After School Club Procedures

We believe that the health and safety of children is of paramount importance.

In order to keep the children/staff safe we adhere to the following procedures;

  • Vehicle checks before departure
  • Only Midas trained staff to drive the minibus
  • Hi Vis vest to be worn by staff collecting children
  • Radios to be used for communication – if in doubt, ask!
  • Escort used on buses to supervise collected children
  • Seatbelts checked by staff at each collection point
  • Escort to have a clear view of the children, at all times
  • Only staff with permission can collect the children – Schools are aware of the authorised staff
  • First Aid kit on each bus – Checked regularly!
  • Road safety procedures followed when transporting back to the bus
  • Dash cam used on each bus to monitor driving standards and enable management to view footage if needed
  • Behaviour policy to be followed at all times
  • Any queries regarding collections ie child absent etc – telephone call to parent
  • Mobile phone use is permitted in the event of an emergency only
  • Luggage safely stored in bag, no loose items in aisles of the bus
  • All children to remain seated on the bus upon arrival.
  • Door to be opened by staff only, when it is safe to do so
  • Register taken upon arrival at the park
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Behaviour Policy

At Pop’s Outdoor Adventure we aim to create a positive environment where children are encouraged to:

  1. Develop an awareness of acceptable and responsible behaviour towards one another and the outdoor environment.
  2. Promote respect, team work and positive relationships.
  3. Work within the boundaries set by themselves.
  4. Develop pride in their achievements and try their best.
  5. Listen carefully.
  6. We keep our hands and feet to ourselves.

Adults will:

  1. Provide a positive role model for all children.
  2. Provide time for children to discuss issues or concerns.
  3. Set small ’ACHIEVABLE’ tasks which do not set participants up to fail.
  4. Give verbal praise for good behaviour, group work, co-operation and good work.
  5. Take into consideration children’s preferred learning styles when planning sessions.
  6. Be mindful of the need to maintain safety at all times.
  7. Be consistent with behaviour management.


1st time – The Leader will attempt to re-engage the child.

2nd time – Leader will quietly remind child about their behaviour and child will be asked to apologise if required.

3rd time – 5 minutes time out – Sand timer to be used and then re-engage the child if ready


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British Values Policy

Promoting British Values Policy

We are an inclusive setting and our ethos and curriculum enables children to be independent learners, to make choices and to build strong relationships with their peers and all adults. Our setting believes that children flourish best when their personal, social and emotional needs are met and where there are clear and developmentally appropriate expectations for their behaviour. We would challenge children, staff or parents who expressed opinions contrary to fundamental British values.


We respect, listen to and act on children’s and parent’s voice. Children are involved in making rules and they are expected to contribute and co-operate with them, taking into account the views of others.

The Rule of Law

We consistently reinforce our high expectations of children. Children are taught the value and reasons behind our expectations (rules), that they are there to protect us, that everyone has a responsibility and that there are consequences when rules are broken.

Our ‘Behaviour Policy’ aims to teach children to behave in socially acceptable ways and to understand the rights and needs of others. We use positive strategies to handle any conflict and praise and acknowledge desirable behaviours.

Individual Liberty

At Pop’s Outdoor, children are actively encouraged to make choices, knowing that they are in a safe and supportive environment. We educate and provide boundaries for children to make choices, to manage risks, through our provision of a safe environment and empowering teaching. Children are encouraged to know, understand and exercise their rights and personal freedoms and are given opportunities to resolve conflicts effectively.

Mutual Respect

We value all of our children and families. We celebrate our rich cultural and religious diversity and promote mutual respect. Children are modelled respect through caring, sharing and listening to others. Adults help children to understand how their actions and words affect others. All children, including those with special educational needs and disabilities are valued for their individuality and supported to achieve their best. Children are taught that life is not the same for everyone.

Tolerance of those of Different Faiths and Beliefs

We aim to enhance children’s understanding of different faiths and beliefs by participating in a range of celebrations throughout the year. Children support our multi-cultural events. We monitor all forms of bullying and harassment and actively promote courtesy and good manners towards all.

At Pop’s embedded in everything we do, is our determination to develop skills of empathy and tolerance to make everyone at our setting feel valued and respected.

We work in guidance with the prevent strategy 2015  and will work with outside agencies if required to meet the needs of individual children.

Review date 1/4/19

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Complaints Procedure Policy

At Pop’s Outdoor we all work very hard to build positive relationships with all our families. Our aim is to deal with issues and problems before they become a ‘complaint’.

