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Arbor MIS | MAT Operations | School Operations | webinars
Category : Blog
Spring Term has brought a great deal of change for schools and trusts, with staff having to quickly adapt to every new challenge and requirement that came their way. As we move into Summer Term, change is set to be the new normal, and we’ll have to keep adapting in lots of new ways. Since
Spring Term has brought a great deal of change for schools and trusts, with staff having to quickly adapt to every new challenge and requirement that came their way. As we move into Summer Term, change is set to be the new normal, and we’ll have to keep adapting in lots of new ways.
Since partial school closures were announced, we’ve been working hand-in-hand with schools to build out our MIS (Management Information System) to ensure schools can continue to run flexibly. Because we can move schools to Arbor 100% remotely, lots of schools have taken this opportunity to get up and running on our cloud-based MIS to help them access the information they need wherever they are.
As experts in school operations and data, with many former teachers in the Arbor team, we’ve been sharing practical support and guidance over the last few months, designed to help schools adapt. In case you missed anything, we’ve put together a round-up below so you have one handy guide to managing your school flexibly.
1. Using Arbor MIS to manage your school remotely
2. Expert guidance on key topics on our blog
3. Advice from schools and MATs in our webinars
4. Hear from the Arbor Community
Here’s how to find everything …
We’re firm believers that you should be able to lean on tools like your MIS to pick up the slack when you find yourself pulled in lots of different directions. Arbor takes the hassle out of important tasks like following up with vulnerable children, planning staff rotas, and communicating with your students and parents, wherever you’re working from. Plus, we’re making updates every day to make sure you’re covering all the new government requirements.
Here’s a list of some of the features we’ve developed to help you manage your school or MAT during Covid-19:
You can find more detailed guidance and all the support you need from the dedicated Covid-19 page on our Help Centre. Don’t forget, our Support Team is always there for you on the phone, email and web chat.
Over the last few weeks we’ve been blogging about some of the top priorities for school leaders right now – from keeping in touch with students and parents, to nurturing staff wellbeing. We’ve gathered advice from across the Arbor team, guest experts, and schools and MATs in our network, designed to give some practical tips on how to adapt to change – whatever your role.
Check out the topics that interest you below, there’ll be more to come! Look out for links to useful resources in the blogs if you want to learn more.
From the Arbor team:
From guest experts:
From schools and MATs:
We’ve also been learning a lot from listening to our schools and how they’re coping during lockdown, and the strategies leaders have put in place. We’ve been asking questions like “How do you plan for change, support your students, and manage staff wellbeing when you’re working remotely?” and “How do you keep adapting as new guidance comes out?”
We’re running two free webinar series that have been really popular:
If you’d like to listen to the recording of any of our past webinars, get in touch at firstname.lastname@example.org.
Across our network of schools and MATs, we’ve seen some inspiring responses to an extremely challenging situation, with schools finding new and innovative ways to connect with their students. English Martyrs Catholic Primary School were straight out of the gate with their virtual PE lessons, as were LEO Academy Trust with their distance wellbeing sessions. Hoyland Common Academy Trust have been promoting mental health awareness and Avanti Schools Trust have been offering free yoga sessions!
As staff and students are working in totally new ways, it’s more important than ever to reach out and connect. When we shared some of our work-from-home stations and morning routines on Twitter, we were pleased to discover lots of our schools also wanted to share their creative ways to make the most of lockdown.
In what continues to be a difficult period, the Arbor team is always here to help and support where we can. We wanted to share a few pieces of feedback we’ve got lately from schools and partner organisations that we’re really proud of.
“Arbor’s been pretty essential to the distance learning program here and I’m confident we have a system that is really strong. We log daily checks with our students and have been able to use this to get to the stage where we can say we have contact with 100% of our students every day.”
Phil Jones, Head of Academy Services at Pool Academy
As a school we could not have accomplished half of what we have with our previous MIS. Arbor’s cloud based MIS has not only allowed remote working within what is a challenging, time sensitive period; but also given the exact information required without the need for additional query templates to be set up.”
Simon Brown, Headteacher at, Blaydon West Primary
“It’s refreshing to know that Arbor listen to what schools need and respond so quickly and also that priorities change depending on the current situation.”
Susan Scott, Education ICT, Bradford Metropolitan District Council
“We wouldn’t have known what to do without Arbor this week, it’s been an absolute godsend being able to access school info from the Group and all the other inbuilt reports we can access, as well as accessing remotely!”
Vicky Harrison, COO at Hoyland Common Academy Trust
“We just don’t know how we have managed before we had Arbor. We are all in this together and should ensure people know how much we appreciate Arbor helping us get through this difficult time.”
