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Extract from the Safeguarding and Child Protection Policy below

2. Policy Statement

2.1 Well-being - children and young people

The College believes that all children and young people have the right to develop to their full potential. After the family, education is by far the most important institution in the lives of young people. Therefore, we take very seriously our role in promoting the health and well-being of our students and, as such, our central concerns will be to provide opportunities and social experiences, to recognize achievements and accomplishments, and treat all students as worthwhile individuals.

The College believes that all children have a right to be protected from harm, abuse and neglect. It will deal firmly and fairly with all suspected cases of abuse, adopting a student-centred approach based upon the guidelines set by Tameside Safeguarding Children Board (TSCB).

2.2 Well-being for all

While there are specific legal requirements relating to the welfare and protection of children, the College is strongly committed to safeguarding the whole College community – children, young people, adult learners and staff against harm, abuse and bullying/harassment. We will therefore actively promote the well-being of all and ensure that this is central to our planning, decision- making and day-to-day practice. With regard to adult (19-plus) learners, we are aware that some of these may come within the category of ‘vulnerable adults’ (defined later in this policy) and we will take every step to ensure these students are fully supported and carefully monitored in terms of their progress and well-being.

2.3 Our Commitments In order to ensure that we fulfil our Child Protection responsibilities, we will:

  • Promote the safety and best interests of students at all times.
  • Ensure that all staff who work at the College, whether paid or unpaid (including those from other agencies such as Positive Steps and Tameside Sensory Support Services) and all governors have been subject to a DBS check.
  • Ensure policies and procedures are clear, up to date and available to all College staff as part of the Staff Handbook.
  • Fully train all new staff in Safeguarding matters and ensure that this training is updated every two years.
  • Ensure that all students undertaking work placements which put them into contact with children undergo a DBS check.
  • Ensure that all work placements organised by College have been risk assessed for safety and suitability.
  • Ensure that staff dealing with students on a pastoral level (e.g. Senior Tutors) receive more extensive training in Child Protection and have the opportunity to achieve an externally awarded qualification.
  • Always have a nominated member of College SLT, a designated member of staff (Child Protection Officer) and a governor taking responsibility for Child Protection.
  • Ensure that all trips and visits comply with safeguarding guidelines (see trips and visits policy).
  • Liaise closely with the Local Authority, TSCB and other external agencies to develop best practice.
  • Maintain thorough Child Protection records, documenting all reported cases, referrals and the response, records of staff and governor training, minutes of any relevant meetings and contact numbers.
 

3. Recruitment and Vetting Checks

3.1 Recruitment and Selection

♦ The College applies robust safer recruitment practice in its recruitment and selection procedures in accordance with Keeping Children Safe in Education (DfE, April 2014) (refer to Recruitment & Selection policy).

♦ In accordance with Keeping Children Safe in Education guidance, the College will keep and maintain a single central record which shows the required recruitment and vetting checks undertaken before employment of staff relating to identity, qualifications and criminal records. In addition, checks of permission to work in the UK and suitability for those who are not nationals of an EEA country will also be included.

3.2 Disclosure & Barring Service (DBS)

♦ The Disclosure and Barring Service (DBS) helps employers make safer recruitment decisions. It also

prevents unsuitable people from working with vulnerable groups, including children, through its criminal record checking and barring functions. ♦ It is a criminal offence for individuals barred by the DBS to work or apply to work with children or vulnerable adults.

♦ It is a criminal offence for the College to knowingly employ a barred individual.

♦ The College has a statutory duty to refer to the DBS, information about individuals working with children or vulnerable adults where they consider them to have caused harm or pose a risk of harm. If a member of staff has any concerns about an individual working with students, please contact the Assistant Principal for Student Services in the first instance.

3.3 DBS Checks

♦ Staff – an enhanced DBS check will be undertaken for all newly appointed members of staff.

♦ Supply Staff – the College will obtain evidence that supply staff from agencies have been DBS checked and that all appropriate checks have been undertaken. The identity of the person supplied will be checked on arrival at College.

♦ Governors – the College will require an enhanced DBS check to be undertaken for all newly appointed Governors regardless of the duration, frequency and nature of contact with students.

♦ Volunteers - .Some volunteers will require an enhanced DBS disclosure because of the duration, frequency and nature of their volunteering activity and the contact they have with students, others will not. Under no circumstances must a volunteer who does not have a DBS Disclosure, because perhaps he/she does not require a Disclosure due to infrequent contact with students, be left unsupervised with students.

♦ Teacher Trainees – the teacher training provider should ensure that an enhanced DBS Disclosure is applied for and received prior to the trainee commencing at the College. Evidence of the DBS Disclosure will be required by the College and identity will be checked on arrival.

Safeguarding and Child Protection Policy and Procedures

♦ Contractors – the College will ensure that arrangements are in place with contractors, via the contract where possible, to make sure that any of the contractor’s staff that come into contact with students undergo appropriate checks.

♦ A DBS check has no official expiry date. Any information included will be accurate at the time the check was carried out. It is up to an employer to decide if and when a new check is needed.

♦ Applicants and employers can use the DBS Update Service to keep a certificate up to date or carry out checks on a potential employee’s certificate.