SAFEGUARDING

St. James’s Church, Ryde is committed to the safeguarding, care and nurture of everyone without our church community.

In all these principles we will follow legislation, guidance and recognised good practice. If you are concerned that a child or adult has been harmed or is at risk, do not hesitate to contact our safeguarding leads listed below for advice and support.

 

As Christians we are called to recognise and respect the individuality and dignity of all people. We have a special responsibility to safeguard both the children and young people entrusted to our care, and the vulnerable adults who are part of our church community. Our work with children, young people and adults takes many forms and it is the responsibility of each of us to prevent abuse in all forms: physical, emotional, sexual or neglect, and to report any such abuse that we discover or suspect. We will work with all individuals regardless of race, disability, gender, culture or creed and ensure that we are constantly mindful of their welfare.

 

Our safeguarding policies and procedures are based on those from the safeguarding agency "Christian Safeguarding Services". Details can be found here: https://thecss.co.uk/

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Contact: any questions, allegations or suspicions must be directed immediately to the St. James’s Church Safeguarding Leads: Matt, Mandy or Peter

safeguarding@stjamesryde.com

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Safeguarding Policy, Procedures and codes of Conduct

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Adopted at the church council meeting on the 19th of February 2024

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Contents

 

Section            Description                                                                                            Page

1                      Introduction                                                                                              3

2                      Scope                                                                                                       3

3                      Context                                                                                                     3

4                      Values & Belief                                                                                         4

5                      Our responsibilities & commitments                                                       5

6                      Purpose                                                                                                     7

7                      Scope                                                                                                         7

8                      Definitions                                                                                                 7

9                      Governance & oversight                                                                          7

10                    Recruitment & ongoing support of staff & volunteers                            8

11                    Ensuring a safe & healthy environment                                                    9

12                    Responding to & reporting safeguarding concerns & disclosures        11

13                    Allegations against or concerns about staff & volunteers                      12

14                    Management of ex-offenders or those who pose an actual or

potential risk to others: particularly to vulnerable people                                             13

15                    Concerns about practice & whistleblowing                                             13

 

Appendix A       Safeguarding role allocation                                                                 15

Appendix B       Key safeguarding contacts                                                                    17

Appendix C       Basis of the policies & procedures & the legal framework                18

Appendix D      Standard document samples                                                                19

Appendix E       Codes of Conduct                                                                                 29​

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1. Introduction

This policy with its appendices outlines how we will:

1. Ensure that we provide a healthy, nurturing, and protective environment for everyone who engages with our church community

2. Ensure that every member of our church community is protected from harm and abuse and that if abuse is identified, it is handled effectively, promptly, and proportionately

3. Ensure that our trustees, staff and volunteers are clear about their responsibilities and duties and are supported to competently and confidently fulfil them

4. Support the development of an open and transparent culture that listens to the views and wishes of every member of our church community and supports the raising of concerns and complaints

5. Provide leadership and accountability for every member of our church community in relation to safeguarding

 

2. Scope

 

1. This policy applies to everyone who works on our behalf with children, young people, their parents / carers and adults at risk of abuse whether trustees, senior leaders, group / ministry leaders, paid staff, volunteers, or others working on our behalf

 

3. Context

Name of Place of Worship : St James’s Church, Ryde

 

Address: 4 Market Street, Ryde, Isle of Wight PO33 2NG

 

Contact details: 01983 566381 or office@stjamesryde.com

 

Senior Leader name: Rev James Leggett

 

Contact details: 01983 565621 or james.leggett@stjamesryde.com

 

Safeguarding Coordinator name: Ashleigh Cuttress

 

Deputy Safeguarding Coordinator name: Matt Ostler

 

Contact details: safeguarding@stjamesryde.com

 

Membership of Denomination: Anglican Mission in England

 

Denomination Safeguarding Officer: Vicki Bonnett

 

Contact details for Denomination Safeguarding Officer: safeguarding@anglicanmissioninengland.org

 

Charity number: 1181957

 

Insurance Company: Ecclesiastical Insurance

 

 

As a Church Council we recognise the need to provide a safe and caring environment for everyone, but specifically children, young people and adults at risk of harm.  We acknowledge that children, young people and adults at risk of harm can be the victims of physical, sexual and emotional abuse, and neglect.  We accept the UN Universal Declaration of Human Rights and the International Covenant on Human Rights, which state that everyone is entitled to “all the rights and freedoms set forth therein, without distinction of any kind, such as race, colour, sex, language, religion, political or other opinion, national or social origin, property, birth or other status”. We also concur with the Convention on the Rights of the Child which states that children should be able to develop their full potential, free from hunger, and want, neglect and abuse.  They have a right to be protected from “all forms of physical or mental violence, injury or abuse, neglect or negligent treatment or exploitation, including sexual abuse while in the care of parent(s), legal guardian(s) or any other person who has care of the child”.  As a Leadership we have therefore adopted the procedures set out in this safeguarding policy in accordance with statutory guidance.  We are committed to build constructive links with statutory and voluntary agencies involved in safeguarding.

 

The organisation is led by the Minister, Rev James Leggett, supported by the Elders and the Deacons

 

4. Values and beliefs

St James’s Church, Ryde, exists for the advancement of the Christian faith in accordance with the Basis of Faith, primarily but not exclusively to the benefit of the people of Ryde and the rest of the Isle of Wight.

