Dhzh sg policy sept2015

A Safeguarding Policy Dulwich High School Zhuhai working together to protect all children in our Dulwich College International Schools

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DULWICH HIGH SCHOOL ZHUHAI SAFEGUARDING POLICY This policy should be applied in conjunction with the Dulwich College International Safeguarding Framework

It is the responsibility of every staff member to become familiar with this Safeguarding Policy and to know who to communicate with in case of any concern with regard to the protection of children in the School. In this policy the term “children” refers to any student in our care. Staff must also undertake the required Professional Learning in Safeguarding and follow all guidance on raising any concerns about the welfare or safety of any child at the School and making an allegation against another member of staff. Confidentiality is essential and the lines of communication must be followed. Professional Learning will include guidance on how to receive disclosure and record concerns.

The Safeguarding Policy outlines the following: 1.

2.

PRINCIPLES ROLES AND RESPONSIBILITIES 2.1 Director 2.2 Safeguarding Lead 2.3 Designated Senior Persons and Deputies 2.4 Safeguarding Working Parties 2.5 Professional Learning Directors 2.6 Lead Safeguarding Trainers 2.7 Safeguarding Trainers 2.8 Board of Management/Board of Trustees

3. MANAGING CONCERNS ABOUT CHILDREN 3.1 Reporting or recording concerns about a child or young person 4.

CONFIDENTIALITY

5.

TRAINING STRATEGY

6.

STAFF AND VOLUNTEERS 6.1 Safer Recruitment 6.2 Volunteers 6.3 Conduct of Staff 6.4 Allegations against Members of Staff 6.5 Whistleblowing

7.

DIGITAL SAFETY

8.

THE AUDIT PROCESS

9.

SAFEGUARDING POLICY LINKS

1. PRINCIPLES We recognise that we have a duty to protect children from harm and respond to child abuse under the United Nations Convention of the Rights of the Child according to our values and Philosophy and Objectives statements.

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We believe that every child, regardless of age, has at all times and in all situations a right to feel safe and protected from any situation or practice that may result in their being physically or emotionally affected. We agree that we have a primary responsibility for the care, welfare and safety of the children in our charge. In order to achieve this, all staff and volunteers in the School, in whatever capacity, will at all times be proactive in child welfare matters, especially where there is a possibility that a child may be at risk of harm.

We have adopted an open and accepting attitude towards children as part of our responsibility for pastoral care. We aim to create an environment where parents and children will feel free to talk about any concerns and will view our School as a safe place if there are any issues either in or out of School.

Children’s and young people’s concerns are at the centre of this Safeguarding Policy and their views will be taken seriously if they seek help from a member of our staff. However, staff cannot guarantee confidentiality if concerns are such that a referral must be made to the appropriate agency or agencies in order to safeguard the child’s welfare. In our School, if we have concerns about a child’s physical, sexual or emotional well-being, or that they are being neglected, we will take appropriate action.

One of the aims of this policy is to raise awareness and reduce the potential for the following five types of abuse: Emotional, Social, Physical, Sexual and Neglect.

As part of our Safeguarding Professional Learning Framework all staff will receive appropriate Professional Learning in these areas.

In our School we will: • Ensure that staff and volunteers are an integral part of the child safeguarding process.

• Ensure that safeguarding children is the responsibility of all staff, volunteers and visitors to our School • Recognise that Safeguarding children is the responsibility of Dulwich High School Zhuhai and all staff, as well as volunteers and parents.

• Ensure that all staff, volunteers and parents know how to report concerns or suspicions.

• Appoint a senior member of staff as the Designated Senior Person (DSP) with the knowledge and skills to recognise and act on child protection concerns. He or she will act as a source of expertise and advice, and is responsible for leading action within the School with regard to child protection issues.

• Ensure (through the DSP) that staff members with designated responsibility for child protection receive appropriate training.

• Share our concerns with others who need to know and assist in any referral process.

• Ensure that if staff or volunteers believe that a child may be at risk of suffering harm, they will always refer such concerns to the DSP, who will follow the accepted procedure.

• Safeguard the welfare of children while in the School. This is done through positive measures to address bullying, which may be caused by sexual factors, racial factors, disability or special educational needs.

• Ensure that all staff are aware of the child protection procedures established by DCI and, where applicable, other agencies, and act on any guidance or advice given by them.

• Ensure, through our recruitment and selection of volunteers and paid employees, that all people who work in the School are suitable to work with children.

2. ROLES AND RESPONSIBILITIES 2.1 DIRECTOR The Director will implement the Dulwich College International Safeguarding Framework and agreed School action plan through this policy.

The Director will also:  

Take part in any Safeguarding Professional Learning for Headmasters and Directors.

Create a Safeguarding working party in the School

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Appoint a Designated Senior Person(s)/Deputy Designated Senior Person(s) for Safeguarding for the School and ensure all staff are aware of their name(s) and role.  Implement a clear framework of communication for reporting and information sharing for child protection. Ensure that all staff understand that sharing information is the key to providing effective early help where there are emerging problems.  Ensure that assessments of all Safeguarding situations are child-centred, that information is shared and that decisions are made in the child’s best interests, rooted in child development and informed by evidence.  Ensure that Safeguarding is an ongoing part of the development and action planning of the School  Disseminate Safeguarding awareness amongst staff, parents, visitors and students of the School.  Ensure key Safeguarding staff are replaced and receive appropriate Professional Learning to ensure that they can carry out their roles.  Ensure that every employee of the School has appropriate safety checks and references.  Ensure that the annual DCI Safeguarding audit is complied with and acted upon.  Be the first line of communication in any allegation against an adult in the School unless the allegation is against the Director The Dulwich High School Zhuhai Director is: Campbell Douglas

2.2 COLLEGE SAFEGUARDING LEAD The Safeguarding Lead is responsible for:         

Ensuring that the Lead Trainer is working with HR to plan, implement and record Professional Learning for everyone in the School including new staff.

