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2.7 Safer Recruitment, Selection and Supervision of Staff


Contents

  1. Introduction
  2. Choice of Candidate
  3. Disclosure and Barring Service Checks
  4. Recording
  5. Induction and Review
  6. Supervision and Support
  7. Recording Systems for Unsuitable Staff
  8. Whistleblowing


1. Introduction

1.1 All statutory and public organisations which employ staff and/or volunteers to work with or provide services for children have a duty to safeguard and promote the children’s welfare. This includes ensuring that safe recruitment and selection procedures are adopted which deter, reject or identify people who might abuse children or are otherwise unsuitable to work with them.
1.2 The Local Safeguarding Children Board has a key function to establish effective policies and procedures for checking the suitability of people applying for Work with Children. However, it is the responsibility of each organisation to consult with their human resources adviser, develop and review their own procedure and ensure that their practice satisfies the requirements of employment law.
1.3 Ensuring that safeguarding and promoting the welfare of children an integral factor in human resources management is an essential part of creating safe environments for children and young people. Safer practice in recruitment means thinking about and including issues to do with child protection at every stage of the process.
1.4

To ensure that those involved in recruiting and selecting staff are able to successfully test the candidates’ ability and experience against a clearly defined person specification, each agency must offer them:

  • Specific training in respect of safe recruitment and selection;
  • Supervised/supported experience of recruitment;
  • Periodic evaluation of performance by their supervisors.
1.5 Any organisation commissioned to provide services to children must be required as part of the commissioning process to comply with the safe recruitment, selection and supervision procedures set out in this chapter, and any service level agreement or contract must contain a safeguarding statement which clarifies the standards expected. This must include a requirement that the organisation must not sub-contract to any personnel who have not been part of a safe recruitment process.
1.6 Where private or voluntary organisations come into contact with or offer services to children otherwise than under contract with a statutory or public body, in recognition of their commitment to safeguard and promote the welfare of children, they should as a matter of good practice take account of this procedure and follow it as far as possible, although not under a statutory obligation to do so.


2. Choice of Candidate

2.1 Quality of Job Advertisement, Job Description and Person Specification

2.1.1

Organisations must have an explicit written recruitment and selection policy statement and detailed procedures that comply with the requirements set out in this chapter. This should include an explicit statement about the organisations commitment to safeguarding and promoting the welfare of children. This statement should be included in:

  • Publicity materials;
  • Recruitment websites;
  • Advertisements;
  • Candidate information packs;
  • Person specifications;
  • Job descriptions;
  • Competency frameworks;
  • Induction training.
2.1.2 Once a post becomes vacant or a new post is created, the job description and person specification should be agreed and/or reviewed to ensure compliance with the safe recruitment guidance set out in this procedure. This will apply whatever the level of responsibility or duration of the appointment.
2.1.3 Job advertisements should include reference to the need for the successful applicant to undertake disclosure via the Disclosure and Barring Service (where appropriate) as well as the usual details of the post, salary, qualifications required etc.
2.1.4 The information to be sent to potential applicants in the candidates’ information pack will depend on the level of the post. A copy of the organisations Child Protection Statement should always be included in the information pack, as well as the application form, job description and person specification. The information should also set out clearly the extent of the relationships and contact with children and the degree of responsibility for children that the person will have in the position to be filled. The information will stress that the identity of the candidate, if successful, will need to be checked thoroughly and will refer to the need for a Disclosure and Barring Service (DBS) check if appropriate.
2.1.5

Job descriptions must state:

  • The main duties and responsibilities of the post; and
  • The post holders responsibility to safeguard and promote the welfare of children with whom s/he has contact or for whom s/he is responsible.
2.1.6

Person specifications should:

  • Include the qualifications and experience, and any other requirements needed to perform the role in relation to working with children;
  • Describe the competencies and qualities that the successful candidate should be able to demonstrate;
  • Explain that if the applicant is short-listed any relevant issues arising from the references will be taken up at interview;
  • Explain how these requirements will be tested and assessed during the selection process including:
    • Motivation to work with children;
    • Ability to form and maintain appropriate relationships and personal boundaries with children;
    • Emotional resilience in working with challenging behaviours;
    • Attitudes to use of authority and maintaining discipline.
2.1.7 Both job descriptions and person specifications must be completed at the same time and before the job is advertised. Under no circumstances should the person specification be completed or revised after the selection panel has had access to the applications received.
2.1.8

All organisations should develop a standard application form which is used for all staff vacancies. The application form should ask for:

