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63 <h1 class="h1">
63 Allegations Against Staff
63 </h1>
64 <div class="scope_box" style="padding-bottom: 0px; padding-top: 15px;">
65 <h2 class="h3">
65 REGULATIONS AND STANDARDS
65 </h2>
66 <p>
66 <a
href="http://qualitystandards.proceduresonline.com/homes/p_quality_standards.html#protection_c
h" target="_blank">
66 The Protection of Children Standard
66 </a>
66 </p>
67 <h3 class="h3">
67 SCOPE OF THIS CHAPTER
67 </h3>
68 <p>
68 This chapter outlines the key responsibilities/procedures that must be followed when an
allegation is made against a member of staff/Manager in the Home.
68 </p>
69 <p>
69 Allegations could be received from the child / young person concerned, their parent / carer or
friend, a member of staff working in the Home or another professional. Allegations in relation
to an employee’s home or private life which may have implications for children with whom that
person has contact at work or in the organisation should also be dealt with under these
procedures.
69 </p>
70 <p>
70 This procedure should be read in conjunction with your Whistleblowing Guidance/
70 <a href="p_confidential_reporting.html">
70 Confidential Reporting
70 </a>
70 and the Local Safeguarding Children Partnerships (LSCP) Procedures.
70 </p>
71 <h3 class="h3">
71 RELATED PROCEDURES
71 </h3>
72 <p>
72 <a href="p_child_protection.html">
72 Referring Safeguarding Concerns Procedure
72 </a>
72 </p>
73 <p>
73 <a href="p_confidential_reporting.html">
73 Confidential Reporting Procedure
73 </a>
73 </p>
74 <p>
74 Local Safeguarding Children Partnerships (LSCP) Procedures
74 </p>
75 <h3 class="h3">
75 RELEVANT GUIDANCE
75 </h3>
76 <p>
76 <a href="http://www.workingtogetheronline.co.uk/" target="_blank">
76 Working Together to Safeguard Children
76 </a>
76 (Statutory Guidance)
76 </p>
77 <p>
77 <a
href="https://www.gov.uk/guidance/making-barring-referrals-to-the-dbs#what-is-a-referral"
target="_blank">
77 Making Barring Referrals to the DBS
77 </a>
77 </p>
78 <h3 class="h3">
78 AMENDMENT
78 </h3>
79 <p>
79 This chapter was substantially updated in September 2020 and should be re-read.
79 </p>
80 </div>
81 <h2 class="h2_underlined">
81 <br />
82 Contents
82 </h2>
83 <ol>
84 <li>
84 <a href="#Introduction">
84 Introduction
84 </a>
84 </li>
85 <li>
85 <a href="#Coordinating">
85 Coordinating the Response to Concerns or Allegations
85 </a>
85 </li>
86 <li>
86 <a href="#LADO">
86 The Role of the Designated Officer in the Local Authority (LADO)
86 </a>
86 </li>
87 <li>
87 <a href="#Notifications">
87 Notifications
87 </a>
87 </li>
88 <li>
88 <a href="#Allegations">
88 Allegations Strategy Discussion / Meeting
88 </a>
88 </li>
89 <li>
89 <a href="#Confidentiality">
89 Confidentiality
89 </a>
89 </li>
90 <li>
90 <a href="#Support">
90 Support
90 </a>
90 </li>
91 <li>
91 <a href="#Suspension">
91 Suspension
91 </a>
91 </li>
92 <li>
92 <a href="#Record">
92 Record Keeping
92 </a>
92 </li>
93 <li>
93 <a href="#Referrals">
93 Referrals to the Disclosure and Barring Service
93 </a>
93 <br />
94 <br />
95 <a href="#app1">
95 Appendix 1: Guidance on What to Say
95 </a>
95 </li>
96 </ol>
97 <h2 class="h2_underlined">
97 <br />
98 1.
98 <a id="Introduction">
98 </a>
98 Introduction
98 </h2>
99 <p>
99 This guidance should be followed in relation to any allegation that a person who works in the
Home has:
99 </p>
100 <ul>
101 <li>
101 Behaved in a way that has harmed a child, or may have harmed a child;
101 </li>
102 <li>
102 Possibly committed a criminal offence against, or related to, a child; or
102 </li>
103 <li>
103 Behaved towards a child or children in a way that indicates they may pose a risk of harm to
children.
