SAFEGUARDING
Wessex Training and Assessment are committed to safeguarding and promoting the welfare of all those involved within the company.
Safeguarding
Adults in the workplace have a righ to be protected, be listened to, be aware of their rights and be able to talk about any worries
If you have worries and are doing your qualification through Wessex Training then you can speak in confidence to your Assessor.
Follow your workplace policies first, then if not taken seriously contact Wessex Training.
If you just want to talk about a situation you find yourself in, then we may be able to support you and your discussion will be confidential
If you tell us you are being abused (especially physically or sexually) our legal obligation is to record the conversation and report it immediately to Andrea Serlin, designated ‘Safeguarding Officer’ at Wessex Training.
If you have worries and are doing your qualification through Wessex Training then you can speak in confidence to your Assessor.
Follow your workplace policies first, then if not taken seriously contact Wessex Training.
If you just want to talk about a situation you find yourself in, then we may be able to support you and your discussion will be confidential
If you tell us you are being abused (especially physically or sexually) our legal obligation is to record the conversation and report it immediately to Andrea Serlin, designated ‘Safeguarding Officer’ at Wessex Training.
Safeguarding - where do you fit in?
What is Safeguarding?
It is a duty of care
What are the benefits of being aware and taking action if required?
A healthy, safe and secure workforce who are likely to be more productive, more content, healthier and more loyal, that leads to a more effective and profitable business.
Who is responsible?
Everyone who is in the workplace and is associated with the workplace.
Duty of Care - to yourself
Mental health concerns - yours, others and children are an area that has been heightened by recent events. It is very important to maintain your well-being. The links below may help - Youngminds - https://youngminds.org.uk/, MindEd - www.minded.org.uk, Public Health England,
NSPCC 0808 800 5000 - www.nspcc.org.uk, Samaritans 116123, 'Shout' text 85258, Domestic Abuse 999 55.
What do I do if my Apprentice/Learner is experiencing a safeguarding issue, or have witnessed one?
If you become aware of a safeguarding issue it is your duty to tell someone. First of all follow your safeguarding policy and procedures and then inform Wessex, support agency or local authority. If you are unsure please contact Wessex Training & Assessment 07708247603
- Unsafe activities and environments
- Crime or fear of crime
- Sexual abuse or innappropriate relationships
- Bullying, including cyber bullying in the workplace
- Victimisation due to race, sexuality, faith, gender or disability, FGM
- Physical and emotional abuse or neglect
- Exploitation, including financial abuse, sexual exploitation, forced marriage
- Accidents in the workplace
It is a duty of care
What are the benefits of being aware and taking action if required?
A healthy, safe and secure workforce who are likely to be more productive, more content, healthier and more loyal, that leads to a more effective and profitable business.
Who is responsible?
Everyone who is in the workplace and is associated with the workplace.
Duty of Care - to yourself
Mental health concerns - yours, others and children are an area that has been heightened by recent events. It is very important to maintain your well-being. The links below may help - Youngminds - https://youngminds.org.uk/, MindEd - www.minded.org.uk, Public Health England,
NSPCC 0808 800 5000 - www.nspcc.org.uk, Samaritans 116123, 'Shout' text 85258, Domestic Abuse 999 55.
What do I do if my Apprentice/Learner is experiencing a safeguarding issue, or have witnessed one?
If you become aware of a safeguarding issue it is your duty to tell someone. First of all follow your safeguarding policy and procedures and then inform Wessex, support agency or local authority. If you are unsure please contact Wessex Training & Assessment 07708247603
Safeguarding, Whistleblowing and Complaints Policies
Safeguarding Policy
Learner’s welfare can only be safeguarded and promoted when individuals accept their share of responsibility and co-operate with one another. Wessex actively encourages the learner to be involved in open discussions with assessors and other associates within the company by building a professional relationship throughout the qualification process.
This policy informs individuals that WTAL are obliged to report any suspicions around abuse to ‘Local Safeguarding Children’s Board (LSCB)’ and ‘Local Safeguarding Adults Board (LSAB)’. This is whether this stems from allegations from staff, associates, volunteers, learners or the general public. The safety of the young person and vulnerable adult may include a duty to share confidential information with others involved in protecting them.
