Health and Safety Policy

This policy shows the general health and safety responsibilities for all of Sen Resource.

Policy Summary

This policy sets out clear guidelines for what is expected from Sen Resource in relation to health and safety responsibilities.

Manager

The manager is responsible for:
• Setting the policy for Health and Safety and ensuring its annual review;
• Monitoring health and safety performance to ensure that delegated responsibilities are being managed effectively. Setting the direction for effective health and safety management so that its strategic importance is understood, taken seriously throughout the organisation, and so that it serves as an integral part of the organisation’s culture, values and performance standards.

The manager is also accountable for supervising the planning, control and monitoring processes required to implement the safety management system in their areas of responsibility. The matters they are required to address include:
• Promotion, endorsement and support of the Health and Safety policy through strong, visible leadership;
• Incorporating health and safety into the organisation’s planning strategy;
• Provision of sufficient resources to effectively manage health and safety;
• Monitoring and reviewing safety as an ongoing agenda item;
• Ensuring that the arrangements made for health and safety and for securing the effectiveness of the health and safety policy are fully implemented;
• Resolution of any conflicts between safety practice and the operational goals of Sen Resource.

Head of SQE (Safety, Quality and Environment)
The Head of SQE plays a key co-ordinating and advisory role within the Sen Resource approach to safety management. This includes advising on the achievement of policy requirements and the development of appropriate codes of good safety practice and training programmes. The Head of SQE also acts to assist the Manager in the discharge of their safety responsibilities and in doing so will:

Act as advisor on safety matters;
Provide support in the fields of health and safety risk management, monitoring and control;
Define, deliver and co-ordinate, as appropriate, operational safety training requirements;
Communicate and facilitate the distribution of relevant safety information;
Liaise with enforcing authorities;
Co-ordinate safety policy and procedure formulation for approval by the Chief Executive Officer;
• Arbitrate on all matters of interpretation of the Sen resource Health and Safety Policy.

Managers/Principals
Managers are responsible for the local management of health and safety. They are responsible for the day-to-day running of the Sen Resource and as such the direct line-management responsibility for action on safety issues and will:
Promote, endorse and support the Health and Safety policy through strong, visible leadership;
Ensure that all employees are fully aware of their responsibilities in the management of safety and that such responsibilities are fulfilled;
Act as the primary source of contact on all local safety matters;
Ensure that the Sen Resource complies fully with all the requirements of legislation in relation to the management of safety;
Ensure that disciplinary action on safety matters is taken in accordance with Sen Resource procedures;
Define local safety information and training requirements
Ensure that adequate auditable records of risk assessments are kept;
Ensure appropriate and timely action on the outcomes of local risk assessments;
Keep up to date with conflicts between safety practice and the operational goals of the Society;
Ensure that Safety, Health and Environment Coordinators/Business Managers are carrying out their coordinating role effectively and support them as appropriate;
Appoint Health and Safety Advisors to assist with their health and safety responsibilities where there is a demonstrable need to delegate to a dedicated member of staff rather than to more than one individual;
• Ensure that accidents are reported and properly recorded, using the RIDDOR process, where necessary;
• Monitor health and safety performance.
• Implement the requirements of the health and safety policy;
• Identify hazards associated with work activities and take steps to
control them;
• Challenge complacency towards system failures and take effective measures to eliminate or improve unsafe acts;
• Enforce standards of safety;
• Ensure the co-operation and control of third parties e.g. contractors.
Risk Assessors
Risk Assessors act on behalf of Local Managers to assist in the risk management process. They carry no additional legal responsibilities to those of other employees. In all instances, therefore, it is vital that Managers retain direct monitoring control of any actions taken on their behalf by staff performing this function.
Safety, Health and Environmental Coordinators/Business Managers
The Safety, Health and Environmental (SHE) Coordinators/Business Managers report to their line managers but additionally have specific responsibility to assist the Head of SQE in the following:
To coordinate the local Safety Action Group (SAG), and ensure that it operates as set out in the constitution;
To act as Secretary for the local SAG, in order to administer the SAG and ensure meetings are properly conducted and documented;
To conduct and manage the election of employee representatives who can act as “Representatives of Employee Safety (RoES)”;
• To consult directly with employees if there are no RoES;
• To ensure that there is adequate management and employee representation from the local SAG, and Small Sites (refer to policy HS- 0414) as appropriate, attending the Regional Safety Committee meetings
• To ensure relevant actions set by the National Safety Committee are fulfilled;
• Carry out duties, and provide information, relating to Health, Safety and Environmental performance as requested by the SQE Team.
• To act as the link between the SQE Team and their local groups to facilitate improvements in environmental performance.
Employees
Employees are critical to Sen Resource achieving effective safety performance. Not only does Sen Resource performance depend upon each individual operating in a safe and sensible manner but also on team-working, or working with external contractors/visitors/clients. All activities must be conducted with due regard to safety procedures and practice.
Whilst the aim of this policy is to promote a co-operative and constructive view of safety concerns in Sen Resource all staff must be aware that a wilful or irresponsible disregard for safety matters may give rise to disciplinary proceedings.
Employees’ responsibilities are to:
Take reasonable care of their own safety and the safety of others who may be affected by their acts or omissions whilst undertaking tasks as an agent of the employer;
Co-operate with Sen Resource and any persons involved in its undertaking to such an extent so as to enable the Sen Resource and any other person to comply with any of the relevant statutory provisions;
Use in such manner so as to provide the protection intended, any suitable appliance, protective clothing, convenience, equipment or other means or thing provided (whether for his/her use alone or for use by him/her in common with others) to achieve Sen Resource safety standards;
Report to their immediate supervisor/manager, without delay, any defects in hardware assets, place of work, or systems of work, or risk assessment arrangements which might endanger safety;
Not to misuse and/or intentionally or recklessly interfere with anything provided in the interests of safety;
Report any conflicts between safety practice and operational goals to their manager or employee representative. If this is not possible then representation can be made to the Head of SQE. As a final resort the “Whistle Blowing Procedure” should be used.

Sen Resource

Charlene Clayton

June 2016

Lone Workers Policy

Introduction
Sen Resource is committed to protecting the health, safety and welfare of its employees and recognises that lone working is a healthy and safety issue, and acknowledges the importance of identifying and managing lone workers.
Employees have a duty under the health and safety at work etc. Act 1974 (HASAW), to ensure, so far as is reasonably practicable, the health, safety and welfare of its employees. Under the management of health and safety at work regulation 1999 (as amended), employees must assess the nature and scale of risks to safety in any workplace environment, and base any control methods upon this assessment.
Lone working is one of the hazards assessed in Sen Resource overall risk assessment and management plan.
PURPOSE
Sen Resource aims to recognise lone workers and manage risks by early identification of lone working environments and practices.
The purpose of this policy is to provide assistance to managers and employees to ensure lone workers are identified, risk assessed and appropriate control methods are implemented and monitored.
A working Alone Health and Safety Guidance booklet (INDG73 revision 2 – appendix 1) has been developed by Health and Safety executive (HSE) to provide guidance for the management of lone working. Staff are required to read and follow this recommendation.
DEFINITIONS
Lone workers are those that work by themselves without close or direct supervision. They may be found in a wide range of situations and a non- comprehensive list is as follows:

