Olabide Ikastola - Euskalit

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people 3 PEOPLE EFQM Excellence Award 2010 29 former pupils and partners. However, reference in this criterion part will be made exclusively and specifically to Olabide teaching and non-teaching staff. In Olabide, recognition may be both formal or informal, on an individual or team level, and given verbally, on a written basis and/ or in the form of a prize (financial, a reduction/ compensation in the timetable, a gift, social benefits, etc.). The Recognition Process is subject to annual review at the beginning of each academic year, and includes: • the list of basic or Values-based examples of behaviour to be recognised; • a definition of how this behaviour is to be recognised, who is to give the recognition and when; • monitoring of process records; • final assessment and review of the recognition plan; and • the dissemination of the revised plan. The plan provides for recognition in the following cases: • loyalty and length of service (25 years in Olabide); • a retirement gift for those people who have worked at least 15 years in Olabide; • for taking on specific posts, functions and responsibilities; • outstanding individual merit; • participation in and management of education-related projects; • teamwork and team atmosphere; • the acquisition of knowledge and its pooling among our people; • a spirit of initiative; • involvement in improvement teams; • responsibility in the management of a process; • the delivery of objectives; • academic results; and • survey results. Some of the most significant examples of recognition and care given to Olabide people since 2002 are shown below. Retirement No. of people How 22 Gift of a retirement watch 25 years of service to the school No. of people How 30 Holiday gift voucher Taking on specific posts, functions and responsibilities No. of people How 9 Gift of a laptop computer Outstanding individual merit No. of people How 6 Promotion 1 Weekend break in a country house (for teaching in the School for Parents, 2006-07 Delivery of objectives No. of people How All Olabide people On obtaining the Silver and Gold ‘Q-for- Quality’ Awards (2005-06 & 2008-09) - Case of wine given to all Olabide people - Process owners invited to a meal in exclusive restaurant (Portalón, Vitoria) - voucher for a weekend break with their families in a spa given to all those who took part in external assessment interviews - Bonus payment and release from classroom teaching for Heads of Quality - A leg of ham for MT members A spirit of initiative No. of people How 2 Financial recognition for involvement in translating EEA submission documents Teamwork and team atmosphere No. of people How 2 (Guidance Area) Invitation to a meal for involvement in pilot class initiative, 2007-08 Survey results No. of people How 71 Verbal (Heads of Education Stage to CSE and USE teachers) Academic results No. of people How 29 Numerous acts of verbal recognition given by Heads of Education Stage and recorded in meeting minutes The Basque Country collective bargaining agreement for Ikastolas provides for a series of social benefits for our people, as listed below: • retirement gifts; • reduced teaching timetable from 58 years of age onwards; • compensation for early retirement; • paid leave, i.e. for pregnancy, child adoption or fostering, maternity/ paternity, serious illness or death of relatives, medical appointments, moving home (principal residence), fulfilment of unavoidable public or personal duties, to look after minors or physically or mentally handicapped, etc; • reduction in working timetable; • healthcare; • free schooling for their children; • different degrees of extended leave of absence; and • civil liability and accident insurance. Additionally, Olabide offers its people a series of benefits beyond the regulatory framework, such as: • a bonus payment for CSE and USE tutors and Heads of Department; • improved salary and professional conditions for administrative staff; • health prevention plan and medical check-ups; • flexibility in training, to encourage people participation. A specific training fund is available to pay all enrolment costs for courses which meet specific and stated requirements; • training in work time, to promote an optimum work/ life balance. Where necessary, appropriate arrangements are made for substitutions. To promote and encourage training, a maximum of 30 hours training received outside of working hours as part of an individual’s training plan are considered as hours worked and deducted from the annual total; • adjusting the working timetable to people’s needs and requests. The stated preferences of our people are taken into account prior to drawing up timetables for the year, with priority being given to important personal or family matters provided none of the basic educational principles of the school are violated. Staff requests for leave, extended leave, part-time work, reductions in the work schedule, etc. are given the same consideration; the personal situation of the individual in question is given priority over mere compliance with the regulatory framework; • facilities to obtain personal leave; • access to Olabide facilities, equipment and tools for personal use, where appropriate; • reduced canteen prices for those who use this service; and • free use of school transport.
