DTS Safeguarding Children & Vulnerable Adults Policy and Procedures
1 STATEMENT OF INTENT
We recognise that:
- The welfare of the young person is paramount
- All children and vulnerable adults regardless of age, disability, gender, racial heritage, religious belief, sexual orientation or identity have the right to equal protection from all types of harm or abuse
- Working in partnership with children, their parents, carers and other agencies is essential in promoting young people’s welfare.
The purpose of the policy is:
- To provide protection for all children and vulnerable adults who come into contact with Dimensions Training Solutions
- To provide staff and volunteers with guidance on procedures they should adopt in the event that they suspect a child or young person may be experiencing, or be at risk of, harm.
We will endeavour to safeguard children and vulnerable adults by:
- Valuing them, listening to and respecting them
- Adopting child protection guidelines through procedures for staff and volunteers
- Recruiting staff and volunteers safely ensuring all necessary checks are made
- Sharing information about child protection and good practice with children, parents, staff and volunteers
- Sharing information about concerns with agencies on a need to know basis and involving parents and children in safeguarding issues
- Providing effective management for staff and volunteers through supervision, support and training.
This document sets out the arrangements that Dimensions has put in place to safeguard young people (i.e. under 18 years old) within the learning environment. Dimensions approach reflects the legislative context and also takes account of relevant guidance and good practice relating to the education sector. Detailed definitions and indicators of abuse in this context are set out in Appendix A. The following issues and activities are within the scope of this policy:
- Work placements involving learners under the age of 18
- The training of learners under the age of 18
- The employment of staff
Dimension’s policy is supported by a series of operating procedures relating to the above activities.
The named person with responsibility for this policy and for its regular review is Debbie Bhebhe. A number of Dimensions staff are available to act as contact points in case of any query. Details are set out in Appendix B.
The procedure for reporting any concerns relating to safeguarding children is set out in Appendices C and D.
3 SALON PLACEMENTS INVOLVING CHILDREN
The recommended approach is for the salon assessor to ensure that staff and learners are not compromised by permitting learners on work placement to work closely on a 1:1 basis with a single member of staff. The agreed position is that learners will work within a team placement thus minimising the risk of the learner working too closely with one individual or alternatively working unsupervised.
If there are specific concerns relating to a particular set of circumstances (e.g. where there may be substantial unsupervised access by a member of the salon staff to children under 18) then this must be raised with the Dimensions Health & Safety Adviser at the earliest opportunity in order that an assessment of the risk may be undertaken. This will allow the necessary checks and balances to be put in place to minimise the risks to all parties.
3.1 The recruitment of learners under the age of 18
Dimensions admits learners of all ages who can demonstrate that they are able to meet the initial assessment for the course they have chosen, and who will benefit from the social and learning environment which Dimensions provides. Additional risk assessments are formulated for learners with specific identified needs to maintain duty of care.
3.2 Activities in Academy
DBS checks are made on all teaching staff in academies throughout the company. Member of staff responsible for checking – Chief Executive (Debbie Bhebhe.)
3.3 Staff employment issues
Dimensions Training Solution is a responsible employer and ensures that it engages staff in a way that is compliant with the relevant legislation and in particular that which exempts people with specific convictions from applying for or indeed holding particular job roles where there is an acknowledged risk associated with access to children or vulnerable adults.
As a direct consequence, all vacant positions within the company are routinely reviewed and a consideration of the risks undertaken. Where there is the potential for substantial unsupervised access to children and vulnerable adults then a DBS check will be undertaken. Offers of employment to all posts subject to a DBS are conditional with the individual meeting the required standard and a failure to do so would result in an immediate withdrawal of the offer of employment.
Failure to disclose or the provision of a false statement of disclosure by a potential employee may result in disciplinary action with a potential sanction up to and including summary (instant) dismissal of the employee. All DBS disclosures are risk assessed against the job role on an individual basis by Chief Executive (Debbie Bhebhe).
All information regarding DBS checks will be kept confidential in a Central File Store, in line with the Data Protection Act.
Periodically, when the role of an existing member of staff changes it may be necessary to review the job role and for the existing staff member to be required to undertake a DBS check. It is anticipated that such applications will be kept to a minimum as all Dimensions Training Solutions employees are contractually obliged to notify the company, as their employer, of any post employment criminal convictions that may impact upon their future employment with Dimensions.
If the individual is found to be in breach of this contractual obligation then disciplinary action may be taken with a potential sanction up to and including summary dismissal
In the event of a Dimensions employee having suspicions regarding the contact of another employee or individual engaged on Dimensions business with a child/children or vulnerable adult, then at their earliest opportunity they should raise this with their customary HR Adviser. This is in order that any potential risks can be minimised with immediate effect and to allow an investigation in to the allegations to take place.