  • Home or community visits
  • Working outside normal hours
    A risk assessment is the process used to identify the likelihood and consequence of a hazard to any person who may be affected, to evaluate the risks, and decide on any necessary control measures required to mitigate those risks to an acceptable level.
    Lone workers to be line managed by the manager of Sen Resource.
    Each new situation must have a risk analysis which must be discussed with the manage before commencing the task. If the risk is considered medium-high a written risk assessment to be produced by the manager to reduce risk. This risk assessment will be regularly monitored by the manager. The lone worker, if concerned, should contact by phone or in person their manager at any point to consult or seek advice. On completion of the task/visit, the lone worker should contact the manager on leaving the site.
    RESPONSIBILITIES OF EMPLOYEEES
    Cooperate with the implementation of this policy to ensure minimisation of risks associated with lone working.
    Inform the line manager or H & S representative to escalate any concerns they have in relation to working. Staff will meet regularly with their manager to discuss concerns and these will be addressed and acted upon by the manager. Staff will not be expected to continue the lone working if issues have not been resolved immediately.
    Be responsible for the personal safety and wellbeing and adhere to any specified control measures.
    PERSONAL RISK ASSESMENTS
    Individual risk assessments must consider the unique characteristics of the member of staff and ensure that controlled measures are adapted as is appropriate for that person.
    All staff will be trained in safeguarding. Sen Resource has the responsibility to assess risks to lone workers and take steps to avoid or control risks where necessary.
    POTENTIAL MITIGATION MEASURES FOR CONSIDERATION
    Lone workers will hold individual timetable detailing the times of day and places they are visiting and work is carried out. It is the responsibility of the lone worker to complete these and ensure that the manager hold their diary-work diaries, including electronic devices, ensures a central location for managers to know where staff are expected to be at certain times of the day.
    This information is critical if managers or police are involved:
  • Name, address and telephone number of staff
  • Make and model of car
  • Car registration number
  • Mobile telephone number
  • Time of each visit including start and finish
  • Name, address and telephone number of each setting
  • ‘Buddy’ contact details (if appropriate)
  • Details of risk assessment’s undertaken
  • Photograph of staff
  • Consider a code word to be used when in danger
    This information should be held by Nihal’s Marvel otherwise it is to be kept confidential and not placed in a position where pupils/parents/carers or the general public have access to it. This will be held centrally at the address of Sen Resource.
    THINK BEFORE YOU GO
  • Think first
  • Have you been supplied with all the information about the person you are visiting and about the environment?
  • Are there any records or reports available before you go?
  • Do people know where you are going?
  • Consider whether you are wearing appropriate footwear or clothing in case you need to run away
  • Avoid wearing expensive jewellery
  • Avoid wearing anything that can be grabbed to prevent you running away eg scarf
  • Have you got someone to check in with (a buddy)?
  • Do you have a mobile phone/telephone numbers or anything else to keep in touch? Is the mobile accessible and working? Is it charged? Does it have enough credit?
  • How are you getting there and back?
    WHEN YOU ARRIVE
  • Park taking into consideration the possible need to leave quickly
  • On approach to the home there may be certain indications of the situation within the home, for instance, violent arguing
  • Remember you are a visitor
  • Stand back from the door and slightly to one side as it opens as this affords you a spilt second to react if necessary
  • Say who you are, why you are there and show your ID if you have one
  • Check who you are talking to
  • Only enter the house if the person you arranged to meet, is meeting you there
  • Wait to be invited in, don’t ask to go in
  • If it is possible to try and assess the person’s attitude and mental state before entering the premises.
  • Acknowledge that this is their territory; let them lead the way
  • Check as you go in how the front door locks
  • Take only what you need into the house
  • If the person answering the door makes you feel uneasy about entering the premise, then make an excuse and do not enter.
    DURING YOUR VISIT
  • Study your surroundings, look for an exit
  • Ensure you can get out quickly if necessary, try to sit nearest to the door
  • Try not to react bad, dirty or smelly surroundings
  • Politely request for any pets, if you think they may be aggressive, to be secured away from the main room where the package is being implemented
  • Remain alert. Watch for changes in mood, movements or expressions.
  • If there is a tv or radio in the house, with the volume raised, politely ask if they could turn it down-this will make sure you and the person can hear what is being said
  • Do not spread your belongings around as you may need to leave in a hurry
  • If the person is making you slightly concerned, try not to stand in the kitchen as this can be the most dangerous room in the house
  • If you feel at risk -have an excuse ready so you can leave as soon as possible eg. that you need to get something from your car
  • If you are prevented from leaving or threatened, stay calm and try and control the situation.
    HOME VISITS-CAR
  • Ensure your car is, at all times, in a road worthy state with sufficient fuel, and have business insurance when necessary.
  • Do not leave for a visit without being sure of your route, Have directions and a map in the car.
  • Park in well lit, public areas where possible, and away from waste ground and subways
  • Lock processions in the boot of your car
  • If confronted in the car do not get out
  • When driving through built up areas ensure your car doors are locked and the window are closed when possible.
    WHEN VISITS ARE COMPLETED
  • Advise your manager that you have finished your visit
  • Inform them of you next destination
  • Ensure all incidents are reported immediately

    ADDITIONAL ADVICE
  • Care must be taken of staff’s work diaries whilst on home visits; they must not be left unattended at any time
  • Never give out your home telephone number or address. Advise them of Sen Resource contact number
  • Shout ‘fire’ rather than ‘help’ it can get more response
  • Whilst driving, if you feel your safety is being compromised, drive to a place which is well lit and busy eg. shops, petrol stations
    Staff are representatives are Sen Resource and should therefore follow all procedures in line with Sen Resource policies and all staff are expected to follow the staff code of conduct at all times.
    MONITORING AND REVIEW
    This policy will be monitored on a yearly basis by the manager to keep up to date with any adjustments to statutory legislation or changes to work arrangements.
    EQUALITY, SAFEGUARDING AND EQUAL OPPORTUNITIES STATEMENT
    Sen Resource, in all policies and procedures, will promote equality of opportunity for students and staff from all social, cultural and economic backgrounds and ensure freedom from discrimination on the basis of membership of any group, including gender, sexual orientation, family circumstances, ethnic or national origin, disability (physical or mental), religious or political beliefs.
    Sen Resource aims to:
  • Provide equal opportunity for all
  • To foster good relations, and create effective partnership with all sections of the community
  • To no action which discriminates unlawfully in service delivery, commissioning and employment
  • To provide an environment free from fear and discrimination, where diversity, respect and dignity are valued
    All aspects of safeguarding will be embedded into the life of Sen Resource and be adhered to and be the responsibility of all staff.

