Staff+Welfare


 * __Aim High Staff Welfare Policy__**

Our most valuable resource at Aim High is our staff members. In order for staff to assist every student to reach their potential and achieve their goals, staff members need to maintain and balance their personal and professional development in their teaching and personal lives. We aim to assist every member of teaching staff to feel supported and valued. We encourage staff members to invest in themselves, their colleagues, students, parents, the community and in pursuing professional development opportunities. We encourage staff members to seek to balance their personal and professional lives by maintaining family relationships, pursuing personal interests and hobbies outside of the school, whilst becoming a part of the school community and becoming involved in its programs and support networks within the school.
 * __ Rationale__**

Staff welfare is the responsibility of all staff members. It includes the safety and progress of every staff member: their social, physical, professional and emotional wellbeing, in conjunction with school supports and professional opportunities for growth and learning. We aim to cultivate a working environment in which staff members can enjoy as we work together to assist every student.

The terms ‘welfare’ and ‘wellbeing’ will be used interchangeably throughout this policy.

To promote the physical, emotional, social and professional development and support of every staff member. Staff welfare is a platform of support that aims to assist staff members in every area of their lives:
 * __Policy Statement__**
 * Professional wellbeing – professional development, job enrichment and morale (professional development will be encouraged), with opportunities provided for thorough acquisition of feedback and appraisal, encouragement of personal reflection and also professional reflective practice through monthly supervision sessions, promotion of supportive staffing teams, professional development planning and professional interaction, teaching within method areas to increase feelings of competence
 * Personal wellbeing – emotional, social, recreational, physical and spiritual health, stress management and life balance skills (assisted by a supportive culture), staff wellbeing will be promoted and valued to assist staff members to make healthy lifestyle decisions. There is a limit to the responsibility of the school for individual lifestyle choices made by staff members. The school will, however, provide opportunity for and access to counseling services, formal supervision, and professional development regarding stress management and life balance.
 * Organisational wellbeing – harmonious working environment, support services and peer support with effective leadership that supports staff in achieving goals and priorities and involves staff in decision making. Included at Aim High will be effective management structures, efficient administrative systems and work practices, clear communication, and inclusive decision-making processes.
 * Environmental wellbeing – safe, pleasant, stimulating and environmentally responsible. The environment on school grounds, in staff offices and in classrooms will be maintained and will minimize health risk.
 * __Implementation__**


 * Personal commitment**
 * Aim High staff will continually look for ways to reflect upon their profession
 * Aim High staff will continually seek to improve in identified areas
 * Aim High staff will seek support when required
 * Aim High staff will use supervision time as an opportunity to reflect and access support

Data will be collected via, for example survey, regarding frequencies and types of welfare issues in order to measure the success of staff wellbeing strategies and approaches. Records of staff absences and participation in professional development programs will be utilized for annual review. Further areas needing to be addressed will be raised in staff meetings. Items will be recommended to the school council for addition to policy statement
 * Staff wellbeing committee**
 * A (if possible) gender balanced staff wellbeing committee will be organised and will include: staff wellbeing coordinator (appointed annually by the principal by expressions of interest), the principal, and two staff members
 * Committee to meet regularly (minimum once per term) at discretion of coordinator
 * Committee will develop an annual plan, with specific plans to address staff welfare issues in the areas of professional wellbeing, personal wellbeing, organisational wellbeing, and environmental wellbeing
 * Formal documentation and procedures will attend any [|staff grievances]
 * Staff will be provided with opportunity for ongoing involvement in professional development and wellbeing programs
 * An occupational health and safety officer will be appointed to work with the coordinator
 * All staff will be involved in the annual review of staff wellbeing programs, progress and improvements
 * The school council will allocate any funds required for the staff wellbeing committee and programs
 * Staff talents and interests will be considered and utilised in the school
 * __Evaluation__**

This policy will be reviewed by the Aim High School Council according to the annual cycle for staff welfare policy matters. Issues that require immediate attention will be brought before the School Council. Council will then determine if an appropriate strategy for a sub review needs to occur. A decision to revise the entire policy within the annual time frame may occur under the direction of School Council.
 * __Review__**

Academic rationale Academic references Staff welfare development page