Belfast City Council Child Protection
Policy
and Procedures for Staff
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 1
Appendices
Appendix 1 Recruitment and Selection
Guidelines on
the employment of staff who have
substantial access to children ....................................................................
6
Appendix 2 Code of Behaviour on Child
Protection
for Council Staff ..............................................................................................
7
Appendix 3 Indicators and Effects of Abuse
................................................................
8
Appendix 4 Duties of Designated Officer
and
Key Worker for Child Abuse ..............................................................
9-10
Appendix 5 Training for Staff in Child
Protection ................................................
11
Appendix 6 Procedures for dealing with
allegations
of child abuse against a member of staff ............................................
12
Appendix 6.1 Flowchart to take if have
concerns
regarding a member of staff ..................................................................
13
Appendix 7 Procedures for dealing with
disclosure
of abuse or where a member of staff
suspects or is aware of a case of child
abuse. ....................................
14
Appendix 7.1 Flowchart on steps to take if
suspect Child Abuse ......................
15
Appendix 8 Immediate procedures to be
taken if
suspected abuse is observed taking
place within the work place ..................................................................
16
Appendix 9 Report Forms ..........................................................................................
17-26
Appendix 10 Guidance on how to deal with
disclosure of abuse ......................
27
Terms of Rererence ...................................................................................................................................
2
Introduction .................................................................................................................................................
2
Background...................................................................................................................................................
2
Aims of the Policy.....................................................................................................................................
2
Policy Statement .......................................................................................................................................
2
Definitions of Abuse ...............................................................................................................................
2
Designated Officer And Key Worker ................................................................................................
3
Training in Child Protection ................................................................................................................
3
Procedure for Dealing With Complaints of
Child Abuse........................................................
3
contents
APRIL 2003
2 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
1. TERMS OF REFERENCE
1.1 This policy is applicable to staff and
volunteers working with
children/young people aged 16 years
and below.
1.2 Coaches/hirers will be expected to
comply with legislation when
working with children/young
people. For further information,
please refer to the separate Council
guidelines for coaches/hirers.
2. INTRODUCTION
2.1 Belfast City Council is committed
to a delivery of service that
promotes good practice and protects
children from harm.
2.2 Members and staff within the
Council accept and recognise the
Council’s responsibilities to develop
awareness of the issues that may
cause children harm.
2.3 The Council will seek to protect the
safety of children and provide a safe
environment by, employing people
who are suitable for working with
children or to have contact with
children and by vetting the
background of persons who are
recommended for appointment to
posts (in either a paid or a voluntary
capacity), which have substantial
access to children.
See Appendix 1 for Recruitment
and Selection guidelines on the
employment of staff who have
substantial access to children.
2.4 The Council will ensure that
suitable and appropriate training is
provided to all staff, including
volunteers, to raise awareness of
their role in recognising child abuse,
including familiarity with the
Council’s Child Protection policy.
3. BACKGROUND
3.1 The Children (NI) Order
1995,came into force in Northern
Ireland on 4 November 1996 and it
deals with the care, upbringing and
protection of children. It reforms,
consolidates and harmonises most of
the public and private law relating
to children, in a single coherent
statutory framework.
3.2 One of the key principles in the
child care law is Protection. The
principle is that children should be
safe and should be protected by
intervention if they are in danger.
3.3 Under this legislation there are
requirements which set essential
standards, which the Council will
endeavour to follow by way of good
practice.
3.4 Having regard to the above and in
order to deal effectively with the
issue of child abuse, a clear
statement of Council policy and
clear procedures are considered
essential in order to communicate
the Council’s position and to assist
management in dealing with
incidents of this nature.
4. AIMS OF THE POLICY
4.1 To demonstrate the Council’s
commitment to providing and
maintaining a service that protects
children from harm, as well as
protecting the organisation and our
workers from potential allegations.
4.2 To ensure that the Council’s staff
and volunteers are carefully selected,
trained and supervised and are
familiar with the Council’s Child
Protection Policy.
5. POLICY STATEMENT ON
CHILD PROTECTION
5.1 Belfast City Council confirms its
commitment to making sure that
children are protected and kept safe
from harm while they are being
supervised by staff and volunteers
from this organisation. To this end
the Council will endeavour to
safeguard children by:-
• adopting child protection
guidelines through a code
of behaviour for staff.
(see Appendix 3 for guidelines)
• sharing information about child
protection and good practice.
• sharing information about
concerns with agencies who need
to know and involving parents,
carers and children appropriately.
• providing effective management
for staff through supervision,
support and training.
• taking appropriate action to
respond to issues of child
protection which occur on the
Council’s premises or involve its
workforce.
• nominating a Designated Officer
and Key Worker(s) to co-ordinate
the Child Protection Policy. The
Key Workers will be located in
Sections where staff are in contact
with children on a daily basis.
6. DEFINITIONS OF ABUSE
6.1 There are several different categories
of abuse officially defined in
government guidance and these are
central to the statutory child
protection system.
6.2 All staff and volunteers should be
aware that essentially, “child abuse”
occurs when the behaviour of
someone in a position of greater
power than a child causes harm.
See Appendix 4 for Indicators and
Effects of Abuse.
