Policies
Safeguarding Children and Vulnerable Adults Policy
Safeguarding Children and Vulnerable Adults Policy
Contents
1 Aim
2 Our Ethos
3 Named Designated Safeguarding Persons
4 Roles and Responsibilities
5 Safer Working Practices for staff/volunteers
5.1 Recruitment
5.2 Induction and Probationary Period
5.3 Staff Training
5.4 Volunteers
5.5 Visitors and Parents
6 Procedures for handling a disclosure
6.1 What is abuse and neglect?
6.2 Recording disclosures
6.3 Handling disclosures
7 Managing allegations against people working with children
8 Working with parents and carers
9 Records and confidentiality
10 Online Safety
11 Relevant Guidance and Legislation
12 Other Relevant Policies
13 Useful Contacts
14 Policy Review
AIM
This policy sets out our commitment to safeguarding and promoting the welfare of
all children. We provide Vocational Education to young people and vulnerable
adults from age 11 – 25.
The purpose of St Edmund’s Society’s Safeguarding Children and Vulnerable
Adults Policy is to ensure every young person (under the age of 18) and vulnerable
adult who is a student at St Eds is safe and protected from harm.
A vulnerable adult is someone who is over the age of 18 and who is, or may be,
unable to take care of themselves or unable to protect themselves against
significant harm, exploitation or radicalisation.
This means we will always work to:
Identify those at risk and protect young people and vulnerable adults at the
College from maltreatment;
Prevent impairment of our young people and vulnerable adults’ health or
development, or access to education
Ensure that young peoples’ and vulnerable adults’ development takes place
in circumstances consistent with the provision of safe and effective care
Undertake that role to enable our young people and vulnerable adults to have
the best outcomes.
Ensure St Edmunds Society is a safe environment
Ensure all staff have a responsibility to provide a safe environment in which
students can learn
Our policy applies to all students, staff, volunteers, visitors and parents. All staff
and volunteers will be trained to respond to a disclosure from a child or vulnerable
adult, and will know the procedure to follow. This policy will give clear direction
about the expected behaviour and our legal responsibility to safeguard and
promote the welfare of all students at our organisation.
Our organisation fully recognises the contribution it can make to protect students
from harm and supporting and promoting the welfare of all students. The elements
of our policy are prevention, protection, and support.
OUR ETHOS
Our organisation will establish and maintain an ethos where our children feel
secure, are encouraged to talk, are listened to and are safe. Young People and
vulnerable adults will be able to talk freely to any member of staff or regular visitor
to our organisation if they are worried or concerned about something.
All staff, volunteers and regular visitors will, either through training or induction,
know how to recognise a disclosure and will know how to manage this. We will not
make promises to any student and we will not keep secrets. Every student will
know what their chosen adult will have to do with whatever they have been told.
We will provide activities and opportunities that will equip our students with the
skills they need to stay safe.
At all times we will work in partnership and endeavour to establish effective working relationships with parents, carers, and colleagues from other agencies.
14-16 year olds
Although education takes place all around the centre, there are designated and
identifiable area for the sole provision, of education and support for 14 to 16-year olds.
NAMED DESIGNATED SAFEGUARDING PERSONS (DSP)
For the year 2024/2025 the following designated staff are in post:
DSP Amy Hannant -Welfare Manager (Lead DSP)
DSP Emma Pinfold – Welfare Officer
DSP Criszel Mallari – Welfare Officer
DSP Kayleigh Dawson – Welfare Officer
DSP Becky Jordan – Director of Pastoral and Partnerships
DSP Serena Davenport – Director of Education and Delivery
Trustee Safeguarding Lead – Hannah Shirley 01603 622035
Our staff can be reached Monday – Friday, 8.30am – 4.30pm.
If they are unavailable anyone with a safeguarding concern can contact the
Children’s Advice and Duty Service (CADS).
A staff member or volunteer can call (0344 800 8021)
A member of the public or parent can call (0344 800 8020)
Complaints & Appeals Policy
Complaints & Appeals Policy
Procedure
The candidate concerned will notify the assessor of an appeal within 7 days of receiving the assessment decision.
The assessor will respond to the candidate within 7 days.
