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Wellbeing Audit for Schools
Teaching is human work — and that means wellbeing isn’t optional; it’s structural.
This 5-minute self-assessment helps school leaders identify the strengths and stress points in their current wellbeing culture.
At the end, you’ll receive an overview of your school’s wellbeing health and suggestions for next steps.
(All answers remain confidential.)
Section 1. Leadership & Psychological Safety
1. Staff feel safe to share concerns without fear of judgment or repercussion. *
1 → Strongly Disagree
5 → Strongly Agree
2. Leaders model healthy boundaries and self-care. *
1 → Strongly Disagree
5 → Strongly Agree
3. Staff wellbeing is regularly discussed at leadership or team meetings. *
1 → Strongly Disagree
5 → Strongly Agree
4. We have systems in place to prevent rather than simply react to burnout. *
1 → Strongly Disagree
5 → Strongly Agree
Section 2. Teacher Wellbeing Systems
5. Teachers have regular, protected time for collaboration and reflection. *
1 → Strongly Disagree
5 → Strongly Agree
6. Workload is monitored and adjusted when demands rise. *
1 → Strongly Disagree
5 → Strongly Agree
7. Professional learning includes wellbeing and sustainability, not just pedagogy. *
1 → Strongly Disagree
5 → Strongly Agree
8. There’s a clear process for staff to access support when overwhelmed. *
1 → Strongly Disagree
5 → Strongly Agree
Section 3. Student Wellbeing & Regulation
9. Staff are trained in co-regulation and emotional literacy. *
1 → Strongly Disagree
5 → Strongly Agree
10. Behaviour systems focus on relationships and safety, not punishment. *
1 → Strongly Disagree
5 → Strongly Agree
11. Teachers feel confident supporting students with mental-health or regulation needs. *
1 → Strongly Disagree
5 → Strongly Agree
12. The school has consistent, trauma-informed practices across classrooms. *
1 → Strongly Disagree
5 → Strongly Agree
Section 4. Community & Connection
13. Communication with parents includes wellbeing topics, not only academics. *
1 → Strongly Disagree
5 → Strongly Agree
14. There is a sense of belonging among staff — new staff are integrated with care. *
1 → Strongly Disagree
5 → Strongly Agree
15. The school celebrates collective wins and recognises effort, not just results. *
1 → Strongly Disagree
5 → Strongly Agree
16. Partnerships with external wellbeing or counselling providers are active. *
1 → Strongly Disagree
5 → Strongly Agree
Section 5. Sustainability & Review
17. We review our wellbeing strategy at least annually. *
1 → Strongly Disagree
5 → Strongly Agree
18. Leadership turnover or workload crises are analysed, not normalised. *
1 → Strongly Disagree
5 → Strongly Agree
19. Data on staff absence or attrition informs wellbeing priorities. *
1 → Strongly Disagree
5 → Strongly Agree
20. Wellbeing is part of the school’s long-term development plan, not a one-off initiative. *
1 → Strongly Disagree
5 → Strongly Agree
Please share your information so we can contact you with the overview, results, and next steps.
Ready to see your results?
🌿 Thriving Culture
Your school embeds wellbeing across systems.
Focus on refinement and innovation.
Perhaps through ReSchooled’s Leadership Wellbeing Circles or Peer Coaching Frameworks.
Book a free 20-minute call to know more.
Learn more about ReSchooled here.
This form was created for FREE using Youform.
🌼 Progressing Culture
You have strong awareness and pockets of good practice.
The next step is aligning leadership systems and ensuring wellbeing is strategic, not situational.
Consider our Sustainable Teaching Programme.
Book a free 20-minute call to know more.
Learn more about ReSchooled here.
This form was created for FREE using Youform.
🌧 At-Risk Culture
Staff may be operating in survival mode.
The foundations of psychological safety and workload balance need strengthening.
Start with a Wellbeing Systems Review or free leadership consult to plan recovery.
Book a free 20-minute call to know more.
Learn more about ReSchooled here.
This form was created for FREE using Youform.