June 2016
Charlene Clayton
Sen Resource

SAFEGUARDING POLICY AND PROCEDURES

Company Name: Sen Resource
Date of publication: 14th June 2016
Date of next review: 14th June 2017

CONTENTS

  1. Introduction
  2. Policy statement, principles and aims
  3. Terminology
  4. Context
  5. Key personnel in the company
  6. Roles and responsibilities
  7. Good practice guidelines
  8. Abuse of trust
  9. Children who may be particularly vulnerable
  10. Support for those involved in a child protection issue
  11. Complaints procedure
  12. If you have concerns about a colleague
  13. Allegations against staff
  14. Staff training
  15. Safer recruitment
  16. Photography and images
  17. e-safety

  18. Safeguarding and Child Protection Procedures
    Recognising abuse
    Bullying
    Indicators of abuse
    Impact of abuse
    Taking action
    If you suspect a child is at risk
    If a child discloses abuse
    Notifying parents
    Children with sexually harmful behaviour
    Confidentiality and information-sharing
    Reporting directly to child protection agencies

APPENDICES

1 Code of ethical practice for staff
2 Whistle blowing code
3 Confirmation of receipt form
4 Images consent form
5 welfare concern form
6 Record of concern

1. Introduction

Our core safeguarding principles are:

• It is Sen Resource responsibility to safeguard and promote the welfare of children
• Children who are and feel safe make more successful learners
• policy development and review will be undertaken by Sen Resource
• Policies will be reviewed annually, unless an incident or new legislation or guidance suggests the need for an earlier date of review.
• Policy statement

We recognise our moral and statutory responsibility to safeguard and promote the welfare of all children. We endeavour to provide a safe and welcoming environment where children are respected and valued. We are alert to the signs of abuse and neglect and follow our procedures to ensure that children receive effective support, protection and justice.

The procedures contained in this policy apply to all staff and governors and are consistent with those of Tower Hamlets Local Safeguarding Children Board (LSCB).

Principles
• Sen Resource will ensure that the welfare of children is given paramount consideration when developing and delivering all services
• All children, regardless of age, gender, ability, culture, race, language, religion or sexual identity, have equal rights to protection
• All staff have an equal responsibility to act on any suspicion or disclosure that may suggest a child is at risk of harm in accordance with this guidance
• All staff involved in child protection issues will receive appropriate support from Sen Resource who will follow this policy guidance in doing so

Aims
• To provide all staff with the necessary information to enable them to meet their statutory responsibilities to promote and safeguard the wellbeing of children
• To ensure consistent good practice across Sen Resource
• To demonstrate the Sen Resource commitment with regard to safeguarding children

**

  1. Terminology**

Safeguarding and promoting the welfare of children refers to the process of protecting children from abuse or neglect, preventing the impairment of their health or development, ensuring that children grow up in circumstances consistent with the provision of safe and effective and nurturing care and undertaking that role so as to enable those children to have optimum life chances and to enter adulthood successfully.

Child protection refers to the processes undertaken to meet statutory obligations laid out in the Children Act 1989 and associated guidance (see Working Together to Safeguard Children, An Interagency Guide to Safeguard and Promote the Welfare of Children) in respect of those children who have been identified as suffering, or being at risk of suffering harm.

Staff refers to all those working for or on behalf of Sen Resource, full time or part time, in either a paid or voluntary capacity.

Child refers to all young people who have not yet reached their 18th birthday.
Parent refers to birth parents and other adults who are in a parenting role, for example step-parents, foster carers and adoptive parents.

4. Context

Section 175 of the Education Act 2002 requires local education authorities and the governors of maintained schools and further education (FE) colleges to make arrangements to ensure that their functions are carried out with a view to safeguarding and promoting the welfare of children.

Section 157 of the same act and the Education (Independent Schools Standards) (England) Regulations 2003 require proprietors of independent schools (including academies and city technology colleges) to have arrangements to safeguard and promote the welfare of children who are pupils at the school.

Research suggests that more than 10 per cent of children will suffer some form of abuse. Due to their day-to-day contact with children,staff are uniquely placed to observe changes in children’s behaviour and to recognise the outward signs of abuse. Children may also turn to a trusted adult in Sen Resource when they are in distress or at risk. It is vital that the staff of Sen Resource are alert to the signs of neglect and abuse and understand the local procedures for reporting and acting upon their concerns (see section 6 for further guidance on this).

5. Key personnel:

The designated senior person for child protection in Sen Resource is:

Charlene Clayton

Contact details:

07814195770

6. Roles and responsibilities

Sen Resource must nominate a senior member of staff to coordinate child protection arrangements and this person is named in this policy guidance. The local authority maintains a list of all designated senior persons (DSPs) for safeguarding and child protection.

Sen Resource has ensured that the DSP:

• is appropriately trained
• acts as a source of support and expertise to staff at Sen Resource
• has an understanding of LSCB procedures
• keeps written records of all concerns when noted and reported by staff or when disclosed by a child, ensuring that such records are stored securely and reported onward in accordance with this policy guidance, but kept separately from the child’s general file
• refers cases of suspected neglect and/or abuse to children’s social care or police in accordance with this guidance and local procedure (see below at footnote)
• notifies children’s social care if a child with a child protection plan is absent for more than two days without explanation
• ensures that when a child with a child protection plan leaves Sen Resource, their information is passed to their new setting and the child’s social worker is informed
• attends and/or contributes to child protection conferences in accordance with local procedure and guidance
• coordinates Sen Resource contribution to child protection plans
• develops effective links with relevant statutory and voluntary agencies
• ensures that all staff sign to indicate that they have read and understood this policy
• ensures that the child protection policy is updated annually
• liaises with the nominated manager
• keeps a record of staff attendance at child protection training – (please note that this is also reported to Tower Hamlets LSCB via the Local Authority.)
• makes this policy available to parents.

The deputy designated person(s) is appropriately trained and, in the absence of the designated person, carries out those functions necessary to ensure the ongoing safety and protection of children. In the event of the long-term absence of the designated person, the manager will assume all of the functions above. The governing body ensures that Sen Resource has:

• a DSP for safeguarding and child protection who is a member of the senior leadership team and who has undertaken the approved LSCB training in inter-agency working, in addition to basic child protection training
• child protection policy and procedures that are consistent with LSCB requirements, reviewed annually and made available to parents/schools/nurseries on request
• Procedures for dealing with allegations of abuse made against members of staff including allegations made against the manager
• Safer recruitment procedures that include the requirement for appropriate checks in line with national guidance (see: https://www.schoolsrecruitment.dcsf.gov.uk/themes/default/pdfs/content/Safeguarding_Children_and_Safer_Recruitment_in_Education_Booklet.pdf )
• A training strategy that ensures all staff, including the manager, receive child protection training, with refresher training at three-yearly intervals. The DSP should receive refresher training at two-yearly intervals
• Arrangements to ensure that all temporary staff and volunteers are made aware of Sen Resource arrangements for child protection.
• Sen Resource nominates a member to be responsible for liaising with the local authority and other agencies in the event of an allegation being made against the manager. An annual report will be submitted to the local authority about how the managers duties have been carried out. Any weaknesses or areas of concern will be rectified without delay.

The manager:

• ensures that the safeguarding and child protection policy and procedures are implemented and followed by all staff
• allocates sufficient time and resources to enable the DSP to carry out their roles effectively, including the assessment of pupils and attendance at strategy discussions and other necessary meetings
• ensures that all staff feel able to raise concerns about poor or unsafe practice and that such concerns are handled sensitively and in accordance with Sen Resource whistle blowing procedures
• ensures that child’s safety and welfare is addressed through the curriculum.