However, there is a clear protocol to follow if necessary and the steps to follow and their outcome are outlined in this document.

Parents/Service users must never worry about sharing their concerns with a member of staff.

They will always be taken seriously and due consideration given to a mutually agreeable resolution.

We promise we will always be fair, open and honest when dealing with any complaint and to deal with them as swiftly as possible.

The complaints process Stage 1

Informal expression of concern made to a member of staff.

In the first instance, the matter should be discussed with the Manger. In our experience most matters of concern can be resolved positively in this way with apologies where necessary.

Stage 2

Meeting arranged with Manager to discuss in further detail. We expect most complaints to be resolved by this stage.

The manger will need time to fully investigate the matter and will respond with 7 working days if not resolved at this stage.

Stage 3. Formal Complaint

Complaints rarely reach this formal level but should you need to you should make a formal complaint to the Manager. Complaints at this stage should be written and received within 10 school days of completion of the last stage. Your letter should be addressed to the Manager and marked “private and confidential”.

The letter should say why you remain unhappy and what you wish to see happen. The Manager will let you know when your complaint is to be considered. If a meeting with you and others involved is considered necessary, you will be given adequate notice to prepare. You will be informed of the outcome of the investigation and decision on what further action will be taken within 10 working days.



Review date 09/01/2019

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Equal Opportunities Policy

Equal Opportunities at Pop’s Outdoor Adventure

At Pop’s we aim to create an atmosphere where everyone is welcomed, all individual needs are met and support is given. We aim to ensure positive outcomes for all children, so they can reach their full potential.

At Pop’s, children:

  1. Can participate fully regardless of individual needs whether they are physical, cultural, behavioural, emotional, educational or social.
  2. Feel secure and their contributions are valued.
  3. Value the contributions of others and treat others with respect.
  4. Set own boundaries and take responsibility for their own actions.
  5. Are taken in groups that allow them to experience success.
  6. Are set small achievable tasks.

Review date 1/4/19

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Equality and Diversity Policy

1.0    Introduction

1.1      The Organisation is committed to providing equal employment and advancement opportunities to all individuals.  Employment with the Organisation will be based on merit, qualifications, and abilities.  The Organisation will not condone discrimination in employment or related practices on the basis of any characteristics protected by law or otherwise.

1.2      The Organisation’s purpose for this policy is to prevent discrimination, harassment and victimisation, and improve the quality of life for all and in return will improve the quality of its workforce and the services they deliver.  All employees whatever grade or authority must abide and adhere to this general principle.

1.4      This Policy forms part of the formal contract of employment for staff and part of the formal agreement between staff and the Organisation. All members of the Organisation must abide by this Policy and those in senior or managerial positions, or with specific responsibilities for recruitment, selection, training, appraisal and promotion, should be especially mindful of the Policy in those areas.  Any failure to comply could result in disciplinary proceedings being taken.

1.5      The intention of this Policy is to build upon the statutory position and good practice, so that THE ORGANISATION reflects the diversity of our people, partners and the community we serve and to pursue an effective policy of promoting equal opportunity throughout the operations of the Organisation. The statutory position is set out in the Sex Discrimination Act (1975); the Equal Pay Act (1970); the Race Relations Act (1976), (Amendment) Act 2000; the Disability Discrimination Act (1995), the Employment Relations Act (1999 & 2002) and the Human Rights Act (1998) as well as other related legislation and best practice.

2.0    Statement of Intent on Equality and Diversity

2.1      The Organisation is fully committed to a policy of equality and diversity in all aspects of employment and development.  The aim of the Organisation’s policy is to ensure that all job applicants and employees receive fair treatment regardless of sex, or sexual orientation, race, nationality, ethnic origins, colour, creed, religious beliefs, disability, carer responsibilities, disability, marital status, age, trade union or political beliefs.

2.2      We aim to recruit, retain and develop the best people based on their abilities to perform the job. Our employment conditions and requirements seek to reflect our commitment to equal opportunities.

2.3      The success of an Equality and Diversity Policy will involve the commitment and support of all managers and employees.  All Managers/Directors will have a responsibility for ensuring the successful implementation of the policy within their own department.  All Managers/Directors within the Organisation have a specific responsibility for ensuring that decisions affecting individuals are taken on non discriminatory grounds and that the Equality and Diversity Policy is communicated to all employees and that awareness and understanding is measured during performance reviews.