people 3 PEOPLE EFQM Excellence Award 2010 30 Additionally, information on projects and programmes developed by our people is posted on the Olabide website and published in the in-house Gure Gauzak magazine as a form of recognition for their efforts and involvement. We also offer our people a maximum 300 euros subsidy for the purchase of a laptop computer to be used both at work and at home, thus promoting a culture of two-way support between the school and our people. We organise excursions, celebratory events and informal staff meals to encourage our people to get to know each other better, and the school provides Christmas lottery tickets for those who wish to participate. Furthermore, to promote and sustain a responsible work/ life balance, a child-minding service is available for those Olabide people with children of Infant and Primary school age. With respect to diversity, potential restricted movement and mobility have been addressed in the school. All Olabide premises and work posts have been adapted to address disability. No discrimination is made in Olabide on the grounds of gender, race or social or financial condition, though selection processes are governed by the demands of the Olabide Mission statement in terms of the profile of employee we are looking for. Results values from the people satisfaction survey with respect to the items on staff relations and communication show positive results, pointing to a healthy culture of mutual support and recognition among our people and cross-area teams. Birthdays are regularly celebrated among team members, and informal recognition between colleagues is commonplace. Additionally, matters are often resolved at education stage or Area level through staff collaboration and support without recourse to Management help. For example; • protocols drawn up through collaboration of teams of nonteaching staff for action to be taken in case of heavy snowfall, or for requesting teaching material; • identifying needs and deficiencies, in collaboration with maintenance service staff; and • collaboration between teachers and the Guidance and Counselling Area to deal with special education needs of certain pupils. Staff relations 2004-05 2005-06 2006-07 2007-08 7.5 7.8 8.3 8.2 Communication 2004-05 2005-06 2006-07 2007-08 6.9 7.6 7.1 8.1 With respect to encouraging our people to take active part in activities which contribute to wider society, our actions in recent years have been focused on the following areas: a) the Waste Management Process, 4c, geared towards conservation of the environment and, by extension, involving those who form part of it. Actions include: • the presence of labelled collection boxes and bins in offices and common areas; • posters promoting the rational use of water; and • reminders for all our people in education stage meetings of the importance of being role-models for our pupils in this area. b) the Bizi Zaitez project, to promote cycling as a means of transport to and from school for Olabide people and CSE/ USE pupils alike. c) the Agenda 21 project, to promote and improve conservation of the Olabide environment and to raise awareness of the education community regarding environmental preservation. d) the HizPro project, one line of which (Euskaraz Bizi) is focused on the promotion of the Basque language and culture at a noncurricular (extra-curricular activities) and institutional (families and other such institutions) level. Occupational Risk Prevention Process This process is geared towards ensuring a safe and healthy working environment for our people, 4c. To do so, a risk assessment is initially conducted as the basis for drawing up a prevention plan, which is assessed, reviewed and refined on an annual basis. In 2009-10, a specific plan for protection and prevention against swine flu has been deployed. Measurement, learning, refinement and improvement The people satisfaction survey measures the perception of our people in relation to certain key areas of this criterion part, e.g. recognition, method of recognition, working conditions, working timetable, conditions in the classroom (space, light, temperature, cleanliness) and other areas of the school, job security, etc., 7a. Results values for satisfaction with recognition are shown below. 2004-05 2005-06 2006-07 2007-08 6.77 6.80 7.00 7.18 On a complementary basis, self-assessment and process indicator results are also used to measure the effectiveness of our management in this area. When necessary, appropriate corrective actions are taken accordingly. Some of the most significant actions taken as a result of measurement and learning in this area include: YEAR REVIEW AND LEARNING 2004-05 Reflection by MT Training Plan 2005-06 Reflection by MIT 2006-07 Reflection by MT Training Plan 2007-08 Selfassessment Reflection by MIT 2008-09 Reflection by MT 2009-10 Reflection by MT IMPROVEMENT ACTION Provision of a maximum 300 euros subsidy for the purchase of a laptop computer Training in voice management Study on risk prevention at work A maximum of 30 hours training received outside of working hours as part of an individual’s training plan are considered as hours worked and deducted from the annual total. Working timetable adapted to needs of Olabide and its people. Courses on First Aid Refined criteria for recognition, and drawing up of a document designed to improve communication of recognition plan Data compiled by Occupational Risk Prevention Committee to draw up a manual on best practice at work, e.g. voice management in class (tone, pauses, lubrication, etc.), posture (when standing or sitting), how to lift heavy objects, etc. Instruction drawn up on how to manage personal needs and requests regarding timetabling, etc. Specific plan for protection and prevention against swine flu
Page 1 and 2: EFQM EXCELLENCE AWARD 2010 January
Page 3 and 4: overview overview EFQM Excellence A
Page 5 and 6: Leadership
Page 7 and 8: 1 LEADERSHIP leadership EFQM Excell
Page 15 and 16: Strategy
Page 17 and 18: 2 STRATEGY strategy EFQM Excellence
Page 27 and 28: people 3 PEOPLE EFQM Excellence Awa
Page 33: people 3 PEOPLE EFQM Excellence Awa
Page 37 and 38: partnerships & resources 4 PARTNERS
Page 49 and 50: 5 PROCESSES, PRODUCTS processes & S
Page 59 and 60: Customer Results
Page 61 and 62: customer results 6 CUSTOMER RESULTS
Page 67 and 68: People Results
Page 69 and 70: people results 7 PEOPLE RESULTS EFQ
Page 71 and 72: people results 7 PEOPLE RESULTS EFQ
Page 73 and 74: Society Results
Page 75 and 76: 8 SOCIETY RESULTS society 65 result
Page 77 and 78: 8 SOCIETY RESULTS society 67 result
Page 79 and 80: 9 KEY RESULTS 68 key results EFQM E
Page 85 and 86:
9 KEY RESULTS 74 key results EFQM E
Page 87 and 88:
glossary glossary EFQM Excellence A
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Olabide Ikastola - Euskalit

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