‘Working Together to Safeguard Children and Young Adults 2023’ sets out definitions and examples of the four broad categories of abuse – Physical, Emotional Sexual abuse and Neglect. Those together with Bullying are used to determine if a protection plan is required. Wessex has a designated officer should you wish to discuss safeguarding issues – Andrea Serlin 07708247603– or you can discuss with your allocated assessor.
Whistleblowing Policy
Definition – Whistleblowing is raising concerns about malpractice within an organisation.
Wessex Training and Assessment Ltd (WTAL) are committed to delivering a high quality service, promoting accountability and maintaining public confidence.
This policy provides individuals with protection from victimisation or punishment where they raise a genuine concern about misconduct or malpractice in the company.
Wherever possible the matter will be dealt with within WTAL and with outside agencies help as seen appropriate to the concern. Any issues not resolved the staff/associate should contact Ofsted on what steps to follow.
A disclosure in good faith to the manager will be protected. Confidentiality will be maintained wherever possible and the staff/associate will not suffer any personal detriment as a result of raising any genuine concern within the organisation.
Andrea Serlin 07708247603 – or you can discuss with your allocated assessor.
Customer Complaints and Appeals Policy
Should you, as a customer of our service, be aggrieved about the service we offer you, we encourage you to use either of the procedures below to enable us to quickly address your ground for complaint.
Appeals Procedure
Should you be concerned about an assessment decision that has been made by the assessor, you should: Telephone or write a letter outlining the appeal to the Main Centre within 14 working days of the date the incident occurred.
Once received at the Centre, a record will be written in the Appeals record book and dealt with within 7 working days.
The Centre will contact the relevant assessor outlining the appeal and request the assessor to provide details.
A second assessment by another assessor or the IQA may be requested.
If necessary the Awarding Body may be contacted.
You may be asked to attend a meeting and may bring a colleague or a friend to any meeting concerning the
appeal.
Grievance Procedure
We would encourage you to discuss your grievance as soon as is reasonable with the person with whom you normally deal. If you prefer to speak direct to Andrea Serlin (CEO) at the main centre when a visit can be arranged at the earliest convenient time. All issues or grievances will be investigated with all the relevant parties
Safeguarding Policy
The ‘safeguarding’ policy aims to set out the approach that Wessex Training and Assessment Ltd (WTAL) will take to protect ‘children and young people’ and ‘adults at risk’ from any potential harm or damage. It provides a broader preventative and precautionary approach to procedures, which fits into work-based learning. The policy also includes The PREVENT strategy.
This policy has been created following a guidance published in 2015 from the HM Government entitled “What to do if you are worried a child or vulnerable adult is being abused” summary. Information is also taken from Local Safeguarding Children’s Board and Local Safeguarding Adults Board and ‘’Keeping Children Safe in Education 2024’’, Data Protection and GDPR 2018
To fully safeguard its learners and staff/associates at Wessex Training and Assessment Ltd (WTAL) this policy also links to other policies – Data Protection and GDPR, Whistleblowing, Safe Working Practices, Health and Safety; Equality and Diversity; Confidentiality, E Safety, Induction and Recruitment). The associates have a code of practice in the form of a ‘Freelance’ handbook and an induction procedure for all associates is in effect.
Learner’s welfare can only be safeguarded and promoted, individuals accept their share of responsibility and co-operate with one another. Wessex Training and Assessment Ltd (WTAL) actively encourages the learner to be involved in open discussions with assessors and other associates within the company by building a professional relationship throughout the qualification process. Those learners who raise a concern will be advised to follow their own settings policies if the issue relates to them.
There is a poster available for the employer and leaflet for both the employer and learner stating the policy for Safeguarding, Whistleblowing and complaints.
The definition of PREVENT in relation to WTAL is to identify vulnerable learners from information received or discussion had directly or indirectly, to be reported to the Designated Safeguarding Lead. It is our duty to report any issues we feel could lead to radicalisation and/or extremism. This includes disclosures; over-heard comments; inappropriate literature. Keeping learners safe is out main priority.
WTAL recognise that all learners have the right to grow within an environment safe from harm and exploitation. We also recognise that people from all races, disability, religion, gender, sexuality, age, cultures, political or immigration status and social backgrounds may be subject to abuse.
