Trust cycle for workload and wellbeing

The GLC believes that it is essential to take feedback from staff and to ‘know our numbers’ in relation to staff workload and wellbeing. There are a variety of means by which staff voice is gathered, outlined in our Trust cycle for workload and wellbeing, including an analysis of the following which supports us to adapt and refine our working practices:   

• Staff wellbeing surveys with leadership follow-up to explore and address issues raised;
• Staff absence reports, including Trust comparisons and trends [Governors/Board of Directors]; 
• Staff turnover reports, including Trust comparisons and trends;
• Staff wellbeing plans;
• Staff stress risk assessments;
• Occupational Health referrals;
• Staff accessing counselling internally or externally;
• Exit and stay interviews;
• Workload surveys - staff feedback on tasks that are high effort for staff, but low impact for pupils;
• Feedback from staff about enrichment activities that support them to manage their wellbeing.  

Framework for evaluation and improvement

The views of staff, both positive and areas of improvement, are analysed and discussed at the GLC Steering Group, Recruitment and retention action group and related action groups, supporting us to evaluate and refine our working practices. 

We typically follow the approach from the ‘What Works Wellbeing’ organisation of: 

• Knowing our context;
• Finding out staff views about workload and wellbeing;
• Analysing results and benchmarking;
• Action Planning;
• Evaluating Impact;
• Sustaining improvement.