Ensuring that communications are clear on how the reporting is done (e.g., putting posters around the School Chairing the Safeguarding Committee and making sure all areas of responsibility for Safeguarding are covered by the group.

Appointing new DSPs and new trainers when there is a vacancy.

Reporting at least once per term to the School Leadership Team, Board of Trustees and Board of Management.

Liaising with trainers and overseeing any new developments in training requirements.

Overseeing all documentation related to Safeguarding.

Ensuring that this policy is updated and reviewed annually, to ensure that it is consistent with any changes to the DCI Framework and that all individual names are up to date.

Ensuring parents are aware of the Safeguarding Framework and Policy in order to alert them that the School may need to make referrals. Raising parents’ awareness may avoid later conflict if the School does have to take appropriate action to Safeguard a child.

The Dulwich High School Zhuhai Safeguarding Lead is Victoria Wingate

2.3 DESIGNATED SENIOR PERSON(S) AND DEPUTY SAFEGUARDING PERSON(S) (DSPs) Each DSP will be a senior member of staff who has the capacity to develop the role to lead any and all child protection issues, to audit child protection records on an annual basis and to be a member of the School Safeguarding Working Party. DSPs should have the authority and be accessible to teachers and other staff in their School and lead child protection concerns if called upon to do so, keeping the appropriate people informed. Each DSP will have a nominated Deputy DSP who will take on the role during any absence of the DSP. Allegations against an adult in the School will be referred to the Director or Director of Schools if the allegation involves the Director.

The DSP will also act as the resource available for other staff, volunteers and members of the Board of Management and/or Board of Trustees to draw upon. The DSP is key to ensuring that proper procedures and policies are in place and are followed with regard to child Safeguarding issues.

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The DSPs must be senior members of staff in the School All members of staff must be made aware who the Designated Senior People (DSPs) are and what his/her roles are.

The DSPs will need to build effective working relationships with colleagues.

The DSPs should possess skills in recognising and dealing with child welfare concerns.

The DSPs will report to the Director in referring cases of suspected abuse or allegations to the DSP at DCMI, if appropriate, and according to the procedures established by DCI. The DSPs are not responsible for dealing with allegations made against members of staff; these should only be reported to and dealt with by the Director An allegation can be taken directly to the Director of Schools if the allegation involves the Director.

To be effective, the Designated Senior Persons will:     

Act as sources of expertise within the School and be responsible for leading action regarding referrals by liaising with relevant agencies over cases of abuse and allegations of abuse, involving both children and members of staff.

Liaise with the Director to support any issues and ongoing investigations and ensure there is always cover for the role.

Keep detailed, accurate and secure written records of referrals/concerns.

Where children leave the school roll, ensure information is transferred to the new school as soon as possible, in accordance with local guidance.

Ensure that if a child leaves, and the new school is not known, the relevant authorities are alerted where appropriate.

The DSPs also have an important role in ensuring that all staff and volunteers receive appropriate Professional Learning. All staff and volunteers should:   

Attend training in how to identify abuse and know when it is appropriate to refer a case.

Attend refresher and any relevant courses and then ensure that any new or key messages are passed to other staff, volunteers and Board members.

Make themselves (and any deputies) known to all staff, volunteers and Board of Management members (including new starters and supply teachers) and ensure those members of staff have had training in child protection. This should be relevant to their needs to enable them to identify and report any concerns to the DSPs immediately.

Each DSP should:            

Understand and have time to carry out his /her role.

Ensure that staff have the lines of communication and details of DSPs in the case of reporting child protection concerns.

Have detailed knowledge of the School’s policy and procedures for managing child protection concerns.

Ensure that every staff member knows his/her role and line of communication.

Ensure that all staff understand that sharing information is the key to providing effective early help where there are emerging problems.

Ensure that child protection documentation is kept appropriately and monitored regularly, ensuring the outcomes of Safeguarding actions are reviewed and reported.

Support staff as needed.

Attend Professional Learning relating to Designated Senior Persons once a year with other colleagues in the same role.

Be clear about the barriers inhibiting children from disclosing abuse and know how to respond effectively to children who do disclose.

Support staff reporting concerns.

Lead the Director and other staff in making appropriate plans and decisions to address concerns about a child.

Ensure that issues are explained in connection with disclosure to parents if the situation arises and clarify the parent’s responsibility to address those concerns.

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Advise on matters of confidentiality and record keeping.

Ensure that the school’s support services are accessed when appropriate for the child or family’s well-being.

Identify ways to support staff who may be involved in a Safeguarding issue.

Give support to ensure that assessments of any Safeguarding situation are child-centred, and that decisions are made in the child’s best interests, rooted in child development and informed by evidence.

Ensure that any weaknesses in child protection arrangements are remedied without delay.

Each Designated Senior Person is identified below. In the Designated Person’s absence the Deputy DSP will deal with any concerns raised.

Designated Senior Person: Victoria Wingate Deputy Designated Senior Person: Carol Han (Chinese Speaker)

2.4 Safeguarding Working Parties The School will have a Safeguarding Working Party made up of volunteers from each area of the School, including the Safeguarding Lead, the DSP(s) and the Lead Trainer. The chair of this working party will report directly to the Director The role of the group is to monitor the implementation of the action plan and ensure that all recommendations in the annual audit are acted upon as agreed. The chair of this group will be a member of the DCI Cross-College Safeguarding Working Party. This group will meet at least once a year.