2.4      Potential penalties for the Organisation if we fail to comply with equal opportunities legislation are significant. The main acts acts on discrimination are:

    • The Equal Pay Act 1970 (as amended)
    • The Sex Discrimination Act 1975 (as amended)
    • The Race Relations Act 1976(as amended)
    • Criminal Justice and Public order Act 1994
    • The Disability Discrimination Act 1995 (amended 2005)
    • The Protection from Harassment Act 1997
    • Human Rights Act 1998
    • Race Relations (Amendment) Act 2000
    • Employment Relation Act 2000
    • Anti Terrorism, crime and Security Act 2001
    • Sexual Orientation Act 2003
    • Religion or Belief Act 2003
    • The Employment Equality (Age) Regulations 2006

2.5      The European Union has issued new directives under Article 13 of the European Treaty.  A new article inserted as a result of the Treaty of Amsterdam, extended the EUs ability to legislate in the area of equal opportunities beyond that of just sex discrimination and equal pay.  This has resulted in two new directives.

  • The Race Directive prohibits race discrimination in employment and training, the provision of goods and services, education and social protection.
  • The Employment Directive (2000) covers employment and vocational training and prohibits discrimination on grounds of sexual orientation, religion, disability and age.

3.0    Roots of discrimination in stereotyping and prejudice

3.1      The Organisation recognises that discrimination has its roots very much in stereotyping and prejudice, and fundamentally in the distinction between in group (“us”) and the out-group (“them”).  Stereotyping, prejudice and discrimination are universal experiences, and all people will at least hold some stereotypes and prejudices, even if they are unaware of them.  This is true regardless of the ethnic, cultural, national and religious backgrounds of staff, their gender, age, sexual orientation, occupation or disability.

3.2      Discrimination in the workplace can affect all facets of the organisation.  The “negative effects” mean that the Organisation could hire the wrong people, undervalue and under–utilise the people we already employ, de-motivate existing employees, create resentment, reduce potential creativity and fail to serve the diverse communities we afford services to.

3.3      True, the law applies powerful sanctions where discrimination occurs, and the Organisation is aware of the possibility of massive compensation claims, bad publicity, etc; but this is possibly why the positive benefit to businesses is overlooked.  If we take the law seriously, we can implement polices to create equality for all, if we properly train people so they understand what discrimination means and they know it will not be tolerated, then we may able to combat the “negative effects”- it is not a matter of law, its good employee relations practice which makes sound business sense.

3.4      The  Organisation is committed to ensuring that directors, Line Managers and supervisors will need to be conversant with, equal opportunity is perhaps the most persuasive and least recognised.  It is the most persuasive because an appreciation of such values should be enacted in everything that is done in the name of the Organisation, and is least recognised because it is a softer skill- one that does not readily lend itself to measurement

3.5      In simple, modern day terminology, “It is no brainier”- if the employees of the Organisation operate under the law, promotes equality for all and no employee or clients fears coming to work or using our services because of the threat of discriminatory behaviour, people will feel they are being treated fairly and will make a willing contribution to meeting business objectives.

3.6      In addition, there are powerful arguments for taking an equality and diversity approach to staff, colleagues and clients.  There are many people from non-mainstream groups who may be able to increase the Organisations profile and income by accessing Organisation services. This is a matter for all departments and it will be implicated in any interface that employees have with the general public

4.0    Sex and Race Discrimination

4.1      The Sex Discrimination Act 1975 and the Race Relations Act 1976 render certain kinds of discrimination unlawful and have similar, often corresponding provisions.  The acts make it unlawful to discriminate against job applicants (external and internal), the self-employees and contract workers

4.2      The Sex Discrimination Act makes discrimination unlawful on the    grounds: (i) gender (male or female) (ii) marital status, or, (iii) “gender reassignment”.   “Gender reassignment” covers: (i) people who have lodged a formal intention with a medical practitioner to go through the process of changing sex; (ii) those that are undergoing the process of gender reassignment; and (iii) those that have undergone the process.

4.3      The Race Relations Act makes discrimination on the grounds of: (i) race (Jewish, Arab, etc.); (ii) colour (black, white, yellow, skin tint, etc. (iii) nationality (citizenship, e.g. French, German); (iv) ethnic origin (Jewish, Romany gypsies, etc.) or (v) national origin (English, Welsh, a Greek Cypriot whose nationality is Cypriot, but whose origins are Greek).

5.0        Forms of Discrimination

5.1      Three types of discrimination are unlawful under both acts: (i) direct discrimination; (ii) indirect discrimination; and (iii) victimisation.

5.2      Direct discrimination occurs where a person is treated less favourably on the basis of sex, marital status or race when compared with the treatment of a person from the opposite sex, single person, or another race, respectively, in a situation where the circumstances were the same or not materially different.

