Managing Allegations Multi-agency Training

1. Managing AllegationsMulti-agency Training https://www.wirralsafeguarding.co.uk/professionals/lado-allegations/

2. The session will cover: • Managing Allegations Guidance • How to deal with an allegation • The Managing Allegations Process and Case Management • Safer Working Practice • Case Studies

3. Safe Learning Agreement • Respect for the views of others • Give everyone space and time to express their opinion, and to make a contribution • Punctuality • All questions are valid • Active participation • Confidentiality • Clarify all jargon and acronyms • Health warning

4. Wirral Safeguarding Children Partnership have an agreed Evaluation Strategy Training Evaluation

5. EXERCISE ONE • What do you understand is the role of the LADO? • What, if any, contact have you had with the LADO as part of the Managing Allegations process? • Did the process cause you any difficulties/anxieties? • What do you want to achieve from today’s session?

6. National Guidance • Policies for dealing with allegations should make a clear distinction between an allegation, a concern about the quality of care or practice or a complaint. • Local authorities should have designated a particular officer, or team of officers (either as part of local multi-agency arrangements or otherwise), to be involved in the management and oversight of allegations against people who work with children. • Employers, school governors, trustees and voluntary organisations should ensure that they have clear policies in place setting out the process, including timescales for investigation and what support and advice will be available to individuals against whom allegations have been made (Working together to safeguard children, 2018: 58) https://www.wirralsafeguarding.co.uk/professionals/lado-allegations/

7. Responsibilities

8. Key Reports with recommendations:

9. “For those agencies whose job it is to protect children and vulnerable people, the harsh reality is that if a sufficiently devious person is determined to seek out opportunities to work their evil, no one can guarantee that they will be stopped. Our task is to make it as difficult as possible for them to succeed...” Bichard Report 2004: 12

10. Improvements following Bichard report

11. The Local Picture – Allegations Over Time Increase over time due to better awareness and reporting, rather than increasing levels of harm and abuse

12. The Local Picture – Subject of Allegations Education is consistently highest sector – as expected Allegations in VCF sector have doubles and for Foster Carers have halved

13. The Local Picture – Referring Agencies

14. The Local Picture – Categories Physical Abuse consistently the most common category

15. Thresholds for Allegations Working together to safeguard children

16. The Role of Local Authority Designated Officer (LADO) • Oversee management of individual cases • Provide advice and guidance • Liaise with police and other agencies • Monitor progress of cases

17. Consultation • To consider the nature, context and content of the allegation (LADO must be informed within 24 hours) • Agree a course of action • May be asked for additional information (e.g. previous history, if child family have made similar allegations) • Could decide on ‘no further action’ (NFA) with L.A. process at this point – manager will decide on how to proceed within their organisation • Those cases proceeding, check thresholds and decide on interim measures • ALL consultations MUST be recorded and passed to L.A. All cases are recorded on Liquid Logic

18. Why do allegations arise? • Poor safeguarding culture within an organisation • Failure to follow procedures or behaviour guidelines • Naivety, poor practice or unawareness of the problem • Unintentional or misinformed action • Accidents • Use of physical restraint – unauthorised & authorised • False allegation/misinterpretation of behaviour • Malicious intent • Deliberate intention to abuse

19. Standards of BehaviourProfessionals should:

20. Standards of Behaviour Professionals should NOT:

21. The Statutory Duty All organisations providing services for children or staff or volunteers to work with or care for children, should operate procedures for dealing with allegations which are consistent with guidance in Working Together to Safeguard Children

22. Staff Responsibility • Safeguard and promote the welfare of children and young people • Work, and been seen to work in an open and transparent way • Discuss / get advice promptly from line managers / safeguarding leads if someone has behaved or acted in a way that may give concern • Apply professional standards regardless of culture, disability, gender, language, racial origin, religious belief and sexual orientation • Know the name of your safeguarding lead