At Dulwich High School Zhuhai the Leader of the Safeguarding Working Party is Victoria Wingate and the other members of the DCI Cross-College Safeguarding Working Party are: Campbell Douglas, Carol Han, Tracy Huang, Catriona Treanor, Nick Grigsby, Chenot Jiang

2.5 Professional Learning Directors The PL Leaders will work closely with Lead Trainers and colleagues across DCI schools to create and maintain an effective ongoing Professional Learning programme and ensure that the DCI child-centred training Safeguarding Strategy (below) is followed. The DCI Safeguarding PL Strategy can be found in Section 5 of this document and forms an integral part of this policy.

The Dulwich High School Zhuhai Professional Learning Leader is Victoria Wingate.

2.6 Lead Safeguarding Trainers Dulwich International Colleges Lead Safeguarding Trainers will:      

Follow the DCI Safeguarding Framework.

Ensure that PL is delivered by recognised Dulwich Safeguarding Trainers.

Ensure that DCI approved materials are used.

Attend PL annually with other Lead Safeguarding trainers across the DCI schools.

Ensure they keep up to date with changing policy and disseminate changes to other trainers in their School.

Assure the quality of training through observation and PL.

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The Dulwich High School Zhuhai Lead Trainers are: Campbell Douglas, Carol Han, Tracy Huang, Catriona Treanor, Nick Grigsby, Chenot Jiang

2.7 Safeguarding Trainers DCI Safeguarding Trainers will:   

Deliver approved Professional Learning as agreed.

Deliver Professional Learning in pairs or groups where possible and appropriate.

Attend meetings and Professional Learning as required.

2.8 The Board of Management/The Board of Trustees The Director is expected to include Safeguarding in every Board report and highlight progress on the School Improvement Plan. As a matter of confidentiality student and adult names in relation to Safeguarding incidents will not be not be identified at Board meetings.

Both the Board of Management and the Board of Trustees shall appoint a Key Safeguarding Person.

3. Managing Concerns about Children Upon the receipt of any information from a child, or where a child makes a direct allegation or discloses that s/he has been abused, the campus Designated Senior Person must be informed. The DSP will then take the concern to the Director.

If anyone observes injuries that appear to be non-accidental, or if any person has suspicions that a child may be at risk of harm, the campus DSP must be informed. The DSP will then take the concern to the Directo . In his/her absence concerns will be taken directly to Kate Beith, the DCI Designated Senior Person.

Where a child makes an allegation against a member of staff, his/her concerns must be recorded immediately, including what s/he has seen, heard or known at the time the event occurs. The DSP will inform the Director immediately. In the absence of the Director the DSP will inform the Director of Colleges, Brian McDouall. In the case of an allegation against the Director the Director of Colleges will be informed directly.

The School will ensure that all members of staff and employees are familiar with the procedures for keeping a confidential written record of any incidents and with the requirements of DCI. Members of staff and volunteers are not required to investigate suspicions; staff or volunteers who believe that a child may be at risk will immediately refer concerns to their DSP.

3.1 Reporting or recording concerns about a child or young person Confidentiality is essential. Staff are to follow the DCI Reporting Framework (Appendix A to this policy) and should record their concerns on the Confidential Record of Concern form (Appendix B to this policy).

It is the responsibility of the DSP to take the next steps in the process. All documentation will be stored in a safe place. Staff must feel confident that they will be supported if they report any concerns about a child. Staff will be expected to ensure that any reports written about any safeguarding situation are child-centred, in the child’s best interests, rooted in child Copyright of Dulwich College International 2014

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development and informed by evidence. Staff may be asked to use the Risk Assessment Tool. (Appendix D to this policy).

The DSP may gather a response team to assess a reported child protection issue. The make-up of the team will depend upon the nature of the situation. The team will take a holistic approach, addressing the child’s needs within their family, the wider community and the international context. Decisions made by the response team should be agreed with the child and family where possible. A clear process of evaluation with a clear timeframe should be recorded along with the impact of any change on the welfare of the child.

4.

CONFIDENTIALITY The School and all members of its staff will ensure that all data relating to children is confidentially managed in accordance with the requirements of DCI and applicable national or local guidance, laws or regulations.

Those reporting any safeguarding concerns will adhere to the lines of communication, confidentiality provisions and all other procedures in the DCI Reporting Framework (Appendix A ). The DSP will support the process outlined in the Framework, and the School will give detailed information about whom to contact in the induction process.

Any member of staff who has access to sensitive information about a child and/or the child’s family must take all reasonable steps to ensure that no disclosure is made under any circumstances, save with the express approval of the Designated Senior Person or Director.

Regardless of the duty of confidentiality, any member of staff who has reason to believe that a child may be suffering harm, or be at risk of harm, has a duty is to forward this information without delay, consistent with the Safeguarding Policy, to the designated line manager for child protection. Volunteers and visitors are not authorised to take any action; their roles are strictly limited to reporting if they are concerned or have witnessed any concerning behaviour while in the School.

5.TRAINING STRATEGY All staff working in any capacity or in association with the School will receive Professional Learning on Safeguarding Children, to be undertaken as soon as possible after taking up their position. This training will be called ‘induction’. All staff will be assigned to a particular staff category that then places them on a particular pathway for Professional Learning on Safeguarding.

In-house trainers at the School will be supported by one or more lead trainers. Staff completion of the various levels of Professional Learning will be recorded and tracked centrally by the Professional Learning Leader, with the support of department heads across the College. All staff Professional Learning will be refreshed every two years.

New trainers will be identified annually if necessary, and a ‘train the trainer’ day will happen in the third term of each academic year or according to the needs of each College.

Updates from the UK and other countries will be an important part of ongoing Professional Learning, and we will look to experts from the UK for support. This may take the form of future visits or Skype/video conferencing.

Lead trainers will link with other lead trainers across DCI schools.

The Designated Person(s) will receive external Professional Learning every two years.

