SWA-Crosby High School-L23 2TH-24/Feb/2026

The school has consulted with staff and acted on their feedback to ensure that, where possible, pinch points have been reduced and processes simplified. This has resulted in consistently improved staff feedback. Leaders have made effective use of workload impact assessments and other tools to ensure that workload is considered whenever changes and developments are introduced.

Leaders have really listened to staff feedback and surveys show that staff now feel more confident to raise concerns and that these will be acted on. They feel valued and included in decision making. It was particularly pleasing to see the impact of the introduction of quiet spaces on staff wellbeing.

Again, the school has taken on board feedback from staff and is still developing this and other areas of practice. Significant changes so far have included the opening of nominations for staff awards to the whole school (not just leaders) and the introduction of the SAS wellbeing app giving staff access to a range of support outside of school. Feedback shows that staff feel more valued and appreciate the access to a greater range of wellbeing activities.

There have been significant improvements in feedback from staff with regard to being able to take meaningful breaks during the school day. A majority of staff also say that changes to meetings (e.g. holding parents’ meeting during directed time) and flexible working arrangements have had a positive impact on their wellbeing. The evidence submitted included some particularly thoughtful examples of how relatively small changes in working hours etc have resulted in positive impacts on staff wellbeing.