The SPACE Centre

Policies on:

• The protection of children and vulnerable adults
• The use of CRB disclosure and the recruitment of ex-offenders
• Secure Storage, Handling, Use, Retention & Disposal of Disclosures & Disclosure Information

These policies apply to all staff and volunteers working in SPACE.

The Space Centre is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.

We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates. We select all candidates for interview based on their skills, qualifications and experience.

Policy on the Protection of Children and Vulnerable Adults

The SPACE Centre fully recognises its responsibilities for the protection of children and vulnerable adults.

A parent, carer, therapist or guardian should accompany clients at all times whilst in The SPACE Centre. SPACE staff and volunteers do not work alone with clients. The staff and volunteers may offer advice and assistance but they are not responsible for the care or treatment of clients.

We aim to

· Practice safe recruitment in checking the suitability of staff and volunteers to work with children and vulnerable adults.

· Have and implement procedures for identifying and reporting cases, or suspected cases, of abuse.

· Provide a safe environment for children and vulnerable adults.

Protection of children

The SPACE Centre will:

· Designate the Centre Manager as the senior person for child protection, and ensure that they have received appropriate training and support for this role.

· Designate the chair of the board of directors as director responsible for child protection.

· Ensure every member of staff (including temporary staff and volunteers) and board of directors knows the name of the designated senior person responsible for child protection and their role.

· Ensure all staff and volunteers understand their responsibilities in being alert to the signs of abuse and responsibility for referring any concerns to the designated senior person responsible for child protection immediately, who will then inform the relevant authorities.

· Keep confidential written records of concerns about children, even where there is no need to refer the matter immediately.

· Ensure all records are kept securely and in locked locations.

· Develop and then follow procedures where an allegation is made against a member of staff or volunteer. (I think it would be better if we develop the procedures now and include them in this document- Peter)

· Ensure safe recruitment practices are always followed (I suggest we add “by using the Criminal Records Bureau (CRB) Disclosure service to assess applicants' suitability for positions of trust” - Peter)

We recognise that children who are abused or witness violence may find it difficult to develop a sense of self worth. They may feel helplessness, humiliation and some sense of blame. The SPACE Centre may form part of secure and predictable element in the lives of children at risk. When at The SPACE Centre their behaviour may be challenging and defiant or they may be withdrawn. (I do not see the need for this paragraph. – Peter)

Protection of vulnerable adults from abuse

Definition of a vulnerable adult; “A person who is 18 years of age or over, and who is, or may be in need of community care services by reason of mental or other disability, age or illness and who is or may be unable to take care of him/herself, or unable to protect him/herself against significant harm or serious exploitation.” (The Law Commission – 1997)

Definitions and Types of Abuse

· Abuse is a violation of an individual's human and civil rights by any other person or persons.

· Abuse may consist of a single act or repeated acts

· The abuse can be physical, verbal, psychological, financial, or emotional

· Abuse can be seen as an act of negligence or omission to act and may the unintended consequences of a person's actions

· Abuse can and may occur when a vulnerable adult is persuaded to enter into financial or sexual transactions to which they have not consented or cannot consent to.

Physical Abuse – Inflicting pain or physical injury, deliberately or otherwise. This may include hitting, slapping, pushing, kicking, misuse of medication, undue restraint, or inappropriate sanctions.

Sexual Abuse - The involvement of a person in sexual acts to which the vulnerable adult has not or could not consent and/or was pressured into consenting. This may include touching, fondling, actual or attempted rape and sexual assault, exposure to pornographic materials or being forced to witness sexual acts, offensive language.

Psychological abuse - Causing mental distress, anguish or deliberately negating the wishes of the vulnerable adult. This may include threats of harm, abandonment, humiliations, verbal or racial abuse, bullying, swearing, isolation, withdrawal from services or supportive networks, denial of choice.

Financial or material abuse – The inappropriate use of money, property or possessions of a vulnerable adult by another person. This may include theft, fraud, pressure around wills, property or inheritance, misuse or misappropriation of benefits, exploitation.

Neglect and acts of omission - If a vulnerable person’s development or general well-being is adversely affected they could be suffering from neglect. This may include failure to access medical care or services, negligence in the face of risk taking, failure to give prescribed medication, poor nutrition, lack of heating, poor hygiene, failure to provide appropriate health and dental care

Discriminatory - The inappropriate treatment of a vulnerable adult because of their race, colour, sex, sexuality, disability. Other forms of harassment, slurs or similar treatment may also be discriminatory.

Reporting of abuse or suspected abuse.