Whilst we recognise disabled learners must receive the same level of protection from harm as others, they are more vulnerable from abuse. When a learner or young person applies to WTAL to undertake a qualification they undergo an enrolment process. At this stage, whichever setting they work in will require them to go through a DBS check; this is required when working with children. The DBS check takes account of any criminal convictions, gives the learner the opportunity to make any personal disclosures and discloses any possible ‘influences’ that may restrict the work they do.
All WTAL staff and associates undergo an enhanced Disclosure and Barring Service (DBS) and reference check under the recruitment and selection process of the company.
WTAL holds a central DBS list of all staff, associates. DBS numbers for learners (volunteers and paid workers) and setting managers are held within individual learner files. Any outstanding checks are followed up by the WTAL main office.
Any young person or ‘adult at risk’ who has an ‘Education Care Plan’ and/or ‘safeguarding protection plan’ or is being reviewed will be appropriately supported depending on their needs. WTAL will work with relevant outside agencies to achieve this.
Staff and associates are all provided or undertake training on Safeguarding Children and adults; a record of this training will be maintained in the main office. Up-date training will be required every 3 years.
For safeguarding issues there are 2 named Designated Safeguarding Leads who are responsible for following up any allegations. The main designated leads will be part of the WTAL and work closely with the relevant outside agencies. The designated leads will have received adequate training on the identification of abuse and understand the conduct of the local Safeguarding Children’s and Adult Board, protection conferences and Prevent duty.
This policy informs individuals that WTAL are obliged to report any suspicions around abuse to ‘Local Safeguarding Children’s Board (LSCB)’ and ‘Local Safeguarding Adults Board (LSAB)’. This is whether this stems from allegations from staff, associates, volunteers, learners or the public. The safety of the young person and adult at risk may include a duty to share confidential information with others involved in protecting them.
The Children Act 2004 (section 47(1) and 2006, Care Standards Act 2000 and Every Child Matters, places a duty on ‘LSCB’ and ‘LSAB’ to investigate any incidents reported.
Keeping Children Safe in Education 2024 states that ‘safeguarding and promoting the welfare of children is defined for the purposes as – • Protecting children from maltreatment • Preventing impairment of children’s health or development • Ensuring that children grow up in circumstances consistent with the provision of safe and effective care • Acting to enable all children to have the best outcomes.
Abuse – physical, emotional, sexual and neglect. Specific safeguarding issues that can put children at risk are linked to drug taking, alcohol, deliberately missing education and sexting. Can also include – bullying (cyber-bullying) sexual violence and harassment, sexting and initiation/hazing type of violence and rituals.
There are ‘contextual safeguarding’ issues that may need to be considered where peer on peer issues are raised within the safeguarding area. www.contextualsafeguarding.org.uk [accessed on 02/06/19]
Children includes everyone under the age of 18.
The Prevent Duty – we are subject to a duty under section 26 of the Counter terrorism and Security Act 2015, in the exercise of their functions to have due regard to the need to prevent people from being drawn into terrorism.
‘Early Help toolkit’ will be used – see Appendix B – where there is a need to report any cases of Safeguarding.
All definitions are taken from relevant legislation and within the Appendix B section.
This policy will be reviewed on a yearly basis or at the time of new legislation.
Appendix B – holds information on the following: ➢ Definition ‘Safeguarding and abuse’, ‘adults at risk’ and ‘vulnerable adults’. ➢ Referring concerns, Body Map and Roles of WTAL staff/associates ➢ Further Information advice and support websites – Harassment and Bullying ➢ Procedures for Prevent. ➢ Allegations against members of staff
Allegations of Abuse made against staff and associates.
At Wessex we take any complaints very seriously and any allegations made will be investigated. Any person deemed of posing a risk of harm to children for example: • Behaved in a way that has harmed a child, 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 he or she may pose a risk of harm to children.
Support will be given to anyone who is facing an allegation and provide an employee with a named contact if they are suspended. The allegation will be dealt with quickly, in a fair and responsible manner that provides effective protection for the child and at the same time the individual.