 

1. Everyone who engages with our church community has the right to be protected from any form of bullying or harassment, exploitation or abuse and we will seek to ensure that we provide a caring and nurturing environment that is open and transparent and that promotes the raising of concerns with senior leaders

2. We have a particular responsibility to protect and promote the wellbeing of those who are vulnerable; particularly to children, young people and adults at risk of abuse; ensuring they are safe while in our care and that we respond appropriately to disclosures or indicators that they are experiencing abuse or neglect while in our care or elsewhere

3. Every member of our church community has a responsibility to act to support the values and commitments outlined in this policy

4. Our approach to safeguarding is shaped by our belief as Christians that:

   1. We are to honour those that God has set in authority over us and to live as responsible and good citizens in the time and place that God has set us in

   2. Every human life, including that of the unborn, is valuable to God and each person bears his image

   3. We live in a fallen and sinful world, where there are many risks and dangers and we must seek to protect everyone, but particularly the vulnerable in our midst from those dangers

   4. God cares for the widow, the orphan, and the stranger; he calls us to protect and care for those who are vulnerable in our society and to oppose exploitation

   5. Jesus’s example was one of valuing, accepting, and caring about everyone

   6. We are to love those around us as God loves them and to seek to bring healing, restoration and reconciliation to broken and damaged lives by the manifestation of the love of God through us

   7. The church is not a gathering of sinless and perfect people, but rather a community of grace where we seek to encourage one another to grow in faith and obedience to God

      1. We are called to encourage and challenge each other lovingly and to spur one another on to greater holiness and obedience to God in an attitude of humility, grace and forgiveness

      2. Where necessary, the church may impose formal discipline on its members in accord with its governing documents and standing orders.

 

5. Our responsibilities and commitments

 

1. Our responsibilities

   1. To ensure that the protection of all members of our community, but particularly children, young people and adults at risk of abuse and the promotion of their welfare is of paramount importance to us and that best practice in safeguarding is embedded into the culture or our organisation

   2. To treat each person as equal in the sight of God; equally sinful, equally loved and equally offered the gift of salvation and reconciliation to God and equally protected and respected

   3. To seek to minister to, and to encourage growth in obedience to God and his word with equity, transparency and sensitivity, in accordance with our fundamental beliefs as laid out in our statement of faith, charitable aims and governing documents

   4. To value, respect and listen to the wishes of every member of our community, including those who are vulnerable or find it difficult to make their voice heard

   5. To ensure that as a church we are alert to our duties around the Prevent duty 2016 and to report appropriately

   6. To work in partnership with children, young people, their parents / carers, adults at risk of abuse and local and national partner agencies and organisations to promote the welfare of and to protect each member of our community, and particularly the vulnerable

   7. To work to develop and maintain an environment that is protective, caring and nurturing for all who engage with our community, in accordance with our doctrines and beliefs as outlined in our governing document

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1. 1. How we will seek to fulfil these responsibilities

      1. We will seek to visibly demonstrate our commitment to safeguarding throughout the organisation and our most senior leaders will support the development of best practice and provide accountability to everyone who works (whether paid or voluntarily) on our behalf; including providing accountability and challenge to each other

      2. We will ensure that those who are responsible for safeguarding at the various levels of the organisation are appropriately trained and supported to competently and confidently fulfil their role

      3. We will actively seek to create and maintain a culture that is consistent with our biblical principles and best practice in safeguarding

      4. We will ensure that we have robust and relevant policies, procedures and systems that support the culture or our organisation and the work of all those involved in safeguarding and that these are regularly reviewed for effectiveness

      5. We will ensure that we appoint a Designated Safeguarding Lead and at least one deputy who will take responsibility for leading safeguarding children and adults across the organisation

         1. Safeguarding will be promoted and overseen by our senior leaders

         2. Delegation of tasks and responsibilities will be clearly outlined in the relevant role descriptions and the organisation’s safeguarding structures, complete with contact details, will be included in our procedures and made publicly available

      6. We will adopt safer recruitment best practice in the recruitment and selection of staff and volunteers

      7. We will provide effective leadership, management and support for our staff and volunteers who deliver services on our behalf including:

         1. Ongoing training and skills development

         2. Supervision and pastoral support

         3. Quality and performance management measures

      8. We will ensure that we consider safety in all areas of our work and ministry;

         1. Developing a positive culture

         2. Managing health and safety through effective policies and procedures; using risk assessments, processes and proportionate systems

         3. Creating a positive and nurturing environment in all aspects of the community, including physical, social, emotional, psychological, spiritual etc environments

         4. Considering the online as well as the physical environments; including our use of social media and technology

      9. We will ensure that we monitor the conduct of our staff and that we have policies, procedures and systems for managing allegations against staff or volunteers, supported by a culture of listening to allegations and responding with rigour, fairness and transparency

      10. We will ensure that our expectations in relation to the conduct of members of our community are clear through codes of conduct, policies and procedures including:

          1. Anti-bullying and zero-tolerance approach to bullying; including cyber-bullying and the bullying of staff and leaders

          2. Dealing with peer-abuse and harassment (including sexual harassment)

          3. Clear accountability processes and sanctions for infringements of the codes of conduct

          4. Equality and diversity and a culture of zero-tolerance of discriminatory or abusive attitudes, language or behaviours

      11. We will seek to clearly identify concerns about the safety or wellbeing of those who are part of our community and to respond appropriately and proportionately:

          1. To signpost or refer them to local or national services that can help them

          2. To provide information, guidance and support as we are able, to help them overcome their challenges

          3. To share information appropriately with partner agencies where we have concerns about the safety of an individual and statutory thresholds and / or criteria are met 

      12. We will record and store information accurately, keeping it securely in line with our legal duties, information sharing policies and national and local guidance and agreements. This will include records such as:

          1. Consent forms

          2. Attendance data for work with children, young people and adults at risk of abuse

          3. Accident and incident reporting

          4. Confidential recording of safeguarding concerns

      13. We will involve children, young people, their parents or carers and adults at risk of abuse in our safeguarding processes wherever possible; making reasonable adjustments where necessary to enable them to participate in the decisions that affect them

      14. We will ensure that we have a culture and policies and procedures for raising concerns or complaints by any member of our community including children, young people, adults at risk or abuse and their parents / carers and for dealing with those concerns in an efficient, open, honest and fair manner; including clear appeals processes

          1. We will also ensure that our leaders are competent and confident in handling complaints

      15. We will develop a culture that encourages every member of our community to identify and raise concerns and will support this with a clear whistleblowing policy

      16. We will ensure that relevant policies, procedures, codes of conduct etc are publicly available

 

Safeguarding Procedures

 

6. Purpose

 

These procedures aim to provide staff and volunteers with clear and simple instructions as to how safeguarding is promoted and how concerns should be handled. They are not provided for training purposes and will not be used as a substitute for training.

 

7. Scope

 

These procedures will be applied to all staff and volunteers who act on behalf of the church.

8. Definitions

 

Staff: refers to any paid employee or office holder

 

Volunteer(s): refers to anyone who is appointed by the church to a role for which they receive no payment (other than out-of-pocket expenses that are appropriately authorised)

 

Elder(s): refers to those appointed by the church to that office to provide spiritual leadership

 

Deacon(s): refers to those appointed by the church to that office to support the Elders and serve the church in practical and legal matters

 

Officers: refers to both Deacons and Elders; in our case, officers and Trustees are synonymous. In practical usage we tend to refer to Trustees in relation to legal duties and Officers tends to be used in relation to the spiritual or day-to-day life of the church

 

Adults at risk of harm - anyone aged 18 or over and at risk of abuse or neglect because of their needs for care and or support.  The element of risk may be situational / linked to circumstances.

Definition of child - anyone under 18

 

9. Governance and oversight

 

The officers will provide effective oversight of safeguarding across the church by:

 

1. Ensuring that the church leadership promote the importance of safeguarding and lead the development of a culture that is biblically faithful, healthy, transparent, and accountable

2. Ensuring that a suitably knowledgeable and appropriately skilled Designated safeguarding Lead (DSL) and a deputy are appointed and that they are adequately supported and resourced

3. Ensuring that a proportionate and legally compliant safeguarding policy is in place and that it is reviewed by the trustees with input and support from the DSL and Deputy DSL at least annually, but more frequently as required

4. That the DSL provides a verbal update to all trustee meetings (which can be conveyed via one of the trustees) and that a formal annual report is provided to the trustees by the DSL and Deputy DSL

5. That the effectiveness of the safeguarding arrangements is reviewed annually in line with the review of the policy and procedures

6. That role clarity is achieved through a clear definition of the responsibilities of all those involved in safeguarding across the church (see appendix A)

 

10. Recruitment and ongoing support of staff and volunteers

 

The recruitment and support of staff and volunteers is of critical importance to St James’s Church, Ryde  and to our work and ministry. In order to fulfil our legal duties and to ensure we meet the still higher standards dictated by scripture, all staff and volunteers will be subject to appropriate recruitment processes.

 

1. Management of recruitment processes

 

1. At least one person who is involved in the process of recruitment of staff or appointment of volunteers will be trained in Safe Recruitment

2. Appropriate records will be kept of all recruitment processes

3. A “Single Central Record” of recruitment checks and a training log will be maintained on Churchsuite.

   1. DBS certificates will be returned to the applicant and no copies will be kept. The Single Central record is the only record that will be retained by the church

4. Staff and volunteers will be provided with written Job / role descriptions and person specifications prior to deciding whether to take up the position / role

 

1. Recruitment process

 

1. Prior to appointment, all staff and volunteers will be required to submit an application form (see appendix D). Where necessary and appropriate (e.g. lack of literacy skills, English as a second language etc) support can be provided for completion of the forms.

 

Paid staff positions

 

1. Prior to appointment all paid staff will be required to attend a formal interview, regardless of whether a competitive process is in operation

2. Prior to appointment of staff, references will be sought, including, where possible, a reference from the current or previous employer

3. Upon commencement of their position, all staff will be required to complete a formal induction process as outlined in their role description and including any matters identified during the recruitment process

 

Volunteer positions

 

1. Prior to appointment, all volunteers will be required to attend a formal discussion to ensure their suitability and clarity of understanding of the role and its requirements

2. Prior to appointment, references will be sought. Where an appropriate reference was obtained at the time of application for formal church membership, this may be used

3. Following appointment and prior to commencement of the role, volunteers will be required to complete a formal induction process as defined in the role description

 

Probationary periods

 

1. All paid staff will be subject to a formal probationary period whilst volunteers will have a ‘catch up’ meeting with the lead individual for the area in which they are volunteering.