  • Full identifying details of the applicant, including current and former names, date of birth, current address and national insurance number;
  • Details of any relevant academic and/or vocational qualifications with details of the awarding body and date of the award;
  • A full history in chronological order since leaving secondary education, including periods of any post-secondary education or training and part-time or voluntary work as well as full-time employment with start and end dates, explanations for periods not in employment, education or training and reasons for leaving each employment;
  • A declaration of any family or close relationship to any existing employees or employers;
  • Details of referees, one of whom must be from the applicant's current or most recent employer. Referees should not be accepted from relatives or persons writing solely in the capacity of friends. Where an applicant who is not currently working with children has done so in the past, it is important that a reference is also obtained from the employer by whom the person was most recently employed in work with children. Careful consideration needs to be given where the applicant has been working as a locum or on a series of temporary contracts. The need to request an additional reference from the last permanent employer should be considered. (See also Section 2.2, References.);
  • A statement of the personal qualities and experiences that the applicant believes are relevant to his or her suitability for the post advertised and how s/he meets the person specification;
  • A signed declaration by the applicant that s/he is not disqualified from work with children, on the Disclosure and Barring Service's Barred Lists or subject to sanctions imposed by a Regulatory Authority and that s/he has no convictions, cautions and bind-overs, including those regarded as ‘spent’, or has attached details of his or her criminal record in a sealed envelope marked ‘confidential’. 
2.1.9 Incomplete applications must not be accepted and must be returned to the applicant for completion.
2.1.10 CVs drawn up by applicants should not be accepted in place of an application form because these will only contain the information the applicant wishes to present and may omit relevant details.
2.1.11

The application form should also record that:

  • Where appropriate, the successful candidate will be required to provide a Disclosure and Barring Service (DBS) Disclosure at the appropriate level for the post;
  • The prospective employer will seek references on short-listed candidates and may approach previous employers to verify particular experience or qualifications, before interview;
  • If the applicant is working with children, either paid or unpaid, his or her current employer will be asked about disciplinary offences relating to children, including any for which the penalty is time expired, and whether the candidate has been the subject of any child protection concerns and if so, the outcome of any enquiry or disciplinary procedure. If the applicant is not currently working with children but has done so in the past, that previous employer will be asked about these issues; and
  • Providing false information is an offence and could result in the application being rejected or summary dismissal if the applicant has been selected, and possible referral to the Police.

2.2 References

2.2.1 The purpose of seeking reference is to obtain objective and factual information to support appointment decision.
2.2.2 References must not be accepted except where they have been sought directly from a previous employer or other referee. Open “To whom it may concern” references must never be accepted. 
2.2.3 A copy of the job description and the person specifications should be included with all reference requests.
2.2.4

All requests for references should ask (and a pro forma may be used for this purpose):

  • About the referees relationship with the candidate, e.g. did they have a working relationship; if so, what; how long has the referee known the candidate, and in what capacity;
  • Whether the referee is satisfied that the person has the ability and is suitable to undertake the job;
  • Whether the referee is completely satisfied that the candidate is suitable to work with children and if not, for specific details of the referees concerns and the reasons why the referee believes the person might be unsuitable;

And should remind the referee that:

  • They have a responsibility to ensure that the reference is accurate and does not contain any material misstatement or omission
  • Relevant factual content of the reference may be discussed with the applicant
2.2.5

In addition to the above, requests addressed to a candidates current or previous employer in work with children should also seek:

  • Confirmation of details of the candidates current post, salary and sickness record;
  • Specific verifiable comments about the candidates performance history and conduct;
  • Details of any disciplinary procedures the candidate has been subject to in which the disciplinary sanction is current;
  • Details of any disciplinary procedures the candidate has been subject to involving issues related to the safety and welfare of children, including any in which the disciplinary sanction has expired, and the outcome of those;
  • Details of any allegations or concerns that have been raised about the candidate that relate either to the safety and welfare of children or behaviour towards children and the outcome of those concerns, e.g. whether the allegations or concerns were investigated, the conclusions reached, and how the matter was resolved.
2.2.6 An employer reference must also be obtained in respect of internal candidates for posts involving direct contact with children.
2.2.7 Employers should contact all referees to verify the authenticity and origin of all references.
2.2.8 So that information of comparable weight is obtained for all candidates, references on all short-listed candidates (including internal ones) should be obtained prior to interview so that any issues of concern they raise can be explored further with a referee and taken up with the candidate at interview.
2.2.9 Written references must be checked carefully with the application form to identify any possible discrepancies; in all cases, any discrepancy should be taken up with the candidate before the persons appointment is confirmed.