6.3 The common denominator of all
forms of child abuse is that it makes
children feel bad and worthless.
Because children can be abused in a
number of ways the harm caused
cannot always be easily categorised.
The Children (NI) Order 1995
defines 4 categories of abuse:
Neglect - the actual or likely
persistent or significant neglect of a
child, or the failure to protect a
child from exposure to any kind of
danger, including cold and
starvation.
Physical - actual or likely deliberate
physical injury to a child, or wilful
or neglectful failure to prevent
physical injury or suffering to a
child.
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 3
Sexual - actual or likely sexual
exploitation of a child. The
involvement of children and
adolescents in sexual activities they
do not truly comprehend.
Emotional - actual or likely
persistent or significant emotional
ill-treatment or rejection, resulting
in severe adverse effects on the
emotional, physical and/or
behavioural development of a child.
Bullying - Although bullying has
not been defined as abuse within
the Children (NI) Order 1995, a
child who is bullied may be suffering
any type of abuse as defined. It
may take many forms but the main
types are; physical (eg hitting,
kicking, theft); verbal (eg
sectarian/racist remarks, name
calling); indirect (eg spreading
rumours)
6.4 It is not always easy to recognise a
situation where abuse may occur or
where it has already taken place.
It is unlikely that staff will be
experts and it should be stressed
that in accordance with the
Children (N.I.) Order 1995, the
Health and Social Services have a
statutory duty to ensure the welfare
of a child.
7. DESIGNATED OFFICER
AND KEY WORKER
7.1 The Council has nominated a Child
Protection Designated Officer and
Key Worker(s) who have been
specially trained in the area of Child
Protection and are acutely
committed to the principle of
confidentiality. (See Appendix 4 for
Duties of Designated Officer and
Key Worker).
8. TRAINING IN CHILD
PROTECTION
8.1 All staff to which this policy
relates will receive awareness
training in child protection,
including familiarity with the
Council’s Child Protection Policy.
This is to include all volunteers,
paid staff, line managers/supervisors
and policy makers.
8.2 Training provided will be at four
different levels:- customer care,
basic, intermediate and full course.
The content, duration and who
should attend will vary for each
level. Further details of which are
provided at Appendix 5.
8.3 Voluntary groups who work with
children and obtain grant aid
through the Council are required
to have a Child Protection Policy
within their organisation as a
condition of their grant aid.
9. PROCEDURE FOR DEALING
WITH COMPLAINTS OF
CHILD ABUSE
9.1 There are two elements under this
section, those where allegations of
child abuse have been made against
staff and those where staff suspect a
case of child abuse.
9.2 Where staff suspect a case of child
abuse, they must recognise that
they have a legal responsibility to
report this through Council
procedures.
9.3 Confidentiality and sensitivity to
the needs of the child must be
paramount in all situations.
Information must not be passed to
another person other than those
outlined within the Council
procedures.
9.4 Appendix 6 deals with Procedures
relating to allegations made against
staff. (A flow chart illustrating the
reporting processes is contained in
Appendix 6.1.)
9.5 Appendix 7 deals with guidance
on disclosure of abuse or where a
member of staff is aware of or
suspects a case of child abuse.
(A flow chart illustrating the
reporting processes is contained
in Appendix 7.1.)
9.6 Appendix 8 deals with guidance
where a member of staff observes
suspected abuse may be taking
place within the workplace.
4 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 5
appendices
6 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
RECRUITMENT AND SELECTION GUIDELINES ON
THE EMPLOYMENT
OF STAFF WHO HAVE SUBSTANTIAL ACCESS TO
CHILDREN.
1.6 It is for the recruitment panel to
decide as to the
candidate’s suitability for working with
children taking
into account only those offences which may
be relevant to
the post.
2. AGENCY STAFF
2.1 The Council ensures that any
Employment Agency
supplying temporary staff to cover posts
with substantial
access to children is required to carry
out the necessary
Police and PECS checks on the Council’s
behalf to ensure
the suitability of the Agency Staff for
working with
children.
3. VOLUNTEERS
3.1 Where individuals volunteer to work in
an unpaid capacity
in Council premises eg Community Centres,
Leisure
Centres, Parks, Playcentres and where
there is substantial
access to children the host Department is
responsible for
ensuring that the appropriate consent is
obtained from the
volunteers, and the necessary Police and
PECS checks are
undertaken.
3.2 Where there are serious concerns
regarding a volunteers
behaviour or enquiries pending, the
Council reserves the
right to consider the volunteer to be
unsuitable to work
with children. In all circumstances, the
Council will err on
the side of safety to ensure that the
child’s welfare is
paramount.
1 appendix
1. INTRODUCTION
1.1 Arrangements are in place for
Departments to notify the
Human Resources Section of those posts
which have
substantial access to children under 16
years and
vulnerable adults as identified in
accordance with Section
7 and Appendix 6 of ‘Making the Right
Choice’ - A Guide
to using the Pre-Employment Consultancy
Service’, issued
by the Department of Health and Social
Services.
1.2 The recruitment of all posts in the
Council is centralised
in the Human Resources Section which
administers
recruitment exercises on a Department’s
behalf.
