Child Protection Policy
Adopted by the School Board of Management
Scoil San Nioclás Windgap
Co Kilkenny
Tel. 051648321
Email: windgapns@eircom.net
Principal Margaret Lowry
Deputy Principal Deirdre O’Shea
Child Protection Policy
Introductory Statement
As educators we are obliged to provide pupils with the highest possible standard of care in order to promote their well-being and protect them from harm.
Rationale: To address this topic in the interest of child welfare.
Policies already in School which are linked to Child Protection
1. School Policy on Bullying
2. Code of Behaviour
3. Health and Safety
Aims
Ø To promote the general welfare, health development and safety of children
Ø To adopt a safe and clearly defined method of recruiting and defined method of recruiting and selecting staff and volunteers.
Ø To raise awareness within the school of potential risks to children’s’ safety and welfare.
Ø To develop procedures which would provide guidance to staff and volunteers who may have reasonable grounds for concern about the safety and welfare of children within the school,
Ø To identify a designated person to act as a liaison with outside agencies and as a resource person to the staff member or volunteer who has raised concerns about child protection.
What is Child Abuse? Child abuse is complicated and can take different forms, but usually consists of one or more of the following:
q Neglect
q Emotional Abuse
q Physical abuse
q Sexual abuse
All staff should familiarise themselves with signs and symptoms of abuse as listed in the book “Children First”, pages 125 — 131.
Also: www.dohc.ie
What would constitute reasonable grounds for concern?
i. Specific indication that the child was abused
ii. An account by a person who saw the child being abused
iii. Evidence, such as an injury or behaviour which is consistent with abuse
iv. If there is a pattern of so-called injuries, and implausible explanation, other indications of abuse, dysfunctional behaviour.
v. Consistent indication over a period of time that a child is suffering from emotional or physical neglect.
Designated Liaison Person The present Designated Liaison Person is the Principal, Margaret Lowry, and if unavailable, the Deputy Principal, Deirdre O’Shea.
Role of the D.L.P
Ø Distribution of information leaflets and Children First Booklets to staff.
Ø Consult and report, if necessary.
Ø Follow-up after a staff member reports a disclosure or concern.
Ø Record keeping.
Ø Informing new/temporary staff of procedures.
Procedures to be followed
We adopt the procedures as recommended in the D.E.S. ‘Procedures and Guidelines’ and also ‘Child First’ when managing the following:
1. A disclosure by a pupil
Ø Listen to the child
Ø Do not ask leading questions nor make suggestions to the child.
Ø Offer reassurance, but do not make promises.
Ø Do not stop a child recalling significant events.
Ø Do not overreact.
Ø Explain that further help may have to be sought.
Ø Record the discussion accurately and retain the record.
2. Reported Concerns
Ø If a staff member receives an allegation or has a suspicion that a pupil is being abused, he/she should report the matter to the D.L. Pin the school.
Ø If the staff member and the D.L.P. are satisfied that there are reasonable grounds for the suspicion or allegation, the D.L.P. should report the matter to the relevant Health Board immediately.
Ø A Report to the Health Board should be made by the D.L.P. in person by phone or in writing. In the event of an emergency or in the non-availability of Health Board staff, a report may be made to the Gárda Siochána.
Ø When such a report is being made to a Health Board, the chairperson of the Board of Management should be informed.
Allegations or Suspicions of Child Abuse by School Employees When an allegation of abuse is made against a school employee, the Designated Liaison Person or his/her Deputy should immediately act in accordance with the procedures already listed in this document.
Role of the Board of Management Action taken by the Chairperson When the chairperson of the Board of Management becomes aware of an allegation of abuse against a school employee, the chairperson should privately inform the employee of the following:
i). The fact that the allegation has been made against him/her;
ii). The nature of the allegation;
iii). Whether or not the matter has been reported to the HSE
The employee should be given a copy of the written allegation and any other relevant documentation. The employee should be requested to respond to the allegation in writing to the Board of Management within a specific period of time. The employee should be told that his/her explanation to the Board of Management would also have to be passed on to the HSE.
At this stage, it should be remembered that the first priority should be to ensure that no child is exposed to unnecessary risk. The chairperson of the Board of Management should as a matter of urgency take any necessary protective measures. These measures should be proportionate to the level of risk and should not unreasonably penalise the employee, financially or otherwise, unless necessary to protect children.
If, in the chairperson’s opinion, the nature of the allegation warrants immediate action, the chairperson, on behalf of the Board of Management should direct that the employee absent him/herself from the school with immediate effect. Where the chairperson is unsure as to whether the nature of the allegations warrants the absence of the employee from the school while the matter is being investigated she/he should consult with the Child Care Manager of the local health board and /or An Garda Siochána for advise as to the action that those authorities would consider necessary. Following those consultations, the Chairperson should have due regard for the advice offered.