2.3 References and Checks with Respect to Agency Staff

2.3.1 Where members of staff are engaged via specialist employment agencies, it is important that there are systems in place to ensure that only employment agencies which can offer safe selection processes are used. It is expected that agency staff provide verification of their identity prior to starting work in the same as any directly employed member of staff - see Paragraph 2.4.4.
2.3.2

References from any previous substantive employers must be sought as described above and requests to employment agencies must seek confirmation:

  • That the individual was registered with the agency in the period/s claimed;
  • Of all assignments including dates, roles and name and address of all work places;
  • Of the quantity and pattern of any absences from their assignments;
  • Of any cause for concern within the agency including any request by a client for the person to be withdrawn from an assignment which upon investigation was found to be justified.
2.3.3 The employment agency must also be asked to confirm in writing that the required checks have been undertaken and the results received, including the date of the last DBS Disclosure and whether it included any disclosed information. Where there is disclosed information, the employer must have sight of a copy of the DBS Disclosure from the individual. If the DBS Disclosure has not yet been received, the employer must require the agency to inform them of the content as soon as they have seen it. In the meantime the requirements set out in Paragraph 2.4.15 must be adhered to. 
2.3.4 If the DBS Disclosure refers to the existence of information additional to what is on the face of the Disclosure, the agency cannot provide the employer with that information. If the employer still wants to engage the person, the employer should carry out a repeat DBS Disclosure and not employ the person until they receive the new disclosure.

2.4 Selection Methods

2.4.1

The Selection Panel

It is best practice for Selection Panels to comprise a minimum of three interviewers. It is essential that the same selection panel should both short-list and interview candidates. Panel members should not stand to gain from the appointment or have a personal relationship with any of the applicants. 

Interview panels should be balanced wherever possible by gender and race and at least one panel member must have experience and an understanding of working with children and one panel member (who can be the same person) must have had specific training in safe recruitment and selection methods.

2.4.2

Scrutinising and Short-Listing

All applications should be scrutinised to ensure that they are fully and properly completed, that the information provided is consistent and does not contain any discrepancies, and to identify any gaps in employment. 

In drawing up a short-list there should be a systematic and consistent approach. All applicants should be assessed equally against the criteria contained in the person specification without exception or variation. Information provided in application forms must be cross checked with other sources of information prior to short-listing and interview so that any discrepancy can be explored with the candidate at interview. The criteria for personal qualities and skills must be used as well as those in relation to qualifications and experience. If greater emphasis is placed on one or more important skill and competency for the job, this must be clear from the outset.

2.4.3 Two satisfactory references should be obtained for all candidates before the interview. If this is not possible you should not interview the candidate. These should then be scrutinised and any concerns raised and explored within the interview through the use of supplementary questions.

2.4.4

Interviews

Candidates must be asked to bring documentary evidence of their identity that will satisfy DBS requirements - i.e. a full birth certificate or a passport/photo driving licence or some form of photograph identification, together with an additional document such as a utility bill that verifies the candidates name and address. Where appropriate, change of name documentation should also be brought to the interview.

2.4.5 Candidates should also be asked to bring original or certified copies of documents confirming any necessary or relevant educational and professional qualifications. If the successful candidate cannot produce original documents or certified copies, written confirmation of his/her relevant qualifications must be obtained from the awarding body.
2.4.6 Interviews must be face to face even where there is only one candidate. All questions must be prepared in advance by the Selection Panel and must not be discriminatory with regard to sex, marital statue, race or ethnic origin, disability, religion, age, sexual orientation or political belief. Poorly structured interviews will not be reliable.
2.4.7

The candidates’ attitude towards children and commitment to safeguarding and promoting the welfare of children should be tested. The following areas should be explored with the candidates in the interview:

  • Their motivation and reasons for working with children;
  • Their attitudes and behaviour about control and punishment;
  • Their perceptions about the boundaries of acceptable behaviour towards children;
  • Their ability to form and maintain professional relationships;
  • Their personal belief systems including attitudes to, perception of and sensitivity to sexual images of children;
  • Their understanding of safeguarding children.
2.4.8 Any gaps in the candidate's employment history must be fully explored during the interview as should any discrepancies arising from the information supplied by the candidate or a referee.
2.4.9

For posts requiring the post holder to work with highly vulnerable children, e.g. Looked After children, children with disabilities, or posts where staff will have sole care of responsibility for a child/group of children, e.g. staff taking children on residential trips, consideration should be given to the need for an additional safeguarding (Warner) interview. Such interviews were a recommendation of The Report of the Committee of Inquiry into Selection, Development and Management of Staff in Children's Homes (Warner, 1992). The aim is to address areas that are more difficult to assess in the formal interview setting.