Jackie Blaikie, Bursar at Acresfield Primary School
“I’ve found it great to be able to use Arbor while working at home. I’ve sent instructions for parents about how to resolve issues with students logging into Show My Homework and how the students can access their school email accounts from home.”
Joanne Hedges, Data Manager at Manshead CE Academy
We’re moving schools to Arbor every day, 100% remotely. If you’d like to find out more about how Arbor MIS could help you manage your school or remotely and flexibly, get in touch at email@example.com or call 0208 050 1028.
MAT Operations | webinars
Mark Greatrex has had a rich history in education; having held senior positions in three academy trusts and serving ten years at the DfE, his current position is CEO at Bellevue Place Education Trust (BPET), where he’s been for five years. BPET is geographically spread out, made up of eight primary schools in eight different
Mark Greatrex has had a rich history in education; having held senior positions in three academy trusts and serving ten years at the DfE, his current position is CEO at Bellevue Place Education Trust (BPET), where he’s been for five years. BPET is geographically spread out, made up of eight primary schools in eight different Local Authority regions across London and Berkshire.
Mark joined us for a brilliant webinar in our series “Adapting to change”, where he shared with fellow MAT leaders his strategies for leading a geographically dispersed trust, and how these strategies play out during the challenges of Covid-19.
You can read Mark’s conversation with Arbor’s CEO, James Weatherill, below. Here’s a quick summary of the three main strategic areas Mark talked about:
We’re very passionate about the breadth of provision we offer. We want the children to leave having real independence and confidence. Not only is the curriculum broad, but it’s delivered in an exciting, engaging and purposeful way.
The most important thing for us is educational autonomy. We create the culture of the organisation centrally, and do have some policies that are approved centrally, such as safeguarding, first aid, health & safety and HR. But all our educational policies are approved at a local level.
In the autonomy model, the role of the Headteacher is key. I’ve wanted to make sure that they have full ownership of everything that goes on in the institution they lead. It’s the middle leaders and the Teachers too, who are the engine room of the school. They own the curriculum content and the delivery of it. Because we serve schools across a diverse group of affluent and not so affluent areas, the curriculum needs to meet the needs of the local community that we serve.
The first thing I did as the CEO was put a very strong Headteacher performance management policy in place so that I can properly hold them to account, and that the metrics are shared and understood across the organisation. If we are pushing accountability, we need to reward so our Headteachers are eligible for discretionary bonuses every year of 2-8%.
Headteacher objectives and targets are linked to our trust goals: Learn, enjoy, succeed.
We make five two-day visits a year to review each of our schools. In the visits, we look at the school development plan, the safeguarding audit. The essential element is the learning review where we look at a particular piece of teaching and learning.
Our review cycle is modelled on “C.O.D.E.” (Challenge, Ownership, Dialogue and Engagement). Each school chooses one area to be reviewed on each year. For example, under “Ownership”, we review childrens’ engagement in their own learning. This drives a powerful teaching and learning conversation within our schools. I wouldn’t recommend doing the whole Ofsted review cycle, because if the Central Team has got leadership right, and we’ve got teaching and learning right in schools, everything else will fall into place.
Systems like Arbor MIS and Civica (our finance system) are invaluable to us as a Multi-Academy Trust, as they make those conversations a lot more focused. Five years ago, when I was going into schools with school improvement advisors, we’d spend a whole hour just trying to agree on a figure. Now we can immediately identify where the challenges are, for example persistent absences or behavioural issues. Arbor and Civia take us to the right places to focus our discussions and move the schools forward at pace.
As part of our school improvement strategy, we produce performance reports every term that are similar to the “school on a page” reports that some trusts use. These are two-page reports with RAG ratings covering attainment, quality of teaching and learning, leadership, attendance, safeguarding, behaviour, resources, staffing and engagement with the community. These consistent documents share the dialogue and increase visibility and accountability, bringing everyone into the conversation of improvement.
As a Central Team, we then plan strategic improvement interventions. As David Blunkett said “Intervention should be in inverse proportion to success.” We believe the system is improved by working on our worst performing schools.
Depending on internal capacity, we sometimes commission organisations such as Local Authorities or expert private providers to do a piece of work with a clear scope e.g. improve attendance in one of our schools.
We’re lucky to have an “Enrichment fund” which we use for certain passion projects across our schools, such as “Philosophy for Children” staff training, or hiring a Maths advisor five days a year for each school.