1.3 Applicants for posts with substantial
access to children -
whether permanent, temporary (for more
than 10 days),
full-time or part-time, are required to
complete a special
application form which
• draws attention to the Rehabilitation of
Offenders
(Exceptions) (Amendments) Order (NI) 1979
as
amended by the Rehabilitation of Offenders
(NI) 1987
which provides that convictions that are
spent under the
Terms of the Rehabilitation of Offenders
(NI) Order
1978 must be disclosed if the individual
will be working
with children or young people, and which
allows
employers to take spent convictions into
account in
deciding whether to engage the applicant.
• asks applicants to list on the
application form any
convictions, cautions or bind overs.
• asks for the applicant’s written consent
for checks to be
carried out by Police as to the existence
and content of a
criminal record and by the DHSS
Pre-Employment
Consultancy Service (PECS) as to the
suitability of an
individual to work with children.
• points out that refusal to grant consent
for such checks
shall be sufficient grounds to prevent
further
consideration of the application.
1.4 On completion of the interviews checks
are requested after
applicants have been recommended for
appointment but
before they are appointed to the post.
1.5 Checks are requested from the Police
and PECS by a
designated officer in Human Resources who
is authorised
to request and receive such information,
and any results
are returned to them for forwarding to the
panel. The
information provided by the Police and
PECS is
confidential.
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 7
1. INTRODUCTION
1.1 Belfast City Council recognises that
it is not practical to
provide definitive instructions that would
apply to all
situations at all times whereby staff come
into contact with
children and to guarantee the protection
of children and
staff.
1.2 However, below are the standards of
behaviour required of
staff in order to fulfil their roles
within the Council. This
code should assist in the protection of
both children and
members of staff.
1.3 These guidelines apply to volunteers
who work in an
unpaid capacity in Council premises.
1.4 Staff must:
• implement the Child Protection Policy
and Procedures
at all times
1.4 Staff must never:
• engage in rough, physical games
including horseplay
with children.
• allow or engage in inappropriate
touching of any kind.
The main principles of touch are:
touch should always be in response to the
child’s need
touch should always be appropriate to the
age and
stage of development of the child.
touch should always be with a child’s
permission
• do things of a personal nature for
children that they can
do for themselves or that their parent can
do for them.
• Physically restrain a child/young person
unless the
restraint is to:-
prevent physical injury of the child/other
children/visitors or staff/yourself
In all circumstances physical restraint
must be
appropriate and reasonable, otherwise the
action
can be defined as assault.
• make sexually suggestive comments to or
within earshot
of a child
1.5 Staff must not:
• have children/young people on their own
in a vehicle.
Where circumstances require the
transportation of
children/young people in their vehicle,
another
• member of staff/volunteer must travel in
the vehicle.
Also it is essential that there is
adequate insurance for
the vehicle to cover transporting
children/young people
as part of the business of your work
• in extreme emergencies (for medical
purposes) where it
is required to transport a child/young
person on their
own, it is essential that another leader
and the parent is
notified immediately
• take a child to the toilet unless
another adult is present
or has been made aware (this may include a
parent,
group leader)
• spend time alone with a child on his/her
own. If you
find you are in a situation where you are
alone with a
child, make sure that you can be clearly
observed by
others.
1.6 Implications for staff
Staff who breach any of the above may be
subject to the
disciplinary procedure.
If an allegation against a member of staff
has occurred then
an investigation will be carried out in
accordance with the
procedure for dealing with allegations
against staff (See
Appendix 6). The investigating officer
will be required to
liaise with the Designated Officer for
Child Protection to
clarify if she/he has any relevant records
or any other child
protection information in relation to the
individual.
1.7 Further Information
Should any member of staff require further
information,
the Community and Leisure Services Section
have
produced a Playwork Code of Practice. This
document
details appropriate codes of behaviour and
good practice
guidelines. Copies are available from the
Play
Development Officer on extension 3524.
CODE OF BEHAVIOUR ON CHILD PROTECTION FOR
COUNCIL STAFF 2 appendix
8 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
1. INTRODUCTION
1.1 Even for those experienced in working
with child abuse, it
is not always easy to recognise a
situation where abuse may
occur or has already taken place. It is
unlikely that staff
will be experts and it should be stressed
that in accordance
with the Children (NI) Order 1995, the
Health and Social
Services have a statutory duty to ensure
the welfare of
a child.
1.2 The onus on Belfast City Council is to
provide a safe
environment by:
• employing people who are suitable for
working with or
to have contact with children
• having effective and clear procedures
for reporting any
suspicions through their own structures to
the relevant
Health and Social Services Board.
• only allowing hirers to use Council
facilities who have
signed conditions of hire agreeing to
adhere to the
Council’s Child Protection Policy.
2. INDICATIONS THAT A CHILD MAY
BE ABUSED INCLUDE:
• unexplained or suspicious injuries such
as bruising, cuts
or burns, particularly if situated on part
of the body not
normally prone to such injuries;
• an injury for which the explanation
seems inconsistent;
• the child describes what appears to be
an abusive act
involving him/her;
• someone else - a child or adult,
expresses concern about
the welfare of another child;
• unexplained changes in behaviour over
time e.g.
becoming very quiet, withdrawn or
displaying sudden
outbursts of temper;
• inappropriate sexual awareness;
• engagement in sexually explicit
behaviour in games;
• distrust of adults, particularly those
with whom a close
relationship will normally be expected;
• difficulty in making friends;
• prevented from socialising with other
children;
• displays variations in eating patterns
including
overeating or loss of appetite;
• loss of weight for no apparent reason
• increasingly dirty or unkempt
appearance.
