1. Introduction

THESUITE makes a positive contribution to a strong and safe community and recognises the right of every individual to stay safe.

THESUITE comes into contact with children and/or vulnerable adults through the following activities: Education, Mentoring, Advice & Guidance

The types of contact with children and/or vulnerable adults will be Education, Mentoring, Advice & Guidance.

This policy seeks to ensure that THESUITE undertakes its responsibilities with regard to the protection of children and/or vulnerable adults and will respond to concerns appropriately. The policy establishes a framework to support paid and unpaid staff in their practices and clarifies the organisation’s expectations.

2. Confirmation of reading

I confirm that I have been made fully aware of, and understand the contents of, the Safeguarding Policy and Procedures for THESUITE.

Please complete the details below and return this completed form to Beatrice Anderson

Employee Name:

Employee Signature:

Date:

3. Legislation

The principal pieces of legislation governing this policy are:

o Working together to safeguard Children 2010
o The Children Act 1989
o The Adoption and Children Act 2002
o The Children act 2004
o Safeguarding Vulnerable Groups Act 2006
o Care Standards Act 2000
o Public Interest Disclosure Act 1998
o The Police Act 1997
o Mental Health Act 1983
o NHS and Community Care Act 1990
o Rehabilitation of Offenders Act 1974

4. Definitions

Safeguarding is about embedding practices throughout the organisation to ensure the protection of children and/or vulnerable adults wherever possible. In contrast, child and adult protection is about responding to circumstances that arise.

Abuse is a selfish act of oppression and injustice, exploitation and manipulation of power by those in a position of authority. This can be caused by those inflicting harm or those who fail to act to prevent harm. Abuse is not restricted to any socio-economic group, gender or culture.

It can take a number of forms, including the following:

• Physical abuse
• Sexual abuse
• Emotional abuse
• Bullying
• Neglect
• Financial (or material) abuse

Definition of a child
A child is under the age of 18 (as defined in the United Nations Convention on the Rights of a Child).

Definition of Vulnerable Adults
A vulnerable adult is a person aged 18 years or over who may be unable to take care of themselves or protect themselves from harm or from being exploited.
This may include a person who:

• Is elderly and frail
• Has a mental illness including dementia
• Has a physical or sensory disability
• Has a learning disability
• Has a severe physical illness
• Is a substance misuser
• Is homeless

5. Responsibilities

All staff (paid or unpaid) have a responsibility to follow the guidance provided in this policy and related policies and to pass on any welfare concerns using the required procedures.

We expect all staff (paid or unpaid) to promote good practice by being an excellent role model, contribute to discussions about safeguarding and to positively involve people in developing safe practices.

6. Implementation Stages

The scope of this Safeguarding Policy is broad-ranging and in practice, it will be implemented via a range of policies and procedures within the organisation. These include:

Safe recruitment

• THESUITE ensures safe recruitment through the following processes: Providing the following safeguarding statement in recruitment adverts or application details – recruitment is done in line with safe recruitment practices.
• Job or role descriptions for all roles involving contact with children and/or vulnerable adults will contain a reference to safeguarding responsibilities.
• There are person specifications for roles which contain a statement on core competency with regard to child/ vulnerable adult protection/ safeguarding
• Shortlisting is based on formal application processes/forms and not on provision of CVs
• Interviews are conducted according to equal opportunity principles and interview questions are based on the relevant job description and person specification
• DBS checks will be conducted for specific roles for all staff (paid or unpaid) working with children and vulnerable adults. Portable/ carry over DBS checks from another employer will not be deemed to be sufficient. It is a criminal offence for individuals barred by the ISA to work or apply to work with children or vulnerable adults in a wide range of posts.
• No formal job offers are made until after checks for suitability are completed (including DBS and 2 references). (You may wish to add in a qualifier about measures in place for exceptional and justifiable circumstances where employment/ role could commence prior to DBS clearance).

Disclosure and Barring Service Gap Management

The organisation commits resources to provide Disclosure and barring service checks on staff (paid or unpaid) whose roles involve contact with children and /or vulnerable adults.

In order to avoid DBS gaps, the organisation will avoid DBS gaps in the organisation and have consistency in the way roles requiring DBS checks are identified. A typical method for avoiding DBS gaps would be to: ‘maintain and review a list of roles across the organisation which involves contact with children/ vulnerable adults. (You may wish to state who will review and how often).

Organisations will ensure that their established staff and roles are regularly reviewed through e.g.

• A 3-year rolling programme of re-checking DBS’s is in place for holders of all identified posts.
• Existing staff (paid or unpaid) who transfer from a role which does not require a DBS check to one which involves contact with children / vulnerable adults will be subject to a DBS check.
  In addition to checks on recruitment for roles involving contact with children/ vulnerable adults, for established staff, the following processes are in place Staff Induction and training

Service delivery contracting and sub-contracting

• ‘There will be systematic checking of safeguarding arrangements of partner organisations
• Safeguarding will be a fixed agenda item on any partnership reporting meetings.
• Contracts and memorandums of agreement for partnership delivery work will include clear minimum requirements, arrangements for safeguarding and non-compliance procedures.

