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Achievement for All ST JOSEPH S BOYS SCHOOL STAFF HEALTH EMOTIONAL WELL BEING POLICY Reviewed _______________ Date ___________ Agreed SMT _______________ Principal Date ___________ Agreed BOG _______________ Date ___________

St Joseph s Boys School Achievement for All Staff Health Emotional Well Being Policy Introduction 1 1 This policy conforms to the Education Service Advisory Committee Health Safety Commission s ESAC HSC definition and advice on managing health and occupational stress The School recognises that stress can be a major problem at both the individual and institutional levels particularly in education where change appears to be constant yet resources or support are finite and limited Therefore the School attempts to prevent identify manage and remove stress at both the individual and institutional levels and has therefore adopted a whole school approach to the management of health and occupational stress The associated benefits to the school of promoting health stress management are manifest However some common benefits are increased performance by staff and pupils increased job satisfactory and retention of good staff a more effective use of the available school budget e g the budget for supply cover should reduce and will then be available for other purposes Although the causes and signs of ill health stress are well documented many of the symptoms taken in isolation can occur in situations where no stress is occurring will occur or has ever occurred Many of the signs of stress may also be indications of other medical social or psychological problems Management therefore need to be careful thoughtful and sensitive in ascertaining whether stress is being caused or experienced The responsibility for monitoring stress levels is undertaken by all line managers as this important function appears in their job description The large number of signs and symptoms described in this policy need to be considered in the light of normal human personality and mood swings The Symptoms of Stress and Distress The Individual 2 1 From a personal level when an individual is suffering from ill health occupational stress he she will nearly always display some of the following signs e g A fall off in performance at work Aggressive or hostile behaviour towards colleagues or pupils Moodiness depression irritability listlessness tiredness short concentration span acting withdrawn or crying at minor occurrences difficulties in relationships with colleagues and pupils low self esteem absenteeism disturbed sleep headaches and difficulty in concentrating 1

high blood pressure The Institution 2 2 From an institutional point of view a School where ill health occupational stress is manifest and badly managed will often exhibit one or more of the following High staff turnover and or absenteeism rates A lot of negative discussion within the staff room including criticism of the School s management Bad systems of communication Out dated or inappropriate job description High incidences of bullying and or violence Large class sizes Senior management with little or no teaching commitment Aims and Objectives Aims 3 1 The school work to the ESCA HSC definition of occupational stress i e stress can result when there is a mismatch between the perceived pressures of work and an individual s capacity to cope By the implementation of this policy the School Management aims to Prevent identify manage and remove stress at both the individual and institutional levels To reaffirm that stress is not caused by or a symptom of incompetence or weakness Help staff and pupils to identify and address the causes of stress themselves whether they are minor or debilitating and to have clear lines and methods of support Objectives 3 2 These objectives relate directly to the two aims of Stress Management at St Joseph s boys School and are intended to show how the aims are actually put into practice We adopt a high priority preventative approach towards potentially stressful events or demands in order to reduce the incidences of stress The school s management consistently thank the staff for their work and thereby show that their work is valued We have effective lines of communication between the School Management and the staff The school has a weekly bulletin and one staff briefing held on a Monday and regular meetings at least one per week when the senior management address forthcoming issues 2

and staff have an opportunity to raise current issues naturally formal discussion may be deferred to a staff meeting By these and other methods such as department meetings staff can discuss and share their successes and failures and their experiences and remedial strategies for particular situations In the formulation implementation and communication of management initiatives managers will consider and address the effects on staff and their training needs and requirements for specific resources The development plan has specific requirements for these resources and identifies any staff training that needs to he offered Appropriate consideration is given to stress as a contributing factor when considering the formulation and implementation of the School s Disciplinary and performance Management policies The School has a detailed policy on the recruitment and appointment of staff The major aspect of this policy related to stress management is the production of detailed personnel specifications detailing criteria that are essential and those that are desirable these criteria are used during both the selection and interview processes In this way we hope to match skills to the duties of the post and thereby appoint suitable staff The victims of stress are treated sensitively fairly and in confidence Staff are supported by the offer of help and advice relating to the underlying causes of the stress ill health If necessary staff are encouraged to obtain counselling occupational health therapy or medical treatment as appropriate In doing so good use is made of any resources that the local community has to offer We have a detailed policy on the induction of newly qualified teachers NQT newly appointed staff teaching and non teaching staff and those staff taking on new roles Staff whose role job description has changed will receive support from the school s Staff Development Coordinator and will be prioritised with respect to the allocation of INSET funds The school makes full use of the School s performance management system PRSD and associated criteria to identify personal and organisational development needs The school s policies are reviewed as part of the rolling programme of monitoring and evaluation this process involves a large amount of consultation The School has a clear statement about its Shared Values and believes that there is a consensus in agreeing to implement and support the School s aims and objectives Issues relating to pupil discipline and community relations have a direct effect on staff stress levels and frequently feature on the agenda for discussion and evaluation 3 2 1 We include this policy in the staff handbook as it can help staff to realise that they are under stress or are likely to suffer from stress We include the identification prevention and management of occupational stress within the School s INSET programme Issues that have appeared in the INSET programme have been Recognising and handling stress related symptoms and problems 3

