We promote and encourage our teaching and learning practices within our delivery to foster:
Effectiveness of leadership and management
Quality of Teaching, Learning & Assessment
- Teaching, learning and assessment promote equality, raise awareness of diversity and tackle discrimination, victimisation, harassment, stereotyping, radicalisation and bullying
- Staff are aware of and plan for individual learners’ diverse needs in teaching or training sessions and provide effective support, including making reasonable adjustments for disabled learners or those with special educational needs
- Teaching promotes learners’ spiritual, moral, social and cultural development
Personal development, behaviour and welfare of learners
Personal development, behaviour and welfare of learners
- How well learners know how to protect themselves from the risks associated with radicalisation, extremism, forms of abuse, grooming and bullying, including through the use of the internet, and how well they understand the risks posed by adults or young people who use the internet to bully, groom or abuse other people, especially children, young people and vulnerable adults
- How well learners know how to keep themselves fit and healthy, both physically and emotionally
- The extent to which learners feel and are safe and have a good understanding of how they can raise concerns if they do not feel safe; the confidence that any concerns they may have are taken seriously and followed through appropriately
- Learners’ understanding of their rights and responsibilities as a learner and, where relevant, as an employee, as citizens and consumers in the community; and how well they work cooperatively with others in all settings and promote good and productive working relationships with their peers, employees and employers
- The extent to which learning programmes, including enrichment activities, allow all learners to explore personal, social and ethical issues and take part in life in wider society and in britain
of leadership and management
Leadership & Management
- The extent to which leaders promote all forms of equality and foster greater understanding of and respect for people with protected characteristics, and how well learners and staff are protected from harassment, bullying and discrimination, including those based with employers and at other sites external to the provider
- How well the provider prepares learners for successful life in modern britain and promotes the fundamental british values of democracy, the rule of law, individual liberty and mutual respect and tolerance of those with different backgrounds, faiths and beliefs
- The effectiveness of safeguarding practice, including the prevention of radicalisation of learners and compliance with the prevent duty
- OUR COMMITMENT 3
- PRINCIPLES 3
- DEFINITIONS 3
- SCOPE 4
- PURPOSE 5
- POLICY 5
- BEHAVIOUR 7
- REPORTING 8
- RECORDING 8
- ALLEGATIONS OF ABUSE AGAINST STAFF 8
- RESPONDING TO A DISCLOSURE/ALLEGATION
OF ABUSE 8
- COMMUNICATION 9
- OUR COMMITMENT TO REVIEWING OUR SAFEGUARDING 9
- FURTHER INFORMATION AND DEFINITIONS 9
- CHANGES TO THE POLICY 9
Appendix 1 Safeguarding Alert Form 1
Appendix 2 Safeguarding Alert Form 2
Appendix 3 Safeguarding Legislation
Appendix 4 Safeguarding Children and Vulnerable Adults – Professional Code of Conduct
- OUR COMMITMENT
JC TRAINING & CONSULTANCY LTD is committed to practices that protect learners and vulnerable adults from harm and creating a ‘safer’ learning environment that promotes well-being and security.
JC TRAINING & CONSULTANCY LTD will ensure that all staff and associates recognise and accept their responsibilities to develop awareness of the issues that may cause harm to young people or to vulnerable adults. We will ensure our staff and associates maintain their knowledge of safeguarding policies and procedures acting appropriately to address any safeguarding concerns. We expect all our partners/associates /contractors who work with us to share this commitment.
The welfare of learners and vulnerable adults is everyone’s responsibility, particularly when it comes to protecting them from abuse. Learners and vulnerable adults have a lot to gain from us. Our programmes provide an excellent opportunity for participants to learn new skills, grow in confidence and maximise their potential.
This policy is based on the following principles:
- The welfare of learners and vulnerable adults is the primary concern.
- All learners and vulnerable adults, whatever their age, culture, disability, gender, language, racial origin, socio-economic status, religious belief and/or sexual identity have the right to protection from abuse.
- It is everyone's responsibility to report any concerns about abuse to the Designated Safeguarding Officer.
- All incidents of alleged poor practice, misconduct and abuse will be taken seriously and responded to swiftly and appropriately. This may lead to an investigation of a possible criminal offence by the police, involvement of an appropriate social care worker or an investigation of our provision and consideration of disciplinary action on staff or learners.