If one of the SPACE staff or volunteers witness abuse taking place, becomes aware that abuse has taken place or suspects that abuse has taken place, that person must report what they know or suspect. The manner and urgency of the report depends on the severity of the abuse.

Report of abuse which requires immediate action:

Report to SPACE Centre manager immediately. After discussion with staff member, if the adult is deemed in danger Social Services and the Police are to be contacted. If the SPACE Centre manager is not available, report the matter to Social Services and the Police on the following numbers as a referral MUST be made.

Preston Police 01772 203203

Social Services 0845 0530009

Report of abuse causing immediate concern:

Report SPACE Centre manager immediately and agree appropriate action. The person reporting the abuse will be kept informed of all decisions.

If SPACE Centre manager is not available, report the matter to Social Services and the Police on the above numbers as a referral MUST be made.

Report of abuse which causes concern:

Report to the SPACE Centre manager at earliest opportunity. This will be followed by a meeting to discuss further action.

Report of a staff member abusing:

Report to Chairperson of the Friends of the Willows immediately. After discussion with staff member they will decide on action to be taken.

The SPACE Centre will:

· Not ignore any report of abuse

· Ensure its staff are CRB checked

· Provide adequate training for staff keeping up to date with new legislation

· Work with outside agencies to protect Vulnerable Adults

· Support those who report abuse

· Keep written records of any incidents or causes for concern

Policy Statement on the use of CRB Disclosure and the recruitment of ex-offenders

As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants' suitability for positions of trust, the SPACE Centre complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.

We have a written policy on the recruitment of ex-offenders, which is made available to all Disclosure applicants at the outset of the recruitment process. (I’m not clear whether this means that the following paragraphs ARE our policy or whether it means that we have a separate policy somewhere else. If it is the former, then I suggest this paragraph should be “Our policy in the recruitment of ex-offenders is set out below and will be made available to all Disclosure applicants at the outset of the recruitment process. Peter)

A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.

Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, confidential cover, to the SPACE manager and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.

Unless the nature of the position allows The SPACE Centre to ask questions about your entire criminal record, we only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.

We ensure that all those in The SPACE Centre who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. (I do not know how will we do this. - Peter) We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974. (I do not know how we will do this. – Peter)

At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

We make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available on request.

We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.

Having a criminal record will not necessarily bar an applicant from working at SPACE. This will depend on the nature of the position and the circumstances and background of the offences.

Policy on the Secure Storage, Handling, Use, Retention & Disposal of Disclosures & Disclosure Information

General Principles

As an organisation using the Criminal Records Bureau (CRB) Disclosure service to help assess the suitability of applicants for positions of trust, The SPACE Centre complies fully with the CRB Code of Practice regarding the correct handling, use, storage, retention and disposal of Disclosures and Disclosure information. It also complies fully with its obligations under the Data Protection Act 1998 and other relevant legislation pertaining to the safe handling, use, storage, retention and disposal of Disclosure information and has a written policy on these matters which is available to those who wish to see it on request.

Storage & Access

Disclosure information is kept securely, in lockable, non-portable, storage containers with access strictly controlled and limited to those who are entitled to see it as part of their duties.

Handling

In accordance with section 124 of the Police Act 1997, Disclosure information is only passed to those who are authorised to receive it in the course of their duties. We maintain a record of all those to whom Disclosures or Disclosure information has been revealed. It is a criminal offence to pass this information to anyone who is not entitled to receive it.

Usage

Disclosure information is only used for the specific purpose for which it was requested and for which the applicant's full consent has been given.

Retention

Once a recruitment (or other relevant) decision has been made, we do not keep Disclosure information for any longer than is necessary. This is generally for a period of up to six months, to allow for the consideration and resolution of any disputes or complaints. If, in very exceptional circumstances, it is considered necessary to keep Disclosure information for longer than six-months, we will consult the CRB about this and will give full consideration to the data protection and human rights of the individual before doing so. Throughout this time, the usual conditions regarding the safe storage and strictly controlled access will prevail.

Disposal

Once the retention period has elapsed, we will ensure that any Disclosure information is immediately destroyed by secure means, i.e. by shredding, pulping or burning. While awaiting destruction, Disclosure information will not be kept in any insecure receptacle (e.g. waste bin or confidential waste sack). We will not keep any photocopy or other image of the Disclosure or any copy or representation of the contents of a Disclosure. However, notwithstanding the above, we may keep a record of the date of issue of a Disclosure, the name of the subject, the type of Disclosure requested, the position for which the Disclosure was requested, the unique reference number of the Disclosure and the details of the recruitment decision taken.