7. Good practice guidelines

To meet and maintain our responsibilities towards children, Sen Resource agrees to the following standards of good practice;

• treating all children with respect
• setting a good example by conducting ourselves appropriately
• involving children in decision-making which affects them
• encouraging positive and safe behaviour among children
• being a good listener
• being alert to changes in child’s behaviour
• recognising that challenging behaviour may be an indicator of abuse
• reading and understanding all of Sen Resource safeguarding and guidance documents on wider safeguarding issues, for example bullying, physical contact, e-safety plans and information-sharing
• asking the child’s permission before doing anything for them which is of a physical nature, such as assisting with dressing, physical support during PE or administering first aid
• maintaining appropriate standards of conversation and interaction with and between children and avoiding the use of sexualised or derogatory language
• being aware that the personal and family circumstances and lifestyles of some children lead to an increased risk of neglect and or abuse.

8. Abuse of trust

All Sen Resource staff are aware that inappropriate behaviour towards children is unacceptable and that their conduct towards all children must be beyond reproach.
In addition, staff should understand that, under the Sexual Offences Act 2003, it is an offence for a person over the age of 18 to have a sexual relationship with a person under the age of 18, where that person is in a position of trust, even if the relationship is consensual. This means that any sexual activity between a member of Sen Resource staff and a child under 18 may be a criminal offence, even if that child is over the age of consent.

9. Children who may be particularly vulnerable

Some children be at increased risk of neglect and or abuse. Many factors can contribute to an increase in risk, including prejudice and discrimination, isolation, social exclusion, communication issues and reluctance on the part of some adults to accept that abuse happens, or who have a high level of tolerance in respect of neglect.

To ensure that all of our children receive equal protection, we will give special consideration and attention to children who are:

• disabled or have special educational needs
• living in a known domestic abuse situation
• affected by known parental substance misuse
• asylum seekers
• living away from home
• vulnerable to being bullied, or engaging in bullying
• living in temporary accommodation
• living transient lifestyles
• living in chaotic, neglectful and unsupportive home situations
• vulnerable to discrimination and maltreatment on the grounds of race, ethnicity, religion or sexuality
• involved directly or indirectly in prostitution or child trafficking
• do not have English as a first language.

Special consideration includes the provision of safeguarding information, resources and support services in community languages and accessible formats.
**

  1. Support for those involved in a child protection issue**

Child neglect and abuse is devastating for the child and can also result in distress and anxiety for staff who become involved. We will support the children and their families and staff by:

• taking all suspicions and disclosures seriously
• nominating a link person who will keep all parties informed and be the central point of contact. Where a member of staff is the subject of an allegation made by a child, a separate link person will be nominated to avoid any conflict of interest
• responding sympathetically to any request from a child or member of staff for time out to deal with distress or anxiety
• maintaining confidentiality and sharing information on a need-to-know basis only with relevant individuals and agencies
• storing records securely
• offering details of help lines, counselling or other avenues of external support
• following the procedures laid down in our whistle blowing, complaints and disciplinary procedures
• cooperating fully with relevant statutory agencies.

  1. Complaints procedure in respect of poor practice behaviour

Our complaints procedure will be followed where a child or parent raises a concern about poor practice towards a child that initially does not reach the threshold for child protection action. Poor practice examples include unfairly singling out a child, using sarcasm or humiliation as a form of control, bullying or belittling a child or discriminating against them in some way. Complaints are managed by Sen resource manager.

  1. If you have concerns about a colleague

Staff who are concerned about the conduct of a colleague towards a child are undoubtedly placed in a very difficult situation. They may worry that they have misunderstood the situation and they will wonder whether a report could jeopardise their colleague’s career. All staff must remember that the welfare of the child is paramount. The school’s whistle blowing code (appendix 2) enables staff to raise concerns or allegations in confidence and for a sensitive enquiry to take place. All concerns of poor practice or concerns about a child’s welfare brought about by the behaviour of colleagues should be reported to the manager.

  1. Staff who are the subject of an allegation

When an allegation is made against a member of staff, set procedures must be followed. It is rare for a child to make an entirely false or malicious allegation, although misunderstandings and misinterpretations of events can and do happen. A child may also make an allegation against an innocent party because they are too afraid to name the real perpetrator. Even so, we must accept that some adults do pose a serious risk to children’s welfare and safety and we must act on every allegation made. Staff who are the subject of an allegation have the right to have their case dealt with fairly, quickly and consistently and to be kept informed of its progress. Suspension is not mandatory, nor is it automatic but, in some cases, staff may be suspended where this is deemed to be the best way to ensure that children are protected.

Allegations against staff should be reported to the manager.

The full procedures for dealing with allegations against staff can be found in Safeguarding Children and Safer Recruitment in Education (pp 57-67) https://www.schoolsrecruitment.dcsf.gov.uk/themes/default/pdfs/content/Safeguarding_Children_and_Safer_Recruitment_in_Education_Booklet.pdf.

For further information on managing allegations against staff contact your Local Authority Designated Officer (LADO) at the following email address:
lado@richmond.gov.uk.cjsm.net

  1. Staff training

It is important that all staff have training to enable them to recognise the possible signs of abuse and neglect and to know what to do if they have a concern. New staff will receive training during their induction. All staff, including the manager (unless the manager is the DP) will receive training that is updated at least every three years and the DSP will receive training updated at least every two years, including training in inter-agency procedures.

  1. Safer recruitment

Sen resource endeavours to ensure that we do our utmost to employ ‘safe’ staff by following the guidance in Safeguarding Children and Safer Recruitment in Education (pp20-54) together with the local authority and the school’s individual procedures.
Safer recruitment means that all applicants will:

• complete an application form
• provide two referees, including at least one who can comment on the applicant’s suitability to work with children
• provide evidence of identity and qualifications
• be checked through the Criminal Records Bureau as appropriate to their role and be registered with the Independent Safeguarding Authority (from 2010 onwards)
• be interviewed.

All new members of staff will undergo an induction that includes familiarisation with the Sen Resource safeguarding and child protection policy and identification of their own safeguarding and child protection training needs. All staff sign to confirm they have received a copy of the child protection policy (see: appendix 3).

  1. Photography and images

The vast majority of people who take or view photographs or videos of children do so for entirely innocent, understandable and acceptable reasons. Sadly, some people abuse children through taking or using images, so we must ensure that we have some safeguards in place. To protect children we will:

• seek their consent for photographs to be taken or published (for example, on our website or in newspapers or publications)
• seek parental consent
• use only the child’s first name with an image
• ensure that children are appropriately dressed
• encourage children to tell us if they are worried about any photographs that are taken of them.

For an example image consent form

  1. E-Safety

Most of our children will use mobile phones and computers at some time. They are a source of fun, entertainment, communication and education. However, we know that some men, women and young people will use these technologies to harm children. The harm might range from sending hurtful or abusive texts and emails, to enticing children to engage in sexually harmful conversations, webcam photography or face-to-face meetings. Sen resource e-safety policy explains how we try to keep children safe in services. Cyber-bullying by children, via texts and emails, will be treated as seriously as any other type of bullying and will be managed through our anti-bullying procedures.

