Read full safeguarding policy here.
All our employees who work with learners have a crucial role to play in shaping their lives. You have a unique opportunity to interact in ways that are both affirming and inspiring. This policy has been produced (and is supported by Information, Advice and Guidance), to help you to establish safe and responsive environments which safeguard all and reduce the risk of you being unjustly accused of improper or unprofessional conduct. We all have a duty of care to safeguard and promote welfare, and to enhance awareness of the broader welfare spectrum, specifically the issues facing young people in society and ‘create a culture’ where young people can speak out or share their concerns
The aim of the policy is to ensure you are aware of and understand your responsibilities, that of others, signs there might be a safeguarding concern, along with the reporting procedures for all safeguarding issues.
This policy covers safeguarding of Children and Adults at Risk for Lifetime (Lifetime is the trading name for both Lifetime Training Group Limited and The IT Skills Management Company Limited.)
– our learners, learners during EPA, learners within sub-contracted provision, and those persons in settings in where we practise which fall into the category of child or adult at risk. It is inclusive of specific highlighted safeguarding agenda areas – as defined by law, as specified in Keeping Children Safe in Education (2024) and in the wider context all our students and learners. This policy is also influenced by and aligns with requirements set out in ‘The Education Act (2002) Section 175’, ‘Working Together to Safeguard Children (2023) updated Dec 2023’ , This policy also aligns with The government Counter-terrorism and Security Act 2015, that places a duty upon all education providers to have regard to the need to prevent people from being drawn into terrorism. This Prevent Duty forms part of the wider governments CONTEST counter terrorism strategy:
The aim of the Prevent strategy is to reduce the threat to the UK from terrorism by stopping people becoming terrorists or supporting terrorism. The Prevent strategy has three specific strategic objectives:
Lifetime have a separate Prevent Policy for more detail in relation to how it meets the Prevent Duty
The safeguarding team can be contacted on supportme@lifetimetraining.co.uk
Designated Safeguarding Lead: Michelle Kent –07795 486090
Safeguarding Board representative – Quality Director Dan Ball 07557111347
External Safeguarding Consultant - Learner Experience Committee Chair Gail Crossman 07946224669
Additional Designated Safeguarding Officers listed below -
Lois Heighton - Quality Partner & Deputy Safeguarding Lead 07870 747729
Debra Winder – Social support tutor and Deputy Safeguarding Lead 07469 083838
Alex Butcher – compliance officer 01173142816
Lesley Lacey - Social Support tutor 07557 433513
James Birkett – Hospitality Learning coach 07584 706083
Natalie Terris – Learner Support Coordinator - 07557 923045
Claire Scott - Management Development coach - 07970 036234
Safeguarding is the protection of children and of adults at risk from abuse and neglect, promoting health and development, ensuring safety and care, and ensuring optimum life chances. A child is defined as anyone under the age of 18 as cited in the Education Act (2002), Attention has recently been drawn to the fact that some children are treated as adults, particularly the responsibilities placed on teenagers who are being exploited, or the adulting of black children and young people, and that this should be considered.
An adult at risk as defined by the Care Act (2014) as any person over the age of 18 and at risk of abuse or neglect because of their need for support or personal circumstance.
The Safeguarding Agenda includes a wide range of potential risks inside and outside of apprenticeship setting, inside and outside of home, and online. (see appendix F for full definitions and indicators of a Safeguarding concern).
Alongside the Safeguarding Agenda risks above this could be due to, and not limited to any of the following:
The definitions of a child and adult at risk give the rationale for legislative intervention, it is important to note that that learners can be temporally vulnerable due to change in circumstances or due to poor mental health. A person may also be deemed at higher risk of a safeguarding issue affecting them due to other factors. This is termed contextual safeguarding. These areas should be considered thoroughly in relation to need for early help interventions Examples of areas to consider are:
Safeguarding and promoting the welfare of children is everyone’s responsibility. Everyone who comes into contact with children and their families has a role to play. In order to fulfil this responsibility effectively, all practitioners should make sure their approach is child centred. This means that they should consider, at all times, what is in the best interests of the child.
We must ensure that children, young people and adults at risk are protected from harm, informed about potential risks to their welfare, and understand how to seek help. We ensure all concerns are dealt with timely and appropriately. “providing help and support to meet the needs of children as soon as problems emerge”
We also have a responsibility to minimise the risk of allegations against you.