Assertiveness training Time management Having the ability to cover the duties of a colleague who is absent The school recognises that as an employer it has a special statutory responsibility to the staff to effectively manage occupational stress However the School also has a professional responsibility to manage the stress caused to pupils by factors within the School s control In order to minimise stress levels within the pupils we Discuss stress and how to deal with it as part of the LLW PD course Have an induction programme for all new pupils this includes an induction day the provision of a school map introduction to the form teacher and the Year Head peer mentoring by 6th Form maintaining friendship groups formed at primary school within our tutor groups Possess a high profile Pastoral System Give particular advice to pupils at times when exam revision is underway Make it clear to pupils what the school s policies on Homework Behaviour Bullying Racism and Sexism are e g in the Homework policy we clearly state that if the work cannot be completed within the suggested time or thereabouts then the pupil should stop and seek further advice from the relevant teacher before continuing The responsibility for monitoring stress levels is undertaken by all line managers as this important function appears in their job description The Governing body is also involved in this process see below Monitoring and Evaluating Occupational Stress 4 1 The Governing Body will monitor and evaluate from an institutional level the following specific criteria to obtain an indication of organisational stress levels to be effective this monitoring and evaluation is dependent upon the maintenance of accurate and up to date records The criteria by which the monitoring and evaluation of the pastoral provision is undertaken are described below 4 1 1 Parents The number of complaints about the lack of effective support in dealing with pupils bad behaviour Any pertinent feedback from pupils and parents taken from the school Talk back Box and surveys conducted Regular updating of the Prospectus parents handbook and induction process 4

4 1 2 Pupils The number of pupils on detention and excluded temporary or permanent The number of individuals who have sought help and who have benefited from that help Routine examination by the governors and pastoral staff of anonymous individual case studies The number of incidents of reported violent racist sexist and bullying incidents The sizes of classes when compared to others both nationally and locally 4 1 3 Budget The amounts of the budget allocated to stress management or related issues Any appropriate adjustments in budget allocation to reflect changing needs and priorities 4 1 4 4 1 5 Planning The inclusion of staff health and well being issues in school development planning Inset Involvement by all staff in INSET courses relating to stress issues Senior management involvement in stress related issues Implementation of the school development plan with particular reference to INSET requirement and resources 4 1 6 Staff Staff absences due to sickness Staff turnover rates Early retirement on medical grounds The accuracy of job descriptions having considered changing roles and requirements The number of instances when individuals and groups of staff have been given recognition for their hard work and achievements e g a letter of thanks from the Senior Management Team Governing Body being sent to staff The degree of adherence to the School s policy on recruitment and appointment of staff 5

What to do if you are suffering from occupational stress 5 1 First contact your line manager and if this is not successful or appropriate then arrange to speak to the Principal Member of SMT If necessary occupational stress can be a cause of referral to School grievance procedure 5 1 1 What may happen We have a staff development Policy and Procedure in place We operate a buddy system within departments We regularly look to address stress issues with SMT support Use of both CCMS WELB Staff Welfare Officers We provide a talk back box for pupils issues addressed weekly by School Council We make arrangements for staff returning after long period of ill health phased return This policy has been determined by Board of Governors which may approve revisions from time to time This policy was agreed on 10 June 2010 and will be reviewed three years hence SMT PRINCIPAL BOG Chairman 6