Safeguarding and Prevent
This policy should be read in conjunction with the College’s:
Public Interest Disclosure (Whistleblowing) Policy and
Prevent Strategy
1. Purpose - Introduction, Definitions and Responsibilities
This Policy is focussed on recognising the roles that College staff and students have to play in safeguarding
the welfare of young people and vulnerable adults. It further focusses upon protection from abuse and
neglect. The procedures outlined below should be followed in the circumstances defined in this policy. The
policy also links to the Prevent Strategy and how the College will respond to any Prevent issues and or
concerns.
Definition
of The term ‘safeguarding’ describes the broader preventative and precautionary approach to
Safeguarding
planning and procedures that are necessary to be in place to protect children and young
people from any potential harm or damage. This is also true for vulnerable adults.
Safeguarding means:
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Protection from abuse and neglect
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Promotion of health and development
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Ensuring safety and care
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Ensuring optimum life chances
For a more comprehensive list of issues that can be covered by “safeguarding” please see
appendix A.
Definition of
Prevent
The Prevent strategy has been re-focused following a review. The strategy now
contains three objectives: to respond to the ideological challenge of terrorism and the
threat from those who promote it; to prevent people from being drawn into terrorism
and ensure that they are given appropriate advice and support; and to work with
sectors and institutions where there are risks of radicalization that we need to
address.
Regulated
Activity
Regulated activity relating to children
The definition of regulated activity (Protection of Freedoms Act 2012) relating to children
comprises only:
(i) Unsupervised activities: teach, train, instruct, care for or supervise children, or provide
advice/guidance on well-being, or drive a vehicle only for children;
(ii) Work for a limited range of establishments (‘specified places’), with opportunity for
contact: for example, schools, children’s homes, childcare premises. Not work by supervised
volunteers;
Work under (i) or (ii) is regulated activity only if done regularly. We are providing statutory
Safeguarding /Prevent Policy
P104
Last review date
April 2016
Status
Live
Next review date
April 2017
Post-holder responsible:
Director of HR
Last EqIA date
April 2016
Approval required from:
Directorate / HR Committee
guidance about supervision of activity which would be regulated activity if unsupervised.
(iii) Relevant personal care, for example washing or dressing; or health care by or
supervised by a professional;
Regulated Activity for adults
The definition of Regulated Activity for adults (Protection of Freedoms Act 2012) defines the
activities provided to any adult as those which, if any adult requires them, will mean that the
adult will be considered vulnerable at that particular time. An adult is a person aged 18
years or over
Adults are no longer labelled as ‘vulnerable’ because of the setting in which the activity is
received, nor because of the personal characteristics or circumstances of the adult being
provided for by the activities.
There are six categories (described in detail in Schedule 4 of the Safeguarding Vulnerable
Groups Act 2006) within the definition of Regulated Activity (Protection of Freedoms Act
2012):
1. Providing healthcare – provision by a healthcare professional or under the direction
or supervision of one. This may include psychotherapy and counselling, first aid
administered on behalf of an organisation established for the purposes of providing
first aid. This does not include workplace first aiders, members of peer support
groups or life coaching.
2. Providing personal care – physical assistance with eating or drinking, going to the
toilet, washing or bathing, dressing, oral care or care of skin, nails or hair (but not
where this involves only cutting hair) because of the adult’s age, illness or disability.
This also includes anyone who trains, instructs or provides advice on the provision of
personal care or those who prompt and then supervise an adult to do one of the
above.
3. Providing social work.
4. Assisting with general household matters – assistance with managing a person’s
cash, paying a person’s bills or shopping on their behalf because of the adult’s age,
illness or disability.
5. Assisting in the conduct of people’s own affairs.
6. Conveying adults to, from, or between places, where they receive healthcare,
relevant personal care or social work because of their age, illness or disability. This
includes hospital porters, patient transport service drivers and assistants, ambulance
technicians and emergency care assistants but does not include taxi or licensed
private hire drivers.
The frequency test has been removed and an individual only need to engage in a defined
activity once to be carrying out Regulated Activity and the definition removes the word
‘vulnerable’ when describing Regulated Activity relating to adults.
Certain establishments are specified as regulated activity establishments. The following is
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Establishment the list of specified establishments as defined by the Protection of Freedoms Act 2012:
For Regulated
 an educational institution which is exclusively or mainly for the provision of full-time
Activity
education to children
Definition
of
child or young
person
Definition of a
vulnerable adult
Responsibilities
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pupil referral units or short-stay schools providing education for children or
compulsory school age who because of illness, exclusion or other reasons cannot
attend a school
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academies which do not fall within the definition of a school
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nurseries exclusively or mainly providing full-time or part-time education for children
who have not reached compulsory school age
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children’s detention centres
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children's homes providing care and accommodation wholly or mainly for children
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children's centres managed by or on behalf of, or under arrangements made with an
English local authority securing early childhood services for their area
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childcare premises
An individual is considered to be a child or young person up to their 18th birthday.
A person is described as an adult from the age of 18. Under the Protections of
Freedom Act 2012, the definition of a vulnerable adult was removed and replaced with
guidance which relates to the activity as opposed to labelling the person. Please see
above in regards to regulated activity.
All staff and volunteers are particularly well placed to observe outward signs of
abuse, changes in behaviour and failure to develop because they have daily
contact with children, young people and vulnerable adults. They should be
aware of the important role the College has in the early recognition of the signs
and symptoms of abuse or neglect and the appropriate referral process. For
details of the Senior Designated Professional see section four below.
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Related policies
and statements
2.
Health and Safety Policy
Student Discipline Policy
Dealing with Harassment and Bullying
Complaints Policy
Disciplinary, Capability and Grievance Policy
Harassment and Bullying
Disclosure and Barring Service Policy (DBS)
Recruitment and Selection Policy
Code of Conduct Policy
Public Interest Disclosure Policy
Social Networking Policy
Computer Policy
Prevent Strategy
Scope - Objectives of the Safeguarding / Prevent Policy
Easton and Otley College aim to:
2.1 Establish and maintain an environment where young people and vulnerable adults feel secure,
are encouraged to talk, and are listened to when they have a worry or concern.
Ensure young people and vulnerable adults know that there are adults in the College whom they
can approach if they are concerned. Students are made aware campuses are open and not all
adults on site will have been through the College’s checks and training procedures. This point is
reinforced at induction and tutorials.
2.2 Include opportunities in the tutorial programme for young people and vulnerable adults to
develop the skills they need to recognise and stay safe from abuse. A key priority within this policy
is to ensure we develop all individual’s personal level of awareness about how to maintain their
own safety; how to recognise inappropriate behaviour or circumstances; and how to report their
concerns. Encouraging students, staff, volunteers and visitors to take responsibility is very
important.
2.3 Inform staff and others working at the College, parents, volunteers, employers, partners,
stakeholders and governors about the College’s responsibilities for safeguarding young people
and vulnerable adults.
2.4 Enable everyone to have a clear understanding of how these responsibilities should be carried
out.
2.5 In addition to the Safeguarding of students and staff as described within the policy. The policy
will also recognise, respond, report, record and refer and Prevent disclosures or concerns
captured by the Safeguarding and Prevent procedure. As with any Safeguarding concern any
Prevent concerns will be captured within the weekly safeguarding summary and discussed at the
Directors operational group on a weekly basis. This process will drive a group response and
responsibility.
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Prevent Strategy1
The College will hold British values at the heart of everything they strive to achieve. These are
defined as:
1. Democracy
2. The rule of law
3. Individual liberty
4. Mutual respect and tolerance for those with different faiths and belief
The College will train all staff and students in relation to the Prevent agenda. In addition the
College has a Prevent risk assessment that considers areas of College life such as hosting
external speakers, letting out buildings and monitoring the use of IT. Such will be regularly
monitored.
Prevent will be a standard agenda item on the weekly Safeguarding meeting.
3.
Statutory Framework
In order to protect young people and vulnerable adults from harm the College will act in
accordance with the following legislation and guidance:
Rehabilitation of Offenders Act 1974 Law
Education Act (2002), section 175
Sexual Offences Act 2003
The Children Acts 1989 and 2004
Safeguarding Vulnerable Groups Act 2006
Safeguarding Children and Safer Recruitment in Education (2007)
Protection of Freedoms Act (2012)
HM Government 'Working Together to Safeguard Children’ (2013)
Keeping Children Safe in Education (2014)
The College has appropriate procedures in place for responding to situations in which they
believe that a young person or vulnerable adult has been abused or are at risk of abuse, which
also cover circumstances in which a member of staff, volunteer or visitor is accused of, or
suspected of, abuse.
Abuse in relation to ‘children’ is categorised into four areas:
 Physical abuse
 Emotional abuse
 Sexual abuse
 Neglect
Abuse in relation to ‘adults’ is categorised into seven areas:
 Physical abuse
 Sexual abuse
 Psychological and emotional abuse
Prevent is part of the Government’s counter-terrorism strategy, CONTEST. Its aim is to stop people becoming
terrorists or supporting terrorism. Further details available https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/97976/prevent-strategy-review.pdf
1 1
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 Financial abuse
 Neglect & acts of omissions
 Discriminatory
 Institutional abuse neglect and poor practice
The College complies with the following responsibilities:

Staff are trained to recognise signs of abuse and know to whom they should report any
concerns or suspicions
 Procedures (of which all staff are aware) are in place for handling suspected cases of
abuse of students, including procedures to be followed if a member of staff is accused of
abuse, or suspected of abuse
 A Senior Designated Professional (SDP) has responsibility for coordinating action within
the College and for liaising with other agencies
 Staff with designated responsibility for Safeguarding receives appropriate training.

This policy is designed to ensure the following guidance is met in full:
DfES guidance Safeguarding Children and Safer Recruitment in Education (2007) states that “All
parents need to understand that schools and FE Colleges have a duty to safeguard and promote
the welfare of children who are their pupils or students, that this responsibility necessitates a child
protection policy and procedures, and that a school or FE College may need to share information
and work in partnership with other agencies when there are concerns about a child’s welfare.”
4.
The Designated Professional and the Governing Body
The Senior Designated Professional for Safeguarding and Prevent in this College is:
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The Director of Curriculum Student Services and Support
Where the Senior Designated Professional is not available the Deputy Senior Designated
Professionals (DSDP) listed below will act in his / her absence. The DSDP for Safeguarding are:

Student Services Managers.
It is the role of the Senior Designated Professional (SDP) for Safeguarding and Prevent to:
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Promote positive safeguarding and prevent procedures and practice
To promote and ensure staff and students have an awareness of British values
Receive information and offer advice about safeguarding and prevent concerns, maintain
secure records and take appropriate action
Be familiar with national and local safeguarding and prevent guidance and referral
procedures
Assess the development needs of staff and co-ordinate training
Keep all staff and volunteers informed of good practice and development
Monitor safeguarding and prevent cases in the organisation
Report all Safeguarding and Prevent issues to the Senior Leadership Team
Report all Safeguarding and Prevent issues relating to the Principal to the Chair of
Governors
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Provide a Safeguarding and Prevent report to the Corporation
The more specific duties are:
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Ensure that they receive refresher training at appropriate intervals to keep their knowledge
and skills up to date
Ensure that all staff who work with young people and vulnerable adults undertake
appropriate training to equip them to carry out their responsibilities for child protection /
protection of vulnerable adults effectively and that this is kept up to date by refresher
training at three yearly intervals
Ensure that newly appointed staff receive Safeguarding and Prevent training as part of the
induction process
Ensure that temporary staff and volunteers are made aware of the College’s arrangements
for child protection / protection of vulnerable adults
Ensure that the College operates within the legislative framework and recommended
guidance
Ensure that all staff and volunteers are aware of safeguarding and child protection /
protection of vulnerable adults procedures
Ensure that appropriate training and support is provided to all staff
Ensure that the Senior Leadership Team (SLT) is kept fully informed of any concerns
Develop effective working relationships with other agencies and services
Decide whether to take further action about specific concerns (e.g. refer to Children,
Schools and Families or Adult Care Services)
Liaise with the Local Authority Designated Officer (LADO) over suspected cases of child
abuse
Ensure that accurate records relating to individual children are kept separate from the
academic file in a secure place and marked 'Strictly Confidential'
Submit reports to, and ensure the College’s attendance at child protection and vulnerable
adult conferences
Ensure that the College effectively monitors young people and vulnerable adults about
whom there are concerns
Provide guidance to students, parents, staff, governors, others working at the College and
partners, about obtaining suitable support.
It is the role of the College Governing Body to check that:
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The College has a safeguarding and prevent policy and procedures in place that are in
accordance with local authority guidance and locally agreed inter-agency procedures, that
the policy is made available on request and is reviewed annually
The College operates safe recruitment procedures and makes sure that all appropriate
checks are carried out on staff and volunteers who work with children and vulnerable adults
The College has procedures for dealing with allegations of abuse against staff and
volunteers that comply with guidance from the local authority and locally agreed interagency procedures
A member of the College’s Director Team is designated to take lead responsibility for child
protection and Prevent.
Staff undertake appropriate safeguarding and Prevent training
The College remedies, without delay, any deficiencies or weaknesses regarding
safeguarding arrangements
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5.
The Chair of Governors is aware of their responsibilities for liaising with the Local Authority
and / or partner agencies in the event of allegations of abuse being made against the
Principal
Training is provided for all Governors on a regular basis
Where services or activities are provided on the College premises by another body, the
body concerned have appropriate policies and procedures in place in regard to
safeguarding and liaises with the College on these matters where appropriate
Staff Training
Mandatory training is given for all staff to raise awareness of Safeguarding and the Prevent
agenda. It is necessary for all staff to take refresher training for Safeguarding and Prevent every
three years. Introduction to Safeguarding and Prevent training will be followed up, where
appropriate, with appropriate one-to-one sessions and specific work with departments relating to
their relevant issues. In addition every interview panel for recruitment to staff vacancies will
contain at least one member of staff trained in Safer Recruitment practices.
6.
6.1
College Procedures
General
The College takes its duty of pastoral care seriously and will be proactive in seeking to prevent
young persons and vulnerable adults becoming the victims of abuse or neglect. It will do this in
a number of ways:
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Through the creation of an open culture which respects all individuals’ rights and
discourages bullying and discrimination of all kinds.
The SDP and DSDP will have training in this field and act as a source of advice and
support to other College staff.
By informing young people and vulnerable adults of their right to be free from harm and
encouraging them to talk to College staff if they have any concerns.
Through the tutorial programme and support, at an appropriate level, to promote selfesteem, social inclusion and address the issue of safeguarding children, young people
and vulnerable in the wider context.
By ensuring that the residential areas of the College are kept secure at all times and
