FAYCE Development Lts is committed to safeguarding all children, young people and vulnerable adults that come into contact with our work. We believe that all children, young people and vulnerable adults have an equal right to protection from abuse, regardless of their age, race, religion, ability, gender, language, background or sexual identity and consider the welfare of the child/ young person / vulnerable adult is paramount.

We will take every reasonable step to ensure that children, young people and vulnerable adults are protected where our staff and associates are involved in the delivery of our work. All suspicions and allegations of abuse will be taken seriously and responded too swiftly and appropriately.

We enable all our staff and those who work with us to make informed and confident decisions regarding safeguarding. We expect everyone to have read, understood and adhere to this policy and related procedures.

1. Aims of the Safeguarding policy

The Company will take every reasonable step to ensure that children, young people and vulnerable adults are protected where:

• our own staff are directly involved in a project or programme.
• we broker the relationship between a school/ young person’s setting/community venue and an associate/ organisation.
• we contract an associate/ organisation to work with a school/ young people’s/ community setting.
• we work in partnership with another organisation or agency.

We will endeavour to safeguard children, young people and vulnerable adults by:

• valuing them, listening to and respecting them.
• adopting this policy and adhering to our associated procedures and code of conduct for staff.
• recruiting all staff, volunteers and associates safely by ensuring that all the necessary checks are made.
• sharing information about safeguarding and child protection with children, parents, school staff, community workers, carers, associates and staff.
• sharing concerns with agencies who need to know involving children, school staff, community workers, carers and parents appropriately.
• providing effective management of staff and associates through supervision, support and training.

2. Roles and responsibilities

The Designated person within the company responsible for Safeguarding and Child Protection is the Director, Fay Donnelly.

The role of the Designated Person is to:

• assume overall responsibility for safeguarding and child protection for the Company.
• help the rest of the Company understand the key issues in relation to safeguarding and the cultural / education sectors.
• establish contact with the senior member of social services responsible for child protection in the local area.
• be a point of contact within the organisation for staff in relation to safeguarding and child protection.
• be aware of local statutory safeguarding procedures and networks.
• make decisions about safeguarding and child protection.
• receive and assess information from staff and associates who have a child protection concern.
• report the issue to the Safeguarding Officer/ within the school/ organisation where the events were taking place.
• make a formal referral to a statutory child protection agency or the police without delay.
• record the concern and action in the child protection log.

It is not the role of the Designated Person or the Company to decide whether abuse has taken place or not. The responsibility of the Designated Person or the Company is to ensure that concerns are shared and appropriate action taken.

3. Recruitment and training of staff, associates and volunteers.

1. Job Description/Person Specification and Advertising.

• A detailed job description and person specification will be drawn up. This will clearly define the role of the position, the tasks and skills needed and the type of person most suited to the role.
• An appropriate length of time will be required to place advertisements in local newspapers, to give applicants time to prepare for interview, to conduct background checks and to take up references.
• As part of the application process, all applicants must complete an application form where they are asked about previous experience of working with children, young people and vulnerable adults. Included in this form is a declaration stating that there is no reason why they should not be considered suitable for working with children, young people and vulnerable adults.
• All information is treated with total confidentiality and fairness.

2. Pre-selection checks.

• Consent must be obtained from an applicant to seek reference check from Access NI.
• Two confidential referees. These referees must be taken up and confirmed through telephone contact.
• Evidence of identity (passport or driving licence photograph), supported by original birth/marriage certificate, utility bill to confirm address and documents with National Insurance number for verifications.

3. Interview and induction.

All employees and volunteers are required to undergo an interview carried out to acceptable protocol and recommendations. All employees and volunteers should receive formal or informal induction, during which:

• their qualifications should be substantiated.
• the job requirements and responsibilities should be clarified.
• they are made aware of the Company’s safeguarding policy and procedures
• training needs (if any) are identified
• all staff must be registered with the ISA before they are confirmed in the position (if they will be working with children, young people and vulnerable adults on a weekly basis).

4. Training

In addition to pre-selection checks, the safeguarding process includes training after recruitment to help staff to:

• ensure their good practise is likely to protect them from false allegations.
• recognise their responsibilities and report any concerns about suspected poor practice or possible abuse.
• respond to concerns expressed by a child, young person or vulnerable adult.
• work safely and effectively with children, young people and vulnerable adults.

5. Responding to allegations or suspicions

If a member of staff / associate has any reason to suspect that a child, young person or vulnerable adult is being subjected to physical, emotional or sexual abuse, then these steps must be followed:

• report the matter to the Designated Officer
• the Designated Officer will assess the nature of the suspicions or the disclosure.
• the Designated Officer will consult the relevant Officer at the venue (ie. School, theatre, community centre etc) involved, or contact social services.
• Company staff must not attempt to investigate the matter themselves. This is the responsibility of social services and / or the police.
• if an allegation is made against a member of the Company staff / associates, the Company will act swiftly and there will either be a criminal investigation, a child protection investigation and / or a disciplinary or misconduct investigation.

6. Whistle blowing policy

All staff, associates and volunteers are assured that they can disclose confidential information relating to unacceptable behaviour by other members of staff/associates.

7. Images and Documentation

The collection of images for promotional purposes by the company employees, or those authorised to do so on the company’s behalf, is acceptable providing permission has been granted by the individuals who will be photographed/videoed.

Adults (including parents / guardians of children below the age of consent) and young people (over the age of consent) should be aware of:

• the purpose for which the images will be used.
• the length of time that they will be used for or that the use may be for an indefinite period.
• good practice is that permission is not requested for any period longer than two years.

Images should not be stored on the hard drive of PCs or laptops beyond the duration of the project. Even during this period, it is recommended that they are stored on removable storage devices such as pen drives / CDs.

Once the project has been completed, then the images should be dated and archived. They should be stored in a locked cabinet or drawer. They should be erased / destroyed as soon as there is no further use for them.

Code of Behaviour

FAYCE expects everyone who works with us (staff, associates, and partners, volunteers) to follow the guidelines that follow in all aspects of their activities connected with the work of the Company.

• Treat everyone with respect

• Provide an example you wish others to follow

• Respect people’s right to personal privacy

• Provide access for people to talk about any concerns they may have

• Support children, young people and vulnerable adults to create a safe environment where they feel comfortable to talk about attitudes or behaviours they do not like

• Avoid situations that compromise your relationship with children, young people and vulnerable adults, which are unacceptable within a relationship of trust.

• Remember that someone else might misinterpret your actions, no matter how well intentioned.

• Recognise that caution is required even in sensitive moments of listening such as when dealing with bullying, bereavement or abuse.

• Do not have any inappropriate physical or verbal contact with others.

• Do not jump to conclusions about others without checking the facts.

• Do not show favouritism to any individual

• Do not make suggestive remarks or gestures, even in fun.

• Do not let suspicion, disclosure or allegation of abuse, go unrecorded or unreported.