Turned Up and Tuned In 
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Last updated: 22 June 2006
Turned Up and Tuned In: A manager’s guide to maximising staff attendance
Background
A certain level of employee absence is an unavoidable element of working life, and is a normal feature of healthy work environments and for supporting family friendly practices. However, this does not mean that all absences should be regarded as inevitable and accepted passively.
In many instances, high rates of workplace absence have a negative impact and reflect unhealthy organisational and management practices.
Workplace absence can be caused by a range of complex and interrelated factors which affect a person’s ability to attend work, or their motivation to attend work.
The creation of an organisational culture where employees feel engaged and are committed has been shown to directly result in reduced absence. Good management is a key driver to staff feeling valued and involved.
Definition
Workplace absence comprises of five categories of leave; sick, carer’s, compensation, specific types of miscellaneous (other) and unauthorised absence.
It is defined as:
Absence from work in recognition of circumstances that can generally arise irregularly or unexpectedly, making it difficult to plan, approve or budget for in advance, and which is inclusive of planned medical procedures.
APS context
The advice given in this guide is framed by the Public Service Act 1999 and other relevant APS legislation and policy directions. In particular, the APS Values7 relating to a fair, flexible, safe and rewarding workplace, and workplace relations that value communication, consultation, co-operation and input from employees on matters that affect their workplace. Also, the Public Service Commissioner’s Directions8 that require agencies to:
- help APS employees to balance their work, family and other caring responsibilities effectively
- ensure APS employees have appropriate opportunities to contribute their views on issues affecting their workplace
- ensure that employment and workplace arrangements take appropriate account of APS employees who are seeking to balance individual needs and the achievement of organisational goals.
7 Australian Public Service Commission, The Public Service Act 1999, part 3, sections 10, 11 and 12.
8 Australian Public Service Commission, Public Service Commissioner’s Directions 1999, as amended up to the Public Service Commissioner’s Amendment Directions 2004 (No.1), chapters 2,4(d), 2.11(b), 2.11(a).
