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SAFEGUARDING AND PROMOTING CHILDREN’S WELFARE POLICY.

Our Designated Safeguarding Lead is April Alderton (DSL) , Deputies are Emma Colliety & Julie Perôt (DDSL)

 

We believe the welfare, safety and protection of children are paramount. Safeguarding is everyone’s responsibility.

Safeguarding is the process protecting all children from abuse, both physical and emotional or neglect, preventing impairment of their health or development.

This policy aims to promote prevention through teaching and supporting children in our care, applying procedures for identifying and reporting cases, or suspected cases, of abuse and to support children who have been abused.

Child protection is part of safeguarding and promoting welfare.  Child protection refers to the process of protecting individual children identified as either suffering, or at risk of suffering, significant harm. Safeguarding ensures that children are provided with safe and effective care, so that they are able to have optimum life chances and enter childhood successfully.

At Whytebeams our day-to-day contact with children provides the opportunity for Nursery Staff to be well placed to observe the outward signs of abuse, or neglect.

Our policy and procedure applies to all Staff, volunteers and visitors working in the setting. Any of the adults may be the first point of disclosure for a child. Concerned parents may also contact staff.

 

 

Managing Safeguarding the DSL and DDSL

  1. Will be the lead person for managing safeguarding and managing any concerns that are noticed or reported. They will follow the procedure below and Local Authorities procedures which may include referral via Croydon’s Single Point Of Contact.

  2. Will be trained or awaiting training in Safeguarding Children levels 1,2 &3. This will be renewed every 2 years.

  3. Will be available at all times in person or by telephone whilst the nursery is in operation for staff to discuss any safeguarding concerns.

  4. Will discuss all children's progress, development, wellbeing and safeguarding regularly at every staff supervision, meetings and as necessary.

 

All Whytebeams Staff,

  1. Will have a digital copy of, read, sign and abide by this policy, being aware of their responsibilities to it. This will form part of their induction and ongoing training. Annual refreshers will be provided along with updates as they happen.

  2. Will have regard for the government’s statutory guidance ‘Working together to Safeguard Children.’

  3. Will have regard for the EYFS 2017  requirement 3.6 ‘What to do if you are worried a child is being abused.’ A copy is kept in the safeguarding file.

  4. Will be kept up to date with information and resources and uphold confidentiality as appropriate at all times.

  5. Will be trained or awaiting training for Safeguarding Children Level 1, (not including volunteers or visitors) This will be renewed every 2 years.

  6. Will have suitable references, trial induction period, a clear enhanced DBS check and regular supervision to include a declaration of suitability. Evidence of this will be available in staff records.

  7. Will promote children's understanding of keeping themselves safe.

  8. Will have the opportunity to discuss concerns and issues about the well-being of individual children (e.g. relating to their health, development, attendance, behaviour or protection) at staff meetings, supervision, appraisals or as necessary at any time.

  9. Will have a good awareness of the possible signs of abuse and concerns below.

  10. Will be aware of and report unexplained absences to the DSL.

  11. Will report safeguarding concerns to the DSL or DDSL who will then follow the procedure below and the local authorities safeguarding guidelines which may include referral via Croydon’s Single Point Of Contact.

  12. Will record and respond appropriately to disclosures, comments or observations of concern, including injuries outside the setting.

  13. Will follow the Local Authorities procedure for ‘what to do if you’re concerned about a child.’

  14. Will report any inappropriate behaviour by a fellow staff member under the Whistle Blowing Policy.

  15. Will seek emergency medical help or police support immediately if necessary.

  16. Will inform OFSTED of any allegations of serious harm or abuse by any persons working with or looking after children at our setting, within 14 days. This includes any suspicions we have of maltreatment by persons outside of the setting. 

 

It is everyone’s responsibility to have regard for and respond appropriately to the signs or possible signs of abuse;

 

  1. significant changes in children’s behaviour, development or attendance.

  2. unexplained bruising, marks or signs of possible neglect or abuse.

  3. the comments children make which give cause for concern.

  4. deterioration in a child’s general well being.