This list is not exhaustive and the
presence of one or
more of the indicators is not proof that
abuse is
actually taking place. It is stressed,
however, that it is
not the responsibility of members of staff
to prove
that abuse is taking place but is their
responsibility to
act upon any concerns, by reporting these
to the Key
Worker or Designated Officer.
3. EFFECTS OF ABUSE
3.1 Abused children can suffer changes in
normal behaviour
and can suffer long term damage that may
follow them
into later life.
3.2 The main effects of abuse on children
are as follows:
• Pain and distress.
• Behavioural difficulties, like becoming
angry and
aggressive.
• School related problems.
• Developmental delay - physically,
emotionally and
mentally.
• Low self esteem.
• Depression, self-harm - sometimes
leading to suicide.
• Difficulty in forming relationships as
adults.
• Sometimes, if untreated, abusive
relationships with own
(or other) children.
• Permanent or temporary injury.
• Children may die.
3.3 Factors that might increase the
likelihood of risk:
• Young children who might have difficulty
telling others.
• Disabled children who might have
difficulty
communicating or accessing people to tell.
• Children who are already experiencing
some form of
discrimination (e.g. racial harassment) as
they are more
isolated from other adults / children.
They may also
perceive the abuse as a part of the
ongoing
discrimination.
• Poor relationship between children and
parents/carers.
• High levels of stress.
• History of violence in the family.
3.4 The damage inflicted by bullying can
be frequently
underestimated . It can cause considerable
distress to
children to the extent that it affects
their health and
development or, at the extreme, causes
them significant
harm. In these circumstances bullying
should be
considered as child abuse and treated as
such.
INDICATORS AND EFFECTS OF ABUSE 3 appendix
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 9
The Council will appoint a Designated
Officer who will have
overall responsibility in referring
incidents to Social Services.
Key Workers will be appointed in those
Sections that have most
contact with children. These will act as
the first point of
contact and support. They will also assist
with gathering the
relevant information from the staff
concerned regarding
incidents of alleged abuse. The Key
Workers will be
instrumental in the decision to refer the
alleged incident to
Social Services. Once a decision has been
made, the
information will be passed to the
Designated Officer for referral.
In the absence of the Designated Officer,
the Key Worker will
pass the information directly to Social
Services.
Copies of all reports of incidents will be
passed to the
Designated Officer.
DUTIES OF DESIGNATED OFFICER FOR
CHILD PROTECTION
1. To record a disclosure of abuse made by a child to a
member of the Council’s staff. The alleged
abuse could
involve either an external person or
Council Staff.
2. To record Council staff’s suspicions of a child being
abused.
3. In 1 or 2 above, to seek advice from the relevant
agencies
and report, if appropriate. If the
disclosure/suspicions
relate to Council Staff, to advise and
liaise with the
relevant Head of Service, if appropriate.
If a member of Council staff has concerns
about a colleague
not fulfilling the Councils Policy and
Procedures on Child
Protection, such concerns are to be taken
to the relevant Line
Manager in the first instance. As the
matter is examined by
the Line Manager, she/he may need to
involve the Designated
Officer/Key Worker, if it becomes apparent
there is a Child
Protection issue.
Where the incident relates to a Line
Manager not fulfilling the
Councils Policy and Procedures on Child
Protection, such
concerns are to be taken to the next
relevant Line Manager in
the first instance.
Possible involvement of a member of
Council staff must also be
notified to the Head of Service and to the
Head of Human
Resources.
4. To record all action taken and where appropriate,
advise
the relevant line management. Detail of
information
provided will be based on the ‘need to
know’ principle.
5. To ensure that if the Designated Officer is not onsite
that a
list of Key Worker contacts has been made
available.
6. To ensure all written records in relation to Child
Protection issues are securely and
confidentially filed.
7. To establish contact with Child Protection Teams
within
the relevant Health and Social Services
Trust if:-
a) allegations of child abuse have been
made against a
member of staff or,
b) a member of staff has been made aware of
alleged
child abuse by an external person
8. To liaise with the Key Worker(s) to ensure the ongoing
implementation and review of the Council’s
Child
Protection Policy and Procedures.
9. To liaise with the Key Workers through the Key Worker
network.
10. To fulfil any other relevant duties which may become
apparent as the role of Designated Officer
develops.
DUTIES OF KEY WORKER FOR
CHILD PROTECTION
1. To act as the first point of contact and support.
2. To record a disclosure of alleged abuse made by a child
to
a member of the Council’s staff. The
alleged abuse could
involve either an external person or
Council Staff.
3. To record Council staff’s suspicions of a child
allegedly
being abused.
4. To discuss future action with the member of staff who
made the report. Where appropriate,
another member of
staff may be included where he/she has
observed possible
signs of abuse or heard a child disclosing
details of
potential abuse.