All staff are expected comply with any background disclosure check request and to have a good understanding of what constitutes a safeguarding or welfare concern, have read KCSIE (2023) Part 1 along with any other relevant policies, know how to provide support, guidance in such instances, and the channels for escalating a concern. To assist you in this, on-going training and awareness, as well as continuous information, advice and guidance will help you to feel confident in proactively promoting safeguarding and understanding your individual responsibilities.
The responsibilities of individuals are detailed below:
The topic of Safeguarding can be very sensitive due to the content and may be difficult for you to discuss. If you have any concerns over issues raised, please contact a Designated Officer as quickly as possible.
Lifetime undertake a range of Safer recruitment practises throughout the recruitment process including sharing our commitment to Safeguarding in job adverts, a thorough interview process and collation of references. Lifetime ensures that all appropriate checks are carried out on new staff that will work or come into contact with children and adults at risk in line with the Disclosure and Barring Service and Teacher Regulation agency (TRA) requirements, and KCSIE. Lifetime reserve the right to do online checks as part of Safer Recruitment (KCSIE 2023). All recruiting managers go through ‘Hiring Right First time‘ training which includes an interview workshop around safer recruitment practices which is part of their Manager on boarding programme See resourcing policy for further detail on recruitment procedures. From November 2023 onwards Trust ID and Experian manage these processes on behalf of Lifetime. See resourcing policy for more detail.
The Disclosure and Barring Service (DBS) and Disclosure Scotland (who manage the Protecting Vulnerable Children Scheme (PVG)) are executive agencies of the UK and Scottish governments whose primary purpose is to help employers make safer recruitment decisions and appointments.
By conducting checks and providing details of criminal records and other relevant information, DBS/PVG helps to identify applicants who may be unsuitable for certain work and positions, especially those involving contact with children (those less than 18 years old) or adults at risk.
Depending on the type and regularity of contact with children or adults at risk involved in a particular role, employers are entitled to make appropriate types of enquiries about the applicant’s criminal record and seek a disclosure through a DBS or PVG check. Lifetime can undertake six types of criminal records checks depending on the role applied for:
This will be for positions that are included in the Rehabilitation of Offenders Act (ROA) 1974 (Exceptions) Order 1975.
This type of check contains details of an individual’s convictions, cautions, reprimands or warnings recorded on police central records and includes both ‘spent’ and ‘unspent’ convictions that will be shown on a criminal records check.
This will be for positions included in both the ROA 1974 Exceptions Order and in the Police Act 1997 regulations. This type of check contains the same details as the standard check plus any information held locally by police forces that it is reasonably considered to be relevant to the post applied for.
An enhanced check with information from the DBS’s children’s barred list is only available for those individuals engaged in regulated activity with children and a small number of posts as listed in the Police Act 1997 regulations.
An enhanced check with information from the DBS’s adults barred list is only available for those individuals engaged in regulated activity with adults and a small number of posts as listed in the Police Act 1997 regulations.
An enhanced check with information from the DBS’s children and adults barred list is only available for those individuals engaged in regulated activity with both vulnerable groups including children and a small number of posts as listed in the Police Act regulations.
In Scotland all employees engaging in regulated activity are obliged to have a membership of the PVG scheme.
A senior member of the People team and Designated Safeguarding Lead are responsible for deciding which level of check is appropriate for a particular role and whether barred list checks are necessary. Even where a post has some contact with children or adults at risk, the definition of regulated activity may not be fully satisfied, but in order to safeguard our learners any unsupervised contact with learners will result in an enhanced DBS check with child barred list. The Safeguarding Vulnerable Groups Act 2006 (amended by the Protection of Freedoms Act 2012) defines what types of activities involving children and adults at risk are regulated and therefore require barring list checks. Appendix A specifies current posts at Lifetime that require DBS and/or barring list checks.
Regulated Activity – is a term that defines activities that an individual engages in, defined by the Disclosure and Barring service . The criteria for regulated activity differ for adults and children as shown overleaf:
Children
Adult
Scotland - there are 2 types of regulated work – work with children and work with protected adults. Regulated work is usually jobs including:
Individuals must not engage in regulated activity with either children or adults at risk if they have been barred from doing so by the DBS or PVG scheme. How we meet our responsibility towards this is explained below. Further advice on types of DBS/PVG disclosure and the circumstances in which regulated activity applies can be obtained from the People Team.
