Question
Q – “Does anyone have a set procedure for monitoring staff who are suffering from depression where it’s affecting their performance?”
Answers
A – “Just remeber that they are staff and not robots. Feelings and emotions come into everything and be careful to not discriminate”
A – “There isn’t really a procedure, but if you notice it is affecting their work it needs to be addressed. Doesn’t have to be formal, just a quick “how are you? Is everything ok? Do you need to talk” Could do the person wonders. Staff might need a few days off or could be under pressure. It is best that you get to the bottom of it before they become a liability to the children. Let them know that they haven’t been themselves. They might not even notice that they have became withdrawn. Your main priority is the children. But you also need to look after the needs of the staff. Just like you would do with a child if you suspect something is wrong try your best to help solve and fix it. Ask the person 1st if there is anything wrong. If they disclose any information then perfect. If not keep an eye on them see if they need any extra support, encourage them to speak to someone, a friend, doctor and remind them that they are only human. We all have off days. If there are other staff members, parents or children pick up on their behaviour then it would be time to step in offer them a few days off and see how they come back. If that doesnt work then ask for the doctor to give them a letter to say they are fit for work. Obviously i am only typing this quickly. This would be a longer process in reality. But in reality the children are the most important thing if the staff member isn’t able or fit for work then she shouldn’t be there as it can be a liability. I hope this helps and i hope they get better soon as depression is a horrible thing to have. I know from experience but i also know that isn’t fair on the children and staff that are working with someone with depression.”
A – “Surely it’s the same no matter what illness or disability your staff suffer from. The fact that it is depression shouldn’t make any difference really. I guess it depends on which way it is affecting their work but surely a compassionate and supportive approach would be best no matter what the illness?”
A – “Start routine supervisions, call all staff members in for a quick chat ask how hey are getting on etc if there is anything bothering them etc… It’s a great way of doing things with out singling anyone out”
A – “I suppose that member of staff wouldn’t be left alone with children, all normal monitoring would be carried out and could indicate that they are not carrying out our duties. We have fit to work forms which have to be filled in by our doctors”
A – “No but I would meet with them and talk to them about how they are feeling. Have they been diagnosed?”
A – “Do you have a capability policy, check out ACAS for guidance”
A – “Could occupational health help?”
A – “Some places they have a risk assessment they use with their employees.”