access is restricted to residential students, designated staff and approved visitors only.
Schools are required to send any child protection data to College on their
commencement / transfer to one of our courses. The SDP will liaise with the local
schools in the summer break as a timely reminder of this data transfer.
All staff, volunteers and others working with College students should be aware that the main
categories of abuse are:
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Physical abuse
Emotional abuse
Sexual abuse
Neglect
Also, bullying financial abuse and domestic violence
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All staff and volunteers should be concerned about a young person / vulnerable adult if they
present with indicators of possible significant harm.
There is a safeguarding and prevent referral flowchart attached at Appendix C.
The following advice should be noted:
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6.2
Local Authority and Police must lead any investigation in to any allegation regarding
safeguarding
Child protection and safeguarding referrals should be made to the MASH and followed up in
writing, preferably on an NSCB1 within 24 hours.
o Telephone 0344 800 8020
o Referral forms sent to:o Email: [email protected]
o Fax: 01603 762445
o Post: The MASH Team Manager, Floor 5, Vantage House, Fisher’s Lane, Norwich NR2
1ET
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For specialist Police advice you can contact the Duty Detective Sergeant within the MASH.
o Email : [email protected]
o Call : Direct dial 01603 27(6151)
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Professional consultations can be sought via the MASH on 0344 8008020
Identifying and Reporting Concerns, Abuse and other Safeguarding and Prevent Issues
General concerns should be referred to ones direct Line Manager.
However, all reports of abuse should be referred using the procedure detailed below.
All staff, others working at the College and volunteers should be concerned about a young person
or vulnerable adult if he or she displays signs of abuse and or neglect, or where they may have
disclosed harm to others such as class-mates. A summary of indicators of significant harm is
attached at Appendix B.
Concern about safeguarding issues should include any area where the health or physical and
emotional wellbeing of a young person or vulnerable adult is at risk. This could include alcohol
dependency, bullying etc.
If a student discloses to a member of staff that they have been abused in some way, the member
of staff, volunteer or other person working at the College should:
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Listen to what is being said without displaying shock or disbelief
Accept what is being said
Allow the student to talk freely
Reassure the student, but not make promises which it might not be possible to keep
Not promise confidentiality – it might be necessary for a referral to be made
Reassure him or her that what has happened is not his or her fault
Stress that it was the right thing to tell
Listen, rather than ask direct questions
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Not criticise the alleged perpetrator
Explain what has to be done next and who has to be told
Make a written record (see below)
Pass information to the Senior Designated Professional without delay
The member of staff must record information regarding the concerns on the same day. The
recording must be a clear, precise, factual account of the observations. A standard pro-forma for
recording concerns is available; please see Appendix D for a sample concern form.
The SDP will carry out a risk assessment to determine what action to take and will decide
whether the concerns should be referred to Children’s Services / Local Authority Designated
Officer (LADO). The SDP will seek support and guidance from the Local Authority Designated
Officer (LADO) as necessary. If it is decided to make a referral to the LADO / Children’s Services
this will be done with prior discussion with the parents, unless to do so would place the child at
further risk of harm. Particular attention will be paid to the attendance and development of any
child about whom the College has concerns, or who has been identified as being the subject of a
child protection plan (formerly referred to as the Child Protection Register) and a written record
will be kept.
In emergency situations (e.g. where there is the risk or occurrence of severe physical injury),
where immediate action is needed to safeguard the health or safety of the individual or anyone
else who may be at risk, the emergency services should be involved. Where a crime is taking
place, has just occurred or is suspected, the police must be contacted immediately and the
Principal informed.
Where an allegation is made regarding a 14 – 16 year old student, members of staff should follow
the same procedures as outlined above. The Senior Designated Professional will liaise with the
CPO (Child Protection Officer) from the relevant school, ensuring that the student is informed of
this process.
Dealing with a disclosure from a student, or a Child Protection or Adult Care case, is likely to be a
stressful experience. The member of staff / person working at the College / volunteer should
therefore consider seeking support for themselves and discuss this with the Senior Designated
Professional or the HR Director.
6.3
Allegations against a member of staff
Where an allegation is made against a member of staff, volunteer or someone working with
College students identifying that they have:
 Behaved in a way that has, or may have harmed a young person or vulnerable adult
 Possibly committed a criminal offence against / related to a young person or vulnerable
adult
 Behaved toward a young person or vulnerable adult in a way which indicates they are
unsuitable to work with children or vulnerable adults
The person learning of the allegation should record the nature of the allegation and any other
relevant information and immediately report it to the HR Director, or to the SDP or the DSDP. The
SDP or Deputy will immediately inform the HR Director.
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The LADO will be informed within 24 hours of the allegation being made. A written record will be
submitted to the LADO within a further 24 hours. Norfolk LADO can be contacted on (01603)
223473, Suffolk LADO can be contacted on (01473) 263112.
The HR Director will, in consultation with the appropriate College managers / senior manager,
decide whether to invoke the College Disciplinary Procedure which may include suspension. The
SDP and the HR Director will assess whether it is necessary to refer to the DBS (Disclosure and
Barring Service) and Children’s’ Services, in consultation with the Local Authority Designated
Officer.
6.4
Work Placement and Work Experience
Employers and training organisations will be asked to cooperate with the College in putting in
place and subscribing to appropriate safeguards.
Where a placement is long term or meets the criteria laid out in “Safeguarding Children and Safer
Recruitment in Education 2007, DCSF” the College will ensure that additional safeguards are in
place, these may include:
 Staff arranging placements will have had training in safeguarding and child protection
 Training organisations will be asked to make a commitment to safeguarding students’
welfare by endorsing an agreed statement of principles.
It is important to note that ultimate responsibility still sits with the College as the educational
