Staff Wellness Clause Samples

Staff Wellness. The District values the health and well-being of every staff member. Personal efforts to maintain a healthy lifestyle are supported and encouraged:  The health and safety of all staff is a priority for the District.  The District provides a work environment that is free from dangers and consistent with occupational safety laws.  There is an Employee Assistance Program (EAP) available to all employees  Staff members are encouraged to use the Fitness Center at the High School before and/or after school hours. This is supported by the provision of coverage by the Fitness and Health staff. The District recognizes its responsibility to work towards waste reduction and recycling in an effort to support environmental benefits.  All schools ▇▇▇▇▇▇ recycling.  Food services model environmentally sound practices and involve students and staff in reducing waste. The School Wellness Advisory Committee will monitor the progress of this policy. The School Wellness Advisory Committee (SWAC) has been established to ensure that the District has a system in place to deal effectively with school health issues. This district-level group of committee members will be charged with making recommendations concerning school health/wellness policies, programs and practices. The Superintendent is responsible for appointing committee members and replacements as needed as well as appointing a liaison between the Superintendent´s Office and the School Wellness Advisory Committee. The major goal of this committee is to adopt student wellness as one of the core values in the District.

Staff Wellness. The monitoring team believes in the critical role of staff wellness programs and ongoing training in achieving effective transformation and culture change. Experienced leaders and well-trained staff are essential for managing secure juvenile justice facilities and facilitating positive youth development. The team recommends regular training focused on de-escalation skills, building strong relationships with youth, and staff serving as coaches and mentors rather than referees or disciplinarians. Staff should be well trained and knowledgeable on the workings of the behavior management program (BMP) as it continues to be developed and implemented to support a positive and therapeutic environment. Additionally, developing staff incentives and input (staff climate scales) will improve overall staff wellness, which in turn improves the overall climate and culture of the facility. The DOC recently created new facility climate surveys, to include PBIS surveys, U18 Youth Surveys, Staff climate surveys, and a Family climate survey. A staffing analysis should be completed to ensure staffing levels can meet operational needs and provide the various services and programs required under the Agreement provisions.