029 2049 1818 wulf@neu.org.uk

Wellbeing Toolkit


In September 2022, the NEU Wales Union Learning Fund team launched a wellbeing toolkit for education settings, which highlights the importance of staff wellbeing and supports education settings in developing wellbeing teams as part of the Welsh Government’s Whole School Approach framework to wellbeing.

Where we are to date

Alongside the toolkit itself, we have developed a series of additional resources to support wellbeing teams in developing their own strategies for improving wellbeing in their unique settings.  These include…

  • Audit Survey templates that are based on the Health and Safety Executive (HSE) Talking Toolkit for Education. These can be adapted to suit the needs of each setting.
  • Webinars to support the learning and development needs of wellbeing teams.   
  • Ongoing development of additional resources, templates and exemplars.

Audit Surveys

The audit surveys aim to support the wellbeing teams in conducting baseline wellbeing audits, which allows teams to measure progress over time.

These surveys have been created in Google Forms and in Microsoft Forms.

Google Forms Surveys

Please make sure you read the Guidance Notes first.  You’ll also need to be logged into your Google account so that you can make copies of the forms and save to your own Drive.

Microsoft Forms Surveys

The MS Forms surveys are bilingual.  The links below allow you to create your own copies of each survey.  Again, please make sure you read the Guidance Notes first.

Section 1: Demographics

This section is aimed at larger groupings of schools (e.g. Local Authority) and should be excluded when not required – i.e. for specific schools or cluster of schools, so as to protect the anonymity of the survey respondents.

Section 2: Demands

In an ideal world, all employees (including agency workers), no matter where they work, should feel that they are able to deal and cope with the demands of their role.

Employees and agency workers should know / feel that…

  • the demands placed upon them are achievable in relation to the hours that they are contracted to work.
  • consideration has been given to match their skills and abilities with the demands of their role. 
  • they are able to voice any concerns they may have regarding their role, the work they undertake and the environment that they work in. 
  • if they voice concerns that they feel those concerns have been heard and will be addressed.

In this section, the aim is to gather information in relation to your workload and the demands of your role.

Section 3: Environmental Factors

Environmental health focusses on the relationship between employees and their working environment. It promotes human health and wellbeing and fosters healthy and safe organisations.

This section aims to gather information in relation to the physical and emotional environment in which you work.

Section 4: Control

To feel that we have control within our role it is important that we feel that we are consulted with over the way our work is organised and undertaken.

This section aims to gather your views and information in relation to the control that you feel you have within your role.

Section 5: Skills & Abilities

Keeping your skills current is one of the most important ways you can do your job well and stay on top of the changing demands of the workplace. It can also help you prepare for new opportunities that may arise within the workplace.

This section asks about training and skills development.


Section 6: Support

For us to feel supported within the workplace we need to feel that we can access the right information and support in a timely manner from the people we work with, including our managers.

This section aims to gather views and information in relation to the support available to you within your organisation in consideration of your role and your mental health and wellbeing.

Section 7: Relationships

When we feel that relationships in work are positive, we are not subjected to unacceptable behaviours such as bullying or harassment at work. 

This section aims to gather views and information in relation to workplace relationships and behaviours.

Section 8: Change

When there a change happens within any organisation it should be managed and communicated appropriately and effectively. Employees need to feel part of and engaged in the process.

This section aims to gather views and information in relation to workplace changes.

Other Resources

We have started developing a series of task-based resources aimed at supporting our e-learning modules for wellbeing teams, which we began piloting in March 2024.

Take a look at what we’ve come up with so far (there is more to come!) and let us know what resources you would find helpful in your settings.

Further Development & Training

We hope you find these tools useful in supporting your wellbeing teams.  Look out for online training that we are delivering around wellbeing as well as other topics related to professional development – or get in touch with the team at wulf@neu.org.uk.

Diolch / Thank you,