Are there excessive job demands
Workload, work patterns and work environment
Dealing with bad behaviour
Ofsted inspections
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Staff
Ill health (depression, anxiety) leading to absence from work.
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Performance management process in place
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Regular meetings with staff, both team meetings and one to one/ performance management which would discuss and anticipate workload.
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Ensure that skills and abilities are correctly matched to job (person spec and job description)
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Head / Managers monitor sickness absence data and staff turnover rates.
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Work environment concerns, e.g. temperature, ventilation, noise, are taken seriously and investigated.
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Times and lengths of meetings agreed and adhered to. A limit to after-school meetings as far as reasonable.
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Staff have an opportunity to take a genuine break at lunch time.
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Ensure teachers and middle leaders in particular maintain a reasonable work life balance.
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Governing bodies have considered how they can support the headteacher in terms of work-life balance, new models of leadership, leadership time, career coaching and professional development opportunities.
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Control – how much say a person has in the way they do their work
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Employees
Ill health (depression, anxiety) leading to absence from work.
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Staff encouraged to use their skills and initiative to do their work.
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Staff encouraged to develop new skills to help them. undertaken new and challenging pieces of work.
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Staff consulted over their work patterns or changes to their work patterns.
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Consideration of the workload impact of each new initiative before it is introduced.
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PPA time in operation, reliable and can be completed offsite
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Scope for flexible working arrangements considered
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Support – includes the encouragement and resources provided
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Employees
Ill health (depression, anxiety) leading to absence from work.
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Employees are supported through school policies and procedures.
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Regular team meetings / one-to-ones to discuss emergent issues.
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Staff are aware of the support that is available to them
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Staff receive regular constructive feedback as part of their performance management
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Identification of any training needs conducted through performance management
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Staff can access CPD on a fair and equitable basis
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Mentoring and coaching available where necessary
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Schools have the option of buying into the Employee Assistance Programme provided by PPC Worldwide (Positive People Company). It offers online, telephone and face to face counselling on a range of personal and professional themes.
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Headteacher support service – confidential support service provided for headteachers.
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Role – whether people understand their role and the school ensures there are not conflicting roles
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Employees
Ill health (depression, anxiety) leading to absence from work.
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Staff understand their role and are suitably trained
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Performance management used to help individuals clarify their role and priorities
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Standards of performance agreed
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New employees receive adequate induction into their role and objectives
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Recruitment process in place with Job Descriptions and Person Specifications
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Effective system of induction for new and supply staff
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Change – how organisational change (large or small) is managed and communicated
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Employees
Ill health (depression, anxiety) leading to absence from work.
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Staff made aware of why change is happening and key steps for change
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Realistic timetable set out for change
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Individuals directly affected are involved in the change process
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Regular communication and consultation with all those affected
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‘open door’ policy to help individuals who have concerns
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Training provided for new / changed roles
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Relationships – promoting positive working to avoid conflict and dealing with unacceptable behaviour
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Employees
Ill health (depression, anxiety) leading to absence from work.
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The school promotes positive behaviours: School behaviour policy robust and adhered to
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Discipline, grievance and bullying/harassment procedures in place and accessible to staff
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Managers are encouraged to deal with and staff encouraged to report unacceptable behaviour
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Training provided to help staff deal with difficult situations
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Identify ways to celebrate success
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Explore team building exercises
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Whole school / departmental activities / events held
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Undetected / poorly managed stress
Failure to recognise signs leading to more serious ill health
Repeated ill health through poor management
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Employees
Ill health (depression, anxiety) leading to absence from work.
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All incidents of potential / actual work related stress reviewed
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Advice from HR and/or Occupational Health sought
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Sickness absence policy in place and adhered to, return to work interviews held remedial action taken as appropriate.
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All staff encouraged to pro-actively raise issues / concerns with their manager / head.
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Staff awareness of available support improved e.g. counseling, occupational health, GP, employee assistance programmes etc.
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School has participated in the wellbeing programme for schools or undertaken HSE survey tool
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Exit interviews held
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