      

Headmasters and Directors - training to be organised by DCI. Lead Teaching Staff (all teachers, middle managers, senior managers) - monitored by Director Teaching Assistants/Learning Assistants (classroom-based in DUCKS and Junior School, department-based in Senior School) – monitored by Director.

Business Administration (HR, Finance, Operations) – monitored by HR Director External Relations (Admissions, Marketing – monitored by (Head of External Relations/Head of AMC DCP (managers and staff who lead the individual programmes) – monitored by DCP Manager.

Cleaners/helpers/ guards/catering staff/bus monitors – monitored by Carol Han

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Other adults with supporting roles (including volunteers) – monitored by Director.

The content for each course is to be determined and planned by in-house trainers in consultation with the DCI Lead Trainer and the Safeguarding Working Party. All trainers will plan collaboratively and therefore will be able to work with the Professional Learning Leader and the HR Department.

Each College will have:     

two Lead Trainers (one English speaker and one local speaker) English Language Trainers (Teaching Staff) Local Language Trainers (Teaching Staff) English Language Trainers (Admin/Support staff) Local Language Trainers (Admin/Support staff)

The Lead Trainer(s) will:  Facilitate trainers’ meetings and support within the group.  Attend all training events with other Dulwich Colleges.  Provide quality assurance for Professional Learning.  Monitor training updates for trainers (with the Professional Learning Leader).  Support the process of identifying new trainers.

All training materials will be stored on the College shared drive in the Safeguarding area and the DCI Professional Learning Platform. Hard copies of training materials and training resources will be managed by the PL Leader. Amendments can only be made after discussion with the DCI Trainer.

The identification of potential new trainers will happen once leaving trainers have been identified each year. New trainers will be trained in Term 3 by the DCI Trainer.

All new members of staff will receive an induction to Safeguarding, which will give an overview of the Framework and Policy and ensure staff understand its purpose, values, services and structure, as well as confidentiality issues and how to identify and report abuse. All new staff at the School (including regular volunteers) will receive basic Child Protection information and contact information with regard to reporting concerns. During induction staff will receive a copy of the College Safeguarding Policy and the DCI Safeguarding Framework.

All staff will be expected to attend Safeguarding Professional Learning that will enable them to fulfill their child protection responsibilities. The School will provide this training as organised by the Professional Learning Leader.

6.STAFF AND VOLUNTEERS 6.1 Safer Recruitment To ensure that children are protected while at the School we will carefully select, screen, train and supervise our staff and volunteers. The School will follow the DCI Safer Recruitment Policy.

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We accept that it is our responsibility to:  

Follow up at least one reference with a telephone call or personal contact, during which we will discuss the applicant’s suitability to work with children, before the employment contract is signed.

Ensure that, before starting work, all adults with access to children at the College have been checked by the Disclosure and Barring Service (DBS), or the equivalent service or bureau in the country where the teacher has been employed.

In addition, before a person takes up a position in the College we will:     

Ensure that the candidate’s identity has been checked to establish that information given by the candidate is accurate.

Verify that the candidate’s qualifications are genuine.

Obtain professional and character references before the employment contract is signed.

Ensure that the candidate’s health and physical capability are suitable to the position.

Examine previous employment history and seek extra evidence to cover any gaps or lack of available police checks.

More details of the safer recruitment strategies we follow are given in Appendix H, the Safer Recruitment Procedures 6.2 Volunteers We recognise that some people who may be unsuitable for working with children may use volunteering as an opportunity to gain access to children. For this reason, all regular volunteers in the School, in any capacity, will be treated the same as contracted staff with respect to criminal record and identity checks. All regular volunteers will also receive the relevant level of safeguarding training.

Parents or other volunteers who help on an occasional basis must work under the direct supervision of a member of staff, and may at no time have unsupervised contact with children. They must also sign the Volunteer Safeguarding Statement (Appendix J).

The School shall maintain a Safeguarding Guide for all visitors. All visitors who come on campus will be asked to read the Safeguarding statement before being issued a visitor’s pass.

6.3 Conduct of Staff The School has a duty to ensure that professional behaviour applies to relationships between staff and children, and that all members of staff are clear about what constitutes appropriate behaviour and professional boundaries.

At all times, members of staff are required to work in a professional way with children. Staff will receive two levels of Safeguarding training during their induction period and their first year at the College. From their first day of employment all staff should be aware of the safe practice needed to work with children.

All staff and volunteers should avoid being alone in a private place with a student, on or off campus (including their home). If the teacher is alone in a room or any other place on campus, where possible the door to the relevant room should be left ajar and both teacher and student should be visible to the outside corridor. If the door has to be closed (individual music lessons for example) both teacher and student should be visible to the outside corridor and another colleague should be aware and in close proximity. If the meeting is not part of a normal lesson during the school week (extra homework supervision or tuition for example), one or more other colleagues should be informed and be in close proximity. No member of staff should meet children outside school hours or school duties unless (i) agreed by their line manager and the teacher is accompanied by a colleague or (ii) the child is accompanied by at least one parent or responsible adult such as a guardian.

Physical Interventions. Members of staff may have to make physical interventions with children. Members of staff should only do this where:  

It is necessary to protect the child, or another person, from immediate danger; or The member of staff has received suitable training.

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All staff should refrain from: •

Cultural and gender stereotyping

•  

Disclosing personal details inappropriately Engaging in inappropriate conversation through social networks, email or face to face conversation Becoming a friend or follower of any child on any form of social media

6.4 Allegations against Members of Staff If anyone makes an allegation that a member of staff , a volunteer or a Board member has put a child or young person at risk and acted inappropriately, this will be handled by the Director unless the allegation is against the Director in which case the DCI Director of Schools will investigate and handle the matter, keeping the Chief Executive informed. The DCI designated officer will gather information about the allegation, and report this without delay to the DCI Chief Executive.