provider. Appendix F provides further guidance in relation to work experience placements for
students.
6.5
Apprentices and Work-based Learning
Apprentices are considered as having employed status from day one.
The College ensures that, where an Apprentice is placed with an employer, the employer
understands their responsibilities for safeguarding. The College will undertake a health and
safety risk assessment and ensure that all employers have equality and diversity and health and
safety policies in place.
6.6
Forced Marriage
The tradition of arranged marriages has operated successfully within many communities and
many countries for a very long time. A clear distinction must be made between a forced and an
arranged marriage. In arranged marriages, the families of both spouses take a leading role in
choosing the marriage partner but the choice whether or not to accept the arrangement remains
with the young people. In forced marriage, one or both spouses do not consent to the marriage or
consent is extracted under duress. Duress includes both physical and emotional pressure.
Possible Indicators of Forced Marriages
 Truancy
 Decline in performance or punctuality
 Low motivation
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 Being withdrawn from College by those with parental responsibility
 Not allowed to attend extracurricular activities
If anyone is concerned that a student is being forced to marry, they should immediately contact
the SDP the Deputy.
7.
College Visitors
The College ensures that visitors are booked in at reception areas, collected on arrival, and
aware of College safeguarding and health and safety requirements.
On arrival visitors are given a temporary visit pass and Visitors Information leaflet covering areas
such as Health and Safety, No Smoking, Fire Evacuation and First Aid.
8.
Confidentiality
Child Protection raises issues of confidentiality that must be clearly understood by all staff /
volunteers in Colleges, as follows:
 All staff have a responsibility to share relevant information about the protection of young
people with other professionals, particularly the investigative agencies (Children’s
Services and the Police)
 If a student confides in a member of staff / person working at the College / volunteer and
requests that the information is kept secret, it is important that this person tells the
student in a manner appropriate to the student’s age / stage of development that they
cannot promise complete confidentiality – instead they must explain that they may need
to pass information to other professionals to help keep the student or other students or
children safe.
 Staff / workers / volunteers who receive information about young people and their
families in the course of their work should share that information only within appropriate
professional contexts.
9. College Publications
The College will include details of its Safeguarding procedure and Prevent in all future key
College documents and materials. This will include:
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Full-time prospectus
Part-time prospectus
All course listing promotional documents
College website
Information sheets for providers
Marketing Strategy
Recruitment literature for staff vacancies
Staff induction materials
Referring to safeguarding duties in all job descriptions
Student Induction Material
This policy will be regularly reviewed by the Safeguarding Committee which meets each term.
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Appendix A
Issues covered under the safeguarding agenda
 Child Protection
 Vetting and barring scheme – safer recruitment of staff
 Checking identity and qualifications of all staff/people working at the College/volunteers
 DBS referrals and disclosures
 Health and safety
 Health and wellbeing
 Bullying
 Drug abuse
 Alcohol abuse
 Personal safety
 Forced marriages
 Missing young person notifications
 Runaway young people
 Children in care and care leavers
 Firework safety
 Knife crime
 Internet safety
 Financial security
 Private fostering
 Child death review process
 Safeguarding child performers
 Accident prevention and home safety
 Prevent agenda – prevention of radicalisation
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Appendix B
Indicators of possible significant harm
Possible signs of physical abuse
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Unexplained injuries or burns, particularly if they are recurrent
Injuries not typical of accidental injury
Frequent injuries even with apparently reasonable explanations
Improbable or conflicting explanations for injuries
Refusal to discuss injuries
Admission of punishment which appears excessive
Fear of parents/carers being contacted
Bald patches
Withdrawal from physical contact
Arms and legs kept covered in hot weather
Fear of returning home
Fear of medical help / parents not seeking medical help
Self-destructive tendencies
Aggression towards others
Chronic running away
Frequently absent from College
Possible Signs of Emotional Abuse
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Probably the most difficult type of abuse to recognise. An emotionally abused person is often
withdrawn, introverted and depressed
Admission of punishment which appears excessive
Over-reaction to mistakes
Sudden speech disorders
Fear of new situations
Inappropriate emotional responses to painful situations
Neurotic behaviour (e.g. rocking, hair twisting, thumb sucking)
Self mutilation
Fear of parents/carers being contacted
Extremes of passivity or aggression
Drug/solvent abuse
Chronic running away
Compulsive stealing
Scavenging for food or clothes
Continual self depreciation
Air of detachment – ‘don’t care’ attitude
Social isolation – does not join in and has few friends
Desperate attention-seeking behaviour
Eating problems, including over-eating or lack of appetite
Depression, withdrawal
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Possible Signs of Sexual Abuse
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Demonstrate sexual knowledge or behaviour inappropriate to age/stage of development, or that
is unusually explicit
Wetting or other regressive behaviours e.g. thumb sucking
Inexplicable changes in behaviour, such as becoming aggressive or withdrawn
Stops enjoying previously liked activities
Be reluctant to undress for sport
Become fearful of, or refuse to see, certain adults for no apparent reason; shows dislike of a
particular tutor, support worker, carer, relative or other adult
Draws sexually explicit pictures
Urinary infections, bleeding or soreness in the genital or anal areas
Soreness or bleeding in the throat
Chronic ailments, such as stomach pains or headaches
Take over the parental role at home; seem old beyond their years
Develop eating disorders, such as anorexia or bulimia
Depression, suicidal thoughts
Poor self-image, self-harm, self-hatred
Physical discomfort
Use drugs or drink to excess
Unexplained pregnancy
Memory loss
Frequent running away
Restricted social activities
Find excuses not to go home or to a particular place
Have recurring nightmares/be afraid of the dark
Be unable to concentrate; seem to be in a world of their own
Have a ‘friend who has a problem’ and then tell about the abuse of the friend
Sudden changes in College work habits, become truant
Withdrawal, isolation or excessive worrying
Outbursts of anger or irritability
Unexplained sums of money
Act in a sexually inappropriate/harmful or seductive way towards others
Possible Signs of Neglect