  5. signs of the exposure to extremist ideas, radicalisation or terrorism including FGM (female genital mutilation).

  6. the additional barriers that exist in recognising abuse for children with special needs and or disabilities.

 

 

Concern should be shown about a child’s welfare if standards of health, cleanliness or physical care are not maintained or if;

 

  1. they are exceptionally thin and regularly tired and/or lethargic.

  2. they are regularly hungry and desperate for food especially after a weekend.

  3. they are repeatedly dressed inappropriately eg. in thin clothes during the winter or their clothes are regularly dirty and/or smelly.

  4. the person delivering and collecting the child is never the same.

  5. the child has an untreated medical condition, which would improve with basic care.

  6. the child has regular unexplained absences or long periods of absence.

 

PROCEDURE FOR DEALING WITH SAFEGUARDING CONCERNS

 

Staff are trained to spot the possible signs of abuse. Their day to day work with children generally allows them to see these signs. Regular staff supervision enables staff to discuss children welfare or any concerns with the Manager & DSL. If we notice any of the above or have safeguarding concerns they will be recorded on an incident form or safeguarding log and the DSL or DDSL will be informed. They will follow the local authority’s procedure to make a decision about any necessary course of action, which may include: starting a chronology to monitor and review speaking with parent’s and offering support through Early Help, seeking advice from Children’s Social Care or a child protection referral via Croydon’s Single Point Of Contact. We will liaise with parents unless we believe doing so would endanger the child.  The DSL or DDSL will check records termly and where there are repeat logs or concerns for an individual child, a chronology will be started to monitor the safeguarding of an individual child.

 

IMPORTANT CONTACT DETAILS

 

SPOC SINGLE POINT OF CONTACT for Early Help and Children’s Social Care

Including MASH & Early Help.

childreferrals@croydon.gov.uk or secure childreferrals@croydon.gcsx.gov.uk

 

Monday to Friday 9am-5pm - Urgent child protection matters needing immediate attention – 0208 255 2888

Professional’s consultation and advice 0208 726 6464

Out Of Hours Emergency Social Work Service (for urgent child protection matter that cannot wait until the next day)  - 0208 726 6400

Call the Police on 999 if a child is at immediate risk of harm

 

 

WHEN INJURIES & INCIDENTS OCCUR OUTSIDE THE SETTING

 

As part of this policy we require parents and carers to make us aware of any significant changes in behaviour, incidents, accidents, marks, cuts or bruises sustained by a child outside of nursery. We expect to be informed at the beginning of the child’s session following the incident/accident/behaviour. We have a responsibility to ask the parents/carers how the injury or incident happened. This must be recorded on a notification of injury form signed by the parent / carer, the member of staff who has been told and countersigned by the manager or the deputy manager.

If a member of staff discovers an injury which we have not been informed of, we will ask the child how it happened if appropriate, with support. A notification of injury form must be completed upon discovery by the member of staff and reported to the manager. We will discuss the matter with the parent/carer upon collection or immediately if appropriate. Any sensitive or confidential incidents/notifications must be written on a confidential incident form, completed by all relevant parties then locked in the filing cabinet. This policy protects children within our care whilst safeguarding Whytebeams from accusations that the injury/ies were obtained whilst the child was at the group. It is the responsibility of the manager or deputy manager to act upon the information passed on to them appropriately and in accordance with local authority guidelines.

 

WORKING TO CREATE A PROTECTIVE ETHOS

 

Staff should create an ethos of maximum respect by:

  1. Actively building children's self esteem and their ability to be assertive.

  2. Offer choices and accept the child's right to say no.

  3. Actively listen to the child on a daily basis.

  4. Be knowledgeable about child protection issues, procedures and who to refer to.

  5. Teach children about personal safety and help them to assess risk.

  6. Be aware of changes in children’s physical appearance, behaviour or emotional state.

  7. Log observations and concerns routinely and discuss with the appropriate person.

  8. Avoid having a special relationship with any one child.

  9. Model and teach appropriate space.

  10. Ensuring that you are clear on our policies for : Safeguarding and Child Protection & Whistle-blowing.

  11. If in doubt about how your actions towards a child may appear - DON'T DO IT.

 

DISCLOSURE BY A CHILD

Any disclosure or comments made by the child should be logged immediately or within 24 hours and reported immediately to the safeguarding lead or deputy. Dated observations and detailed records should be kept in the safeguarding log and kept in a locked filing cabinet. The safeguarding file contains the local authority guidelines, procedures and contact details.

