corporate 26089 48396 Appendix 8 Attendance Monitoring Absence Classification Reasons Community and Enterprise Resources Social Work Resources Total WDL By Reason Percentage Housing and Technical Resources Education Resources PercentageTotal WDL By ReasonREASONS Community and Enterprise Resources Education Resources Finance and Corporate Housing and Technical Resources 69051 137247 14944 Social Work Resources 51869282921715414833270496 15
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Appendix 9 Teachers Others 70 26 48 9 61 104 93 23 34 12 68 101 Jul-Sep 2023 Jul-Sep 2024 Jul-Sep 2023 Jul-Sep 2024 Jul-Sep 2023 Jul-Sep 2024 152 125 96 58 0 1 59 47 144 115 1 0 95 72 26 18 0 0 23 10 27 43 0 0 65 46 104 106 Social Work 0 2 120 113 397 340 Not Disclosed 2 18 514 413 Total 3 21 M S M S M S M S M S M S Total (Jul-Sep 2024) 0 34 0 3 0 45 0 65 0 11 0 158 Total (Jul-Sep 2023) 32 0 0 0 92 0 1 0 22 0 147 0 Total 158 147 M = MANAGEMENT REFERRAL S = SELF REFERRAL Occupational Health Reports From: 1 July - 30 September 2024 comparison with 1 July - 30 September 2023 Medical Referrals Community and Enterprise Education Finance and Corporate Housing & Technical Social Work Totals Total (Jul-Sep 2024) 318 Total (Jul-Sep 2023) 331 No of Employees Referred For Physiotherapy No of Employees Referred To Employee Support Officer No of Employees Referred For Cognitive Behavioural Therapy Resource Resource Resource Community and Enterprise Community and Enterprise Community and Enterprise Education (Teachers) Education Education Education (Others) Finance and Corporate Finance and Corporate Total Finance and Corporate Housing and Technical Housing and Technical Housing and Technical Social Work Social Work Total Total Referrals (Jul-Sep 2024) Total Referrals (Jul-Sep 2023) Total Analysis of Counselling Referrals by Cause Reason Work Stress Addiction Personal Anxiety/ Depression Bereavement 16
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2023 2024 2023 2024 2023 2024 2023 2024 2023 2024 2023 2024 Specified Injury 0 2 1 0 0 0 0 0 0 0 1 2 Specified Injury (Violence) 0 0 0 1 0 0 0 0 0 0 0 1 Total Specified Injury* 0 2 1 1 0 0 0 0 0 0 1 3 Over 7 Day 7 9 1 0 0 0 2 2 2 2 12 13 Over 7 Day (Violence) 0 0 6 0 0 0 0 0 0 0 6 0 Total Over 7 Day** 7 9 7 0 0 0 2 2 2 2 18 13 Over 3 Day 0 1 1 0 0 0 1 0 3 2 5 3 Over 3 Day (Violence) 0 0 0 0 0 0 0 0 0 0 0 0 Total Over 3 Day** 0 1 1 0 0 0 1 0 3 2 5 3 Minor Injury 23 23 54 5 1 0 5 4 23 1 106 33 Near Miss 4 3 3 0 0 0 0 0 3 1 10 4 Violence (Physical) 15 5 334 52 0 0 1 0 21 3 371 60 Violence (Verbal) 4 2 22 10 0 0 3 0 9 2 38 14 Total Minor*** 46 33 413 67 1 0 9 4 56 7 525 111 Total Finalised 53 45 422 68 1 0 12 6 61 11 549 130 Accident 0 6 2 9 0 0 0 4 0 6 2 25 Incident 1 1 1 12 0 0 1 3 0 0 3 16 Violence (Physical) 0 0 2 114 0 0 1 0 0 4 3 118 Violence (Verbal) 0 1 0 11 0 0 0 0 0 2 0 14 Near Miss 0 1 0 1 0 0 0 0 0 0 0 2 Total to be investigated**** 1 9 5 147 0 0 2 7 0 12 8 175 Total Events/Month 54 54 427 215 1 0 14 13 61 23 557 305 Finance and Corporate Housing & Tech Social Work TOTAL **Over 3 Day /Over 7 Day absence relates to events outwith the specified injury category that resulted in an absence or inability to do normal work for more than 3/7 days (not including day of injury) ***A minor injury is an injury not covered by Over 7 day, Over 3 day or Specified ****In process relates to records not yet investigated/defined by managers *Specified Injury is any fracture (other than fingers/toes), amputation, loss or 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 Appendix 10 Analysis of Accidents / Incidents From: 1 July - 30 September 2024 comparison with 1 July - 30 September 2023 Accidents by Month of Occurrence Community and Enterprise Education 17
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APT&C Manual / Craft Teachers Total APT&C Manual / Craft Teachers Total Community and Enterprise 6 10 N/A 16 0 0 N/A 0 6 10 N/A 16 1 8 7 56% 16.56 Education 2 0 4 6 1 0 0 1 1 0 4 5 2 1 3 50% 6 Housing and Technical 5 2 N/A 7 2 0 N/A 2 3 2 N/A 5 2 3 2 71% 7 Social Work 2 1 N/A 3 0 0 N/A 0 2 1 N/A 3 0 0 3 0% 3 Total (Jul-Sep 2024) 15 13 4 32 3 0 0 3 12 13 4 29 5 12 15 53% 32 Total (Jul-Sep 2023) 2 25 1 28 1 4 0 5 1 21 1 23 18 6 4 39% 28 APT&C Manual/ Craft Teachers Total APT&C Manual/ Craft Teachers Total APT&C Manual/ Craft Teachers Total Total (Jul-Sep 2024) 0 2 0 2 0 0 0 0 0 0 0 0 0 2 0 2 0 Total (Jul-Sep 2023) 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 *Resources nil responses are not included in figures Appeal's Panel From: 1 July - 30 September 2024 Appeal's Panel Total 0 Not Upheld Total Appeals Pending 0 Withdrawn 0 Resource Resource Action Taken Upheld Upheld in Part Manual/ 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 000 Appendix 11 Outcome of Appeals Not Upheld From: 1 July - 30 September 2024 comparison with 1 July - 30 September 2023 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 July - 30 September 2024 comparison with 1 July - 30 September 2023 Grievances No of Grievances No Resolved at Stage 1 No Resolved at Stage 2 No Resolved at Stage 3 Still in Process Total (Jul-Sep 2024) 5 0 2 0 3 Total (Jul-Sep 2023) 0 0 0 0 0 Dignity at Work From: 1 July - 30 September 2024 comparison with 1 July - 30 September 2023 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 (Jul-Sep 2024) 10 0 1 0 0 9 Total (Jul-Sep 2023) 5 0 1 0 0 4 19
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Appendix 12b Referrals for Workplace Mediation As at September 2024 Workplace Mediation Jul-24 Aug-24 Sep-24 No of Referrals 0 1 0 *No of Successful Cases 0 0 0 *No of Unsuccessful Cases 0 0 0 No of cases unsuitable for mediation 0 0 1 Workplace Mediation Jul-23 Aug-23 Sep-23 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 1 1 0 *successful/unsuccessful case outcomes may be shown outwith the month they were referred. 20