5.3      The comparison test will also apply where there are no actual comparators; in these circumstances a hypothetical test will be applied if it can be shown that, for example, a man would have been treated more favourably than a women, this would be the basis of a discrimination claim.

5.4      Less favourable treatment on the grounds of pregnancy or a pregnancy related reason, such as illness arising from pregnancy would be deemed to be automatic sex discrimination.

5.5      In cases of direct discrimination on the basis of gender reassignment, the difference in treatment is will be judged by comparison, in actual or hypothetical situations, to persons who were not intending to undergo, undergoing, or undergone gender reassignment, where the relevant circumstances were the same or not materially different.

5.6      Indirect sex discrimination means applying a provision, criterion or practice to both sexes, but, which disadvantages a considerably larger proportion of one sex than the other, which causes a detriment of some kind and which cannot be objectively justified by the employer.

  • Indirect race discrimination means applying a requirement or condition which appears to apply equally to everyone, but which in reality disadvantages people of a particular sex or race because they cannot comply with it and where the employer cannot objectively justify the requirement.
  • Objective justification requires the Organisation to show: (i) a sound business reason for applying the provision/requirement; (ii) the means chosen were proportionate to the business needs; (iii) the benefits outweigh the discriminatory effect on the individual.
  • The Organisation also believes that victimisation will occur where a person is treated less favourably because he or she carried out a “protected act”: i.e. (i) have alleged that discrimination has taken place; (ii) has presented a claim to an employment tribunal; OR (iii) has acted as a witness in a discrimination case.
  • In victimisation cases the difference in treatment is compared with another person, actual or hypothetical, who has not committed a “protected act”.

6.0             Discrimination on Grounds of Disability

6.1       The Disability Discrimination Act (1995) (DDA) makes discrimination against disabled people for a reason related to their disability unlawful in employment and in the access to goods, facilities and services.

6.2      A disabled person is someone who has, or who has in the past, a “physical” or “mental” impairment that has, or has had, a substantial (more than minor or trivial) and long term (12 months) adverse effect on his or her ability to carry out “normal day to day activities”.

6.3      A “physical impairment” is not defined, but is taken to meaning malfunction of the body or the loss of a body part, e.g. a leg; a “mental impairment” is defined as a resulting from or consisting of a mental illness (e.g. schizophrenia) which is a clinically well recognised condition; a statutory guidance, to the DDA also points out that a mental learning disorder (e.g. dyslexia) can also come within this definition.

6.4      “ Normal day to day activities” are set out in a exhaustive list within the DDA; these are: mobility, manual dexterity, physical co ordination, continence, ability to lift, carry or move everyday objects; speech, hearing, or eyesight; ability to concentrate, memory, ability to learn or understand or, perception or the risk of physical danger.

6.5      People who suffer from progressive conditions, e.g. Multiple Sclerosis, Muscular Dystrophy, HIV, AIDS, automatically come within the disabled person as soon the condition is diagnosed.  The effect need not be substantial.

6.6      A person with an impairment, but which is controlled, for example by medication or prosthesis-epilepsy controlled by drugs, or a person with an artificial limb, comes within the definition, if, but for the controlling mechanism, there would be a substantial and adverse effect on their ability to carry out normal day to day activities.

6.7      Alcoholics, drug addicts, addictive smokers, arsonists, kleptomaniacs, those that physically or sexually abuse others, exhibitionists, peeping toms, and hay fever sufferers are excluded from the definition.

  • Disability Discrimination Act 1995 (Amendment) Regulations (“the regulations”) are designed to amend the Disability Discrimination Act 1995 (the DDA) to brought UK disability in line with the Employment Directive on 1st October 2004.

6.9      Under current legislation, the first part of the discrimination makes it theoretically possible to justify discrimination against a disabled person purely for a reason relating to disability, where no duty to make adjustments applies, e.g. there is nothing about the disability preventing the individual from doing the job but they are refused employment because they are disabled- a person suffering from a terminal illness can do the job now, but he or she will die in 12 months time.  The directive does not allow justification for discrimination against disabled people purely because they have a disability.

6.10    The amendment makes it clear that less favourable treatment cannot be justified if it occurs merely because an individual has a disability, rather than being based on consideration of those individual abilities.  Whilst the act will continue to permit less favourable treatment where that is required by other legislation, the intention is to outlaw prejudicial treatment imposed simply because a person is disabled, such as a “Blanket Ban” on the employment of persons with a particular disability.  Justification of such treatment has always been unlikely, but the sub section now makes it explicit.