 

STAFF POLICY ON DISCLOSURE.

HOW TO RESPOND TO A CHILD TELLING YOU ABOUT ABUSE

 

  1. Stay calm and reassuring.

  2. Find a quiet place to talk and allow the child to speak in their own time.

  3. Listen to the child, confirm details but do not ask leading questions.

  4. Reassure the child; explain you are glad they told you.

  5. Believe in what you are told

  6. Let the child know that they are not to blame.

  7. Do not make promises you can’t keep or make assumptions.

  8. Make brief and factual notes at the time or immediately after.

  9. Report the matter to the safeguarding lead or deputy lead.

 

PROCESS FOLLOWING DISCLOSURE

  1. The staff member who has heard the disclosure must inform the safeguarding lead or deputy immediately.

  2. The staff member must make an official record as soon as possible and within 24 hours on a safeguarding form. This will be signed by the staff member and countersigned by the safeguarding lead or deputy. Records should be clearly written and factual.

  3. The safeguarding lead or deputy will assess the risk and contact SPOC putting local authority procedures into place. A referral or urgent referral will be made dependent on the situation and in line with the correct timescales.

  4. If a child is believed to be in immediate physical danger the Police should be contacted on 999. If a child needs medical assistance this should be sought and the parents should be informed.

  5. Dependent on the risk to the child and type of suspected abuse a decision will be made whether to inform the parent/carer.

  6. Ensure that the child’s safety is are paramount and that they are away from the alleged abuser.

 

DISAGREEMENTS ABOUT THE NEED FOR REFERRAL

 

If staff and managers disagree about the need for referral they should seek advice. If the matter cannot be resolved, staff can make a referral on their own by following the guidelines in the Safeguarding file or online via croydon.gov.uk ‘Concerned about a child.’

 

MANAGING ALLEGATIONS AGAINST STAFF

WHISTLE  BLOWING POLICY

 

A ‘Whistle blower’ is an employee that reports a fellow employee or employers misconduct. It is our intention that staff working at Whytebeams Nursery feel confident about coming forward and reporting any issues/concerns that they may have regarding the conduct of a fellow member of staff, whilst remaining protected from any subsequent discrimination. Whistle blowing will always be taken seriously and dealt with fairly, promptly and sensitively.  If an allegation is received about a member of staff, we will follow the local authority (L.A.) procedure for managing allegations against staff which is located in the safeguarding file.

 

Our Aim Is To:

 

  1. Ensure staff understand their responsibilities and feel confident in raising and         reporting a serious concern at the earliest opportunity.

  1. Provide regular opportunities i.e. supervision, appraisals and meetings for staff to raise and discuss concerns.

  2. Ensure that staff receive a response to their concerns and that they are aware of how to pursue them if they are not satisfied.

  3. Reassure staff that they will be protected from possible reprisals, harassment or victimisation if they have made any disclosures in good faith.

  4. Support those involved including parents, carers, children, the person making the allegation and the person who is the subject of the allegation.

  5. Ensure that all members of staff understand the procedures to be followed in the event of an allegation being made against a member of staff.

 

You should be concerned if a staff member, visitor, volunteer has;

 

  1. Behaved in a way that has harmed a child or may have harmed a child.

  2. Behaved towards a child in a way that indicates they are unsuitable to work with children or demonstrated inappropriate treatment/care of a child.

  3. Shown discrimination or abuse of any kind, including physical, emotional, verbal or sexual.

  4. Given you cause for concern regarding the health and safety or wellbeing of a child/ren or behaved in a way which makes you feel uncomfortable.

  5. Had an incident in their personal life which may suggest they are unsuitable to work with children. This can include anyone who lives with them.