If the appeal is not resolved the candidate will make a written appeal to the Lead IQA within 7 days of receiving the response from the assessor.
The Lead IQA will consult the assessor and the Quality Assurer involved.
The assessment decision will be internally quality assured to determine the validity of the appeal.
The Lead IQA shall respond in writing to the candidate within 7 days of being informed of the appeal.
If the appeal is not resolved the candidate can pursue the appeal through the awarding body.
Grounds for appeal
The following examples are grounds for an appeal against assessment decisions, which could be pursued by the appeals process (this list is not exhaustive):
Procedural or organisational irregularities in the conduct of an assessment
The assessment did not follow the assessment plan for the unit or module
Misleading information in relation to the assessment has been given
Insufficient or inappropriate instructions or guidance has been provided
Insufficient opportunity to be able to demonstrate competence has been provided.
Complaints
If a candidate has a complaint against any aspect of St-Edmunds Society conduct in relation to qualification
delivery or assessment should direct their complaint in writing to: Sharon Oakley IQA Lead/Manager.
Whistleblower
To raise concern under these whistleblowing arrangements please contact St-Edmunds Society (see the contact details at the end of this policy).
When making an allegation it is helpful to us if you would provide as much information and supporting evidence as possible to inform and support any investigation we carry out.
It is not essential to have clear evidence before making an allegation under this policy, but you will need to explain, as fully as you can, the nature of the allegation or circumstances that give rise to your concerns.
We will always aim to keep the identity of the person making the allegations confidential where asked to do so, although we cannot guarantee this. We may need to disclose their identity should the allegation lead to
issues that need to be taken forward by other parties such as:
Police, fraud prevention agencies or other law enforcement agencies (to investigate or prevent crime, including fraud)
The courts (in connection with any court proceedings)
Relevant regulatory authority (e.g. Awarding Organisation, Ofqual)
Outcomes of an investigation
If the investigation results in a proven case of malpractice or maladministration, we will take action against the relevant parties in accordance with our Malpractice and Maladministration Policy.
If the allegation is not proven by the investigation, provided the whistle-blower did not deliberately raise an allegation which they knew to be untrue, no action will be taken against them.
If the allegation was made due to a genuine misunderstanding, the individual(s) (e.g. centre personnel, candidate) who have been the subject of the investigation will be expected to bear no malice or ill feeling towards their accuser. The Director of Education and Delivery must ensure that centre personnel do not mistreat the whistle-blower.
Director of Education and Delivery
St-Edmunds Society
114-118 Oak Street
Norwich
NR3 3BP
August 2024
Next review August 2025
GDPR Policy (General Data Protection Regulation)
GDPR Policy (General Data Protection Regulation)
Introduction
St Edmunds Society needs to gather and use certain information about individuals.
These can include students, suppliers, business contacts, employees and other people
the organisation has a relationship with or may need to contact.
This policy describes how this personal data must be collected, handled and stored to meet the
Society’s data protection standards — and to comply with the law. The Society is registered with
the Information Commissioners Office (ref ZA122888)
We may be required by law to collect and use certain types of information to comply with statutory
obligations related to employment, education and safeguarding.
Why this policy exists
This data protection policy ensures St Edmunds Society
• Complies with data protection law and follow good practice
• Protects the rights of staff, students and partners
• Is open about how it stores and processes individuals’ data
• Protects itself from the risks of a data breach
The GDPR Policy states that the data we keep is:
• processed lawfully, fairly and in a transparent manner in relation to individuals
• collected for specified, explicit and legitimate purposes and not further processed in a manner that is incompatible with those purposes; further processing for archiving purposes in the public interest, scientific or historical research purposes or statistical purposes shall not be considered to be incompatible with the initial purposes.
•adequate, relevant and limited to what is necessary in relation to the purposes for which they are processed.
• accurate and, where necessary, kept up to date; every reasonable step must be taken to ensure that personal data that are inaccurate, having regard to the purposes for which they are processed, are erased or rectified without delay.
