Staff Welfare Strategies …

Issue 7 | May 2015
Staff Welfare Strategies …
Whenever we are asked as Business Owners, Business Managers or Principals questions
relating to our staff and their welfare, we state with full conviction that our employees are
our most important resources.
The reality is that we don’t always treat them as such. With the many and various pressures
on schools in conjunction with the fact that schools only operate in full capacity 41 weeks of
the year, it is difficult to find the time to adequately invest in our employees at both the
Professional Development and personal levels.
Analysis
The average age of the cohort of teachers is increasing
year upon year. The baby boomers upon whom the
Education Sector has relied upon for decades are
rapidly reaching the accepted retirement age,
however many may not actually retire.
Many baby boomers are planning to remain in the
workforce beyond the age of 65 for various reasons, if
for nothing more than a consistent income and a
sense of identity. The financial reality for them not
wanting to retire is the fact that baby boomers have
failed to adequately prepare for the transition from
work to retirement.
With advancements in medicine and overall improved
health, baby boomers have the opportunity to retire
into leisure or follow other personal goals. Having the
baby boomers prepare for this transition is dependent
on them having investments and cash reserves.
Whatever age they face their inevitable retirements,
teachers don’t necessarily have the knowledge,
resources or contacts to discuss with objectivity the
key issues that will begin to dominate their personal
decision making. Whether the decisions include
general lifestyle, health or financial options, these will
become the essential ingredients to live a positive,
happy and fulfilled life in retirement.
Cole Management Accounting – School Experts
Level 1, 96 Glen Osmond Road, Parkside SA 5063
P (08) 7231 8888 F (08) 8312 5567 E [email protected]
www.coleaccounting.com.au
Analysis, Solutions, Results.
If these matters are not satisfactorily addressed, then
the working environments within schools and level of
education delivery have begun to, or will suffer.
Solutions
The implementation of a
holistic Staff Welfare
Strategy will lead to a
healthier work
environment. The key
goals of a Staff Welfare
Strategy should include
the creation of:
Providing genuine
on-going support to
your staff on matters
that directly affect
them will deliver a
positive culture within
the school and its
community

A positive climate in the
workplace

Harmonious working relationships that are
conducive to effective teaching and learning

Implement guidelines to assist in taking the
appropriate action to prevent and respond to a
serious incident and providing relevant support
to staff when a serious incident has occurred

Creation of an Employee Assistance Program

Managing safety, health and welfare as a means
of reducing the risk of employees suffering illness
or injury as a result of their work activities and
environment.
Issue 7 | April 2015
Given that Staff are a schools most important asset
who work in a demanding and challenging
environment, it is important that schools have in place
the structures and processes to support staff.
As such a Staff Welfare Strategy will provide a positive
overarching welfare environment. This will see the ongoing management of an employee’s Professional
Development work with, and be complimented by, an
Employee Assistance Program that will directly assist
employees in their personal decision making, thus
completing the circle.
The Employee Assistance Program should include
topics of discussion that will directly benefit staff
members. Examples of such topics include the
presentations from industry professionals to staff that
on topics that will provide information to improve the
general lifestyle, health and fitness and / or financial
status of teachers.
In relation to the personal financial matters, an
example would be a presentation to staff by industry
professionals on the topic of Superannuation and the
options available to them. The discussion can include
topics such as:

Investment Planning

Retirement Planning

Financial Planning, and Insurance Planning
Encouraging a savings culture, discussing longevity
risks and improving teacher’s financial and retirement
preparedness as a means of reducing their reliance on
the external resources through sound financial
assistance is of critical importance.
Cole Management Accounting – School Experts
Level 1, 96 Glen Osmond Road, Parkside SA 5063
P (08) 7231 8888 F (08) 8312 5567 E [email protected]
www.coleaccounting.com.au
Analysis, Solutions, Results.
Results
The implementation of a Staff Welfare Strategy will
lead to positive outcomes within the workplace. The
benefits of a Staff Welfare Strategy are that they
provide and / or create:

The delivery of a higher quality teaching to the
students

A better workplace

Attracts and retains the best teachers

Improves staff morale

Improves teacher / school relations

Teachers who are supported are
o
Motivated
o
Fulfilled
o
Healthy, and
o
Take pride in their work

Fewer experienced teachers leave through
retirement for health reasons

Lower levels of Sick Leave

Less likelihood of Workcover claims

Assists teachers reach and maintain their full.