2. Prior to commencement of the role, a clear statement of the criteria for successful completion of the probationary period will be provided

3. Regular support, guidance and review will be provided throughout the probationary period and the outcome (passed, extended, failed) will be communicated to the employee or volunteer prior to the end of the probationary period and records will be retained of all discussions

 

Ongoing support and supervision

 

1. All staff and volunteers will receive proportionate supervision and pastoral care. Supervision will include both personal wellbeing and performance management

2. Where DBS checks are required, this will be identified in the role description and these checks will be updated at least every three years

 

Training

 

1. All staff and volunteers in roles that involve regulated activity or those who manage such staff will be required to attend regular safeguarding training

   1. Trustees will receive initial training. There is no requirement for formal update training, however, the trustees must ensure that they are competent in their role and that their knowledge of compliance with legislation and Charity Commission guidance is up to date

   2. Volunteers and staff involved in working with children, young people or adults at risk of abuse are required to update their training at least every three years

   3. The Designated Safeguarding Lead and the Deputy DSL are required to attend formal update training at least every two years

   4. All staff, volunteers and trustees will undergo some informal update activity annually e.g. Safeguarding Sunday

2. A log of training and DBS checks will be maintained by the DSL

 

11. Ensuring a safe and healthy environment

 

St James’s church, Ryde,  fully recognises that there are many factors that impact on and contribute to the safety of the environment for everyone; some of these being procedural and others cultural. Here we describe only the procedural aspects.

 

 

Health and Safety

 

1. The officers will ensure that the health and safety of everyone who enters our church community is protected by:

   1. Regularly reviewing our health and safety policy to maximise effectiveness and ensure ongoing legal compliance

   2. Maintaining and implementing proportionate Risk Assessments for both the premises and the activities of the church

   3. Maintenance and analysis of Accident and Incident Reports on receipt to ensure appropriate lessons are learned and timely responses are implemented and an overview analysis of reports that examines trends and recurring themes will be conducted at least annually

   4. Ensuring that adequate First Aid cover is available, and that only qualified First Aiders administer First Aid, except in emergency situations and where instructed to do so by Emergency Services

   5. Ensuring that appropriate safety equipment such as First Aid kits, Fire Extinguishers etc are available and maintained on an ongoing basis

   6. Key Health and Safety information will be prominent and best practice will be promoted through announcements, effective signage etc

 

When engaging in ministry to children we will:

 

1. Ensure that registers of children attending, and leaders present, are maintained  

2. Ensuring that those involved in such ministries have been appointed in accordance with our Safe Recruitment procedures

3. Ensure that consent is obtained for the children’s (and adults at risk of harm) attendance at the group and that contact details and information about any additional or specific needs are recorded

4. Ensure that appropriate child: adult ratios are maintained in line with guidance from the NSPCC:

 

• 0 - 2 years - one adult to three children

• 2 - 3 years - one adult to four children

• 4 - 8 years - one adult to six children

• 9 - 12 years - one adult to eight children

• 13 - 18 years - one adult to ten children

 

1. Ensure that appropriate accident / incident reporting is in place and that any accidents or incidents are reported to parents / carers in a timely manner

2. Ensure that appropriate order and discipline are maintained

 

When children are present at meetings that are primarily aimed at adults and childcare is not provided and their parents are present

 

1. During these times, children remain the responsibility of their parents who are responsible for their safety and care

2. Any concerns or support needs identified will be recorded and reported to the DSL in the usual way

 

When young people are present at meetings that are primarily aimed at adults and participating in that meeting in their own right

1. Although there are no specific procedures for such meetings, the normal principles of safeguarding will apply

2. If the young person is not believed to be competent to consent to attendance, consent will be sought from their parents / carers

3. If the young person is believed to be competent to consent to attendance, they will be encouraged to be open and transparent with their parents / carers and consent will be sought for the church to contact the parents and establish open communication and transparency

4. Leaders of the church or of the meeting in question will be vigilant to ensure that the young person is adequately protected

5. Any concerns or support needs identified will be recorded and reported to the DSL in the usual way

 

 

When ministering to Adults at Risk of Abuse or Adults with additional support needs

 

1. If the individual is not believed to be competent to consent to attendance, consent will be sought from their carers

2. If the individual is believed to be competent to consent to attendance, they will be encouraged to be open and transparent with their carers and consent will be sought for the church to contact them with a view to establishing open communication and transparency

3. Leaders of the church or of the meeting in question will be vigilant to ensure that the individual is adequately protected

4. Any concerns or support needs identified will be recorded and reported to the DSL in the usual way

 

General provisions

 

1. The church will ensure that information relating to safeguarding, including contact details and other relevant information is prominently displayed in the building and online

2. Leaders will promote the need for every church member to be vigilant to safeguarding concerns through the processes, teaching and culture of the church and by personal example 

 

12. Responding to and reporting safeguarding concerns and disclosures

 

Managing immediate risk

 

1. Upon identification of a concern or receipt of a disclosure by any member of the Church, the worker to whom the disclosure has been made should make an assessment as to whether any immediate action is necessary to protect the individual

   1. The worker may seek advice from the team leader or from the DSL, however, the seeking of advice should not unnecessarily delay or prevent the protective action or place the individual at risk of further or increased harm

