Self Well-Being
Our Mission
The aim of staff well-being at Erasmus Darwin Academy is to unlock a thriving Academy community. Our holistic approach prioritises the mental, physical, and emotional health of our educators. Our primary aim is to fostering a positive work environment, where support, professional development, and a culture of well-being empower our staff to excel both personally and professionally. We are an Academy that values and invests in the well-being of its greatest asset – our dedicated staff.
Staff well-being is crucial because it directly impacts the overall health and effectiveness of an educational institution. When educators feel supported and valued, they are more likely to be engaged, motivated, and able to provide quality education. Prioritising staff well-being fosters a positive work culture, reduces burnout, and enhances job satisfaction. This, in turn, contributes to better teacher retention, improved student outcomes, and a healthier, more vibrant school community. Ultimately, investing in staff well-being is an investment in the success and sustainability of the entire educational environment.
As part of our commitment to well-being, we have recently been awarded Gold Charter Status.
Our Beliefs
No unnecessary focus on collecting evidence you have done your job. We focus on quality first teaching in all lessons everyday
We continue to develop an open culture whereby staff are encouraged to suggest how we can do things better – we encourage feedback
We strive to ensure that all staff members are consulted ahead of any major changes
We don’t believe that arriving first and leaving last is the only sign of working hard. We want you to strike the right balance of work and time for yourself, friends and family
We don’t grade lesson observations and we don’t want to see show case lessons. We focus on the typicality and continually try to improve our teaching practice through a positive, inclusive culture of support and challenge
We operate an email curfew so that staff know they can ‘switch off’
We have Mental Health Champions who are there to listen and advise colleagues
Access to supportive health care packages and wellbeing initiatives (gym usage, health insurance, Spec Savers vouchers and think well)
Visible SLT throughout the school day
SLT run all lunch duties to ensure high standards of behaviour and will always support colleagues
Approachable SLT where all issues can be discussed. We very much operate an open-door culture
Celebrate staff success, birthdays and achievements, weddings, births and long service awards
No unnecessary meetings in our directed time allocation – we only have one meeting per week after school
More time in departments to collaboratively plan and discuss the curriculum – we openly encourage shared planning to reduce workload
Termly staff social event which includes Christmas party, Easter event and Summer BBQ
Teaching staff are issued with their own work laptop
We believe in the EDA brand and staff are given a corporate umbrella, thermos mug and water bottle
We believe that all staff should be self-motivated to improve their own practice
Our values are lived and not laminated
CPD is bespoke and focuses on both pedagogy and leadership development
Refreshments when after school events take place, before Thursday CPD sessions and before Friday briefing
Staff Workload
No formal lessoning planning proforma is required
We believe in collaborative planning
Data collection points are twice in years 7, 8, 11 and 13 and three times in 9, 10 and 12
Staff are rarely asked to cover lessons in their non-contact time
All teaching staff have gained additional non-contact time
All leaders have been given additional leadership time
We believe in flexible working arrangements where the job allows
We have a friendly cover arrangement for teaching professionals
We don’t have subject written reports
We have centralised detentions
We have a sensible and manageable feedback policy
All policy reviews are considered from a workload perspective
We never staff to the 1265 directed time
Middle leaders are consulted half termly on whether the workload ahead is manageable