I've just read your Underground Service Performance Figures. These reflect and identify the poor service levels on the Piccadilly Line which we have been experiencing over the last several months - even after the end of the usual Autumn leaf-fall nonsense. Of particular note is the fact that, in period 13 of 2017/8 (the latest period for which figures appear on-line), over 179,000 passenger hours on the Piccadilly Line were lost to "Staff - Absence or Shortage". This represents very hearly half of all such lost passenger hours on the entire tube network. Here is my question: what is TfL's strategy to minimise the number of passenger hours lost to staff absences and shortages on the Piccadilly Line? Thanks and best wishes.

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TfL Ref: 1241-1819

Thank you for your request received by Transport for London (TfL) on 2 August 2018 asking for information about staff absence strategy for the Piccadilly line. I apologise for the delay in replying.

Your request has been considered in accordance with the requirements of the Freedom of Information Act and our information access policy. I can confirm that we hold the information you require. You asked: what is TfL's strategy to minimise the number of passenger hours lost to staff absences and shortages on the Piccadilly Line?

A structured plan is in place to address lost customer hours on all lines including the Piccadilly line. Each line also has its own plan to address causes of staff absences.

London Underground also has an attendance policy that we apply equally to all members of staff in London Underground. Our approach is to follow a case management plan whereby we manage and monitor so that the policy is applied consistently in all areas: ensure contact is maintained during staff’s period of sickness, return to work conversations are conducted within a reasonable timeframe, deal with specific sickness cases through case conferences between management and staff, regular meetings between managers and our Occupational Health department to review cases (understand sickness, expected return to work, etc).

There are also actions around preventing impact of sickness on train service when this happens during periods in the year that is very popular for annual leave (summer, school half term, etc.): we monitor annual leave allocation so that leave granted does not exceed our capacity to cover duties to run a service. Further, there is positive action to ensure that staff who return to work in some capacity but are not fully fit to perform train driving duties, are fully supported to return to full capacity (e.g. gradual return to work, placement in alternative duties until they are fully fit).

If this is not the information you are looking for, please do not hesitate to contact me.

Please see the attached information sheet for details of your right to appeal as well as information on copyright and what to do if you would like to re-use any of the information we have disclosed.

Yours sincerely

Sara Thomas

FOI Case Management Team

General Counsel

Transport for London

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