SWA-Si Ri Panya International School-84280-25/Nov/2025

Si Ri Panya has effectively reduced staff workload by streamlining reporting, limiting formal assessments to two terms, and introducing flexible scheduling. The introduction of FLiC and adjusted holiday calendars have improved work–life balance. Staff feedback prompted these changes, and regular reviews ensure workloads remain fair and sustainable.

A culture of care and connection thrives through staff wellbeing surveys, regular social gatherings, and wellbeing art classes. Feedback highlighting isolation led to the creation of staff support networks, counsellor lists, and island wellness recommendations, which staff have utilised. Ongoing communication ensures initiatives continue to meet evolving staff needs and activities are created based on feedback. The Wellbeing Policy has impacted staff in communicating expectations, providing clarity and confidence in wellbeing being a priority.

A purpose-built staffroom with comfortable seating and natural light promotes rest and social interaction. Flexible working hours and wellbeing email reminders support balance and prevent burnout. Staff consistently report feeling valued, listened to, and part of a nurturing environment. This has reduced stress levels, increased morale and productivity.

Staff are celebrated through a visible “shout-out board”, coffee mornings, and birthday acknowledgements. These regular gestures foster gratitude, team spirit, and recognition. Feedback confirms that appreciation has strengthened morale, enhanced motivation, and contributed to a more cohesive school culture.

Si Ri Panya’s balanced calendar, shortened reporting demands, and culture of respect for personal time support work–life harmony. Leadership models healthy boundaries, ensuring no expectation of after-hours communication. Feedback shows that staff feel trusted and empowered to maintain wellbeing practices outside work.

Wellbeing is embedded through SLT check-ins, wellbeing surveys, and a buddy system for new teachers. Clear guidance supports staff mental health, and the new Survival Guide provides practical advice for newcomers. Staff feedback confirms this joined-up approach improves confidence and belonging from the outset. Staff know where to go for help and feel confident that support will be consistent and timely.

Staff have access to free CPD in trauma-informed practice, diversity, and wellbeing. Regular coaching sessions and upcoming training in Non-Violent Communication have strengthened professional growth. Leadership actively adjusts support in response to staff feedback, ensuring development remains relevant and valued. Professional development in wellbeing has increased teacher knowledge and skills, benefiting themselves and the community.

The introduction of Additional Responsibility roles empowers teachers to lead on curriculum and planning decisions. This shared responsibility encourages innovation and ownership. Staff report greater confidence, collaboration, and motivation, reflecting a leadership culture that values staff input and professional autonomy.