Safeguarding Policy The purpose of this policy is to protect people, particularly our beneficiaries, associates, staff, volunteers, partners, consultants, and contractors from any harm that may be caused due to their coming into contact with the Good Faith Partnership. The policy applies to all those engaged, commissioned or contracted to work with or on behalf of the Good Faith Partnership. The Good Faith Partnership has a zero-tolerance approach to serious misconduct and will not tolerate its staff, associates, volunteers, consultants, partners or any representatives associated with the work of the Good Faith Partnership or its partners carrying out any form of violence, abuse, harassment or exploitation. Personal Responsibility Adults working for or with the Good Faith Partnership are responsible for their own actions and behaviour and should avoid any conduct which would lead a reasonable person to question their motivation or intention. They must also be familiar with the steps to be taken in the event of becoming aware of, suspecting or receiving allegations of abuse. It is the responsibility of each one of us to prevent and report the physical, sexual, emotional abuse or neglect of anyone we work alongside. The welfare of these individuals is paramount. All our colleagues without exception have the right to protection from abuse regardless of gender, ethnicity, disability, sexuality or belief. Each individual has the responsibility to raise any concerns they may have or those which are reported to them according to this policy. However, it is not the responsibility of an individual to decide if an incident of violence, abuse, harassment or exploitation has taken place or whether an incident constitutes a safeguarding breach. This is the responsibility of the Safeguarding Officer (David Barclay). The Good Faith Partnership is committed to: • Safeguarding the wholeness and wellbeing of beneficiaries, staff, associates, partners, volunteers, and all those connected with the activities of the Good Faith Partnership, and ensuring they have equal rights to protection from harm. • Challenging any abuse of power by anyone in a position of trust. • Ensuring concerns or allegations are taken seriously, investigated and acted on as appropriate. • Ensuring all its staff, associates, partners, volunteers or any representatives of the Good Faith Partnership are familiar with this policy and understand their responsibilities within it. • Ensuring all actions on protecting people are taken in the best interests of the person at risk. • Ensuring our recruitment practices are robust enough to ensure we never recruit anyone who poses a known risk. • Reporting criminal acts to the relevant statutory agency. • Reporting incidents to relevant donors. • Designing and delivering programmes which are safe for all and are based on the ‘do no harm’ principles. Definitions Child – A child is “anyone who has not yet reached their 18th birthday”. ‘Children’ therefore means ‘children and young people’ throughout. The fact that a child has reached 16 years of age, is living independently or is in further education, is a member of the armed forces, is in hospital or in custody in the secure estate for children and young people, does not change his or her status or entitlement to services or protection under the Children’s Act 1989. (See Children’s Act 2004) Vulnerable adult - The core definition of “vulnerable adult” from the 1997 Consultation “Who Decides?” is a person: “Who is or may be in need of community care services by reason of disability, age or illness; and is or may be unable to take care of unable to protect him or herself against significant harm or exploitation”. Abuse - Abuse is mistreatment by any other person or persons that violates a person’s human and civil rights. The abuse can vary, from treating someone with disrespect in a way that significantly affects the person’s quality of life, to causing actual physical or mental suffering.  What to do when you suspect alleged abuse or harassment Actual, potential or suspected incidents of abuse must be reported immediately. Where appropriate you should make a report to David Barclay (partner, acting as Safeguarding Officer) or your line manager immediately, who will then ensure that the matter is appropriately investigated. Alternative reporting mechanisms are also noted below. The need to report arises in the following instances: • Abuse is observed or suspected • An allegation of abuse is made • Someone discloses abuse No-one working with the Good Faith Partnership will prejudice their own position by responsibly reporting potential or suspected abuse. Where concerns are reported, it is not the individual’s responsibility to decide if abuse is taking place but it is their responsibility to pass these concerns on. Care must be taken regarding confidentiality and the sharing of information with appropriate people. Information given should be written in a report as soon as possible after the concern was raised (within 24 hours if possible). Any written records taken must be kept securely in a locked place or in a confidential electronic folder. Under no circumstances should any individual attempt to deal with the problem of abuse directly. An investigation team will be established supported by David Barclay as Safeguarding Officer. David can be contacted on david.barclay@goodfaith.org.uk and confidential reports can be sent to him at this address. Any information will be treated in confidence. What will happen next The Good Faith Partnership can and will take any disciplinary action necessary against staff, associates, partners or others if they are found to have breached our Safeguarding Policy. There may be times when the behaviour of employees, associates or partners may