6.11    A further new provision, however, makes clear that the prohibition of “discrimination” in the Act does not require the recruitment or maintenance in employment (or in an occupation) of a disabled person who is not able to perform the essential functions of the employment or occupation concerned (even after any duty to make reasonable adjustments has been complied with).  The provision is intended as an aid to interpretation, or “pointer”, making clear that a decision not to recruit (or to dismiss) such a disabled person is not treatment prohibited by the provisions set out above.

6.12    Harassment – The current legislation does not currently mention harassment as a distinct form of discrimination.  The Regulations amend the DDA to make harassment for a reason relating to disability an unlawful act of discrimination.

  • Forms of Discrimination


7.1      The Organisation recognises that discrimination relating to a persons disability is unlawful in respect of job applicants (external and internal), employees, contract/agency workers and service users.

  • There are two types of unlawful discrimination: direct and victimisation. Direct discrimination occurs where a disabled person is treated less favourably for a reason relating to disability, compared with a hypothetical person to whom the reason does not apply and the less favourable treatment cannot be justified.
  • The Organisation respects the need to ensure that working arrangements or physical features of the  Organisation premises involve consideration and the need to make reasonable adjustments to remove any barrier to employment and it is not met it can be fully justified.
  • A duty to make reasonable adjustments will arise where working arrangements, or any features of the premises, place a disabled employee or a disabled candidate at a substantial disadvantage (see below).
  • Less favourable treatment can only be justified id the reason for the difference in treatment is both material (significant and relevant) to the circumstances and substantial (more than trivial or minor).
  • Victimisation occurs where a person is treated less favourably because he or she carried out a “protected act”: i.e. (I) has alleged that discrimination has taken place; (ii) has presented a claim to an employment tribunal; or, (iii) has acted as a witness in a discrimination case; the complainants treatment is compared with another person, actual or hypothetical, who has not committed a “protected act”.
  • It is against the law for an employer to treat “people with a disability” less favourably than someone else because of their disability, unless there is good reason. This applies to all employment matters, including recruitment, training, promotion and dismissal.


  • Duty to make reasonable adjustments

8.1      The DDA places a duty on the Organisation to make reasonable adjustments to working arrangements or physical features of the premises, which place a disabled employee or a disabled job applicant at a substantial disadvantage; this is designed to help disabled employees to overcome the practical effects of their disability.

8.2      The duty does not arise if the Organisation is not aware, or could not be reasonably expected to know, that a disabled person has (or has had) a disability and is likely to be placed at a substantial disadvantage.

8.3      Section 6 (3) of the DDA gives examples of steps, which the  Organisation would have to comply with the duty, e.g. structural or physical changes, allocating some of the disabled persons duties to another person, transferring the disabled person to fill an existing vacancy, etc.

8.4      Where the duty applies, the Organisation may be able to justify not making the adjustment on the basis that: (i) it was not reasonable or practicable, e.g. cost, disruption, etc; (ii) the only reasonable adjustment that could be made would make no difference, as the individual would still remain disadvantaged.

8.5      Under the draft Disability Discrimination Act 1995 (Amendment) Regulations (“the regulations”) are designed to amend the Disability Discrimination Act 1995(the DDA) to bring UK disability in line with the Employment Directive.  The regulations will came in to force 1st October 2004.

8.6      Indirect discrimination – There is no current provision for indirect discrimination in the DDA.  The Act will now make it clear that the duty to make adjustments (other than adjustments to the physical features of premises) is to extend to “any provision, criterion, or practice” applied by the Organisation which “places the disabled person concerned” at a substantial disadvantage compared with non-disabled persons.  The amendment applies an approach to indirect discrimination allowed for in the directive specifically applying to disability cases.  So where is reasonable to do so, the  Organisation will be required to modify (or even disapply) any provision, criterion or practice which causes more than a minor or trivial disadvantage to particular disabled employee to the extent needed to remove the disadvantage.  For example, if it is reasonable to do so, the Organisation may have to vary a rule under which all employees have to work 9 a.m. to 5 p.m. – in order to allow a disabled employee to work flexible hours to allow additional breaks to overcome fatigue arising from the disability.  But it will not be necessary for the Organisation to show that the fixed hours rule is objectively justified, as the Organisation would have to do so in cases of indirect discrimination in other areas of discrimination law- the directive allows for this.

