Policies
Policy: Child Protection
Policy Ref: CP1/2005
Approved by: Board of Trustees
Date: September 2005
Rationale
1. Developing a Policy on Child Protection
'Because of their day-to-day contact with individual children Foundation Staff may be well placed to observe outward signs of abuse, changes in behaviour or failure to develop'. (Working Together ' Under the Children Act 1987). In addition, we have a responsibility to anticipate and prevent opportunities for abuse of children and to be clear about how such suspicions or allegations will be dealt with.
An effective Child Protection Policy is one which provides clear direction to staff and others, about expected codes of behaviour in dealing with child protection issues. An effective policy also makes explicit the Foundations commitment to the development of good practice and sound procedures. This ensures that child protection concerns and referrals may be handled sensitively, professionally and in ways which support the needs of any child with whom the Foundation is in contact.
2.Introduction
The Foundation Mission Statement is to promote active participation in physical activity and provide learning opportunities with the aim of helping all realise there potential.
Included in this request are all Junior contacts whether through the Community, Development and Performance Departments.
This Foundation fully recognises the contribution it can make to protect and support children with whom it is in contact. This policy has three main elements:
Prevention (e.g. positive working atmosphere).
Protection (by following agreed procedures ensuring staff are trained and supported to respond
appropriately and sensitively to Child Protection concerns).
Support (to pupils and staff, and to children who may have been abused).
Policy: Health & Safety
Policy Ref: HS1/2005
Approved by: Board of Trustees
Date: September 2005
1.Overview
The Board of Trustees is committed to securing the health, safety and well-being of all affected by the Foundations activities, including visitors and sub-contractors. Everyone has a part to play in bringing this into effect, and full co-operation is therefore expected.
2.Purpose
To provide the necessary authority and support for staff as they make their respective contributions to Health & Safety.
To set out duties and responsibilities
To recognize the partnership necessary with the Warrington Wolves Rugby League Football Club to ensure that all statutory duties in this field are met.
To emphasise the importance of keeping hazards under control by making an assessment of operating risks.
3.Guidelines
Guidance from the Warrington Wolves will be presented to the Board for their consideration and if accepted will be adopted by the Foundation Trustees. Supplementary guidance may be produced by the Club but where conflict arises with external documents, the issue must be drawn to the Boards attention for resolution. Statutory obligations will always take precedence.
Key risks, relating to sources of potentially serious injury or ill health, will be specifically monitored. Health and Safety performance will be reviewed in an annual Health & Safety report presented by the clubs Health & Safety Officer.
The Foundation Director will carry the overall responsibility for implementing this policy. Particular attention will be given to communicating its requirements to all staff and others affected. To facilitate this the Foundation Director will liaise with the Health & Safety Officer of The Warrington Wolves Rugby Club.
Staff will identify and control hazards in their areas and check compliance with standards set down in Health & Safety files. There is a special book retained by the Clubs Health & Safety Officer where hazards requiring attention should be entered at the same time that they are verbally reported. The Health & safety Officer will give special attention to the induction and supervision of new or temporary staff. Health and Safety will be discussed at least twice a year at regular user group meetings.
All employees, regardless of seniority, have a duty to take care of themselves and others who might be affected by their acts or omissions. Staff should use equipment and working methods approved by their supervisor/ senior colleague. Special care should be taken with Health & Safety issues of any new activity or venture. Coaching staff should take particular care in schools and when visiting outside unsupervised facilities.
Visitors, contractors and users of the premises other than staff require special consideration. Contractors and hires must be able to satisfy the Club of their competence to pursue their activities safely and make adequate arrangements for fire and other relevant emergency precautions. All sub-contractors must produce evidence of insurance to the Health & Safety Officer and a copy must be kept on file.
Policy:Equal Opportunities
Policy Ref: EO1/2005
Approved by:Board of Trustees
Date:September 2005
1.Purpose
The object of the Equal Opportunities Policy is to ensure that no individuals are disadvantaged in realizing their goals by factors such as race, religion, gender, sexual orientation, age, creed or disability. To achieve its aim, it is essential for the Foundation to develop a policy and process to work towards a situation where any unfair disadvantage is eradicated.
The Foundations immediate task is to ensure that the policy as described in this document is implemented. This means that every employee and visitor to The Community Floor is required to support and uphold the policy.
2.Scope
This policy applies to all employees and visitors to the Community floor.
3.Responsibility
Operational responsibility for the implementation of the policy lies with the Foundation Director.
Every employee and visitor is required to support and uphold the policy so that we can truly and honestly say that equality of opportunity genuinely exists.