Where Lifetime is recruiting for a role that qualifies for a DBS/PVG check, the advert and further information during the interview process will confirm the type of check required. When the most suitable candidate for the position has been identified, the offer of appointment will be made subject to a satisfactory DBS/PVG check, right to work, references and qualification checks. In the instance that the outcome of a DBS/PVG check has not yet been received from the appropriate authority prior to learner visits being carried out, all visits with learners aged below 18 will be supervised by a person whose DBS outcome has been received and approved. The Area Manager will be responsible for arranging this supervision. Quality assurance of this process is in place.
As a DBS/PVG check forms part of our recruitment process, we encourage all candidates to declare anything relevant to the type of check required for the role. Once an offer has been made, candidates should tell us of any further details of convictions, including those that normally would be considered as spent, cautions or reprimands.
As part of our safeguarding obligations, we will re-apply for the appropriate types of DBS/PVG checks on a 3-year basis during employment with Lifetime Training. If someone is already part of the update service:
Some contractual requirements dictate an annual declaration from employees in relation to conforming to any changes that may affect the outcome of their DBS/PVC check. Any changes will be risk assessed following the procedure set out in 7.5
Information provided in a disclosure report must be kept confidential and on a need-to-know basis. Such information will be handled in accordance with Lifetime’s ‘Statement on the Secure Storage, Handling, Use, Retention and Disposal of Disclosures and Disclosure Information’, Appendix B. Any other information regarding offences must be kept securely and in accordance with Lifetime’s Data Protection Policy.
We recognise that job applicants and our employees need to feel confident that information about their convictions will not be disclosed to colleagues unless there is a specific reason for doing so. Those involved in recruitment decisions should ensure that when appointing an individual with a conviction, they are advised as to whom within Lifetime knows of their conviction and the reasons why the information has been disclosed.
First standards and Atlantic data ( Experian and Trust ID from November onwards) who facilitate our Disclosure and Barring checks have a satisfactory privacy policy to align with our requirements.
If you would like further information on our disclosure process, please see Appendix C.
Having a criminal record does not necessarily preclude an individual from working at Lifetime. The decision as to whether a person with a criminal record should be appointed, or an offer of employment withdrawn, or employment terminated will be taken only after careful and thorough consideration of the outcome of any DBS/PVC check as well as the job and offence related factors as explained in 8.6.
Nonetheless we request all employees to tell us about any information relevant to the type of DBS/PVG check appropriate for their role. This could mean, for example, that if your role requires satisfactory Enhanced DBS/PVC and barring check, you need to tell us about any convictions, cautions or reprimands or being barred from working with children as soon as any of these have been issued. Failure to disclose information relevant to the type of DBS/PVG check appropriate to your role would be seen by Lifetime as a breach of trust and confidence. Such acts are considered as gross misconduct, and you would be invited to a disciplinary hearing with a potential outcome of instant dismissal.
As we explained in the previous section having a criminal record does not necessarily preclude an individual from working at Lifetime. The decision as to whether a candidate with a criminal record should be appointed, or an offer of employment withdrawn, will be taken only after careful and thorough consideration of the outcome of any DBS/PVG check as well as the job and offence related factors as explained in section 8.6.
Similar to the recruitment process, a disclosure of a criminal record will not necessarily lead to termination of your employment with us and the decision will be taken only after careful and thorough consideration of the job and offence related factors. Any decision to terminate employment would follow our Disciplinary Policy (or Probationary Policy if you have not yet passed your probation).
A senior member of the People Team, alongside the Designated Safeguarding Lead will make an initial assessment of the content of the disclosure report. If the report provides no evidence of convictions or any other relevant information, no further action will be taken. If the report confirms a conviction or any other relevant information, a senior member of People Team, alongside the Designated Safeguarding Lead, will make an initial assessment of whether the information provided has any potential relevance to the post. If there is clearly no potential relevance, no further action will be taken.
If the report confirms a potentially relevant conviction or any other potentially relevant information further exploration will be required following the process outlined below.
All discussions relating to convictions must take place after the selection process has been completed and will involve the line manager and a senior member of the People Team and the Designated Safeguarding Lead. As part of the decision-making process, they will normally meet with the individual to gain more information from the person about the nature and circumstances of any conviction.