9.0        Age Discrimination

9.1      It is an integral part of this policy to recruit and retain employees whose skills, experience, approach and attitude are appropriate to the requirements of the various positions, regardless of age.  Except in the most exceptional circumstances, no age requirements will be given in job advertisements or the specifications provided for a recruitment agency (or similar).  Although details of age will be sought as part of the routine compilation of personal data, they will not be used to determine appropriateness for appointment, or promotion within the organisation.  The Organisation recognises that some older people may find it difficult to adapt to major changes in the working environment.  In such circumstances, every effort will be made to respond to individual needs.  The Organisation is committed to following and implementing the Code of Practice issued by the ACAS in May 2006.

  • Sexual Orientation, Religion Or Belief

10.1    The Employment Equality (Sexual Orientation) Regulations 2003 and the Employment Equality (Religion or Belief) Regulations 2003 in so far as they relate to employment.  The regulations are designed to implement legislation making discrimination on the grounds of sexual orientation, religion and belief unlawful to comply with the Employment directive.


11.0  Other Legal Implications & Taking Reasonable Steps

11.1    Organisation Liability – The Organisation will be liable for acts of discrimination committed by employees during the course of employment with or without the Organisation knowledge or approval.

11.2    The Organisation could be liable for acts of discrimination at events which are held outside of work time involving employees who are held outside work time involving employees, but where the nature of the event is directly linked to work, e.g. a leaving party to say farewell to a colleague.

11.3    The Organisation can also be liable for discrimination committed by third parties if the discriminatory act was reasonable foreseeable and/ or when it occurred the Organisation/employee did nothing to prevent it.

11.4    The Organisation can defend a claim and escape liability by arguing that reasonable steps were taken to prevent discrimination occurring or re- occurring.

11.5    There is no minimum length of service necessary to bring a claim nor is there any age restriction

11.6    Any complaint must be presented within three months of the date of act of discrimination occurring; a continuing act of discrimination lasting throughout an applicant’s employment would be treated as having been committed at the end of employment.

12.0  Grievance Procedure (See also separate Grievance Policy)

12.1    The Organisation has an agreed procedure for dealing with grievances relating to a particular issue or situation; all staff is advised that the grievance procedure should be followed accordingly.  The aim of the procedure is to ensure the worries and anxieties of staff are articulated and understood with a view to maintaining a high level of morale and reaffirming that the Organisation is a caring employer.

13.0  Employment of Ex – Offenders

13.1    The Organisation is exempt from the provisions of Section 4 (2) of the Rehabilitation of Offender’s Act 1874(Exceptions) order 1975. Therefore, it is permissible for the Organisation to request information on any “spent” convictions of applicants and employees under the provisions of the Act.  In the event of employment any failure to disclose such convictions could result in an offer of employment being withdrawn or the employment being terminated.

14.0  Non Employment /Employment on grounds of Blood born viruses

14.1    In dealing with potential and existing employees, the Organisation will not knowingly employ an employee that carries blood born viruses in at risk occupations, where the health and safety of themselves and others is at risk.

14.2    The Organisation will only take account of whether individuals have blood born viruses, including HIV infection or AIDS, if they are likely to put at risk the health and safety of themselves or others or they are affected in their ability to work satisfactorily.  Employees are expected to work normally with and alongside anyone who has a blood born virus and to treat them as they would any other employee.

15.0  Harassment

15.1    Harassment can be described as inappropriate actions, behaviour, comments or physical contact that is objectionable or causes offence to the recipient.  The Organisation recognises that it can take many forms, occur on a wide variety of grounds and may be directed at an individual or group of people.  It may be of a sexual or racial nature or it may be directed towards people because of their age their sexuality, a disability (either physical or mental), or some other feature or characteristic. Such behaviour is not acceptable and neither is it excused on the grounds that the harasser did not intend it.

15.2    The Organisation has a separate policy and procedure on “Anti-Harassment” of which employees should be aware.  The policy allows for employees to raise an informal or formal complaint where they believe that they have been subject to harassment or bullying at work.  It is the right of every employee to work in an environment that is free from harassment or bullying.

16.0  Training and Development

16.1    The Organisation will review, and where appropriate, introduce new equal opportunities related training and development initiatives in order to under pin and support the Equality and Diversity Policy.

16.2    All members of staff will have a personal learning and development plan within the Personal Development Review.  All applications for further training will be treated equally in terms of providing development opportunities.

17.0  Recruitment

17.1    Staff involved in recruitment will ensure they adhere to the policy and will be made aware of the importance of non-discriminatory practices. Recruitment will always be initiated by an external and internal advertisement; except in periods of rationalisation and where it has been decided not to advertise externally then the advertisement must clearly state that the applicants will only be considered from existing permanent employees of the Organisation.