103 </li>
104 </ul>
105 <p>
105 Allegations or concerns could be received from the child / young person concerned, their parent
/ carer or friend, a member of staff working in the Home or another professional. Allegations in
relation to a person's home or private life should also be dealt with under these procedures.
105 </p>
106 <p>
106 Any concerns relating to inappropriate relationships between members of staff and children or
young people in our care, together with other offences or behaviour which call into question
their capacity as a role model / carer for children - e.g. domestic abuse or other offending
behaviour, should also be considered under these procedures.
106 </p>
107 <p>
107 Allegations of non-recent / historical abuse should be responded to in the same way as
contemporary concerns. In such cases, it is important to find out whether the person against
whom the allegation is made is still working with children and if so, to inform the person's
current employer or voluntary organisation and notify Children’s Social Care Services.
Non-recent or historical allegations of abuse should also be referred to the Police.
107 </p>
108 <p>
108 These procedures need to be applied with common sense and judgement; often concerns raised will
not meet the criteria set out above. In such situations, the Senior Manager in the Home should
speak to the child/young person and staff member concerned with a view to resolving the issue
and establishing if there are any underlying issues which need to be addressed. It is important
in such cases to provide the child with information on the Home’s
108 <a href="p_representations.html">
108 Complaints Procedure
108 </a>
108 , and remind them of their right to access an independent Advocate, as well as being able to
speak to their allocated social worker or Independent Reviewing Officer about any concerns they
have.
108 </p>
109 <p>
109 Such matters should be fully reported on the child’s file, including the actions of the Home.
109 </p>
110 <p>
110 Any allegation of abuse must be dealt with quickly and in a fair and consistent way which
provides effective protection for the child / children concerned, while at the same time
supporting the person who is the subject of the allegation.
110 </p>
111 <h2 class="h2_underlined">
111 <br />
112 2.
112 <a id="Coordinating">
112 </a>
112 Coordinating the Response to Concerns or Allegations
112 </h2>
113 <p>
113 The Home's Registered, or through delegation a Senior Manager, is responsible for coordinating
the response to any concerns or allegations against staff. (Note that this procedure will use
the term ‘Senior Manager’ to reference the manager in the Home who is responsible for responding
to concerns or allegations).
113 </p>
114 <p>
114 Where there is a lack of clarity or the Senior Manager is uncertain, they should seek an
independent view from the child’s social worker or team manager or the LADO.
114 </p>
115 <h3 class="h3">
115 Initial action by person receiving or identifying an allegation or concern
115 </h3>
116 <p>
116 The initial response to a child / person reporting an allegation or concern is important.
Children are most likely to make a disclosure to someone they trust, so it is important that
everyone working in the Home is clear about what they should do in the event of a disclosure.
116 </p>
117 <p>
117 The person to whom an allegation or concern is first reported should reassure the child / person
that they have done the right thing in making a report and explain what they will do next,
including who the information will be shared with.
117 </p>
118 <p>
118 It is important to:
118 </p>
119 <ul>
120 <li>
120 Listen carefully to the child / person making the report; do not ask leading questions, only
prompt where necessary with open questions (where, when, what etc.);
120 </li>
121 <li>
121 Be non judgemental;
121 </li>
122 <li>
122 Do not promise confidentiality; Explain what will happen next, including that the concern will
have to be shared further, but only with the Senior Manager at this stage (who will decide
whether the matter should be referred to the LADO);
122 </li>
123 <li>
123 Write a record containing the facts as the child / person reporting the concern presented
them; where possible use their own words;
123 </li>
124 <li>
124 Sign and date the written record;
124 </li>
125 <li>
125 Immediately report the matter to the Home’s Senior Manager, or in their absence, the deputy.
If the Senior Manager is the subject of the allegation, it should be reported to the deputy or
another Senior Manager) (
125 <span class="bold">
125 Note
125 </span>
125 : If a member of staff has concerns about how the child/person’s allegations will be dealt
with by the Home, they should consider reporting the concern to Ofsted. See
125 <a
href="https://www.gov.uk/government/publications/whistleblowing-about-childrens-social-care-se
rvices-to-ofsted/sharing-concerns-and-information-with-ofsted-about-childrens-social-care-serv
ices" target="_blank">
125 Ofsted, Reporting Concerns and Whistleblowing about Children’s Social Care Services
125 </a>
125 ).