Chat rooms and social networking sites are the more obvious sources of inappropriate and harmful behaviour and children are not allowed to access these sites whilst with Sen resource. Some children will undoubtedly be ‘chatting’ on mobiles or social networking sites at home.

  1. Safeguarding and Child Protection Procedures

Recognising abuse

To ensure that our children are protected from harm, we need to understand what types of behaviour constitute abuse and neglect.
Abuse and neglect are forms of maltreatment. Somebody may abuse or neglect a child by inflicting harm, for example by hitting them, or by failing to act to prevent harm, for example by leaving a small child home alone, or leaving knives or matches within reach of an unattended toddler.
There are four categories of abuse: physical abuse, emotional abuse, sexual abuse and neglect.

Physical abuse

Physical abuse may involve hitting, shaking, throwing, poisoning, burning or scalding, drowning, suffocating or otherwise causing physical harm to a child. Physical harm may also be caused when a parent or carer fabricates the symptoms of, or deliberately induces illness in a child (this used to be called Munchausen’s Syndrome by Proxy, but is now more usually referred to as fabricated or induced illness).

Emotional abuse

Emotional abuse is the persistent emotional maltreatment of a child, such as to cause severe and persistent adverse effects on the child’s emotional development. It may involve conveying to children that they are worthless or unloved, inadequate or valued only for meeting the needs of another person. It may feature age – or developmentally-inappropriate expectations being imposed on children. These may include interactions that are beyond the child’s developmental capability, as well as overprotection and limitation of exploration and learning, or preventing the child participating in normal social interaction. It may involve seeing or hearing the ill-treatment of another. It may involve serious bullying, causing children frequently to feel frightened or in danger, or the exploitation or corruption of children. Some level of emotional abuse is involved in all types of maltreatment of a child, although it may occur alone.

Sexual abuse

Sexual abuse involves forcing or enticing a child or young person to take part in sexual activities, including prostitution, whether or not the child is aware of what is happening. The activities may involve physical contact, including penetrative and non-penetrative acts. They may include non-contact activities, such as involving children in looking at, or in the production of, pornographic material or watching sexual activities, or encouraging children to behave in sexually inappropriate ways.

Neglect

Neglect is the persistent failure to meet a child’s basic physical and/or psychological needs, likely to result in the serious impairment of the child’s health or development. Neglect may occur during pregnancy as a result of maternal substance misuse. Once a child is born, neglect may involve a parent or carer failing to provide adequate food and clothing or shelter, including exclusion from home or abandonment; failing to protect a child from physical and emotional harm or danger; failure to ensure adequate supervision, including the use of inadequate care-takers; or the failure to ensure access to appropriate medical care or treatment. It may also include neglect of, or unresponsiveness to, a child’s basic emotional needs.
(Definitions taken from Working Together to Safeguard Children)

Bullying

While bullying between children is not a separate category of abuse and neglect, it is a very serious issue that can cause considerable anxiety and distress. At its most serious level, bullying is thought to result in up to 12 child suicides each year.
All incidences of bullying should be reported and will be managed through our anti-bullying procedures. All pupils and parents receive a copy of the anti-bullying procedures on joining the school and the subject of bullying is addressed at regular intervals in the personal, social and health education (PSHE) curriculum. If the bullying is particularly serious, or the anti-bullying procedures are deemed to be ineffective, the head teacher and the DSP will consider implementing child protection procedures.

Indicators of abuse and what you might see

Physical signs define some types of abuse, for example, bruising, bleeding or broken bones resulting from physical or sexual abuse, or injuries sustained while a child has been inadequately supervised. The identification of physical signs is complicated, as children may go to great lengths to hide injuries, often because they are ashamed or embarrassed, or their abuser has threatened further violence or trauma if they ‘tell’. It is also quite difficult for anyone without medical training to categorise injuries into accidental or deliberate with any degree of certainty. For these reasons it is vital that staff are also aware of the range of behavioural indicators of abuse and report any concerns to the designated person.

Remember, it is your responsibility to report your concerns. It is not your responsibility to investigate or decide whether a child has been abused.
A child who is being abused and/or neglected may:

• have bruises, bleeding, burns, fractures or other injuries
• show signs of pain or discomfort
• keep arms and legs covered, even in warm weather
• be concerned about changing for PE or swimming
• look unkempt and uncared for
• change their eating habits
• have difficulty in making or sustaining friendships
• appear fearful
• be reckless with regard to their own or other’s safety
• self-harm
• frequently miss school or arrive late
• show signs of not wanting to go home
• display a change in behaviour – from quiet to aggressive, or happy-go-lucky to withdrawn
• challenge authority
• become disinterested in their school work
• be constantly tired or preoccupied
• be wary of physical contact
• be involved in, or particularly knowledgeable about drugs or alcohol
• display sexual knowledge or behaviour beyond that normally expected for their age.

Individual indicators will rarely, in isolation, provide conclusive evidence of abuse. They should be viewed as part of a jigsaw, and each small piece of information will help the DSP to decide how to proceed. It is very important that you report your concerns – you do not need ‘absolute proof’ that the child is at risk.

The impact of abuse

The impact of child abuse should not be underestimated. Many children do recover well and go on to lead healthy, happy and productive lives, although most adult survivors agree that the emotional scars remain, however well buried. For some children, full recovery is beyond their reach, and the rest of their childhood and their adulthood may be characterised by anxiety or depression, self-harm, eating disorders, alcohol and substance misuse, unequal and destructive relationships and long-term medical or psychiatric difficulties.

Taking action

Key points to remember for taking action are:

• in an emergency take the action necessary to help the child, for example, call 999
• report your concern to the DSP by the end of the day
• if the DSP is not around, ensure the information is shared with the most senior person in the school that day and ensure action is taken to report the concern to children’s social care
• do not start your own investigation
• share information on a need-to-know basis only – do not discuss the issue with colleagues, friends or family
• complete a record of concern
• seek support for yourself if you are distressed.

If you suspect a child is at risk of harm

There will be occasions when you suspect that a child may be at serious risk, but you have no ‘real’ evidence. The child’s behaviour may have changed, their artwork could be bizarre or you may have noticed other physical but inconclusive signs. In these circumstances, you should try to give the child the opportunity to talk. The signs you have noticed may be due to a variety of factors and it is fine to ask the child if they are alright or if you can help in any way.

record these early concerns. If the child does begin to reveal that they are being harmed you should report your concerns to your manager.

If a child discloses information to you

It takes a lot of courage for a child to disclose that they are being neglected and or abused. They may feel ashamed, particularly if the abuse is sexual, their abuser may have threatened what will happen if they tell, they may have lost all trust in adults, or they may believe, or have been told, that the abuse is their own fault.

If a child talks to you about any risks to their safety or wellbeing you will need to let them know that you must pass the information on – you are not allowed to keep secrets. The point at which you do this is a matter for professional judgement. If you jump in immediately the child may think that you do not want to listen, if you leave it till the very end of the conversation, the child may feel that you have misled them into revealing more than they would have otherwise.

