We recognise a healthy and happy workplace is an integral part of having a high performing workforce and we want all our staff to step into their greatness by promoting a healthy, engaged and inclusive workplace culture. Health and wellbeing is at the centre of our employee engagement practices and is underpinned by physical and mental wellbeing initiatives that include:

• Mental health leads who can confidently guide and support staff access mental health and wellbeing services.
• Providing staff with access to an employee assistance scheme offering complimentary counselling, physiotherapy, healthy eating advice, online exercise, yoga and mindfulness classes, menopause support, private GP appointments and financial advice.
• All of our schools buy in to the Local Authority Trade Union Central Facility Fund and we have also established a joint facility consultative group framework with Trade Union groups to maximise Trade Union consultation and employee representation in the workplace.
• Pledging our commitment to the education staff wellbeing charter; a declaration to protect, promote and enhance the wellbeing and mental health of all education professionals, and establishing an agenda to actively promote mental health and wellbeing through our policies and practices.
• Recognising our statutory duty with respect to staff who regularly use Display Screen Equipment and offering all staff eye care vouchers for eye tests and discounted glasses to use at any Specsavers store.
• We offer structured teacher non-contact time for planning and preparation in line with statutory requirements (between 10-16%).

We recognise employee incentives have a positive impact on employee performance and job satisfaction and we offer a range of initiatives to boost employee morale and to enhance employee retention. This includes:

• A cycle to work scheme operated through Green Commute, alongside a free will writing service administered by Dunham McCarthy.
• Support staff enrolment in the Local Government Pension Scheme and teaching staff enrolment in the Teachers’ Pension Scheme, with a minimum employer’s contribution rate of 18%.
• An occupational sick pay scheme based on national terms and conditions; the Green Book for support staff and the Burgundy Book for our teaching workforce.
• We offer paid and unpaid special leave and a combination of flexible working arrangements to support our staff maintain a healthy work-life balance.
• Our schools offer a range of bespoke reward and recognition initiatives, such as peer to peer recognition and appreciation, birthday celebrations and celebrating individual successes.
• We offer employees the opportunity to apply for a career break, or sabbatical, for up to 12 months for a number of reasons, for example undertaking a period of volunteering, pursuing further education or for family reasons.
• Our teaching and leadership remuneration is in line with joint union recommended pay scales and our support staff remuneration is aligned with the Surrey County Council's pay framework. 

Professional growth and development is an integral part of our people management practices and we have defined career pathways for teaching, curriculum support and our business and estates management professionals. We offer staff a package of support and training to be the best that they can be in their role and a range of ongoing professional growth pathways for those who wish to expand their professional knowledge and expertise.

This includes:

• Partnering with other Multi Academy Trusts, Associate member schools and teaching school alliances to offer a range of professional development opportunities.
• Working proactively with our teaching school alliances to provide the best possible support to our trainee teachers, supported by a team of outstanding mentors and leaders who offer bespoke coaching and mentoring to support our early career teacher development.
• Offering our student teachers a retention incentive at the end of their placement/upon qualification as part of a permanent appointment package in recognition of services rendered during their unpaid trainee placement.
• Offering a comprehensive apprenticeship framework for business and curriculum support staff to maximise their ongoing development and professional growth.
• Our appraisal process is underpinned by our professional growth framework which provides all staff with a bespoke structured programme and action plan for their personal professional development.
• Facilitating networking groups across the Trust to bring together leaders, specialisms and professionals to share knowledge and expertise to enhance performance and school improvement.