Constant hunger
Poor personal hygiene
Inappropriate clothing, clothing in a poor state of repair
Frequent lateness or non-attendance at College
Untreated medical problems
Low self-esteem
Poor social relationships
Compulsive stealing
Constant tiredness
Emaciation
Destructive tendencies.
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


Neurotic behaviour (e.g. rocking, hair twisting, thumb sucking)
Chronic running away
Scavenging for food or clothes
In addition to all the above signs a young person or vulnerable adult may disclose an experience in
which he/she may have been harmed, or there may be any other cause to believe that a child or
vulnerable adult may be suffering harm.
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Appendix C – Safeguarding and Prevent Referral
Flowchart
Member of Staff or
Student has concerns
about Safeguarding and
Prevent Issue
Concerned person makes
a written record of relevant
information / incident on a
Cause for Concern form
(found on Safeguarding
and Prevent Portal on
SharePoint)
No
Yes
Concerned person
reports matter to
Senior Designated
Professional (SDP) or
Deputy SDP
Does the incident/
information involve an
allegation against a member
of staff?
Concerned person
reports matter to
Human Resources
Director
Human Resources
Director will refer to
appropriate manager/
senior managers/LADO
team within 24 hours
SDP or DSDP takes steps considered
necessary to ensure the safety of the
young person or vulnerable adult in
question and any other child or
vulnerable adult that may be at risk
Is it a straight forward
referral?
No
SDP or DSDP
discusses matter with
MASH for guidance
No
Monitoring put in place
with relevant staff.
Re-refer if further
issues arise
Yes
Yes
SDP or DSDP contacts
MASH to make a referral
SDP or DSDP makes
accurate records and
informs Principal and
relevant staff involved with
student
Support team created as
appropriate for student

