trust Wellbeing charter
We are committed to supporting and celebrating our staff and promoting staff well-being. We are proud of the culture in our schools and the wider organisation. We continuously review our calendar and practice, however, to try and eliminate unnecessary workload and rationalise systems so that they are even more efficient and supportive.
Our culture is underpinned by:
Culture and Ethos
- A strong moral purpose which underpins our practice and decision-making.
- Ethical Leadership in Education: Maiden Erlegh Trust was a pathfinder organisation and will continue with this practice.
- A comprehensive but ambitions and “no-excuses” ethos which means that we see beyond the label and every pupil/student has the chance to shine.
- An understanding that consistency, coherence and collaboration are vital to successful teams.
- A published Well-being Charter in each school (where amendments are necessary).
- A strong equality ethos for all stakeholders.
- A commitment to listening to staff, including an annual staff survey and calendared meetings with professional associations.
Behaviour and Relationships
- High expectations and standards of behaviour, with a shared responsibility for developing and maintaining positive relationships and attitudes to learning and work.
- A clear Behaviour Policy and support structures, as well as ongoing training and support.
- Clear and consistent routines to support colleagues and pupils/students.
- Engaging, respectful and positive pupils/students who are keen to learn and participate in school life.
- Overwhelmingly supportive parents.
- Very strong cross-Trust partnerships which support planning, development, standardisation and the sharing ideas/best practice.
- A commitment to support experienced staff and teams to innovate and research, and share their best practice
- A commitment to review workload regularly and changes made wherever possible.
- Support for part-time and flexible working (including job-share possibilities) wherever possible.
- Reliable remote desktop connection is available (should you wish to work when you are home — no obligation!).
- No prizes for looking busy — work in a way that suits you.
- No prizes for soldiering on — if you need help, ask.
- Collaboratively planned Schemes of Learning and Assessment provide clear guidance for all staff in terms of sequencing, pedagogy and formative assessment.
- Centrally accessible planning and resources.
- Feedback and DIRT procedures designed from the bottom up, different according to department/phase and led by Curriculum Leaders with their teams.
- No requirement to produce written lesson plans (outside initial teacher training and where staff are on support plans — in both cases we help colleagues manage this).
Support and Development
- Line managers and governors who understand that teachers and support staff are our most valuable resource and who support and challenge positively.
- A commitment to support and develop all staff professionally: we invest in colleagues and grow our own talent.
- Structured induction programme and support for new staff.
- Access to a suite of online CPD for flexible learning and CPD time allocated to individuals, so they can adapt learning to their own needs and aspirations.
- The Trust signed the Time-to-Change pledge aimed at eliminating stigma and discrimination linked to mental ill-health. Our pledge to this work continues.
- School places available for children of colleagues.
- A strong Central Services which reduces operational and compliance pressure on school leaders.
- A strong School Improvement Team which supports leaders and facilitates sharing best practice.
- Access to internal and external leadership programmes.
- Innovative and inspirational role models across the Trust, in teaching and support staff roles.
- Practical accessibility support when needed.
- Supportive and welcoming departments and teams.
- Professionally supportive Trustees and Local Advisory Boards.
- Sociable colleagues and regular staff get-togethers.
- Regular thank yous and fun stuff!