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Appendix 13 From 1 July - 30 September 2024 Reason for leaving Community and Enterprise Education Finance and Corporate Housing & Technical Social Work Total % Career Advancement 1 0 0 0 0 1 33% Moving outwith area 0 1 0 0 0 1 33% Other 1 0 0 0 0 1 33% Number of exit interviews conducted 2 1 0 0 0 3 Total no. of leavers per Resource eligible for an exit interview 68 107 4 18 22 219 % of leavers interviewed 3% 1% 0% 0% 0% 1% From 1 July - 30 September 2023 Number of exit interviews conducted 17 28 3 6 19 73 Total no. of leavers per Resource eligible for an exit interview 57 92 9 16 38 212 % of leavers interviewed 30% 30% 33% 38% 50% 34% * Note these totals include temporary employees Analysis of leavers and exit interviews 21
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Appendix 14 Applied Interviewed Appointed % of Applicants interviewed % of Applicants appointed % of Interviewees appointed 2013 567 152 28% 8% 27% 826 201 39 24% 5% 19% 1182 352 103 30% 9% 29% 62 20 3 32% 5% 15% 1684 436 104 26% 6% 24% 317 120 37 38% 12% 31% 1754 512 139 29% 8% 27% 232 41 2 18% 1% 5% 18 4 1 22% 6% 25% Applied Interviewed Appointed % of Applicants interviewed % of Applicants appointed % of Interviewees appointed 4364 1740 313 40% 7% 18% 1328 476 80 36% 6% 17% 3033 1048 187 35% 6% 18% 185 86 10 46% 5% 12% 3424 1282 212 37% 6% 17% 1314 376 64 29% 5% 17% 3750 1414 259 38% 7% 18% 572 258 10 45% 2% 4% 25 15 0 60% 0% 0% Recruitment Monitoring Analysis of Gender, Disability, Ethnicity and Age From : 1 July - 30 September 2024 Total Number of applications received: 2048 Total Number of Equal Opportunities Monitoring forms received: 2013 Total Number of posts recruited for: 268 Total Number of appointments: 167 Gender / Disability / Age Total EO Forms Received Total No of Male Applicants Total No of Female Applicants Total No of Disabled Applicants Total No of applicants aged under 50 Total No of applicants aged over 50 Total No of White applicants Total No of Black/Ethnic minority applicants* Total No of Veteran applicants *Black/Ethnic Minority applicants includes Mixed, Asian, Black and other backgrounds. From : 1 July - 30 September 2023 Total Number of applications received: 4694 Total No of applicants aged under 50 Total Number of Equal Opportunities Monitoring forms received: 4364 Total Number of posts recruited for: 524 Total Number of appointments: 361 Total No of applicants aged over 50 Total No of White applicants Total No of Black/Ethnic minority applicants* Total No of Veteran applicants *Black/Ethnic Minority applicants includes Mixed, Asian, Black and other backgrounds. Gender / Disability / Age Total EO Forms Received Total No of Male Applicants Total No of Female Applicants Total No of Disabled Applicants 22
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Resource Total F/T P/T F/T P/T Total Chief Officer Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher Community & Enterprise Resources 3173 1237 275 233 1428 2245.16 5.00 1531.38 382.28 258.25 46.55 16.70 0.00 5.00 0.00 Education - Others 3246 117 103 613 2413 2352.33 5.00 1089.86 999.77 134.44 46.00 10.00 0.00 62.46 4.80 Education - Teachers 3885 691 80 2189 925 3498.55 0.00 0.00 0.00 0.00 0.00 1.00 0.00 4.60 3492.95 Finance & Corporate Resources 772 183 14 364 211 701.50 8.00 90.61 326.03 202.14 51.72 23.00 0.00 0.00 0.00 Housing & Technical 1268 779 25 332 132 1208.19 3.00 193.51 631.52 341.56 29.60 9.00 0.00 0.00 0.00 Social Work Resources 2689 195 207 988 1299 2354.75 3.00 323.31 1441.76 494.47 59.30 32.91 0.00 0.00 0.00 8861.93 (excluding Teachers) Total All Staff 15033 3202 704 4719 6408 12360.48 24.00 3228.67 3781.36 1430.86 233.17 92.61 0.00 72.06 3497.75 Resource Total F/T P/T F/T P/T Total Chief Officer Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher Community & Enterprise Resources 2993 1112 273 198 1410 2074.37 5.00 1412.35 348.58 244.59 43.55 15.30 0.00 5.00 0.00 Education - Others 3311 128 101 661 2421 2416.57 5.00 1179.23 962.79 146.09 46.00 10.60 0.00 62.06 4.80 Education - Teachers 3880 696 80 2181 923 3492.85 0.00 0.00 0.00 0.00 0.00 1.00 0.00 6.60 3485.25 Finance & Corporate Resources 816 192 15 387 222 743.11 6.00 97.71 353.48 210.14 52.78 23.00 0.00 0.00 0.00 Housing & Technical 1273 787 24 330 132 1213.09 3.00 188.11 630.82 352.56 29.60 9.00 0.00 0.00 0.00 Social Work Resources 2696 202 203 994 1297 2359.33 3.00 327.92 1441.30 496.46 56.30 34.35 0.00 0.00 0.00 8806.47 (excluding Teachers) Total All Staff 14969 3117 696 4751 6405 12299.32 22.00 3205.32 3736.97 1449.84 228.23 93.25 0.00 73.66 3490.05 Male Female Salary Band Total Number of Employees Full-Time Equivalent Male Female Salary Band Analysis by Resource Quarterly Joint Staffing Watch Return : Number Employed On 11 June 2024 Analysis by Resource QUARTERLYJOINT STAFFING WATCH RETURN : NUMBER EMPLOYED ON 9 MARCH 2024 Appendix 15 Total Number of Employees Full-Time Equivalent 23