   2. In such urgent situations and if the DSL cannot be immediately contacted, the worker should contact either the police on 999 or children’s Social care to obtain support.  Under such circumstances, the DSL should be notified at the earliest possible opportunity

 

 

Reporting concerns to the Designated Safeguarding Lead

 

1. Once it has been established that the individual is not, or is no longer in imminent danger, the concern will be reported to the DSL

   1. The concerns will be discussed with the DSL at the earliest opportunity, to ensure clarity of understanding

   2. Details of the concern must be recorded on the “Incidents and concerns reporting form” (See appendix D) either before, during, or immediately after the discussion with the DSL

 

Managing the risks: the role of the DSL

 

1. In discussion with the worker reporting the concern, the DSL will review any immediate actions taken and will be responsible for follow-up or further action that may be required

2. Upon receipt of the completed form, the DSL will establish a “Confidential File” in relation to the person at risk

   1. A Chronology (See appendix D) will be established and inserted at the front of the confidential file

   2. The confidential file will be updated with any further discussions or actions, including any advice sought or referrals made and updating will continue on an ongoing basis

      1. The DSL will confirm to the person raising the concern that the matter has been actioned. The DSL will not provide any unnecessary information. Information is only shared on a “need to know” basis

3. Where the concern meets the statutory threshold, the DSL will notify the parent or carer of the individual concerned (or the individual themselves if they are an adult) that a referral is being made to Social Care

   1. Information will not be shared with the parent / carer in situations where:

      1. To do so would place a child at increased risk of hard or neglect

      2. To do so would place an adult at increased risk of harm or abuse

      3. The concern relates to Fabricated or Induced Illness

   2. The referral will be made to the appropriate Social Care service (See appendix B for contact details)

   3. If the referral has not been acknowledged within 3 working days, the DSL will follow up with Children’s Social Care

   4. The DSL will work with the Local Authority and other partners on behalf of the church to ensure that we fully participate in the safeguarding process

   5. All conversations, correspondence, and documentation etc will be placed into the confidential file and the “Record of action” and Chronology will be maintained on an ongoing basis

4. Confidential files will be stored on Churchsuite

5. The DSL will share information as necessary with other individuals in the church to facilitate effective safeguarding

 

13. Allegations against or concerns about staff and volunteers

 

St James’s church, Ryde, takes allegations against our staff and volunteers very seriously and will ensure that they are investigated thoroughly, via a transparent process that expedites the matter in a timely manner. We recognise that we have a responsibility to take the allegation seriously, to manage the situation effectively while the investigation takes place and to support the person accused throughout the process.

 

1. Allegations against staff or volunteers within the church should be reported to the Safeguarding Lead, or in their absence, the Deputy Safeguarding Lead using the contact details given in section 3 above.

   1. If the allegation is against the Elder, it should also be reported CSS

2. Full details of the allegation will be recorded

3. The church’s investigating officer must first assess whether any immediate action is required to ensure the safety of everyone involved

   1. Dependent upon circumstances and the immediate action required, notifying the individual that an allegation has been received may be unavoidable

   2. If so, care should be taken not to compromise the gathering of evidence.

   3. If it is necessary to notify the individual at this stage, details of the allegation should not be divulged

   4. Support must be offered to the subject of the allegation as well as any potential victims

4. At the earliest opportunity, the LADO (Local Authority Designated Officer) should be consulted

   1. If the LADO cannot be contacted due to working hours, initial advice can be sought from Christian Safeguarding Services (CSS)

5. If the allegation meets the threshold for LADO, the church’s investigating officer will work with LADO to ensure that the allegation is thoroughly investigated, and all issues raised are addressed

6. If the allegation does not meet the threshold for LADO, the investigating officer will consult with CSS, who will provide independent support and advice to ensure transparency

7. Thorough records of all aspects of the handling of the allegation will be retained throughout the process.

   1. These records will be held confidentially in Churchsuite

8. The SL will seek and follow specialist advice from CSS throughout the process

 

14. Management of ex-offenders or those who pose an actual or potential risk to others; particularly to vulnerable people

 

As a church, we believe in the power of God to forgive and transform individuals. We also believe that every individual is valuable to God and should be protected; particularly those who are vulnerable.

 

1. Where the church becomes aware that an individual is an ex-offender or that they may pose a risk to vulnerable people, the church leaders will enter into an open and frank discourse with that individual to understand the context and the risks

2. With the consent of the individual, the church will seek to work in partnership with probation services or other agencies supporting the individual where this is appropriate

3. The leaders will assess the risk posed by the individual and a formal risk assessment will be formulated

4. A formal agreement with the individual will be drawn up and will be signed by both the church leaders and the individual. The agreement will include:

   1. The church’s commitments to the individual who poses the risk

   2. The steps the church will take to support the individual while simultaneously protecting everyone in the church community

   3. The restrictions and conditions that will be applied to the individual’s involvement in the life of the church

   4. The consequences of failure to comply with the agreement

   5. When and how the risk assessment and formal contract will be reviewed

5. All decisions and agreements will be formally recorded and securely stored

6. The individual who poses a risk will be fully involved in the planning process and information will only be shared with church members by the leaders either:

   1. With the agreement of the individual who poses a risk

   2. Where information needs to be shared to protect vulnerable people and then, only the minimum information that is essential will be shared and the individual will be informed in advance what information will be shared

