Child Protection Policy
Introduction
The policy includes:
Staff responsibilities
Our policy statement
Appointment checks
Guidelines for all staff for dealing with cases of suspected child abuse
Procedures for dealing with cases of suspected child abuse
An outline of current legislation
Staff Responsibilities
The Designated Person with Responsibility for Child Protection (DPRCP) for the School is David Holdway (Head of Boarding)
The Deputy DPRCP is the Headmaster – Tom Rogerson
Policy Statement
Cottesmore School fully recognises its responsibilities for child protection and that every child has the right to protection from abuse and exploitation. Our policy applies to all staff and others working in the school. There are five main elements to our policy:
a. Ensuring we practise safe recruitment in checking the suitability of staff and volunteers to work with children.
b. Raising awareness of child protection issues and equipping children with the skills needed to keep them safe.
c. Developing and then implementing procedures for identifying and reporting cases, or suspected cases, of abuse.
d. Supporting pupils who have been abused, in accordance with his/her agreed child protection plan.
e. Establishing a safe environment in which children can learn and develop.
We recognise that because of the day-to-day contact with children, school staff are well placed to observe the outward signs of abuse, particularly in a boarding school setting. We will therefore:
· Establish and maintain an environment where children feel secure, are encouraged to talk, and are listened to.
· Ensure children know that there are adults in the school whom they can approach if they are worried.
· Include opportunities in the PSHCE curriculum for children to develop the skills they need to recognise and stay safe from abuse.
We will follow the procedures set out by the Local Safeguarding Children Board and take account of guidance issued by the Department for Children Schools and Families (DCSF) to:
· Provide a Designated Person with Responsibility for Child Protection (DPRCP) who has received appropriate training and support for this role (David Holdway).
· Ensure that every member of staff knows the name of the DPRCP and her role.
· Ensure all staff understand their responsibilities through termly inset, in being alert to the signs of abuse and responsibility for referring any concerns to the DPRCP.
· Ensure that parents have an understanding of the responsibility placed on the school and staff for child protection.
· Notify Social Services if there is an unexplained absence of more than two days of a pupil who is on the child protection register.
· Develop effective links with relevant agencies and co-operate as required with their enquiries regarding child protection matters including attendance at case conferences.
· Keep written records of concerns about children, even when there is no need to refer the matter immediately.
· Keep records in a file with DPRCP, separate from the main pupil file.
· Develop and then follow procedures where an allegation is made against a member of staff (see ‘Dealing with Allegations of Abuse against Teachers and other Staff’, DCSF/2044/2005 dated Nov 05, held by the DPRCP).
· Ensure safe recruitment practices are always followed.
· Cottesmore School recognises that children who are abused or witness violence may find it difficult to develop a sense of self worth. They may feel helplessness, humiliation and some sense of blame. School may be the only stable, secure and predictable element in the lives of children at risk. When at school their behaviour may be challenging and defiant or they may be withdrawn. We will endeavour to support the pupil through:
· The content of the curriculum.
· The school ethos, which promotes a positive, supportive and secure environment and gives pupils a sense of being valued.
· The school behaviour policy, which is aimed at supporting vulnerable pupils in the school. The school will aim to ensure that the pupil knows that some behaviour is unacceptable but they are valued and not to be blamed for any abuse, which has occurred.
· Liaison with other agencies that support the pupil such as social services, Child and Adult Mental Health Service, education welfare service and educational psychology service.
· Ensuring that, where a pupil on the child protection register leaves, their information is transferred to the new school immediately and that the child’s social worker is informed.
All staff and parents should be fully aware of the school’s Child Protection Policy and to whom they should report any concerns.
Child Protection Policy
Cottesmore provides a safe environment for children and young people to learn; and identifies children and young people who are suffering or likely to suffer significant harm. We take appropriate action with the aim of making sure they
are kept safe both at home and in Cottesmore. This also includes our Early Years Foundation Stage. (EYFS)
We achieve this objective by:
- preventing unsuitable people working with children and young people (CRB CHECKS PRIOR TO START DATE OF EMPLOYMENT);
- ensuring safe practice and challenging poor and unsafe practice;
- identifying instances in which there are grounds for concern about a child’s welfare, and therefore initiating or taking appropriate action to keep them safe;
- contributing to an effective partnership working between all those involved with providing services for children and young people.