When an allegation is made by one staff member against another, the DCI procedure for managing allegations will be followed. (The procedure is set forth in Appendix G to this policy, and the Managing Allegations Flowchart is in Appendix F.) The people involved in any allegation process will be clearly guided. All staff should also be aware of the DCI Whistleblowing guidance, which supports staff members who may have concerns about a colleague, line manager or a member of their senior management team.

In the allegation process there will be a commitment to:   

The Disciplinary rules as outlined in the Staff Handbook, though in case of any conflict between this policy and the rules in the Staff Handbook, this policy shall prevail.

Resolving the situation as soon as possible.

Maintaining confidentiality.

The Headmaster shall create a response team to the allegation appropriate to the situation. The response team, which should be limited to a small number of people, will conduct an investigation, write a report, make decisions and resolve the situation.

The Director will lead the response team in gathering the required information. Documents created by the response team will be confidential and the Director will store them safely. They may be seen by persons outside the response team only with written permission from the Director A staff member will only be suspended, with or without pay, if there is cause to suspect a child or children are at risk of harm or the allegation warrants investigation by the police and there is no reasonable alternative. The Headmaster, DCI Director of Schools, DCI Director of HR and the DCI Chief Executive Officer will review the type of allegations and the type of disciplinary proceedings that will be appropriate in relation to the type of allegations made.

The person accused of the allegation will be informed as soon as possible and supported by the HR Department as appropriate. Notwithstanding anything to the contrary in the Staff Handbook or any other College/School policies, the staff member may not be accompanied by anyone other than a member of the HR Department at meetings concerning the safeguarding allegations.

A risk assessment will be conducted to ensure that the child concerned is not in any immediate danger.

The allegation should still be followed up if the member of staff gives notice or leaves the School The process should be meticulously recorded but the record should be corrected if the allegations are considered to be unfounded. Allegations that are not unfounded, but may not be provable, should be distinguished from allegations that are unfounded, i.e., that have no basis in fact.

If any child raises a concern about another child or member of staff, the concerns will be managed confidentially, with Copyright of Dulwich College International 2014

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sensitivity and support.

6.5 Whistleblowing The rationale Our whistle blowing system provides staff with an avenue to raise awareness and concern if they feel that a colleague or manager is engaged in conduct that is causing a negative effect upon the welfare and safety of any children in one of our schools. This could also refer to a situation where a staff member considers that behaviour by another member of staff is not being addressed by the management of the School and provides a clear way to raise awareness of a concern directly to DCI. This guidance is written for all adults working with children in our school. Each staff member must acknowledge their individual responsibility to bring matters of concern to the attention of the senior management in the School or where appropriate, to the Director of Schools at DCI. Although this can be a difficult situation it is particularly important where the welfare of children is concerned.

A staff member may recognise that something is wrong but may not feel able to express concerns because of loyalty to colleagues or a fear of harassment or victimisation.

Reasons for whistle blowing Every individual has a responsibility to raise concerns about unacceptable practice or behaviour in relation to the safety and welfare of our children.  To prevent a problem from becoming more serious.  To protect or reduce risks to other children in the School What stops people from whistle blowing  Fear of initiating a situation that can result in a significant investigation.  Negative effect upon workplace relationships.  Fear of being wrong.  Fear of repercussions.  Fear of not being believed.

How to raise a concern  Concerns should be expressed as soon as possible. The earlier a concern is expressed the sooner action can be taken.  

The concern should express exactly what practice is causing concern and why.

The person raising a concern should approach the Director immediately and in his absence, the DCI Director of Schools, Brian McDouall.

If a concern is expressed about the person’s immediate manager or the Director it can be referred to the DCI Director of Schools (Brian McDouall) or the DCI Director of HR (Christine Mawal), who will consult with Ex-Com and the DCI Designated Senior Person as necessary. A member of staff expressing a concern is expected to be acting in good faith and explain the reasons for the concern. However, it is not expected that the staff member will always have hard evidence or be certain that his or her concerns are well grounded.

The next steps   

The staff member specified in any whistle blowing procedure should be given information about the nature and progress of any enquiries.

The employer has a responsibility to protect the staff member from any harassment or victimisation including, where appropriate, keeping the whistle blowing staff member’s identity confidential.

No action will be taken against the whistle blower if the concern proves to be unfounded and was raised in good faith.

Self-reporting Occasionally a member of staff may have a personal difficulty that they know is impinging on their professional competence.

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Staff have a responsibility to discuss such a situation with their line manager so that professional and personal support can be offered.. Whilst such reporting will remain confidential in most instances, this cannot be guaranteed where personal difficulties raise concerns about the welfare or safety of children in the School Further advice and support It is recognised that whistle blowing can be difficult and stressful. Advice and support will be made available to the member of staff concerned and will be organised by the HR department.

7.DIGITAL SAFETY E-safety is an integral part of the curriculum. The use of ICT equipment and systems are well monitored and appropriate actions are taken where issues are identified. We are committed to ensuring that our School is a safe digital learning community through the curriculum, professional development, auditing of systems, working with parents and developing detailed e-policies. The School has an E-Safety policy.

Children are encouraged to use the internet at all times in a safe way. Parents are asked to give permission for their children to use the internet on entry to the School Parents, pupils and staff must sign an Acceptable Use form to ensure that they understand the risks and sanctions relating to misuse of systems in and beyond the School. Staff who know of misuse by a teacher, staff member, volunteer or child must report it to the Director without delay. The Director has overall responsibility for internet safety and will have access to all email addresses and passwords.

The School will ensure that:  

   

Software is in place to safely manage access and identify any person accessing inappropriate sites or information.

Students are encouraged to discuss openly their use of technology and anything that makes them feel uncomfortable. If this results in child protection concerns, the Senior Designated Person for child protection should be informed immediately.