4.Procedures
4.1Policy Framework
The Foundation welcomes and accepts its responsibilities under all relevant legislation.
We recognize that all staff and visitors will benefit from working and studying in an environment, with people from a wide variety of backgrounds. This policy is intended to give everyone an equal chance to participate to their full potential.
Access to courses and to employment at the Foundation will be on the basis of ability to benefit from the course or suitability for the job, not on non-relevant factors such as gender, race, religion, creed, disability, marital status, sexual orientation or age (within the limitations of employment legislation).
4.2General Implementations
The Foundation is committed to the concept of 'shared responsibility' to agreed and carefully monitored and maintained standards. It is the responsibility of every member of staff and visitor to support and promote the policy. The Foundation Director working with the user group will assist in the implementation of the policy and the development and promotion of equal opportunities throughout the Community floor.
Courses and posts will be advertised to attract all suitably-qualified and experienced applications from all areas of the Community. Procedures for the fair and objective recruitment and selection of staff will be in place, and staff with the responsibility for recruitment and selection will receive training in these.
There will be regular staff development on a variety of equal opportunities issues.
Course design, content and delivery will be reviewed regularly to ensure that they meet the needs of all potential participants and marketing and publicity materials will be sensitive to equal opportunity concerns.
Procedures will be in place to help people to challenge harassment and discrimination. These will include informal and formal channels. Support will be available from the Board and Foundation Director who is concerned about personal harassment, discrimination or other equal opportunities issues.
Foundation Grievance and Disciplinary procedures will be brought against members of staff or students who do not comply within this policy.
Unions will be consulted on all aspects of this policy.
Policy: Volunteers
Policy Ref: V1/2005
Approved by: Board of Trustees
Date: September 2005
1.Purpose
In line with itâs mission statement, The Foundation aims to involve volunteers to:
Ensure our services meet the needs of our clients
Provide new skills, experiences and perspectives
Increase our contact with the local community we serve
The Foundation will ensure that volunteers are properly integrated into the organization structure and that mechanisms are in place for them to contribute to Warrington Wolves work. The Foundation does not aim to introduce volunteers to replace paid staff. It expects that staff at all levels will work positively with volunteers and, where appropriate, will actively seek to involve them in their work. The Foundation recognizes that volunteers require satisfying work and personal development and will seek to help volunteers meet these needs, as well providing the training for them to do their work effectively.
2.Recruitment
All prospective volunteers will undergo an induction process. This process will assess what volunteers would like to do, their skills, suitability and how best their potential might be realized. The foundation operates an Equal Opportunities Policy and non-discriminatory practices.
3.Volunteer Agreements and Role Descriptions
Each volunteer will have a Volunteers Agreement establishing what undertakes to provide for them. In addition, all volunteers will receive a role description which outlines the extent of their role. Neither of these documents is a contract: The Foundation has no intention of creating a contact with any volunteers.
4.Expenses
All volunteers will have their travel expenses reimbursed (subject to available funds). The details of payment will be covered by the Foundation Expenses Policy.
5.Induction & Training
All volunteers will receive an induction into the Foundation and their own area of work. Training will be provided as appropriate. Where possible, volunteers will be entitled to receive additional training on the same basis as paid staff.
6.Support
All volunteers will have a named person as their main point of contact. They will be provided with regular supervision to feedback on progress, discuss future development and air any problems.
7.The Volunteers Voice
Volunteers are encouraged to express their views about matters concerning the Foundation and its work. Volunteers will be invited to take part in redevelopment meetings where appropriate.
8.Insurance
All volunteers are covered by Warrington Wolves insurance policy whilst they are on the premises or engaged in any work on behalf of the Foundation.
9.Health & Safety
Volunteers are covered by The Foundation Office Health & Safety Policy, a copy of which is held within the Foundation office.
10.Equal Opportunities
The Foundation operates an Equal Opportunities policy in respect of both paid staff and volunteers. A copy is held in the Foundation Office. Volunteers will be expected to have an understanding of, and commitment to, our Equal Opportunities policy.
11.Problem Solving
We aim to identify and solve problems at the earliest possible stage. A procedure has been drawn up for dealing with complaints either by or about volunteers. A copy of this procedure is held within The Foundation Office.
12.Confidentiality
Because of the nature of the work undertaken by the Foundation, volunteers will be expected to comply with the Confidentiality Policy. A copy is held within the Foundation Office.
THESE POLICIES APPLY TO ALL STAFF.
For full details on any of these policies please do not hesitate to contact us on 01925 248894.
