A bad Bradford Factor score is a high score. In some cases, a Bradford Factor score higher than could be used as justification for dismissal. Scores between and indicate serious absenteeism concerns and may require addressing the issue. However, some companies have much lower thresholds to begin taking investigation or action.
It completely depends on the business. One public sector employer has four trigger points: A verbal warning for 51 points, a first written warning for points, a final warning for points, and points is grounds for dismissal.
On the other hand, Employee B is way over the final warning threshold and would likely face dismissal if their employer were using the above matrix. Many organisations have seen success with using the Bradford Factor in their HR department, and report a big motivational effect connected with showing employees their Bradford Scores. However, the effectiveness of the Bradford Factor is still widely debated.
Some argue that the mathematical formula does not make allowances for employees with disabilities or long-term conditions, which are more likely to result in short term absences rather than long term. It is therefore advisable to set different trigger points for people with known circumstances to avoid indirectly discriminating employees with health conditions, disabilities, or dependents.
It goes without saying that absences should be handled with sensitivity, and we therefore recommend that the Bradford Factor is not used in isolation. Instead, maximise the use of the formula by using it in conjunction with a scheduling tool like Findmyshift and qualified HR professionals.
It is also important to remember the costs associated with hiring new staff when compared with supporting the health and well-being of your existing employees.
Rather than using the Bradford Factor formula as a tool to identify who you should dismiss from your company, utilise it as a way of discovering where you can make improvements. No credit card required, nothing to download, no mailing lists and no surprises. Try out Personio today. Essentially, Bradford scores typically lack a lot of nuances. This is specifically related to the uniqueness of a workforce and how one type of absence is not necessarily equal to other kinds.
They all appear the same. That has also made the Bradford factor, when used alone, a topic of criticism and controversy. Therefore, it is best used as a measuring tool that informs a much larger discussion around absence and performance management. The Bradford factor is a formula that can streamline the time of an HR department , but it still takes time to implement it.
So, not only is the dataset less than reliable or, at least, without context , it can take time from reliving the issues of absenteeism in the first place. Let us help. All you have to do is click the link below to download our helpful performance review templates. Download them now to help unlock the productive potential of your employees. The main thing is that it is easy. Bradford scores can offer a very quick, and very streamlined, way of calculating absences and having a very rough idea of what it means to the business.
Think of it as a signal. Bulk Updates. Optional Modules. Rota, Time and Attendance New. Expenses Management. Recruitment Tracking. Breathe Learn New. Why Breathe? Why Breathe HR? Module Overview. Time Tracking. Salary Forecaster. Staff Rota App New. Team Management. Team Calendar. Schedule Template. Expense Management. Online learning tool New. Book a demo. Partners Partner Programme Overview. HR Consultants. Referral Partners. Product Pricing.
HR Partner Directory. Partner Case Studies. Related Links Book a Partner Demo. Holiday Calculator. S is the total number of separate absences by a person. You times this number by itself. D is the total number of days of absence of that person. B is the Bradford Factor score. Okay so, let's say two of your staff take six sick days over a six-month period.
The Bradford Factor gives person B a higher score than person A, and suggests that person B's absences have a larger effect on your business. You knew this was coming. There are Bradford Factor pros and cons. Where would we be without at least two sides to every story? One of the advantages of the Bradford Factor is that it's a mathematical system.
You work out scores using the formula. As a person's score goes up, they might hit certain trigger points.
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