125 </li>
126 </ul>
127 <p class="bold">
127 Do not:
127 </p>
128 <ul>
129 <li>
129 Investigate or ask leading questions if seeking clarification;
129 </li>
130 <li>
130 Discuss the allegation with the alleged perpetrator;
130 </li>
131 <li>
131 Make assumptions or offer alternative explanations;
131 </li>
132 <li>
132 Promise confidentiality, but give assurance that the information will only be shared on a
'need to know' basis.
132 </li>
133 </ul>
134 <h3 class="h3">
134 Initial action by the Senior Manager
134 </h3>
135 <p>
135 When informed of a concern or allegation, the Senior Manager should not, at this stage,
investigate the matter or interview the member of staff, the child concerned or seek potential
witnesses.
135 </p>
136 <p>
136 They should:
136 </p>
137 <ul>
138 <li>
138 Obtain written details of the concern / allegation, signed and dated by the person receiving
(not the child / adult making the allegation);
138 </li>
139 <li>
139 Approve and date the written details;
139 </li>
140 <li>
140 Record any information about times, dates and location of incident/s and names of any
potential witnesses;
140 </li>
141 <li>
141 Record discussions about the child and/or member of staff, any initial decisions made, and the
reasons for those decisions.
141 </li>
142 </ul>
143 <p>
143 The Senior Manager should report the allegation to the designated officer in the local authority
/ LADO within 1 working day. (Note the designated officer in the local authority will be further
referenced as LADO).
143 </p>
144 <p>
144 Referrals to the LADO should not be delayed in order to gather additional information. A failure
to report an allegation or concern in accordance with this procedure is a potential disciplinary
matter.
144 </p>
145 <p>
145 If the Senior Manager is concerned that there is an immediate risk to children, the Police
should be contacted without delay.
145 </p>
146 <p>
146 Where a Strategy Discussion / Meeting is needed to consider the allegation in a multi agency
setting, the LADO, the Police and the child’s social worker/ or Children's Social Care will
agree what information should be disclosed to the alleged perpetrator. Otherwise, the Home’s
Senior Manager should inform the person concerned about the allegation as soon as possible after
consulting with the LADO and inform them about the likely course of action.
146 </p>
147 <p>
147 Additionally, when there is going to be a Strategy Discussion / Meeting, the Police and the
child’s social worker will advise on the information which can be shared with parents or carers.
147 </p>
148 <p>
148 The parents / carers and the child, should be helped to understand the processes involved and be
kept informed about the progress of the investigation and of the outcome where there is no
criminal prosecution. This will include the outcome of any disciplinary process, but not the
deliberations of, or the information used in a hearing informing a more senior line manager,
e.g. a Head of Service.
148 </p>
149 <h2 class="h2_underlined">
149 <br />
150 3.
150 <a id="LADO">
150 </a>
150 The Role of the Designated Officer in the Local Authority (LADO)
150 </h2>
151 <p>
151 The role of the LADO is to manage and oversee allegations against people who work with children.
This includes providing advice and guidance, liaising with the Police and other agencies,
resolving any inter agency issues, monitoring the progress of cases to ensure they are dealt
with as quickly as possible consistent with a fair process. The LADO will also provide advice
and guidance to employers in relation to making referrals to the Disclosure and Barring Service
(DBS) and Ofsted (the Regulatory Authority) (see
151 <a href="#Referrals">
151 Section 10, Referrals to the Disclosure and Barring Service
151 </a>
151 ), and liaise with the 3 safeguarding partners.
151 </p>
152 <p>
152 The initial discussion between the Senior Manager from the Home and the LADO will consider the
nature, content and context of the allegation and agreed a course of action. The Senior Manager
may be asked to provide additional information, such as previous history of the child or member
of staff concerned.
152 </p>
153 <p>
153 The initial sharing of information and evaluation may lead to a decision that no further action
is to be taken. In this instance, the decision and its reasons should be recorded by the Senior
Manager in the Home and the LADO. Agreement should be reached about what the next steps should
be, together with the information that will be provided - in writing - to the individuals
concerned. Follow up support may need to be considered for both the subject of the allegation
and the child / young person.
