Voluntary Non-School Alternative Provision Standards.
Each standard has detail and support explanations. Documents available for download are marked in bold.
1 - Safeguarding and wellbeing of children
1.1 All staff and proprietors have appropriate recruitment checks including an enhanced Disclosure Barring Service check, which are recorded on a single central register, and persons failing to meet those checks are not employed.
What it looks like in practice?
There is a safer recruitment policy in place for the provision.
A single central record keeps a track of all recruitment checks (and training) including for any proprietors, governors, trustees or volunteers.
Checks include:
Identity checks
Medical fitness checks
Checks of qualifications
Section 128 check
Right to work in the UK checks
Checks of teaching prohibition order
Enhanced DBS’s are place for regulated activity (most if not all staff)
Evidence is in place for checks on any agency staff from their employment business
A risk assessed approach for DBS is in place where appropriate.
One member of recruitment panel has been safer recruitment trained.
A written confirmation of all safer recruitment checks should be sent to each commissioner.
Support:
SCR Template – keep this filled and up to date for all your staff. The SCR is an overarching document it should be supported by a staff file for each member of staff that has proof of checks in it. There is a checklist you can use to check your staff files are complete.
Safer Recruitment Checklist
Safer Recruitment Policy Template
Regularly monitor the SCR to check it remains up-to-date keep evidence of these checks.
Medical Fitness questionnaires are now a part of the expected recruitment practices. You will have to refer staff to an Occupational Health Practitioner or other expert for further steps if the questionnaire flags up anything of concern.
Medical fitness questionnaire
Any agency staff have to have their DBS and identity checked by you. You will also have to receive assurance from their employers that the wider appropriate checks on them have been carried out.
A letter of assurance around safer recruitment should be requested by commissioners but, get ahead and show you work to best practice standards and send one out as routine. Example letter of assurance
Sometimes a DBS throws up a criminal conviction that doesn’t affect your employment of a staff member. Some of the best AP staff have lived experience of not always getting it right in their youth. Anything like this must be risk assessed to demonstrate that you have thought carefully about their appointment and mitigated any risk involved.
Example risk assessment.
1.2 Appropriate policies and procedures to safeguard and promote the welfare of all children attending the provision.
What it looks like in practice?
There is an adequate safeguarding/child protection policy in place.
There is a managing allegations, and whistleblowing policy in place.
Policies have evidence of annual review.
Policies include appropriate contacts for external referrals
Policies around staff conduct, anti-bullying and behaviour.
Policies are available to staff, commissioners, young people and parents/carers including being published online.
Policies are in line with the most recent KCSIE guidance.
There is a data protection policy in place.
Risk assessments should be in place for any learning that takes place in a shared space (home, community space, in public etc)
Support:
You should have a thorough and detailed safeguarding policy in place that aligns with KCSIE, Working with children and local guidance and legislation.
Safeguarding Policy Template.
Your safeguarding policy should be backed by a suite of supportive policies including those for:
Managing Allegations Policy Template
Whistleblowing Policy Template
Staff Conduct Policy Template
Anti-bullying Policy Template
Behaviour Policy Template
Data Protection Policy Template
Parent-Friendly Safeguarding Policy Template
Download our templates to help structure your policies. You will have to make sure review dates are added and accurate and that contacts on the policies are personalised to your location and setting.
Policies should be published on your website and are sent to commissioners as part of the arrangements for placements. All staff should read policies as part of induction (and sign to say they have done so) and have easy access to copies for reference.
Wherever your learning takes place the premises needs to have a thorough risk assessment in place.
Example risk assessment.
1.3 Robust procedures are in place outlining how to respond when a safeguarding or welfare concern arises
What would it look like in practice?
Staff receive structured and recorded training and induction around safeguarding. Training is updated annually with regular local updates as necessary.
All staff could outline appropriate procedures verbally.
Agreements are made at the start of placements between commissioners and provision staff around reporting and follow up of safeguarding concerns.
Pastoral structures give potential for managing support for children internally.
The organisation has capacity (with support) to undertake and early help assessment.
