Child Protection Policy

The Child Protection Coordinator for Alma is Maureen Campbell

The overall aim of this policy is to prevent the abuse of children in any form. As Christians worshipping at Alma Church we are concerned with the wholeness and well-being of each and every individual, regardless of age. We recognise though that we have specific responsibilities for children, as they can be particularly vulnerable and rely on adults for their care and protection. The number of people who seek to harm children is small, however anyone could be an abuser, even respectable people who seem above suspicion. The following guidelines are designed to reduce the risk of abuse, keeping both children and Workers safe.

Everyone shares in the task of preventing the physical, sexual or emotional abuse of children. Alma Church will therefore adopt and display a statement to this effect.

The Church leadership team, leaders of the children's groups, and children's workers should be familiar with the Child Protection Policy (CPP), and show responsibility in this area. Names, photos and contact numbers of the leadership team and leaders of Children's activities should be displayed publicly in the church. The church leaders and leaders of the children's groups should provide an appropriate environment for children and the Church's work with them, and ensure the careful selection of Workers so that children and their leaders can know they are safe and secure.

Both the telephone number for 'Childline' and Social Services will be displayed in each area where work with children is carried out.

General

1.1 Co-ordinator. The leadership team will appoint a Co-ordinator to oversee the implementation of the CPP. A member of the Leadership Team will act in the absence of the Co-ordinator, or in any case where the Co-ordinator is directly involved. The Co-ordinator should take direct responsibility for the implementation of this policy in conjunction with leaders of the Children's activities and the Church office will provide any administrative support deemed appropriate. The Co-ordinator’s task includes:

• taking responsibility for the proper selection and review of workers
• ensuring that declaration forms are received, and that workers are asked to update these every two years
• ensuring that the leaders of any given role have clear role descriptions
• acting as advocate should any action under the terms of this policy need to be taken
• providing a list of current approved children's workers / helpers for display in the office.
• Ensuring the leaders of Pulse and 7Up are CRB checked prior to commencement of their leadership / second helper role.

1.2 Appointment of workers.

• All church members offering themselves to work with children should be asked to:
  (a) READ the CPP document and Children's work Job Description.
  (b) SIGN the CPP Declaration Form regarding a criminal record and give the names and addresses of two referees who preferably should have experience of the applicants' work or attitude to children.
  (c) On completion of (a) and (b) they should then be interviewed.
• Two references, regarding suitability to work with children, should be formally gained for all members appointed to work with children (under 18), regardless of how long they have been known to the church. References for those appointed to work in a leadership capacity must be received before they work in this role. However, it is recognised that other workers may work under supervision until their references are received.
• All prospective workers / helpers should be interviewed (see CPP Interview sheet) and asked about their working, voluntary and personal relationships with children. Applicants should also be asked about their commitment and abilities to fulfil the duty to prevent the abuse of children.
• It is recognised that many people have a criminal record, and that it may or may not affect their suitability to work with children. The Church will appoint a non-church member to deal with disclosures and recommend suitability or otherwise. This protects children whilst also respecting the individual's rights to a measure of confidentiality within the church body.
• Pulse and 7UP take place when no parents/carers are on the premises. The CPP Coordinator will therefore run CRB checks on all leaders for these activities. However, regardless of whether a worker has been CRB checked or not, no children's workers at Alma should be working alone with young people in accordance with our policy and good practice standards.
• The Church Leadership Team reserve the right to arrange for a police check on any workers involved with children, either at the time of their appointment or at any time whilst they are engaged in such work for the church. It is recognised here that in the context of the type of work the church currently carries out with children there is no evidence that criminal record checks would prevent the abuse of children*. Therefore this policy places the emphasis on planning and designing the working environment, selection of workers and supervision of such.
• It is recognised that parents may volunteer to help on an ad hoc basis and that this procedure should not exclude their valuable contributions. However the activity leaders must ensure the appropriate limitations to their role, and that they are properly supervised and never left alone with children other than their own.
• Other ad hoc volunteers or prospective workers should not be present in children's activities without the leader of the activity having first cleared their involvement with the CP Coordinator.
• The environment in which all work with children takes place is paramount as it should design out the possibilities of abuse. Leaders though should be vigilant as to the potential for "long-term ad hoc helpers" to evade important procedures set out in this policy. If help is offered on this basis frequently the person should be encouraged to formalise their participation.
• All workers should work within the limitations of the job description, and if additional (ad hoc) helpers are used for the activity they should be given a clear outline of their role and responsibilities. It is known that the abuse of children is most easily concealed, and therefore perpetrated, where there is confusion amongst adults over roles, responsibilities and accountability.