Any absence by a school employee would be regarded as administrative leave of absence with pay and not a suspension. Such a leave of absence would not imply any degree of guilt on the part of the School employee. Where such a leave of absence is invoked, the Department of Education and Science should be contacted regarding:
Organisational Implications
Curricular Implications In our school we use the ‘Stay Safe’ programme under the strand unit of Safety and Protection.
Child Protection Meetings/Case Conferences The child protection conference is an essential mechanism for the HSE in the effective operation of the child protection services under the Child Care Act, 1991. The child protection conference plays a pivotal role in making recommendations and planning for the welfare of children who may be at serious risk.
A request from a HSE for a school employee to attend a Child Protection conference should be made to the Designated Liaison Person who should consult with the Chairperson of the Board of Management.
It would be normal for a person attending a child protection conference to provide a report to the conference
Professionals should always be informed when children and /or parent/guardians are going to be present at child protection conferences.
The recommendations of the child protection conference are concerned with the future planning for the child and family.
The school employee may, be requested to keep the child’s behaviour under closer observation, in a manner that is not inconsistent with the school employee’s existing duties to his/her class as a whole.
In all cases, individuals who refer or discuss their concerns about the care and protection of children with HSE staff should be informed of the likely steps to be taken by the professionals involved.
Monitoring, Review and Evaluation The school will monitor, review and evaluate this policy on an on-going basis to ensure legal compliance and the maintenance of best practice. This on-going review and evaluation will take cognisance of changing information, legislation and developments in school-based programmes and feedback from parents/guardians, teachers and pupils.
This policy will be revised as necessary in the light of such review and evaluation and within the framework of school planning.
This policy was ratified by the Board of Management of Windgap N.S on
10th April 2008 & on 21st January 2010
Signed:___________________________
Date: _____________________
(Chairperson Board of Management)
Adopted by the School Board of Management
Scoil San Nioclás Windgap
Co Kilkenny
Tel. 051648321
Email: windgapns@eircom.net
Principal Margaret Lowry
Deputy Principal Deirdre O’Shea
Child Protection Policy
Introductory Statement
As educators we are obliged to provide pupils with the highest possible standard of care in order to promote their well-being and protect them from harm.
Rationale: To address this topic in the interest of child welfare.
Policies already in School which are linked to Child Protection
1. School Policy on Bullying
2. Code of Behaviour
3. Health and Safety
Aims
Ø To promote the general welfare, health development and safety of children
Ø To adopt a safe and clearly defined method of recruiting and defined method of recruiting and selecting staff and volunteers.
Ø To raise awareness within the school of potential risks to children’s’ safety and welfare.
Ø To develop procedures which would provide guidance to staff and volunteers who may have reasonable grounds for concern about the safety and welfare of children within the school,
Ø To identify a designated person to act as a liaison with outside agencies and as a resource person to the staff member or volunteer who has raised concerns about child protection.
What is Child Abuse? Child abuse is complicated and can take different forms, but usually consists of one or more of the following:
q Neglect
q Emotional Abuse
q Physical abuse
q Sexual abuse
All staff should familiarise themselves with signs and symptoms of abuse as listed in the book “Children First”, pages 125 — 131.
Also: www.dohc.ie
What would constitute reasonable grounds for concern?
i. Specific indication that the child was abused
ii. An account by a person who saw the child being abused
iii. Evidence, such as an injury or behaviour which is consistent with abuse
iv. If there is a pattern of so-called injuries, and implausible explanation, other indications of abuse, dysfunctional behaviour.
v. Consistent indication over a period of time that a child is suffering from emotional or physical neglect.
Designated Liaison Person The present Designated Liaison Person is the Principal, Margaret Lowry, and if unavailable, the Deputy Principal, Deirdre O’Shea.
Role of the D.L.P
Ø Distribution of information leaflets and Children First Booklets to staff.
Ø Consult and report, if necessary.
Ø Follow-up after a staff member reports a disclosure or concern.
Ø Record keeping.
Ø Informing new/temporary staff of procedures.
Procedures to be followed
We adopt the procedures as recommended in the D.E.S. ‘Procedures and Guidelines’ and also ‘Child First’ when managing the following:
1. A disclosure by a pupil
Ø Listen to the child
Ø Do not ask leading questions nor make suggestions to the child.
Ø Offer reassurance, but do not make promises.
Ø Do not stop a child recalling significant events.
Ø Do not overreact.
Ø Explain that further help may have to be sought.
Ø Record the discussion accurately and retain the record.
2. Reported Concerns
Ø If a staff member receives an allegation or has a suspicion that a pupil is being abused, he/she should report the matter to the D.L. Pin the school.