7. If the individual chooses to leave the church to avoid the management of the risk and starts to attend elsewhere, the church leaders will take specialist advice from CSS as to whether this information should be passed on

 

15. Concerns about practice and whistleblowing

 

1. Concerns about the culture or practice within the church should be raised with the Church leadership

2. Those concerns will be carefully considered, and a formal response will be provided to the individual

3. If the complainant is not satisfied with the response, they should formally raise the matter with the church council, explaining their concerns about the adequacy of the initial response. Details of how this can be done will be communicated at the same time as the initial response

4. Once the church leadership have considered the matter, they will formally respond to the complainant in writing, explaining their findings and the rationale for their decision

   1. Details of how to raise the complaint externally will also be provided as part of the response

   2. This will include contacting the Charity Commission, details of the NSPCC whistleblowing helpline and any other measures that the trustees wish to offer

 

Basis of policy and legal framework

 

This policy is consistent with:

 

• Current legislation

• National guidance

• Local arrangements

• Our charitable objectives, governing documents and doctrinal statements

 

Full details are available in appendix B

Related policies and procedures

 

This policy should be read in conjunction with:

 

• Our statement of Faith

• Our governing documents

 

Policy due for review:

 

Policy last reviewed

 

19 February 2024

Last review conducted / approved by:

 

Appendix A – Safeguarding role allocation

 

The specific duties of each role are defined in the relevant role description

 

Legal responsibility

 

Spiritual responsibility / authority

Governance / strategic level

 

Legal compliance and final responsibility for safeguarding rests with the Church Council.

 

Governance / strategic level

 

Spiritual / doctrinal matters are the responsibility of the Minister, the Elders and the Church Council

 

Allegations against staff or volunteers and concerns about practice

 

Concerns about conduct of our staff or volunteers or about practice within the organisation should be addressed to {e.g. a church leader or trustee

 

Name:  Revd James Leggett

Role:     Minister

E-mail: james.leggett@stjamesryde.com

Phone: 01983 565621

 

If they are unavailable, their deputy is:

 

Name:

Role:

E-mail: Phone:

 

Operational management level

 

Designated Safeguarding lead

 

Name: Ashleigh Cuttress

Role: Designated Safeguarding lead

E-mail: safeguarding@stjamesryde.com

Phone:

 

Deputy Designated Safeguarding Lead

 

Name: Matt Ostler

Role: Deputy Safeguarding lead

E-mail: deputysafeguarding@stjamesryde.com

Phone:

 

Any other specific roles that are relevant should be included here – e.g. DBS checking, training etc if different from the above

N/A

Details of external specialist support:

 

E.g.

Christian Safeguarding Services advice line

 

Phone: 0116 218 4420

E-mail: info@thecss.co.uk

 

Appendix B

Key safeguarding contacts

 

Organisational

St James’s Church, Ryde - Revd James Leggett

 

Phone:

 

E-mail: james.leggett@stjamesryde.com

 

Leadership

 

Designated Safeguarding Lead

Ashleigh Cuttress

 

Deputy Designated Safeguarding Lead

Matt Ostler

 

Our policies and other useful information about safeguarding can be found at:

 

https://www.stjamesryde.com/our-youth

 

The roles and responsibilities of those involved in safeguarding can be found in appendix A

Statutory services

 

Local Authority details

Isle of Wight Council

Safeguarding children

IoW Children’s Social Care 0300 300 0117

www.iowscp.org.uk

 

Emergency out-of-hours: 0300 300 0117

 

Safeguarding adults

Adult social care 01983 821 000

www.iowsab.org.uk

 

Emergency out of hours : 01983 821 105

 

Appendix C - Basis of the policies and procedures and the legal framework

 

• Our statement of faith

  • This policy reflects the organisation’s fundamental biblical beliefs and should be read in conjunction with the statement of faith

• Our governing documents, the Constitution and Statement of Faith

 

Safeguarding Children

Safeguarding Adults

• National legislation and guidance (Safeguarding Children)

  • Children Acts (1989 & 2004)

  • Children and Families Act 2014

  • Children and Social Work Act 2017

  • Working together to safeguard children (2018)

  • What to do if you’re worried a child is being abused: advice for practitioners (Department for Education, 2015)

  • Protection of Children Act 1999

  • Safeguarding vulnerable groups act 2006

  • Protection of freedoms Act 2012

  • Disqualification under the childcare act 2006 (2018 amended)

  • Prevent duty guidance 2016

  • Sexual offences Act 2003

  • The Safe Network Standards (available from the NSPCC website)

  • The policy also takes account of the principles outlined in:

    •  Keeping Children Safe in Education 2020

    • FGM duty guidance

 

• National legislation and guidance (Safeguarding adults)

  • The Care Act 2014

  • Human Rights Acts 1998

  • Care Standards Act 2000

  • Mental Capacity Act 2005

  • Deprivation of Liberty Safeguards 2007

  • Sexual Offences Act 2003

  • Police and Criminal Evidence Act 1984 o Fraud Act 2006

  • Public Interest Disclosure Act 1998

  • Health and Social Care Act 2008

  • Disclosure and Barring Service (DBS)

  • Multi-Agency Public Protection Arrangements (MAPPA)

  • Multi-Agency Risk Assessment Conference (MARAC)

  • LSAB Multiagency Policy and Procedures

 

• Local guidance and procedures

  • Local Safeguarding Children Board procedures

  • Local authority guidance

 

• Local guidance and procedures

  • Local Safeguarding Adults Board procedures

  • Local authority guidance

 

Appendix D

Standard Document Samples

 

Application to volunteer

 

Concerns reporting form

 

Confidential file chronology

 

Confidential file record of conversations and actions

 

Template report from DSL to trustees

 

St James’s Church, Ryde

Volunteer Application form

                                                                                             

About You

Full name

 

Address

Phone number

Mobile number

E-mail address

About the role

Department /Group / ministry area

 

Role applied for

 

Is the role subject to a DBS check?