The suitability for employment of a person with a criminal record will clearly vary, depending upon the nature of the job and the details and circumstances of any convictions. The decision will be made on the basis of a risk assessment to enable the applicant’s criminal record and circumstances to be assessed in relation to the tasks he or she will be required to perform and the circumstances in which the work is to be carried out. The following job-related factors should be taken into account:
The assessment is also likely to include consideration of the following factors relating to the individual’s offence(s):
Following careful and thorough consideration of all these matters and consultation with a senior member of the people team and Designated Safeguarding Lead, a decision will be made as to whether the individual should be appointed. If appropriate we may seek further information from relevant bodies when reaching this decision. If the decision is not to appoint, a letter will be sent to the individual confirming the reasons for this decision.
The above process will also be followed in the event of a criminal conviction coming to light after the formal offer of employment has been made or during employment. In such cases Lifetime would reserve the right to withdraw the offer of appointment where appropriate or terminate employment in line with the Lifetime’s Disciplinary Policy (or Probationary Policy if in probationary period).
We have a duty to ensure that learners understand what a DBS/PVG check is and if it is required for their role. The employer is ultimately responsible for ensuring anyone they employ has the necessary checks in place. However, we do support employers to engage with the DBS/PVG to fully understand their role and responsibility.
Work Based Learning - Each employer partner site undergoes a H&S vetting process. This requires the coach to check the mandatory legislative DBS/PVG requirements are understood by the learner and employer in the relevant sectors. The leaners curriculum is contextualised to their work setting and reinforces the importance of the DBS/PVG process.
It is important you do not pass any information to other parties or try to investigate the concern yourself. All concerns should be reported to supportme@lifetimetraining.co.uk in the first instance using the Disclosure reporting form (appendix G) .
(See Appendices D and E for process of reporting)
The Department for Education guidance sets out procedures for managing safeguarding allegations or concerns against teaching staff, other staff, volunteers and contractors. In this guidance training providers are now expected to respond to two levels of concern about staff behaviour:
(1) Behaviour that meets a perceived ‘harms’ threshold and
(2) Behaviour judged as a ’low level’ concern’ that does not meet the ‘harms’ threshold.
It is Lifetime’s intention to create a culture in which all concerns about adults (including allegations that do not meet the harms threshold) are shared responsibly and with the right person, recorded and dealt with appropriately. We aim to create and embed a culture of openness, trust and transparency in which our expected behaviours, which are set out in the staff Code of Conduct, are constantly lived, monitored and reinforced by all employees.
Alongside our Code of Conduct and Safeguarding policy which detail expected behaviours, Lifetime will also:
Alongside the processes below employees are also able to report concerns through Lifetime’s Whistleblowing line, following the whistleblowing procedure detailed in the Whistleblowing policy.
Lifetime will consider that behaviour meets the harms threshold if employees – including employees on temporary contracts, volunteers or contractors - have:
Safeguarding allegations or concerns arising from the above should be reported to the Designated Safeguarding Lead (DSL). Where there are concerns/allegations about the Safeguarding Lead this should be referred to HR.
If the allegation/concern identifies that a learner has been harmed, is at immediate risk of harm or is an emergency situation, the DSL (or People team as appropriate) will immediately contact social care services and where appropriate, the police. They will also ensure that:
All concerns should be recorded in MILO Case Management system by the DSL (or deputy).
A low-level concern is any concern about employees – including employees on temporary contracts, volunteers or contractors - who may have acted in a way that is inconsistent with the staff code of conduct (including inappropriate conduct outside of work) but does not meet the harms allegations threshold. Examples of such behaviour could include but are not limited to offering personal favours to learners, being overly friendly, using inappropriate language or sharing personal information.
Lifetime will seek to identify and deal with inappropriate behaviour early to mitigate the risk of abuse. Low-level concerns should be reported to the DSL (or a deputy). Where a low-level concern is raised about the DSL, it should be reported to a senior member of the people team. The DSL (or People team as appropriate) will collect as much evidence as possible by speaking directly to the person who raised the concern (unless raised anonymously), to the individual involved and any witnesses. The information collected will be reviewed against the employee code of conduct to determine what further action may need to be taken, including liaising with a senior member of the people team should the disciplinary policy need to be followed.
All concerns should be recorded in MILO Case Management system by the DSL (or deputy).
Records will be reviewed periodically so that potential patterns of concerning behaviour can be identified. Where a pattern of such behaviour is identified (including where low-level concern move to meeting the harms threshold) Lifetime will decide on a course of action.