• kept in a form which permits identification of data subjects for no longer than is necessary for the purposes for which the personal data are processed; personal data may be stored for longer periods insofar as the personal data will be processed solely for archiving purposes in the public interest, scientific or historical research purposes or statistical purposes subject to implementation of the appropriate technical and organisational measures required by the GDPR in order to safeguard the rights and freedoms of individuals
• processed in a manner that ensures appropriate security of the personal data, including protection against unauthorised or unlawful processing and against accidental loss, destruction or damage, using appropriate technical or organisational measures.
The lawful basis under which we process data are
Consent: the individual has given clear consent for us to process their personal data for a specific purpose.
Contract: the processing is necessary for a contract we have with the individual, or because they have asked us to take specific steps before entering into a contract.
Legal obligation: the processing is necessary for us to comply with the law (not
including contractual obligations).
Vital interests: the processing is necessary to protect someone’s life.
Public task: the processing is necessary for you to perform a task in the public interest or for your official functions, and the task or function has a clear basis in law.
Legitimate interests: the processing is necessary for your legitimate interests or the legitimate interests of a third party unless there is a good reason to protect the individual’s personal data which overrides those legitimate interests.
Policy scope
This policy applies to:
The head office of St Edmunds Society
• All branches or offices of St Edmunds Society
• All staff and volunteers of St Edmunds Society
• All contractors, suppliers and other people working on behalf of St Edmunds Society
Data protection risks
This policy helps to protect St Edmunds Society from some very real data security risks,
including:
• Breaches of confidentiality. For instance, information being given out inappropriately.
• Failing to offer choice. For instance, all individuals should be free to choose how the society uses data relating to them.
• Reputational damage. For instance, the society could suffer if hackers successfully gained access to sensitive data.
Responsibilities
This policy is intended to ensure that personal information is dealt with correctly and securely and in accordance with relevant legislation.
It applies to all computerised data and manual files if they come within the definition of a filing system. Broadly speaking, a filing system is one where the data is structured in some way that it is searchable on the basis of specific criteria (so you would be able to use something like the individual’s name to find their information), and if this is the case, it does not matter whether the
information is located in a different physical location.
Everyone who works for or with St Edmunds Society has some responsibility for ensuring data is collected, stored and handled appropriately.
The Data Officer is responsible for:
• Keeping the board updated about data protection responsibilities, risks and issues.
• Reviewing all data protection procedures and related policies, in line with an agreed schedule.
• Arranging data protection training and advice as required
• Handling data protection questions from staff and anyone else covered by this policy.
• Dealing with requests from individuals to see the data St Edmunds Society holds about them (also called ‘subject access requests’).
• Checking and approving any contracts or agreements with third parties that may handle the society’s sensitive data.
The Society employ IT Company Browntech who are responsible for:
• Ensuring all systems, services and equipment used for storing data meet acceptable security standards.
• Performing regular checks and scans to ensure security hardware and software is functioning properly.
• Evaluating any third-party services the society is considering using to store or process data. For instance, cloud computing services.
Staff are responsible for:
• Approving any data protection statements attached to communications such as emails and letters.
• Addressing any data protection queries from journalists or media outlets like newspapers.
• Where necessary, working with other staff to ensure marketing initiatives abide by data protection principles.
General Staff Guidelines
• The only people able to access data covered by this policy should be those who need it for their work.
• Data should not be shared informally. When access to confidential information is required, employees can request it from their line managers.
• St Edmunds Society will provide training as required to all employees to help them understand their responsibilities when handling data.
• Employees should keep all data secure, by taking sensible precautions and following the guidelines below.
• In particular, strong passwords must be used and they should never be shared.
• Personal data should not be disclosed to unauthorised people, either within the society or externally.
• Data should be regularly reviewed and updated if it is found to be out of date. If no longer required, it should be deleted and disposed of.
• Employees should request help from their line manager or the data protection officer if they are unsure about any aspect of data protection.
• Ensuring that the same guidelines apply when working from home as required by the Society.
Data Storage
These rules describe how and where data should be safely stored. Questions about storing data safely can be directed to the IT Supplier or data controller.
When data is stored on paper, it should be kept in a secure place where unauthorised people cannot see it.
These guidelines also apply to data that is usually stored electronically but has been printed out for some reason:
• When not required, the paper or files should be kept in a locked drawer or filing cabinet.