 As set out in regulations 31-33 of Chapter 4 of the Children’s Homes Regulations and Quality Standards, the registered person must ensure that recruitment of staff safeguards children and minimises potential risk to them.
2.4.10 Notes of questions asked and answers given at the interview must be made and retained (usually by the human resource department).
2.4.11 After the interview, Panel members should separately score the candidates. They should then share their scores and discuss their reasons for reaching the scores. This discussion should result in a joint agreed score for each candidate.
2.4.12 A decision as to whether to appoint an individual to a role working with children must be based upon an evaluation of the information obtained from all of the above stages. Appointments must be made on the basis of a person's experiences, ability and suitability to perform the role rather than on the urgency of the need or the availability of the applicant.

2.4.13

Offer of Appointment to Successful Candidate

An offer of appointment must be conditional upon pre-employment checks being satisfactorily completed, including:

  • Verification of the candidate's identity (if this has not been verified straight after the interview);
  • A Disclosure and Barring Service Disclosure appropriate to the role (but see also Paragraph 2.4.15);
  • A check of then Disclosure and Barring Service's Barred Lists is completed as part of the DBS Disclosure and therefore separate checks will not be required except where the DBS Disclosure remains outstanding at the point where the person starts work (see Paragraph 2.4.15);
  • Verification of the candidate's medical fitness;
  • Verification of any relevant qualifications and professional status (if not verified straight after the interview) and whether any restrictions have been imposed by a regulatory body such as the National College for Teaching and Leadership or the General Medical Council;
  • Evidence of right to work in the UK for those who are not nationals of a European Economic Area country.
2.4.14 All checks should be confirmed in writing, documented and retained on the personnel file and followed up where they are unsatisfactory or where there are discrepancies in the information provided (see Section 3.9 Evaluation and Management of Disclosed Information). All employers should also keep and maintain a single central record of recruitment and checks of staff and volunteers – see Section 4, Recording.
2.4.15 Ideally, where a DBS Disclosure is required, it should be obtained before an individual begins work. It must in any case be obtained as soon as practicable after the individual's appointment and the request for a DBS Disclosure should be submitted in advance of the individual starting work. However, there is discretion to allow an individual to begin work pending receipt of the DBS Disclosure. However, in such cases, the individual must be appropriately supervised and all other checks, including of the Disclosure and Barring Service's Barred Lists, should have been completed.
2.4.16 Appropriate supervision for individuals who start work prior to the result of a DBS Disclosure being known needs to reflect what is known about the person concerned, their experience, the nature of their duties and the level of responsibility they will carry. For those with limited experience and where references have provided limited information the level of supervision required may be high. For those with more experience and where the references are detailed and provide strong evidence of good conduct in previous relevant work a lower level of supervision may be appropriate. For all staff without completed DBS Disclosures it should be made clear that they are subject to this additional supervision. The nature of the supervision should be specified and the roles of staff in undertaking the supervision spelt out. The arrangements should be reviewed regularly at least every two weeks until the DBS Disclosure is received.
2.4.17 Where a DBS Disclosure indicates cause for concern for agency or directly employed staff, the member of staff must immediately be withdrawn pending further enquiries.


3. Disclosure and Barring Service Checks

The DBS provides three levels of disclosures which are of relevance to employers (standard and enhanced disclosures and enhanced disclosure with check against the barred list), and should be sought with respect to all candidates who seek to work with children as appropriate to their role.

3.1 Standard DBS Checks

3.1.1 Primarily for positions of high responsibility (for example, accountancy and security). Standard certificates reveal details of any convictions, cautions, reprimands and warnings the applicant has received, that do not qualify for filtering. A standard check may only be applied for if the applicant's job role is specified in the Exceptions Order to the Rehabilitation of Offenders Act 1974.

3.2 Enhanced DBS Checks

3.2.1 For positions involving certain activities such as teaching children or treating adults and can also be obtained for certain other professions (for example, judicial appointments, RSPCA officers). An enhanced check may only be applied for if the applicant's job role is specified in both the Rehabilitation of Offenders Act 1974 (Exception) order 1975 and the Police Act 1997.
3.2.2 In addition to the information provided on a Standard certificate, the Enhanced certificate involves an additional check with the police, who check if any other information is held on file that may be relevant (for instance, information that has not led to a criminal conviction but may indicate a danger to vulnerable groups). The police decide what (if any) additional information will be added to the certificate using the Quality Assurance Framework.