The customer complaints procedure will be followed, records will be kept, and decisions made as to whether the police or social care services should be involved. The following definitions will be used to determine the outcome of any investigations: • Substantiated: there is enough evidence to prove the allegation; • Malicious: there is enough evidence to disprove the allegation and there has been a deliberate act to deceive; • False: there is enough evidence to disprove the allegation; • Unsubstantiated: there is insufficient evidence to either prove or disprove the allegation. The term, therefore, does not imply guilt or innocence; • Unfounded: to reflect cases where there is no evidence or proper basis which supports the allegation being made.
Wessex will act to minimize the stress inherent with allegations. Individuals will be kept informed of the concerns and the likely action and proceedings. Records are confidential but the outcomes of the case will be told in confidence to the parents of the child concerned.
Confidentiality is maintained and any publication of the name of the individual who has been at the Centre of the allegation (social media or press) will be in breach of reporting restrictions (Education Act 2002).
Appendix B - Safeguarding and Prevent definitions and WTAL Procedures
Definitions
Child or Young Person - up to their 18th birthday (UN Convention of the Rights of the Child)
Adults at Risk - The term Vulnerable adult has been replaced with the term 'adult at risk'', it was formerly used to describe any person aged 18 years and over who is or may be in need of community care services by reason of mental, physical or learning disability, age or illness and who is or may be unable to take care of him/herself or unable to protect him/herself against harm or serious exploitation
Adults at risk of abuse include people with a wide range of disabilities and circumstances; sometimes it is difficult to establish if a person might be considered an 'adult at risk' who is covered by these procedures. In considering whether these procedures should be used, it should be assumed that an individual is covered by these procedures, unless and until information suggests this is not the case.
The definition of adult at risk may apply broadly. Levels of independence and well- being may be temporarily or permanently affected by health-related conditions. A person's health condition may reduce the choice and control they have, their ability to make decisions or to protect themselves from harm and exploitation.
An adult at risk may therefore be a person who: • Is frail due to ill health, physical disability or cognitive impairment • Has a learning disability or a physical disability and/or a sensory impairment? • Has mental health needs including dementia or a personality disorder; has a long-term illness/condition? • Misuses substances or alcohol • Is a carer such as a family member/friend who may be at risk because of their caring role • Is unable to demonstrate the capacity to make a relevant decision and needs care and support.
It is important to remember that a person is not inevitably 'at risk' just because of their age, frailty or disability. For example, a person with a disability who has mental capacity to make decisions about their own safety could be perfectly able to make informed choices and protect themselves from harm.
In the context of safeguarding adults at risk, the vulnerability of the person is related to how able they are to make and exercise their own informed choices free from duress, pressure or undue influence of any sort, and to protect themselves from abuse, neglect and exploitation. It is important to note that people with capacity can also be at risk of abuse or exploitation.
A person's vulnerability is determined by a range of interconnected factors including those associated with their personal characteristics, their situation, environment and social circumstances.
The member of staff and/or Assessor will refer any concerns raised initially with the IQA or direct to the Designated Safeguarding Lead. There is a definite divide between welfare issues and whether the individual is in ‘significant harm’. The IQA or designated lead will discuss the issue and decide on whether to take advice from outside agencies (such as Ofsted, Social Care or the Police) or signpost to support agencies (Early Help Assessment LSCB, ACAS, Citizens Advice Bureau or link agencies). The IQA or lead will talk to the individual and monitor the situation. Before making a referral WTAL will consider the information that may already be held on the personal circumstances of the individual.
An allegation of child/adult abuse or neglect could lead to criminal investigation, so it is important that staff do not anything that may jeopardize a police investigation, and confidentiality is maintained.
Referrals will be made in accordance with local arrangements, alternatively if the person is known to have an allocated social worker; referrals should be made directly to them. They take the lead role in enquiring about protection issues related to them, whilst WTAL will retain the responsibility for disciplinary actions if an accusation of abuse is aimed at staff or associate.
The referrer must confirm verbal and phone referrals in writing, within one working day of receipt of the written referral. If no acknowledgement is received within three working days, the referrer must contact the agency again.