Each member of the safeguarding team holds at least a formal L2 designated officer safeguarding qualification and undertakes regular CPD events and standardisation meetings in order to keep updated with legislation and refresh their knowledge.
All employees undertake a Safeguarding Induction and/or completion of a L2 online course specifically for Safeguarding Young Vulnerable People.
All new coaches/pathway planners also complete:
The training received is continually reviewed to ensure the most appropriate and up to date training is given. Aligning with the mandatory duty surrounding the Counter Terrorism and Security Act 2015, all staff undertake Prevent training aligning with their role within Lifetime.
There is annual CPD training for formal procedures and emerging themes. Periodic updates surrounding key safeguarding concepts are communicated monthly via internal communication channels. Monthly focus topics are also distributed via these channels to raise awareness and promote discussion in all areas under the wider safeguarding agenda including areas such as radicalisation, mental health issues, positive relationships, and staying safe on the internet, which will educate employees alongside giving greater knowledge to be passed onto learners.
There is reference to safeguarding in team meetings –, with managers utilising the information in the monthly safeguarding and equality newsletters (Thrive) as well as a health and safety section, to stem discussions.
Key individuals involved in staff recruitment complete an in-house safer recruitment training course annually, which informs Hiring Right First time training all line manager receive, referred to in Safer recruitment.
This section extends the expected behaviours set out in the code of conduct. And should be considered alongside the Lifetime group universal expected behaviours. To maintain your and learners’ safety, the following are strictly prohibited:
It also important to be mindful of the following when conducting yourself:
Lifetime offer an apprenticeship recruitment service which places potential apprenticeship learners into employment. It is recognised that this creates a duty of care for Lifetime to ensure that employers are suitable to receive an apprentice.
To this end:
Additional social needs identification and process is support that is provided by Lifetime Training for all learners who are facing Social, Emotional, Behavioural and Mental Health difficulties. This process supports Increasing the ability to learn & making learning more accessible whilst dealing with personal issues, helps with motivation to reach their potential, provides extra support avenue giving them quality time as and when needed.
Learners can self-declare at sign up stage that they require support or coach can refer them. The process also supports safeguarding cases that require longer term support
Additional welfare support for 16-19 learners - receive a 3 month support package including and workbook and workshop that incudes awareness of; employment expectation, developing resilience, British values and radicalisation, online safety and awareness of sexual harassment . Learners that don’t attend have the workshop presentation added to their APTEM, and both the coach and themselves are informed its available to view. 19-year-old have access to the workshop aspect
Care leaver support and bursary access - learners highlight if they are residing in care or a recent care leaver. This is alerted to the ASN team, who work with the learner to check bursary eligibility, provide support and facilitate access to and guidance for use of the bursary funding.
Online Safety is being aware of the nature of the possible threats that you could encounter whilst engaging in activity through the Internet. These are based around the 4 areas of e - safety - conduct, content, contact and commerce These could include security threats, protecting and managing your personal data, online reputation management, and avoiding harmful or illegal content. These might manifest as online abuse, bullying, threats, impersonation, grooming, harassment or exposure to offensive and/or violent content. We educate learners around online dangers of this nature through a variety of avenues including our Life Skills learning module and remote taught sessions in relation to conduct and content of the session including appropriate behaviours. This is inclusive of supporting learners understanding of using both Lifetime and their own devices Periodically our Safeguarding newsletters cover online safety topics. These are used by trainers as educational content for learners. To ensure we monitor and act upon accessing of inappropriate content and comments, filtering systems are in place on employee and distributed learner devices to stop access to illegal and unsuitable content and our social media platforms.
Forcepoint filtering system is subject to monthly sample by DSL to identify and act upon any illegal/ unsuitable content access attempts. These circumstances will be investigated by DSL and relevant department aligning with the relevant policy and concern type
Child on Child abuse/ Sexual Harassment and Violence between children.