Children only

Adults only

Children and adults

 

Personal statement

Please briefly describe your reasons for applying for this role and any appropriate experience in similar roles.

 

 

 

 

 

 

 

 

 

 

 

 

Do you have any questions or concerns about the role, or your ability to fulfil it, that you would like to discuss with us?

 

 

 

 

 

 

 

 

 

 

 

Please supply details of 2 people who are able to comment on your suitability for this role.

Reference 1

Reference 2

Name

 

 

Name

Relationship to you or capacity in which you are known to them

 

 

 

Relationship to you or capacity in which you are known to them

Address

 

 

 

 

 

Address

Phone

 

Phone

E-mail address

 

E-mail address

Self-declaration

 

Yes

No

Do you have any criminal convictions that would affect your ability to perform this role?

 

 

Is your state of physical, mental, emotional, and spiritual health adequate to fulfil this role?

 

 

If the role involves working with children, young people or vulnerable adults, are you, or have you ever been barred from such work?

 

 

Are you in agreement with the church’s beliefs as outlined in the statement of faith?

 

 

Do you agree to abide by the policies, procedures, codes of conduct, risk assessments etc that are relevant to this role?

 

 

Is there anything that you wish to add or that you wish us to take into account in relation to this self-declaration?

 

 

 

 

I confirm that the information supplied in this form is accurate to the best of my knowledge.

 

Signature:

 

Date:

For office use only: Form reference / volunteer reference as per Single Central Record.

 

 

 

                                                                                                   

About this form and the person completing it

St James's Church, Ryde

Incident / concern reporting form

 

Your name

 

 

 

Your phone number

Your mobile number

Your e-mail address

Are you reporting:

Please tick the appropriate box(es)

 

An incident

A disclosure

A concern

Department /Group / ministry area

 

 

 

Date completed

 

 

About the person or people we are concerned about or involved in the incident

Their name(s)

Their Address and contact details

Their Date of birth

Name & contact details for parent / (where appropriate)

Please insert more lines as required

 

 

 

 

 

 

Details of the incident / disclosure / concern

What happened / was said / have you noticed etc?

 

 

 

 

 

 

 

 

 

 

Context of the incident / disclosure / concern

Where / when / who else was present etc.

 

 

 

 

 

 

 

 

 

 

 

Date of incident / disclosure

 

 

 

Time of incident / disclosure

Action taken to ensure immediate safety

 

 

 

 

 

 

 

Other action taken or advice sought

 

 

 

 

​

Signature

​

For office use only: Form reference –

​

Notes for completion

 

About this form and the person completing it

Please complete all sections

 

About the person or people we are concerned about or involved in the incident

When reporting a concern involving a child or young person, please complete all sections.

When reporting a concern about an adult, the parent / carer details may not be required. Where this is recorded, please include the relationship to the person involved. Please insert additional lines as required.

 

Details of the incident / disclosure / concern

Please include as much relevant detail as you can

When reporting a disclosure, please quote the individual where possible. Please also comment on their body language or any other non-verbal communication that might be useful.

When drawing conclusions, please include the evidence that has led to that conclusion.

 

Context of the incident / disclosure / concern

Please include as much relevant detail as you can

 

Action taken to ensure immediate safety

Please provide details. If no action was required, please indicate by writing “None”.

 

Other action taken or advice sought

If any advice was sought, please provide details including who you spoke to, their contact details and what advice was given or action that was taken.

 

Signature

Please ensure that you sign the form.

 

 

 

St James’s Church, Ryde 

Confidential File Chronology

 

Date

Document reference

Document type

Brief summary of content

Entered by

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

St James’s Church, Ryde

Record of safeguarding conversations and actions

 

Date of action / conversation

 

 

Document reference

 

Description of record

 

 

 

Information given

 

 

 

 

 

 

 

 

Advice received

 

 

 

 

 

 

 

 

 

 

Actions to take

 

 

 

 

 

 

 

Outcomes

 

 

 

 

 

 

 

Recorded by

 

Date recorded

 

                                                                                                   

St James’s Church, Ryde

Safeguarding report to the trustees and officers

Report from the Designated Safeguarding Lead and Deputy

covering the period from 1st April 20XX to 31st March 20XX

Report completed by:

 

 

 

Date

Summary of safeguarding activity

Number of concern / incident reports received in relation to children

 

Number of concern / incident reports received in relation to adults

 

Number of cases referred to Children’s Social Care

 

Number of cases referred to Adult Social Care

 

Number of allegations received

 

Number of allegations investigated by Local Authority

 

Number of reportable incidents reported to charity commission

 

Were there any common themes or issues in the reports submitted?

 

Yes / No

If so, what?

 

 

 

 

Do you have any concerns about the effectiveness of the safeguarding arrangements that are in place?