- All personal data will be processed in accordance with the requirements of the Data Protection Act 1998.
- All appropriate staff and associates have appropriate CRB or vetting and barring clearance in line with ‘safer recruitment’ practices
For the purposes of this policy learners under the age of 18 and those whom are considered vulnerable. The Safeguarding Vulnerable Groups Act 2006 defines a ‘vulnerable adult’ as:
A person aged 18 and over who may, amongst other indicators:
- Suffer from a mental illness
- Have a physical or sensory disability
- Have a learning difficulty
- Have a debilitating physical illness
- Be a substance abuser
- Be a carer
- Suffer discriminatory abuse on the grounds of race, culture, religion, gender, disability or sexual orientation
- Be in need of community care services by reason of mental or other disability, age or illness
- Be unable to protect himself or herself against significant harm or serious exploitation
This policy applies to all employees, associates, contractors, learners and clients of JC TRAINING & CONSULTANCY LTD as all have a role to play in safeguarding the welfare of learners and vulnerable adults and preventing their abuse. This policy focuses on protection from abuse and neglect and is designed to provide a basic procedure which should be followed in any engagement between JC TRAINING & CONSULTANCY LTD and learners and/or vulnerable adults including virtual environments such as teleconferencing, video conferencing, websites, social networking, blogging etc.
Categories of abuse include:
This may include ‘hitting, slapping, pushing, kicking, misuse of medication, restraint or inappropriate sanctions’
Some of the recognised signs of physical abuse are:
. unexplained burns
. bruising and abrasions
. drowsiness from misuse of medication
. anxiety in the presence of an abuser
This may include ‘rape and sexual assault or sexual acts to which the vulnerable adult has not consented, or could not consent or was pressured into consenting’
Some of the recognised signs of sexual abuse are:
. changes in behaviour
. sexually transmitted diseases
. sexualised behaviour
There is a strong similarity between the descriptions of these. Emotional abuse is generally described as an element of psychological abuse. Psychological abuse may include emotional abuse, threats of harm or abandonment, deprivation of contact, humiliation, blaming, controlling, intimidation, coercion, harassment, verbal abuse, isolation or withdrawal from services or supportive networks
Some of the recognised signs of psychological or emotional abuse are:
. lack of eye contact
. low self-esteem
. disturbed sleep patterns
. reluctance to talk openly
Financial or material abuse
This may include ‘theft, fraud, exploitation or the misuse or misappropriation of property, possessions or benefits’
Some of the recognised signs of financial or material abuse are:
. loss of jewellery and person property
. lack of money to purchase basic items
. a bill not being paid when money is entrusted to a third party
. inadequate clothing
. loss of money from a wallet or purse
. unexplained withdrawal of cash
Neglect and acts of omission
This may include ‘ignoring medical or physical care needs, failure to provide access to appropriate health, social care or educational services, the withholding of the necessities of life, such as medication, adequate heating and nutrition’
Some of the recognised signs of neglect and acts of omission are:
This may include abuse, bullying and harassment based on the individual’s age, sex, disability, religion, race or ethnicity or sexual orientation. Some of the recognised signs of discriminatory abuse might be very similar to psychological and emotional abuse.
The purpose of this policy is to provide advice for staff and associates working with us on helping us to meet our commitment of ensuring that any child or vulnerable adult receiving any form of training, advice or guidance through us is protected from all forms of exploitation and abuse.
All staff and associates are asked to subscribe to our Code of Behaviour to help embed the delivery of our policy commitment. We recognise that no guidance can be exhaustive however, our policy is to ensure, so far as is possible, that all who work with us maintain a
proper focus on safeguarding.
The policy and procedure will address the following situations:
- where allegations are made or suspicions/concerns arise that a learner under 18, or a vulnerable adult is or may be being abused
- where allegations are made or suspicions/concerns arise related to a member of staff abusing a learner under 18 or a vulnerable adult
- where a member of JC TRAINING & CONSULTANCY LTD is deemed to pose a threat to under 18s and/or a vulnerable adult
6.1 In line with current legislation and best practice guidance, our fundamental belief is that young people and vulnerable adults have the right to make important decisions about their own lives and that protection of learner’s welfare is paramount. Consequently, JC TRAINING & CONSULTANCY LTD feels that Safeguarding issues take priority in relation to any other policies/ procedures.