Written records are kept of all concerns. All concerns should be shared with commissioners, parents/carers and other appropriate authorities.
Safeguarding and personal records should be kept safe and secure
Support:
All your staff should have had training in when and how to raise a concern. Training should be recorded on a staff training record (see a page of our example SCR).
Get involved in local networks to make sure you are updated regularly around specific local vulnerabilities. Make sure staff are updated on these too.
As part of pre-placement paperwork make sure referral and information pathways for safeguarding, progress, attendance and behaviour are recorded.
Referral pathways and communication record
Test the pathways before you get to a crisis point with a child.
Understand Early Help assessment procedures and local safeguarding thresholds and frameworks.
Ensure all safeguarding and personal records are kept confidentially and securely. Set structures for regularly reviewing concerns and accountable structures so DSL’s making decisions on referrals and escalation are well-supported.
1.4 All staff should be familiar with the provider’s arrangements to safeguard and promote the welfare of childrenStaff receive structured and recorded training and induction around safeguarding. Training is updated annually with regular local updates as necessary.
What would it look like in practice?
All staff understand and know how to implement the policies mentioned above.
Induction for staff includes training on how to report concerns and when to make referrals.
All permanent staff should have annual child protection training.
Procedures for escalation are contained on safeguarding policies.
Case studies are kept of example responses and escalation.
Staff have safeguarding support in order to check/de-brief decision-making.
The provision has an adequate, confidential record keeping system, concern review processes and staff have had training on recording incidents.
The level of training and information given to temporary staff, volunteers and contractors is proportionate and has a risk-based approach.
Support:
Make sure you have an induction plan for staff which covers all the policies and information they need. Make sure they sign to record they have read and understood them.
Example induction plan
Check all staff have basic safeguarding training and DSL’s have appropriate level training (redone every 2 years).
Annually update staff training in line with any local changes and updates in KCSIE – record this.
Where referrals are made keep a timeline and case study to show impact.
Report on key safeguarding measures (number of concerns, referrals, areas of vulnerability etc) to leaders to drive proactive responses.
Include training for staff on how to record incidents appropriately.
1.5 Providers should have a named child safeguarding lead who has received appropriate, documented training
What would it look like in practice?
The setting has a named designated safeguarding lead and a deputy – the deputy has the same level of training.
DSL’s carry responsibility for the following (are there examples of these in practice?)
Liaising with commissioners and external agencies
Overseeing pupil risk assessments
The recording of incidents and concerns
Working with case managers and the LADO after allegations or where there is a concern with commissioners
Training and support of staff
Attending multi-agency meetings
Drafting and reviewing safeguarding policies
Keeping up-to-date with government and local guidance
Training for the DSL should have been updated in the last two years
Support:
For DSL’s you need specific training for safeguarding leads. The NSPCC does one https://learning.nspcc.org.uk/training/designated-safeguarding-lead-for-schools-and-colleges-training
and there a lot of other providers available to fit any requirements around timing, online, face-to-face etc.
Make sure this training is recorded on your training record and the DSL has a Deputy who has a similar level of training.
Have a clear job description for the DSL so responsibilities are clear and make sure they have the resources and time to fulfil these.
DSL job description example.
Support for DSL’s is important. In small provisions this isn’t always possible. At Close the Gaps we offer ongoing safeguarding support including as an external option to run investigations or support with complaints. See more details here.
1.6 Access to the site is restricted to the children receiving provision, the provider’s own staff, and supervised visitors.
What it looks like in practice?
Visitor protocols and procedures are in place including signing in and delivering safeguarding information.
Entry points are manned or restricted
Young people are supervised at all times including at entry, departure and social times.
Any contractors have had appropriate checks or are fully supervised
Appropriate risk assessments are in place where learners have contact with anyone outside the organisation and sites are shared.
Where a site is shared pupils should be supervised at all times.
Support:
Make sure that entry is restricted and that you have a procedure for dealing with visitors.
Visitor procedure
Visitor agreement
Where you share the space with the public make sure there is a risk assessment made which reflects this. Include supervision of your young people at all times.