Roles of WTAL Staff/Associates
All WTAL staff/associates will actively commit to the ‘Safeguarding’ policy and within their job role are required to notice and report to the designated officer any of the following:
• Patterns of illness, absences or cancellations. • Bruising in unusual places as – arms, stomach, around the mouth, head and back. Finger marks – each finger may mark or bruise the skin; bite marks; weight loss or an unexplained increase in appetite. • Record any relevant information on the ‘Confidential concerns form’ Doc109; signed and dated • Document both physical and sexual abuse on the body map and add to any reports. • Case study reports to be completed when welfare issues are raised
WTAL staff/associates must:
• Not force the person to talk about the abuse. Do not ask leading questions – use the TED method of questioning if appropriate (Can you - Tell, Explain, Describe) • Give comfort and support to the person as required. This may include First aid, food, and comfort, clothing and general hygiene. • Maintain confidentiality. Remember that all information is on a need to know basis. • Ensure that their condition does not deteriorate any further. • Don’t promise to keep it secret – especially when person is in ‘significant harm’.
PREVENT -
It is imperative to listen to all learners and do not be-little or challenge them as this may lead to discussions being ended. The procedure to follow on suspected radicalisation/extremism is to report IMMEDIATELY to the Designated Safeguarding Lead (DSL). The DSL will contact SWATPro lead Rod Davis: 07850497521 who acts as the link for advice, he will then in turn contact DfE Prevent Coordinator – Salam Katbi (Avon and Somerset Police). (see flow chart below)
All staff must adhere to the following policies of WTAL during this time which includes: Whistleblowing; Equality and Diversity and Confidentiality.
To report any concerns, you will need to telephone: (DSL) - Andrea Serlin – 07708247603 (DSL deputy) Jo Russell 07951086479
Member of staff Identifies a concern Concern reported to DSL (Designated Safeguarding Lead) Andrea Serlin – 07708247603 DSL gathers more information where possible and identifies what further action is required. If there is no immediate risk Speak to SWATPro link Kathy Harrison-Ford 07597663384
ALTERNATIVELY – THE DSL’s OTHER OPTIONS ARE: Call 101 and ask for the Local Policing Team Salam Katbi the HE/FE Prevent Coordinator within Avon and Somerset Police on 07824083307 Call the Anti-terrorist Hotline on 08007890321 If there is an immediate risk call 999
BODY MAP
To report any concerns, you will need to telephone: (DSL) - Andrea Serlin – 07708247603 (DSL deputy) Jo Russell 07951086479
Member of staff Identifies a concern Concern reported to DSL (Designated Safeguarding Lead) Andrea Serlin – 07708247603 DSL gathers more information where possible and identifies what further action is required. If there is no immediate risk Speak to SWATPro link Kathy Harrison-Ford 07597663384
ALTERNATIVELY – THE DSL’s OTHER OPTIONS ARE: Call 101 and ask for the Local Policing Team Salam Katbi the HE/FE Prevent Coordinator within Avon and Somerset Police on 07824083307 Call the Anti-terrorist Hotline on 08007890321 If there is an immediate risk call 999
BODY MAP
Safer recruitment policy
Wessex Training and Assessment adopts a culture of safe recruitment in order to safeguard all concerned – those who work for the company and those who want to undertake a qualification.
The recruitment system will cover all staff in the office, administration support, assessors and teachers who have contact with learners and employers within the Early Years sector (Schools and Early Years Setting alike).
Adverts will be placed, offers will be extended to suitable trainee assessors where appropriate and interviews will take place. Job descriptions available.
Once a suitable candidate has been offered a position it will be made clear that it is conditional of satisfactory completion of the pre-employment checks:
• Verification of candidate’s identity • Gain previous employment history so that can be checked. • Request references from at least 2 referees, one of which should be the previous employer. These will be scrutinised; open references will not be accepted. Any issues from a previous disciplinary action or allegations that are disclosed will be investigated fully. • Obtain an enhanced DBS check – a record of the issue date and number will be kept but there is no need to keep a copy. • If they are going to start prior to this being confirmed – obtain a separate barred check. • Verify candidates mental and physical fitness to carry out the work responsibilities. An applicant will be asked relevant questions about disability and health in order to establish whether they have the mental and physical capacity for the job role. • Verify the person’s right to work in the UK. • If the person has lived and worked outside the UK, make further checks (GOV.UK) • Verify professional qualifications, as appropriate. Original certificates are to be checked and copied. Assessor award (A1 or D32/33) original certificates will be required to be checked by City and Guilds EQA. • Register with City and Guilds – a centre update will be completed for approval. This will allow the new assessor to assess specific qualifications.