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Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 11 December 2024 Report by: Executive Director (Finance and Corporate Resources) Subject: Finance and Corporate Resources – Workforce Monitoring – July to September 2024 1. Purpose of Report 1.1. The purpose of the report is to:- [purpose] provide employment information for July to September 2024 relating to Finance and Corporate Resources [1purpose] 2. Recommendation(s) 2.1. The Employee, Equalities, Diversity and Inclusion Forum is asked to approve the following recommendation(s):- (1) that the following employment information for July to September 2024 relating to Finance and Corporate 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 of 11 June 2024 [1recs] 3. Background 3.1. As part of the Council’s performance management arrangements, regular workforce monitoring reports will be submitted to the Employee, Equalities, Diversity and Inclusion Forum. This report for Finance and Corporate Resources provides information on the position for July to September 2024. 4. Monitoring Statistics 4.1. Attendance Statistics (Appendix 1) Information on absence statistics is analysed for the month of September 2024 for Finance and Corporate Resources. The Resource absence figure for September 2024 was 3.2%, this figure has increased by 0.6% when compared to the previous month and is 2.9% lower than the Council-wide figure. Compared to September 2023, the Resource absence figure has decreased by 0.7%. Based on the absence figures at September 2024 and annual trends, the annual average absence for the Resource for 2024/2025 is 3.1%, compared to a Council- wide average figure of 5.6%. 5 25
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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. 4.2. Occupational Health (Appendix 2) In terms of referrals to occupational health, which include medical examinations and physiotherapy, overall, 38 referrals were made this period. This represents a decrease of 23 when compared with the same period last year. 4.3. Accident/Incident Statistics There were no accident/incidents recorded within the Resource this period, this figure has decreased by 1 when compared to the same period last year. 4.4. Discipline, Grievance and Dignity at Work (Appendix 2) During the period, no disciplinary hearings were held within the Resource. This figure has decreased by 1 when compared to the same period last year. No appeals were heard by the Appeals Panel, this figure has remained the same when compared to last year and no appeals panels were pending. No grievance or Dignity at Work complaints were raised within the Resource, these figures remain unchanged when compared to the same period last year. 4.5. Analysis of Leavers (Appendix 2a) There were 4 leavers within the Resource this period eligible for an exit interview, a decrease of 5 when compared with the same period last year. No exit interviews were conducted in this period, this figure has decreased by 3 when compared to the same period last year. During July and August there was a lag in the completion of exit interviews due to the transition to Oracle Fusion and this is accounts for the lower number of exit interviews during the period. 5. Staffing Watch 5.1. Appendix 3 provides the Staffing Watch and shows there has been a decrease of 44 in the number of employees in post from 9 March 2024 to 11 June 2024. 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. 26
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10. Integrated Impact Assessment and Consultation Requirements 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. Jackie Taylor Executive Director (Finance and Corporate Resources) 12 November 2024 Link(s) to Council Values/Priorities/Outcomes 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 Previous References Employee Issues Forum – 20 August 2024 List of Background Papers Monitoring information provided by Finance and Corporate 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: 4647 (Tel: 01698 454647) E-mail: Elaine.maxwell@southlanarkshire.gov.uk 27
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2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 2022 / 2023 2023 / 2024 2024 / 2025 % % % % % % % % % % % % April 2.8 3.6 2.8 April 0.0 0.0 0.0 April 2.8 3.6 2.8 April 5.6 5.1 5.2 May 3.2 3.9 3.2 May 0.0 0.0 0.0 May 3.2 3.9 3.2 May 5.4 5.1 5.3 June 4.0 4.2 3.2 June 0.0 0.0 0.0 June 4.0 4.2 3.2 June 5.3 4.7 5.2 July 3.9 3.5 3.5 July 0.0 0.0 0.0 July 3.9 3.5 3.5 July 4.6 3.8 4.1 August 4.1 3.8 2.6 August 0.0 0.0 0.0 August 4.1 3.8 2.6 August 4.4 4.1 4.7 September 3.6 3.9 3.2 September 0.0 0.0 0.0 September 3.6 3.9 3.2 September 5.4 5.3 6.1 October 3.8 3.2 October 0.0 0.0 October 3.8 3.2 October 5.8 5.1 November 3.4 3.5 November 0.0 0.0 November 3.4 3.5 November 6.5 6.2 December 4.3 3.3 December 0.0 0.0 December 4.3 3.3 December 7.0 6.6 January 4.3 2.8 January 0.0 0.0 January 4.3 2.8 January 5.8 6.1 February 3.8 3.5 February 0.0 0.0 February 3.8 3.5 February 5.9 6.4 March 3.8 2.6 March 0.0 0.0 March 3.8 2.6 March 6.4 6.3 Annual Average 3.8 3.5 3.1 Annual Average 0.0 0.0 0.0 Annual Average 3.8 3.5 3.1 Annual Average 5.7 5.4 5.6 Average Apr-Sep 3.6 3.8 3.1 Average Apr-Sep 0.0 0.0 0.0 Average Apr-Sep 3.6 3.8 3.1 Average Apr-Sep 5.1 4.7 5.1 826 0 826 15851 Resource Total No of Employees at 30 September 2024 Appendix 1 Absence Trends - 2022/2023, 2023/2024 & 2024/2025 Finance and Corporate Resources No of Employees at 30 September 2024 No of Employees at 30 September 2024 APT&C Council WideManual Workers No of Employees at 30 September 2024 28
