Headteacher briefing

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www.worklifesupport.com
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The Well-Being Programme Welcome,
everyone!
Well-Being Consultant for Essex Sue
Hugo Programme Co-ordinator for Essex Trina
Montgomery
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• What exactly is wellbeing?

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• Wellbeing
• When we rise to the challenges in our lives,
  perform well, feel exhilarated and good about
  ourselves and our relationships with others are
  relaxed and positive, we are experiencing
  wellbeing.
• Stress
• Stress can arise when there are too many
  demands, we put too much pressure on ourselves or
  our coping strategies arent efficient enough.

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• Why is it important to pay attention to staff
  wellbeing?
• What happens if the wellbeing of staff isnt
  taken into consideration?

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Well-Being Policies and strategies

• How is wellbeing viewed in your organisation?

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What is the Well-Being Programme?

• Well-Being is about
• Identifying and reducing work-related stress
  reducing the negative
• Fulfilling the HSE Management Standards and Duty
  of Care doing the essential
• and most importantly
• An increased emphasis on job fulfilment
  effectiveness increasing the positive

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Specifically, the Well-Being Programme aims to

• make sustainable improvements in the wellbeing of
  all staff working in education
• promote supportive and well-informed managerial
  practice, which actively develops healthy
  workplaces, focusing upon organisational progress
• enable staff as individuals and in groups to
  manage successfully the pressures they face

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The Well-Being Process
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• The Well-Being Programme from Worklife Support
  has been developed specifically for schools and
  is broadly equivalent to the HSE Management
  Standards approach.
• Participation in the Well-Being Programme will
  enable schools to demonstrate they have met their
  duty under Health and Safety legislation.
• Source Health Safety Executive, 2006

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The online surveyContains 6 sections based on
the 6 HSE Management Standards

• Demands

• Control

• Support

• Relationships

HSE Management Standards

• Change

• Role

Contains 3 additional sections to provide extra
information

• Development priorities

• Culture

• Personal wellbeing worklife balance

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Sample one section by role chart
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And a closer look
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Well-Being Programme
Well-Being helps you to achieve your aims
People strategies IiP, CPD, PM, and HSE
Management Standards
Ofsted School Self-Evaluation
National Healthy School Standard
Pupil-behaviour strategies
School standards and improvement
Workforce Remodelling, Extended Schools, and
Every Child Matters
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• The additional well-being support service.
• A telephone service providing 24 hour a day
  support with issues arising from the Well-Being
  Programme, for all staff.
• The service runs for six months from the
  commencement of the programme.

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Well-Being a reduction in staff absence

• The number of Norfolk teachers taking time off
• owing to stress fell by 40 between 2003 and 2004
  
• and a further 40 between 2004 and 2005.
• (Over 80 of Norfolk schools are on the
  Well-Being Programme.)
• Source Norfolk County Council

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Well-Being a positive impact on retention

• In summer term 2005, Well-Being schools
  experienced less than 50 of the staff turnover
  rate experienced by schools not participating in
  the programme
• Source London Local Authority

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• The mere fact that our staff know Well-Being is
  happening in our school made a difference
• Facilitator, Newham
• Completing the online survey got people talking
  about the issues
• Headteacher, Westminster
• If it hadnt been for the Well-Being Programme,
  this school would have gone into special
  measures
• Ofsted inspector

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• Well-Being and Standards
• Initial results from a cross-section of
  schools participating in the Well-Being Programme
  - comprising a total of 14,000 staff show that
  there is a clear and consistent link between
  staff wellbeing and SATs and value-added scores.
  Schools whose staff, on average, report higher
  levels of feeling valued, greater job
  satisfaction and lower levels of work overload
  are also those schools where SATs performance is
  higher.
• Professor Rob Briner and Dr Chris Dewberry,
  Birkbeck College, August 2006

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wbhelp_at_worklifesupport.com 020 7554 5280
www.worklifesupport.com