5. To record all action taken and advise the Designated
Officer within 24 hours. Where the
Designated Officer is
unavailable and a decision has been made
to refer the
incident to Social Services, the Key
Worker must seek
advice from the relevant agencies and
report directly to
Social Services.
ROLE OF DESIGNATED OFFICER AND KEY WORKER 4 appendix
10 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
If the disclosure/suspicions relate to
Council Staff, to
advise and liaise with the relevant Head
of Service, if
appropriate.
The possible involvement of a member of Council
staff
must also be notified to the Head of Human
Resources.
6. To record all action taken and advise the relevant
line
management, where appropriate. Detail of
information
provided will be based on the ‘need to
know’ principle
7. To ensure that if not onsite that a list of Key Worker
contacts has been made available.
8. To ensure all written records in relation to Child
Protection issues are securely and
confidentially filed.
9. In the absence of the Designated Officer, to establish
contact with Child Protection Teams within
the relevant
Health and Social Services Trust if:-
a) allegations of child abuse have been
made against a
member of staff or,
b) a member of staff has been made aware
of alleged
child abuse by an external person
10. To keep up to date with relevant Child Protection
legislation, good practice and
developments.
11. To liaise with the Designated Officer to ensure the
ongoing implementation and review of the
Council’s Child
Protection Policy and Procedures.
12. To deliver training, as appropriate, within the
section and
throughout the Council.
13. To fulfil any other relevant duties which may become
apparent as the role of Key Worker
develops.
KEY WORKER NETWORK
A Key Worker network will be established
to meet a minimum
of three times per year. The function of
this Network will be to:
• To liaise with the Designated Officer to
ensure the ongoing
implementation and review of the Council’s
Child Protection
Policy and Procedures.
• To keep up to date with relevant Child
Protection legislation,
good practice and developments.
• To liaise with other Key Workers.
• To review and monitor ongoing training
in child protection
awareness.
The Key Worker network will be facilitated
by the Play
Development Officer (who will also be a
Key Worker).
The role of the Play Development Officer
will be to:
• To assist in identifying appropriate
training programmes in
conjunction with other key workers and
trainers in the
Council and in other relevant agencies.
• Co-ordinate regular meetings.
• Arrange information updates, including
speakers to attend
the network meetings.
ROLE OF DESIGNATED OFFICER AND KEY WORKER 4 appendix
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 11
1. The aim of training is to increase the
awareness and
explore issues around the protection of
children, staff and
Belfast City Council.
2. All staff within the Council who have
contact with
children will receive one of the four
identified levels of
training.
3. The co-ordination of training and
identification of staff to
attend training will be the responsibility
of Heads of
Section and Unit Mangers.
4. Training will be provided by the team
of accredited child
protection trainers.
5. The content of the training will be
regularly reviewed by
the team of accredited trainers and other
appropriate
Council Officers.
6. The training will be provided on four
different levels
as follows:-
CUSTOMER CARE
For staff who have general contact with
the public, an
additional element to the Customer Care
Course will be
provided on Codes of Behaviour and
familiarisation with the
Council’s Child Protection Policy.
BASIC LEVEL COURSE
Duration: 2/2.5 hours
Who for: Any staff who have regular contact with
children
Content: Awareness of Child Protection issues:
• What is abuse?
• Who abuses?
Signs and Symptoms
Dealing with Disclosure
Code of Behaviour:
• Why a code of behaviour
• Protecting children and workers
• The use of a code of behaviour
Belfast City Council’s Policy and
Reporting
procedures
INTERMEDIATE LEVEL COURSE
Duration: 4 hours
Who for: staff who directly work with children and will
potentially be in a position of
unsupervised
access
Content: Awareness of Child Protection issues including:
• What is abuse?
• Who abuses?
Signs and Symptoms
Dealing with Disclosure
Code of Behaviour:
• Why a code of behaviour
• Protecting children and workers
• The use of a code of behaviour
Awareness of issues around:
• working with children from ethnic
backgrounds or with disabilities
• dealing with bullying
Belfast City Council’s Policy and
Reporting procedures
FULL LEVEL COURSE
Duration: 6 hours in total - 2 x 3 hour sessions
Who for: Staff who directly work with children and will
potentially be in a position of
unsupervised
access. Staff who will be involved in the
selection and recruitment of non-Council
staff
and/ or volunteers
Content: Awareness of Child Protection issues:
• What is abuse?
• Who abuses?
• Signs and Symptoms
• Dealing with Disclosure
Recruitment and Selection of Staff and
Volunteers
Supervision, Support and Training
Code of Behaviour:
• Why a code of behaviour
• Protecting children and workers
• The use of a code of behaviour
Awareness of issues around:
• working with children from ethnic
backgrounds or with disabilities
• dealing with bullying
• residential issues
Policy and procedures:
• Belfast City Council’s Policy
• Reporting procedures
• Development of a Policy
• Dealing with concerns
TRAINING FOR STAFF IN CHILD PROTECTION 5 appendix
12 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
1. INTRODUCTION
1.1 Allegations of child abuse can
potentially be made about
any member of staff (especially those in
contact with the
public and especially children).