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Jul - Sep Jul - Sep 2023 2024 MEDICAL EXAMINATIONS Number of Employees Attending EMPLOYEE COUNSELLING SERVICE Total Number of Referrals PHYSIOTHERAPY SERVICE Total Number of Referrals REFERRALS TO EMPLOYEE SUPPORT OFFICER 26 18 REFERRALS TO COGNITIVE BEHAVIOUR THERAPY 0 0 TOTAL 61 38 Jul - Sep Jul - Sep 2023 2024 Specified Injuries* 0 0 Over 7 day absences 0 0 Over 3 day absences** 0 0 Minor 1 0 Near Miss 0 0 Violent Incident: Physical**** 0 0 Violent Incident: Verbal***** 0 0 Total Accidents/Incidents 1 0 Jul - Sep Jul - Sep 2023 2024 Total Number of Hearings 1 0 Total Number of Appeals 0 0 Appeals Pending 0 0 Time Taken to Convene Hearing October - Jul to Sep 2024 0-3 Weeks 4-6 Weeks Over 6 Weeks 0 0 0 Jul - Sep Jul - Sep 2023 2024 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 Jul - Sep Jul - Sep 2023 2024 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 RECORD OF DIGNITY AT WORK ****Physical violent incidents are included in the "Specified" figures, where applicable, to provide the ****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. RECORD OF DISCIPLINARY HEARINGS RECORD OF GRIEVANCE HEARINGS ***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 Appendix 2 FINANCE AND CORPORATE RESOURCES 12 9 0 1 23 10 CAUSE OF ACCIDENTS/INCIDENTS *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. 29
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Jul - Sep Jul - Sep 2023 2024 Career Advancement 1 0 Child Caring / Caring Responsibilities 0 0 Disatisfaction with terms and conditions 1 0 Further Education 0 0 Moving outwith area 0 0 Personal Reasons 1 0 Poor relationship with managers / colleagues 0 0 Travelling difficulties 0 0 Other 0 0 Number of Exit Interviews conducted 3 0 Total Number of Leavers Eligible for Exit Interview 9 4 Percentage of interviews conducted 33% 0% ANALYSIS OF REASONS FOR LEAVING Appendix 2a FINANCE AND CORPORATE RESOURCES 30
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As at 11 June 2024 Total Number of Employees F/T P/T F/T P/T 183 14 364 211 Chief Officer Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher TOTAL 8.00 90.61 326.03 202.14 51.72 23.00 0.00 0.00 0.00 701.50 As at 9 March 2024 Total Number of Employees F/T P/T F/T P/T 192 15 387 222 Chief Officer Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Fixed SCP Teacher TOTAL 6.00 97.71 353.48 210.14 52.78 23.00 0.00 0.00 0.00 743.11 *Full - Time Equivalent No of Employees Salary Bands MALE FEMALE TOTAL 816 Appendix 3 JOINT STAFFING WATCH RETURN FINANCE AND CORPORATE RESOURCES *Full - Time Equivalent No of Employees Salary Bands 772 MALE FEMALE TOTAL 31
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Report Agenda Item Report to: Employee, Equalities, Diversity and Inclusion Forum Date of Meeting: 11 December 2024 Report by: Executive Director (Finance and Corporate Resources) Subject: Annual Report on Mainstreaming Equalities and Diversity – Finance and Corporate Resources 1. Purpose of Report 1.1 The purpose of the report is to:- advise the Forum of the strategic and operational work being undertaken and planned by Finance and Corporate Resources to meet the commitments within ‘South Lanarkshire Working for You’ Mainstreaming Equalities Report 2021 to 2025 2. Recommendation(s) 2.1 The Forum is asked to approve the following recommendation(s):- (1) that the work being undertaken by Finance and Corporate Resources in terms of mainstreaming equalities be noted. 3. Background 3.1 The Executive Director (Finance and Corporate Resources) is responsible for supporting and developing strategies to meet the Council’s commitment and statutory duties on equality and diversity, both within the Resource and Council wide. This is in the Council’s role both as an employer and as a provider of services. 3.2 The Public Sector Specific Duties outline the key responsibilities for public bodies and include statutory requirements to report against equality outcomes and to continue to evidence that decisions relating to policy and practice are properly assessed against the general duties which are to:- eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act advance equality of opportunity between people who share a protected characteristic and those who do not foster good relations between people who share a protected characteristic and those who do not 3.3 The first four-year cycle for the Specific Duties ended in April 2017. The Scottish Government and the Equality and Human Rights Commission (EHRC) are currently reviewing the Scottish Specific Duties with a view to revising these in 2025 in time for the next Mainstreaming Reports. 6 33
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4. Supporting Equalities 4.1 Finance and Corporate Resources is responsible for the co-ordination and implementation of equality and diversity legislation, good practice, and advancing equality for all. 4.2 Officers from the Resource provide both lead and support roles for several equalities related working groups, networks and forums including:- the corporate Equality and Diversity Working Group and any of its short-life groups, for example, Integrated Impact Assessments (IIA) which began in October 2024 the network of Resource Diversity Liaison Officers who monitor recruitment and provide advice to managers on equality issues in employment and the employee forums the co-ordination of the Employee Network – Caring, Disability, Ethnicity and LGBT Matters Seniors Together in South Lanarkshire and the Older People’s Assembly partnership working arrangements with other public agencies and the voluntary sector e.g. the South Lanarkshire Disability Partnership (incorporating the South Lanarkshire Access Panel) and the Lanarkshire Ethnic Minority Action Group (LEMAG) 5. Mainstreaming Equalities 5.1 The Council meets its statutory duties by ensuring that equality and diversity issues are effectively mainstreamed and built into strategic planning and performance monitoring, and the Council’s Equality and Diversity Strategy indicates this can be achieved by: - undertaking IIAs. IIAs have been in place since mid-October 2024 and include the requirements to consider a range of duties including:- Equality Act 2010 protected characteristics Socio-Economic – Fairer Scotland Duty Human Rights Children and Young People’s Rights Armed Forces Duty Consumer Duty Sustainability requiring each Resource to identify how equalities will be mainstreamed and to evidence a commitment to mainstreaming equalities in Resource/Service Plans. This can be evidenced through Resources having equalities as a standing item on the agenda of Resource/Senior Management Team meetings and Joint Consultative Committees (JCCs). It will be further evidenced through annual reporting to this Forum and in the updates Resources provided as part of the 2023 mainstreaming equalities progress report. 