SWA-Brigantia Learning Trust-S5 6AG-26/Feb/2025

The school has streamlined workload by implementing designated marking days and giving staff time for marking. They have also reviewed data use to simplify processes, making workload more manageable. Staff feel happier and welcome these changes, with teachers empowered to use their autonomy in shaping learning outcomes.

The school fosters a supportive staff ethos, offering wellbeing spaces, a buddy scheme, and mental health first aiders. A wellbeing day promotes social connection, and flexible leave supports work-life balance. Managers provide strong feedback and recognition, with 90% of staff feeling respected. Training and counselling are available, and most staff feel comfortable seeking help, enhancing a culture of openness and care.

The school fosters a positive atmosphere by providing welcoming spaces for staff to work, meet, and relax. A wellbeing day encourages social activities, and staff-run clubs promote connections. Staff appreciate reduced data collection, easing workload. A massage chair and shared spaces enhance wellbeing. Junior management roles are well received, supporting professional growth. Staff voice is valued, with actions taken to improve their experience.

The school promotes staff recognition through a ‘shout out’ board, where colleagues can nominate each other for outstanding contributions. A staff spotlight award and termly student appreciation further enhance morale. Recognition events celebrate achievements, and staff benefits, including discounts, wellbeing programmes, and free refreshments, are valued. These initiatives boost staff engagement, with strong uptake in nominations and appreciation for being acknowledged.

The school supports a healthy work-life balance by offering flexible leave for personal events and professional development. A two-way approach ensures staff needs are considered, with efforts to accommodate requests. Training days are structured to allow staff to catch up on tasks without disrupting learning. A weekly bulletin reduces email overload, and alternative solutions are explored to make work arrangements more manageable.

The school provides strong staff wellbeing support through counselling services, an open-door culture, and signposted mental health resources. A wellbeing governor and senior mental health lead enhance provision. A dedicated wellbeing space offers guidance, while a Wellbeing Day includes on-site activities and off-site opportunities for staff. Staff feel supported, with 75% confident in discussing mental health. Future plans include appointing a wellbeing governor to strengthen initiatives further.

The school supports staff CPD through dedicated training on mental health and wellbeing, coaching for professional development, and clear career progression pathways. Training requests are approved, allowing staff autonomy in shaping their development. The appraisal process includes discussions on staff wellbeing and growth. Opportunities for leadership roles enhance skills, benefiting both individuals and the school. Coaching has been well received, positively impacting staff confidence and career progression.

The school empowers staff by providing autonomy in decision-making, consulting them on major changes, and offering regular feedback opportunities. A peer observation scheme replaces formal lesson observations, and staff have dedicated time to share best practices. The appraisal process encourages reflection and discussion of aspirations. Staff input is valued through an extended leadership team and a teaching and learning working party, ensuring ongoing collaboration and professional ownership.