153 </p>
154 <p>
154 The LADO will consult with the Senior Manager form the Home and other relevant agencies (e.g.
the placing authority and the area authority (if different), the Police, relevant social workers
and Ofsted), in order to manage and coordinate decisions which will need to be taken in relation
to the member of staff against who the allegation has been made. This will include:
154 </p>
155 <ul>
156 <li>
156 Whether it is necessary to move or suspend staff, or can they be moved to other duties which
do not involve direct contact with children or vulnerable adults;
156 </li>
157 <li>
157 In relation to the child, whether they should move from the placement.
157 </li>
158 </ul>
159 <p>
159 All other options should be considered before a decision is made to suspend a member of staff
(see
159 <a href="#Suspension">
159 Section 8, Suspension
159 </a>
159 ).
159 </p>
160 <h3 class="h3">
160 3.1 Initial consideration by the Senior Manager and the LADO
160 </h3>
161 <p>
161 There are up to three strands in the consideration of an allegation:
161 </p>
162 <ul>
163 <li>
163 A Police investigation of a possible criminal offence;
163 </li>
164 <li>
164 Children's Social Care enquiries and/or assessment about whether the child is in need of
protection or services;
164 </li>
165 <li>
165 Consideration by an employer of disciplinary action.
165 </li>
166 </ul>
167 <p>
167 The LADO and the Senior Manager should consider first whether further details are needed and
whether there is evidence or information that establishes that the allegation is false.
167 </p>
168 <p>
168 The Senior Manager will be consulted as to who from the Home should also contribute to the
investigation of the allegation including, where there are concerns of significant harm, who
should attend an allegations Strategy Meeting / Discussion (see
168 <a href="#Allegations">
168 Section 5, Allegations Strategy Discussion / Meeting
168 </a>
168 ).
168 </p>
169 <p>
169 Reviews of the investigation into the concern / allegation should be conducted at monthly or
fortnightly intervals depending on the complexity of the case.
169 </p>
170 <h2 class="h2_underlined">
170 <br />
171 4.
171 <a id="Notifications">
171 </a>
171 Notifications
171 </h2>
172 <p>
172 Whether the concern is progressed further by the LADO or alternative routes are sought, the
Senior Manager from the Home or other Senior Manager should promptly advise the placing
authority of the concerns and the actions that have been taken.
172 </p>
173 <p>
173 Ofsted (the regulatory authority) must be notified of any allegation of abuse against the Home
or any person working there. See:
173 <a href="p_notif_events.html">
173 Notification of Serious Events Procedure
173 </a>
173 .
173 </p>
174 <p>
174 If, during an inspection, Ofsted become aware of an allegation which was made but not notified
to them, the Inspector may place a requirement on the Home.
174 </p>
175 <h2 class="h2_underlined">
175 <br />
176 5.
176 <a id="Allegations">
176 </a>
176 Allegations Strategy Discussion / Meeting
176 </h2>
177 <p>
177 If there is cause to suspect a child is suffering or likely to suffer significant harm, a
Strategy Discussion / Meeting will be convened.
177 </p>
178 <h3 class="h3">
178 The Initial Strategy Meeting
178 </h3>
179 <p>
179 The strategy meeting / discussion should:
179 </p>
180 <ul>
181 <li>
181 Decide whether there should be a Section 47 Enquiry and / or Police investigation and consider
the implications;
181 </li>
182 <li>
182 Consider whether any parallel disciplinary process can take place and agree protocols for
sharing information;
182 </li>
183 <li>
183 Consider the current allegation in the context of any previous allegations or concerns;
183 </li>
184 <li>
184 Where appropriate, take account of any entitlement by staff to use reasonable force to control
or restrain children;