5.2 The latest mainstreaming progress report was published on the Council website in April 2023. The next full mainstreaming report will be completed for publication in April 2025. 5.3 Whilst leading on the mainstreaming framework for the Council, the Resource has also made mainstreaming equalities progress within the service areas noted below. 34
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6. Mainstreaming Equalities Progress 6.1 Administration and Legal Services - In addition to its support to elected members and the Council’s decision-making processes, Administration and Legal Services has responsibility for providing a full range of legal advice and support to the Council’s Resources and Services, including on information governance matters, managing electoral events and licensing, and the administration of licensing and registration services to the public. The service is also leading on IIAs. 6.2 The Benefits and Revenue Team continues to provide support to South Lanarkshire residents, including payment of clothing grants and free school meals. The application process for this support has been changed to streamline the process. The change to the process is outlined below:- migration from annual paper applications (7,000) to an automatic process for customers in receipt of housing benefit and/or council tax reduction (80% of applications), and an online form for the remaining customers (20% of applications). Customers who are not able to engage online can be directed to public online outlets such as libraries. Where this is not possible, applications can be taken by phone for those who do not have online access moving 80% of clothing grant awards from cheque to BACS, which provides instant access to the funds free school meal awards are instantly updated on the Education system (SEEMIS) due to automation between SEEMIS and the education benefits system 6.3 Communications and Strategy Services promote the Council’s commitment to equality and diversity externally and internally, providing access to information on Council services, overseeing the co-ordination of Resource and Service Planning, and taking a lead role in promoting the work of the Council through the media, the design of publicity material, and development of the Council website. This is a vital area of equality and diversity work. The council’s commitment to equality must be communicated effectively both to employees and members of the community. The Community Participation and Empowerment team engages with communities and citizens to ensure all groups are involved in how our services are shaped for the future. Some examples of its contribution to the Equality and Diversity Strategy in the last year include:- a continued approach to improving the accessibility of the Council’s website and complying with new legislation and industry accessibility standards. The website has an application which reads out text, and the service develops new forms and content with the customer in mind, and accessibility is tested early with members of the community, including those with disabilities an update to the Council website to include the continued use of ‘Recite Me’, a website tool that offers a range of on-demand accessibility solutions to ensure that the website is user-friendly for people with disabilities and language support, through customisable options the Research and Improvement team carried out work to ensure the Council’s performance reporting is accessible by created a dashboard which illustrates performance figures using a graphical approach to appeal to a wider group of people the Community Participation Team helped groups with community activities in areas of deprivation, mostly for children, young people and family activities to promote community cohesiveness and inclusion 35
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the Community Participation Team helped provide budget engagement for the Lived Experience Advisory Panel (LEAP) service users by assisting people with sight loss to take part in the 2024/2025 budget consultation by reading out the budget survey and recording responses the Community Participation Team coordinated access to free period products across all communities the Community Participation Team manages the ‘Can Do Fund’ which included applications for disabled exercise groups 6.4 Customer Services Centre is the first point of contact for all South Lanarkshire residents. All first contact is by telephone or online via emails or online forms. This allows residents to interact with South Lanarkshire Council 24 hours 7 days per week. This is especially useful for those who cannot contact the Council within office hours. The Council actively look to promote this means of communication and for ways to improve this service. Any individual who requires an in-person appointment can book an appointment with an officer. 