Sharon Hubber (AMA) Linda Richardson Allegations Management Adviser (AMA) Supporting a Safer Workforce 17 th October 2008 Role of AMAs To support Local Safeguarding Childrens Boards ensure that: LSCB partners and others have arrangements for dealing with allegations of abuse against people working with, or on behalf of, children and young people and where allegations arise they are dealt with speedily and consistently to provide effective protection and support for children and those who work with them we all share a responsibility for safeguarding and promoting the welfare of children and young people Working Together to Safeguard Children 2006 LSCBs are the key statutory mechanism for agreeing how the relevant organisations in each local area will co- operate to safeguard and promote the welfare of children in that locality, and for ensuring the effectiveness of what they do Working Together to Safeguard Children 2006 Local Safeguarding Children Board (LSCB) Working Together to Safeguard Children 2006 Children can be subjected to abuse by those who work with them in any and every setting. An allegation of abuse or maltreatment by a professional, staff member, foster carer or volunteer must therefore be taken seriously and treated in accordance with consistent procedures. 6.20: All organisations that provide services for children, or provide staff or volunteers to work with or care for children, should operate a procedure for handling allegations t hat is consistent with [statutory guidance] 6.22: Working Together to Safeguard Children 2006 ALLEGATION CONCER COMP AINT Child Protection Procedures Disciplinary Procedures Complaint Procedures An allegation is... Information or a concern which suggests an adult working with or on behalf of a child or young person has hurt or harmed, or may hurt or harm, a child or young person Roles and Responsibilities LSCB member organisations should have a named senior officer who has overall responsibility for: ensuring that the organisation operates procedures for dealing with allegations in accordance with statutory guidance; and liaison with LSCB and LSCB ensures that there is an LA designated officer (s) to be involved in the management and oversight of individual cases (WT 2006,6.23) LSCB advises on role of Senior Managers in employers procedures Senior Manager considers: What information do I have about the subject of the allegation? What information do I have about the child/adult making the allegation? Am I aware of any incident/tension/friction between the parties? Senior Manager must then consider: Does the allegation suggest that the individual has: behaved in a way that has harmed, or may have harmed, a child possibly committed a criminal offence against, or related to a child, a child; or behaved towards a child or children in a way that indicates s/he is unsuitable to work with children Allegation Allegation reported to senior manager named in employers procedures Allegation reported to senior manager named in employers procedures Senior manager considers alleged behaviour Senior manager considers alleged behaviour Contacts LADO Initial discussion with LADO and decision re course of action Initial discussion with LADO and decision re course of action Police investigation Assessment by Social Care Employers Action (including disciplinary action) LADO tracks progress, monitors outcomes and reports to the LSCB and DfES Behaved in a way that has harmed, or may have harmed a child Possibly committed a criminal offence against, or related to, a child; or Behaved towards a child or children in a way that indicates s/he is unsuitable to work with children Internal Action e.g. Support for Staff/ Child Parent Policy review Staff Training What we have learnt about many adults working with children and young people They are often unclear about what is acceptable and unacceptable behaviour and where personal and professional boundaries should lie Many staff are nervous about becoming the subject of allegations and certain practices e.g. touching children, one to one, intimate care, physical intervention Staff subject to allegations often express surprise and disbelief that their behaviour has given rise to suspicion or concern and could be considered abusive, harmful, criminal or misconduct Some staff are not aware of the law and modus operandi of sex offenders How do we minimise the risk of Allegations being made? Guidance isnt necessary Staff are bound by professional codes anyway It is not possible to legislate for every type of behaviour An explicit code would be too long and boring to read Role of management is to supervise professional behaviour People use common sense to govern actions said some people.. Guidance is necessary Assists staff to work safely and professionally Reduces the burden of assumption Promotes transparency and minimises grey areas Makes clear implications of not working to code. Makes clear to everyone what behaviour is expected and what is not acceptable Clarifies responsibilities of both employer and employees said the majority What is guidance for safe practice? A description of appropriate and non-appropriate behaviours for adults working with children and young people How might guidance be used? for staff to monitor their own behaviour as a management tool to advise staff of what behaviours are expected of them to review the outcome of an incident, concern or allegation as a framework to assess risk of unsuitability Guidance For Safe Practice Guidance For Safe Practice