Ø If the staff member and the D.L.P. are satisfied that there are reasonable grounds for the suspicion or allegation, the D.L.P. should report the matter to the relevant Health Board immediately.
Ø A Report to the Health Board should be made by the D.L.P. in person by phone or in writing. In the event of an emergency or in the non-availability of Health Board staff, a report may be made to the Gárda Siochána.
Ø When such a report is being made to a Health Board, the chairperson of the Board of Management should be informed.
Allegations or Suspicions of Child Abuse by School Employees When an allegation of abuse is made against a school employee, the Designated Liaison Person or his/her Deputy should immediately act in accordance with the procedures already listed in this document.
Role of the Board of Management Action taken by the Chairperson When the chairperson of the Board of Management becomes aware of an allegation of abuse against a school employee, the chairperson should privately inform the employee of the following:
i). The fact that the allegation has been made against him/her;
ii). The nature of the allegation;
iii). Whether or not the matter has been reported to the HSE
The employee should be given a copy of the written allegation and any other relevant documentation. The employee should be requested to respond to the allegation in writing to the Board of Management within a specific period of time. The employee should be told that his/her explanation to the Board of Management would also have to be passed on to the HSE.
At this stage, it should be remembered that the first priority should be to ensure that no child is exposed to unnecessary risk. The chairperson of the Board of Management should as a matter of urgency take any necessary protective measures. These measures should be proportionate to the level of risk and should not unreasonably penalise the employee, financially or otherwise, unless necessary to protect children.
If, in the chairperson’s opinion, the nature of the allegation warrants immediate action, the chairperson, on behalf of the Board of Management should direct that the employee absent him/herself from the school with immediate effect. Where the chairperson is unsure as to whether the nature of the allegations warrants the absence of the employee from the school while the matter is being investigated she/he should consult with the Child Care Manager of the local health board and /or An Garda Siochána for advise as to the action that those authorities would consider necessary. Following those consultations, the Chairperson should have due regard for the advice offered.
Any absence by a school employee would be regarded as administrative leave of absence with pay and not a suspension. Such a leave of absence would not imply any degree of guilt on the part of the School employee. Where such a leave of absence is invoked, the Department of Education and Science should be contacted regarding:
- Formal approval for the paid leave of absence of the school employee;
- Departmental sanction for the employment of a substitute teacher. Should further follow-up be required the chairperson and Board of Management will adhere to the guidelines outlined in the Department of Education and Science “Child Protection Guidelines and Procedures” Chapter 4, 4.4 — 4.5.1.
Organisational Implications
- The chairperson of The Board of Management ensures in so far as possible the safety of pupils through co-operation with D.L.P and the HSE.
- The Board of Management is informed by the D.L.P of all reports to the HSE.
- Supervision: Adequate supervision and visibility in corridors, rooms and yard is the place.
- Attendance: Records of attendance are kept and notes to explain absences from school are required.
- Record Keeping: The school Record Keeping Policy in line with Child Protection.
- Pupils Travelling in Staff Cars: In general staff members should not carry children in cars.
- Induction of New/Temporary Staff: The Principal or D.L.P will inform new staff of the role of staff members in Child Protection.
- Special Needs: If children with special needs should enrol in the school, special care will be taken to ensure their safety.
Curricular Implications In our school we use the ‘Stay Safe’ programme under the strand unit of Safety and Protection.
Child Protection Meetings/Case Conferences The child protection conference is an essential mechanism for the HSE in the effective operation of the child protection services under the Child Care Act, 1991. The child protection conference plays a pivotal role in making recommendations and planning for the welfare of children who may be at serious risk.
A request from a HSE for a school employee to attend a Child Protection conference should be made to the Designated Liaison Person who should consult with the Chairperson of the Board of Management.
It would be normal for a person attending a child protection conference to provide a report to the conference
Professionals should always be informed when children and /or parent/guardians are going to be present at child protection conferences.
The recommendations of the child protection conference are concerned with the future planning for the child and family.
The school employee may, be requested to keep the child’s behaviour under closer observation, in a manner that is not inconsistent with the school employee’s existing duties to his/her class as a whole.
In all cases, individuals who refer or discuss their concerns about the care and protection of children with HSE staff should be informed of the likely steps to be taken by the professionals involved.
Monitoring, Review and Evaluation The school will monitor, review and evaluate this policy on an on-going basis to ensure legal compliance and the maintenance of best practice. This on-going review and evaluation will take cognisance of changing information, legislation and developments in school-based programmes and feedback from parents/guardians, teachers and pupils.
This policy will be revised as necessary in the light of such review and evaluation and within the framework of school planning.
This policy was ratified by the Board of Management of Windgap N.S on
10th April 2008 & on 21st January 2010
Signed:___________________________
Date: _____________________
(Chairperson Board of Management)