184 </li>
185 <li>
185 Consider whether a complex abuse investigation is applicable;
185 </li>
186 <li>
186 Plan enquiries if needed, allocate tasks and set timescales;
186 </li>
187 <li>
187 Decide what information can be shared, with whom and when.
187 </li>
188 </ul>
189 <p>
189 The Strategy Meeting / Discussion should also:
189 </p>
190 <ul>
191 <li>
191 Ensure that arrangements are made to protect the child/ren involved and any other child/ren
affected, including taking emergency action where needed;
191 </li>
192 <li>
192 Consider what support should be provided to all children who may be affected;
192 </li>
193 <li>
193 Consider what support should be provided to the member of staff and others who may be affected
and how they will be kept up to date with the progress of the investigation;
193 </li>
194 <li>
194 Discuss informing the child's parents of the allegation and devising a ‘communication
strategy’ to ensure they are kept up to-date (unless this is inappropriate). Also to consider,
depending upon the nature of the allegation, whether this impacts upon any contact
arrangements that are in place. (Note that where a child is subject to Section 20 Children Act
1989 the local authority do not have Parental Responsibility and therefore informing the
parents is a requirement);
194 </li>
195 <li>
195 Make recommendations where appropriate regarding suspension, or alternatives to suspension;
195 </li>
196 <li>
196 Identify a lead contact manager within each agency;
196 </li>
197 <li>
197 Agree protocols for reviewing investigations and monitoring progress by the LADO, having
regard to the target timescales;
197 </li>
198 <li>
198 Consider issues for the attention of senior management (e.g. resource implications, media
interest (see also
198 <a href="#Confidentiality">
198 Section 6, Confidentiality
198 </a>
198 );
198 </li>
199 <li>
199 Consider reports for consideration of barring;
199 </li>
200 <li>
200 Consider risk assessments to inform the employer's safeguarding arrangements;
200 </li>
201 <li>
201 Agree dates for future strategy meetings / discussions.
201 </li>
202 </ul>
203 <h3 class="h3">
203 Final Strategy Meeting
203 </h3>
204 <p>
204 A final strategy meeting / discussion should be held to ensure that all tasks have been
completed, including any referrals to the DBS if appropriate (see
204 <a href="#Referrals">
204 Section 10, Referrals to the Disclosure and Barring Service
204 </a>
204 ) and, where relevant, agree an action plan for future practice based on lessons learnt.
204 </p>
205 <p>
205 The following definitions will be used by the LADO when determining the outcome of allegation
investigations:
205 </p>
206 <ol>
207 <li>
207 <span class="bold">
207 Substantiated
207 </span>
207 : there is sufficient identifiable evidence to prove the allegation;
207 </li>
208 <li>
208 <span class="bold">
208 Malicious
208 </span>
208 : there is sufficient evidence to disprove the allegation and there has been a deliberate act
to deceive;
208 </li>
209 <li>
209 <span class="bold">
209 False
209 </span>
209 : there is sufficient evidence to disprove the allegation;
209 </li>
210 <li>
210 <span class="bold">
210 Unsubstantiated
210 </span>
210 : there is insufficient evidence to either prove or disprove the allegation; the term
therefore does not imply guilt or innocence;
210 </li>
211 <li>
211 <span class="bold">
211 Unfounded
211 </span>
211 : to reflect cases where there is no evidence or proper basis which supports the allegation
being made.
211 </li>
212 </ol>
213 <h2 class="h2_underlined">
213 <br />
214 6.
214 <a id="Confidentiality">
214 </a>
214 Confidentiality
214 </h2>
215 <p>
215 The Home must maintain confidentiality and guard against publicity while an allegation is being
investigated or considered. Apart from keeping the child, their parents / carers and accused
person (where this would not place the child at further risk) up to date with progress of the
matter, information should be restricted to those who have a need to know in order to protect
children, facilitate enquiries, and manage related disciplinary or suitability processes.
215 </p>
216 <h2 class="h2_underlined">
216 <br />
217 7.
217 <a id="Support">
217 </a>
217 Support
217 </h2>
218 <h3 class="h3">
218 For the child
218 </h3>
219 <p>
219 The Home, the child’s social worker and / or Police, where they are involved, should consider
the impact on the child concerned and any other children in the Home and provide support as
appropriate. Liaison between the agencies should take place in order to ensure that the
child's needs are addressed. Note: it is important to ensure that providing children with the
relevant support they need does not prejudice the outcome of any other related court
proceedings, e.g. criminal charges. A careful balance should be maintained and further legal
advice sought if required).