• Employees should make sure paper and printouts are not left where unauthorised people could see them, like on a printer.
• Data printouts should be shredded and disposed of securely when no longer required.
When data is stored electronically, it must be protected from unauthorised access, accidental deletion and malicious hacking attempts:
• Data should be protected by strong passwords that are changed regularly and never shared between employees.
• If data is stored on removable media (like a CD, DVD, Memory stick), these should be kept locked away securely when not being used.
• Data should only be stored on designated drives and servers and should only be uploaded to an approved cloud computing services. • Servers containing personal data should be sited in a secure location, away from general office space.
• Data should be backed up frequently. Those backups should be tested regularly, in line with the society’s standard backup procedures.
• Data should never be saved directly to laptops or other mobile devices like tablets or smart phones.
• All servers and computers containing data should be protected by approved security software and a firewall.
Data Storage
Personal data is of no value to St Edmunds Society unless the business can make use of it. However, it is when personal data is accessed and used that it can be at the greatest risk of loss, corruption or theft:
• When working with personal data, employees should ensure the screens of their computers are always locked when left unattended.
• Personal data should not be shared informally. In particular, it should never be sent by email, as this form of communication is not secure.
• Data must be encrypted before being transferred electronically. The IT manager can explain how to send data to authorised external contacts.
• Personal data should never be transferred outside of the European Economic Area.
• Employees should not save copies of personal data to their own computers. Always access and update the central copy of any data.
Data Accuracy
The law requires St Edmunds Society to take reasonable steps to ensure data is kept accurate and up to date.
The more important it is that the personal data is accurate, the greater the effort St Edmunds Society should put into ensuring its accuracy.
It is the responsibility of all employees who work with data to take reasonable steps to ensure it is kept as accurate and up to date as possible.
• Data will be held in as few places as necessary. Staff should not create any
unnecessary additional data sets.
• Staff should take every opportunity to ensure data is updated. For instance, by confirming a customer’s details when they call.
• St Edmunds Society will make it easy for data subjects to update the information St Edmunds Society holds about them. For instance, by speaking to the Data Controller.
• Data should be updated as inaccuracies are discovered. For instance, if a customer can no longer be reached on their stored telephone number, it should be removed from the database.
• There is a responsibility to ensure marketing databases are checked regularly
Subject Access Requests
All individuals who are the subject of personal data held by St Edmunds Society are entitled to:
• Ask what information the society holds about them and why.
• Ask how to gain access to it.
• Be informed how to keep it up to date.
• Be informed how the society is meeting its data protection obligations.
If an individual contacts the Society requesting this information, this is called a subject access request.
Subject access requests from individuals should be made by email, addressed to the data controller at admin@st-eds.org.uk. The data controller can supply a standard request form, although individuals do not have to use this.
Individuals may be charged a reasonable fee for a subject access request. The data controller will aim to provide the relevant data without undue delay depending on the complexity of request.
The data controller will always verify the identity of anyone making a subject access request before handing over any information.
Disclosing Data for other reasons
In certain circumstances, the Data Protection Act allows personal data to be disclosed to law enforcement agencies without the consent of the data subject.
For safeguarding reasons if we believe a young person is at risk of harm we can breach any Data Protection regulations in the best interest of the young person.
Under these circumstances, St Edmunds Society will disclose requested data. However, the data controller will ensure the request is legitimate, seeking assistance from the board and from the Society’s legal advisers where necessary.
Providing Information
St Edmunds Society aims to ensure that individuals are aware that their data is being processed, and that they understand:
• How the data is being used
• How to exercise their rights
To these ends, the Society has a privacy statement, setting out how data relating to individuals is used by the Society.
The Society also has a privacy statement relating to students.
St Edmunds Society
Lead Data Protection Officer – Debbie Grantham
Deputy Data Protection Officer – Andy Risborough
Equality & Diversity Policy
Equality & Diversity Policy
Introduction
St Edmunds Society believes that all people have a right to services and employment which are free from all forms of unlawful and unfair discrimination on the grounds of any protected characteristics under the Equality Act 2010, as listed below:
•Age
•Disability
•Gender reassignment
•Pregnancy and maternity
•Race
•Religion or belief
•Sex
•Sexual orientation
St-Edmunds Society will take every step possible to ensure that every individual is treated fairly and equally and that decisions on education, selection, training, career support and provision of other benefits are based solely on objective student benchmarks as outlined in the induction.
