Internal Report
To: Date: 2012.
From:

Introduction
Company name has experienced a bout of rapid growth recently due to the success of various projects and securing Contracts.
Due to the growth within the organisation over the last 12 months, I predict that current absence monitoring procedures and policies need to be introduced or in some cases simply enforced as I suspect the absence costs are rising, where financial savings can easily be made, along with improvements for our employees regarding how their absence is being managed from their line managers.

How I collated and analysed my data
See below chart:
By obtaining staff figures, per department (total employed and absence) for the past two years I was able to total these and compare each year, I was then able to identify how the absence rates have changed. As you can see, the absence has risen by over 50%, within my findings I will explain why I believe this increase has occurred and what procedures can be implemented to improve them. Department | Staff Numbers2011 | Days Absence 2011 | Staff Numbers2012 | Days Absence 2012 | Accounts | 5 | 23 | 8 | 27 | Contracts | 10 | 18 | 12 | 24.5 | Warehouse | 4 | 3 | 7 | 17 | Housekeeping | 2 | 18 | 3 | 30 | HR | 2 | 3 | 3 | 5 | Marketing | 2.5 | 2 | 3.5 | 6 | Purchasing | 2 | 8 | 4 | 24.5 | Waste Disposal | 6 | 25 | 8 | 27 | Sales | 12 | 28 | 13 | 30 | TOTAL | 45.5 | 128 | 61.5 | 191 |

My Findings
The column below compares absence figures from 2011 and 2012, these being based on the departmental staffing levels in the table above:

As you can see from the above column chart, absence has increased significantly from 2011 to 2012.
We have had a staff increase of 16 employees and an absence increase of 63 days. In 2011 the average absence per employee was 2.813 days; in 2012 this rose to 3.105 days. If this trend continues in line with this year’s figures, we could be looking at an average of 5.445 days absence per employee by 2020, which will double our current costs.
Based on these findings, I think it is clear to see that company name needs to introduce policies & procedures regarding Sickness & Absence, possibly with an introduction of a trigger point system or to enforce the return to work interviews in the hope of limiting reoccurring illness within the organisation. By looking at our Policies and Procedures we can at least hope that our absence costs will not be reaching the projected figures come 2020.