Our CPD offer is critical. We’ve developed new Headship, Senior and Emerging Leaders programmes. We run one trust-wide INSET day a year in one of our schools, with about fifty one-hour taster sessions in different areas e.g. having courageous conversations with parents. These really drive enthusiasm and give staff tools and techniques they can take back to their schools. They’re also aimed to continue to fire their enthusiasm for teaching and learning.
We also make sure we do safeguarding every year for new staff or those who need a refresher. It’s possible to do things centrally but you can’t do it as often and you need to use remote formats. Going forward, we plan to do 4 out of 5 of our collaboration sessions per year virtually.
Where we give our schools educational autonomy, the opposite is true in terms of how we’re structured financially. By managing finances centrally, I want to invest funds in the schools that need it the most. That’s not to say we pool school funding. Each school retains their budgets based on the school funding letter.
We’ve set three key financial performance indicators:
1) No school will go into deficit. Those who are in deficit have a goal to be out by the end of the year
2) Staffing should be no greater than 75% of each school’s budget. This has allowed us to prioritise our numbers of staff
3) 95% of invoices should have a purchase order. We want to ensure a formalised process where all committed spend at school level is raised in our finance system (Civica) as a purchase order. We then process all invoices centrally in weekly payment run across all schools. This ensures all our suppliers are paid against their payment terms
Since 2011, the MAT market has been growing and evolving exponentially. The question of proximity was only really brought up by Lord Nash when he recommended an hour’s journey time between schools. Hopefully the way we support our schools will give confidence that distance doesn’t have to be a barrier, but we take responsibility for our growth, not only in numbers, but in geography, and work hard to make sure we don’t have any true outliers.
A management consultant once introduced to me the rule of “10, 40 100”. If you think of these proportions applied to an organisation – it could be the number of employees, or the turnover – organisations with 10, 40 and 100 need to be run in very different ways and probably need very different CEOs. In our case, we think of this in terms of number of schools. Our aim is to grow to 15 schools, but if we’re successful at 15 and the trustees want us to grow to 40, that will be a very different business model.
However, where operational alignment works well for 15 schools, the question is, is it scalable within the 10, 40, 100 rule? I don’t know. If we grow, Regional Directors and hubs might be an option. We could also split the Finance Director role into four hubs. What we’d have to think about, however, is how we’d bring those hubs together to maintain consistency.
Over the past few weeks we’ve been thrown into web calls; we use Zoom for all of our conversations with Headteachers. Normally, having a meeting with a school can take two hours out of everyone’s time, so doing them virtually is really powerful. I think having a blend of the Internet and meeting in person is important – Zoom is something the finance and operations teams use quite a lot anyway, and have been for a few years now. But you can’t deny the power of personal contact. I think we’ll always continue our physical meetings with Headteachers four times a year.
Look out for more webinars in our series “Adapting to Change”, where we’re interviewing MAT leaders about how they’re adapting to partial school closures and all the changes that are happening at the moment. You can catch up on one of our recent webinars with Dan Morrow, CEO of Woodland Academy Trust all about “Nurturing Staff Mental Health and Wellbeing” here.
If you want to find out more about how Arbor MIS could help your trust work flexibly and remotely, get in touch at firstname.lastname@example.org or 0208 050 1028. Or alternatively you can book a web demo here.
School Operations | webinars
Over the last few months, schools have had to adapt to constant change, and keep their schools running without really knowing what the weeks ahead would hold. Although we still don’t have all the details, the latest Government plans suggest schools should prepare to partially reopen from 1st June, starting with Reception, Year 1, Year
Over the last few months, schools have had to adapt to constant change, and keep their schools running without really knowing what the weeks ahead would hold. Although we still don’t have all the details, the latest Government plans suggest schools should prepare to partially reopen from 1st June, starting with Reception, Year 1, Year 6, Year 10 and Year 12. A key question on everyone’s minds right now is how to design a school timetable that will adhere to social distancing and keep students and staff safe.
To help, our partners at TimeTabler have put together some practical advice on adapting your timetable for social distancing. Maggie, our Key Account Manager and former Timetable Manager at a secondary school, has summarised their advice below:
You’re also invited to join us in a webinar on Thursday at 3pm where we’ll be discussing timetabling in detail with our partners TimeTabler and The Onto Group. Click here to register!
If you just can’t get enough timetabling tips, you can read the full article on TimeTabler’s website. Otherwise, this blog should give you some food for thought.
1. Set different start and end times
Think about staggering your school start and end times to reduce contact in the school playground before and after school. This may seem straightforward, but bear in mind any implications for the local bus services, who may not be able to change their timetable. Instead of staggering by year group, you could even stagger by transport method, so that pupils who travel by bus arrive a little earlier or later than those whose parents drop them off in the car.
