Working with young people: Safeguarding

Working with young people: Safeguarding Level 3 (4 credits)

Understand legal, professional and organisational requirements for safeguarding

  • Explain the legislation and regulations which relate to working with young people
    • Safeguarding Vulnerable Groups Act 2006[1]
      • The current system for vetting people who wish to work with children or vulnerable adults operates through employers obtaining criminal record certificates issued by the Criminal Records Bureau (Now known as DBS) for new job applicants. CRB disclosures give employers information about an individual’s criminal records history, which informs their assessments about the individual’s suitability to work with children or vulnerable adults. There are also three separate lists of persons who are barred from working with children or, as the case may be, vulnerable adults. These lists operate under different legislation and with different criteria and procedures: List 99 (a list of those in respect of whom directions under section 142 of the Education Act 2002 have been made), the Protection of Children Act List and the Protection of Vulnerable Adults List. Disqualification orders made by a court also bar individuals from working with children. The purpose of the scheme is to minimise the risk of harm posed to children and vulnerable adults by those that might seek to harm them through their work (paid or unpaid). It seeks to do this by barring unsuitable individuals not just on the basis of referrals but also at the earliest possible opportunity as part of a centralised vetting process that all those working closely with children and/or vulnerable adults will need to go through.
  • Explain the roles and responsibilities of own organisation and other agencies in relation to safeguarding young people
    • Safeguarding Policy[2]
      Disclosure and Barring Services Disclosure checks are not applicable to all staff and staff should refer to the Recruiting Safely policy, which outlines which type of disclosure is necessary.

      • When appointing a staff or volunteers to a post which requires an enhanced DBS check this should be sought as soon as possible after recruitment and prior to them commencing their role
      • If a staff member or volunteer starts in their role prior to the receipt of a satisfactory disclosure from the DBS the individual must be supervised at all times by a member of staff with a satisfactory disclosure in place, until their own satisfactory disclosure is received
    • This is only applicable to Prince’s Trust staff, volunteers and secondees and does not extend to Delivery Partners.

Know how to communicate appropriately with young people

  • Explain the following terms in relation to personal information, clarifying how they can be communicated to young people:
    • Consent[3]
      • Receiving consent from young people who feature in photographs, case studies, printed materials, online and in films is vital. The Prince’s Trust is obliged to comply by law with the Data Protection Act and has a duty of care towards the young people we support.
      • This could be communicated by using the following wording to explain how a consented asset might be used by The Trust Your photo, video or written case study may be used:
        • In printed marketing materials (e.g. a leaflet to promote The Prince’s Trust)
        • On The Prince’s Trust website or social media sites
        • In the media (e.g. to promote The Trust in a newspaper or on TV)
        • In printed or online advertising
        • By other organisations that want to promote The Trust’s work (e.g. schools, colleges, funding bodies and private sector organisations)
        • Please note: if your case study and/or photo is going to be used as an individual story in a public facing medium, such as the press or a Prince’s Trust magazine, you will be contacted to ensure you are happy for it to be used in this way. However once the photograph/story has been used, we’re no longer able to control if it is used again by the same newspaper or potentially elsewhere. It will be used for up to three years, unless you ask us to stop using it.
    • Confidentiality[4]
      • Anything that a young person chooses to share with a member of staff or volunteer must be treated with the utmost respect. Staff and volunteers are not allowed to ‘keep secrets’. Anything shared of a serious nature (including something which puts themselves  or others at risk) has to be shared with other staff members.
      • This Policy should be explained to young people as part of their induction onto a programme, including their right to view any information held about them. Where needed, the Policy should be reiterated to young people
      • This includes explaining the ‘Fair Collection Notice’ on the Profile Form which enables us to share information with others and/or send them further information. If they have agreed to sharing information, we do not need to go back to them for further consent.
  • Explain how to adjust own communication to suit different needs, contexts and ages
    • There are many different ways to adapt communication to suit different needs context and situation and ages. For example venerable young people can feel intimidated or looked down upon by someone who they think feels they have a higher status and often that can be counter productive to some learning styles. One technique that can help counter that feeling is bringing your eye line to the same level as or below the young persons in order to ‘lower’ your own status.
    • Lots of misunderstanding can happen in regards context, it’s always important to help a young person understand the context surrounding the situation they are in. An example of this could be when explaining what exactly signing a publicity consent form enables the organisation to do.
    • An adjustment in communication for age can be very important. Some young people might feel isolated or not respected if spoken to in a manner in which patronising so it’s important to communicate to which makes them feel respected. It is also important to keep in mind the legality of different ages groups and what they are able to consent to without a guardian’s consent, for example being able to access a Prince’s Trust course under the age of 18.