Parents are made aware of Cottesmore’s Child Protection Policy when they first arrive at the school and it is available to view at any time on the school’s website at www.cottesmoreschool.com
Pre-Appointment Checks
Cottesmore School’s policy on recruitment follows the guidelines set out in the DCSF’s publication entitled “Safeguarding Children and Safer Recruitment in Education”, as recommended by the ISI.
An offer of appointment to the successful candidate will be conditional
upon:
- the receipt of at least two satisfactory references;
- verification of the candidate’s identity (if that could not be verified straight after the interview);
- a satisfactory CRB Enhanced Disclosure;
- verification of the candidate’s medical fitness;
- verification of qualifications (if not verified after the interview);
- verification of professional status where required e.g. GTC registration, QTS status (unless properly exempted),
- National Professional Qualification for Headship (NPQH);
- verification of successful completion of statutory induction period (applies to those who obtained QTS after 7 May 1999); and (for non teaching posts) satisfactory completion of the probationary period.
- verification of previous employment history in application form as a recruitment check.
Cottesmore School seeks advice from its HR or personnel services provider, and follows relevant CRB guidance if a Disclosure reveals information that a candidate has not disclosed in the course of the selection process.
All checks will be:
- confirmed in writing;
- documented and retained on the personnel file (subject to relevant advice contained in the CRB Code of Practiceand the Cottesmore’s own data protection arrangements);
- followed up where they are unsatisfactory or there are discrepancies in the information provided.
It is important to note that where the CRB Enhanced Disclosure shows s/he has been disqualified from working with children by a Court; or an applicant has provided false information in, or in support of, his or her application; or there are serious concerns about an applicant’s suitability to work with children, Cottesmore will report the incident to the police and the DCSF Children’s Safeguarding Operations Unit
CRB Enhanced Disclosures will be completed on overseas staff. In addition, criminal records information will be sought from countries where individuals have worked or lived
Post Appointment: Induction
Cottesmore runs its own, lengthy induction programme for all staff and volunteers
newly appointed in the school, including teaching staff, regardless of previous experience.
The purpose of induction is to:
- provide training and information about the establishment’s policies and procedures;
- support individuals in a way that is appropriate for the role for which they have been engaged;
- confirm the conduct expected of staff within the school;
- provide opportunities for a new member of staff or volunteer to discuss any issues or concerns about their role or responsibilities; and
- enable the person’s line manager or mentor to recognise any concerns or issues about the person’s ability or suitability at the outset and address them immediately.
The content and nature of the induction process will vary according to the role and previous experience of the new member of staff or volunteer, but as far as safeguarding and promoting the welfare of children is concerned the induction programme will include information about, and written statements of:
- policies and procedures in relation to safeguarding and promoting welfare e.g. child protection, anti-bullying, antiracism, physical intervention or restraint, intimate care, internet safety and any local child protection and safeguarding procedures;
- safe practice and the standards of conduct and behaviour expected of staff and pupils in the establishment;
- how and with whom any concerns about those issues should be raised;
- other relevant personnel procedures e.g. disciplinary, capability and whistle blowing.
The programme also includes attendance at child protection training with the Designated Person with Responsibility for Child Protection. This is reinforced on a bi-annual cycle.
Maintaining a Safer Culture
Cottesmore School believes that it is important that all staff have appropriate
training and induction so that they understand their roles and responsibilities
and are confident about carrying them out.
Staff, pupils, students and parents alsoneed to feel confident that they can raise issues or concerns about the safety or welfare of children, and that they will be listened to and taken seriously. This is achieved by maintaining an ethos of safeguarding and promoting the welfare of children and young people and protecting staff which is supported by:
· a clear written statement of the standards of behaviour and the boundaries of appropriate behaviour expected of staff and pupils that is understood and endorsed by all;
- appropriate induction and training;
- regular briefing and discussion of relevant issues;
- inclusion of relevant material from the framework for Personal Social and Health Education in the curriculum;
- ensuring all those working with children in education settings are familiar with the good practice guidance which is in Annex A of the DCSF publication “Safeguarding Children and Safer Recruitment in Education; and
- a clear reporting system if a pupil, learner, member of staff or other person has concerns about the safety of children.