Responsibility
The Trustees of St Edmunds Society have ultimate responsibility for the equality and diversity policy. Every member of St Edmunds Society is required to support this policy and ensure discrimination does not occur.
Objectives
Equality of opportunity is crucial to good practice in any organisation and fairness of opportunity for all is a basic right.
This policy is therefore underpinned by the following:
•To deliver equality and diversity throughout organisational policies, procedures and practice and develop an ethos which respects and values all people
•To challenge discrimination and lack of opportunity and encourage other organisations and individuals to do the same to actively promote equality of opportunity
•To create a culture that respects and values an individual’s differences and recognises that difference/diversity is an asset to our organisation both to its work and the people it serves
•To eliminate all forms of unfair discrimination, bullying, harassment or other oppressive behaviour. No form of intimidation, bullying or harassment will be tolerated
•Take positive action to provide encouragement and support to individuals and groups whose progress has been limited by stereotyping and cultural expectations and to prepare students for life in a diverse society
•To ensure all employees, volunteers, students and collaborative partners are aware and encouraged to support the objectives of this policy
•Promote good relations amongst people within the organisations community and the wider communities within which we work
•Do our best, within available resources, to remove barriers which limit or discourage access to St Edmunds Society training provision and activities
•Monitor the implementation, set targets for improvement and evaluate the impact of equality and diversity action.
What is Equality?
Equality is ensuring individuals or groups of individuals are treated fairly and equally and no less favourably, specific to their needs, including areas of race, gender, disability, religion or belief, sexual orientation and age.
What is Diversity?
Diversity aims to recognise, respect and value people’s differences to contribute and realise their full potential by promoting an inclusive culture for all staff and students
Monitoring of Compliance
All feedback, both formal and informal, from students, employers, and clients or other interested parties, is reviewed by St Edmunds Society. If any changes to the Centre’s policies or procedures are considered necessary to maintain compliance, these are actioned as soon as possible.
Behaviour and Rewards Policy
Behaviour and Rewards Policy
The aim of the Behaviour and Rewards Policy is to determine the boundaries of acceptable and unacceptable behaviour and to outline the strategies used by St Eds to promote positive behaviour. We believe that each student can be supported to meet their full potential. We provide a tailored approach for each learner to support them whilst with us, which in turn supports positive behaviour.
Our policy:
-Provides a framework for supporting the behaviour of young people at the centre.
-Supports the health, safety and welfare of students, staff and visitors.
-Underpins the trauma-informed ethos and values of St Eds.
Tutors will take into account details from a students Personal Profile, to tailor their approach. This may be linked to behaviour triggers stated in a student’s EHCP, from discussions at the recruitment and interview stage, or from conversations throughout the academic year. Our EHCP and SEND coordinator will also support the students and staff, to ensure that students are treated according to their needs, and will update the student’s profile on Arbor with any relevant information.
Positive behaviour and rewards
We strongly believe that regularly recognising rewarding our students for their excellent effort, conduct and achievement is the key to ensuring our students are successful and happy. The vast number of our young people have barriers to learning of some kind, which will affect their experience of education. The rewards system has been designed to enhance learner’s passion towards ensuring their targets are met.
The reward system reinforces that continual praise and rewarding of each student’s own personal best behaviour is fundamental to establishing and reinforcing appropriate behaviour and work patterns.
Daily positive points for students are recorded on Arbor, which allows parents, guardians and schools to join us in celebrating excellent effort and behaviour.
Daily Rewards
•Verbal praise
•Positive points awarded via Arbor
•Positive praise calls home to parent/guardian/school
•Canteen vouchers (20 points)
Half-termly Rewards
•100% attendance certificates (with canteen voucher)
•Star Student – nominated by tutors for that half-term. Each student nominated will receive a certificate. One student will be picked out of a hat to receive an Amazon voucher.
