3.3.3- Evaluate ways in which concerns about poor practice can be reported whilst ensuring that whistle-blowers and those whose practice or behaviour is being questioned are protected. Any person who wants to work with children has to go through a screening process to ensure they are suitable, and any convictions are known about. Despite these thorough checks some abuse still happens within schools by the staff. This is called institutional abuse.
There is a duty for all staff to follow and comply with all policies and procedures within the school to ensure that children are not put at risk so any concerns or worries must be expressed to the designated person or the Head Teacher.
If there are concerns that a colleague is abusing a child in any way, then immediate action is required. This action is the same as if the abuser was anyone else be it parent or stranger and the Child Protection Officer must be informed, or if they are thought to be responsible for the abuse then you can go straight to the County Council. Although this is a very difficult situation , the first priority is the welfare of the child.
SCHOOL WHISTLE BLOWING POLICY
Aim of the policy
This policy sets out guidelines relating to disclosures, given by people who have reasonable concerns or misgiving about serious misconduct or malpractice within the school.
This policy applies to all staff, volunteers, supply staff, parents and pupils, and is intended to encourage staff to raise concerns within the school, rather than outside. All staff should understand their own responsibility to bring matters of concern about children, fellow teachers or volunteers to the attention of the Head Teacher, Governors or Hampshire County Council. The policy protects anyone who voices concerns of any of the following, from any repercussions. Conduct that is illegal or a criminal offence, physical or sexual abuse of pupils or others, contraventions of health and safety that could affect staff or members of the public, fraud or corruption or any unethical behaviour of a serious nature.
Employees are ensured an appropriate response to their disclosure and are made aware of how they can take the matter further if necessary. Confidentiality between all parties must be maintained at all times so any communication should be in writing and will be sent to the employees home address. There are some situations which must be reported to the Police. Any disclosure should be put in writing.
An employee can have a second person attend any meetings, be it a friend or Union representative. The policy gives protection to anyone who voices concerns in good faith, on discrimination, victimisation or disadvantage. Although there is no time limit in place for raising concerns , any delay could hinder an investigation and this may have child protection or serious health and safety implications.