Data Label: Public West Lothian Council Specified Performance Indicators 2010/11 LOCAL GOVERNMENT ACT 1992 PUBLICATION OF STANDARDS OF PERFORMANCE FOR 2010/11 In accordance with the 2008 Direction issued by the Accounts Commission, West Lothian Council publishes below the Specified Performance Indicators of the Council for the 12 months ending 31st March 2011. A comprehensive list of the Specified Performance Indicators across Scotland will be available from Audit Scotland in 2012. Information on the performance of West Lothian Council in the current year (2011/12) will be published in the autumn of 2012. 1 Data Label: Public 01 The average number of working days per employee lost through sickness absence Average number of working days per teacher, lost due to sickness or absence. sspi01a This is a Specified Performance Indicator, used by all Scottish authorities to measure levels of sickness absence and was first introduced in 2008/09. The target is set below the previous year's performance and the aim is to undercut the target and minimise the number of working days lost to sickness or absence. This information is updated in September each year with the previous year's performance figures. Trend Chart Commentary: A reduction in the average days per employee lost through sickness absence during 2010/11has been achieved. The SPI history shows an increase of 0.5 days in the number of days lost to sickness absence for teaching staff from 2008/09 (6.4 days lost per employee) to 2009/10 (6.9 days lost per employee). An analysis of absence over this two year period shows an increase in the number of days lost to pregnancy related absences which are particularly challenging to manage due to discrimination legislation. It also shows a significant increase in the number of days of absence attributed to colds and flu. While swine flu is not coded separately within the absence statistics, the increase in this area is likely to be partially attributable to this. Average number of working days lost per employee (excluding teachers) due to sickness or sspi01b absence. This is a Specified Performance Indicator, used by all Scottish authorities to measure time lost to sickness absence and was first introduced in 2008/09. The target is set below the previous year's performance and the aim is to undercut the target and minimise the number of working days lost to sickness and absence. This information is updated in September each year with the previous year's performance figures. Trend Chart Commentary: A reduction in the average days per employee lost through sickness absence has been achieved. The SPI history shows an increase of 0.1 days in the number of days lost to sickness absence for non-teaching staff from 2008/09 (13.2 days lost per employee) to 2009/10 (13.3 days lost per employee). 2 Data Label: Public 02 The number and percentage of the highest paid 2% and 5% of earners among council employees, that are women Percentage of council employees in top 2% of earners that are women. sspi02a This is a Specified Performance Indicator, used by all Scottish authorities and measures the number of female employees in the top 2% of earners. The target set is the previous year's performance and the aim is to do better than the target and maximise the percentage of female employees in the top 2% of earners up to a maximum of 50% This information is updated in September each year with the previous year's performance figures. Trend Chart Commentary: The overall percentage of female employees in senior positions continues to increase steadily year on year. The council is committed to monitoring gender information and determining any appropriate positive action. In 2009/10 we were ranked 6 of 32 Scottish Local Authorities. The Scottish average was 38.4%. Percentage of council employees in top 5% of earners that are women. sspi02b This is a Specified Performance Indicator, used by all Scottish authorities and measures the number of female employees in the top 5% of earners. The target set is the previous year's performance and the aim is to do better than the target and maximise the percentage of female employees in the top 5% of earners and to make representation comparable with the council's gender profile. This information is updated in September each year with the previous year's performance figures. Trend Chart Commentary: The overall percentage of female employees in senior positions continues to increase steadily year on year. The council is committed to monitoring gender information and determining any appropriate positive action. In 2009/10 we were ranked 6 of 32 Scottish Local Authorities. The Scottish average was 45.4% 3 Data Label: Public Number of council employees in top 2% of earners that are women. sspi02c This is background data for the main Specified Performance Indicator, used by all Scottish authorities and measures the number of female employees in the top 2% of earners. The target set is the previous year's performance and the aim is to do better than the target and maximise the percentage of female employees in the top 2% of earners up to a maximum of 50% This information is updated in September each year with the previous year's performance figures. Trend Chart Commentary: This data is provided as further information to help explain the performance in the main Specified Performance indicator. Although there is a reduction in the number of female employees in senior positions for 2010/11, the gender profile percentage still continues to rise. Number of council employees in top 5% of earners that are women. sspi02d This is background data for the main Specified Performance Indicator, used by all Scottish authorities and measures the number of female employees in the top 5% of earners. The target set is the previous year's performance and the aim is to do better than the target and maximise the percentage of female employees in the top 2% of earners up to a maximum of 50% This information is updated in September each year with the previous year's performance figures. Trend Chart Commentary: This data is provided as further information to help explain the performance in the main Specified Performance indicator. Although there is a reduction in the number of female employees in senior positions for 2010/11, the gender profile percentage still continues to rise. 4 Data Label: Public 03 The number of council buildings from which the council delivers services to the public and the percentage of these in which all public areas are suitable for and accessible to disabled people. Asset Management - Percentage of buildings from which the council delivers services that are sspi03 accessible for disabled persons. This is a Specified Performance Indicator, used by all Scottish authorities and reported on the Audit Scotland. The target is set by reference to the previous year's performance and programmed DDA works to buildings. The aim is to do better than the target and maximise the number of council buildings that are accessible to disabled people. Total number of buildings that deliver council services to public is 139 (20010/11) of these 92 are accessible. Trend Chart Commentary: This annual trend shows we are achieving our aim of increased accessibility for operational properties which are accessible to the member of the public with disabilities. Performance levels reflect that Asset Management have increased the percentage of buildings that are accessible year on year since through focused investment in alterations and accessibility improvements. 5 Data Label: Public 04 The gross administration cost per benefit case. Gross administration cost per Housing Benefit and Council Tax Benefit case. sspi04 This is a Specified Performance Indicator, used by all Scottish authorities. The numerator for this indicator is all costs associated with Housing Benefit and Council Tax Benefit administration including counter-fraud work. The indicator shows the average administration cost of dealing with Housing Benefit and Council Tax Benefit applications. The indicator allows costs to be more directly comparable by weighting the caseload mix by using the Housing Benefit and Council Tax Benefit subsidy distribution formula. This information is updated in September each year with the previous year's performance figures. Trend Chart Commentary: The per case expenditure has reduced against a background of an increased caseload. Processing performance has been broadly maintained. However, we anticipate an increase in costs relating to a rise in queries and appeals. Queries will also increase as a result of the benefit changes. In 2009/10 we were ranked 8 out of 32 Scottish Authorities. The Scottish average for 2009/10 was £45.00 6 Data Label: Public 05 The cost of collecting Council Tax per dwelling Cost of collecting Council Tax per dwelling. sspi05 This is a Specified Performance Indicator, used by all Scottish authorities. The cost includes billing, collection and debt recovery administration for both Council Tax and Water Charges less intervention income and recoveries received from the public water authorities. This information is updated in September each year with the previous year's performance figures. Trend Chart Commentary: Broadly the costs have been maintained with only a slight increase in the number of properties. This has resulted in a small decrease in terms of the cost per dwelling. However, it is anticipated that increasing costs of recovery will push up the costs of Council Tax Administration. In 2009/10 we were ranked 3 of 32 Scottish Local Authorities. The Scottish average was £14.03 7 Data Label: Public 06 The current income from Council Tax The income due from Council Tax for the year, excluding reliefs and rebates.