1.2 Child abuse does occur outside the
family setting and
although a very sensitive and difficult
issue, child abuse
has occurred within institutions.
1.3 It is critical that all relevant staff
are aware of such issues
and how to deal with any allegations
appropriately.
1.4 In all circumstances an allegation
should be reported to
the relevant line manager and Key Worker.
If however,
the allegation involves the line manager a
report should be
made to the next level of management.
The Line Manager will inform the Head of
Service and
the Head of Human Resources.
The Key Worker will inform the Designated
Officer.
2. INVESTIGATION
2.1 As a result of any allegation being
received the matter will
immediately be the subject of a
preliminary investigation.
2.2 Following a preliminary investigation
consideration will be
given to:-
(i) whether or not the employee/s should
be suspended
from work while a full investigation is
carried out.
(ii) whether or not there is a need to
carry out a full
investigation into the allegation/s.
(iii) whether or not the police should be
informed.
(iv) whether or not the Department of
Health and Social
Services should be informed.
2.3 Should there be no innocent
explanation in respect of the
allegation/s, and these constitute
possible act/s of gross
misconduct the employee/s will be
suspended from work
on full pay.
2.4 The relevant Head of Service will
appoint two
independent investigating officers who
will carry out a full,
formal investigation in respect of the
allegation/s. The
investigating officers will report to the
Head of Service on
completion of the investigation, as to
whether or not the
allegation/s have been substantiated.
3. DISCIPLINARY PROCEDURE
3.1 On the basis of the investigating
report, and, in
accordance with the Council’s disciplinary
procedure,
disciplinary action may take place, which
may include
dismissal.
3.2 In addition to the Council’s
disciplinary investigation the
police may be informed of the allegation/s
pertaining to
the employee/s concerned immediately
following the
alleged incident taking place.
3.3 Should a police investigation, or a social
services
investigation take place the Council will
seek information
from these parties. This information may
well influence
the disciplinary investigation and
decision, but the
Council will not necessarily wait for the
completion of
such investigations and will not
necessarily be influenced
by them as the Council will examine the
impact of the
allegations on the employment relationship
of the
employee/s concerned.
3.4 Where staff are disciplined or
dismissed as a result of
inappropriate behaviour in regard to
children or vulnerable
adults, information will be passed on to
the Department of
Health and Social Services by the Head of
Human
Resources.
PROCEDURES FOR DEALING WITH ALLEGATIONS OF
CHILD
ABUSE AGAINST A MEMBER OF STAFF 6 appendix
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 13
ONCE INFORMED THE LINE MANAGER MUST TAKE
ALL NECESSARY
MEASURES TO ENSURE THE SAFETY OF THE CHILD
AND OTHER CHILDREN.
FOR FURTHER INFORMATION - PLEASE REFER TO
APPENDIX 6.
CONCERNS REGARDING A MEMBER OF STAFF
6.1 appendix
Refer concerns to Line Manager
and Key Worker
Relevant supervision
and training provided. Is abuse involved?
ARE YOU CONCERNED ABOUT
INAPPROPPRIATE BEHAVIOUR
BY A MEMBER OF STAFF
Report concerns to Head
of Service and
Designated Officer.
Designated Officer to inform
Social Services
Social Services to advise
regarding contact with
parents and police
Designated Officer to
inform Social Services
Social Services to
advise regarding contact
with parents and police
Report concerns to
Head of Service and
Designated Officer.
If incidence relates to Line
Manager Report concerns to
next level of management
and Key Worker.
Report concerns to Head of
Service and Designated
Officer.
Designated Officer informs
Social Services.
Social Services to advise
regarding contact with
parents and police.
YES
Is it poor practice? Is it abuse?
YES
14 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
1. INTRODUCTION
1.1 Anyone who suspects that a child has
or is being harmed
or is at risk of harm has a duty to record
the suspected
incident and to convey this concern
immediately to a Key
Worker/Designated Officer within the
Council.
1.2 Line Managers will be informed that an
alleged incident
has taken place. For reasons of
confidentiality, the level of
information passed to the Line Manager
will depend on
his/her direct involvement in the
workplace and will be at
the discretion of the Designated
Officer/Key Worker.
1.3 It is essential that suspicions are
reported to a Key Worker.
The consequences of failing to report an
allegation or
suspicion should far outweigh the risk of
being wrong. It is
essential that the welfare of the child
must always be the
first priority.
1.4 There is a legal responsibility to
report the allegation or
suspicion as withholding evidence
regarding a criminal
action is an offence.
1.5 The Key Worker will advise regarding
discussion of the
suspected abuse with parents / carers. In
situations where
the parent / carer is potentially
responsible for the abuse,
the child might be placed at greater risk
were such
suspicions discussed. In certain
situations, it is best for the
Health and Social Services to discuss the
suspected abuse
with the parents as they have the
expertise to deal with
the situation.
1.6 Once a worker becomes aware or
suspects a case of child
abuse s/he should ensure in so far as
possible that the child
is protected from the situation of danger.
The worker has
no power to intervene directly where the
alleged abuser is
the parent or carer of the child. In this
latter case it is
imperative that the next step is taken as
quickly as
possible.
