Goal: Promote and support the physical, emotional, and mental well-being of all school district staff in a respectful and safe working environment.
Actions
- Implement strategies that address violence in the workplace and ensure safe working and learning conditions:
Provide Ukeru training for all staff by June 2022.
Creation of and training in communication/flowchart/expectations for administrators and educational staff to follow when violent incidents occur as per the Administrative Procedure by September 2021.
Implement District Complex Care Team by September 2021.
Performance Indicators
- Violent Incident Report data
- Adherence to Safety Plans
- WorkSafeBC Claims
- Students with Safety Plans Achievement
Goal: Promote the Mental Health in Schools Strategy, through embedding positive mental health in all aspects of the education system, including culture, leadership, curriculum and learning environments.
Actions
- Implement a Health and Wellness Support Plan throughout the District by September 2021.
- Survey employees for engagement and satisfaction by November 2021.
Performance Indicators
- Employee engagement and satisfaction survey results.
- Reduced mental health claims.
Goal: Remain competitive and proactive in attracting and retaining exemplary staff.
Actions
- Continue to enhance recruitment strategies:
Expand university outreach
Enhance behavioural interviews
Create recruitment video
Improve employee induction
Performance Indicators
- Ability to staff vacant positions.
- Employee retention.
Goal: Continue to enhance retention rates of all employees.
Actions
- Create groupings for all on-call employees to increase their feeling of belonging.
- Provide enhanced training opportunities.
- Provide job shadowing for employees (where possible).
- Continue mentorship programs.
- Implement recommendations from the Partner Group Wellness Report.
Performance Indicators
- Exit Interviews
- Employee Engagement and Satisfaction Survey Results
- Partner Group Wellness Report (action item)
Goal: Effectively communicate with staff.
Actions
- Develop strategies for management to improve coaching and feedback processes in all departments:
- Create an HR Toolkit by September 2021.
- Develop coaching and feedback series for exempt managers by January 2022.
- Increase management’s ability and skillset to engage effectively and confidently in feedback and coaching conversations:
- Provide coaching and feedback series by February 2022.
- Continue Administrative Practice in Langley (APiL) sessions for new administrators.
- Continue Management Growth Plans.
Performance Indicators
- Employee Engagement and Satisfaction Survey Results
- Use of HR Toolkit