Guidance for Safe Working Practice 2016 Based on the original work of the IRSC network 2006 The Safer Recruitment Consortium Safe working practice A description of appropriate and non-appropriate behaviours for adults working with children and young people Originally developed by the IRSC network in 2006 (updated in 2009) Adopted in many schools as the staff Code of Conduct The Safer Recruitment Consortium
Why do allegations arise? Poor culture within an organisation Accidental Naivety or poor practice on the part of the individual, who is unaware of the problem Unintentional or misinformed action Failure to follow procedures Lack of training Deliberate intention to abuse False allegation Misinterpreted by observers Care & control incident The Safer Recruitment Consortium Do I have to close Surely its not safe to my facebook account?
teach pupils 1:1? Can I remove a disruptive pupil from my classroom? A pupil has got a crush on me. What should I do? Im worried about the behaviour of a colleague. What can I do? Can I apply sun
cream/change childrens nappies? Can I give a distressed child a hug? Im really stressed and worried that Ill lose it with a pupil. What can I do? Can I take a video of the school residential trip? The Safer Recruitment Consortium A pupil has told me something very
confidential, do I need to tell anyone? Can I buy Easter eggs for my class? Guidance isnt necessary said some people Staff are bound by professional codes anyway It is not possible to legislate for every type of behaviour An explicit code would be too long and boring to read Role of management is to supervise professional behaviour People use common sense to govern actions
The Safer Recruitment Consortium Guidance is necessary said the majority Assists staff to work safely and professionally Reduces the burden of assumption Promotes transparency and minimises grey areas Makes clear implications of not working to code. Makes clear to everyone what behaviour is expected and what is not acceptable Clarifies responsibilities of both employer and employees The Safer Recruitment Consortium
Contents Underpinning principles Behaviour Management Status of Document Care, Control and Physical Intervention Duty of Care
Sexual Contact with Young People Exercise of Professional Judgement One to One situations Power and Positions of Trust Overnight Supervision and Examinations
Confidentiality Transporting Children Propriety and Behaviour Education Visits and after School Clubs Dress and Appearance First Aid and Administration of Medicine
Gifts Intimate Care Infatuations Curriculum Social Contact Photography, Video, Creative Art
Physical Contact Internet Use Physical Education and other Activities that require Physical Contact Whistleblowing Showers and Changing
Pupils in Distress The Safer Recruitment Consortium Sharing Concerns and Recording Incidents Duty of care Employers have duty of care towards staff, requiring provision of a safe working environment and guidance re safe working practice Staff have a duty to take care of themselves and anyone who may be affected by their actions Staff have a duty to keep children safe and protect them from harm - partly exercised through
respectful, caring, professional relationships Health and Safety at Work Act 1974 The Safer Recruitment Consortium Underlying principles Welfare of the child is paramount (Children Act 1989) Staff are responsible for their own actions and behaviour and should avoid any conduct which would lead any reasonable person to question their motivation and intentions Staff should work, and, be seen to work in an open and transparent way Staff should discuss and/or take advice promptly from their line manager or another senior member of staff over any incident, which may give rise to concern The Safer Recruitment Consortium
Records should be made of any such incident and of decisions made/further actions agreed Staff should work to the same professional standards regardless of gender or sexuality. All staff should know the name of their designated person for child protection, be familiar with local child protection arrangements and understand their responsibilities to safeguard and protect children and young people Staff should be aware that breaches of the law and other professional guidelines could result in criminal or disciplinary action being taken against them. The Safer Recruitment Consortium Exercise
Quiz: safe or unsafe? The Safer Recruitment Consortium Employer responsibilities Culture of openness and support Must have a staff code of conduct / behaviour policy and a whistleblowing procedure Appropriate arrangements are made where concerns / vulnerability are noted Staff not put in positions which could render them particularly vulnerable Support needs/safeguards of staff are addressed Staff aware of expectations, policies and procedures and receive training/guidance The Safer Recruitment Consortium
Employee responsibilities take responsibility for own actions and behaviour discuss any misunderstanding with senior management act and be seen to act in the childs best interest identify and report areas of risk/ vulnerability avoid conduct which would lead any reasonable person to question their motivation and intentions
remove self from situations where they may be a significant risk report concerns regarding self take advice from appropriate report concerns regarding persons colleagues (Whistleblowing policy) The Safer Recruitment Consortium keep conduct within professional boundaries make appropriate professional judgements
The Safer Recruitment Consortium The Safer Recruitment Consortium The Safer Recruitment Consortium The Safer Recruitment Consortium The Safer Recruitment Consortium Supervision and Management Written advice Training Guidance for Safe Practice PROFESSIONAL LIFE
Peer Review Disciplinary action Learning from example Press and media Role models Family School Peers The Safer Recruitment Consortium
Media PERSONAL LIFE Experience Internet Checklist for individuals Are my actions fair, reasonable, warranted, proportionate, measured, safe and applied equitably? From whom should I seek agreement? What should I record? Who must I tell? What would be the expected professional behaviour in these circumstances? What about my position of trust, am I a role model in this situation?
Do I understand which actions could lead to criminal and/or disciplinary action? * Where guidance is unclear or non-existent The Safer Recruitment Consortium Discussion creating an open culture Empowering and encouraging members of staff and volunteers to report concerns or allegations about the behaviour of others is essential if we are going to tackle inappropriate or abusive behaviour. Please consider and discuss: What might stop me reporting concerns? What would help me overcome those problems? The Safer Recruitment Consortium Whistleblowing
Each individual has a responsibility for raising concerns about unacceptable practice or behaviour To prevent the problem escalating To protect / reduce risks to others To prevent becoming implicated yourself The Safer Recruitment Consortium What stops people?
Starting a chain of events which spirals Disrupting the work / project Getting it wrong Repercussions / damaging their career Not being believed or heard Culture of the organisation Personal Relationships Staff loyalties The Safer Recruitment Consortium How? Voice your concerns, suspicions or uneasiness as soon as you feel you can Try to pinpoint what practice is concerning you
and why Approach someone you trust and who you believe will respond Make sure you get a satisfactory response ~ Dont let matters rest The Safer Recruitment Consortium Safe working practice Child Protection Induction & training A listening
procedures Safe recruitment & selection The Safer Recruitment Consortium The school environment Always .. Absolutely without fail - challenge poor practice or performance. If you ignore or collude with poor practice it makes it harder to sound the alarm when things go wrong Sounding the Alarm Barnardos 1999
The Safer Recruitment Consortium The Safer Recruitment Consortium 2016 The Safer Recruitment Consortium
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