1.7 The worker should discuss the case as
early as possible with
a Key Worker. In certain situations, where
the Key Worker
is unavailable or is suspected to be the
abuser, contact
should be made directly with the Council’s
Designated
Officer.
1.8 Sharing in this matter means that the
worker has an
opportunity to discuss and assess their
concerns in a
responsible way as well as sharing some of
the load with
someone outside the situation.
1.9 Once reported, the Key Worker should
report the matter
to the Designated Officer, who in return
will report
the alleged incident to Social Services.
The Key
Worker/Designated Officer will have
received relevant
training and have guidelines as to
reporting to the
appropriate authorities.
1.10 Where the Designated Officer is
unavailable, the Key
Worker will report the alleged incident
directly to Social
Services and inform the Designated Officer
as soon as possible.
1.11 Discussion should not take place with
anyone else
within the line management structure as
this impedes
investigation and affects the
confidentiality of the
situation. It is up to the discretion of
the Designated
Officer/Key Worker, as to who else is to
be informed of the
situation, including incidents where a
member of staff may
be the alleged abuser.
1.12 Staff should not initiate an
investigation, including
discussion of the potential abuse with
other professionals
(e.g. schools, health workers), as this is
assuming the
responsibility of the Social Services. By
doing so s/he could
complicate an already sensitive situation
and perhaps
contaminate evidence which could have
negative
consequence for subsequent legal
proceedings.
A flow chart relating to reporting
procedures is included
at Appendix 7.1.
1.13 Once a worker becomes aware of or
suspects a case of
abuse it is important that they make a
record of
observations, happenings and discussions
that are relevant.
This record should be factual and not
include opinions or
personal interpretations of the facts
presented.
1.14 The record should be made within 24
hours of the
suspicion arising, with each recording
dated, signed and
stored in a secure place. Records are to
be made on the
relevant form as provided in Appendix 7.2
1.15 To assist members of staff on how to
deal with a situation
where a child has made a disclosure of
Child Abuse -
Appendix 7.3 provides guidance on some of
the Do’s and
Don’ts on how to react.
1.16 Where a member of staff observes
possible signs of abuse, it
would only be appropriate to involve
another member of
staff to verify the signs or symptoms.
Extreme discretion
must be taken when this occurs as the
child or other
children must not be alarmed. The name of
the other
member of staff must be recorded on the
report form.
1.17 Where a child discloses possible
abuse, it is unlikely to be
appropriate to include another member of
staff in the
conversation as to disclose in the first
place will be
traumatic enough for the child. Where
another member of
staff observes the disclosure, this should
be recorded on the
report form.
1.18 Decisions to refer the incident to
Social Services will be
taken by the Key Worker. The information
will be passed
to the Designated Officer, who will report
the alleged
incident directly to Social Services.
Where the Designated
Officer is unavailable, the Key Worker
will report the
alleged incident directly to Social
Services. Details from
this meeting will be recorded on the
relevant form and
passed to the Designated Officer.
GUIDANCE ON DISCLOSURE OF ABUSE OR WHERE A
MEMBER OF STAFF SUSPECTS A CASE OF CHILD
ABUSE. 7 appendix
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 15
APPENDIX 7.1
CONCERNS ABOUT ABUSE BY AN EXTERNAL PERSON
FOR FURTHER INFORMATION - PLEASE REFER TO
APPENDIX 7.
7.1 appendix
YES
Do not investigate this yourself or
inform parents.
Social Services will advise and act
accordingly.
Key worker and relevant staff
members to meet.
Recommendation referred to
Designated Officer
CONCERNS ABOUT ABUSE BY AN EXTERNAL PERSON
ARE YOU CONCERNED ABOUT
ABUSE BY A PARENT, CARER OR
ANOTHER PERSON?
Report yourt concerns to Key Worker.
Provide copy of report form
Retain original in a safe place.
Designated Officer makes Referral
to Social Services
Designated Officer / Key Worker informs
Line Manager and Head of Service.
1. INTRODUCTION
1.1 These guidelines apply in exceptional
circumstances and
only when a member of staff observes
suspected abuse
of a child.
The guidelines do not apply if:
• The suspected abuse may have already
taken place and
the suspected abuser has left the
premises.
• Where the suspected abuser is a parent
or legal guardian.
In the circumstances above the member of
staff must
follow the guidelines outlined in Appendix
7.
1.2 Line Manager or Duty Officer to be
informed immediately
and the Child Protection Branch of the
Police Service to
be contacted immediately.
1.3 Staff should ensure in so far as
possible that the child is
protected from the situation of danger. A
member of staff
has no power to intervene directly where
the alleged
abuser is the parent or carer of the
child. In these
situations, it is imperative to follow the
procedures
outlined in Appendix 7 as soon as possible.
1.4 As soon as it is practical and not
less than 4 hours after the
incidence, contact must be made with
either a Key Worker
or Designated Officer.
16 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
1.5 It is important for the member of
staff who has made the
observation to make a record of
observations, happenings
and discussions that are relevant. This
record should
be factual and not include opinions or
personal
interpretations of the facts presented.
The record should be
made within 6 hours of the suspicion
arising, with each
recording dated, signed and stored in a
secure place.