23. Staff need to know:

24. Managers need to:

25. Process for Managing Allegations

26. Elements of Investigation

27. Recording and Reporting

28. Role of HR Providers • HR providers are an independent source of support for both agencies and LADOs • Should be notified by the employer at the beginning of the process • Are responsible for supporting the agency undertake their investigations, once permitted • Can advise about implementing interim safeguards • Should not provide safeguarding advice • Should not be instead of a referral to LADO • Should support the agency with any referrals to external regulatory or statutory bodies

29. Timescales

30. What type of meeting is necessary and who is involved and why? Two types: • Section 47 Strategy Meeting • Professionals LADO Meeting

31. Strategy Meeting • Meeting is convened and chair by either LADO or Team Manager • Invitee’s may include: Police, senior social worker or Team Manager, employer, HR, others when appropriate • Purpose is to share information about the allegation, including details of alleged perpetrator/s; victim/s and actions taken so far • Meeting will agree an action plan including the conduct and timing of police / social care (s.47) investigations, disciplinary action and measure to safeguard children and young people.

32. What happens next? If the case is to be considered by the police then the L.A. will ensure appropriate interim safeguards are in place and: • Advise the employer they cannot proceed with any investigation at this point • Act as the link between the police OIC and the employer If the case is not to be proceeded by the police/children’s services, the L.A. should: • Advise the employer to link in with their HR provider • Monitor the employer investigation min. fortnightly • Provide support and re-refer to Police/Children's Services if further evidence arises • Receive regular updates regarding the HR investigation • Provide scrutiny to the LADO2 to ensure safeguarding

33. Suspension Suspension is a neutral act and it should not be automatic. It should be considered in any case where: • There is cause to suspect a child is suffering or likely to suffer Harm; or • The allegation warrants investigation by the police; or • The allegation is so serious that it might be grounds for dismissal.

34. Resignation and Compromise Agreements A conclusion must be reached in all cases even if: • The professional refuses to cooperate, having been given a full opportunity to answer the allegation and make representations; • The individual resigns from their position of trust; • It may not be possible to apply any disciplinary sanctions if a person's period of notice expires before the process is complete.

35. EXERCISE TWO – CASE STUDIES There are two case studies for you to consider on your tables. For each one consider the following questions: Case Study 2 • what are your first thoughts about this case? • what immediate action (if any) needs to be taken? What should the Social Worker do? • Were there any missed opportunities to take action? • do we need further information? • what should the LADO do? Case Study 1 • what are your first thoughts about this case? • what immediate action (if any) needs to be taken? What should the GP do? • were there any missed opportunities to take action? • do we need further information? • what should the LADO do?

36. Outcomes Definition

37. Next Steps • In all cases of founded allegations, where the individual has either been removed from or has resigned from their position of trust, employers are under a statutory duty to refer this individual to the DBS. • They are also under a duty to refer the individual to any statutory professional bodies • Referrals to the DBS can be made prior to the conclusion if sufficient evidence suggests this is a requirement, but the DBS will only consider upon the conclusion of the case. • Any evidence submitted to the DBS or professional bodies will be seen by the professional, so as such be redacted

38. Lessons Learnt

39. Good Practice Summary • Appropriate safeguards in place • All staff are clearly trained on safer working practices • Guidance is clear and available to staff • Contact LADO/ Duty IRO (0151 666 4442) for initial consultation discussions • Provide complete information when making a referral • Share information with parents and appropriate agencies • Refer to DBS immediately if agreed as the outcome from allegations meeting

40. A Safer Workforce

41. Safer Workforce Cycle

42. Creating a safe working culture • Welfare of child paramount • Duty of care – responsibility of all • Clear expectations of behaviour and conduct • Staff responsibility for own actions and behaviour • Open and transparent working • Consistent professional standards • Concerns dealt with appropriately • Staff supported • Continuous review of practice and policy

43. Sounding the alarm: Barnardo’s

44. Resources

45. Resources

46. END OF SESSION Thank you for your participation Any Questions? https://www.wirralsafeguarding.co.uk/professionals/lado-allegations/