•150 points in a half term = a prize (e.g. a tablet)
Student of the Year
Nominated by tutors for the end of year Graduation. The student who receives the most nominations for each course will receive an award. The runner up will receive a certificate.
Examples of Positive Points on Arbor:
+5 Achieving Unit or Assessment
+5 Peer Mentoring
+4 Helpful Behaviour
+4 Outstanding Work
+3 Facing your fears
+3 Interacted well in lesson
+2 Apology
+2 Polite and Respectful
+1 Wore PPE or Uniform
Negative behaviour
Daily negative points for students are recorded on Arbor.
Examples of Negative Points on Arbor:
-5 Verbal abuse/threatening language
-5 Fighting
-5 Intent to cause harm or injury
-5 Possession of weapons
-5 Racist/Homophobic/Discriminatory Language
-5 Using/possession of substances
-4 Actions that could cause harm or injury
-4 Bullying
-4 Criminal Damage/Damage to property
-4 Smoking/vaping on site
-4 Theft
-3 Leaving site without permission
-3 Not wearing correct uniform or PPE
-3 Refusing to attend lesson
-2 Disrupting other students learning
-2 Ignoring staff instructions
-1 Eating/drinking in area
-1 Leaving area without permission
-1 Phone or headphone use without permission
-1 Rude or disrespectful language
Process for behaviour issues
1. Verbally warn student by outlining expectations of the centre
Advise what behaviour you do expect to see and why them continuing to undertake that behaviour is not expected in the centre.
2.Repeated behavioural issues = negative points on Arbor
Explain to the student why they are getting the points, set the student a target of expected behaviour e.g. I will give you 5 minutes, by 9.40 I need you to have your PPE on and ready to learn.
A student needs to the opportunity to right the wrong. Negative points need to be issued at the earliest appropriate time, and at least at the end of the lesson e.g. break/lunch.
3.Repeated behavioural issues = Behaviour Intervention Team (BIT) called
If the tutor is not able to manage the behaviour, BIT to explore additional support or
intervention. BIT will explore the reasons behind the student’s behaviour and implement short- and longer-term strategies to reduce the likelihood of behaviour reoccurring.
4.Repeated behavioural issue = BIT Called
Attempt alternative strategy to try and avoid student going home and maximise
engagement in students’ qualification. BIT team to log intervention on Arbor.
High level negative behaviour
(e.g. -4 or -5 points)
1.Tutor to be clear on the negative behaviour which has taken place. Tutor to call BIT over the radio, for support in area.
2.Tutors to issue negative points at the earliest appropriate time, and at least at the
end of the lesson e.g. break/lunch.
3.Student will be taken to reflection room for intervention and BIT will assess whether the student is suitable to be sent to Intervention Room or if they need to be sent home. BIT team will arrange for the student to get home safely, and communicate with the relevant parents/guardians/professionals/school.
4.BIT will arrange a meeting to place student on a behaviour contract. Details of the meeting, and outcomes of the contract to be updated on Arbor.
Behaviour meetings
1.First meeting = Action Plan
Student can attend alone, although parents/professionals in attendance is preferable.
Breach of action plan results in second meeting.
2.Second meeting = Safer Working Agreement
Student, parents and if applicable, schools/professionals to be in attendance.2.
Breach of safer working agreement results in third meeting
3.Third meeting = Final Warning
Student, parents and if applicable, schools/professionals to be in attendance.
Breach may result in removal from programme.
Structure of meetings
Behaviour meetings should allow the student to reflect upon their previous behaviour, reiterating what happened previously, and what behaviour we expect to see within the centre and why. The student should be given the opportunity to explain why this behaviour may have occurred (reflecting) and offer suggestions how they will avoid this behaviour occurring again.
The staff member/s will offer suggestions on how to further support the young person to make their positive behaviour and targets achievable. This could include but is not limited to:
-Qualification reduction/alteration (dependent on time of year)
-Timetable change (checking with timetabling personnel if possible)
-Regularity of welfare interventions/check ins
-Not going offsite at break and lunchtimes (to avoid the negative behaviour)
-Support strategies such as a time out card, fidget toys etc in line with learning style.