* "Criminal Record Checks Within the Voluntary Sector. An Evaluation of the Pilot Schemes." By Dr Judith Unell.

1.3 General conduct of workers

• Workers should always be aware of the responsibility for children they have in their care. Work should be planned so as to minimise situations where the abuse of children may occur, and a culture fostered whereby it is seen as supportive for workers to peer supervise each other's work.
• The Leaders of each church activity with children should prepare a consent form, which parents/carers should be asked to read and sign. This should include information about the activity taking place and how it is run, information about the CPP and how we work, and an outline of their responsibilities in relation to the work.
• Parents should be made aware that they have full responsibility for their children until they have been received into the particular activity on church premises, and after the activity is over. Children not collected by parents/carers should not be left alone. Every effort to contact the parents or carers should be made (unless they have another means of getting home that has been agreed in advance by the parents).
• Should a parent/carer request that a worker accompany their child/ren home consideration should be given to this by the leaders. Ideally the request should be made in writing and specify the conditions under which they would be happy for the child/en to be accompanied home. Best practice would be for two workers to accompany the child/ren. However it is recognised that this may not be possible and therefore the parent/carer should be clear that their child/en may be accompanied by a lone worker and made aware of the worker's gender. Whilst it is clear that both men and women can abuse children male workers are more vulnerable in such situations. If a worker gives children a lift home in their vehicle, the last child to be dropped off should always sit in the back. However it should be stressed that should a parent/carer request such assistance from the church it is their responsibility to ensure the suitability and safety of the travel arrangements for their children. ie this would be an informal arrangement between worker and parents and outside the scope of this policy.
• Church members or other people who volunteer to help with young peoples work but have not been formally appointed should (as all workers) not be left alone with children.
• Workers should respect children's personal space. This does not preclude any physical contact which can be of benefit to a hurt (physically or emotionally) child, or unavoidable in some sports/games, but should ensure that it cannot be misconstrued.
• A safe and secure environment is to be provided at all times. When planning activities they must be appropriate for the intended age group.
• Children must be given space to think for themselves and must not be subjected to undue pressure to accept the gospel.
• Alma recognises that it serves a diverse community and commits to respecting the rights of individuals to choose their faith freely.
• Always have a minimum of two adults responsible for each group on or off of church premises.
• All groups working with children should have a designated leader who is responsible for ensuring that adequate workers are present. If an adequate number of adults are not present the activity should be cancelled.
• It is recognised that circumstances may occur (eg a behaviour issue or a confidential matter) where it would be appropriate for a worker to talk to a child on a one-to-one basis. This should happen in a location that is in full view of others eg other workers, children or church members and they should be informed that this is happening.
• No worker should be alone in a building with a young person while involved in any activity connected with the church.
• Children should never be smacked or physically abused under the guise of discipline.
• The Co-ordinator should ensure that all workers are given appropriate training to; a) carry out their role effectively, and b) recognise and respond appropriately to abuse, or neglect.

1.4 Recognising and responding to abuse or neglect

• All workers should be given some basic training in recognising and dealing with abuse / neglect.
• All workers should be given some agreed literature to help raise their awareness of the issues.
• All workers must follow the guidance below should any form of abuse/neglect be suspected.

RECOGNISING ABUSE

This issue may arise in several ways:

• A worker may observe indications that a child may have been abused/neglected
• A child may tell a worker that he/she has been abused/neglected
• Allegations may be made about the conduct of a worker or other church member.