2. Set different break and lunch times
Spacing kids out at lunch might sound like a simple solution, but without careful planning it could mean that some staff end up going without a break. For example, if Mrs Jones teaches a Year 7 class before break and Year 10 class after break, but Year 7 now has a later break time than Year 10, Mrs Jones may have to go straight from one class to the next. (Note, if you’re using TimeTabler, you can use the ‘split-site’ feature to avoid this).
3. Limit group sizes by creating two school populations
As and when all year groups return to school, if social distancing is still a requirement, one option is to set a maximum group size (e.g. 15) so students can be spaced out in the classroom. However, in most schools, this would mean only 50% or less of the school population could be in school at a time, and therefore students would only receive 50% of their ‘normal’ teaching. In this case, schools could try splitting into two student populations and manage teacher coverage using a rota system.
Currently, the DfE is not expecting schools to introduce staggered returns or a rota systems, but without the ability to be flexible, many schools are concerned it will be impossible for them to follow social distancing guidelines.
If splitting your school into two populations is something you want to consider, we’ve put together some more detailed advice on this below.
There are two routes you might consider when splitting your student body:
Route 1: Split each teaching group within each Year in two
At Key Stages 1-3, it should be fairly easy to split each class in two as students are generally all taking the same subjects. However, you might want to consider how you split the teaching groups, for example to maintain friendship groups, or to separate antisocial or disruptive pairs. Equally, you might actually decide to break up friendship groups to cut down on social interaction before and after class.
However, at Key Stages 4 and 5, it’s likely to be more difficult to create two populations of equal size by dividing teaching groups. With students attending lots of different combinations of subjects, each with different class sizes, it would be near impossible to coordinate options to have only one population at school at one time (see ‘Staggering populations’ section below).
Route 2: Group Years to make populations
There are a number of different ways to do this, for example you might group Years 7, 9 and 11 into Population X and Years 8, 10, and 12/13 into Population Y. Alternatively, you might split by Key Stage – whatever makes the most sense for a balanced demand on specialist rooms, labs, equipment and so on. Note, with this option, individual teaching groups may still need to be split to stay within the size limit.
Once you’ve split your population in two, you then need to consider how to manage how to timetable them. For schools considering reopening on a rota basis, there are a few different ways you could approach this:
If you go for B or C, you should bear a few things in mind:
Whatever your approach, it’s also important to consider whether there are sufficient transport links to get all populations to school on time, and whether parents’ work schedules are able to adapt.
TimeTabler is a fast, friendly and reliable computer program used by schools & colleges in over 80 countries to schedule their timetables. Designed to reduce the manual work involved in timetabling, TimeTabler leaves you with more time to apply your professional skill and judgement where it’s needed, to produce a timetable of the highest quality.
TimeTabler’s founder Keith Johnson is also the author of the standard ‘bible’ on Timetabling: ‘The Timetabler’s CookBook, which has now helped thousands of beginners to learn the Art of Timetabling, and many experienced timetablers to understand it in even more depth.
The good news is that TimeTabler integrates with Arbor MIS to give you the best timetabling experience. Use TimeTabler to schedule your timetable, then simply import it into Arbor’s MIS, using our inbuilt Wizard that guides you through the steps. Once your timetable is imported, you can make any changes or tweaks you need to in Arbor, so you don’t have to keep going back and forth. What’s more, as a trusted TimeTabler partner, Arbor customers can receive a discount on their TimeTabler licence.
If you’d like to find out more on the topic of timetabling for social distancing, Arbor and TimeTabler are taking part in an online debate hosted by our partners The ONTO Group on Thursday 21st May at 3pm. Click here to register!
Because Arbor MIS is cloud-based, you and your staff can work from wherever you need to. Find out more about the ways Arbor can help you work remotely and flexibly in our free webinar series today – check out the schedule here. You can also get in touch to book a virtual demo with one of our team – simply email email@example.com or call 0208 050 1028.
Arbor MIS | MAT Operations | webinars
Arbor’s CEO James Weatherill caught up with Vicky Harrison, COO at Hoyland Common Academy Trust (HCAT), about how she’s adapted to change over the last few weeks Why did you decide to move to Arbor? Last year we had significant growth, acquiring a large secondary school with over 2000 pupils and two more large primary
Arbor’s CEO James Weatherill caught up with Vicky Harrison, COO at Hoyland Common Academy Trust (HCAT), about how she’s adapted to change over the last few weeks
Last year we had significant growth, acquiring a large secondary school with over 2000 pupils and two more large primary schools, as well as working with a school in Barnsley as an associate MAT member. We were previously using Capita SIMS but it wasn’t working for us as an expanding trust, so that was the main reason we decided to move to Arbor in February.