 

What to do or who to reported it to;

Report concerns to the safeguarding lead or deputy in their absence, who will follow the L.A’s procedure. If there are concerns about the Safeguarding lead’s behaviour, please report these to the deputy safeguarding lead.

 

If you don’t feel able to report concerns in the workplace?

In the event that an employee feels the matter cannot be discussed with the anyone in the workplace they should contact The LADO (Local Authority Designated Officer) Their contact details can be found in the safeguarding file. Email -  LADO@croydon.gov.uk Tel – 020 8255 2889 Ofsted can also be contacted on 0300 123 1231 for advice.

 

 

 

If you are the person making the allegation.

The safeguarding lead will listen, support you and record your concerns, ensuring you have made the allegations in good faith. Every attempt will be made to keep confidentiality. The safeguarding lead will then follow the L.A procedure for managing allegations against staff.

 

If you are the subject of the allegation.

The safeguarding lead and deputy will decide what action should be taken. They will balance the ongoing risks to children against the risks of alerting you, the member of staff in such a way that may silence the children or destroy evidence. They will report initial facts to the LADO for advice and follow that advice. You will be supported at the appropriate level and kept informed of progress. Disciplinary action including suspension or dismissal could be the outcome if there are grounds for concern. You will be supported and kept informed of the process and given timeframes if possible.

 

If a member of staff has assaulted a child advice will be sought from the LADO. The staff member may be suspended with immediate effect and the police should be informed. Disciplinary action will follow.

 

Once concerns are brought to the Safeguarding lead or deputy lead they will

 

  1. Ensure the child is safe.

  2. Make a written record of the concerns with the person raising them on a safeguarding form. Both should sign and date the form and the deputy safeguarding lead should countersign. Names, times and initial facts should be clearly recorded

  3. Immediately follow the L.A’s process for managing allegations against staff.

  4. Contact the LADO within 24 hours for advice on how to proceed.

  5. Take action as advised by the LADO and L.A in accordance with our policy.

  6. Inform the Police if a staff member has obviously assaulted a child.

  7. The safeguarding lead or deputy must NOT speak to the child or member of staff in relation to the allegation.

 

 

THE ROLE OF THE LADO

 

The LADO will decide where the threshold for investigation under child protection procedure is met and coordinate activity. Once it is clear the individual should be referred, this should occur without delay so that an agreement can be made about immediate action and what information can and cannot be shared.

If deemed necessary the matter could be referred and put through the local authorities established Safeguarding Children procedures and may form the subject of an independent inquiry.

If the LADO decides a referral to children’s social care is not required Whytebeam’s Disciplinary Procedure will be followed.

 

 

 

 

 

 

 

THE LADO WILL ALWAYS ADVISE THE APPROPRIATE COURSE OF ACTION.

 

WHAT HAPPENS AFTER REFERRAL

 

The safeguarding lead will follow and put into place the LADO’s advice. They will support the staff member and keep them informed of the process and outcomes in line with the LADO’s guidance, unless legal reasons determine otherwise. Disciplinary action will follow.

 

Every attempt will be made to maintain confidentiality for all parties.

 

If a member of staff makes an allegation maliciously or for personal gain, appropriate action, including disciplinary action, may be taken.

 

OUTCOMES

 

Staff members who mistreat or abuse children in any way will immediately be dismissed in line with our Disciplinary Procedure. If necessary the offence/member of staff will be reported to  OFSTED – 0300 123 1231 and Croydon Children’s Services – 020 8726 6400.  The Croydon Pre-School Learning Alliance is available for help and advice on 020 8684 7800.

 

 

The Public Interest Disclosure Act 1998 seeks to protect employees from discrimination as a result of ‘blowing the whistle’ on their organisation, or individuals within it, through amendments to employment law.

 

MOBILE  PHONE, SMART WATCH &  CAMERA  POLICY

 

It is our intention that staff and volunteers working at Whytebeams and visitors should feel protected from any allegations of improper use of their mobile phones and cameras.