Students are encouraged not to give out their personal details, phone numbers, school or home addresses, or passwords .

Students adhere to the school policy on mobile phones.

Training is provided to pupils, staff and volunteers on e-safety matters where necessary.

All IT equipment in the has suitable software to maximise the online protection of children,

Staff and children are expected to engage in the safe and responsible use of social media. However, any member of staff who has or is alerted to any child protection concerns related to the use of the internet or social media should follow the lines of communication set out in this policy.

The School acknowledges that parents like to take photos and videos of their children in performances, sports events and other presentations. This is a normal part of family life, and we will not discourage parents from celebrating their children’s successes. However, if this raises Health and Safety issues (e.g., the use of a flash could distract a child and cause an accident) we will take appropriate steps (e.g., we will inform parents that flash photography is not permitted).

If parents indicate to the School that they would not like their child’s photograph or video to appear in the School’s materials, brochures, websites, advertisements or press releases, we will ensure that the parents’ wishes are fulfilled. The School cannot, however, be held accountable for any photos or videos taken by parents or members of the public at school functions.

8.THE AUDIT PROCESS The action plan resulting from the audit will be agreed and signed by the following persons:    

The DCI auditors School Safeguarding Lead The Director The Director of Schools.

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The Safeguarding Working Party, chaired by the Safeguarding Lead, will review the action plan at three meetings per year.

The Safeguarding Lead will discuss the action plan with the Director at their termly safeguarding meetings, and Director will report progress to the Boards at each meeting of the Board of Management and Board of Trustees.

9.SAFEGUARDING POLICY LINKS The following essential and relevant policy documents can all be followed by selecting the attached hyperlink.             

Safer Recruitment Policy Anti –bullying Policy Health and Safety Policy Behaviour Management Policy Fire Safety Policy Lockdown Policy and other emergency procedures First Aid Policy (medical procedures) Educational Visits Policy (to include risk assessments) Supervision of Students Policy Procedures for recording sanctions on students Procedures for maintaining admissions and attendance registers E-safety Policy CCTV Surveillance Policy

10. Appendix Appendix A Training Structure Appendix B Safeguarding Reporting Flowchart Appendix C Confidential Record of Concern Appendix D Risk Assessment Tool Appendix E Managing Allegations Flowchart Appendix F Managing Allegations Actions Appendix G Record of Concern Tracking Record Appendix H Volunteers Statement Appendix I Safer Recruitment Procedures Appendix J Letter for all Visitors

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Appendix A) Example Tracking Document Staff Category

Induction date completed

Specialist

Refresher 1

date completed

date completed

Lead Teaching Staff Teaching Assistants

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Training Structure Type Content

How long

Staff categories involved

Induction

Awareness raising and response, China context Digital safety

2 hours (Ayis/Helpers/Guards – 1 hour only)

All categories

Safeguarding in Action (Specialist)

Detailed training on child protection, disclosure etc

Length depends on content and group

Groupings as appropriate: teachers, personnel, Trip leaders/volunteers

Refresher

Review of procedures, evaluation and feedback

Length depends on content and group

All staff

Train the Trainer

When

Notes

1 day

Lead Trainers

Developing materials, monitoring quality of training

1 day

Lead Trainers

Designated Senior Person(s)/Heads of School

Updates

1 day

Designated Senior Persons/Heads

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Every 12 months for DSP(s)

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Appendix B)

The DCI Reporting Framework What to do if you are concerned about a child Teacher/staff member raise a concerns. Record completed, including any previous concerns Can the concern be managed in the classroom?

YES Led by teacher Record: Reason for decision Action taken Review date Outcome

NO

Teacher refers with record, to Designated Safeguarding Person and Head of School

Form a response team to assess the risk and make a plan Led by DSP Provides advice, support, challenge Record: Reason for decision Action taken Review date Response team may Plan to include: Outcome -Speak to the child: who, include some of the by when following: HoS, Teacher -Speak to the parent: and if relevant: who, by, when ?

Counsellor, Nurse, SENCO, -Support/protect child HoY

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Keeps Head of School informed.

H o S will:

Signs off plan and record from

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Appendix C) Confidential Record of Concern Name of child:

Class/Year Group:

Date: Nature of Concern: What prompted this record? (Please include dates, times, incidents, discussions, observations, behaviours) This concern should be recorded within 24hours of the incident and updated as necessary

Notes: Information that could explain child’s behaviour/situation

Does the concern fall into one of the following categories? Neglect Sexual Abuse Physical Abuse Social Abuse

Signed (Member of staff) Signed (Head of School)

Emotional Abuse Other

Signed (Director)

Has this information been passed to the DCI Designated Senior Person? (Please give details) If not, please record reasons why. Ensure that the reporting process is confidential and follows the reporting requirements as outlined in the DCI Safeguarding Framework.

Further Action: (this can include involvement of parents, agencies, place of concern on file)

Date of Review: Outcome of review: The College Designated Senior Person(s) (DSP) or their Deputy DSP will lead any child protection concerns if needed. When completed this form should be handed to the Head of College by hand. It will then be securely stored in the confidential Child Protection file.

