Jan O'Sullivan (Limerick East, Labour)
Link to this: Individually | In context

Question 99: To ask the Minister for Justice, Equality and Law Reform his views on concerns raised by the Comptroller and Auditor General regarding the continued high level of sick leave in the Prison Service; the steps being taken to deal with this problem; and if he will make a statement on the matter. [27382/07]

Brian Lenihan Jnr (Dublin West, Fianna Fail)
Link to this: Individually | In context

The Deputy will be aware that the Comptroller and Auditor General, whilst outlining his concerns about the level of sick leave in the Prison Service over the period 2002-2006, has acknowledged that the figures provided by the Prison Service for January to April 2007 show an overall reduction of 10% in per capita sick leave days and that this would represent the first major reversal of the trend of recent years, if maintained. The most recent figures available to end of July 2007 show a reduction of 15.8% in per capita sick leave days compared with the same period last year, confirming the downward trend. This is a very welcome development. Naturally, we need to ensure that our work continues to be effective in maintaining this downward trend.

The Comptroller and Auditor General's report also acknowledged that any examination of sick leave, or indeed any other aspect of the management of the Prison Service over the period in question must be seen in the context of the particular circumstances within which the Service was operating during the period under review. The period 2002-2006 was a time of major change with the negotiation and implementation of new working arrangements to replace overtime, and decentralisation of the Prison Service's headquarters initially to Clondalkin and later to Longford. These major organisational changes, which have been successfully rolled out, impacted on the capacity of the Prison Service to address the sick leave problem.

It must be borne in mind also that central to the new working arrangements negotiated with staff representatives is a unique system, based on the concept of annualised hours, which is designed to encourage smart working and to reduce absenteeism. The indications are that the new working arrangements, combined with other measures, are contributing to the downward trend in sick leave.

Alongside the introduction of the new working arrangements, a determined effort continues to be made to reduce sick leave through a range of initiatives and all of those efforts are reflected in the significant improvement in the level of sick leave in the first seven months of this year.

Work is ongoing in relation to improving the management of sick leave in a consistent manner across all prisons and reflecting best practice in this area. Governors are encouraged to pursue a policy of early intervention and to hold return to work interviews that ensure that the appropriate steps are taken whether through support or sanction.

As regards support, prison staff have access to psychological services. There is also support available for Officers through the Employee Assistance Programme (EAP). In support of the EAP, a Chief Welfare Officer was appointed in April, 2007 and two Employee Welfare Officers are also available to support and advise staff with difficulties arising inside or outside the workplace which may have an impact on their ability to provide regular effective service. The principal providers of the EAP services are a network of Staff Support Officers. Most prisons have Staff Support Officers and where there are vacancies these will be filled shortly.

The Prison Service is also committed to promoting a positive working environment which will assist in reducing absenteeism. One such initiative is the introduction in March, 2007 of a formal Anti-Harassment, Sexual Harassment and Bullying Policy for the Prison Service. The Prison Service is also exploring with the Department of Finance and the Office of the Chief Medical Officer the possibility of establishing an Occupational Health facility dedicated to the particular occupational needs of prison staff.

Where sanction is appropriate, Officers are issued with warnings about their level of absences and if there is no significant improvement in their attendance level a number of measures are available, including the withdrawal of payment for sick leave or even dismissal where there is persistent absenteeism.

Whilst the report of the Comptroller and Auditor General did highlight concerns about the period 2002-2006, I am encouraged by the fact that there is a marked improvement in the level of sick leave in this current year. It is my view that with the support and cooperation of management and staff, the new working arrangements and initiatives I have outlined will continue to produce positive results for sick leave levels across the Prison Service.