6.5 Finance Services conducted the annual budget consultation exercise to engage with a wide variety of community members and representative groups. This included the South Lanarkshire Youth Council, employee forums, Disability Partnership and Access Panel, as well as Seniors Together and the Citizens Panel. Attendance at the sessions show continued support for the approach and methods the Council is using to make savings as well as support for the Council’s revised priorities. As part of the United Nation Convention on the Rights of Children (UNCRC) incorporation requirements, the Council will be looking at ways of including the voices of children and young people in the Council 2025/2026 budget setting process. 6.6 Information Technology Services provide a critical support function to all Resources of the Council as the single provider of information and communications technology. 6.7 Personnel Services 6.7.1 The Council depends on the competence and commitment of employees to deliver services and has always aimed to be an ‘employer of choice’. This has been underpinned by the partnership working agreement with the trade unions and Joint Trade Union Committee (JTUC) members who make a valuable and important contribution to the corporate Equality and Diversity Working Group. The Council’s employment strategies and approach to joint working are consistently recognised externally. 6.7.2 The Resource continues to work in the best interests of the Council and its employees to ensure that we have a fair and equitable pay structure and job evaluation scheme. 6.7.3 The Statutory Performance Indicators for the year show that woman make up 62.3% of Council employees in the top 5% of its salary range. These figures have increased by 2.7% from the previous year, demonstrating an improving position. This improvement is primarily due to an increase in the number of women being appointed to posts within the Council, with new appointments (woman) accounting for 62% of all appointments. The Council continues to work in line with its policies and procedures to ensure that that all employees pay, and grading are being progressed appropriately. The pay gap for all Council employees has reduced by 0.5% to 2.7%, this has been achieved through the continuing monitoring of pay and grading and a commitment to continue to monitor pay to identify any unfair, unjust or unlawful practices that impact on pay, and take appropriate remedial action. 36
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6.7.4 In addition, South Lanarkshire Council is committed to providing support to members of the armed forces, veterans and their families which is set out in the Armed Forces Community Covenant. Veterans are guaranteed an interview where their previous employer was the armed forces and who meet the minimum requirements for the position. The Armed Forces Duty is now included in the Integrated Impact Assessment process as noted in paragraph 5.1. 6.8 Vocational Development Team 6.8.1 When recruiting for the Modern Apprenticeship programme, ‘Positive about Disability’ messages are in all adverts, diverse images are used on marketing materials, and there is an increased use of social media to promote vacancies. Vacancies are shared with all South Lanarkshire Schools, including those with ASN bases, as well as across the Equality Forums and Council Resources. Any participants who are looked after care leavers are tracked to ensure a positive destination following the Modern Apprenticeship programme. Identified care leavers are also guaranteed an interview. The team continue to work in close partnership with colleagues in Education Resources to promote and support young people from a variety of school programmes and backgrounds and see continued success with care leavers and Foundation Apprentices progressing to various options within the Modern Apprenticeship programme. 6.8.2 The Council also reported above average figures for Modern Apprentices (MAs) who identified as care leavers and those who identified as having a disability, as shown in table 1 below. Table 1 2023/2024 National figure Council figure Care leaver/experienced 2.3% 8.1% MAs who noted a disability 17% 18.9% 6.8.3 The Vocational Development Team also manage the Social Inclusion Project (SIP), which is a specialist programme supporting autistic young people at risk of social isolation. The project offers a community experience where social skills can be practiced in an autism informed environment with peer mentors. The group has access to a private online server where they can explore shared interests, connect with others in the community, or engage in a capacity they are comfortable with. The group have the opportunity to meet once per week to take part in activities and mix with other autistic young people from the local community. Activities include: popular tabletop games wargaming tabletop role playing games interactive social games mixing and chatting in an autism informed environment access to a quiet room and secure outdoor garden area SIP explores themes such as cooperation, turn taking, patience, resilience, specialist interests, socialising, and self-acceptance. 37