Understand how to maintain confidentiality of information

      • Explain data protection and information handling legislation
        • Data Protection Act 1998[5]
          • The Data Protection Act[6] controls how personal information is used by organisations, businesses or the government. Everyone responsible for using data has to follow strict rules called ‘data protection principles’. They must make sure the information is handled in correct manner in relation to it being:
            • used fairly and lawfully
            • used for limited, specifically stated purposes
            • used in a way that is adequate, relevant and not excessive
            • accurate
            • kept for no longer than is absolutely necessary
            • handled according to people’s data protection rights
            • kept safe and secure
      • Explain when information can be shared in relation to safeguarding
        • The Prince’s Trust Safeguarding policy[7] states these are appropriate times information can be shared.
          • When this involves an agreement for another organisation to provide services on its behalf, The Trust will ensure that the partner organisation has appropriate safeguarding policies in place which will include safeguarding policies and procedures, sound recruitment and selection practices and formal complaints procedures for users.
          • Where The Trust is working in partnership with other organisations agreement must be reached with regard to the responsibilities procedures and practices contained in this document. The written contract, agreement or protocol detailing the services to be provided should include the procedure to be followed in the event of concerns about child abuse. The purpose of this is to ensure clarity as to which organisation is responsible for taking action in specific circumstances. Failure to reach agreement, or a situation arising that causes concern with regard to the partner organisations practice, may lead to cessation of that partnership.
          • Where the delivery partner is responsible for taking action, any agreement should stipulate that the Prince’s Trust must be informed of all incidents
          • If a staff member/volunteer becomes aware of allegations of abuse relating to a partner organisation, this should be discussed in the first instance with The Trust’s Safeguarding team
      • Explain the importance of keeping individual records and how to use this information in line with own organisational guidelines on record-keeping.
        • It is important to keep and maintain individual records when working with young people. Vulnerable young people may show or tell us that something is wrong in a variety of ways and any individuals supporting young people has important role to play in helping to identify welfare concerns. Also, some incidents are not one off incidents and there for individual records can help identify the accumulation of a number of small incidents, events or observations. It’s also protection for the member of staff to demonstrate they have handled concerns regarding safeguarding in an appropriate manner.

Be able to maintain the safety and security of young people in own work setting

  • Perform a risk assessment in line with organisational policies and procedures
    • Risk assessment procedure [8] Staff responsible for a Trust activity must ensure that a suitable and sufficient assessment of risk is prepared. This covers all Trust programmes, events, adventurous activity, fundraising, and office functions.
    • Risk assessments…
      • Ensure all areas and relevant hazards are covered.
      • Address what actually happens in the workplace or during the work activity.
      • Ensure that all employees and any other persons who might be affected are identified.
      • Identify any people who may be particularly at risk; e.g. young persons, new and Expectant mothers.
      • Take into account any existing preventative or precautionary measures.
  • Explain own organisation’s reporting procedure for poor practice or safety concerns
    • We have written procedures [9] in place to respond to poor practice or safety concerns. Relevant policies are to be followed dictate best practice.
      • Emergency Preparedness
      • Accident, Incident and Near Miss (AIN) Reporting & Investigation
      • Performance Monitoring
      • Communication, Consultation and Participation
      • Operational Risk Management
    • The guidance in place for poor practice is the incident management plan [10] which outlines a plan provides guidance in the event of any incident affecting The Prince’s Trust. All staff should have a minimum of 2 ways in which to contact their superior and their subordinates, so that a “phone cascade” can be used to contact all staff if needed (e.g. email, SMS, phone).
      • Incident reports – Initial assessment of the incident. Distinguish between what is known and what is assumed.
      • Analysis potential/actual impact – Aim is to establish a shared team view of the incident.
      • Action plan – Define and prioritise actions. Identify all required resources, at country and regional level.
      • Communications – Refer to communication plan.
      • Reporting – Agree reporting requirements for the lifecycle of the incident and assign tasks accordingly
  • Explain the importance of taking prompt action and following safeguarding procedures
    • It’s important to be able to act promptly in order to minimise or prevent the potential negative effect of an action and in order to resolve a incident as quickly as possible. Following safety procedures ensures all staff act in accordance to what is expected by the charity.

Notes

[1] Legislation.gov.uk,. “Safeguarding Vulnerable Groups Act 2006”. N.p., 2016. Web. 15 Jan. 2016.
[2] Intranet.princes-trust.net,. ‘Trustnet Secure Login’. N.p., 2015. Web. 15 Jan. 2016.
[3] Intranet.princes-trust.net,. ‘Trustnet Secure Login’. N.p., 2015. Web. 15 Jan. 2016.
[4] Intranet.princes-trust.net,. ‘Trustnet Secure Login’. N.p., 2015. Web. 15 Jan. 2016.
[5] Gov.uk,. “Data Protection – GOV.UK”. N.p., 2016. Web. 15 Jan. 2016.
[6] Legislation.gov.uk,. “Data Protection Act 1998”. N.p., 2016. Web. 15 Jan. 2016.
[7] Intranet.princes-trust.net,. ‘Trustnet Secure Login’. N.p., 2015. Web. 15 Jan. 2016.
[8] Intranet.princes-trust.net,. ‘Trustnet Secure Login’. N.p., 2015. Web. 15 Jan. 2016.
[9] Intranet.princes-trust.net,. ‘Trustnet Secure Login’. N.p., 2015. Web. 15 Jan. 2016..
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