Safeguarding Policy

Safeguarding looks at preventative action, and covers the full range of measures in place to protect children and vulnerable adults from potential dangers, including the safer recruitment of staff, and is therefore a positive approach.

 

The term “safeguarding” is defined by the Children Act 1989 and Joint Chief Inspectors Report on Arrangements to Safeguard Children (2002) as:

“Organisations working with children and young people take all reasonable measures to ensure that the risks of harm to the individual’s welfare are minimised, where there are concerns about children and young people’s welfare, all organisations take all appropriate actions to address those concerns, working to agreed local policies and procedures, working in partnership with other local agencies”.

(A child is legally defined as “a person who has not attained the age of 18 years”)

 

Key aspects of legislation have recently been extended to include similar standards of protection to “vulnerable adults”. (The broad definition of a vulnerable adult is (a person who is 18 years of age or over, and who is or may be in need of community care services by reason of mental or other disability, age or illness and who is or may be unable to take care of him/herself, or unable to protect him/herself against significant harm or serious exploitation” (Safeguarding Vulnerable Groups Act, 2006).

 

The main categories of people covered by this definition of vulnerable adult include people:

  • Who have a learning disability
  • Who have a physical or sensory impairment
  • Who have a mental illness including dementia
  • Who are old and frail
  • Detained in custody or under a probation order
  • Who are considered vulnerable and who may experience abuse due to problems with alcohol or drugs (or be vulnerable due to other circumstances such as being an asylum seeker)

The College recognises that the current and projected client group do not meet the above definitions. However it is mindful that this situation may change in the future and there may be exceptional circumstances where existing students experience a significant change of circumstances which may increase their vulnerability. This policy recognises this and outlines both the current policy and the intended developments.

The safety and well-being of the child or vulnerable adult is paramount. Staff may have access to confidential information about learners in order to undertake everyday responsibilities. In some circumstances, staff may be given sensitive or private information. They staff will not use confidential or personal information about a learner or his/her family for their own or others’ advantage. Information must never be used to intimidate, humiliate, or embarrass a learner.

Confidentiality and trust will be maintained as far as possible but staff must act on the basis that the safety and well-being of the child or vulnerable adult is paramount. The degree of confidentiality will be governed by the need to protect the child or vulnerable adult. The member of staff to whom the child or vulnerable adult is making the disclosure needs to be open and honest with them from the and not promise to keep information confidential.

The College recognises that:

  • The welfare of the child or vulnerable adult is paramount
  • All children and vulnerable adults regardless of age, disability, gender, racial heritage, religious belief, sexual orientation or identity have the right to equal protection from all types of harm or abuse
  • Working in partnership with children, vulnerable adults, their parents, carers and other agencies is essential in promoting young people’s welfare

 

The College will endeavour to safeguard children and vulnerable adults by:

  • Valuing them, listening to and respecting them
  • Adapting child protection guidelines through procedures for staff
  • Recruiting staff safely (See below)
  • Sharing information about safeguarding and child protection and good practice with children, parents, vulnerable adults and staff
  • Sharing information about concerns with relevant agencies who need to know, and involving parents, children and vulnerable adults appropriately
  • Providing effective management for staff through supervision, support and training

College policies / procedures

The following additional College policies and / or procedures support the College’s approach to safeguarding and provide an effective overall framework for creating a safer learning environment by implementing the following policies:

  • Policy on the Recruitment and Employment of Ex-Offenders
  • First Aid Policy
  • Data protection policy
  • Policy statement on the secure storage, handling, use, retention and disposal of disclosures and disclosure information
    • Equality Opportunities Policy
    • Race equality policy
    • Learner involvement strategy
    • Anti-bullying and harassment policy
    • Staff code of conduct
    • Health & safety policy

Safer recruitment of staff

The College will ensure that staff are fit to work in a College setting with children and vulnerable adults. It also reserve the right to refuse to employ staff whom it has a reasonable belief may pose a risk to learners.

The College has systems in place to prevent unsuitable people from working with children or vulnerable adults and to promote safe practice. Current systems apply to all staff and require the following checks to be made pre-appointment or directly following appointment.

  • A satisfactory references, preferably from the current or most recent employer
  • Copies of original documentary evidence checks of identify, nationality, residence and “right to work” status
  • A signed self declaration form covering Criminal Records.
  • Copies of original documentary evidence of qualifications

However the College is mindful of the potential change identified above and will, by May 2012 ensure that in addition all teaching and welfare staff have the following in addition to the above:

  • An Enhanced Criminal Records Bureau (CRB) Disclosure

By Sept 2012 all new staff will be required to undertake the following checks:

  • A satisfactory references, preferably from the current or most recent employer
  • Copies of original documentary evidence checks of identify, nationality, residence and “right to work” status
  • A signed self declaration form covering Criminal Records.
  • Copies of original documentary evidence of qualifications
  • A check under Section 142 of the Education Act 2002 (previously known as “List 99”)
  • An Enhanced Criminal Records Bureau (CRB) Disclosure

Equality Opportunities Policy

All children and vulnerable adults, as part of the College community, have the right to be safeguarded from harm and exploitation whatever their race, religion, gender, sexuality, age or disability. It is important that the safety and well-being of the learner remains paramount and takes precedence over culture, race, religion or other such factors. Further information is provided in the Equal Opportunities Policy.