 

  1. All staff and volunteers should keep their mobile phones, smart watches and/or cameras in their bags, which are kept in the kitchen, during any session, with the exception of the proprietor, the manager and deputy manager in the manager’s absence.  No mobile phone should be carried on a staff member without the manager’s permission.

  2. Parents and visitors will not be permitted to use their phones and/or cameras while visiting the nursery.

  3. Staff should make sure their next of kin, children’s schools etc are aware of the hall landline phone number in case of emergencies. Tel: 020 8660 1641

  4. Mobile phones may only be checked or used outside of contracted working hours even if the children have left the building. Phones may be used by staff in the kitchen area during staff rest breaks.

  5. Staff may ask the manager for permission to use their phone during a session, but this should be for essential use only and staff must leave the area where any child is present.

  6. No personal mobile phones and/or cameras should ever be used to take photographs of the children.

  7. No mobiles ipads or smart watches, including the nursery mobile, or nursery ipads are be taken into the toilets at any time.

 

 

 

SOCIAL NETWORKING POLICY

 

Whytebeams has a Facebook page which we welcome you to join. The Whytebeams group is an open group. Parents and carers will benefit from keeping up to date with what’s happening at nursery as well as keeping in touch with other parents and carers.

We have an obligation to safeguard all children as well as staff and parents at Whytebeams. We have put some guidelines in place within this policy to ensure that social networking is enjoyed but also respected.

 

With regard to all social networking sites including Facebook and our Facebook page:

 

  1. Remember at all times to be respectful and keep posts & comments professional and relative to our parent, carer/staff relationship.

  2. Staff and parents must not contact each other personally via social media unless they are ‘friends’ outside of the nursery. Posts between staff and parents in this capacity must not mention the nursery or any of its staff, children or families.

  3. Posts are to be kept general and not specific to any child or parent/carer without their permission.

  4. Staff should not mention the nursery or name any staff member, parent, carer or child in personal comments/posts/blogs.

  5. Staff should not use social networking whilst on duty. The exception to this is the manager or administrator who will use Facebook for posts relevant to the nursery.

  6. Staff should be aware that their personal actions captured via images, posts or comments can reflect on our setting.

  7. Please report any abuse of social networking with regard to Whytebeams or its staff, parents, carers and children to the manager.

  8. Please do not post any photos or videos of individuals other than yourself or your child.

  9. We do advise that you do not post photos/videos of your child on our Facebook as social networking sites are targeted by that intent on abusing children. 

  10. If in doubt about how comments, posts, blogs, photos or videos may appear, don’t post or upload them. You could be at risk of libel, or disciplinary action (staff).

  11. Please ask the manager if you have any questions or are unsure.

 

Computer, laptop and ipad Security

 

All technology used for the purpose of our work has password protected security. Computers, laptops and ipads all have passwords and pins. Systems will lock after a short set period of time. The above technology is for use relating to work and is not to be used for personal reasons in the work place. Sensitive or confidential documents held on laptops will be password protected. Storage devices will be password protected.

We use the above technology to help children learn and develop their ICT skills as part of the EYFS curriculum. Children will only use technology with adult supervision and support in line with safeguarding duties.

 

 

 

 

 

 

 

Prevent Duty – The duty to be aware of and challenge Terrorism and Extremism

 

This new duty introduced in July 2015, widens our safeguarding values and duties. Whytebeams staff will have an awareness for families who may be drawn into terrorism and extremism. We will promote ‘British Values’ within the EYFS curriculum within the areas of PSE and UW. This includes helping children ‘learn right from wrong, mix and share with other children, value each others’ views, know about similarities and differences between themselves and others and challenging negative attitudes and stereotypes. We will not intrude unnecessarily on family life but will take action if we observe behaviour of concern.

 

Staff Babysitting Policy

 

Should a parent wish a member of staff to babysit for them outside of nursery a ‘babysitting agreement’ will need to be completed by the staff member, parent and nursery manager. An agreement can be requested from the nursery manager and it is the responsibility of the staff member to inform the parent and request completion of the agreement. This must be done before any babysitting takes place for reasons of safeguarding.

 

Safeguarding Policy Updated  07.02.19 by April Alderton.