6.2 JC TRAINING & CONSULTANCY LTD response to its role in safeguarding the welfare of its learners concerning safeguarding is:
- to work in accordance with the policies of the Local Safeguarding Boards
- to provide appropriate development to all relevant members of staff to ensure that they are aware of safeguarding issues and the procedures that must be followed
c to ensure all staff understand their responsibilities in relation to safeguarding young people and vulnerable adults
- to provide guidance to all JC TRAINING & CONSULTANCY LTD learners in the workplace
- to make appropriate referrals of young people under 19 yrs. of age and venerable adults to Social Services or other appropriate agencies (Police or NSPCC) where there are concerns that the young person or vulnerable adult is or may be being abused
f to prohibit sexual relationships between staff and learners under 18
- to ensure that young people and vulnerable adults have the right of access to JC TRAINING & CONSULTANCY LTD employees and associates who will respect their confidences; and who will not judge, intervene and act, except in extreme circumstances, without the young person’s agreement
- to ensure the young person and/or vulnerable adult is offered all possible support,
- to recognize JC TRAINING & CONSULTANCY LTD duty of care and that the learner’s welfare must be paramount. Hence, in extreme circumstances, it may be necessary to breach a person’s confidentiality to protect them from harm. Learners must be informed of this position through JC TRAINING & CONSULTANCY LTD literature reinforced by verbal explanations from assessors. All JC TRAINING & CONSULTANCY LTD employees and associates have a general duty to ensure the confidentiality of information relating to both learners and employers
- to ensure that in situations where abuse is alleged or suspected JC TRAINING & CONSULTANCY LTD will take account of the advice from the Social Services Safeguarding Team (See No. 15) on circumstances warranting breach of confidentiality. These include:
- a young person/vulnerable adult in a dangerous situation
- a situation when inaction might place them/someone else in a dangerous situation
- a young person/vulnerable adult in fear of the abuser
- when inaction infringes the rights of other learners
- when inaction could lead to someone being harmed
- To ensure that confidentiality is maintained and incidents will never be discussed within or outside JC TRAINING & CONSULTANCY LTD except on a strictly “need-to-know” basis. For example, it may be important to ensure that the tutor /assessor/IQA is aware that the learner may need support
- To allow the young person/vulnerable adult to be heard and tell their story
- To ensure that a written factual record of discussions with the learner are evidenced as soon as possible of the key details regarding the allegations and the actions taken. The record should be factual and objective in terms of what is reported by the learner and not based on opinions, thoughts or impressions
- To ensure a record is kept, confidentially and centrally, in the JC TRAINING & CONSULTANCY LTD office, of all concerns, discussions and decisions where there are safeguarding concerns
- To recognize the particular challenges and difficulties young people/vulnerable adults with special educational needs have, by ensuring they are appropriately supported. For example, their physical or mental impairment (including communication difficulties) might mask possible abuse
- To ensure JC TRAINING & CONSULTANCY LTD takes appropriate action to exclude or refuse admission to any individual who may pose a risk to young people or vulnerable adults
Staff and associates must respect a young person’s/vulnerable adult’s rights to privacy and encourage them to feel comfortable enough to report attitudes or behaviour they do not like.
Our staff and associates are expected to act with discretion with regard to their personal relationships. They should ensure their personal relationships do not affect their professional role within the organisation.
All staff and associates should be aware of the procedures for reporting concerns or incidents, and should familiarise themselves with the contact details of the Designated Safeguarding Officer. If a member of staff or associate finds himself or herself the subject of inappropriate affection or attention from a young person/vulnerable adult, they should make others aware of this.
If a member of staff or associate has any concerns relating to the welfare of a young learner/vulnerable adult, be it concerns about actions or behaviour of another staff member or associate or concerns based on any conversation with the young person/vulnerable adult, particularly if an allegation is made, they should report this to the Designated Safeguarding Officer.
Staff and associates should not start an investigation or question anyone after an allegation or concern has been raised. Staff or associates should just record the facts and report these to the Designated Safeguarding Officer. The Designated Safeguarding Officer for matters concerning safeguarding is the Jennifer Crook (Business Director).
All staff and associates are to be aware of and adhere to the JC TRAINING & CONSULTANCY LTD Safeguarding Children and Vulnerable Adults Professional Code of Conduct which can be found in Appendix 4.