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7. Communication and Support 7.1 The Employee Network is an ongoing area of work whose aim is to raise awareness of the Council’s equality commitment both internally to employees as well as to the community. Each of the four themes can be attended by any employee and the Network is there to not only provide support to individuals but also to influence the work of the council, shaping policies and practice. 7.2 The Council is committed to promoting its values externally. This is shown through the continued support for a range of voluntary organisations such as Lanarkshire Ethnic Minority Action Group (LEMAG), projects such as Seniors Together, and partnership working arrangements such as the British Sign Language Steering Group, the SeeHear Strategic Working Group, the Disability Partnership and the South Lanarkshire Access Panel. Partnership working with these organisations to raise public awareness of equality issues will continue and their support in helping to shape the Council’s equality outcomes now and in the future, will be key to the council succeeding in improving the quality of life of everyone in South Lanarkshire. 8. Partnerships 8.1 The Resource supports several partnerships including:- 8.1.1 Seniors Together is a network of organisations working in partnership to achieve an improved society for older people. Some of the successes of Seniors Together include:- Age Friendly Community - being the lead organisation working in collaboration with South Lanarkshire Council to deliver Scotland’s first Age Friendly Community, which as recognised by the UK Network of Age Friendly Communities in March 2023, and again in May 2023 by the World Health Organisation. Older Peoples Assembly - delivering the Assembly in partnership with the Council. There are four meetings each year which take place in the four localities of South Lanarkshire. The Older Peoples Assembly is chaired by the Older Peoples Champion and the Age Friendly input is delivered by the Leader of the Council. The World Health Organisation requirement is that the most senior person in the local authority is committed to the process. South Lanarkshire Men’s Shed Programme – leading the growth of new sheds in Larkhall, Hillhouse, and Leadhills village to create a shed for men living in the rural area. A case study highlighting the work of the South Lanarkshire Mobile Shed and the success of its work in engaging older, isolated men, particularly in rural South Lanarkshire, was created by The Centre for Ageing Better as an example of excellent engagement with this group of people. The case study is available on The Centre for Ageing Better knowledge hub and website as an example of good practice. Focus Groups and Consultation – events take place to meaningfully engage with older people across a range of topics including the Local Development Plan 3, which was held on 5 September 2024 in partnership with colleagues in Planning and Building Standards. Using Options Finder software, participants were able to feedback their preferences to help inform the development of the plan. 38
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8.2 South Lanarkshire Leisure and Culture – the Council continues to collaborate with South Lanarkshire Leisure and Culture to deliver the Active Days Programme in leisure centres across South Lanarkshire. Older people take part in activity sessions aimed at their needs and specifically where they will build strength and balance helping maintain good physical health; and Seniors Together also arranged information stands to give participants access to information such as, Pension Credit, Trading Standards, Age Scotland, and Energy Advice. 8.3 South Lanarkshire Community Planning Partnership is wholly committed to ensuring that communities are fully engaged in the process of community planning. To achieve this, locality-based Community Partnerships are being developed. Two have already been formed in the Cambuslang, Rutherglen and Clydesdale locality, and a further two are currently in development in the East Kilbride and Hamilton localities. The role of the Community Partnerships is to act as intermediaries between the Neighbourhood Planning stakeholder groups, Community Councils, community led stakeholder groups, and the Community Planning Partnership Board. These partnerships are community-led by local volunteers who work alongside Community Engagement Team colleagues, as well as other partners. Regular meetings are facilitated, and all Community Partnership groups identify priorities and needs from within the localities where they live, with update reports being presented quarterly at the Community Planning Partnership Board meetings. Since June 2022, a representative from each of the Cambuslang, Rutherglen and Clydesdale Community Partnerships has attended the Community Planning Partnership Board on behalf of their groups. 8.4 South Lanarkshire Disability Partnership (incorporating the South Lanarkshire Access Panel): A user led partnership that brings together the Council, NHS Lanarkshire, Police Scotland, Scottish Fire and Rescue Service, and other local agencies with representatives from the voluntary sector. The objective of the group is to improve communication between the organisations and the community and to give people with disabilities an opportunity to influence policy and service provision. 8.4.1 As well as the standard panel meetings where members receive updates from Resource representatives, members have also met with:- the Rural Development Trust, who provided a presentation on the Wanlockhead to Leadhills Travel Plan Community and Enterprise Resources who gave a presentation on the East Kilbride and Hamilton Masterplans Abilitynet Training who provided digital training Network Rail where a presentation on proposed new Hairmyres Station, East Kilbride was given Scottish Council for Voluntary Organisations (SCVO) provided Committee Skills Training Take Control, who gave a presentation on Self Directed Support. 39