219 </p>
220 <h3 class="h3">
220 For the employee
220 </h3>
221 <p>
221 Following consultation with the LADO, the accused member of staff should be provided with
information about the allegation and the initial actions agreed. Employers have a duty of care,
and should provide effective support for anyone facing an allegation and act to manage and
minimise the stress inherent in the allegations process. Any staff member who is suspended
should be provided with a named contact person.
221 </p>
222 <p>
222 The person against whom the allegation is made should be advised to contact their union or
professional association. Human Resources should be consulted at the earliest opportunity in
order that appropriate support can be provided via the organisation's Occupational Health or
Employee Welfare Arrangements. They should be given access to welfare counselling or medical
advice where this is provided by the employer.
222 </p>
223 <h2 class="h2_underlined">
223 <br />
224 8.
224 <a id="Suspension">
224 </a>
224 Suspension
224 </h2>
225 <p>
225 Suspension is a neutral act and it should not be an automatic response when an allegation is
reported. All options to avoid suspension should be considered first.
225 </p>
226 <p>
226 Suspension should only be considered in those cases where:
226 </p>
227 <ul>
228 <li>
228 There is cause to suspect a child or other children are at risk of harm; or
228 </li>
229 <li>
229 The allegation is so serious that it might be grounds for dismissal.
229 </li>
230 </ul>
231 <p>
231 The possible risk of harm to children should be evaluated and managed in respect of the
child/ren involved and any other children in the accused person’s home, work or community life.
231 </p>
232 <p>
232 If an Allegations Strategy Meeting / Discussion is held, attendees should discuss whether
suspension is appropriate and make a recommendation. However, only the employer, however, has
the power to suspend an accused employee.
232 </p>
233 <p>
233 If a suspended person is to return to work, the employer should consider what help and support
might be appropriate (e.g. a phased return to work and/or provision of a mentor), and also how
best to manage the member of staff's contact with the child concerned, if they are still in the
Home.
233 </p>
234 <h2 class="h2_underlined">
234 <br />
235 9.
235 <a id="Record">
235 </a>
235 Record Keeping
235 </h2>
236 <p>
236 Details of allegations that are found to be malicious should be removed from HR records.
236 </p>
237 <p>
237 Employers should keep a clear and comprehensive summary of the allegation, how it was followed
up and resolved. A note of any action taken and decisions made should be kept in the person’s
confidential HR record. The record should be kept at least until the person reaches normal
retirement age or for 10 years if longer.
237 </p>
238 <p>
238 The purpose of the record is to enable accurate information to be given in response to any
future request for a reference. It will provide clarification where a future DBS request reveals
information from the Police about an allegation which did not result in conviction, and will
help to prevent unnecessary reinvestigation if an allegation re-surfaces after a period of time.
238 </p>
239 <p>
239 A separate record is held by the LADO.
239 </p>
240 <p>
240 <span class="bold">
240 Please note
240 </span>
240 - while the Independent Inquiry into Child Sexual Abuse (IICSA) is on-going, organisations have
been asked to retain any and all documents; correspondence; notes; emails and all other
information – however held – which contain or may contain content pertaining directly or
indirectly to the sexual abuse of children or to child protection and care.
240 </p>
241 <h2 class="h2_underlined">
241 <br />
242 10.
242 <a id="Referrals">
242 </a>
242 Referrals to the Disclosure and Barring Service
242 </h2>
243 <p>
243 If an allegation is substantiated and the Senior Manager removes the individual from work
because they consider that they pose a risk of harm to children (or would have done had the
person not left first) they must ensure a referral is made to the Disclosure and Barring Service
(DBS).
243 </p>
244 <p>
244 It is an offence to fail to make a referral without good reason. If a referral is to be made; it
should be submitted within 1 month of the allegation being substantiated.
244 </p>
245 <p>
245 For the latest guidance on Making Referrals to the Disclosure and Barring Service, please see
the
245 <a href="https://www.gov.uk/guidance/making-barring-referrals-to-the-dbs" target="_blank">
245 GOV.UK website
245 </a>
245 .
245 </p>
246 <p>
246 Where individual staff continue to have concerns about a colleague or in relation to conduct of
an investigation made in response to an allegation, they should consider the Home’s
Whistleblowing Procedure,
246 <a
href="https://www.gov.uk/government/publications/whistleblowing-about-childrens-social-care-serv
ices-to-ofsted/sharing-concerns-and-information-with-ofsted-about-childrens-social-care-services
" target="_blank">
246 Ofsted, Reporting Concerns and Whistleblowing about Children’s Social Care Services
246 </a>
246 or contact the child’s social worker should be followed.