During your conversation with the child:

• Allow them to speak freely.
• Remain calm and do not over react – the child may stop talking if they feel they are upsetting you.
• Give reassuring nods or words of comfort – ‘I’m so sorry this has happened’, ‘I want to help’, ‘This isn’t your fault’, ‘You are doing the right thing in talking to me’.
• Do not be afraid of silences – remember how hard this must be for the child.
• Under no circumstances ask investigative questions – such as how many times this has happened, whether it happens to siblings too, or what does the child’s mother thinks about all this.
• At an appropriate time tell the child that in order to help them you must pass the information on.
• Do not automatically offer any physical touch as comfort. It may be anything but comforting to a child who has been abused.
• Avoid admonishing the child for not disclosing earlier. Saying ‘I do wish you had told me about this when it started’ or ‘I can’t believe what I’m hearing’ may be your way of being supportive but the child may interpret it that they have done something wrong.
• Tell the child what will happen next. The child may agree to go with you to see the designated person. Otherwise let them know that someone will come to see them before the end of the day.
• Report verbally to the designated person.
• Write up your conversation as soon as possible on the record of concern form and hand it to the designated person.
• Seek support if you feel distressed.

A record of concern form is provided in appendix 6.

Notifying parents

Sen resource will normally seek to discuss any concerns about a child with their parents. This must be handled sensitively and the DSP will make contact with the parent in the event of a concern, suspicion or disclosure.
However, if Sen resource believes that notifying parents could increase the risk to the child or exacerbate the problem, then advice will first be sought from children’s social care.

Referral to children’s social care

The DSP will make a referral to children’s social care if it is believed that a child is suffering or is at risk of suffering significant harm. The child (subject to their age and understanding) and the parents will be told that a referral is being made, unless to do so would increase the risk to the child.

Children with sexually harmful behaviour

Children may be harmed by other children or young people. Staff will be aware of the harm caused by bullying. However, there will be occasions when a child’s behaviour warrants a response under child protection rather than anti-bullying procedures. In particular, research suggests that up to 30 per cent of child sexual abuse is committed by someone under the age of 18.

The management of children and young people with sexually harmful behaviour is complex and Sen resource. will work with other relevant agencies to maintain the safety of the whole school community. Young people who display such behaviour may be victims of abuse themselves and the child protection procedures will be followed for both victim and perpetrator.

Confidentiality and sharing information

All staff will understand that child protection issues warrant a high level of confidentiality, not only out of respect for the child and staff involved but also to ensure that being released into the public domain does not compromise evidence.
Staff should only discuss concerns with the designated person (depending on who is the subject of the concern). That person will then decide who else needs to have the information and they will disseminate it on a ‘need-to-know’ basis.

Child protection information will be stored and handled in line with Data Protection Act 1998 principles. Information is:

• processed for limited purposes
• adequate, relevant and not excessive
• accurate
• kept no longer than necessary
• processed in accordance with the data subject’s rights
• secure.

Record of concern forms and other written information will be stored in a locked facility and any electronic information will be password protected and only made available to relevant individuals.

Every effort should be made to prevent unauthorised access and sensitive information should not be stored on laptop computers, which, by the nature of their portability, could be lost or stolen. If it is necessary to store child protection information on portable media, such as a CD or flash drive, these items should also be kept in locked storage. Child protection information will be stored separately from the child’s file and Sen resource will be ‘tagged’ to indicate that separate information is held.

Child protection records are normally exempt from the disclosure provisions of the Data Protection Act, which means that children and parents do not have an automatic right to see them. If any member of staff receives a request from a child or parent to see child protection records, they should refer the request to manager.

The Data Protection Act does not prevent Sen resource staff from sharing information with relevant agencies, where that information may help to protect a child.

Sen resource policy on confidentiality and information-sharing is available to parents and children on request.

Reporting directly to child protection agencies

Staff should follow the reporting procedures outlined in this policy.
However, they may also share information directly with children’s social care, police or the NSPCC if:

• the situation is an emergency and the designated senior person, their deputy, the head teacher and the chair of governors are all unavailable
• they are convinced that a direct report is the only way to ensure the child’s safety.
• Related safeguarding portfolio policies
• Physical intervention and the use of reasonable force
• Personal and intimate care
• Complaints procedure
• Anti-bullying
• Appropriate physical contact
• Whistle blowing
• SEN
• Behaviour
• Missing children
• Safer recruitment
• Managing allegations
• Grievance and disciplinary

Key service contacts:

Initial Response Team 42 York Street
Twickenham
TW1 3BW
020 8891 7969

Child and Family Consultation Service Tower Hamlets Council
Town Hall
Mulberry Place
5 Clove Crescent
E14 2BG 020 7364 5006

Key professional contacts:

Title Address/Telephone

Principal Manager
Safeguarding and Family Support 42 York Street
Twickenham
TW1 3BW
020 8891 7961

Child Protection and Planning Manager 42 York Street
Twickenham
TW1 3BW
020 8891 7830

Local Safeguarding Children Board 42 York Street
Twickenham
TW1 3BW

Emergency out of hours contacts

In an emergency, outside of office hours and all day on Saturdays, Sundays and Bank Holidays for child protection concerns:

Telephone: 020 8744 2442
Minicom: 0845 600 7752
Type Talk: 1800 1 020 8744 9414

Appendix 1

Code of ethical practice Sen resource staff

All staff are valued members of the community. Everyone is expected to set and maintain the highest standards for their own performance, to work as part of a team and to be an excellent role model for our children.

All staff should:
• place the safety and welfare of children above all other considerations
• treat all members of the community, including children, parents, colleagues and governors with consideration and respect
• adhere to the principles and procedures contained in the policies in our safeguarding portfolio
• treat each child as an individual and make adjustments to meet individual need
• demonstrate a clear understanding of and commitment to non-discriminatory practice
• recognise the power imbalances between children and staff, and different levels of seniority of staff and ensure that power and authority are never misused
• understand that staff are in a position of trust and that sexual relationships with a child, even over the age of 16, may be an offence
• be alert to, and report appropriately, any behaviour that may indicate that a child is at risk of harm
• encourage all children to reach their full potential
• never condone inappropriate behaviour by children or staff
• take responsibility for their own continuing professional development
• refrain from any action that would bring Sen resource into disrepute
• value themselves and seek appropriate support for any issue that may have an adverse effect on their professional practice.

Staff name

Signature

Date

Appendix 2

Whistle blowing code for issues relating to children and young people

Purpose of the code

Sen resource adheres to the local authority whistleblowing policy and procedures that enable staff to raise concerns relating to:
• crime
• a miscarriage of justice
• illegality
• health and safety
• environmental or property damage
• unauthorised use of public funds
• concealing or attempting to cover up any of the above.

This code provides additional information to help staff to understand the role of whistle blowing in the context of poor practice and unacceptable conduct and attitudes towards children.

When to use the code

The whistle blowing procedures and this code may be used by anyone employed by Sen resource in a paid or voluntary capacity who believes they have reason to suspect that the conduct of an employee towards a child is inappropriate.
Inappropriate conduct includes, but is not confined to:

• bullying or humiliation
• contravening health and safety guidelines
• professional practice that falls short of normally accepted standards
• compromising pupils’ welfare but in a way that does not meet the threshold for child protection intervention.