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Members have also had the opportunity to:- visit the housing development in Wellhall Road, Hamilton attend the Shaping Our Future Service event at Clydesmill Fire Station, Cambuslang attend the Access Panel Forum at Perth attend Senior Together events visit the proposed café at Uddingston Railway Station and also the proposals at Crossbasket Castle Hotel, High Blantyre. 9. British Sign Language Activities 9.1 The Council has established a South Lanarkshire British Sign Language (BSL) Local Plan Working Group with the aim of raising awareness of BSL users and to promote South Lanarkshire as a great place to live and work for the Deaf and Deafblind community. The group will meet quarterly and consists of representatives from all five Resources, South Lanarkshire Leisure and Culture, Cllr Grant Ferguson, Lanarkshire Deaf Clubs and Motherwell Deaf Hub. 9.2 The first meeting of the group took place on 30 October 2024 and set out the content and actions for the South Lanarkshire local BSL plan, building on previous work and commitment in relation to the priority areas – BSL Accessibility, Children Young People and their Families, Access to Employment, Health and Wellbeing, BSL Culture, BSL Data, Transport, Access to Justice and Democratic Participation. 9.3 Supporting the Council meet the actions in the BSL Plan, the Public Sector Equality Duty, and to ensure accessibility for everyone is maximised, BSL content on key Council services and community information continues to be included on the external website which is available at www.southlanarkshire.gov.uk/BSL. 9.4 BSL content on the Council website can be accessed from a BSL ‘button’ that is on each page of the website. It’s use and positioning was discussed and agreed with the BSL Lanarkshire Steering Group. 9.5 The Lanarkshire BSL Plan is available on the Council website. This was produced in partnership with the BSL Steering Group, who are: North Lanarkshire Council NHS Lanarkshire 10. Gaelic Language Activities 10.1 The Council has established a Gaelic Language Plan Working Group, which is chaired by a representative from Bord na Gàidhlig. The aim of the group is to raise awareness of the Gaelic language, to support Gaelic speakers, and to take forward the aims and objectives of the National Gaelic Language Plan 2023-28. 11. Performance Measurement 11.1 Improvements to capture equalities related data on service provision are ongoing and the use of technology for consultation is driving these changes forward. Some of the progress in the past year has been:- implementing Oracle Fusion, the Council’s new HR, Finance and Procurement system, giving managers and employees access to the latest technology that helps everyone deliver effectively for South Lanarkshire 40
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supporting employees and managers to use Oracle Fusion effectively, through developing a range of training materials and awareness sessions variety of formats supporting the work of the Council through employee development, training including eLearning which has migrated to Oracle Fusion, and vocational development programmes supporting members of the Equal Opportunities Forum and Employee Issues Forum with updates on changes to legislation and its implications for the Council as well as co-ordinating the programme of Resource annual reports partnership working with Trade Unions 12. Action plan 12.1 The Council will continue to develop partnership working to ensure that good practice around equalities is promoted, and that there is a shared vision in relation to the Equality Act and the Scottish specific duties. 12.2 To develop the BSL Local Plan for South Lanarkshire through partnership working with the South Lanarkshire BSL Working Group. The plan will be published early 2025/2026. 12.3 Work has started on the third Gaelic Language Plan, which will be published on the council website by 21 April 2025. 13. Employee Implications 13.1 As outlined in the report, the Equal Opportunities Policy and accompanying legislation has implications for the Council as an employer and work here is reflected in the Council’s employment and training strategies as described above. 14. Financial Implications 14.1 As equalities considerations are being mainstreamed any financial implications will come from existing budgets. 15. Climate Change, Sustainability and Environmental Implications 15.1 There are no implications for climate change, sustainability or the environment in terms of the information contained in this report. 16. Other Implications 16.1 There is risk to the Council if Resources do not have due regard to the Public Sector Equality Duty which lead to non-compliance with equalities legislation. 17. Integrated Impact Assessment and Consultation Requirements 17.1 The 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. 17.2 There was no requirement to undertake any consultation in terms of the information contained in the report. Jackie Taylor Executive Director (Finance and Corporate Resources) 4 November 2024 41
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Link(s) to Council Values/Priorities/Outcomes Fair, open and sustainable Focused on people and their needs Working with and respecting others Excellent employer Accountable, effective, efficient and transparent Ambitious, self-aware and improving Previous References Equal Opportunities Forum – 13 September 2023 List of Background Papers ♦ None Contact for Further Information If you would like to inspect the background papers or want further information, please contact:- Tracy Ferguson, Learning, Organisational Development and Diversity Manager Tel: 01698 454715 Email: tracy.ferguson@southlanarkshire.gov.uk 42