246 </p>
247 <p>
247 In cases where it is identified that no significant harm or offence has been committed, the
Children’s Home may still wish to consider disciplinary proceedings against staff.
247 </p>
248 <p>
248 Where the concerns have not warranted further investigation under these procedures, other routes
may be identified as more appropriate at this stage, for example, the complaints process (see
248 <a href="p_representations.html">
248 Complaints Procedure
248 </a>
248 ).
248 </p>
249 <p>
249 Additional Training for the staff member should also be considered as appropriate.
249 </p>
250 <h2 class="h2_underlined">
250 <br />
251 <a name="app1" id="app1">
251 </a>
251 Appendix 1: Guidance on What to Say
251 </h2>
252 <p>
252 The following are principles of good practice when receiving/reporting concerns.
252 </p>
253 <p>
253 However, this guidance is not exhaustive, all staff should have training on receiving and
reporting safeguarding and child protection concerns -
253 <span class="bold">
253 if in doubt, staff must consult the Designated Senior Manager or another manager who is not
implicated immediately.
253 </span>
253 </p>
254 <p class="bold">
254 When as allegation is made against a staff member / colleague:
254 </p>
255 <p>
255 Staff may ask questions or seek clarification regarding any allegation made against them, but
they may not take any actions to investigate or in any way make judgements about what is
reported to them. Investigations or enquiries, if necessary, will be led by the LADO.
255 </p>
256 <p>
256 Staff must not inform or discuss concerns/allegations with any person who is alleged or reported
to be the perpetrator, including any colleague/manager. If a manager is implicated, staff must
ensure that any reports are passed to their line manager or another manager.
256 </p>
257 <p class="bold">
257 When a child / young person makes a disclosure:
257 </p>
258 <p>
258 Staff must not give absolute guarantees of confidentiality to those who report possible
Significant Harm to them, but they should explain that the information will only be passed to
the minimum number of people who need to know to ensure proper action is taken in response to
the concern.
258 </p>
259 <p class="bold">
259 DO
259 </p>
260 <ul>
261 <li>
261 Give the child your full attention and demonstrate that you are both listening and hearing
them, e.g. put a sign on the door; stop telephone calls etc.
261 </li>
262 <li>
262 Ask them if you can take some brief notes (key phrases, short specific detail only) whilst
they are talking – but don’t allow this to interfere with the ‘listening process’;
262 </li>
263 <li>
263 Maintain eye contact;
263 </li>
264 <li>
264 Allow the child to talk, but don't press for information;
264 </li>
265 <li>
265 Tell the child throughout that they are not to blame for anything that has happened;
265 </li>
266 <li>
266 Reassure the child that they were right to tell;
266 </li>
267 <li>
267 Let the child know that other people will have to be;
267 </li>
268 <li>
268 Try to explain in a way that the child can understand.
268 </li>
269 </ul>
270 <p class="bold">
270 DON'T
270 </p>
271 <ul>
272 <li>
272 Promise to keep secrets;
272 </li>
273 <li>
273 Make any promises you can't keep;
273 </li>
274 <li>
274 Interrogate the child or ask leading questions;
274 </li>
275 <li>
275 Cast doubt on what they have said;
275 </li>
276 <li>
276 Make the child feel responsible for what's happened;
276 </li>
277 <li>
277 Show anger;
277 </li>
278 <li>
278 Panic and act hastily (it's unlikely to be a life threatening situation);
278 </li>
279 <li>
279 Gossip about what you have been told;
279 </li>
280 <li>
280 Talk to the alleged abuser.
280 </li>
281 </ul>
282 <p>
282 Staff must make a written record as soon as possible of what they have been told, detailing the
questions they asked and the replies. They must then give the report to the Senior Manager
(unless they are implicated).
282 </p>
283 <p>
283 The record should be placed on the child's file except where a colleague is implicated or where
there is any risk to the child as a result, in which case notes/records should be given to the
manager dealing with the matter.
283 </p>
284 <p>
284 <br />
285 <br />
286 </p>
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