FWAS Case Studies

Over the last three years IVC has used ‘Investors in People’ along with workload feedback for structural staffing changes and improvements to our FW conditions.  We have a pro-active approach where by December all staff have been asked what hours/work pattern they would like for the following academic year and the timetable is built around it. 

The positive impact on staff wellbeing is clear.  In the last three years teacher retention and absence rates have significantly improved with two thirds fewer staff leaving, and two thirds fewer absence days.  Staff productivity has improved leading to consistently high pupil outcomes through broadening of the curriculum and improving the student experience.

This has contributed to our Post-16 provision increasing from 220 -280 pupils (2017-19).

IVC maximises flexibility for teaching and non-teaching staff so that they can study (e.g. Masters/NPQ/degree), and/or provide child/family care and other commitments, and maintain a work-life balance.  IVC FW includes:


  • Recruitment & retention – job share and flexible working patterns are considered.
  • Flexible start/leave times – extended day timetable (8am to 5.20pm) allows 70% of our teaching staff to have blanking codes in return for teaching early/late, providing them flexibility for other commitments.
  • Part-time working – Currently 24% teachers, 33% TAs/other support staff – supports staff returning from maternity/paternity leave, parents juggling childcare and those wishing to reduce their hours as they near retirement.
  • Choice of day off for part-time employees – discussed in December before timetabling for the following year.
  • Opportunities to work some hours/days at a different location (e.g. vice principal at home one day/week)
  • Job share – across all levels, including leadership (e.g. two teachers lead in languages & humanities)
  • Sabbatical – 3 staff in last 2 years
  • Paid family day – one day/year
  • Special leave – as required



IVC also provides additional Planning, Preparation and Assessment (PPA) time for all teaching staff (16% for all staff, 18% NQTs rather than the statutory 10%), and a reduced timetable for all NQTs (76% rather than 80%).  This release of time provides additional flexibility for how staff manage their workload.

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