In general, it’s not been about challenges, it’s been about successes. There were a lot of unknowns, so we had to react to the daily information from the Government. We’ve used the central team really well, which has freed up our schools to concentrate on the key worker kids, student wellbeing and chasing up vulnerable children.
Arbor helped us alleviate some of the burden on teachers and admin staff having to create staff rotas and track free school meal pupils, because we could access all the free school meal data via the MIS from our central office, and upload it to the Edenred site. To get the FSM data, I could easily log into everybody’s Arbor and create a simple report with the names of pupils, their contact numbers, addresses and email addresses, then send out a blanket message to them asking them for the supermarket of their choice. We’ve also created a whole raft of letters and emails centrally that we’ve rolled out across the trust. That just wouldn’t have been possible before.
One of the things we’ve found useful is that Arbor has been very reactive to the situation. You react as soon as something happens, and being a cloud-based system, updates are instantaneous. Like with the free school meals report, for example, it was there ready to go within a day. Also, initially we were doing the registers at a trust level – logging on every day and putting the hashtag code in but Arbor soon created a fix in the system that automatically put in the hashtags, which saved us another thing to think about.
The ability to use Arbor at home has been especially helpful to our teachers and headteachers. On Capital SIMS, we had to rely on something called Forticlient which teachers had to have installed on their laptops and didn’t always work. With Arbor, teachers have been able to log on at home to contact their class through a safe portal. It’s also been really easy to use for any staff who are “anti-ICT”.
It was really seamless. We made the decision to move to Arbor in February because we still had until the end of March with Capita SIMS. This was so if anything had gone wrong, we could still use Capita. Initially I was kind of dreading it. I was thinking all our data was going to be lost, and that we wouldn’t be able to find anything but it’s been really straightforward and simple and really supportive from the Arbor team as well. We were using SchoolComms and Parent Pay and initially planned to roll Arbor out in phases, but because staff found it so easy to use at a school level, we decided to roll with it from day one. Even if you’re not particularly ICT-savvy, it’s so straightforward and you can see where you’ve got to go to get the information you need. If you don’t, Arbor’s live chat and the Arbor Community forum have been really useful.
When we were using Capita SIMS, we relied on our local authority to write reports because it was so difficult to work out where you needed to go to get the information. Then when we wanted to send a communication to a parent, we had to log into a separate text messaging service and there was no log of communications. With Arbor, staff are able to readily access children’s contacts without having to rely on somebody back at the office. You can track what you’ve sent out (for example the messages to FSM families I’ve sent during Covid-19) and see if they get back to see you – and parents can see too. Then if you do need to chase it up, you can send a text out again.
Because the system is so easy to use, they’ve not needed much training. When we first rolled it out, we did initial training on core things like how to take the register, how to manage dinners etc. And they all picked it up. Then we just sent an easy, simple crib sheet to staff with how to contact Arbor if they needed. Prior to school closures, we did a staff briefing on how to contact parents and how to get the information they needed.
Our associate school is local authority maintained and still on Capita SIMS at the moment but because we’re having to keep contacting them to get all the information we need, we’ve decided to roll out Arbor for them while Covid-19 is going on. So it won’t really be a barrier to rolling out Arbor any further.
I don’t think so. If we’d have known about Arbor sooner, we’d have moved sooner!
At the moment everything is unknown. We don’t know what Boris is going to announce when he does. If he decides, for example, to send back families, Arbor will give us that ability to quickly find out what families we’ve got in school and what year groups they’re in, so we can concentrate on the timetabling. It’ll also mean we can do rotas flexibly, for example if staff are in on odd days.
If you’d like to hear from more MAT leaders about how they’re managing their schools remotely, we’ve got lots more free webinars coming up. Check out our schedule of remote working webinars here. We’ve got a special webinar this Friday with Jonathan Bishop, CEO at Cornerstone Academy Trust. Jonathan will be discussing how to make online education a success at scale. You can sign up here for Friday.
For all the guidance on how to use Arbor during Covid-19, it’s all here.
We recently launched a new series of webinars to show schools and MATs how a cloud-based MIS like Arbor could help support you and your team through Covid-19. We’ve already had some great sessions (attended by over 30 schools!), so we’re expanding our repertoire with some more helpful topics over the next few weeks. Next
We recently launched a new series of webinars to show schools and MATs how a cloud-based MIS like Arbor could help support you and your team through Covid-19. We’ve already had some great sessions (attended by over 30 schools!), so we’re expanding our repertoire with some more helpful topics over the next few weeks.
