One out of two employees absent from the CIUSSS: towards decentralization to curb the bleeding


Radio-Canada has learned that the CIUSSS MCQ is working on the creation of a first office in Drummondville.

This office, which will have a storefront, is the first step in the decentralization so demanded by the employees of the health and social services network since the Barrette reform.

People call us, this need for closeness to do simple thingslaunches Antranik Handoyan, Director of Human Resources of the CIUSSS MCQ in office since last June.

He says that offices will also eventually be deployed elsewhere in Mauricie and Centre-du-Québec such as Shawinigan, Trois-Rivières and Victoriaville.

Antranik Handoyan in an interview with Radio-Canada.

Antranik Handoyan, Director of Human Resources, CIUSSS MCQ

Photo: Radio-Canada / Jean-Francois Fortier

Knowing where to park, knowing where to go to work, having support from their managers and their proximity to the teams has an impact in the literature directly on the health of our employees.explains Mr. Handoyan.

One out of two employees absent

Since the start of the pandemic, absenteeism has fluctuated around 50% among healthcare professionals, paratechnical personnel, auxiliary services and trades, technicians and health and social services professionals, according to data obtained through the Access to Information Act. By way of comparison, at the start of 2020, nursing assistants had reached a record absenteeism rate with 36%.

A table on the absenteeism rate at the CIUSSS MCQ.

Nearly one in two employees is absent.

Photo: Radio-Canada

Salary insurance rates, i.e. the proportion of employees on sick leave out of all staff by job category, are also higher than ever, but relatively stable since the start of the pandemic.

With nearly 1.3 million voluntary overtime hours (TS) and 30,000 mandatory overtime hours (TSO), the number of overtime hours worked has remained high, but stable, since the all-time high reached during the first year of the pandemic. .

Already to have achieved a certain stability already in itself, I would say to you that it is good news, affirms Mr. Handoyan. But what you have to understand is that two years of a pandemic cannot mean that we are able to reduce.

A table on voluntary overtime at the CIUSSS MCQ.

The number of overtime hours worked voluntarily.

Photo: Radio-Canada

A table on compulsory overtime at the CIUSSS MCQ.

The number of compulsory overtime hours.

Photo: Radio-Canada

Exhausted executives

If the portrait remained critical, but essentially the same in the last year, there is an exception: the frames.

Their salary insurance rate, which is traditionally very low, has doubled in two years, going from 3.41% to 8.85% since 2020. The absenteeism rate among managers, which was around 20% in 2020, is now 28%.

A table on salary insurance at the CIUSSS MCQ.

The salary insurance rate for executives has doubled in two years.

Photo: Radio-Canada

The managers of the CIUSSS MCQ are devoted to their teams and to the patients according to Antranik Handoyan, but he believes that we talk about them little and that when we talk about them, it is often with a negative connotation.

He also specifies that several managers have devoted many weekends in the past year to lending a hand in the field to make up for the lack of personnel.

The fifth wave has done particularly badly, believes Mr. Handoyan.

We cannot continue to go in the same direction, recognizes the director of human resources. To work too much like that and to exhaust our employees. »

A quote from Antranik Handoyan, Director of Human Resources, CIUSSS MCQ

We all thought in October, November, that we would get out (of the pandemic) and we had a fifth wave which hurt us very badly, which badly hurt the population, which badly hurt our employees, 2000 retired employees, so that’s an additional weight on the shoulders of our managers, it’s true that it’s heavy.

The shortage of personnel also complicates the recruitment of health executives. Almost a third of all managers in the organization have been appointed in the past two years.

Managers are human beings who also need to be close to their families, we have young managers who want to have a quality of life at work and that too is difficultexplains the director.

Before long, Antranik Handoyan will have completed his first year in office. He believes that there is an imbalance currently, but believes that a return to balance is imminent.

Despite the tumult, I am extremely confident of the direction we will take. He is referring here to the human shift undertaken in 2019 by these predecessors.



Reference-ici.radio-canada.ca

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