Monitoring
Monitoring at Cottesmore of both the recruitment process and induction arrangements will allow for future recruitment practices to be better informed. It will cover:
- staff turnover and reasons for leaving;
- exit interviews;
- attendance of new recruits at child
- protection training.
CRB checks
CRB checks at Cottesmore are in compliance with the ISS Regulations (September – December 2009) which states that all staff employed by the school must have a complete CRB check before the start date of their employment. This will be signed by T. Pavlovic (Bursar) and T. Rogerson (Headmaster). These CRB checks will be kept on the Government’s central register where they are available to view at any time.
At Cottesmore we believe that it is essential that any allegation of abuse made against a teacher or other member of staff or volunteer is dealt with fairly, quickly, and consistently, in a way that provides effective protection for the child, and at the same time supports the person who is the subject of the allegation
All allegations under Child Protection as listed below are referred to the Designated Person with Responsibility for Child Protection, David Holdway. The Designated Person with Responsibility for Child Protection, David Holdway, also covers the Early Years Foundation Stage (EYFS) requirements with Charlotte Rogerson as Deputy.
In the event of an allegation against the Designated Person with Responsibility for Child Protection this will be immediately reported to the Headmaster. If the Headmaster is absent the allegation will be passed to the Chairman (Mark Rogerson). If the allegation concerns the Headmaster the person receiving the allegation will immediately inform the Chairman without notifying the Headmaster first. In case of serious harm the police will be informed from the start.
The Designated Person with Responsibility for Child Protection, David Holdway, receives bi-annual training according to ISI regulatory requirements. The entire staff body (including all part time, support and voluntary staff) receives full bi-annual training in child protection.
If any deficiencies or weaknesses are found within Cottesmore’s policy they will be remedied without delay by the Designated Person with Responsibility for Child Protection, David Holdway.
Mark Rogerson (Chairman and Proprietor) undertakes an annual review of the school’s Child Protection policies and procedures and checks the efficiency with which the related duties have been discharged.
Cottesmore’s Safeguarding Policy:
At Cottesmore we ensure that:
· staff immediately report to the Designated Person with Responsibility for Child Protection the signs of possible abuse;
· if abuse/bullying occurs that confidentiality cannot be promised to a pupil giving evidence;
· when interviewing the child, staff need to avoid asking leading questions;
· all staff follow procedures for dealing with abuse by one or more pupils against another pupil;
· all staff are aware of the school’s reporting arrangements (including contact with a welfare agency within 24 hours of a disclosure or suspicion of abuse);
· all staff are aware of how to acquire the contact details for agency involvement if needed;
· there is guidance for staff, to ensure that their behaviour and actions do not place pupils or themselves at risk of harm or of allegations of harm to a pupil (for example, in one-to-one tuition, sports coaching, conveying a pupil by car, engaging in inappropriate electronic communication with a pupil, and so on);
· that assurance is obtained that appropriate child protection checks and procedures apply to any staff employed by another organisation and working with the school’s pupils on another site (for example, in a separate institution);
the requirement to report to the Independent Safeguarding Authority (ISA), within one month of leaving the school any person (whether employed, contracted, a volunteer or student) whose services are no longer used because he or she is considered unsuitable to work with children; the Independent Safeguarding Authority (ISA) commenced operation on 20 January 2009 and its address for referrals is PO Box 181, Darlington DL1 9FA (tel 0300 123 1111).
GUIDELINES FOR ALL STAFF FOR DEALING WITH SUSPECTED CHILD ABUSE
Children
At the beginning of term, Form teachers should ensure that their class understand that if they have any problems or complaints they should feel able to tell one of the following:
- Form/Class tutor
- Teaching assistant
- Subject teacher
- Set Master
- School Nurse
- Matron
- Head of Boarding/Houseparents
- Deputy Head
- Head
- Any other member of staff
The children should feel assured that the staff will listen sympathetically and non-judgementally and that:
· If they do not feel able to talk to a member of staff that they may see the School Doctor at surgery time.
· There is an option of seeing a female Doctor if required.
· There is a worry box as a channel of communication between pupils and staff on all personal issues including child abuse
· They have access to the pay phone and to Childline. The numbers for Childline and Social Services are posted by the pay phones.
