All health and safety processes included in this document apply equally to both workers as well as young people. Along with health and safety, welfare is a core part of an employer’s duty to workers as well as young people.

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Employers are legally required to provide information, instruction, training and supervision as is necessary to ensure, so far as is reasonably practicable, the health and safety at work of employees. For youth work organisations, this extends to all those directly affected by the delivery of services, including young people.

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Safe recruitment means taking steps to ensure only individuals who are suitable for working with young people, whilst keeping them safe from harm and risks, are appointed. The following process will be adopted and applied consistently when appointing a staff member, associate or volunteer.

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Any allegation or concern that an employee or volunteer has behaved or may have behaved in a way that has hurt/harmed, or potentially harmed, a child or young person, must be taken seriously and dealt with sensitively and promptly, regardless of where the alleged incident took place.

Any allegation against a member of staff must be reported within 24 hours to the County LADO Service, by the DSO. This referral will determine whether the allegation reaches the harm threshold to justify involvement from a LADO in the management of the allegation.

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Supervision is a key element of staff development for all team members, paid or unpaid. Team meetings and mentoring also form part of quality support and supervision, and the development of team structure within the staff team.
The purpose of supervision is to provide support to all team members as well as to promote and provide accountability for work practice. Good supervision supports decision-making, development of the work and development of the staff member’s knowledge, skills and competencies.

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Transference of risk is when an employee has committed a criminal offence or come into contact with a concern within their personal life. (see allegations against adults’ policy). If a member of staff’s own child/children come to the attention of the statutory agencies for child protection, then issues of transference of risk will need to be considered by the organisation.

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As a Youth Worker working in the organisation – whether as a member of staff or a volunteer – you have a responsibility to ensure that everyone attending activities, particularly children, young people and vulnerable adults, are protected from harm. It is the responsibility of each adult working within the organisation to ensure that:

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Competence is situational meaning that a worker who may be competent in one role, activity or particular group of young people may not be competent in another. Competence should be considered in relation to specific workers, with specific groups, on specific programmes, in specific environments, undertaking specific activities.

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This guidance explains why a DBS can have value and how to best use them as part of a wider culture of safer recruitment. It also highlights their appropriate use and legal compliance. This guidance should be read alongside the Safer Recruitment Policy and Recruitment of Candidates with a Criminal Record Guidance.

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