Keeping Children Safe IN Education: What’s changing?
This guest post has been provided by Rachael Bishop, Managing Director of RLB Safeguarding, one of the UK’s leading safeguarding consultancy and training organization. Personnel Checks have worked alongside RLB Safeguarding for many years to deliver bespoke safeguarding training to thousands of people.
Keeping Children Safe in Education (KCSIE) is the UK’s statutory guidance for safeguarding and promoting the welfare of children in the educational sector. Anyone working in the sector should be aware of the updated draft of KCSIE 2023, which has now been released with some minor changes.
We have summarised some of the key points and changes to make it easier for you to understand and some points for consideration moving forward. Safeguarding is more effective when we understand how the guidance can be embedded into an organisation from a tailored perspective. We have to ensure it is relevant to stakeholders and how it can impact positively on others.
Please note that the guidance may still be subject to changes however it will come into effect from September 2023.
Part 2- The Management of Safeguarding
(Paragraphs 141-144) Filtering and Monitoring
There is a clear emphasis on filtering and monitoring throughout the guidance. The document refers to the importance of all staff having “an understanding of the expectations, applicable roles and responsibilities in relation to filtering and monitoring” and the DSL having lead responsibility for this.
Appropriate filtering and monitoring should be applied to an organisation’s devices and networks and the procedures of filtering and monitoring and awareness of the ease of access to mobile phone networks should also be reflected in the organisation’s Safeguarding policy.
Ensure you read and embed the DfE Filtering and Monitoring Standards guidance linked to the Prevent Duty and have a clear understanding of Governing Bodies and Proprietor roles and responsibilities.
Summary:
· “Identify and assign roles and responsibilities to manage filtering and monitoring systems.
· Review filtering and monitoring provision at least annually.
· Block harmful and inappropriate content without unreasonably impacting teaching and learning.
· Have effective monitoring strategies in place that meet their safeguarding needs.
Further, governing bodies and proprietors should review the standards and discuss with IT staff and service providers what more needs to be done to support schools in meeting this standard.”
Some additional resources have also been included:
Part 3 Safer Recruitment
(Paragraph 276) Retention of Documents
It states that “Copies of documents used to verify the successful candidate’s identity, right to work and required qualifications should be kept on their personnel file as per the advice at paragraph 232.”
“Copies of DBS certificates and records of criminal information disclosed by the candidate are covered by UK GDPR/DPA 2018 Article 10. To help schools and colleges comply with the requirements of the Data Protection Act 2018, when a school or college chooses to retain a copy, there should be a valid reason for doing so and it should not be kept for longer than six months. When the information is destroyed a school or college may keep a record of the fact that vetting was carried out, the result and the recruitment decision taken if they choose to. Schools and colleges do not have to keep copies of DBS certificates, in order to fulfil the duty of maintaining the single central record.”
Therefore, it is important to ensure that these protocols are being adhered to both operationally and also reflected within safer recruitment processes and the Single Central Record.
Part 4- Safeguarding concerns or allegations made about staff, including supply teachers, volunteers and contractors
(Paragraph 377) Organisations or Individuals using school premises
“Schools and colleges may receive an allegation relating to an incident that happened when an individual or organisation was using their school premises for the purposes of running activities for children (for example community groups, sports associations, or service providers that run extra-curricular activities). As with any safeguarding allegation, schools and colleges should follow their safeguarding policies and procedures, including informing the LADO.”
Some key considerations and actions for moving forward:
Firstly, Take a look at your filtering and monitoring processes.
Who is currently and who should be responsible for this within your organisation.
How are breaches and checks carried out/when/ and by whom?
How are your processes and procedures/reviews/breaches are recorded?
How is it decided what content is harmful/what words are used and who is involved within this process?
then…
Engage effectively with any IT providers or colleagues. The DSL must provide insight into safeguarding themes and risks and ensure these are communicated through regular updates and training and acted upon appropriately. This should be included in the DSL job Description and leadership support is essential.
Ensure that your Single Central Record is compliant and check where you may be storing copies of ID documents for staff. Remember, DBS certificates should not be kept for longer than 6 months.
Review any safeguarding processes and responses where concerns may be raised about and from other organisations using your organisation’s site. These must be fully documented within any policies and contracts. Ensure you fully understand these.
Ensure there is a clear understanding for Governors with regards to their duties under the Equality Act. This must also include reasonable adjustments for children with disabilities and this again must be reflected in all relevant policies, procedures, and practices.
Consider if your policies effectively outline any processes regarding specific risks and those absent or missing from education including those who are absent on repeated or prolonged periods. Attendance colleagues must be working in partnership with the DSL and they should have knowledge of any systems or tracking information to support this process and their levels of intervention.
Online searches should be carried out when recruiting new staff. Prospective candidates should also be informed that online checks will take place as good practice and should be visible on any application forms or in any interview invitations or correspondence as with DBS checks.
Ensure that your organisation’s culture of safeguarding is clearly reflected within any policies and procedures or behaviour/code of conduct. This should include all staff and their responsibilities in and outside of work including when on and offline.
Check that your organisation’s behaviour policy information reflects alleged perpetrators of harmful sexualised behaviours, sexual harassment or violence and the use of sanctions against them. This may need to be embedded further with staff to ensure understanding.
Ensure your organisation’s Safeguarding and Prevent policy reflects how referrals to Channel are made including those who are “susceptible” to being drawn into terrorism and recognises that consent is required from the individual. Always consider any language changes and how they are reflected in your policies, procedures, and practice.
Ensure that your Safeguarding Policy is updated to reflect that marriage under the age of 18 is illegal (law changes in February 2023). It is important to also note that this also includes where violence, threats, or other forms of coercion or control are not used.
Ensure that any KCSIE updates are communicated effectively to all staff and relevant stakeholders. It is always good practice to ensure that everyone fully understands the changes and why they are important. Think strategic and operational and as always, evidence and impact.
For more information or safeguarding advice, you can contact RLB Safeguarding via their website here.