· They have contact details of PC Sue Fowler our independent listener.(phone, email or chat when she is around)
· The Happiness Charter is prominent around the school to help the children.
Parents
Parents are encouraged to share minor problems with their child’s Form teacher or appropriate member of staff. If appropriate, the problem will be taken to and dealt with by a Head of Department. Problems of a more serious nature should be raised either orally or in writing with the Head.
PROCEDURES FOR DEALING WITH SUSPECTED CHILD ABUSE
Abuse may happen at home or at school. All staff (and in particular the School Nurse, Matrons, Boarding and Games staff) have opportunities to observe evidence of abuse or neglect. All staff must be aware of the possibility of abuse and be vigilant. Suspicions of abuse may arise through observation or from information from parents, children, or other staff.
If any member of staff has suspicions of abuse having taken place whether physical, sexual, emotional or neglect, they have an ABSOLUTE DUTY to report their suspicions to the School’s DPRCP immediately (unless the DPRCP is accused or absent, in which case the Head should be approached).
The DPRCP has a 24-hour phone number available to all. It is essential for the DPRCP to keep clear, factual notes, dated and signed for the school records. The School Nurse keeps a record of physical injuries and is informed from any A & E Department if a Cottesmore School child attends and the reason for attending.
Signs and Monitoring
Regular meetings of staff who are responsible for the care and welfare of the children are encouraged, and it is hoped that any unhappiness, distress or abnormal behaviour in a child would come out at these meetings. Staff have a RESPONSIBILITY for sharing information that is relevant to the welfare of pupils.
Staff are encouraged to look out for any of the following:
· Any abnormal behaviour, including changes in character or performance
· Any aggressive behaviour such as sudden onset of bed-wetting
· Changes in eating pattern loss of appetite or excessive preoccupation with food
· Loss of self-esteem
· Onset of attention seeking, disobedience or aggression
· Severe sleep disturbances and nightmares, especially with sexual content
· Any words or actions indicating any problems, other than minor ones, at home or in school, including inconsistencies between parental explanations and those from children
· Any physical sign such as bruising, unexplained bleeding, difficulty in any normal bodily functions and any aches or pains which seem to have no physical cause
· Inconsistencies between parental explanations and those from children
· Any hints from children about sexual activity or abuse of any kind amongst the children or from a member of staff on a child must be reported to the Head and DPRCP.
If staff are concerned about a child’s well-being but feel that it is not a child protection issue, they should discuss their concerns with the DPRCP and Head first. Consideration should then be given to sharing that concern with the child’s parents and whether to advise counselling from a qualified child counsellor.
WHAT TO DO IF A CHILD APPROACHES YOU
The Children and Young Persons Act 1989 states: “It shall be the duty of ‘the school’ to cause enquiries to be made into the case unless they are satisfied that such enquiries are unnecessary.”
If a child approaches you:
· Always stop and listen straight away to someone who wants to tell you about incidents or suspicions of abuse.
· If possible, write brief notes of what they are telling you while they are speaking (these may help later if you remember exactly what was said) – and keep your original notes, however rough and even if you wrote on the back of something else (it’s what you wrote at the time that may be important later – not a tidier and improved version you wrote up afterwards). If you don’t have the means to write at the time, make notes of what was said as soon as possible afterwards. Always date the notes. Good record-keeping underpins future action.
· Do not give a guarantee that you will keep what is said confidential or secret – if you are told about abuse you have a responsibility to tell the right people to get something done about it THAT DAY. If asked, explain that you are going to be told something important that needs to be sorted out; that you will need to tell the people who can sort it out; but that you will only tell people who absolutely have to know.
· Don’t ask leading questions that might give your own ideas of what might have happened (e.g. “Did he do X to you?”); ask instead questions like “What do you want to tell me?” or “Is there anything I ought to know?” or “Can you tell me when… who…?”.
· Immediately tell the DPRCP, unless he is accused or suspected of abusing, in which case you should tell the Head. Make sure that when you do so you distinguish between fact, observation, allegation and opinion. The DPRCP will inform the Head and Local, Horsham DPRCP. You should not tell other adults or children what you have been told.
· Discuss with the DPRCP whether any steps need to be taken to protect the person who has told you about the abuse (this may need to be discussed with the person who told you).