DBS update service
Individuals can join the service at the point of application for a new DBS, this enables future status checks to be carried out to confirm that no new information has been added since time of issue. WTAL has a legal duty to refer to the DBS anyone who poses a risk of harm, to a child or vulnerable adult.
Once the paperwork system has started a main record per assessor/teacher will be maintained which will document the findings from above. The induction process will be recorded, and relevant awarding body requirements completed.
Once the new assessor has gone through the induction process, they will be introduced to new learners. Observation of work-practice will be completed within 2 months and contact with the learner and/or employer will be maintained to check the suitability of the individual. For the first year there will be a named mentor who will support them through the assessment process.
Regular supervision meetings will be held every month with the named IQA.
Should any negative issues arise that can’t be resolved then the disciplinary and grievance procedure will be put into action.
The recruitment system will cover all staff in the office, administration support, assessors and teachers who have contact with learners and employers within the Early Years sector (Schools and Early Years Setting alike).
Adverts will be placed, offers will be extended to suitable trainee assessors where appropriate and interviews will take place. Job descriptions available.
Once a suitable candidate has been offered a position it will be made clear that it is conditional of satisfactory completion of the pre-employment checks:
• Verification of candidate’s identity • Gain previous employment history so that can be checked. • Request references from at least 2 referees, one of which should be the previous employer. These will be scrutinised; open references will not be accepted. Any issues from a previous disciplinary action or allegations that are disclosed will be investigated fully. • Obtain an enhanced DBS check – a record of the issue date and number will be kept but there is no need to keep a copy. • If they are going to start prior to this being confirmed – obtain a separate barred check. • Verify candidates mental and physical fitness to carry out the work responsibilities. An applicant will be asked relevant questions about disability and health in order to establish whether they have the mental and physical capacity for the job role. • Verify the person’s right to work in the UK. • If the person has lived and worked outside the UK, make further checks (GOV.UK) • Verify professional qualifications, as appropriate. Original certificates are to be checked and copied. Assessor award (A1 or D32/33) original certificates will be required to be checked by City and Guilds EQA. • Register with City and Guilds – a centre update will be completed for approval. This will allow the new assessor to assess specific qualifications.
DBS update service
Individuals can join the service at the point of application for a new DBS, this enables future status checks to be carried out to confirm that no new information has been added since time of issue. WTAL has a legal duty to refer to the DBS anyone who poses a risk of harm, to a child or vulnerable adult.
Once the paperwork system has started a main record per assessor/teacher will be maintained which will document the findings from above. The induction process will be recorded, and relevant awarding body requirements completed.
Once the new assessor has gone through the induction process, they will be introduced to new learners. Observation of work-practice will be completed within 2 months and contact with the learner and/or employer will be maintained to check the suitability of the individual. For the first year there will be a named mentor who will support them through the assessment process.
Regular supervision meetings will be held every month with the named IQA.
Should any negative issues arise that can’t be resolved then the disciplinary and grievance procedure will be put into action.
Wessex Assessors and Learning Support Staff are available to offer Safeguarding support.
Designated Senior Lead for Safeguarding: Andrea Serlin
Wessex Training and Assessment Assessors: Andrea Serlin, Elaine Ford, Karen Malcolm and Kelly Strange
Wessex Training Learning Support Staff: Zoe Stockley
Safeguarding support is available Monday to Friday from 09:00am-05.00pm. If you require support outside of these hours, please click here, for a contact sheet of additional support services and contact numbers.
Designated Senior Lead for Safeguarding: Andrea Serlin
Wessex Training and Assessment Assessors: Andrea Serlin, Elaine Ford, Karen Malcolm and Kelly Strange
Wessex Training Learning Support Staff: Zoe Stockley
Safeguarding support is available Monday to Friday from 09:00am-05.00pm. If you require support outside of these hours, please click here, for a contact sheet of additional support services and contact numbers.
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