Next up in our webinar series, we’re teaming up with Hoyland Common Academy Trust (HCAT), who’ll share how they’ve been using Arbor to help their 4 primaries and 1 secondary make the transition to fully managing their students, staff and wider communities from home.
Join Vicky Harrison, COO, along with one of HCAT’s Headteachers, on Monday 4th May, as they discuss some of the ways a cloud-based MIS like Arbor has been invaluable in supporting them as they navigate this unfamiliar landscape. From being able to easily stay in touch with parents, staff and students, manage new attendance codes and spreadsheet registers, to monitoring staff sickness/absence and seeing which staff are in school or working remotely, Vicky told us that having a cloud-based MIS like Arbor has been “a godsend” since Covid-19 hit.
As well as hearing from Vicky, we’ll also demo some of the features we’ve added to make managing your school remotely that bit easier. If you’re not already using Arbor, this is a great chance to see if our system could be a good fit for your school, and to hear first hand how it compares to HCAT’s previous, server-based system. If you’re already using Arbor, you’re also more than welcome to come along – we’d love to hear some of the ways you’ve been using Arbor since you’ve been working remotely!
There’ll be plenty of time for discussion at the end of the session, so it would be great to hear about any obstacles you’ve come up against whilst managing your school or MAT remotely, or any successes you’ve had that you think others might benefit from.
Hope to see you there!
If you can’t make Monday’s session, you can click here to see our full list of upcoming webinars – they’re all free, so bring a member of your team to see if Arbor could be a good fit for you school
MAT Conference | MATs | webinars
As part of our programme of webinars – “Adapting to Change: Managing your Schools and Staff Remotely” – we invited Dan Morrow, CEO of Woodland Academy Trust, to share his strategies for staff mental health and wellbeing across his trust Dan discussed the responsibility of trust leaders to their staff, particularly during the Coronavirus crisis,
As part of our programme of webinars – “Adapting to Change: Managing your Schools and Staff Remotely” – we invited Dan Morrow, CEO of Woodland Academy Trust, to share his strategies for staff mental health and wellbeing across his trust
Dan discussed the responsibility of trust leaders to their staff, particularly during the Coronavirus crisis, and how he’s shaped policies around what makes a real difference to staff. We’ve put together the key takeaways from Dan’s fantastic talk and also included his slides below.
His main tips were:
The philosophy that guides Dan’s strategy is that “wellbeing isn’t something you can just tack on – it needs to be based in culture and action”. Since arriving at Woodland Academy Trust, a trust of four Primary schools in North Kent, Dan has brought wellbeing and mental health onto the agenda, replacing the previous “compliance mindset” which he says did not treat staff “as people first”.
He’s introduced initiatives such as wellbeing dogs, paid wellbeing days and CPD pathways staff can shape themselves, which have turned around the trust’s previously high level of staff absence, sickness and turnover rate. They’ve achieved this, Dan explains, by shaping wellbeing policies around their staff – which makes them feel heard and creates a reciprocal culture where “people want to get out of bed and come to work every day.”
“A contract is very important but as you see at the moment, it isn’t a contract that’s driving behaviour – it’s relationship, it’s duty, and it’s need”
The last few weeks have proven to Dan that the most important thing for his employees is their families and home life. As a leader, he believes you have to work your decisions around the reality of peoples’ lives. “It’s important we understand that sometimes life happens”, Dan says. With this in mind, the trust has re-examined their bank of policies to make them family-friendly and focused on workload. Making these adjustments has cut down on the number of staff calling in sick because of dependency issues or an issue that would have previously forced them to take unpaid leave.
In shaping wellbeing policies across the whole trust, Dan sent out surveys to his staff to make sure they were on board with everything he was proposing. “The worst thing you can do in wellbeing” according to Dan, “is to announce a strategy which you’re effectively doing to your staff and they may not actually want”. The surveys helped Dan’s team understand what would really make a difference to staff. For example, they had proposed wellbeing workshops but staff said the most valuable thing for them was more time. Dan’s team took this and introduced the idea of paid wellbeing days which staff can use for something that’s important to them, whether that’s to “attend weddings, the first day of their children’s school or a spa day with a friend they hadn’t seen for 30 years. Why not?”