 

Race Equality Policy

Under the race equality policy staff is required to:

  • Eliminate unlawful racial discrimination
  • Promote equality of opportunity
  • Promote a positive learning and working climate to ensure good relations between people of different racial groups

The college understands the policy and will promote race equality policy.  All staff will receive a handbook / information regarding the policy and how to promote a health atmosphere.

 

Disability Statement

The College is not accessible for wheel chair users and this is made clear on the web site and through the Consultant information. However should such circumstances arise it would endeavour to make reasonable facilities available in the ground floor accommodation.

Learner Involvement Strategy

The college considers the learners views valuable and has developed resources in order to gain feedback, suggestions and areas of improvement regarding course structure and the delivery. When acted on effectively it can influence the delivery of learning materials and resources to ensure maximum benefit to the

learner. Further information is available in the Learner Involvement strategy.

Anti-bullying and harassment policy

As a community based college, the college will not tolerate any form of bullying and harassment between staff or students on any bases.

Bullying

There is no single legal definition of bullying, but it can include:

  • offensive or insulting behaviour by another employee which makes an individual feel threatened, or taken advantage of
  • humiliation of an employee / students or any body on the college premises

Some common forms of bullying are:

  • verbal abuse – e.g. taunting
  • physical violence or violent gestures
  • public humiliation

However, bullying can be more subtle, such as:

  • giving someone an impossible deadlines
  • removing an employee’s responsibilities and giving them more menial tasks
  • withholding information or giving false information

Harassment

Harassment on the grounds of sex, marital status, gender reassignment, race, disability, religion/belief, sexual orientation and age, along with sexual harassment, is explicitly prohibited in employment and vocational training. Harassment is defined as any unwanted conduct on the grounds of race, age, etc that has the purpose or effect of:

  • violating the dignity of an individual
  • creating an intimidating, hostile, degrading, humiliating or offensive atmosphere for an individual

The college will not on any ground will accept this behaviour.  Anyone found to behave in the appropriate manner will be disqualified form relevant post e.g. will no longer be a students or staff member at the college.

Staff Code of Conduct

The policy is designed to ensure that the college operates efficiently and effectively and that staff are treated fairly and equitably.

 

Code of Conduct

Staff are expected to act honestly, conscientiously, reasonably and in good faith at all times having regard to their responsibilities, the interests of the college and the welfare of colleagues and students.

Staff have an obligation to the college to:

  • Be present at work as required and to be absent from the workplace only with proper authorisation
  • Carry out their duties in an efficient and competent manner, and maintain specified standards of performance.
  • Comply with lawful and reasonable employer instructions and policies and to work as directed
  • Respect the privacy of individuals and use confidential information only for the purposes for which it was intended
  • Neither use, nor allow the use of, college property, resources, or funds for other than authorised purposes
  • Maintain all qualifications (including registration and annual practising certificates) necessary for the performance of their duties legally and efficiently
  • Not demand, claim or accept any fee, gratuity, commission or benefit from any person or persons other than the college in payment for any matter or thing concerned with duties and responsibilities, or to accept any gift or favour from any source which could be seen as influencing a business relationship
  • Avoid conflicts of interest.

 

Health & Safety Policy

The Health and Safety Policy sets out how health and safety issues are managed within premises. A Health and Safety Policy is a commitment to planning and managing health and safety at work.

Overall responsibility for health and safety rests with the employer but many day-to-day tasks may be delegated to staff. The policy shows how these tasks are allocated and states exactly who is responsible for different things such as first aid, health and safety and fire risk assessments and investigating accidents.

All college staff and students are informed about the health and safety at college.  Staff is required to inspect their classrooms before and after lesson.  They are required to leave the classrooms in a safe manner for other colleagues.  If there is hazard or spillage staffs is required to report the hazard / spillage to relevant bodies.  (required paper work has been developed to record any instances and a continuous check on classrooms)

(All staff will be informed of rules, regulations and policy on recruitment)

The following table contains information regarding the designated safeguarding team for the college

Designation Name Telephone
Lead designated safeguarding person (Principal) Asfa Soni 0161 248 9100, 0161 248 9100
Head of Curriculum Salman Soni 0161 248 9100, 0161 248 9100
Student Support Samra Mir 0161 248 9100, 0161 248 9100
Health and safety manager Vic Brailey 0161 248 9100, 0161 248 9100

 

The designated safeguarding team is responsible for ensuring:

  • Arrangements are in place for inducting and training staff in safeguarding practices and procedures
  • Ensuring safeguarding resources are up to date and distributed in the college
  • The Principal will review the roles and responsibilities of the safeguarding team in order to ensure the safeguarding practice is being followed correctly and effectively.

 

Written by:  VB

Created Date: 5th Jan 2012

This process takes effect from: 5th Jan 2012

Modified on 12th Apr 2012 & 8th Apr 2013