Pulse feedback from staff, workload signals from the attendance data you already collect, and campus-level dashboards for leadership — because replacing a good teacher mid-year costs far more than supporting one.
Growth plan · In-app feedback · Campus-level dashboards · Staff-only, always
By the time a teacher resigns, the signals were usually there for a term: creeping early check-ins and late departures, leave requests bunching at breaking points, feedback that stopped coming. Schools rarely lack the data — it just lives in systems nobody connects. CampusTrack already holds the attendance and leave record, so the wellbeing module reads strain from evidence instead of guesswork, pairs it with lightweight in-app pulse feedback, and gives principals a campus-level view that says who needs a conversation this week — not an exit interview next term.
Illustrative interface — pulse feedback and workload signals, summarised per campus for leadership.
Short, regular check-ins staff answer in seconds from the mobile app — a channel that works for teachers who will never book a meeting to say they are struggling.
Long-hours patterns, shrinking breaks, and leave bunching are read from the attendance record you already collect — evidence, not surveys alone.
Leadership sees wellbeing trends per campus and per department — where strain is building, and whether it is improving after action.
Flags surface to the right leader while support is still possible — the difference between a workload adjustment and a mid-year vacancy.
Individual responses are protected with role-based access; leadership sees trends and flags, not a surveillance feed. UAE PDPL-aligned throughout.
AI condenses feedback and signals into a readable weekly picture. Every conversation and decision stays with a person.
Wellbeing is not a metric, and a system that claims to measure it directly is overreaching. What operational data can do is surface patterns worth a human conversation.
Rising short-notice absence, cover load concentrating on the same people, or leave never being taken are signals that something is worth asking about. They are not conclusions, and treating them as conclusions is how staff learn to game the system.
Who covers most often, who carries the most out-of-hours duties, who has not had a clear week this term. Schools frequently know this anecdotally and cannot evidence it, which makes it hard to fix.
A teacher with a large untouched balance in June is usually not fine. Entitlement that quietly expires is a wellbeing signal that most systems record and nobody reads.
Absence concentrated in one department or one year group is more often about workload or a specific situation than about individuals. Aggregating by team rather than by person is what makes that visible.
Location is checked at check-in and not continuously. A wellbeing case built on monitoring people through the day would damage exactly the trust it claims to protect.
Every one of these signals is an input to a human conversation, not a trigger for an automated action. The system’s job is to make sure the conversation happens sooner.
A 20-minute walkthrough of pulse feedback and the leadership view — with privacy handling front and centre.