As a result of Ofsted’s review into sexual abuse in schools in 2021, a range of interventions have been applied to educate and support learner around identification and accessing support around sexual harassment and abuse. Lifetime take a zero-tolerance approach to sexual harassment and abuse, and while we have noted that concerns are alerted to us through the safeguarding reporting process, including those by perpetrators under investigation, acknowledge that this may underrepresent issues that our learners encounter. Learner facing employees are provided with training on indicators and support avenues as part of the safeguarding support process. Annual CPD is also provided to refresh knowledge This training includes identification of and action required for incidents of this nature alongside what learner might view as accepted norms, and what constitutes sexual harassment and abuse both face-to-face and online. This includes sexual harassment and violence in the workplace. Any concerns of this nature ( including those alerted to us by a perpetrator under investigation ) should be reported to the safeguarding team at supportme@lifetimetraining.co.uk, so a designed safeguarding officer can support any internal workplace and external reporting procedures and/ or required education. Where required the DSO can work with partnership teams to ensure importance is highlighted with s, and suitable investigations are in place by an employer?
In order to educate learners about acceptable behaviours, how to identify and report concerns, it is covered periodically through the Thrive newsletters All 16-19 learners have access to a workshop that provides a taught session that covers sexual harassment identification, inappropriate behaviours, expected behaviours in the workplace, how to report and what support available. Those that can’t attend have the resources added to their APTEM account to explore at their own pace. This accompanies the 3-month additional social needs support all 16-18 learners have allocated to them.
Children with special educational needs, disabilities or health issues
Children with special educational needs or disabilities (SEND) or certain medical or physical health conditions can face additional safeguarding challenges and exploitation both online and offline. (see appendix F for more detail). Any reports of abuse involving children with SEND will therefore require close liaison with the designated safeguarding lead (or a deputy) and ALS team member.
A range of additional support can be sourced in KCSIE “024
Children supported by a social worker.
It is recognised that young people who do have or have had the support of a social worker may be more vulnerable than other young people. This support need is identified through learner disclosure or contact directly from the social worker, it may also be highlighted on an EHCP. The DSL have oversight of such learners and support is provided by ALN/ ASN teams as direct liaison with social worker where required.
Physical Health
Physical health describes condition of our body and encompasses illness, injury, and health conditions, acute or chronic. Where a learner discloses any physical health support needs, they will be supported appropriately in order to both access, progress with and complete their apprenticeship. This may involve supporting learners’ employers with adjustment awareness.
Mental Health
The increased importance of supporting poor mental health has been seen through the increased prevalence of mental health concerns raised by learners both as a sole issue and also as an associated issue as a result of experiencing another safeguarding issue. All learners have access to the Learner Welfare Helpline which provides counselling if required and are provided with bespoke support where required. They are encouraged to seek support from their employers, where appropriate, who in the main, have robust support networks in place. All learners will also compete the Life Skills learning plan which has a module focussed on managing mental health and wellbeing. The Thrive newsletters that learners also receive also have section on wellbeing and mental health every month. The DSL leads on Mental Health strategy to support and promote positive mental health for learners.
Learner Accidents
If an accident occurs in the workplace, the overall responsibility to investigate lies with the employer, but Lifetime will still investigate the incident to ensure the workplace are supporting them appropriately. If an accident occurs out of the workplace whilst under supervision of Lifetime, Lifetime have overall responsibility to investigate the coach is to complete the accident reporting form, located in Learner Welfare/ Huddle and send to the H&S and Welfare Manager
Learner risk assessment
To ensure Lifetime supports the health and safety of all learners, in certain situations Lifetime may risk assess support requirements for learners, e.g. if a medical condition has been declared, has been subject to sexual harassment/violence or is on bail.
Subcontracts
Where Lifetime acts a lead provider, providing funding to other companies, Lifetime will provide appropriate training /guidance to subcontracts to ensure Lifetime policies and procedures are followed, alongside the due diligence checks carried out. This will be monitored (see Subcontracting Quality Assurance Manual).
Where Lifetime acts as a subcontract to other companies, we commit to upholding the policies and procedures of the training provider/college which holds the funding. Lifetime will also attend any relevant training/updates, adhere to monitoring requirements, be aware of and adhere to funding regulations as set out by the different funding authorities.
A Safeguarding board report is presented monthly as part of the board pack. The monthly Learner Experience Committee gives opportunity to update the Senior team providing a greater focus on safeguarding and safety of learners, and discuss trends, new initiatives and directives in more detail., and agree company actions.
The effectiveness and impact of all welfare support is monitored via a survey to those learners experiencing a safeguarding issue alongside a more generalised survey to all learners analysing support avenues and impact of educational material. Monthly learner welfare audit reviews all processes and material.
The safeguarding officer team are also subject to quality assurance checks carried out by the DSL.