· Never attempt to carry out an investigation of suspected or alleged abuse. Social services and police are trained to do this; you could cause more damage and spoil possible criminal proceedings.
· As soon as possible (and certainly the same day) the DPRCP should refer the matter to the Horsham Social Services Department. The Duty Officer there will give advice and, if the DPRCP decides to make an official referral she will, within 24 hours, complete and fax to the Social Services a referral form. The Social Services Child Protection team will then decide whether to set in motion any investigations. A full and careful investigation may follow. This will result in contact with any or all of the following: School Nurse, Matrons, Doctors, the LEA Welfare Service, the parents of the child, the adult implicated, the child (if appropriate) and the Chairman.
· Never think abuse is impossible at Cottesmore, or that an accusation against someone you know well and trust is bound to be wrong.
· Children often tell other young people, rather than staff or other adults, about abuse. It is therefore important to make sure that prefects and other older pupils are aware of relevant points on this sheet. This is included in the 5th and 6th Form PSHCE programme. Dorm Monitors are reminded termly of their responsibilities
Final Important Points
The Head will ensure that NO adult is given substantial unsupervised access to children without being satisfactorily checked through the DCSF procedure. Any prospective member of staff will first be CRB checked.
Bullying can develop into physical and sexual abuse – as can idiosyncratic punishments introduced by individuals. Our school practices must be effective in countering and monitoring bullying and the misuse of discipline.
We must be vigilant for early warning signs of inappropriate behaviour of staff: for example favouritism, development of excessive one-to-one contact and increased involvement with showering and changing.
Open discussion with pupils should be encouraged regarding issues such as times of day or week and locations in school that are high risk for bullying or illicit activities.
If an allegation or suspicion occurs, the DPRCP will consult Social Services on issues such as informing parents, other children or staff and seeking medical help.
The school aims to co-operate as fully as possible with Police and Social Services investigations – and will participate in their planning meetings if appropriate.
The Head will consider suspension of staff without prejudice during any child protection investigation involving them. Guidance should be sought from the Police or Social Services about the timing of any suspension or disciplinary action.
The School will inform the DCSF of any staff member or adult who resigns or is dismissed in circumstances which may render him or her unsuitable to work with children or young people.
Procedures are in place for managing allegations against a member of staff’s conduct or competency regarding child protection issues. If there is a child protection issue, this must take precedence over any other action the School might wish to take.
ROLE OF DPRCP AT COTTESMORE SCHOOL
All cases of suspected abuse should be reported to the DPRCP in the first instance.
The DPRCP must:
· Act as a source of advice, support and expertise within the school and be responsible for co-ordinating action regarding referrals by liaising with Social Services and other relevant agencies over cases of abuse and allegations of abuse, regarding both pupils and members of staff.
· Ensure each member of staff has access to and is aware of the School’s child protection policy. This is essential in respect of staff that are perhaps part time or work with more than one school (e.g. trainee or supply teachers).
· Liaise with the Head to inform him of any issues and ongoing investigations and ensure there is always cover for the role.
· Ensure the School’s child protection policy is updated and reviewed annually.
· Keep detailed, accurate, secure, written records of referrals or concerns.
· Where pupils leave the School, ensure that their file is transferred to the new school as soon as possible. If a pupil leaves and the school is not known, the DCSF should be alerted so that these children can be included on the database for lost pupils.
· Have training in how to identify abuse and know when it is appropriate to refer a case, together with having a working knowledge of how Area Child Protection Committees (APCs) operate and the conduct of a child protection case conference; and be able to attend and contribute to these when required.
· Attend any relevant or refresher training courses and then ensure that any new or key messages are passed to other staff and governors.
PROCEDURES FOR HANDLING CASES OF SUSPECTED ABUSE
1. In ALL cases where abuse is suspected or a sustainable allegation is made members of staff should report the information to the DPRCP.
2. The DPRCP should refer these cases to or discuss them with the investigating agencies according to the procedures established by the local Area Protection Committee and by the LEA.
3. If the DPRCP is unsure about whether a case should be formally referred or has a general concern about a pupil’s health or development, she can seek advice and support from the local Social Services, the NSPCC, or the LEA’s child protection co-ordinator. The Education Welfare Officer may also be able to offer advice.
4. Whether or not to make a referral, which could activate a child protection investigation, is a serious decision and will require careful judgement.
