Contents 1. About This Guidance This guidance talks about the purpose, roles and responsibilities of an individual that has been named the operational safeguarding lead for the organisation. This is commonly referred to as a Designated Safeguarding Lead (DSL). This may or may not be the same person who has legal responsibility for safeguarding, which … Continued
When using public spaces to deliver organised and scheduled youth programmes or services, or whilst providing outreach work within the community, youth work organisations will need to consider a number of factors to manage risk effectively
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 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.
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.
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.
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.
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.
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.
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.