Revisions to policies and procedures COR AGM 23rd May 2017

Introduction and context Part of a comprehensive review of all national safeguarding policies and procedures Separating policy and procedure from ‘guidance’, ‘information’ and ‘standards’ Streamlined set of core policies and procedures Set of information sheets, guidance and standards that will not need a lengthy approval and sign off process

Section 1 of the manual

Introduction, key principles and definitions This is a stand-alone document that has been updated. Duplication of information has been removed. There are no substantial changes to policy, procedure or intent

How to respond to concerns and allegations Section 2 of the manual How to respond to concerns and allegations

Management of allegations This replaces the following current individual policies and procedures: Children and young people Adults who may be at risk People in a position of trust Preliminary enquiry protocol National review protocol

Key changes 1 2 policies and procedures which comprise a start to finish process from allegation through to review panel if required. One relates to the management of allegations by children The other relates to the management of allegations by adults. Both address concerns arising from individuals outside of and within the Church To support these two documents there are a range of information sheets, good practice guidance relating to re-integration into ministry, and Two standards documents relating to the recording of information and the facilitation of a Review Panel.

Supporting documents Supporting documents Information sheet - ‘What constitutes abuse and neglect of adults?’ Information sheet – 6 key principles underpinning adult safeguarding work Information Sheet – Issuing of Decrees Information Sheet - Disciplinary Penal Process for Clerics Information sheet - Responsibilities of the Diocese or Order towards Clergy and Religious against whom allegations have been made Information Sheet – Temporary removal from ministry, ecclesiastical office or other post Information Sheet – Dispensation from the obligations of the clerical state Information sheet – Duty to refer to the DBS Good Practice Guidance - Re-integration into ministry, ecclesiastical office or other post Responsibilities and Standards document - Review Panels Standards document - Recording a disclosure of abuse, allegation or concerns

Key changes 2 The process within the ‘Preliminary Enquiry Protocol’ remains but is no longer called a preliminary enquiry. Reference is made at appropriate junctures to the penal process for clergy. There is no automatic requirement to appoint an independent person to investigate where any missing information required to inform a recommendation or decision can be gathered and presented by the safeguarding coordinator/commission. The intention is to robustly steer the commissioner of an independent person to identify more precisely the relevant information that is still required and who/how this should be gathered to inform recommendations and decision making; there is no need to re-run investigations already undertaken by statutory agencies.

Section 5 of the manual Covenants of care

Safeguarding plans One policy and procedure document called ‘Management of risk within the church’ Risk identification tool which is holistic and identifies areas within the individual’s life that require risk management and/or support Identified risk areas drive the actions for risk management and support of the individual in the safeguarding plan. Actions should be clearly linked to identified risk areas. The safeguarding plan is reviewed at key milestones or at least annually; changes in risk areas can be identified so actions and plans can change 7 types of Safeguarding Plan (3 relate to clergy, 3 relate to religious and 1 relates to lay persons). For clergy and religious, 1 relates to when investigation is underway, 1 relates to post investigation and 1 relates to post conviction.

Key changes 1 Change of name from covenant of care to safeguarding plan (better reflects what the plan is) Introduction of risk identification framework Wider range of safeguarding plan templates to cover different circumstances e.g. pre and post investigation

Work underway Testimonials of suitability Creating a safer environment including safer recruitment and DBS

Thank you Questions?

DBS

SSD and ID forms Updated New documents located on landing page of Ebulk

Flowchart New flowchart More detailed Sets out post 2012 and pre 2012 definitions

Decision making checklist To be used alongside the flowchart and role list for Ebulk Defaults are not always definitive e.g. all religious being volunteers, all roles requiring barred list Role list for Ebulk has a page setting out criteria for religious Use checklist to evidence why a default is being over-riden

Volunteer? “Any person engaged in an activity which involves spending time, unpaid (except for travel and other approved out-of-pocket expenses), doing something which aims to benefit some third party and not a close relative.” To qualify for a free-of-charge criminal record check, the applicant must not: •benefit directly from the position for which the DBS application is being submitted •receive any payment (except for travel and other approved out-of-pocket expenses) •be on a work placement •be on a course that requires them to do this job role •be in a trainee position that will lead to a full time role/qualification

Scenarios #1 Role Eligibility Liturgy group, catechist class, youth group, luncheon club for which no payment is received (other than perhaps out of pocket expenses) and for which the applicant can choose to volunteer. Eligible for free of charge check as a volunteer Religious Sister assists in a hospice run by a local charity providing services voluntarily to the hospice. She is not in receipt of any form of payment from the hospice (save possibly for out of pocket expenses), which is the business benefiting from her services. The Sister in this scenario is a volunteer. She is providing services voluntarily to the hospice. Therefore, the hospice can apply for a DBS check for the Sister as a volunteer. Religious Sister assists in a hospice run by the Order of which she is a member and the hospice is a separate legal entity to the Order. The Sister has the choice whether or not to volunteer to provide this service. If the Sister has the choice to volunteer or not in the hospice, is not in receipt of any form of payment from the hospice and the hospice is distinct from her Order and it is the hospice, not the Order, which is the business benefiting from her services, the hospice can apply for a DBS check for the Sister as a volunteer.

Scenarios #2 Role Eligibility Religious Sister assists in a hospice run by the Order of which she is a member and the hospice is a separate legal entity to the Order. The Sister is expected to fulfil this role by virtue of being a member of the Order and does not have the choice to not provide this service. If the Sister has to volunteer in the hospice as part of her role of being a Sister for the Order, even if the hospice is a separate legal entity she is providing services to her Order, and she receives benefits in the form of accommodation, meals and so on, from the Order which is the ‘business’ benefiting from her services. She is not entitled to the status of ‘volunteer’ for the purpose of DBS applications. Religious Sister assists in the hospice which is run by the Order as part of the Order’s activities and is not separate from the Order. Regardless of whether the Sister can choose to undertake this activity, she is not entitled to the status of ‘volunteer’ for the purpose of DBS applications. She is providing services to her Order, and she receives benefits in the form of accommodation, meals and so on, from the Order which is the ‘business’ benefiting from her services. A religious Sister assists in caring for elderly and sick Sisters of the Order This is likely to be a private arrangement but if the role meets the criteria for a DBS check, the advice is that the Sister in this scenario is not a volunteer. She is providing services to her Order, and she receives benefits in the form of accommodation, meals and so on, from the Order which is the ‘business’ benefiting from her services. Consequently, she is not a volunteer and the Order would have to apply for a DBS check for her as an employee.