7. Communications training and support for staff

THESUITE commits resources for induction, training of staff (paid and unpaid), effective communications and support mechanisms in relation to Safeguarding

• Induction will include Discussion of the Safeguarding Policy (and confirmation of understanding)
• Discussion of other relevant policies
• Ensure familiarity with reporting processes, the roles of line manager and Designated Senior Manager (and who acts in their absence)
• Initial training on safeguarding including safe working practices, safe recruitment, understanding child protection and the alerter guide for adult safeguarding

Training

All staff who, through their role, are in contact with children and /or vulnerable adults will have access to safeguarding training at an appropriate level. Sources and types of training will include: (insert list)

Communications and discussion of safeguarding issues
Commitment to the following communication methods will ensure effective communication of safeguarding issues and practice: -typical mechanisms for enabling effective discussion of safeguarding issues between staff will vary according to the size of the organisation but might include safeguarding as a regular agenda item across:

• team meetings
• SMT meetings
• Board meetings
• One to one meetings (formal or informal),
• clinical supervision

Other aspects to highlight in the communications section might be

• Participation in multi-agency safeguarding procedures and meetings in order to be involved in child/ adult protection procedures
• Participation in joint client visits
• Involvement in the CAF process
• Provision of a clear and effective reporting procedure which encourages reporting of concerns.
• Encouraging open discussion (e.g. during supervision and team meetings) to identify and barriers to reporting so that they can be addressed.
• Inclusion of safeguarding as a discussion prompt during supervision meetings/ appraisals to encourage reflection
• Some organisations will have a safeguarding representative’s team. If so it should be referred to in this section.
• How staff are reminded about policies and procedures (refresh sessions etc)

Support

We recognise that involvement in situations where there is risk or actual harm can be stressful for the staff concerned. The mechanisms in place to support staff include: – typical support mechanisms would include:

• Debriefing support for paid and unpaid staff so that they can reflect on the issues they have dealt with.
• Seeking further support as appropriate e.g. access to counselling.
• Staff who has initiated protection concerns will be contacted by line manager /DSM within a certain timescale e.g. 1 week).

8. Professional boundaries

Professional boundaries are what define the limits of a relationship between a support worker and a client. They are a set of standards we agree to uphold that allows this necessary and often close relationship to exist while ensuring the correct detachment is kept in place.

THESUITE expects staff to protect the professional integrity of themselves and the organisation.
The following professional boundaries must be adhered to: THESUITE does not allow paid or unpaid staff to give gifts to or receive gifts from clients. However, gifts may be provided by the organisation as part of a planned activity.

9. Reporting

The process outlined below details the stages involved in raising and reporting safeguarding concerns at THESUITE.

Communicate your concerns with your immediate manager

Seek medical attention for the vulnerable person if needed

Discuss with parents of child
Or with vulnerable person.
Obtain permission to make referral if safe and appropriate

if needed seek advice from the Children and Families helpdesk or Adults helpdesk

Complete the Local Authority Safeguarding Vulnerable Groups Incident Report Form if required and submit to the local authority within 24 hours of making a contact

Ensure that feedback from the Local Authority is received and their response recorded

10. Allegations Management

THESUITE recognises its duty to report concerns or allegations against its staff (paid or unpaid) within the organisation or by a professional from another organisation.

The process for raising and dealing with allegations is as follows:
As Above)

THESUITE recognises its legal duty to report any concerns about unsafe practice by any of its paid or unpaid staff to the Independent Safeguarding Authority (ISA), according to the ISA referral guidance document.

11. Monitoring

The organisation will monitor the following Safeguarding aspects:
The safeguarding aspects which would typically be monitored would include:

• Safe recruitment practices
• DBS checks undertaken
• References applied for new staff
• Records made and kept of supervision sessions
• Training – register/ record of staff training on child/ vulnerable adult protection
• Monitoring whether concerns are being reported and actioned
• Checking that policies are up to date and relevant
• Reviewing the current reporting procedure in place
  Presence and action of Designated senior manager responsible for Safeguarding is in post

12. Managing information

Information will be gathered, recorded and stored in accordance with the following policies Data Protection Policy, Confidentiality Policy).

All staff must be aware that they have a professional duty to share information with other agencies in order to safeguard children and vulnerable adults. The public interest in safeguarding children and vulnerable adults may override confidentiality interests. However, information will be shared on a need to know basis only, as judged by the Designated Senior Manager.

All staff must be aware that they cannot promise service users or their families/ carers that they will keep secrets.

13. Conflict resolution and complaints

THESUITE is aware of the Grievance Policy on resolution of professional disagreements in work relating to the safety of children / Escalation Policy and if necessary this will be taken forward by Beatrice Anderson – Director

14. Communicating and reviewing the policy

THESUITE will make clients aware of the Safeguarding Policy through the following means: – statement to customers about safeguarding arrangements may be produced and displayed on the website. There may be an agreement with each client or a pack produced for clients which explain the safeguarding arrangements. The Complaints Policy/Procedure could be referred to which outlines how clients can make a complaint about the service
This policy will be reviewed by Beatrice Anderson, every (one) year and when there are changes in legislation.