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Appendix D) Student Name A

Self harm

1 2 3 4 5 B 1 2 3 4 6 7 8 C 1 2 3 4 E 1 2 3 4

Incidents/Evidence/Threats of Self-Harm Previous suicide attempts Current suicidal thoughts Expressing intent to harm others Other i.e. overly attached

F 1 2 3 4

Bullying / abuse

The DCI Risk Assessment Tool Year / Date Class: Completed: Y/N Comments

Name of DP

Sexual nature Sexually inappropriate behaviour Allegations of a sexual nature Incidents of a sexual nature Aggressive sexual behaviour Concerns or allegations about neglect or abuse of children Current child protection investigation Other

Anger Management Occasional loss of temper Repeated incidents of verbal or physical aggression Self or others are concerned by level of aggression Other

Physical wellbeing Physical health is of some concern Physical health is of moderate concern Physical health is of serious concern Other

Has experienced abuse harassment bullying in the past Is at risk of abuse or harassment Is currently experiencing abuse or harassment Friends / associates have been known to create minor problems in the past

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Friends/associates are currently of concern G

Lifestyle

1 2 3 4 5 6 7

Home unclean/unsafe (reported or evidence of) General location of property unsafe Pets Incidents of accidental fires Incidents of arson Anti-social / intimidating behaviour in local area Issues relating to Drugs

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Issues relating to Alcohol

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Other i.e. establish who the main carer is/number of schools attended to date

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Appendix E) DULWICH HS Zhuhai SAFEGUARDING STRUCTURE DCI DESIGNATED PERSON KATE BEITH

SG OVERALL RESPONSIBILITY CDS

SG OPERATIONAL RESPONSIBILITY VWE

SG Steering Committee VWE(Chair)

SG Designated People Victoria Wingate-DSP

E-Safety David Miller

SG Deputy Desingated People Carol Han Chenot Jiang Catriona Treanor Nick Grigby Tracy Huang

InPolicy Development, Monitoring, Review

Digital Safety

SG Tr ain ing VWE

Training of all staff

Duty of Care of Students

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DULWICH HS Zhuhai DESIGNATED PERSONS STRUCTURE

DCI-DoS Brian McDouall DCI-DSP Kate Beith HoS CDS DSP VWE

CHINESE & Deputy – Carol Han

Allegations about a member of staff

CONCERNS ABOUT STUDENTS

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Appendix F) DCI Managing Allegations Procedure What to do if you are concerned about the behaviour of a colleague/volunteer and whether a child may be at risk of harm

Teacher/staff member has a concern 

Record observations, dates, any reports received from others, identify role of adult who is cause for concern 

   

Does the concern relate to any of the following?

Has the adult behaved in any way, which has harmed, or may have harmed a child in or outside school?

Have they possibly committed a criminal offence against or related to a child in or outside of school?

Have they behaved towards a child in any way, which indicates that they are unsuitable to work with children and may have abused the trust of a child in or outside of school?

Identify role of adult who is cause for concern

  No Don’t know or yes   Share record of concern confidentially with DSP Share record of concern confidentiality with DSP    

Agreed period of monitoring and review date Record reason not to take action 

Review date  No further concerns uncovered   Close record

More concerns uncovered

DSP discusses with Head of College.

They will:  Make arrangements to investigate further  Ensure immediate safety of child (ren)  Involve other  professionals/parents if needed 

All staff in DCI schools have a duty to report concerns even if they turn out to be unfounded. There are no repercussions for whistle blowing

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Actions to be determined by the Director Define category of concern and record Possible harm?

Possible crime?

Possible unsuitable behaviour?

Does the staff member/volunteer need to be suspended pending the investigative action?

Does the investigation require a response team? This could include any of the following people: Internal External Head of School Embassy DSP Chinese authorities Counsellor Police DCI HR Actions relating to staff members Status of employment further to investigative action Disciplinary action* Dismissal* Insufficient evidence for either of the *above: Areas for improvement No further action Future reference requests

Considerations Clartiy of evidence Reliablity of witness or report Seriousness of risk Risk to child(ren) Risk of contaminating evidence/undermining witness(es) Risk to organisation Need to gather witnesses Evidence of records/concern Need to support child(ren) Need to speak to parents or other adults Support for staff member who is having allegation made against them Need to liaise with DCI Need to liaise with external agencies Criteria for disciplinary action Implications for alleged staff member’s family and dependents Implications for continued stay in country Reputation of College/School Support for staff member who has allegation made against him/her

Picking up the pieces Where appropriate consider conciliation between person What actions need to be taken to help the college who has made allegation and the person who has had recover? allegation made against them Individuals Need to reassure staff that there are no repercussions for Group whistle – blowing College/School community Role of counsellor If a member of staff is concerned about a line manager or a member of the senior management team they can take their concern to the DCI Director of Schools. Please see the whistleblowing guidance in appendix f) of the DCI Safeguarding Framework

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Appendix G) Dulwich College International Confidential Designated Senior Person Tracking Record Student Name

Date

Year / Class:

Persons Attending Meeting

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Date Completed:

Discussion Notes

Name of DP

Action

Responsible

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Appendix H)

Dear Volunteers, Thank you for volunteering your time to support the students and community at the College. We are very grateful that so many of you commit significant time and effort to help in so many ways. You are an in tegral part of the Dulwich experience and for that we extend our warmest appreciation to you.

As you will be aware, in schools around the world there have been some very unfortunate cases in which people who are unsuita ble to work with children have volunteered or obtained employment at schools as a means of gaining access to them. As a result, schools like ours, which are committed to ensuring the safety and wellbeing of their students, have put in place comprehensiv e safeguarding policies and procedures to protect our children. We conduct background checks on our staff members, and when they arrive we provide safeguarding training to all. Similarly, we ask that all volunteers familiarise themselves with the gu idelines below and agree to them by signing and returning a copy of this letter to us. We hope that you will take this request in the spirit in which it is intended, and appreciate your understanding that it is made only in the best interest of our children.

Safeguarding Children at the School Our Safeguarding Policy sets forth the following fundamental principle: We believe that every child and young person, regardless of age, has at all times and in all situations a right to feel safe and protected from any situation or practice that results in their being physically or emotionally damaged.

In keeping with this principle, we have put in place guidelines to safeguard all members of the Dulwich College community.

Observing them will ensure an environment where all those working or volunteering at the College can be clear and confident in their roles. 