During the behaviour meeting, a timescale will be agreed to state when the contract will be reviewed (approx. 2 weeks). If 100% attendance is not met whilst on a behavioural plan, then it is suggested that the plan should be extended to adequately review their improved behaviour.
Within the meetings the student will sign the contract to accept responsibility for their behaviour and take accountability for their actions.
Appeals
To be fair and consistent, any young person will be given the opportunity to explain their behaviour and make a case for appeal against any decision made affecting their training.
The Director of Pastoral and Partnerships will give all parties the opportunity to state their case as part of a full investigation into the incident before a decision is made.
Once a decision is made, they may arrange to meet with the young person, their parents or guardian, and a staff member to fully discuss the decision and explain why it was taken.
Trauma-Informed Approach
To enable the management of the young peoples’ behaviour, we must apply models of professionalism, fundamental to our ethos. The very ethos of the society should encourage positive behaviour and achievement whilst keeping incidents to a minimum. All staff should:
1.Act as role models to the students
2.Remain non-judgemental
3.Be consistent in all dealings with the students
4.Listen and then respond
5.Remain calm and not shout
6.Encourage with positive praise fostering a growth in self-esteem
7.Give clear and concise rules
8.Give fair consequences for the behaviour presented
Strategies for working with young people impacted by trauma:
•Clarify your role with the student
•Establish yourself as a safe individual
•Create an environment of respect
•Give the student opportunities to make choices
•Talk about safety and what steps you will take to help the student be and feel safe
•Connect the student to the appropriate resources and people
•Slow yourself down: talk slower, use a lower pitch for your voice, don’t use complex sentences, don’t use lots of body movements.
•Offer self-calming techniques, such as mindfulness, grounding, tracking, positive
memories
•Teach positive self-talk to students and practice it before you need it.
Restraint Policy
We do not expect staff to undertake physical restraint on any young person.
Should a young person be acting in a dangerous manner which cannot be resolved through verbal intervention, then students and staff need to exit into a safe space away from the young person.
The panic alarm should be pressed at the earliest opportunity to gain police intervention.
Should a young person require physical restraint as part of their Education Health and Care Plan then they will be appropriately risk assessed and have a behavioural support plan in place. A key worker will be aware of this and allocated to this person. All other staff working with this young person will be made aware of support strategies to minimise the need for restraint.
Many staff have had Step On and Step Up training, however it is not our policy to physically restrain. Training is provided around guiding students and de-escalation.
Phone Policy
Students are allowed to use their mobile phones during lessons, but only if given consent to do so by their tutor. Tutors have the right to ask students not to use their phones during lessons. If phone use becomes disruptive during lessons, the ‘See it, hear it, lose it’ policy can apply.
1.If a staff member sees/hears a student on a mobile phone (without consent) the
student will be given a verbal warning. They will be asked to put their phone away in a bag or locker.
2.If a staff member sees the student on their phone again, the phone can be confiscated from the student until the next break time. The phone will be kept in the welfare office.
3.If the student refuses to hand in their mobile phone, BIT will be called for an
intervention. If they are able to collect the phone, the student will return to area.
First Action: Have a conversation
Verbal warning
“Hey _, is there anything wrong, I can see you’re not working? Is
there anything I can help you with? If not, have a couple of minutes out, and
when you are back I want to see you doing the task I set. If you need any
help with it, just let me know.”
Second Action: Negative points on Arbor
If the behaviour continues, negative points will be issued on Arbor, and the
student will be set a target to work towards
e.g. “I will give you 5 minutes, by 9.40 I need you to have your PPE on and
ready to learn.”
Third Action: Welfare Support
If the behaviour continues, even after setting a target, tutor staff are
encouraged to call for support from the Behaviour Intervention Team.
Fourth Action: Remind of our Expectation
If the behaviour escalates, after talking to Welfare, another expectation card
is issued. It is important to be clear with the student what sort of behaviour
is expected and why.
Fifth Action: Welfare Intervention
If the behaviour continues, even after setting a second expectation, call for
BIT. At this point, it is expected a fuller intervention is required, which may
require the student leaving the learning area with the Welfare Team
member.