3.3 Enhanced with Barred List Checks

3.3.1 Includes all that Enhanced certificate does, plus a check of the appropriate DBS Barred List. There are two DBS Barred Lists: one for adults, and one for children. The lists contain information on whether the applicant is barred from working with either of the two groups. An individual may only be checked against one or both barred lists if their job role is classified as a 'Regulated Activity' with children and/or adults under the Safeguarding Vulnerable Groups Act 2006.
3.3.2 In addition to the checks available through the DBS Disclosure Scotland can provide a basic check to any individual (this is appropriate if a worker is not entitled to one of the checks available through the DBS as outlined above). Disclosure Scotland runs checks against the Scottish Criminal History System, the UK-wide Police National Computer and Access NI (Northern Ireland). For Basic level disclosures, only unspent convictions will be shown.
3.3.3

Regulated Activity (for working with children) includes:

  1. Unsupervised activities: teach, train, instruct, care for or supervise children, or provide advice / guidance on well-being, or drive a vehicle only for children;
  2. Work for a limited range of establishments (‘specified places’), with opportunity for contact, for example schools, children's homes, childcare premises (but not work by supervised volunteers);
  3. Work under (1) or (2) is Regulated Activity only if done regularly. Regular means carried out by the same person frequently (once a week or more often), or on 4 or more days in a 30-day period (or in some cases, overnight);
  4. Relevant personal care, for example washing or dressing; or health care by or supervised by a professional, even if done once;
  5. Registered child minding; and foster-carers.
Individuals who fall under the definition of regulated activity will continue to be eligible for an enhanced disclosure with a barred list check.
3.3.4 All disclosure certificates are now sent to the individual rather than the registered body. The individual must show the certificate to the employer/organisation.

3.4 Persons Prohibited from Working/Seeking Work with Children

3.4.1 If a disclosure reveals that an applicant is prohibited (barred) from seeking or working with children, as set out in Section 36 of the Criminal Justice and Court Act 2000, it is an offence for a person to apply for or accept any work in any of the regulated positions as set out in the Act and the Police and DBS must be informed without delay of the individuals attempt to seek employment. It is also an offence for an organisation knowingly to offer work in a regulated position to an individual who is disqualified from working with children or fail to remove such a person from work.

3.5 Limitations of Disclosures

3.5.1 The same checks must be made on all overseas staff, including DBS checks but disclosures may not provide information on people convicted abroad and with respect to individuals who have little residence in the UK, caution must be exercised.
3.5.2 Where an applicant has worked or been resident overseas in the previous 5 years, the employer should where possible obtain a check of the applicant's criminal record from the relevant authority in that country. Not all countries, however, provide this service. The advice of the DBS Overseas Information Service should be sought about criminal record checking overseas - see the Home Office website.
3.5.3 Occasionally, an enhanced disclosure check may result in the local police disclosing non-conviction information to the registered body only and not to the applicant e.g. a current investigation about the individual. Such information must not be passed on to her/him.

3.6 Evaluation and Management of Disclosure Information

3.6.1 Any concerns raised as a result of DBS checks must be followed up. Where information is disclosed, employers must carry out an initial evaluation and make a judgment about the person's suitability to work with children taking into account only those offences that may be relevant to the post in question. Where further information is required, the applicants consent must be sought and the information should be obtained by a person with an understanding of child protection matters. 
3.6.2

In deciding the relevance of disclosure information, the following should be considered:

  • The nature of the appointment;
  • The nature and circumstances of the offence;
  • The age at which the offence took place;
  • The frequency of the offence.


4. Recording

4.1 All documentation relating to the recruitment of staff must be retained on file, including notes made of candidates’ responses to questions at interview. Any check completed must be confirmed in writing and retained on the candidates personnel file, together with photocopies of and documents used to verify his/her identity and qualifications. Under DBS regulations a record must be kept of the date the disclosure was obtained and who by, the level of the disclosure the unique reference number and who it was checked by.
4.2 A record must be kept of evidence to show that such checks have been carried out in respect of supply staff and volunteers whether recruited directly or through an agency. For all schools and FE Colleges, this is mandatory for new staff from 1 January 2007, and for all staff from 1 April 2007.
4.3 Satisfactory references must be kept on the candidates personnel file or, in the case of supply staff or volunteers not recruited through an agency, on a central record within the organisation.
4.4 Where information gained by the employer from either references or other checks calls into question the candidates suitability to work with children, or where the candidate has provided false information in support of the application, the facts must be reported to the Safeguarding and Reviewing Unit and/or to the Police who have a responsibility to refer the matter to the Safeguarding Operations Unit (formerly the Teachers Misconduct Team).


