3.2 Explain policies and procedures that are in place to protect children and young people and adults who work with them.
Policies and procedures are set in place to not only protect children and young people but also adults who work with them, it is vital that all professionals follow safe working practices to ensure that not only children are protected but also themselves. E.g. if a disclosure is made by a child to a member of staff it is vital that is always taken seriously even if it is proven to be untrue or inaccurate. The child or young person should be listened to in a calm and supportive manner which will allow them to talk freely and openly, it is also imperative that they are reassured about telling someone and how hard it must have been for them. Once the disclosure has been made and the child is calmed and secure, the employee or adult should inform the designated safeguarding officer, relevant notes should be written down in the child’s own words including names that were mentioned, time and place of disclosure and place and background of the disclosure.
3.3 Evaluate ways in which concerns about poor practice can be reported whilst ensuring that whistleblowers and those whose practice or behaviour is being questioned are protected.
Every school has whistle blowing policies and procedures and these policies are put in place to provide protection for the person against victimisation or reprisals from other members of staff (physical or verbally) when the concerns are genuine and accurate. If a member of staff is the victim of reprisals then an employment tribunal may be able to take action. If any concerns about malpractice or misconduct in a school setting are raised against another member of staff then this should be reported to the safeguarding officer of the school. If concerns are raised then they are certain procedures to follow.
• The whistle blower must think about what is disturbing them and why.
• Concerns should be reported to the relevant person when the time is right.
• Write those concerns down giving background details, names, witness names (if any) dates and places.
• Both parties can be offered help and support if required and all information disclosed for both whistle blower and the accused will be kept confidential and is investigated discreetly (Data Protection Act)
• Preparations for any ramifications that could follow whistle blowing.
If employment is terminated or a person suffers as a result of whistle blowing they are then protected by law under the Public Interest Disclosure Act 1998, this law was brought in to protect whistle blowers from detrimental treatment by their employers.
Although whistle blowing may be a daunting and frightening experience to act upon, the safety and wellbeing of a child may depend on another person’s actions, subsequently all aspects of whistle blowing are to be thought over with the best intentions of children or young people in mind.
3.4 Explain how practitioners can take steps to protect themselves within their everyday practice within the work setting and on off site visits.
A significant element of a practitioner’s role in protecting themselves would be to read policies and procedures that are put in place to safeguard them and children or young people in their care. In a school setting a professional can protect themselves by.
• Avoid being alone in a closed room with a child.
• Two members of staff must be present if a child needs to be undressed in the event of an accident.
• If a child is collected late by a parent/carer then two staff members must stay until the child is collected.
• Always be seen to working in an open and transparent way where there is either visual access or an open door, especially in one to one situations.
• Avoid meetings with students in an isolated or private area of a school.
It would be unrealistic to recommend that a member of staff should touch pupils only in emergencies as very few people would agree with that, especially when young children can become so distressed in certain situations and a hug or close contact is needed by the child. Physical prompts, guides and support are necessary in a range of settings appropriate to the age of the child and the circumstances at that time. Schools should provide a clear guidance about when and how touch should be used in order to protect both staff and children.
In the case of educational visits, professionals should always carry out a full risk assessment of that visit, under the Health and Safety at work regulations Act 1999 it requires employers to assess the risks of activities, introduce measures to control these risks and inform employees of these measures. Before a trip can be arranged employers must follow the necessary policies and procedures as follows:
• Age, competence, fitness and the standard behaviour of the pupils.
• Any special educational or medical needs of the children.
• Adult to student ratio.
• The competence and qualifications of the accompanying adults.
• Modes of transport and location of visit.
• Emergency procedures.
• Permission from parents.
• Relevant medical or dietary needs of children.
cypcore 3.3 safeguarding policies & procedures?
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