An essential part of Dan’s leadership strategy is listening to his staff. When he started as CEO, he met with every member of staff to get to know them as individuals, ask them how they are and what they need. The aim of these conversations was to build the relationship on “a shared sense of culture and vision”. In a trust the size of Woodland, it was possible (and important to Dan) for the Executive Team to hold these conversations, but for larger trusts Dan suggests this may be done on a Division or Director basis. Dan plans to check in with staff in this way again when schools return after the Coronavirus crisis.
Woodland’s people-first approach extends to staff development, where Dan ensures that initiatives are geared towards what staff actually need and want to work on. Staff can now create their own CPD pathways and take secondments or work experience opportunities, which gives them “a voice in where their development is going”. Staff are also encouraged to take part in networking and to be active in discussions within the education sector on social media. 3 out of 4 of Woodland staff are now involved in Twitter or LinkedIn which, Dan says, demonstrates how staff feel more ownership over their career.
“Being part of a broader narrative of education has been really important for colleagues to find their place within our sector”
As part of the overall strategy at Woodland “WAT CAIRS” (Woodland Academy Trust Care, Aspiration, Inspiration, Respect and Stewardship), they believe that leadership should be “part of the solution to problems” that staff face in their lives. For this reason, a free employee counselling service is available for staff, which has been particularly useful during the difficult few weeks since the Coronavirus outbreak. They also run a wellbeing dogs scheme, which has been incredibly popular, both with children and staff. Initiatives like these are relatively cheap and help to “lift the spirits and make it feel like work has an aspect of care to it.”
And those costs have paid off. Staff retention has risen to over 95%, saving over £ 300, 000 in recruitment costs over three years. Days lost to sickness has reduced significantly, too, falling from 11% in 2015-16 to 3.1% last year, which has cut the need for external cover.
As a result of the Coronavirus crisis, Woodland Academy Trust has taken many lessons which will inform their wellbeing policy going forward. In this challenging time full of anxiety, Dan’s attitude is “it’s incumbent on us leaders now to ensure that staff understand that their wellbeing is being prioritised.” One of the immediate practical measures he took to put anxiety to rest was to reassure his staff around pay. Communication was also key – teams are encouraged to check in with each other regularly and new protocols and practices have been produced so everyone is comfortable working remotely. They’ve also provided close support for the more vulnerable members of staff.
Dan predicts that following this crisis, wellbeing and mental health are going to be higher on the agenda so leaders should “ensure staff have the professional capabilities, the personal resilience and the team around them to be successful”.
You can look through Dan’s presentation below which includes useful links for teachers to resources, podcasts and blogs to access during lockdown.
We have lots more webinars coming up in our programme Adapting to Change. The next few will be conversations between MAT Leaders and Arbor’s CEO, James Weatherill. For more details on what’s coming up, check out our blog.
If you have any questions about the webinars, or about how Arbor MIS could help your trust, you can get in touch at firstname.lastname@example.org, or give us a call on 0208 050 1028.
To find out how to manage and report on the Coronavirus situation in Arbor, you can read our latest blog, or find practical advice on our Help Centre.
Arbor MIS | Demo | webinars
Whether you work at a school or a MAT, you’ll likely have made some big adjustments lately as your school opens partially rather than fully, some or all of your staff work remotely, and students learn from home during Coronavirus. There’s a lot of new complexity to deal with, which is where having a set
Whether you work at a school or a MAT, you’ll likely have made some big adjustments lately as your school opens partially rather than fully, some or all of your staff work remotely, and students learn from home during Coronavirus.
There’s a lot of new complexity to deal with, which is where having a set of good core systems in place could help – we’re firm believers that you should be able to lean on tools like your MIS to pick up the slack when you find yourself pulled in lots of different directions. A reliable, cloud-based MIS should be able to help you get the information you need quickly, wherever you’re working from.
We’ve designed our new webinar programme to help explain how a cloud-based MIS could make managing your school (or schools, if you’re a MAT) that bit easier whilst you’re working remotely. Just click on any of the sessions below to book your spot – hope to see you at a webinar soon!
July: 1st, 8th, 15th
Headteachers, SLT, Admins
Primary School Assessments in Arbor MIS
Headteachers, SLT, Teachers
How to manage your schools remotely with Arbor’s Group MIS for MATs
CEO, COO, CFO
Managing your special school remotely with Arbor MIS
Secondary School Assessments in Arbor MIS
Headteacher, SLT, Teachers
Headteacher, SLT, Admin
Managing timetabling in Arbor MIS
Data Manager, IT Lead
Our free webinar programme
Our new programme of free webinars will give schools and trusts a comprehensive overview of how Arbor can help you better manage your school remotely, whether you’re a primary, secondary, special school or MAT. Our aim is to answer the questions we’ve received from schools about how a cloud-based MIS could help all staff operate remotely. The sessions should also give you an introduction to our system’s core functionality to help you decide whether it’s the right fit for your school.