17.2    The Organisation supports government policy and commitments to removing barriers to the full participation of disadvantaged groups in the development of THE ORGANISATION.  Recognising that disadvantage is linked to factors such as ethnic, gender or disability.  The Organisation undertakes to take action designed to enable people from disadvantaged in this way to overcome these barriers.  Such access programmes will be instituted in accordance with positive actions and National guidance standards.

17.3    In accordance with the Disability symbol commitments to persons with disabilities, an applicant who meets the essential criteria for a particular position will be guaranteed an interview, they will be considered on their abilities and reasonable adjustments will be made for disabled candidates.  Letters inviting applicants for interview will include a statement asking about any special arrangements that may be required by an applicant with a disability.

18.0  Flexible Working

18.1    The Organisation policy is that all jobs in the service are designated as potential job share.  In addition other flexible arrangements will be considered which will make a significant contribution to help attract, recruit and retain staff.

19.0  Monitoring Equality and Diversity in Practice


19.1    The existence of an Equality and Diversity Policy is not, in itself, enough to ensure genuine equality of opportunity.  It is also necessary to implement the policy and to measure the success or failure of its implementation.  Effective monitoring and evaluation is essential.

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First Aid Procedure


  • Administer appropriate first aid
  • Record in the duplicate accident book – top copy to go home with child


Date and Time

Pops Outdoor

Nature of injury and treatment eg – graze to right knee wiped and cleaned



  • Complete body map with X to area of injury and brief description on bottom of sheet
  • Photograph body map and email to parent saying – Please see the attached bump note
  • If there are any concerns or head injury/bump call the parent to ask for their opinion and record a note of this call in the accident book
  • Call manager if the injury warranted a call to parents or is severe enough to require hospital treatment
  • File the body map in our record folder
  • All adult/staff injuries to be recorded in the duplicate book no copies given


Review date 1/4/19

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Health and Safety Policy

The policy is to maintain safe and healthy working conditions at Pop’s Outdoor for all staff, service users and visitors.

The Policy will be kept under constant review and reviewed at least annually.

Overall responsibility for the detailed health and safety arrangements within the centre lies with the Manager and in their absence with the designated team leader in charge.

All employees have the responsibility to co-operate to achieve a healthy and safe workplace and to take reasonable care of themselves and others. Whenever an employee notices a health and safety problem this should be drawn to the attention of the Manager immediately who will record it in the incident book which is kept on the reception desk.

All staff are responsible for reporting hazards. It is then the Manager’s responsibility to follow up this report.



Fire Safety

All exits are marked and kept free of obstructions. There are fire extinguishers located around the building. Fire safety equipment is checked regularly. The Manager checks the alarm on a regular basis. Fire practices are held regularly and recorded in the fire practice book.

In the event of a fire, all staff and visitors should congregate on the field at the rear of the site. Activity leaders should check the toilets on exit, taking the register with them outside. The person in charge on the day is responsible for calling the fire brigade.


First aid boxes are located on Reception desk. All accidents are recorded and monitored. All staff hold an emergency first aid certificate and at least one member of staff with Paediatric training present during each session involving children.

All accidents and incidents are recorded, relevant parents/carers notified and Ofsted notified if appropriate. Please see First Aid Procedure Doc and OFSTED online reporting for further info and guidance

Plastic, disposable gloves are available and all staff are advised to use these when dealing with bleeding or other cases of body fluids. If there is an emergency situation, an ambulance is called to transport a child to hospital. Wherever possible, the parent should accompany their child. If this is not possible, the child is accompanied by a member of staff. Ofsted informed within 14 days of any serious injuries.

In a non-emergency situation, staff can transport a child, but should ensure they have correct insurance cover, otherwise a taxi must be used.

Electrical Safety

All staff are expected to visually check equipment before use and report damage and remove from the area with a notice saying “Fault Do Not Use”. A not should also be placed in the incident book.

Staff should note, particular care needs to be taken with extension leads, to avoid trailing wires. No electrical equipment should be introduced from home without the prior agreement of the Manager.

Control of Substances Hazardous to Health Regulations

Any substances marked as dangerous are not left in reach. Staff should check that instructions are followed when using any such substances. The cleaning cupboard is completely out of bounds for children at all times. The Kitchen will be locked when not in use and the key out of reach during session delivery times. Coshh reports should be obtained and available if needed.