 

Yes / No

If so, what?

 

 

 

 

 

 

What training or informal update activity been completed this year?

 

 

 

 

 

Any recommendations to or requests of the trustees?

 

 

 

 

Declaration from Safeguarding Leads

Yes

No

Has the policy been reviewed for legal compliance and effectiveness?

(CSS can be consulted to check whether any significant changes have occurred)

 

 

Are DBS checks up to date for all staff and volunteers?

 

 

Is the Single Central Record up to date?

 

 

Is staff and volunteer training up to date?

 

 

Is DSL training up to date?

 

 

Is the training log up to date?

 

 

Any other comments

 

 

 

 

 

 

 

 

 

 

 

Appendix E

Codes of Conduct

 

 

 

Code of conduct for staff and volunteers working with children

 

 

Those working with children will

 

• Ensure that they understand the policies, procedures, systems, guidelines and risk assessments etc that are provided and that they are implemented

• Attend safeguarding training on the frequency stipulated in this policy

• Work in a transparent and responsible manner that ensures that they are accountable to the church leaders and that they are open to discussion with and challenge from parents

• Ensure that their conduct embraces their responsibility for the safety of the children in their care

• Maintain a state of vigilance to identify and report any safeguarding concerns, including concerns about adults who may pose a risk to children

• Refrain from any abuse of their power or authority as adults and leaders within the group

• Only take responsibility for children if they are physically and mentally fit and able to do so

• Treat them with respect and dignity

• Treat them in an age appropriate way that recognises their developmental stage and ability

• Provide them with appropriate levels of choice

• Treat them as individuals

• Respect their views and wishes

• Promote and ensure appropriate behaviour towards one-another

• Ensure that appropriate professional boundaries are maintained

• Ensure that age appropriate boundaries are clearly explained and consistently implemented in accordance with this policy

• Ensure that any age appropriate physical contact is child led

• Ensure that physical intervention is only used as a last resort to ensure the safety of an individual child or the group

• Refrain from any physical chastisement

• Refrain from making any social media connections with them

• Will not engage in any sexualised, aggressive, humiliating, demeaning or discriminatory (etc) language or behaviour with them

• Act with fairness and treat children equitably; avoiding discrimination or favouritism

• Seek to avoid any language or behaviour or adopting any attitude that could lead to misunderstanding

 

 

 

 

 

 

 

 

 

Code of conduct for staff and volunteers working with Adults at Risk of Abuse

 

 

Those working with vulnerable adults including adults at risk of abuse will:

 

• Ensure that they understand the policies, procedures, systems, guidelines and risk assessments etc that are provided and that they are implemented

• Attend safeguarding training on the frequency stipulated in this policy

• Work in a transparent and responsible manner that ensures that they are accountable to the church leaders and that they are open to discussion with and challenge

• Ensure that their conduct embraces their responsibility for the safety of those with whom they are working

• Maintain a state of vigilance to identify and report any safeguarding concerns, including concerns about people who may pose a risk to them

• Refrain from any abuse of their power or position and will always seek to act in the best interest of the individual

• Only engage in activity for which they are physically and mentally fit

• Treat them with respect and dignity

• Ensure that support is client led and that their views, wishes and choices are respected

• Treat them as individuals

• Promote and seek to ensure appropriate behaviour towards one-another

• Ensure that appropriate professional boundaries are maintained

• If working in groups, seek to ensure that necessary behavioural and interpersonal boundaries are clearly explained and consistently implemented

• Ensure that any physical contact is client led

• Ensure that proportionate physical intervention is only used as a last resort to ensure the safety of an individual or the group

• Will not engage in any sexualised, aggressive, humiliating, demeaning or discriminatory (etc) language or behaviour with them

• Act with fairness and treat each person equitably; avoiding discrimination or favouritism

• Seek to avoid any language or behaviour or adopting any attitude that could lead to misunderstanding

 

 

 

 

 

 

 

Code of conduct for staff and volunteers providing pastoral care

(please note: this code of conduct is not intended to cover disciplinary issues,                                     although the broad principles would still apply)

 

 

Those involved in providing pastoral care will:

 

• Ensure that support provided is led by the person receiving the support

• Ensure that the dignity and wishes of the individual are respected at all times

• When delivering challenge or difficult messages, will do so in a respectful, compassionate and gentle way that is in line with their best interests (including their emotional and spiritual wellbeing)

• Will seek to ensure that the individual’s right to question or ignore any advice or suggestions is fully understood

• Attend safeguarding training on the frequency stipulated in this policy

• Work in a transparent and responsible manner that ensures that they are accountable to the church leaders and that they are open to discussion with and challenge

• Maintain a state of vigilance to identify and report any safeguarding concerns, including concerns about people who may pose a risk to them

• Refrain from any abuse of their power or position and will always seek to act in the best interest of the individual

• Only engage in activity for which they are physically and mentally fit

• Ensure that appropriate professional boundaries are maintained

• Ensure that any physical contact is client led

• Ensure that proportionate physical intervention is only used as a last resort to ensure the safety of an individual or the group

• Will not engage in any sexualised, aggressive, humiliating, demeaning or discriminatory (etc) language or behaviour with them

• Act with fairness and treat each person equitably; avoiding discrimination or favouritism

• Seek to avoid any language or behaviour or adopting any attitude that could lead to misunderstanding