Enter Absence Count (Number of occurrences) and Days Absent (Total Number of Absent Days) to calculate employee bradford factor.
Amend as necessary. Identify concerns and agree what viable action can be taken to address the concern, in order to have an effective team member. It is important to have a time bound plan with identified owners of tasks. Below is an example of what themes can be used as a support structure.
|Issue Raised||Action||By whom||By when||Progress update|
|Record of meeting||e.g. Provide summary of interview to Jo Smith||Mark Brown||11.02.14||Hand delivered on 10.02.14|
|Provide summary of interview to (employee name)||(Interviewer name)|
|Employee name, agree, sign and return one copy to (Interviewer name)||(employee name|
|Referral to Occupational Health Services|
|Referral to counselling services * identify funding|
|Develop timetable for medical appointments/intervention|
|Complete workplace risk assessment|
|Complete Work-Life-Balance application|
|Complete Reduced Hours application|
|Complete DDA assessment|
For further information on The Bradford Factor (Use, Implementation and Record Keeping), please review our Bradford Factor guides and management strategy information.