Hertfordshire Well-being Programme Case Study

Roundwood Primary School

School No: 490

Introduction

This case study outlines how staff in a larger than average Hertfordshire primary school achieved a significant improvement in their overall well being in a period of just nineteen months. By working together, they were able to increase their overall well being rating from considerably below the County average to well above. This case study outlines the process and the impact this has had on staff organisational practice and the culture of their school.

In April 2005 every member of staff was given the opportunity to take part in their first Well Being survey.  A total of 43 staff completed the survey (82%).  The largest staff groups taking part were teachers and support staff. The outcome of this survey identified strengths such as staff relationships and the friendly caring environment; the pride staff have in their achievements and their confidence in their contribution to the success of the school.  Areas identified as being in need of development included opening up channels of communication; closer links between managers and other staff and reducing workload.

Contextual Information

Roundwood Primary School serves a relatively small catchment area which is essentially the town of Harpenden itself.  There are approximately 350 pupils aged 3-11 years arranged in ten mixed age classes and a Foundation Unit.

The classrooms are light and airy and in 2001 the junior classrooms were all re-built and a library was added.  There is an on-going programme of premises improvement.

The Process

The two staff well being facilitators (one teacher and one support staff member) were self nominated.  Both were enthusiastic about improving staff well being and after attending training, they gave both written and verbal information about the programme to other staff and governors.

Staff were well prepared for the survey through a period of ‘well being awareness’.  The survey was carried out during the course of an Inset Day and staff were allocated times for its completion.  The facilitators and the IT technician were on hand to give assistance if needed.

After receiving feedback on the survey outcomes from the County Well-Being Co-ordinator, the facilitators fed back to the rest of the staff. A written summary was sent out together with a questionnaire concerning the way forward.  The responses to this formed a brief action plan which included the main issues for development identified by staff. This plan was then incorporated into the School Improvement Plan. The process was repeated again in November 2006 when a second survey was carried out.  The outcomes of this survey showed a measurable improvement in every section and subsequently the overall well being of the staff.

Outcomes and Impacts

A large Well-Being Notice Board was put up in the staff room for use by all staff.

A Well-Being Team with members from different staff groups was formed to ensure that staff well being issues were being addressed.  Teachers and support staff were later formed into two School Improvement Plan teams.  These teams met once a fortnight and alternated with Phase Staff meetings.  Each SIP team included a senior manager who was empowered to take action as necessary. All meetings had an agenda and minutes were taken and displayed on the Well-Being Notice Board.

A review of school lunches enabled the kitchen space to be re-modelled into large staff room and new staff toilets.  Together with the addition of an outside patio area for staff, this has had a significant impact on many aspects of staff well being.  Staff now have a place of their own where they can relax and feel pampered and valued.

NAPTA and other CPD training was made available for support staff and this has enabled teachers to delegate more responsibility.  Admin staff are used to carry out research for teachers’ projects.

The school website was used to create a positive view of the school and enabled both staff and pupil achievement to be more widely acknowledged.

A Stress Policy was included in the school Health & Safety Policy

‘Cake Fridays’ and ‘Soup Days’ are held on a regular basis and together with a variety of other staff social events, are well attended.  Staff now realise the importance of taking breaks and how this relates to their health and improved communication.

The facilitators carried out a review of progress in April 2006. This concluded that staff were confident, and open and honest in their responses and had a positive view of the Well-Being Programme. Staff social events were much appreciated and definite progress had been made with regard to communication.  The support staff felt better informed and more valued.  Effective use of PPA time and support from the Admin Team helped to reduce workload.

Staff are now committed to working together and through this and improved communication between teams, closer links have been formed. Stronger relationships and teamwork have enabled staff to have a clearer view of roles and responsibilities.

Support staff are now more involved and more confident about sharing their ideas.  Consequently all aspects of communication have improved greatly. 

The Future

• To fully embed revised organisational practice into the culture of the school.
• To consider the introduction of more flexible working hours for some staff.
• To possibly include global well being targets in staff performance management reviews.
• To take part in a 3rd Well-Being survey in the autumn term.

Comment from the Headteacher

 “Staff morale and well being has improved dramatically. Staff absence and supply costs have been reduced.  I am delighted that we have had the opportunity to take part in the Well-Being Programme”.