5. When referring a case of suspected or alleged child abuse, the DPRCP should ask to be informed of the timing of the strategy discussion between the statutory agencies which will decide whether and how to investigate. The DPRCP may wish to clarify with the investigating agencies when, how and by whom the parents and the pupil will be told that a referral has been made.
Local Safeguarding Children Boards (LSCBs) [previously Area Child Protection Committees]
· LSCBs have the primary responsibility for promoting the safeguarding of children in the local community.
· They review local child protection policies and promote effective co-operation between the agencies involved.
· They should play an active role in training school staff in child protection.
· LSCB membership is determined locally and should include representatives of the main agencies responsible for working together to safeguard children.
Records and Reports for Child Protection Conferences
Child protection records should include the DATE, EVENT and ACTION taken. Reports prepared for child protection conferences should focus on the pupil’s:
· Educational progress and achievements
· Attendance
· Behaviour
· Participation
· Relations with other children and young people
· Appearance, where appropriate
· Interaction with other children and adults.
If relevant, reports should include what is known about the pupil’s relations with his or her family and the family structure. Reports should be objective and based on evidence. They should distinguish between fact, observation, allegation and opinion.
The School should:
· Make reports available to the pupil’s parents prior to the child protection conference UNLESS TO DO SO WOULD PLACE THE PUPIL AT RISK OF SIGNIFICANT HARM.
· Provide written reports to the child protection conference.
· Arrange for an appropriate person from the school to attend the child protection conference.
· Ensure that child protection records are held securely with limited access and separate from the main school pupil file.
· Transfer any child protection records if the child moves schools.
RELATED LEGISLATION
· Children Act 1989 and 2004 update - There is no education legislation in force at present that specifically covers child protection in schools. However, the Children Act 1989 gives every child the right to protection from abuse and exploitation and the right to have enquires made to safeguard his or her welfare. Sections 27 and 47 of the Act place duties on a number of agencies, including LEAs (and therefore indirectly LEA maintained schools), to assist Social Services departments acting on behalf of children and young people in need (s27) or enquiring into allegations of child abuse (s47). City Technology Colleges, Colleges of Further Education and Education Associations were brought within the scope of sections 27 and 47 of the Act in 1993 and 1994.
· Education Act 2002 - Section 175 of this Act came into force on 1st June 2004. It requires school local education authorities, the governing bodies of maintained schools and further education institutions to make arrangements to safeguard and promote the welfare of children and to have regard to guidance issued by the Secretary of State for Education and Skills, e.g. the DCSF leaflet 'What to do if You're Worried a Child is Being Abused', and planned guidance to replace the existing circular 10/95.
· Education (Independent Schools) Regulations 2003 introduced a similar requirement to Section 175 of the Education Act 2002 for independent schools.
· Education (Prohibition from Teaching or Working with Children) Regs 2003 - These regulations require information to be given to the Secretary of State following dismissal, resignation, etc of a member of staff on grounds that the person is unsuitable to work with children; or relates to the person's misconduct.
· Sexual Offences (Amendment) Act 2001 - This act sets out an offence of 'abuse of trust' - a sexual or otherwise inappropriate relationship between an adult who is responsible for young people and a young person in his or her care. Subject to a number of limited defences, it will be a criminal offence for a person in a position of trust in a school to engage in any sexual activity with a person aged 18 and under with whom a relationship of trust exists, irrespective of the age of consent, even if the basis for their relationship is consensual.
Contact Details of West Sussex Child Services
West Sussex County Council
Chief Executive Officer: Mark Hammond; John Dixon
Website:
Relevant Literature
A. Protecting Children from Abuse: The Role of the Education Service - Circular 10/95 - DfEE - due to be superseded in 2004/05 following consultation on new guidance.
B. Child Protection: Preventing Unsuitable People from Working with Children and Young Persons in the Education Service - DCSF/0278/2002.
C. Working Together to Safeguard Children: A Guide to Inter-Agency Working to Safeguard and Promote the Welfare of Children - DoH, Home Office, DfEE - ISBN 011 322309 9.
D. Safeguarding Children in Education: Dealing with Allegations of Abuse against Teachers and Other Staff – DCSF/2044/2005, dated Nov 05 (held by DPRCP).