As a volunteer your name should not appear on any list with any agency or government network that prevents you working with children.



While volunteering at the College, please report any unacceptable behaviour from a student. Please do not accept physical or verbal abuse from a student. Do not respond yourself, but report it immediately to a member of the College staff.



While volunteering at the College, please refrain from filming or taking any photos of the students unless you have already received permission.



Please refrain from instigating any physical contact with students. Please do not respond to any physical contact instigated by a student. If a student instigates physical contact with you, or you have any other concerns about student behaviour then report it immediately to the member of staff at the College who is responsible for your visit.



Unless you have the consent of the parent, please do not exchange any personal information with any student – for example, name, address, phone number, email address – either yours or the student’s.

If you have a concern, the first person you should contact is the Director, Campbell Douglas, at Campbell.douglas@dulwich-zhuhai.cn If he is unavailable then you should contact one of the following people: Copyright of Dulwich College International 2014

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Designated Safeguarding Person: Victoria Wingate (victoria.wingate@dulwich-zhuhai.cn) Deputy Designated Safeguarding Person : Carol Han (carol.han@dulwich-zhuhai.cn)

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I have read and understood the statements above and I agree to the terms outlined in this document:

Printed Name:

Signature:

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Date:

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DCI Safer Recruitment Guidance Flowchart All staff - Advertisement has to refer to safe guarding practice of school.

- Job description must refer to safeguarding.

- Ensure applicant has signed the safeguard statement.

- Extra references to be requested to address gaps in CV /criminal record check.

- DCL will carry out List 99/DBS checks on all applicants from UK at a cost of 50 GBP BEFORE THE INTERVIEW per check. Schools are to contact Chris Parsons (the DCI partnership officer) to start the process. Different countries criminal checks can be checked on

Appendix I)

Local and foreign staff - Request two written references using the DCI Reference Request Form  one reference should be from current employer.

- If people apply through agency, ensure certificates are verified by an approved person. If person is unsuccessful, destroy certificates.

:https://www.gov.uk/government/uploads/system/uploads/attachment_ data/file/194195/Countries_A_to_F_Application_processes_for_foreign_n ational_criminality_information.pdf All staff - Safeguarding question should be asked at interview to determine applicants understanding of this area.

Local staff - Must present all original certificates to be signed by approved HR member of staff (qualification certificates, police check, and identity card). If applicant is unsuccessful they must be destroyed.

Foreign staff - Must present all original certificates, to be signed by approved HR and they must be destroyed if applicant is unsuccessful.

- If interview is over Skype, must tell applicant that offer is conditional on their certificates being couriered and HR completing the process above.

T HE INTERVIEW All staff

Foreign staff Candidate can receive an offer conditional upon: 1 References being received, checked & in employee’s files, 2) One or more referee phoned to verify reference & question regarding

- Medical check must be part of visa application process.

- Appropriate visa must be obtained.

candidate’s suitability to work with children is asked conversation must be recorded on DCI form, 3) Criminal check is up to date, CONDITIONAL OFFER OF EMPLOYMENT

4) DCI Register of Appointment Checklist is completed and in employee’s file  evidence must be added to HR central data base - If there are any concerns over gaps in employment or the quality of police check, ask for three references which all need to be verified over the phone and evidenced on the ‘Reference Checklist Form’.

All staff

Foreign staff

Candidates can only start employment once the above checks are satisfactorily completed - Induction must include first level safe guarding training.

- Appropriate visa certification to work and live in country needs to obtained and updated as needed. Copies must be kept in employee’s file.

EMPLOYMENT Each candidate must have a ‘Register of Employment Record’ that can be used alongside this guidance. This must be completed before employment and placed on candidate file.

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DCI will carry out an annual safeguarding audit which will include a cross check of this safer recruitment process.

Appendix J)

TO ALL VISITORS WELCOME TO DULWICH HIGH SCHOOL ZHUHAI SAFEGUARDING CHILDREN AT THE SCHOOL We hope you have an enjoyable and rewarding time at the School and we appreciate very much the time you are giving to visiting and supporting our students’ learning. We believe that every child and young person, regardless of age, has at all times and in all situations a right to feel safe and protected. The following guidelines are intended to safeguard all members of the Dulwich College community.

Please take some time to read these. If you have any questions or any minor concerns about safeguarding, please talk to the staff member who has organised the visit and who will be accompanying you when in school.

Whilst on the school campus: Please do:  Be aware that verbal interaction with students may be interpreted by them as being offensive or inappropriate, even if this w as not your intention  Report any unacceptable behaviour from a student  Be aware that any contact made with a student outside of Dulwich grounds may be considered inappropriate.

Please don’t:  Take any photos or film the students unless you have already received the school’s permission  Instigate physical contact with students  Respond to physical contact from students. If this occurs, then please report it immediately to a member of staff at the College  Give your personal information to any student  Accept personal information from students  Accept physical or verbal abuse from a student.

If you have any serious concerns during your time at the school, Campbell Douglas, should be the first person you turn to. Please contact him at Campbell.douglas@dulwich-zhuhai.cn

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Confidential Dulwich College International Record of an alleged concern against an adult Name of adult: Position in School:

School:

Date: Nature of Concern: What prompted this record? (Please include dates, times, incidents, discussions, observations, behaviours)

Notes: Any additional information

Does the concern fall into one of the following categories?

Neglect

Sexual Abuse

Physical Abuse

Emotional Abuse

Other Has this information been passed to DCI Director of Schools?

(Please give details) If not, please record reasons why.

Further Action: (please keep a record of all activities on this case until closed in Record of Activity section below)

Record of Activity Date

Comments

Action

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This form, and any documents relating to the case, should be stored by the Headmaster or the Director of Schools (if the allegation is against the Headmaster) in a separate secure file from any other CP records.

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