Wellbeing Policy
Wellbeing Policy
ST PATRICK’S CATHOLIC SCHOOL
WELLBEING POLICY
"Carry each other’s burdens, and so you will fulfil the law of Christ." – Galatians 6:2
The Board of St Patrick’s Catholic School is committed to fostering a safe, positive, and supportive work environment, grounded in our Catholic values of love, service, faith, and hope.
This policy outlines the Board’s expectations regarding staff wellbeing and stress management and delegates implementation responsibilities to the principal.
The promotion and maintenance of a safe, respectful, and supportive working environment.
Identification, response, and management of workplace stress and wellbeing concerns.
The responsibilities of the Board, principal, and staff in supporting a culture of wellbeing.
Processes for responding to both individual stress-related concerns and crisis situations, including those involving the principal.
Expectations around work hours, safe practices when working alone, and professional boundaries.
Complaints Policy
Conduct and House RulesHealth and Safety Policy
Principal Performance Agreement
Presiding Member-Principal Relationship Policy
POLICY
The Board will:
Ensure a governance environment that promotes staff wellbeing and psychological safety with and through the principal.
Be aware of and monitor the principal’s wellbeing, particularly during times of high-stress or prolonged pressures, such as parent complaints, changes in government initiatives or crisis situations.
Ensure that crisis or wellbeing concerns involving the principal are managed with discretion and in line with relevant governance protocols.
Consider wellbeing in strategic and operational decisions.
Delegate the operational implementation of wellbeing practices to the principal with clear procedures for raising and resolving concerns about staff stress or wellbeing.
Ensure that staff voice on wellbeing is gathered at least once a year, facilitated through the principal.
Review this policy every three years, or earlier if required.
The Principal is delegated to:
Promote and model a staff culture that supports wellbeing and work-life balance.
Ensure clear, timely communication - especially during change.
Provide access to wellbeing information and external support services.
Monitor wellbeing and intervene early where concerns arise.
Conduct an annual wellbeing survey and report trends to the Board.
Seek NZSBA and NZEI advice where appropriate on wellbeing matters.
Respond to reported stress in a structured, confidential, and supportive manner.
When the Principal’s own wellbeing is of concern:
The presiding member may conduct a confidential wellbeing check-in.
Where necessary, external advisors (e.g. Diocesan, Principal Support Officer) may be contacted by agreement.
Governance protocol and respect for the principal’s confidentiality will be upheld.
Staff are expected to:
Engage in a healthy, well-balanced lifestyle which includes recovery time outside of school (see Guidelines from the Mental Health Foundation in attached Appendix)
Raise concerns early with leadership, as per the process laid out in Staff Conduct and House Rules and the Complaints policy if appropriate.
Raise concerns with leadership or the board early in order to seek constructive solutions.
Foster positive relationships and professional communication with colleagues, leadership and the board.
Recognise signs of personal stress and respond constructively when this is noticed.
Follow safe on-site work practices, particularly when working alone or outside regular hours.
Where appropriate, raise issues with colleagues if habits or other behaviours are noticed which may indicate workplace stress. (see attached Appendix)
When stress is reported, the Principal will:
Acknowledge and listen to the concern.
Explore underlying causes and behaviours.
Collaboratively identify solutions.
Develop a written support plan (e.g. adjusted duties, leave, reduced hours).
Offer access to union support and/or counselling services.
Seek NZSBA advice if appropriate.
Review the situation regularly to ensure improvement.
Ensure confidentiality and clear communication.
Manage any stress-related medical leave in partnership with NZEI/NZSBA.
Possible crisis situations may include:
Serious illness, harassment, prolonged stress
Legal, staffing, or financial issues
Public complaints or personal attacks
Critical incidents (e.g. injury, death, health & safety breaches)
The process for support may include:
A board member is able to at any stage initiate a casual check in with the principal and/or engage the presiding member.
The presiding member engages further if concerns persist.
Seeking agreed external supports, such as:
Hamilton Catholic Principals’ Association President
Diocesan Principal Support Officer
NZSTA | NZEI | Ministry of Education Traumatic Incident Team (0800 84 8326)
Work hours and safe practices:
Expected on-site hours: 8:00 am – 4:00 pm.
Staff are discouraged from working alone after hours or on weekends.
Work should be completed on-site and during regular hours where possible.
Staff are not expected to respond to messages or emails outside work hours.
Personal contact details should not be given to students or parents.
Staff are encouraged to utilise the following:
NZEI
Diocesan or Catholic Education Office support
Employee Assistance Programme (Vitae) or counselling
Ministry of Education Traumatic Incident Team
Mental Health Foundation resources
Psychological Signs
Sleep disturbance, low confidence, mood changes
Difficulty concentrating or making decisions
Irritability, trouble relaxing, depression
Physical Signs
Tension, fatigue, headaches, appetite changes
Shortness of breath, low energy
Medical Conditions
High blood pressure, gastrointestinal issues
Skin conditions, recurring illness
Give: Your time, words, presence
Be Active: Enjoy what you do, move your body
Keep Learning: Embrace new opportunities
Connect: Be present and listen to others
Take Notice: Enjoy the small things
Date Reviewed: 26 June 2025