All staff and associates are also to be aware of the JC TRAINING & CONSULTANCY LTD document ‘The 5 R’s of Safeguarding’ which is to be communicated during induction training.
All members of staff or associates working closely with children and/or vulnerable adults should be alert to the possibilities of abuse. Any incidence or alleged incidence of abuse whatever the nature must be immediately reported to the Designated Safeguarding Officer, In the event of this not being possible you should report your concerns directly to your Manager. In all cases whoever receives your report should, without delay, having carefully recorded your testimony, pass the report to the Designated Safeguarding Officer who will put in place preventative measures to stop any possible abuse from continuing and put in place actions to resolve the issue in the long term.
When recording an alleged incidence of abuse, the record must be precise and use the words of the complainant. The record should use accurate quotation and should also, if appropriate, include factual observations about the physical and emotional state of the person sharing their concerns with you. The information must be recorded and stored securely, and should be accessible only to those who need access as part of action taken to resolve a complaint or allegation. Recording must be completed on Alert Forms 1 and 2 which can be found in appendix 1 and 2 of this policy.
Only the Designated Safeguarding Officer can make a decision to refer a complaint or allegation, having gathered and examined all relevant testimony and information, to the appropriate Safeguarding Authority.
- ALLEGATIONS OF ABUSE AGAINST STAFF
Allegations of abuse, or concerns raised against JC TRAINING & CONSULTANCY LTD staff or associates, will always be treated seriously. The allegation must be referred to the Designated Safeguarding Officer who will follow the safeguarding procedure in the same way as for other safeguarding allegations, taking the appropriate steps to ensure the safety of the learner and any others who may be at risk. Actions will be taken both to protect the learner and the accused member of staff and these may include ensuring that the member of staff is not placed in a vulnerable situation while investigations take place.
- RESPONDING TO A DISCLOSURE/ALLEGATION OF ABUSE
If a learner informs you directly that they are concerned about someone’s behaviour towards them; this is known as disclosure. The person receiving the disclosure should:
- Stay calm and listen carefully to what is said
- Find an appropriate early opportunity to explain that it is likely that the information will need to be shared with others – do not promise to keep secrets
- Allow the individual to continue at his/her own pace
- Ask questions for clarification only and at all times avoid asking questions that suggest a particular answer
- Reassure the individual that they have done the right thing in telling you
- Tell them what you will do next and with whom the information will be shared. Tell them that you will be speaking to the person at JC TRAINING & CONSULTANCY LTD who is responsible for their protection and that they may contact the relevant Safeguarding Board if it is felt necessary and they will advise what we should do next.
- Record in writing what was said using the individual’s own words as soon as possible – note date, time any names mentioned, to whom the information was given and ensure that the record is signed and dated. As soon as possible after the event transfer this information onto Alert Form 1 found in appendix 1 of this policy.
- Contact the Designated Safeguarding Officer immediately and do not talk to other people about the incident. Others should only be made aware on a ‘need to know’ basis.
Our commitment and approach to Safeguarding is communicated to all staff and associates by managers during recruitment, at induction and throughout refresher training. This Safeguarding policy should be read in conjunction with the policies detailed below: -
-Equality and Diversity
-Health and Safety
- OUR COMMITMENT TO REVIEWING OUR SAFEGUARDING PRACTICES
We will work in partnership with local safeguarding partnerships and committees, to include the Safeguarding Children’s Boards and the Safeguarding Adults Boards, to seek guidance on developing our safeguarding practices and dealing with allegations of harm that may have occurred at home or in other situations outside of our remit. All policies and practices are reviewed regularly to ensure that we have sound systems in place to minimise abuse of vulnerable adults and young people and to take action where abuse is suspected.
- FURTHER INFORMATION WEBSITE HYPERLINKS AND DEFINITIONS OF ABUSE (NIACE)
- Safeguarding Vulnerable Groups Act 2006
- NIACE Safer Practice, Safer Learning
- PLEASE ALSO SEE APPENDIX 3
- CHANGES TO THE POLICY
This policy will be monitored and reviewed regularly, to ensure that it meets the needs of the business and to ensure compliance with relevant legislation. Full review will take place annually.
This Policy does not form part of the contract of employment.
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