5. Induction and Review

5.1 For all new staff working with children, including locum and agency staff, their induction must cover safeguarding and promoting children’s welfare as outlined in the LSCB Training Strategy. This must include an introduction to the organisations child protection policy and procedures. They must also be made aware of the identity and specific responsibilities of those staff with designated safeguarding responsibilities.
5.2 New staff members must be provided with information about safe practice and a full explanation of their role and responsibilities and the standard of conduct and behaviour expected. They must also be provided with information about the organisations disciplinary procedures and the relevant whistle blowing policy.
5.3 The induction programme must also include attendance at child protection training at a level appropriate to the member of staffs work with children.
5.4 Where appropriate, supplementary induction, supervision training and appraisal with respect to their new role must be provided. Information gleaned from the selection process must be used to inform a personalised induction and support programme.
5.5 Regular supervision and review meetings between the appointee and his/her line manager must be convened by the manager throughout the induction period to address areas where further support, guidance and training may be required.


6. Supervision and Support

6.1

Senior managers in all agencies for which this procedure is relevant have a duty to ensure the provision of:

  • Adequate training for staff working with and/or likely to come into contact with children and families;
  • Clear and up to date procedures to follow in relation to safeguarding and promoting the welfare of children, including information sharing and what to do if they have concerns that a child has suffered or is at risk of suffering significant harm;
  • Ready access to advice, expertise and management support in all matters related to safeguarding children and child protection (including recognition of the need for additional support in particular cases or circumstances);
  • Systems to protect staff from violence, bullying and harassment including racial harassment and homophobia;
  • Systems to monitor that staff comply with expected behaviour and good practice through performance management and professional development arrangements;
  • Systems to recognise and respond to poor practice e.g. regular audits of cases which involve children, including those in adult and mental health teams;
  • Complaints and whistle-blowing procedures to allow service users and staff to highlight issues for consideration and resolution;
  • Collated information for the Local Safeguarding Children Board about issues arising from local operational experience of child protection.
6.2 All agencies which have operational responsibility for child protection services must have an agency policy, which defines minimum levels of formal supervision of those staff who are accountable for child protection cases.
6.3 Such supervision should help to ensure that practice is soundly based and consistent with the Local Safeguarding Children Board and organisational procedures. It should ensure that practitioners fully understand their roles, responsibilities and the scope of their professional discretion and authority. All child protection cases must be regularly discussed in supervision and case files/records audited systematically by the line manager. 
6.4 Supervisors should be available to practitioners as an important source of advice and expertise, and may be required to endorse judgments at certain key points in time, which should then be recorded within the child’s case records.
6.5 On some occasions - e.g. enquiries about complex abuse or allegations against colleagues, agencies must consider the provision of additional individual or group staff support.
6.6 Managers must develop local policies and systems to maximise staff safety including the need to carry out risk assessments as appropriate.

7. Reporting Systems for Unsuitable Staff

7.1 Any concerns that arise that call into question a persons suitability to work with children must be managed according to the Allegations Against Persons who Work with Children Procedure.
7.2 Allegations Against Persons who Work with Children Procedure, Key Roles and Responsibilities describes how each agency must have a Named Senior Officer whose responsibilities include reporting in appropriate cases to the relevant professional body and the Disclosure and Barring Service any member of staff who (following an enquiry) it concludes to be unsuitable to work with children - see Allegations Against Persons who Work with Children Procedure, Action following a Criminal Investigation or a Prosecution.

8. Whistleblowing

8.1 Staff, through fears about repercussions, may find it difficult to raise child protection concerns about colleagues or managers.
8.2 Each agency must ensure the provision of a well-publicised ‘whistle blowing’ or ‘speak out’ procedure that provides alternative methods of reporting concerns relating to conduct which is in breach of the law, compromises health and safety provisions or falls below established standards of childcare practice.
8.3 In 2014, whistle blowing guidance for workers and employers in health and social care was published (see Raising Concerns at Work). Staff working in the NHS or social care can contact the whistle blowing helping by calling 08000 724 725.

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