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Healthy Schools and Well-being of the workforce Fran Stanfield Healthy Schools Co-ordinator Well-being of the workforce.

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Presentation on theme: "Healthy Schools and Well-being of the workforce Fran Stanfield Healthy Schools Co-ordinator Well-being of the workforce."— Presentation transcript:

1 Healthy Schools and Well-being of the workforce Fran Stanfield Healthy Schools Co-ordinator Well-being of the workforce

2 Interventions and approaches to promote staff health and well-being

3 An effective programme will build on the feelings and experiences of all those working in the school community and will involve all staff in the process Ways of achieving this might include: consulting all staff through the use of questionnaires to find out their views and feelings involving all staff in discussions about rights and responsibilities and the kinds of interventions they want building specific programmes for staff with specific roles and needs, eg: administrative and caretaking staff, newly qualified teachers, managers and so on.

4 Ensuring that staff health and well-being initiatives are managed processes within the school so as to increase chances of success Ways of achieving this might include: ensuring that school development plans always include a strand on staff health and well-being ensuring that health and well-being is a regular standing item at senior management and governor meetings.

5 Making use of shared learning to put initiatives in place which will ensure practice is embedded in the school, and owned by staff Ways of achieving this might include: a staff training day where a difficult issue is actively and openly discussed staff consultations that build on creativity and help managers operate with the sanction of the staff On-going programmes of staff training in personal and professional effectiveness that may include sessions on stress management, time management a school or cluster representative attending a national conference or training event, networking and thus allowing future school based training headteacher seminar and awareness events.

6 Using benchmarking and ongoing evaluation and audit processes enable s schools to measure progress Examples of these might include: a review using criteria developed by the local healthy schools programme a well-being evaluation questionnaire an Investors in People type process a more traditional stress audit process linked to interventions.

7 Ensuring that there are health and well-being champions and advocates throughout the school community who will ensure initiatives move forward in a creative manner on a large complex site there might be reps from different buildings in a small primary school the role of the facilitator or co-ordinator could be shared between three staff with different job roles in a special school, representatives could be drawn from day and night staff. One way to demonstrate this is to establish a team of well- being facilitators or representatives who, between them, represent all sectors of the staff eg:

8 Networking in the local community enables schools to share expertise and motivation at an organisational level through a network of school managers … to inform strategic issues such as recruitment, retention or resource management between individual representatives from school who share strategies and ideas between them within the broader community eg: utilising expertise such as the school nurse, community health specialists, occupational health workers and health and fitness centres (see Hampshire Workplace activities scheme). Effective networking can take place at a number of different levels:

9 Supporting staff and rewarding them for their commitment clear and relevant contracts and job descriptions good training and development programmes positive and sensitive performance management mentoring and buddy schemes long service awards and appreciation letters. One way in which an employer can show a commitment to staff health and well-being is through the provision of an employee assistance or counselling service. Other ways of protecting and improving staff commitment might include:

10 Working smarter rather than harder can help deal with the pressure of excess and badly managed workloads Cultural change might be initiated and encouraged by: encouraging all employees to take time out and to review their time management at home and at work talking about work life balance in staff meetings and making collective agreements over work schedules and workloads trying out new patterns of work life balance encouraging social and recreational fitness activities and learning relaxation techniques together.

11 Ensuring that interventions are undertaken in a professional and positive manner which will help individuals to feel valued and supported Those who manage these processes need to: have a clear understanding of what is possible take a rigorous approach to implementation ensure that the right to skills and abilities are available utilise professional help when individuals need support.

12 Looking after and developing staff can contribute directly to young people’s development and learning In a healthy school staff and student development and training will go side-by-side, and staff/student relationships will be open and positive. This information comes from: NHSS Staff health and well-being 2002, ISBN 1-84279-070-6.

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