constitute a breach of the safeguarding policy, but not be considered criminal conduct. In this instance the Good Partnership may provide further support to these colleagues (for example training, counselling, or greater supervision). Equally there may be cases where it is deemed appropriate to dismiss an employee even if their behaviour hasn’t been criminal. Identifying information about safeguarding should be shared on a ‘need to know’ basis only. Any staff, associates or partners who raise concerns of serious malpractice should be protected as far as possible from victimisation or any other detrimental treatment if they come forward with concerns, provided that concerns are raised in good faith. Deliberate false allegations will be made a serious disciplinary offence and investigated by the Good Faith Partnership. David Barclay as Safeguarding Officer will ensure that reports are made to relevant donors and where applicable to relevant statutory authorities. The Good Faith Partnership will respond without delay to concerns or allegations that a child or vulnerable adult may have been harmed, cooperating with the police and social care services in any investigation. Recruitment We undertake to exercise proper care in the selection, appointment, training and support of those working in both paid and voluntary positions with children or vulnerable adults, including the use of Disclosure and Barring Service (DBS) disclosures and making appropriate referrals to the Disclosure and Barring Service. The Good Faith Partnership will ensure all team members will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that when recruiting new employees: • There is a written job description / person specification for the post • Those short listed have been interviewed • Safeguarding has been discussed at interview where the applicant will be working with children or vulnerable adults • Two references have been obtained including one from the most recent employer • A Disclosure and Barring Service (DBS) check or local equivalent is completed, where available and appropriate for the role • Qualifications where relevant have been verified • When appointed, that the applicant has been given a copy of the Good Faith Partnership’s safeguarding policy and knows how to report concerns When new associates join the Good Faith Partnership the partners will ensure that: • There is a written job description for their role • Safeguarding has been discussed where appropriate • A Disclosure and Barring Service (DBS) check or local equivalent is completed, where available and appropriate for the role • Qualifications where relevant have been verified • When appointed, that the applicant has been given a copy of the Good Faith Partnership’s safeguarding policy and knows how to report concerns This policy will be reviewed annually in January, or as needed in line with Governmental guidance.
Safeguarding Policy The purpose of this policy is to protect people, particularly our beneficiaries, associates, staff, volunteers, partners, consultants, and contractors from any harm that may be caused due to their coming into contact with the Good Faith Partnership. The policy applies to all those engaged, commissioned or contracted to work with or on behalf of the Good Faith Partnership. The Good Faith Partnership has a zero-tolerance approach to serious misconduct and will not tolerate its staff, associates, volunteers, consultants, partners or any representatives associated with the work of the Good Faith Partnership or its partners carrying out any form of violence, abuse, harassment or exploitation. Personal Responsibility Adults working for or with the Good Faith Partnership are responsible for their own actions and behaviour and should avoid any conduct which would lead a reasonable person to question their motivation or intention. They must also be familiar with the steps to be taken in the event of becoming aware of, suspecting or receiving allegations of abuse. It is the responsibility of each one of us to prevent and report the physical, sexual, emotional abuse or neglect of anyone we work alongside. The welfare of these individuals is paramount. All our colleagues without exception have the right to protection from abuse regardless of gender, ethnicity, disability, sexuality or belief. Each individual has the responsibility to raise any concerns they may have or those which are reported to them according to this policy. However, it is not the responsibility of an individual to decide if an incident of violence, abuse, harassment or exploitation has taken place or whether an incident constitutes a safeguarding breach. This is the responsibility of the Safeguarding Officer (David Barclay). The Good Faith Partnership is committed to: • Safeguarding the wholeness and wellbeing of beneficiaries, staff, associates, partners, volunteers, and all those connected with the activities of the Good Faith Partnership, and ensuring they have equal rights to protection from harm. • Challenging any abuse of power by anyone in a position of trust. • Ensuring concerns or allegations are taken seriously, investigated and acted on as appropriate. • Ensuring all its staff, associates, partners, volunteers or any representatives of the Good Faith Partnership are familiar with this policy and understand their responsibilities within it. • Ensuring all actions on protecting people are taken in the best interests of the person at risk. • Ensuring our recruitment practices are robust enough to ensure we never recruit anyone who poses a known risk. • Reporting criminal acts to the relevant statutory agency. • Reporting incidents to relevant donors. • Designing and delivering programmes which are safe for all and are based on the ‘do no harm’ principles. Definitions Child – A child is “anyone who has not yet reached their 18th birthday”. ‘Children’ therefore means ‘children and young people’ throughout. The fact that a child has reached 16 years of age, is living independently or is in further education, is a member of the armed forces, is in hospital or in custody in the secure estate for children and young people, does not change his or her status or entitlement to services or protection under the Children’s Act 1989. (See Children’s Act 2004) Vulnerable adult - The core definition of “vulnerable adult” from the 1997 Consultation “Who Decides?” is a person: “Who is or may be in need of community care services by reason of disability, age or illness; and is or may be unable to take care of unable to protect him or herself against significant harm or exploitation”. Abuse - Abuse is mistreatment by any other person or persons that violates a person’s human and civil rights. The abuse can vary, from treating someone with disrespect in a way that significantly affects the person’s quality of life, to causing actual physical or mental suffering.  What to do when you suspect alleged abuse or harassment Actual, potential or suspected incidents of abuse must be reported immediately. Where appropriate you should make a report to David Barclay (partner, acting as Safeguarding Officer) or your line manager immediately, who will then ensure that the matter is appropriately investigated. Alternative reporting mechanisms are also noted below. The need to report arises in the following instances: • Abuse is observed or suspected • An allegation of abuse is made • Someone discloses abuse No-one working with the Good Faith Partnership will prejudice their own position by responsibly reporting potential or suspected abuse. Where concerns are reported, it is not the individual’s responsibility to decide if abuse is taking place but it is their responsibility to pass these concerns on. Care must be taken regarding confidentiality and the sharing of information with appropriate people. Information given should be written in a report as soon as possible after the concern was raised (within 24 hours if possible). Any written records taken must be kept securely in a locked place or in a confidential electronic folder. Under no circumstances should any individual attempt to deal with the problem of abuse directly. An investigation team will be established supported by David Barclay as Safeguarding Officer. David can be contacted on david.barclay@goodfaith.org.uk and confidential reports can be sent to him at this address. Any information will be treated in confidence. What will happen next The Good Faith Partnership can and will take any disciplinary action necessary against staff, associates, partners or others if they are found to have breached our Safeguarding Policy. There may be times when the behaviour of employees, associates or partners may constitute a breach of the safeguarding policy, but not be considered criminal conduct. In this instance the Good Partnership may provide further support to these colleagues (for example training, counselling, or greater supervision). Equally there may be cases where it is deemed appropriate to dismiss an employee even if their behaviour hasn’t been criminal. Identifying information about safeguarding should be shared on a ‘need to know’ basis only. Any staff, associates or partners who raise concerns of serious malpractice should be protected as far as possible from victimisation or any other detrimental treatment if they come forward with concerns, provided that concerns are raised in good faith. Deliberate false allegations will be made a serious disciplinary offence and investigated by the Good Faith Partnership. David Barclay as Safeguarding Officer will ensure that reports are made to relevant donors and where applicable to relevant statutory authorities. The Good Faith Partnership will respond without delay to concerns or allegations that a child or vulnerable adult may have been harmed, cooperating with the police and social care services in any investigation. Recruitment We undertake to exercise proper care in the selection, appointment, training and support of those working in both paid and voluntary positions with children or vulnerable adults, including the use of Disclosure and Barring Service (DBS) disclosures and making appropriate referrals to the Disclosure and Barring Service. The Good Faith Partnership will ensure all team members will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that when recruiting new employees: • There is a written job description / person specification for the post • Those short listed have been interviewed • Safeguarding has been discussed at interview where the applicant will be working with children or vulnerable adults • Two references have been obtained including one from the most recent employer • A Disclosure and Barring Service (DBS) check or local equivalent is completed, where available and appropriate for the role • Qualifications where relevant have been verified • When appointed, that the applicant has been given a copy of the Good Faith Partnership’s safeguarding policy and knows how to report concerns When new associates join the Good Faith Partnership the partners will ensure that: • There is a written job description for their role • Safeguarding has been discussed where appropriate • A Disclosure and Barring Service (DBS) check or local equivalent is completed, where available and appropriate for the role • Qualifications where relevant have been verified • When appointed, that the applicant has been given a copy of the Good Faith Partnership’s safeguarding policy and knows how to report concerns This policy will be reviewed annually in January, or as needed in line with Governmental guidance.