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Guidance for Safe Working Practice for Adults Working with Children and Young People – It’s Only Common Sense? PowerPoint Presentation
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Guidance for Safe Working Practice for Adults Working with Children and Young People – It’s Only Common Sense?. Working Together to Safeguard Children 2006. ‘… we all share a responsibility for safeguarding and promoting the welfare of children and young people’ 2.2

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Presentation Transcript
slide1

Guidance for Safe Working Practice for Adults Working with Children and Young People –

It’s Only Common Sense?

slide2

Working Together to Safeguard Children 2006

‘…we all share a responsibility for safeguarding and promoting the welfare of children and young people’

2.2

‘Children can be subjected to abuse by those who work with them in any and every setting. An allegation of abuse or maltreatment by a professional, staff member, foster carer or volunteer must therefore be taken seriously and treated in accordance with consistent procedures.’

6.20:

lscb key objectives
LSCB Key Objectives
  • To co-ordinate local work to safeguard and promote the welfare of children
  • To ensure the effectiveness of that work

Working Together to Safeguard Children 2006, page 75

slide4

LSCB Structure for Supporting the Management of Allegations

Local Authority Designated Officer (s)

(Para 6.23 P125 WT06)

Unit Managers (Police)

(Para 6.24 P126 WT06)

All Organisations

Senior Manager Identified

in Employers Procedures

(Para 12 P221 WT06)

slide5

Allegation

Allegation reported to

senior manager named

in employers procedures

Behaved in a way that

has harmed, or may

have harmed a child

Senior manager considers

alleged behaviour

Internal Action e.g.

Support for Staff/

Child Parent

Policy review

Staff Training

Possibly committed a

criminal offence against,

or related to, a child; or

Contacts LADO

Behaved towards a child

or children in a way

that indicates s/he is

unsuitable to work

with children

Initial discussion with

LADO and decision

re course of action

Police

investigation

Assessment by

Social Care

Employers

Action

(including disciplinary action)

Strategy mtg or Initial Consideration meeting

LADO tracks progress, monitors outcomes and reports to the LSCB and DfES

why do allegations arise
Why do allegations arise?
  • Organisational Culture
  • Accident
  • Naivety, or poor practice on the part of the individual, who is unaware of the problem
  • Unintentional or misinformed action
  • Failure to follow procedures
  • Deliberate intention to abuse
  • Allegation arising from Grievance
  • Care and Control Incident
  • Malicious Intent
staff comments
Staff comments
  • I didn’t know!
  • Is it illegal?
  • Isn’t it part of my job to take an interest?
  • How was my behaviour unprofessional?
  • What constitutes misconduct?
  • Is it OK to ……..
what we have learnt about many adults working with children and young people
What we have learnt about many adults working with children and young people
  • They are often unclear about what is acceptable and unacceptable behaviour and where personal and professional boundaries should lie
  • Many staff are nervous about becoming the subject of allegations and certain practices e.g. touching children, one to one, intimate care, physical intervention
  • Staff subject to allegations often express surprise and disbelief that their behaviour has given rise to suspicion or concern and could be considered abusive, harmful, criminal or misconduct
  • Some staff are not aware of the law and modus operandi of sex offenders
guidance isn t necessary
Guidance isn’t necessary…

said some people..

  • Staff are bound by professional codes anyway
  • It is not possible to legislate for every type of behaviour
  • An explicit code would be too long and boring to read
  • Role of management is to supervise professional behaviour
  • People use ‘common sense’ to govern actions
guidance is necessary
Guidance is necessary

said the majority

  • Assists staff to work safely and professionally
  • Reduces the burden of assumption
  • Promotes transparency and minimises ‘grey’ areas
  • Makes clear implications of not working to code.
  • Makes clear to everyone what behaviour is expected and what is not acceptable
  • Clarifies responsibilities of both employer and employees
duty of care
Duty of Care
  • Employers have duty of care towards staff, requiring provision of a safe working environment and guidance re safe working practice
  • Staff have a duty to take care of themselves and anyone who may be affected by their actions
  • Staff have a duty to keep children safe and protect them from harm -partly exercised through respectful, caring, professional relationships

Health and Safety at Work Act 1974

what is guidance for safe practice

What is guidance for safe practice?

A description of appropriate and non-appropriate behaviours for adults working with children and young people

slide14
Contents

Definitions

Overview

Underpinning Principles

Introduction

Status of Document

Criteria of ‘Unsuitability’’

Duty of Care

Exercise of Professional Judgement

Power and Positions of Trust

Confidentiality

Propriety and Behaviour

Dress and Appearance

Personal Living Space

Gifts, Rewards and Favouritism

Infatuations

Social Contact

Sexual Contact

Physical Contact

Behaviour Management

Care, Control and Physical Intervention

Children/YP in Distress

Other Activities that require Physical Contact

Respect and Privacy

Intimate Care

First Aid/Administration of Medication

One to One Situations

Home Visits

Transporting Children/YP

Trips and Outings

Communication with Children and Young People using Technology

Photography and Video

Access to Inappropriate Images and Internet Usage

Whistleblowing

Concerns and Recording Incidents

slide15

Additional sections may include for e.g.

  • Showers and changing
  • Additional Sections may include for e.g.
  • more detail about informal activities
  • Additional Sections which could be added
  • Physical examinations
  • Additional sections may include for e.g.:
  • Stop and Search

Based on the same format, would a separate document be more useful?

  • Additional sections may include for e.g.
  • Residential Care
how might guidance be used
How might guidance be used?
  • for staff to monitor their own behaviour
  • as a management tool to advise staff of what behaviours are expected of them
  • to review the outcome of an incident , concern or allegation
  • as a framework to assess risk of ‘unsuitability’
slide18
To ensure that you have access to an electronic copy of the consultation document, please contact your AMA at Government Office. (see next slide)
slide19
Alan.Tate@goyh.gsi.gov.uk
  • andrea.elliott@gone.gsi.gov.uk
  • caroline.rhodes@goyh.gsi.gov.uk
  • diana.madden@goeast.gsi.gov.uk
  • erica.whitfield@gosw.gsi.gov.uk
  • Georgie.mackintosh@gosw.gsi.gov.uk
  • Jo.green@gol.gsi.gov.uk
  • kaye.handman@gose.gsi.gov.uk
  • Keith.driver@gol.gsi.gov.uk
  • Kenneth.wild@gowm.gsi.gov.uk
  • Kevin.Ball@gose.gsi.gov.uk
  • Linda.richardson@gonw.gsi.gov.uk
  • Phyllis.shoults@gol.gsi.gov.uk
  • Sharon.hubber@gonw.gsi.gov.uk
  • SUE.WILLIAMS@goem.gsi.gov.uk
  • Susan.wilkinson@gowm.gsi.gov.uk