Reasons for blowing the whistle

Staff will naturally be reticent to report a concern about the conduct of a colleague. However, each individual must take responsibility for ensuring that children are fairly treated. If poor practice is allowed to continue unchecked, it could escalate with serious consequences.

Your action not only protects children, but also deters any suggestion that you have colluded with poor practice that you knew was occurring but chose to ignore.

Whistle blowing can also support the member of staff who is the subject of the concern. Their conduct may result from inexperience or lack of training that can be addressed bySen resource, or they may be under stress and be relieved when their conduct is questioned.

Staff who deliberately fail children and show no remorse or desire to improve are unlikely to welcome being exposed, but their conduct has to be confronted for the sake of the child and the reputation of Sen resource.

Barriers to whistle blowing

You may worry that you have insufficient evidence to raise a concern that you will set in train an unstoppable chain of events, that there will be adverse repercussions for your career, that you may suffer harassment or victimisation, or that your suspicion or concern might be totally misplaced.

These concerns are entirely understandable but you can be reassured that whistle blowing procedures addresses these issues.

The Public Interest Disclosure Act 1998 protects employees from reprisals for public interest whistle blowing. Your union, a solicitor or the local authority legal services can provide you with information about your legal position.
Confidentiality and anonymity

All concerns are treated in confidence and, as far as possible, your identity will not be revealed if that is your wish. However, absolute confidentiality cannot be guaranteed if, as a result of an investigation, you are required to provide a witness statement or attend a court hearing.

You can, if you prefer, raise your concern anonymously. Sen resource would need to decide whether the levity and credibility of the concern warrants investigation if the source of the concern, and the key evidence, is not readily available.

Sen resource will fully support you and do all it can to protect you from any harassment or adverse repercussions that may arise from whistleblowing. Allegations that prove to be deliberately fabricated and malicious will be dealt with through staff disciplinary procedures. However, no action will be taken against any member of staff who raises a genuine concern that proves to be unfounded.

Reporting procedure

It may help if you write down, for your own benefit, what you have observed or heard that is causing alarm. One useful way to decide whether your concern should be reported is to consider whether you would want the conduct of this member of staff to continue unchecked if your own child or another young family member was involved.

• You may raise your concern verbally or in writing. You should report your concern directly to the manager.
• A friend, colleague or union representative may accompany you to the meeting if you wish.
• Ensure the manager informs you of their proposed action and sets a date for a second meeting.
• Timescales will depend on the complexity of the initial inquiry but the case should not be allowed to stall and you should receive initial feedback within 10 working days. The timescale for subsequent feedback should then be agreed.
• Ask for clarification about confidentiality and ensure you have your wishes regarding the protection of your identity recorded.
• Process and outcome

The manager will make enquiries to establish the facts of the matter and whether poor practice or inappropriate conduct has occurred.
Members of the school community, including governors, may be asked to provide information or advice.

• External advice, for example, from legal or human resources or children’s services may be sought.
• A written record of the conduct, established facts and outcome of the inquiry will be kept.
• The whistleblower will be kept informed of the progress of the inquiry.
• The outcome of the inquiry will be one of the following:
• No poor practice or wrongdoing is established and the case is closed
• The concern has some substance and the subject of the concern will receive advice and support from the manager to improve practice
• Poor practice or wrongdoing is established and disciplinary proceedings are initiated
• The concern is more serious and an investigation is initiated. This investigation may involve the local authority’s legal team, children’s social care or the police.

If, at any stage in the process, there is reason to believe that a child is at risk of significant harm, children’s social care will be immediately involved.
Further action

If you raise a concern and you are dissatisfied with the way it is managed, or the outcome, you may contact the governing body or local authority for advice.
Alternatively you can seek advice from your union or professional association, a solicitor, the police, children’s social care or Public Concern at Work (PCaW), a registered charity that offers free and confidential legal advice on workplace malpractice.

Public Concern at Work
3rd Floor, Bank Chambers, 6-10 Borough High Street, London SE1 9QQ
020 7404 6609
whistle@pcaw.co.uk
www.pcaw.co.uk

Appendix 3

Confirmation of receipt of safeguarding children and child protection policy

Name:

Date of joining Sen resource:

Post:

Date of induction:

Name and designation of staff member responsible for induction:

I confirm that I have received and read the school child protection policy.
I have been made aware of my duty to safeguard and promote children’s welfare.
The procedure for reporting concerns about a child has been explained to me.

Signature:

Name:

Date:

Please sign and return this form to the designated senior person:

Appendix 5

Child’s welfare concern form

Use this form to record any concern about a child’s welfare and give it to the designated senior person for child protection:
If you suspect the child may be suffering abuse or neglect, or you have received a disclosure of abuse from a child, or you have heard about an allegation of abuse, you must complete the child protection record of concern form instead, and hand it to the designated person today.

Child’s full name

Date of this record

Why are you concerned about this child?

What have you observed and when?

What have you heard and when?

What have you been told and when?

Date and time you handed this form to the designated person

Your name and designation

Signature

Have you spoken to the child? Yes No

What did they say? Use the child’s own words

Have you spoken to anyone else about your concern? Yes No

Who?

Is this the first time you have been concerned about this child? Yes No

Further details

Appendix 6

Record of concern:

Child’s details
Full name
Address

Telephone
Date of birth
Gender: Male Female

Is the child looked-after by the local authority or are there any other legal family arrangements?
(for example, a residence order)

When was the child first admitted to Sen resource?

Ethnicity and culture

Religion

Does the child have any disability or special educational need? Yes No
Please specify

Preferred language of child

Is any type of language support required to converse with the child? Yes No
Please specify

Does the child know this form has been completed? Yes No
If not, why not?

If yes, what did the child say?

Details of those with parental responsibility
Name(s)
Address

Telephone

Relationship to child

Ethnicity, culture and religion of those with parental responsibility if known

Preferred language of those with parental responsibility

Is any type of language support required?

Do those with parental responsibility have any disability or special need?

How does this disability or special need affect the child?

Details of any siblings

Does the child regularly spend time with other carers, for example, after-school or holiday carers, or at a short break service?

Has a Common Assessment Framework (CAF) been completed for this child?
Yes No
Please give date and reason for the CAF

Why are you concerned about this child?
Please provide a description of any incidents/conversations and the dates they occurred. You must make clear what is fact and what is opinion or hearsay. You must not ask the child leading questions or try to investigate the concern yourself

What have you observed and when?
(This relates to anything you have personally witnessed)

What have you been told and when?
(Write here anything you have been told by the child or any other person. Be clear about who has said what)

What have you heard and when?
(This may be third-party information that is relevant but as yet unsubstantiated)

If an allegation has been made, give any details you have about the alleged abuser

Date and time of this record

Your details
Full name

Position

Do those with parental responsibility know this form has been completed?
Yes No

If not, why not?

If yes, what did they say?

NOTE: Those with parental responsibility should not be contacted by anyone in Sen resource if this could place the child at risk. Speak to the designated person first

Does the child have any visible injury, or have they told you they have been injured?
□ Yes □ No
If yes, has medical advice been sought?

Has any action already been taken in relation to this concern?