A copy must be provided to the Key Worker
with whom
contact was made. Records are to be made
on the relevant
form as provided in Appendix 7.2
1.6 Discussion should not take place with
anyone else who was
not involved immediately within the
situation as this
impedes investigation and affects the
confidentiality of the
situation. It is up to the discretion of
the Designated
Officer/Key Worker, as to who else is to
be informed of the
situation, including incidents where a
member of staff may
be the alleged abuser.
IMMEDIATE PROCEDURES TO BE TAKEN IF
SUSPECTED ABUSE
IS OBSERVED TAKING PLACE WITHIN THE
WORKPLACE 8 appendix
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 17
9 appendix
Name of child/ young person:
Age:
Parent/ Carer Name(s):
Phone Number:
Home Address:
Please ensure questions are fully answered
This form must be kept in a secure
place
PLEASE NOTE THIS IS A DISCOVERABLE
DOCUMENT.
Department:
Section:
Work Location/Centre:
CHILD PROTECTION REPORT FORM
PRIVATE AND CONFIDENTIAL
18 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
9 appendix
DISCLOSURE
Please complete the box below if a child
has disclosed to you about the alleged abuse.
If the child has not provided any
information please state NOT APPLICABLE.
When was the disclosure made? (dates and
times)
Where was the disclosure made?
What were the immediate circumstances
leading to the disclosure?
Were there others present at the time of
disclosure?
YES _ NO _ DON’T KNOW _
If YES, please state who (name and
position) and what role did they play?
What feelings were expressed by the young
person before, during and immediately after the disclosure?
CHILD PROTECTION REPORT FORM
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 19
9 appendix
SIGNS
Describe any signs of physical injury
evident on the child.
Describe any signs of behaviour changes of
the child / young person:
Were there others present at that observed
the signs/symptoms?
YES _ NO _ DON’T KNOW _
If YES, please state who (name and
position) and what role did they play?
Signed: Date:
Referred to Key Worker /
Designated Officer Date:
CHILD PROTECTION REPORT FORM
20 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
9 appendix
PRIVATE AND CONFIDENTIAL
Please ensure questions are fully answered
This form must be kept in a secure
place
PLEASE NOTE THIS IS A DISCOVERABLE
DOCUMENT.
Date of Meeting(s):
Names of those attending and positions:
Department:
Section:
Work Location/Centre:
Briefly describe incident concerned -
including dates:
KEY WORKER REPORT FORM
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 21
9 appendix
KEY WORKER REPORT FORM
Was the incident recorded by the member of
staff concerned? YES _ NO _
Date and time report received:
If no - state reasons incident was not
recorded:
If more than 24 hours have elapsed
following receipt of the report and the initial meeting - please state reasons
for delay:
Outline decision taken
Outline key issues discussed:
22 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
9 appendix
KEY WORKER REPORT FORM
Were all in agreement with the decision?
YES _ NO _
If not, please state outstanding issues:
Action taken:
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 23
9 appendix
Signed and Dated
Key Worker
Others in Attendance at Meeting
Date passed to Designated Officer:
KEY WORKER REPORT FORM
24 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
9 appendix
PRIVATE AND CONFIDENTIAL
This form must be kept in a secure
place
PLEASE NOTE THIS IS A DISCOVERABLE
DOCUMENT.
Date of Notification:
Name of Key Worker/Staff providing
notification:
Department:
Section:
Work Location/Centre:
Action recommended:
DESIGNATED OFFICER REPORT FORM
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 25
Was the incident recorded by the member of
staff concerned? YES _ NO _
Date and time report received:
If no - state reasons incident was not
recorded:
Did the Key Worker meet with the member of
staff concerned? YES _ NO _
Date and time report received of meeting:
If no - state reasons meeting was not
held:
9 appendix
DESIGNATED OFFICER REPORT FORM
26 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
Signed
Date
If incident was not referred to Social
Services, please state reasons why.
9 appendix
DESIGNATED OFFICER REPORT FORM
Referred to Social Services? YES _
NO _
If yes,
Name of Social Worker
Trust/Office
Date & Time Notified
Additional comments:
CHILD PROTECTION POLICY AND PROCEDURES FOR
STAFF 27
1. INTRODUCTION
The following information is a guide as to
some of the do’s and
don’ts on how to react when a disclosure
of abuse has been made.
DO DON’T
Stay calm Promise confidentiality
Recognise your own feelings Probe for more
information/investigate
Receive the information Panic
Reassure Make the child repeat
the story unnecessarily
Listen Use leading questions
Record
Report to Designated Officer
Get support for yourself
(The Designated Officer will be
able to direct staff to suitably
qualified external agencies.)
Remember:- how you react may mean the
child/young
person telling or not telling his/her
story. It may be the
beginning of the healing journey for the
child/young person.
10 appendix
GUIDANCE ON DISCLOSURE OF ABUSE AND HOW TO
DEAL WITH IT
28 CHILD PROTECTION POLICY AND PROCEDURES FOR STAFF
notes
The Cecil Ward Building, 4/10 Linen Hall
Street, Belfast BT2 8BP
Telephone: 028 9032 0202 Fax: 028 9032
5367
Email: play@belfastcity.gov.uk