Signs of Physical abuse

• Any injuries including cuts, bites, bruises, burns or fractures not consistent with their explanation.
• Any injuries in places unlikely to be exposed to falls, rough games etc.
• Any serious injuries that have not received medical attention
• Cutting/slashing/drug abuse

Indicators of possible sexual abuse

• Any allegation concerning sexual abuse
• Any child with a sexual knowledge inappropriate to their age
• Sexual activity through words, play or drawing
• A child who is seductive with adults

Emotional indicators of possible abuse/neglect

• Sudden underachievement or lack of concentration
• Unusual nervousness or frozen watchfulness
• Inconsistent changes in mood and behaviour
• Running away/stealing/lying

1.5 Dealing with a child who discloses he/she has been abused/neglected

In talking to the child DO:

• Accept what they say, however unlikely it may sound
• Keep calm and look directly at the child
• Don't promise to keep it a secret/confidential. Be clear with the child that you must tell and let them know the procedure that will be followed
• Be aware that the child may have been threatened
• Reassure the child they are not responsible for the abuse, even if they disobeyed and so put themselves at risk
• Reassure the child that they were right to tell you

Do not appear shocked or disbelieving or press them for information or ask leading questions.

Immediately after the disclosure the worker should record exactly what the child said and the context in which it was said. The date and time of the event and of the recording should be noted. All hand written notes should be kept.

The worker should contact the Co-ordinator as soon as possible (within 48 hours). The worker should not discuss it with anyone other than the Co-ordinator.

1.6 Dealing with suspected or alleged abuse/neglect

If any form of abuse/neglect of a child is suspected (whether it be from outside the Church or within) the worker or church member should report their concerns to the Co-ordinator.

If emergency medical help is necessary this must be sought immediately and the worker should ensure that the doctor is informed of any suspicion of abuse, and then inform the Co-ordinator.

1.7 Dealing with Concerns regarding the suitability of a children's worker

If any member of Alma has any concerns or reservations about the appropriateness of another church member working with children - whether they have formally applied to work with children or not. They must inform the Coordinator who will decide on the appropriate action or strategy.

1.8 The Co-ordinator

If the Co-ordinator is informed of concerns re abuse, neglect, disclosure or any allegations they must follow the following procedure:

• Discuss the concerns in principle without disclosing names with the Social Services Childcare Duty Team (Tel. No. on display). Note the Co-ordinator should not talk to the parents first. The next step should be made in conjunction with the Duty Team Social Worker, who with either advise that a full disclosure should be made to them so they can investigate, or they will advise the Coordinator regarding the possibility of them raising the concerns with the parent/carer more informally and seeking support and help for the family through that route.
• Under no circumstances will the co-ordinator attempt to carry out any investigation into the allegations or suspicions. The role of the Co-ordinator is to collect and clarify the precise details of the allegation or suspicion and then pass this information on to the Social Services Team or Police. Or (if so advised by the Duty Social worker) to raise the concerns informally with the family and try to help them find appropriate support voluntarily.
• The leadership Team will support the Co-ordinator in the role and accept that any information they may learn should be kept confidential and only shared in a strictly limited need-to-know basis.

1.9 Allegations involving a church worker/member

In the event that a worker or church member is implicated in the context of abuse the worker or Co-ordinator will:

• Contact the Duty Social Services Team and discuss the concerns. Together the Coordinator and the Social worker decide on the appropriate way forward. The Social worker will either ask for a full disclosure so they can investigate the concerns. Or they may advise the Coordinator to raise the concerns informally with the family and try to help in that way. If Social Services decide to ask for a full disclosure under no circumstances should the person concerned be informed of the accusation/suspicion as this may prejudice the investigation. In this case the Coordinator should also inform the Police Child Protection Team and let them know that Social services have been informed.
• Only upon the agreement of these authorities will the Co-ordinator tell the worker to step down from all work with children until cleared of the allegations by the authorities. The Church Leaders need to be informed at this stage and they should not include the worker or church member in any activity involving children until further notice.
• Advise the worker /church member when the investigation has been completed
• If the allegations involve the Co-ordinator, the leadership team should be contacted. The leadership team should discuss the matter with Richard Hurst who will, if deemed necessary, contact the Social Services / Police.

Updated January 2009