Medication
Youth work organisations should ensure that they have a policy and procedures in place for managing young people’s personal medication, and ensure that policies take into account the full range of activities and services that may be provided. This may include residential programmes, instances of remote supervision, programmes overseas, or in remote areas where access to professional medical provision may be delayed and/or contact with parents/guardians may not be immediate.
Supervision
Supervision can be provided directly, indirectly (within clear boundaries) or remotely. Workers should always ensure that arrangements are appropriate for the needs and capabilities of the group and that associated risks have been taken into account.
Guidance on Personal, Professional and Environmental Boundaries
This guidance explores the value of boundaries and offers guidance for developing, promoting, and maintaining healthy boundaries in a youth work role and setting. It should be read alongside policies on lone working, safeguarding and a code of conduct.
Recruitment of Candidates with a Criminal Record
About This Guidance This guidance promotes and supports a culture of fair and equal recruitment of staff or volunteers who have a criminal record, whilst ensuring the safe provision of services to children, young people and adults at risk. This guidance does not supersede the law and should be read alongside your Safer Recruitment Guidance … Continued
Policy for Recruitment of Candidates with a Criminal Record
Our organisation is committed to a culture of inclusivity and equality whilst ensuring the safe provision of services to children, young people and adults at risk. Having a criminal record does not automatically prevent you from working with or for our organisation. We recognise the contribution that all people can make as current or future workers, as both employees and volunteers, and are committed to a fair recruitment process in which no-one faces unfair discrimination due to a criminal record.
Whistleblowing Policy and Procedure
This whistleblowing policy and procedure applies to all who work and volunteer with your organisation. It outlines when, and how, to raise any genuine and serious concerns that do not align with these values and the protection you are afforded as a whistleblower.
Safety Culture
Safety culture is a combination of the individual and group values, attitudes and behaviours that influence how health and safety is managed within an organisation, and how effectively processes and procedures are implemented. Safety culture should influence, and be influenced by, the overall values and ethos of the organisation.
Position of Trust Guidance
The aim of this guidance is to outline the legal requirements associated with having a legally defined position of trust and offer best practice guidelines for those working in a non-legal or informal position of trust whether paid, unpaid, over 18 or under 18.
Lone Worker Policy
This policy has been designed as a source of advice for the managers of staff who may be required to lone work within the Youth Work organisation. The guidance is to be read in conjunction with the organisation’s Lone Working Procedure, Safer Working practices and a specific, up-to-date risk assessment. Whilst it is the legal responsibility of the organisation to provide safe systems of work, individuals have a responsibility to follow safe working practices, both within the office environment and outside of it.
Worker Supervision Agreement
Supervision is a two-way process, whereby the supervisor ensures the worker is accountable and is able to carry out their duties as effectively as possible, follow policy, procedure and good practice standards, and staff are enabled to obtain the necessary support and guidance to carry out their duties effectively.