Here you’ll find information regarding safeguarding students during their work placement. 

As an organisation, we are bound by statutory obligations to establish arrangements that safeguard and advance the welfare of the children and young individuals with whom we engage.

By aligning our protocols with those of the Local Safeguarding Children Board (LSCB), you can guarantee comprehensive safety measures for all students.

Your school’s designated safeguarding lead will receive complete information, and any concerns will be promptly reported to them.

Ensuring the safeguarding of students is a collective responsibility shared among all stakeholders. Through robust management and clear accountability measures, we consistently deliver safe and efficient services in strict adherence to statutory, national, and Local Safeguarding policies

Here’s what we do to ensure everything runs smoothly and safely: 

1. We guarantee the implementation of robust systems that facilitate adherence to LSCB Procedures, the Children Act 2004, and compliance with Department for Education (DFE) guidance.
2. We foster constructive relationships across all organizational tiers, from senior management to employees.
3. Clear lines of accountability are firmly established within our organisation.
4. We provide ongoing staff training on safeguarding practices to ensure continuous competence.
5. Our developments consider the imperative to safeguard all service users.
6. Efficient information-sharing mechanisms are in place among schools, students, parents, and employers.
7. All staff members undergo comprehensive Disclosure and Barring Service (DBS) checks.
8. We designate a lead staff member to whom all allegations of abuse or complaints should be directed.
9. All of our practices are in strict accordance with the General Data Protection Regulation (GDPR).

We diligently undertake all necessary measures to mitigate the risks of harm to children’s welfare. In instances where concerns arise regarding the welfare of children and young individuals, we promptly take appropriate actions to address these concerns. Our approach is aligned with local policies and procedures, and we collaborate closely with other relevant agencies.

Our commitment to training is unwavering, as we ensure that our training provision meets the rigorous standards and objectives set forth by the Local Safeguarding Children Board (LSCB). This training is accredited and endorsed by the LSCB training committee. All staff members who are likely to encounter children or families during the course of their duties have access to and receive the requisite level of training, regular updates, as well as access to professional advice and support.

Health & Safety Risk Management 

As part of our standard procedures, we conduct risk management assessments with all our employers. This involves the employer internally assessing their safeguarding measures and systems.

We strictly adhere to the policy of not placing students in sole trader work environments unless there is a familial connection. Schools retain the final discretion to approve or reject any placement at their discretion.

An employer taking on a young person for work experience has the main responsibility for their health and safety. Under health and safety law, work experience students are employees, like any other young person employed by the placement provider. There are very few work activities a student cannot do because of health and safety law.

We adhere to the guidelines provided by the Health & Safety Executive for managing work experience, as outlined in the document referenced here

Responsibility of all Employees

Employers have a responsibility to make sure that all staff, including administrative staff, get chances to attend local courses about protecting and promoting the well-being of children. Alternatively, they should ensure that their team members receive training on safeguarding. Managers in charge of hiring must make sure that all staff who work with children apply for enhanced screening by the Criminal Records Bureau before they are hired.

Managers must also ensure that staff involved in child protection have access to advice and support. All staff should have access to clinical supervision. If they suspect child abuse, they must follow the guidance provided by the Local Safeguarding Children Board (LSCB).

All employees should be aware of the signs of possible abuse or neglect in children and know how to act on their concerns following local guidelines. They should also know how to contact Named and Designated Professionals for guidance and support. Employees should be familiar with and follow their organization’s policies and procedures for protecting and promoting the welfare of children in their area. It’s the responsibility of all employees to attend training related to safeguarding children that is appropriate for their role. This helps them stay skilled and knowledgeable about the procedures for safeguarding children.

All employees should understand the importance of confidentiality and sharing information according to local and government guidelines. When requested, they should contribute to multi-agency meetings established to safeguard and protect children. Employees directly involved in child protection work should seek supervision and peer review provided by their employer.

Comprehensive records of all concerns, discussions, decisions, and even telephone conversations related to safeguarding children should be kept in line with the local LEA policy on records and record keeping.

Sharing Information to Keep Everyone Safe

When we talk with children, young people, and families, we will be open and honest about what information we need to share and why. We will also ask for their agreement before sharing anything. The information we share will be accurate, up to date, and only given to those who need to see it.

Protecting Children and Young People’s Data (GDPR Policy)

As part of our legal obligations under the General Data Protection Regulation (GDPR), Changing Education Limited needs to keep and process certain information about our staff members, customers, students, and employer partners. We take data privacy seriously, and this policy explains how we comply with GDPR principles.

When and Why We Share Information:

In some situations, we may need to share confidential information without consent if it’s in the best interest of the child or young person’s safety. These situations include when there is evidence of significant harm or a risk of harm to the child. The child’s safety is always our top priority.

Maintaining Records and Confidentiality

We keep clear and organised records of concerns about children, including discussions with other professionals and agencies. Confidential information about a child should never be shared casually and should only be shared with those who need to know. There are situations where employees may be expected to share information, especially if child abuse is suspected. In such cases, individuals must pass on the information promptly following the Local Safeguarding Board procedures. Employees must document when, with whom, and for what purpose information was shared. The law places some restrictions on disclosure, such as the common duty of confidence, the Human Rights Act 1998, and the Data Protection Act 2018, which governs the storage and processing of personal information about children and young people.

Disagreements Between Professionals or Agencies

If there are disagreements between professionals or agencies, designated professionals should be informed. If mediation doesn’t resolve the issue, a professional meeting should be arranged according to LSCB procedures.

Request for A Change of Worker

In some cases, it may be necessary for a change of worker if relationships between parents or family members are not productive in safeguarding and promoting the welfare of their children. Organisations should be sympathetic to such requests if it benefits the child’s well-being.

Allegations of Abuse and Serious Incidents

Any allegations of abuse against a worker or serious untoward incidents involving a child should be reported to the Head of Children & Families promptly. The management of such allegations should follow The Changing Education Group’s Disciplinary Procedures.

Training Framework

All training is aligned with statutory guidance, including “Keeping Children Safe in Education” and “Working Together to Safeguard Children.” Employees will be trained to recognize signs of child welfare concerns, know who to contact for advice and supervision, and be aware of the referral process. They will also be familiar with Safeguarding Children Policies and their responsibilities in safeguarding children.

Audit and Performance Indicators

Compliance with this policy will be monitored by Senior Managers. Knowledge and skills related to safeguarding children will be considered during the appraisal process. Performance will be measured through key indicators, such as providing child protection information to all staff upon employment, ensuring staff with direct contact with children receive appropriate training, and conducting annual audits related to safeguarding children.

Safeguarding Policy (access here)

Useful resources and information from other organisation

Every Child Matters

The Protection of Children in England – A Progress Report

The Children Act 2004 

Making Arrangements to Safeguard and Promote the Welfare of Children  

Children Act 1989

Information Sharing Guidance for practitioners and managers 

Statutory guidance on making arrangements to safeguard and promote the welfare of  children under section 11 of the children Act 2004:  

Every Child Matters 

What to do if you’re worried a child is being abused:

DCSF 

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