Name and position of the person this record was handed to:

Date and time the above person received this record

If this record has been handed to anyone other than the designated person please explain why

If you have used additional sheets to complete this record of concern please staple them to this form and write the number of additional sheets here

Hand this form to the designated person before you go home. If the designated person is unavailable, hand it to their deputy, the head teacher or your line manager.

NB: If you do not have certain information, such as the child or family’s ethnicity, do not delay handing in the form.

Health and Safety Policy

 This policy shows the general health and safety responsibilities for all Sen resource employees.

 Policy Summary

This policy sets out clear guidelines for what is expected from all Sen resource employees in relation to health and safety responsibilities.

 Manager

The manager is responsible for:

Setting the policy for Health and Safety and ensuring its annual review;

Monitoring health and safety performance to ensure that delegated responsibilities are being managed effectively. Setting the direction for effective health and safety management so that its strategic importance is understood, taken seriously throughout the organisation, and so that it serves as an integral part of the organisation’s culture, values and performance standards.

 

The manager is also accountable for supervising the planning, control and monitoring processes required to implement the safety management system in their areas of responsibility. The matters they are required to address include:

  • Promotion, endorsement and support of the Health and Safety policy through strong, visible leadership;
  • Incorporating health and safety into the organisation’s planning strategy;
  • Provision of sufficient resources to effectively manage health and safety;
  • Monitoring and reviewing safety as an ongoing agenda item;
  • Ensuring that the arrangements made for health and safety and for securing the effectiveness of the health and safety policy are fully implemented;
  • Resolution of any conflicts between safety practice and the operational goals of the Sen resource.

 

Head of SQE (Safety, Quality and Environment)

The Head of SQE plays a key co-ordinating and advisory role within the Sen resource approach to safety management. This includes advising on the achievement of policy requirements and the development of appropriate codes of good safety practice and training programmes. The Head of SQE also acts to assist the Manager in the discharge of their safety responsibilities and in doing so will:

 

Act as advisor on safety matters;

Provide support in the fields of health and safety risk management, monitoring and control;

Define, deliver and co-ordinate, as appropriate, operational safety training requirements;

Communicate and facilitate the distribution of relevant safety information;

Liaise with enforcing authorities;

Co-ordinate safety policy and procedure formulation for approval by the Chief Executive Officer;

Arbitrate on all matters of interpretation of the Sen resource Health and Safety Policy.

 

Managers/Principals

Managers are responsible for the local management of health and safety. They are responsible for the day-to-day running of the Sen resource and as such the direct line-management responsibility for action on safety issues and will:

Promote, endorse and support the Health and Safety policy through strong, visible leadership;

Ensure that all employees are fully aware of their responsibilities in the management of safety and that such responsibilities are fulfilled;

Act as the primary source of contact on all local safety matters;

Ensure that the Sen resource complies fully with all the requirements of legislation in relation to the management of safety;

Ensure that disciplinary action on safety matters is taken in accordance with Sen resource procedures;

Define local safety information and training requirements

Ensure that adequate auditable records of risk assessments are kept;

Ensure appropriate and timely action on the outcomes of local risk assessments;

Keep up to date with conflicts between safety practice and the operational goals of the Society;

Ensure that Safety, Health and Environment Coordinators/Business Managers are carrying out their coordinating role effectively and support them as appropriate;

Appoint Health and Safety Advisors to assist with their health and safety responsibilities where there is a demonstrable need to delegate to a dedicated member of staff rather than to more than one individual;

  • Ensure that accidents are reported and properly recorded, using the RIDDOR process, where necessary;
  • Monitor health and safety performance.
  • Implement the requirements of the health and safety policy;
  • Identify hazards associated with work activities and take steps to

control them;

  • Challenge complacency towards system failures and take effective measures to eliminate or improve unsafe acts;
  • Enforce standards of safety;
  • Ensure the co-operation and control of third parties e.g. contractors.

Risk Assessors

Risk Assessors act on behalf of Local Managers to assist in the risk management process. They carry no additional legal responsibilities to those of other employees. In all instances, therefore, it is vital that Managers retain direct monitoring control of any actions taken on their behalf by staff performing this function.

Safety, Health and Environmental Coordinators/Business Managers

The Safety, Health and Environmental (SHE) Coordinators/Business Managers report to their line managers but additionally have specific responsibility to assist the Head of SQE in the following:

To coordinate the local Safety Action Group (SAG), and ensure that it operates as set out in the constitution;

To act as Secretary for the local SAG, in order to administer the SAG and ensure meetings are properly conducted and documented;

To conduct and manage the election of employee representatives who can act as “Representatives of Employee Safety (RoES)”;

  • To consult directly with employees if there are no RoES;
  • To ensure that there is adequate management and employee representation from the local SAG, and Small Sites (refer to policy HS- 0414) as appropriate, attending the Regional Safety Committee meetings
  • To ensure relevant actions set by the National Safety Committee are fulfilled;
  • Carry out duties, and provide information, relating to Health, Safety and Environmental performance as requested by the SQE Team.
  • To act as the link between the SQE Team and their local groups to facilitate improvements in environmental performance.

Employees

Employees are critical to the Sen resource achieving effective safety performance. Not only does the Sen resource performance depend upon each individual operating in a safe and sensible manner but also on team-working, or working with external contractors/visitors/clients. All activities must be conducted with due regard to safety procedures and practice.

Whilst the aim of this policy is to promote a co-operative and constructive view of safety concerns in the Sen resource, all staff must be aware that a wilful or irresponsible disregard for safety matters may give rise to disciplinary proceedings.

Employees’ responsibilities are to:

Take reasonable care of their own safety and the safety of others who may be affected by their acts or omissions whilst undertaking tasks as an agent of the employer;

Co-operate with the Sen Resource and any persons involved in its undertaking to such an extent so as to enable the Nihal’s Marvel and any other person to comply with any of the relevant statutory provisions;

Use in such manner so as to provide the protection intended, any suitable appliance, protective clothing, convenience, equipment or other means or thing provided (whether for his/her use alone or for use by him/her in common with others) to achieve the Sen resource safety standards;

Report to their immediate supervisor/manager, without delay, any defects in hardware assets, place of work, or systems of work, or risk assessment arrangements which might endanger safety;

Not to misuse and/or intentionally or recklessly interfere with anything provided in the interests of safety;

Report any conflicts between safety practice and operational goals to their manager or employee representative. If this is not possible then representation can be made to the Head of SQE. 

 

Publicity, Photography, and Video Consent Form

 

I (print name)                                                consent to have mine or my child(ren)’s image recorded whilst accessing services organised by Sen Resource. I understand that my child’s image may be used for publicity purposes to promote the work of Sen Resource.

 

I am aware that my child’s image may be used in a publishable format, for example: TES magazine, PowerPoint presentations at relevant tradeshows and may also feature on Sen Resource website.

 

I give my consent for photos/videos of my child(ren) to be used in this manner, by Sen Resource.

 

I am aware that my child(ren)s personal details, for example: address will not be passed on to any other organisation without my full written consent and will be held only by Sen Resource for record keeping purposes.

 

Print Name:

Name of Child (if required): 

Signature:

Date:

 

Sen Resource, Charlene Clayton: last updated June 2016. To be reviewed June 2017.

 

© 2016 Charlene Clayton, Sen Resource Founder