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Policies |
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We recognise that child protection should not be treated in isolation – we will take account of guidance given by Argyll & Bute Council Child Protection Committee and will address recruitment and selection of volunteers and paid employees by doing the following: 1. We accept that it is our responsibility as a group to check that all adults who could be seen to be in a ‘child care’ position are fully vetted. 2. We will ensure that every new volunteer or member of staff will complete a personal profile form 3. We will make a request for previous addresses on volunteer/job application forms 4. We will ask for the names of two referees who will be prepared to provide a written reference 5. We will follow up each reference with a telephone call or person contact during which we will discuss the applicant’s suitability to work with children. A record of this discussion will be kept on the applicant’s file. 6. We will undertake Disclosure Scotland checks 7. We will interview prospective volunteers and staff 8. We will note at interview all previous experience of volunteers and staff in working with children 9. We will carry out a probationary period for all volunteers and staff of at least 6 months We believe that every child regardless of age has at all times and in all situations the right to feel safe and protected from any situation or practice that results in a child being physically or psychologically damaged. In our group, if we have suspicions about a child’s physical, sexual or emotional well being we will take action. We Will: • Hold a register of every child involved with the group including relevant medical details and have a contact name and number close to hand in case of emergencies • Treat everyone with respect • Remember that issues are confidential • Provide an example we would wish others to follow • Where possible consider activities which involve more than one adult being present or at least within sight and hearing of others • Be aware that someone else might misinterpret our actions even if they are well intentioned • Respect a child’s right to personal privacy • Provide time for children to talk to us • Encourage children to respect and care for others • Take action to stop any inappropriate verbal or physical behaviour • Have a group policy for the collection of children after sessions have finished • Remember to REFER not INVESTIGATE any suspicions or allegations about abuse • Only share concerns and seek support from those identified in the group’s child protection policy • Complete the vetting checklist All volunteers or staff are encouraged to share concerns with the group’s committee member who has agreed to monitor child protection issues. If the situation is clearly an urgent case, the child is too frightened to go home or we have serious doubts about the child’s safety, we will contact Social Work Services or Police immediately. If our concerns are more general about a child’s welfare than we will discuss these with the group’s child protection monitor, who would then make a referral to Social Work who will make the necessary arrangements. It is important that all volunteers and staff communicate concerns accurately. To this end, volunteers and staff will follow the procedures below: • Upon receipt of any information from a child or suspicions, it is necessary to record what they have seen, heard or know accurately at the time the event occurs • Share their concerns with the monitor for the group and agree action to take • Always REFER never INVESTIGATE any suspicions or allegations about abuse If we have concerns we must act Both the local Area Social Work office and Police telephone numbers are to be found in the telephone directory. Area Social Work Office: 01369 707300 Police Station: 01369 763000 Out of hours Social Work Emergency Service: 0800 811 505 Policy on the recruitment of Ex-offenders We will treat any applicant for any position and discriminate for any position (paid of voluntary) within our organisation fairly and not discriminate unfairly against the subject of a disclosure on the basis of conviction or other information revealed. We will request a standard or Enhanced disclosure only where it is necessary and relevant to the position sought. Where a position requires a disclosure we will make this clear on the application form, job advert and any other information provided about the post. At interview we will ensure that open and measured discussions can take place on the subject of offences. Failure to reveal information at interview that is directly relevant to the position sought, could lead to withdrawal of an offer of employment. At interview or when receiving a disclosure which shows a conviction we will take into consideration:- 1. Whether the conviction is relevant to the position being offered We will ensure that al our members (staff or volunteers) involved in the recruitment process are aware of this policy and have received relevant training and support. Any applicant for any post that requires a disclosure may receive a copy of this policy and the Code of Practice. policy on the secure handling, Use, Storage and Retention of Disclosure Information In accordance with the Scottish executive Code of Practice, for registered persons and other recipients of Disclosure Information, we will ensure the following practice: • Disclosures will only be requested when necessary and relevant to a particular post and the information provided on the disclosure certificate will only be used for recruitment purposes o Date of issue of disclosure • We will ensure that all staff with access to disclosure information are aware of this policy and have received relevant training and support.
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Copyright Cowal Fiddle Workshop 2004 |