The webinars will feature a short demo of a specific part of Arbor followed by a live Q&A, information on how we can migrate, implement and train you remotely, and stories from some of the schools already using Arbor. We’ve added a list of our upcoming webinars below – to sign up, just click the link of the session you’d like to attend. You’ll be redirected to a sign up page, where you can pick which date you’d like to book.
We’ll be announcing more webinars over the next couple of weeks, so keep an eye out on the blog for updates! Hope to see you online soon.
If you can’t make a webinar, but would still like to talk to someone about moving to Arbor, you can give us a call on 0208 050 1028, or email us at email@example.com.
“Adapting to Change: Managing Schools and Staff Remotely” is our new series of webinars for MAT Leaders. Hear trust leaders from across the country discuss strategies and share advice for running Multi-Academy Trusts in a time of frequent change and uncertainty Schools and MATs across the country have had to adapt their ways of working almost
“Adapting to Change: Managing Schools and Staff Remotely” is our new series of webinars for MAT Leaders. Hear trust leaders from across the country discuss strategies and share advice for running Multi-Academy Trusts in a time of frequent change and uncertainty
Schools and MATs across the country have had to adapt their ways of working almost every day for the past few weeks, which makes it an important time for colleagues to work together and share best practice. That’s why we’ve launched our webinar programme – “Adapting to Change: Managing Schools and Staff Remotely” – for MAT Leaders to share their strategies for coping in this crisis, as well as principles for running a successful trust going forward.
The first two webinars last Friday covered “Managing a Trust that is Geographically Dispersed”, given by Mark Greatrex, CEO of Bellevue Place Education Trust, and “Nurturing Staff Wellbeing and Mental Health”, by Dan Morrow, CEO of Woodland Academy Trust. Look out for the blogs about these sessions that we’ll be sharing soon.
Following their success, we’re excited to announce two additions to the webinar programme this Friday, focusing on leadership strategies and rolling out digital tools across your trust. Each session will have two co-hosts sharing the stage, which should encourage some really interesting questions and discussion. You can sign up for your free spot at one or both of the sessions below!
Webinar Programme – Friday 3rd April (click to sign up):
How do you Lead in a Crisis?
Sarah Pittam, DfE External Expert, Trustee of Bourne Education Trust and Adviser to the sector and Ann Mee, Trustee at E21C Trust and Chairman of the Audit Committee
How to Digitally Transform your Trust (The LEO Story)
Nicky Gillhespy, COO and Graham Macaulay, Director of Technology, LEO Academy Trust
We’re hosting lots more webinars in this programme over the next few weeks, so watch this space for more announcements!
We’re running a series of online webinars – “Adapting to Change: Remotely Managing your Schools and Staff” – for MAT Leaders to share ideas and advice for running their trusts during the Covid-19 outbreak As this difficult time unfolds, the challenge for trust leaders is how to remotely manage their network of schools – each
We’re running a series of online webinars – “Adapting to Change: Remotely Managing your Schools and Staff” – for MAT Leaders to share ideas and advice for running their trusts during the Covid-19 outbreak
As this difficult time unfolds, the challenge for trust leaders is how to remotely manage their network of schools – each with its own challenges, shaken-up timetables and staff working from lots of different locations.
With that in mind, we wanted to create a space for MAT teams to learn from each other during this tricky period. Sharing ideas and advice is more important than ever right now, so we’ve decided to convert our bi-annual conference for MAT Leaders into a series of webinars called “Adapting to Change: Managing Schools and Staff Remotely”.
Kicking off from this Friday (27th March), the webinars are an opportunity to hear from MAT CEOs and COOs from across the country about how they’re dealing with the Covid-19 outbreak as it develops.
Our first two webinars will focus on topics at the forefront of MAT Leaders’ minds at the moment – coordinating trusts remotely and looking out for staff wellbeing. If you’re interested in joining, you can sign up for one or both of the sessions below.
Webinar Programme – Friday 27th March (click to sign up):
Managing a trust that is geographically dispersed
Mark Greatrex, CEO, Bellevue Place Education Trust
Nurturing staff wellbeing and mental health
Dan Morrow, CEO, Woodland Academy Trust
We hope you can join us on Friday but if not, look out for more webinars with our other conference speakers in the next few weeks.
To find out how to manage and report on the Coronavirus situation in Arbor, you can read our latest blog, or find practical advice on our Help Centre.
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