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Where the Bradford Factor can be counter-productive

Summary of postings

Where the Bradford Factor can be counter-productive	Ron Tocknell	6 Jun 08
Re: Where the Bradford Factor can be counter-productive	Peter Wake, TeamSeer	13 Jun 08
Re: Where the Bradford Factor can be counter-productive	Ron Tocknell	13 Jun 08
Re: Where the Bradford Factor can be counter-productive	Peter Wake, TeamSeer	13 Jun 08
Re: Where the Bradford Factor can be counter-productive	Olaolu Eniola	23 Jul 08

Details of postings

Where the Bradford Factor can be counter-productive	Ron Tocknell	06/06/2008 01:47
I work in the care profession with vulnerable adults. We provide personal care and are exposed to potentially infectious body waste on a daily basis. Also, because we work in close proximity to vulnerable people, we have certain responsibilities that wouldn't generally apply in (say) an office environment. For example, we shouldn't attend work if we have a viral infection, if we have had a bout of diarrhoea or even if we have been in the company of someone who has diarrhoea. The company has recently implemented the Bradford factor. Consequence? Absenteeism has noticably dropped. However, sickness among those we are supposed to be protecting has increased and, although absenteeism has reduced, it would appear that staff sickness has actually increased as so many staff members are constantly complaining about feeling ill. Staff feel pressured into coming into work when they really should be at home. Staff have an obligation to notify work if they have had any contact with anyone with diarrhoea. Even if they don't have it, they are advised not to attend for 24 hours. This, too, triggers a Bradford score. I have to question the validity of this

+ Re: Where the Bradford Factor can be counter-productive	Peter Wake, TeamSeer	13/06/2008 09:45
Ron, The Bradford factor is a tool to help managers track and (hopefully reduce) absence. I am sure that you know of staff in your organisation that take 'sickies' and abuse the system - and it annoys you, right? This is what the Bradford factor is trying to eliminate (as opposed to other metrics, such as sickness percentages, which don't take the number of episodes of absence into account). If you have a genuine reason to be off sick, then you should stay off sick. If your Bradford score goes over the threshold, then yes, you will have a meeting where your absences are reviewed with you by your manager, but it is then down to the judgement of the manager based on the situation to decide what to do.
++ Re: Where the Bradford Factor can be counter-productive	Ron Tocknell	13/06/2008 17:27
Thanks Peter but your response simply explains what the Bradford Factor is. It doesn't address any of the issues I raised. In a health or social care setting, employees are obliged not to attend work if they have a viral infection, have had diarrhoea within 48 hours of going on shift or even if someone with whom they have had contact has had diarrhoea. Of course this can be abused and occasionally is but the fact remains that there are circumstances in which we are obliged not to attend work. However, as this still triggers a Bradford score, staff tend not to adhere to it and attend work when they shouldn't. Consequently, Infection Control is compromised and staff are passing on infections to residents. It's a dammned if you do-dammned if you don't situation. Yes. It is down to the manager to decide what to do in such situations but this doesn't alter the fact that staff are reluctant to allow it to get to that stage. Consequently, although staff absences have reduced since the introduction of the Bradford Factor, sickness among those whom we are supposed to be protecting has increased. In effect, the Bradford Factor is putting vulnerable people at risk.
+++ Re: Where the Bradford Factor can be counter-productive	Peter Wake, TeamSeer	13/06/2008 17:47
Ron - I see what you are driving at. What we need on this post is the perspective of line managers, HR and senior management in the care profession. How do you strike this balance? Anyone?
++++ Re: Where the Bradford Factor can be counter-productive	Olaolu Eniola	23/07/2008 11:02
I am new to the Bradford Factor, and just doing my searches cos am in the process of redressing my Absence management procedure. Straightaway, I dont seem to agree with the bradford method...particularly for the care sector. The people we employ at times are not the best numerate individuals. They love the jobs they do and just want to get on with it. Bradford calculation can be complex and I see us wasting unnecessary time at it. Again, it can be complex and complecated trying to explain why a 14 day absence over two periods differ from a 14 day absence over more periods in trigering the system. I am not exactly sure if this system will be appropriately understood alongside the presure of balancing between the needs of providing care and protecting the interest or safety of the service user. When a complex system is introduced at this point, it just serves to put more presure on the carers. I will go for a more traditional approach, where every absence is followed by a return to work interview, and if justified that absence is not with underlying cause, can count towards what will trigger the different stages of the absence management procedure. Appropriate support can be rendered at return to work meetings and staff are reminded of the organisationally agreed procedure at each of these times, to both manage attendance and find individual solution to staff attendance problems.