A summary monitoring report
will be sent on an annual basis
to SLT, and Corporation
Governors
N.B. Local Authority and Police must lead any investigation in to any allegation regarding
safeguarding
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Appendix D - Recording
Form for Safeguarding and Prevent Concerns
Staff, volunteers and regular visitors are required to complete this form and pass it to the
Director Curriculum – Student Services and Support if they have a safeguarding and
prevent concern about a child in our College.
Full name of student
Date of Birth
Tutor/Form group
Your name
College
and
position
in
Nature of concern/disclosure
Please include where you were when the student made a disclosure, what you saw, who else
was there, what did the child say or do and what you said.
Was there an injury?
Describe the injury:
Yes / No
Did you see it?
Yes / No
Have you filled in a body plan to show where the injury is and its approximate size? (please see
body plans below)
Yes / No
Was anyone else with you? Who?
Has this happened before?
Did you report the previous incident?
Who are you passing this information to? Name:
Position:
Your signature:
Date:
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Date:
Time:
Action taken by SDP
□
Referred to…?
LADO
Police
Occupational Health Counsellor
Social Services
External agency
Parents informed? Yes / No (If No, state reason)
Feedback given to…?
Pastoral team
Tutor
Student
Person who recorded disclosure
Full name:
SDP Signature:
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Parents
Other
Body Map
Page 20 of 29
Older Child
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Appendix E
Please refer to Policy P104 Human Resources Disclosure Barring Service2 (DBS) policy
Safer Recruitment and Employee Security (DBS) procedure
1
2
Policy statement
1.1
Easton and Otley College has a duty to provide a secure and safe environment in which
students and staff can obtain the best possible benefit from studying or working at the
College. This procedure complies with safeguarding guidance and legislation.
1.2
Part of the College’s duty is to ensure that it does not employ or make use of the services of
a person who has a criminal conviction or record of behaviour that could pose a threat to the
safety and well being of students and staff. This procedure will ensure that appropriate
checks are made on College governors, employees and those carrying out services for the
College and volunteers, as required.
Safer Recruitment and the Disclosure Barring Service
Duty to Refer
From 12 October 2009, the College complied with the duty to refer any employee or
volunteer who poses a risk to young people or vulnerable adults. If the College removes
someone who is employed or a volunteer, or if they leave under investigation for allegedly
causing harm or posing a risk of harm, the College designated person will be responsible
for referring this information to the Disclosure Barring Service (DBS).
Compliance with DBS Scheme and Safer Recruitment
All staff, whatever their job role, have an enhanced DBS disclosure as all staff are
employed in a ‘Regulated (specified) Establishment and have the potential to come into
contact with young people and vulnerable adults.
The College will pay for all staff to have an enhanced disclosure check.
The College has a central single record which records details of staff identity, DBS / CRB
disclosures, qualifications, overseas DBS / CRB checks, Barred List checks and right to
work in the UK details. The HR Director is responsible for the maintenance of this record.
The record also includes details of governors, contractors, consultants, volunteers and onsite service providers. References are taken for all employees to check identity and ask
specific questions about safeguarding. The College makes random checks to confirm the
status of the originator of written references.
2
With effect from 1st December 2012 the Criminal Record Bureau will be known as the Disclosure and Barring Service
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The College HR recruitment and selection policy includes details of the safer recruitment
processes including, face to face assessments for all employees, interview questions and
application processes
Contractors, Consultants
Where a sub contracted training provider is used to deliver any aspect of training, the
College checks that they have robust safeguarding procedures in place. That staff have
undertaken appropriate checks and are trained in safeguarding. When third party locations
are used, premises are risk assessed with appropriately qualified staff undertaking risk
assessments.
This information will be held by the department working with the partner/ contractor, with a
copy held in Human Resources to be held alongside the Central List.
Other contractors whose staff are engaged in regulated activity or who work on a regular
basis in College premises or with College students will provide evidence of appropriate
checks, vetting and training.
Volunteers
Often individuals approach the College to indicate they wish to gain experience in an area:
this may be teaching experience or assisting in a specific specialism such as Horticulture.
Volunteer helpers are not employees of the College and do not receive any form of
payment for the services they provide. The College reserves the right to stop any
volunteer’s placement at any time for any reason.
The Volunteer Registration form must be completed and authorised by the line manager
prior to the commencement of the volunteering activities. This form must be completed and
sent to Human Resources even if the period of volunteering is only for a few hours.
Volunteers cannot to be used as substitute staff and should not have sole responsibility for
a student or group of students at any time. Volunteer helpers must be registered with
Human Resources prior to undertaking any work, and Human Resources must be notified
when a volunteer ceases undertaking work at or for the College.
Volunteers will not commence work or other activities at the College without first meeting
with HR, who will check their identity and qualifications and ensure Barred List and DBS
checks are undertaken. The Employee DBS Policy will apply in the same way as for all
other employees at the College.
3
Disclosure and Barring Service Disclosure (previously known as the Criminal Records
Bureau Disclosure)
3.1
The Disclosure and Barring Service (DBS) (previously known as CRB) disclosure is a facility
whereby an employer can request that a check is carried out on a person to confirm his/her
suitability for certain types of work, involving contact with children (under 18) or vulnerable
adults.
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4
3.2
Where a DBS check is required the individual will be asked to complete an online
Application Form, and to produce evidence of identity to a nominated member of the
Human Resources Department.
3.3
The DBS check may take several days to complete, and weeks in exceptional
circumstances. When completed the DBS will send the disclosure to the individual who has
applied. A copy will not be sent to the employer, the HR team will, however, be able to
track process via the on-line tracking process. The disclosure will give details of criminal
record or other related matter which has been recorded.
Recruitment of New Employees
It will be a condition of all offers of employment made by the College that a satisfactory
enhanced disclosure is obtained. All applicants for posts at the College will be informed of
the necessity of a check through the DBS disclosure system. At interview all applicants will
be told that a refusal to agree to such a check being carried out, or the outcome of the
check being unsatisfactory, will lead to any offer being withdrawn. This will be reiterated
when an offer is made.
The College will require a DBS enhanced disclosure for all new academic staff, business
support staff, volunteers and casual staff due to the nature of the College’s business.
5
Procedure for DBS Checks: New Appointments
The DBS disclosure will be completed electronically. The prospective employee will be
required to complete the electronic application and provide evidence of identity in
accordance with DBS requirements.
Once the disclosure has been obtained from the DBS the Human Resources Director will
consider if the disclosure is satisfactory to enable the prospective employee to commence
their employment with the College. If the individual has already commenced employment
and there are issues raised in the disclosure the Human Resources Director will invite the
individual to meet to discuss the disclosure form and its content.
In determining if the employment should commence/continue the following factors will be
taken into account:







whether the conviction or other matter revealed is relevant to the post offered
the seriousness of any offence or other matter revealed
the length of time since the offence or other matter occurred
whether the individual has a pattern of offending behaviour or record that relates to
another relevant matter
whether the individual’s circumstances have changed since the offending behaviour
the circumstances surrounding the offence or other matter and the explanation
offered by the individual
the honesty and openness with which the matter was originally discussed with the
College
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If it is determined that the employment should not commence, or should not continue, the
individual will be given written reasons for this. If the individual has not commenced
employment the Human Resources Director will write to him/her withdrawing the offer
and explaining the reasons. Where the individual has commenced employment pending
the DBScheck, Human Resources Director and SMT Manager will advise the Principal if
dismissal is recommended. There will be an opportunity for the individual to write to the
Principal setting out his/her reasons why he/she believes he/she should not be
dismissed.
6
Procedure for DBS Checks: Existing Employees
Following guidance issued by OFSTED in November 2012, the College took the strategic
decision to cease re-checking existing employees unless a specific concern or notice of
a change in circumstances was received. Where a re-check reveals matters of interest
are disclosed the College will follow a risk assessment process and take appropriate
action which may include action up to dismissal of employment.
7
Procedure for DBS Checks: College Governors
7.1
All College governors are required to have a satisfactory enhanced disclosure check.
7.2
Governors will be required to complete the electronic application and provide evidence of
identity in accordance with DBS requirements.
7.3
Once the disclosure has been obtained from the DBS the result will be considered in
accordance with 5 above. If there are issues raised in the disclosure the Human Resources
Director will inform the Principal and Clerk to the Corporation, who will invite the individual to
meet to discuss the disclosure form and its content.
7.4
The Principal or Clerk to the Corporation will ensure that the following factors will be taken
into account in determining if the individual is appropriate to act, or to continue to act as a
College governor:







whether the conviction or other matter revealed is relevant to the post offered
the seriousness of any offence or other matter revealed
the length of time since the offence or other matter occurred
whether the individual has a pattern of offending behaviour or record that relates to
another relevant matter
whether the individual’s circumstances have changed since the offending behaviour
the circumstances surrounding the offence or other matter and the explanation
offered by the individual
the honesty and openness with which the matter was originally discussed with the
College.
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8
Steps to safer recruitment:
The College recruitment process ensures safeguarding is at the forefront of the recruitment
process.
The following statement appears on the application form:
Disclosure of Criminal Convictions and Police Cautions, Warnings and Reprimands
including spent times
Unless documentation provided in this pack states to the contrary, this post is
exempt from the provisions of section 4(b) of the rehabilitation of offenders act by
virtue of the rehabilitation 1974 (exemptions) order 1975 because of the nature of
work involved. The amendments to the Exceptions Order 1975 (2013) provide that
certain spent convictions and cautions are 'protected' and are not subject to
disclosure to employers, and cannot be taken into account. Guidance and criteria on
the filtering of these cautions and convictions can be found on the Disclosure and
Barring Service website. It therefore follows that you are not entitled to
withhold relevant information and in the event of employment, any failure to
disclose non-protected convictions could result in dismissal or disciplinary action. We
will be required to obtain a Disclosure Barring Service Check for individuals
appointed to certain posts. Please refer to the attached “Guidance for applicants on
disclosure of criminal record information”.
Disclosure and Barring Service checks are completed for all employees and volunteers.
In addition the College ensures that any gaps in the employment history are explored in
full. Ideally the College seeks a minimum of 10 years history.
The College seeks two references from all applicants, the following statement is included on
the application form:
Please provide details of two people who will each provide a work-related or academic
reference. One of these referees must be your current or most recent employer. If you do
not have a current or recent employer, please provide details of your lecturer/course
tutor/unpaid work employer etc.
To validate the references the HR office will, on a random basis, make a telephone call to
check the validity of the author and the content.
If any concerns are raised at any point within the recruitment process such will be
addressed on an individual basis.
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Appendix F
Work Experience Placements
There is no requirement to DBS check all staff who may come into contact with a student on a
placement. Only a member of staff with day to day responsibility for the student or as part of their job
description – this could be the manager, a supervisor/mentoring employee – should be required to have
a DBS check.
In the vast majority of placements – as the employer/employees involved will not have regular
unsupervised access to young people at work – there is no need for DBS checks to take place.
Around 550,000 work experience placements take place annually in Norfolk alone, and it is estimated
that DBS checks take place for just one per cent of these.
However, DBS checks must be considered in all the following cases:
1) Students identified by the College as vulnerable for educational, medical, behavioural or home
circumstance reasons, including those who have special educational needs
2) Students on placements lasting more than 15 days over an extended period, especially
where these involve:

regular lone working with an employer over long periods (rule of thumb would suggest anything
over half a day at a time)

placements located in particularly isolated environments with 1:1 working

placements involving a high degree of travelling on a 1:1 basis
3) Any work placements which include a residential element.
The fact that a particular placement falls into one of the above categories does not necessarily mean
that a DBS check will be required. Such a decision will depend on an assessment of the overall
potential risks posed to a young person and will take into account any systems in place to minimise
these risks – including the Health & Safety visit report and any Risk Assessments required by the
nature of the placement
If any of the above cases apply, additional safeguards should be put in place.
These include:

College staff or other partners who arrange, vet or monitor the work placements should have
training in child protection

Employers, supervisors or training providers hosting students should be asked to endorse a child
protection / safeguarding policy or statement of principles

College and local authority policies and procedures should define what actions need to be taken by
whom and when if any child protection issues are raised, before, during or after the placement

Students should also be given clear advice and a point of contact in the College in case of any
problems
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Appendix G
What is abuse and neglect?
A form of maltreatment of a child. Somebody may abuse or neglect a child by inflicting harm, or by
failing to act to prevent harm. Children may be abused in a family or in an institutional or community
setting by those known to them or, more rarely, by others (e.g. via the internet). They may be abused
by an adult or adults, or another child or children.
Physical abuse
A form of abuse which may involve hitting, shaking, throwing, poisoning, burning or scalding, drowning,
suffocating or otherwise causing physical harm to a child. Physical harm may also be caused when a
parent or carer fabricates the symptoms of, or deliberately induces, illness in a child.
Emotional abuse
The persistent emotional maltreatment of a child such as to cause severe and persistent adverse
effects on the child’s emotional development. It may involve conveying to a child that they are worthless
or unloved, inadequate, or valued only insofar as they meet the needs of another person. It may include
not giving the child opportunities to express their views, deliberately silencing them or ‘making fun’ of
what they say or how they communicate. It may feature age or developmentally inappropriate
expectations being imposed on children. These may include interactions that are beyond a child’s
developmental capability, as well as overprotection and limitation of exploration and learning, or
preventing the child participating in normal social interaction. It may involve seeing or hearing the illtreatment of another. It may involve serious bullying (including cyber bullying), causing children
frequently to feel frightened or in danger, or the exploitation or corruption of children. Some level of
emotional abuse is involved in all types of maltreatment of a child, though it may occur alone.
Sexual abuse
Involves forcing or enticing a child or young person to take part in sexual activities, not necessarily
involving a high level of violence, whether or not the child is aware of what is happening. The activities
may involve physical contact, including assault by penetration (for example, rape or oral sex) or nonpenetrative acts such as masturbation, kissing, rubbing and touching outside of clothing. They may also
include non-contact activities, such as involving children in looking at, or in the production of, sexual
images, watching sexual activities, encouraging children to behave in sexually inappropriate ways, or
grooming a child in preparation for abuse (including via the internet). Sexual abuse is not solely
perpetrated by adult males. Women can also commit acts of sexual abuse, as can other children.
Neglect
The persistent failure to meet a child’s basic physical and/or psychological needs, likely to result in the
serious impairment of the child’s health or development. Neglect may occur during pregnancy as a
result of maternal substance abuse. Once a child is born, neglect may involve a parent or carer failing
to:
 provide adequate food, clothing and shelter (including exclusion from home or abandonment);
 protect a child from physical and emotional harm or danger;
 ensure adequate supervision (including the use of inadequate care-givers); or
 ensure access to appropriate medical care or treatment.
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It may also include neglect of, or unresponsiveness to, a child’s basic emotional needs.
Safeguarding and promoting the welfare of children
Defined for the purposes of this guidance as:
 protecting children from maltreatment;
 preventing impairment of children's health or development;
 ensuring that children are growing up in circumstances consistent with the provision of safe and
effective care; and
 taking action to enable all children to have the best life chances.
Child protection
Part of safeguarding and promoting welfare. This refers to the activity that is undertaken to protect specific
children who are suffering, or are likely to suffer, significant harm.
Taken from Working Together 2013.
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