Safer Recruitment & Managing Allegations Training Pack for whole-school use Last updated: June 2012

Child Protection - Background National concerns arising from high profile cases Hampshire is not different from other areas!! Around 1 in 6 schools in Hampshire have dealt with a CP case in the past few years Over 30 significant cases dealt with by EPS in 2011/2012 academic year

Hampshire Experience Easy to be complacent “It won’t happen in this school” Everyone needs to remain vigilant about their own and their colleagues’ working practices “benefit of doubt”? Process and procedures in school need regular review e.g. recruitment, induction and refresher training to staff on child protection matters

Types of Abuse Sexual Abuse Physical Abuse Emotional Abuse Neglect Abusers can be: Any age Male or Female From all social classes ‘Nice’, ‘helpful’ ‘professional’ people Damaged individuals, but very convincing liars, may appear to be pillars of the community

2011 National Audit CP Allegations - Education Staff 4,536 allegations recorded as notified to Local Authority Designated Officers (LADO’s) 50% Physical abuse/ inappropriate handling 25% Sexual abuse 10% inappropriate conduct

Abuse at work Statistics show that the typical number of offences committed by a child abuser in a work situation before being detected is: 49

Typical Offending Cycle Thoughts Internal /external Inhibitors Trigger – High risk Situation Excuses / Distorted thinking Rehearsal Targeting Grooming Offending Reinforcement Guilt Pushing away guilt IRSC- Supporting Staff; safeguarding Children- Based in the work of David Finklehore

How Child Abusers May Target Our School Applying for employment Seeking to become a volunteer Hiring school premises Contracting for work on school premises Offering coaching input Music tuition Parental involvement at school School trips

What policies and procedures are in place? Child Protection policy Safer Recruitment procedures and practices At least one member of staff who interviews has been formally trained A Single Central Record is held of all staff and volunteers and the checks that have been undertaken, as required by OfSTED Do’s & Don’ts for staff and volunteers Whistleblowing policy and procedure Disciplinary & Grievance procedures

Purpose of our policies To prevent unsuitable people from obtaining any paid or voluntary role in our school To ensure we can identify and deal appropriately with any conduct towards children that raises concerns To ensure we can respond quickly and appropriately to any allegation of child abuse.

School Child Protection Policy All schools must have a policy – model CP policy available from Safeguarding Unit website Needs to include how concerns about staff/volunteers etc are to be managed Needs to define responsibilities within the school for actions Should include child protection statement that all staff/volunteers should be asked to commit to.

Allegations and Concerns - 1 A concern arises when an individual’s conduct might suggest that their conduct towards children/pupils may be inappropriate. Identifying a concern may prevent a subsequent act of abuse Don’t ignore concerns! Address them! Tell the Headteacher / CPLO / line manager!

Allegations and Concerns - 2 An allegation occurs when an act may have been committed – an individual is accused of something directly If an allegation is true, we may have failed to identify a prior concern Allegations are likely to trigger a full child protection investigation

Key Players in Child Protection Processes Headteacher Chair of Governors Child Protection Liaison Officer LADO Education Personnel Services The Police Social Care YOU!!

Role of LADO The single contact point for Headteachers in relation to concerns and allegations School staff should report any concerns to the Headteacher (Chair of Governors if concern about HT). LADO will determine how to treat concern/allegation and may co-ordinate other agencies if needed Contact details in Managing Allegations guidance and school’s CP policy

Identifying Patterns of Abuse One inappropriate action towards children does not represent ‘grooming’. A combination of inappropriate actions may amount to grooming Proper investigation of concerns should establish the nature of the concern Identifying patterns of behaviour is the key to preventing serious abuse See ‘Patterns of Abuse’ handout

Unfounded or Malicious Allegations Investigations may lead to conclusion that an allegation was unfounded or malicious The individual employee will need to be properly supported through this process and assisted to return to work A care plan for a pupil who makes malicious allegations must be put in place in conjunction with Social Care.

Avoiding Vulnerable Situations - 1 Staff/volunteers may make errors of judgement which are not issues of abuse Being accused of child abuse can damage your career, even if unproven We must all take every step to avoid making ourselves vulnerable to such allegations. Combine good practice with avoiding vulnerable situations See guidance on avoiding unnecessary contact and unfounded allegations

Avoiding Vulnerable Situations - 2 Report to management if you think you have made an error Seek advance managerial approval for one to one situations with pupils Avoid closed door situations Keep records of any issues/concerns Comply with guidance on physical contact with pupils, curriculum delivery etc.

Role of Chair of Governors Have responsibility to ensure that Child Protection Policy exists and is monitored/updated regularly. Chair of Governors acts where allegations or concerns arise about the Headteacher (see Managing Allegations guidance). Chair of Governors has access to LADO for advice.

General Support for Staff Full induction processes to include child protection and good practice issues Use of performance management processes to monitor and embed good practice. Regular staff meetings and INSET events Child Protection given a high profile at all times