Effectiveness of the Educator Well-being Program

The "All-Employee Survey for Educators" includes 1 question related to stress. The score ranges from 1-10, where higher scores indicate more stress.

The "All-Employee Survey for Educators" includes 10 items from the Perceived Stress Scale. A summary score is created with score ranges from 0-40, where higher scores indicate more stress.

The "All-Employee Survey for Educators" includes 7 items from the GAD-7. A summary score is created and scores range from 0-21, where higher scores indicate greater anxiety symptoms.

The "All-Employee Survey Educator" includes 10 from the CES-D. A summary score is created by summing items score ranges from 0-30, where higher scores indicate greater depression symptoms.

The "All-Employee Survey for Educators" includes 2 items adapted from the SF-36. One item assesses physical health, the other mental health with both on a scale from 1 (poor) to 5 (excellent) A summary score is created by averaging the two items with a range from 1-5, where higher scores indicate better well-being.

The "All-Employee Survey for Educators" includes 9 items from Maslach Burnout Inventory for Educators. A summary score is created by summing the nine items, after reverse coding as required, with a range from 0-54, where higher scores indicate higher burnout.

The "All-Employee Survey for Educators" includes 8 items from Maslach Burnout Inventory for Educators. A summary score is created by summing the nine items, after reverse coding as required, with a range from 0-48, where lower scores indicate higher burnout.

The "All-Employee Survey for Educators" includes 5 items from Maslach Burnout Inventory for Educators. A summary score is created by summing the nine items, after reverse coding as required, with a range from 0-30, where higher scores indicate higher burnout.

The "All-Employee Survey for Educators" includes 1 item on work-life conflict. The item is assessed on a scale from 1 to 5 (strongly disagree to strongly agree) where higher scores indicate higher work-life conflict.

The "All-Employee Survey for Educators" includes 2 items to assess turnover intention. The items are assessed on a scale from 1 to 5 (strongly disagree to strongly agree) and averaged where higher scores indicate higher intent to turnover.

Attendance for each Educator Design Team meeting (1-4 times per month)

Percentage of combined agree and strongly agree responses for 1 survey item collected following Educator Design Team meetings (1-4 times per month): "The discussion was meaningful for achieving health, safety, and well-being goals." (Strongly Agree, Agree, Disagree, Strongly Disagree, Not Applicable). Items are computed individually.

A qualitative summary of field notes collected by research personnel following Educator Design Team and Administrator Team meetings (1-4 times per month) over the course of the study.

Targeted pre- and post-intervention surveys will be designed and administered by the Educator Design Team

A process measure that will be determined by adherence to Educator Well-being Program protocol and pre-designed agendas for Educator Design Team meetings (1-4 times per month)

The "All-Employee Survey Educator" includes 6 from the School Climate sub-scale for staff connection. A summary score is created by averaging the items with score ranges from 1-4, where higher scores indicate a greater more supportive school climate.