It is the responsibility of all staff to ensure that equipment is in good working order and is stored safely. Any faulty equipment should be withdrawn from use and reported to the Manager, with a note saying Fault Do Not Use. The following points about equipment should be noted:

  • Staple Guns/Sharps – These are not to be used by children and must always be stored in a drawer/out of reach when not in use.
  • DT Equipment Children are instructed in the correct use of this equipment and fully supervised when using tools.
  • Ladders – Several pairs of ladders are kept in the store. These are checked during a health and safety inspection. Staff are advised to use ladders and not chairs when displaying work or sourcing items out of reach.
  • All other equipment including sports equipment, gardening equipment etc is checked before each use.

Health and Hygiene

Notifiable and Infectious Diseases

Please see the publication below for advice;

List available in reception

All staff hold a hygiene certificate for the purposes of food preparation etc


Only prescribed medication clearly labelled in the original packaging can be administered by staff. A medication permission form must be completed in each case. Medication log book to be completed each time this is kept on top of the locked medication cabinet.

Specific training given in administration if required eg Insulin and a care plan in place.

The only medication which is not in the locked cabinet will be life saving medication – eg Epi Pens. These should be placed out of reach on top of the cabinet.


We have adopted a no smoking policy within our building and grounds.


It is the responsibility of the Manager to monitor the cleanliness of the building. This is part of the daily visual inspection. Cleaning schedules are completed on a daily basis in accordance with Better Food Better Business procedures.

All staff are responsible for encouraging good hygiene habits in the children. Particular emphasis is placed on hand washing.


We operate a locked gate policy at all times. Access can only be obtained by pressing the buzzer and the gate being opened by a

responsible member of staff. Gates are locked at the start of each session and opened only as/when required throughout.

Staff and the Health and Safety Policy

All staff are given a copy of the policy. New staff are given a copy and are required to confirm they have read it.

Security in Action

  • Records are kept of acts of vandalism, theft.
  • Any damage is quickly repaired
  • Incidents are reported to the police.
  • All staff are asked to be alert to suspicious activities.

Evacuation Plans

  • Regular fire practices are held
  • The fire bells/equipment are tested regularly
  • Escape routes are clearly marked
  • Each room has clear instructions for the evacuation of the building
  • Staff have clear guidelines for checking toilets in the building
  • The Manager is responsible for telephoning the police and/or fire service.

General Building Security

  • The boundary of the site is clearly defined
  • Access to the building during working hours is restricted by a locked gate.
  • Visitors must press the buzzer on arrival and only be invited in if appropriate/expected.

Security Outside of School Hours

  • Parents/members of the community are encouraged to report any suspicious activities to the police
  • The building has external lighting and CCTV


  • Staff have lockers, which can be used for personal property.
  • Cash holdings are kept to a minimum
  • Cash is counted with the gate locked. Money is not left unattended
  • The secretary varies the timing of bank visits

Health and Safety Policy Check List


  1. Have you seen a copy of Health and Safety
  2. Do you know how to report an accident?
  3. Do you know where the accident book is kept?
  4. Do you know what the fire drill is?
  5. Have you been made aware of any workplace hazards?
  6. Do you know who to report to about any faulty equipment or anything which may cause injury?
  7. Do you understand your responsibility towards health and safety?
  8. Are you aware of the safety policy regarding doors/gates?

Review date 1/4/19

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Inclusion Policy

All children have rights and entitlements. Children should be treated fairly, regardless of race, religion or abilities. This applies no matter:

  • what they think or say
  • what type of family they come from
  • what language(s) they speak
  • what their parents do
  • whether they are girls or boys
  • whether they have a disability or if they are rich or poor

All children have an equal right to be listened to and valued. Our setting is an ‘inclusive setting’. This means that ALL children are welcome and will be respected. Children are given equal opportunities and we have a positive attitude towards diversity. We encourage children in our care to practice their own cultures as well as finding out about others. They are encouraged to make a positive contribution to our setting and we listen and care about what they want and how they feel. Much of what the children do here is through their own suggestions or inclinations.

All children are unique. This means that they have different needs and we make every endeavour to meet those needs.

Given the nature of our setting, we will have children of varying ages, and recognise that they will have individual needs. Resources are available for all age groups and we organise age appropriate activities. Children learn from each other and much of what we plan will include all age groups. Every effort will be made to include all children, wherever possible in these activities. We aim to provide a wide range of opportunities to motivate support and develop children and help them to be involved, concentrate and learn effectively.

We endeavour to provide a safe and supportive environment which is free from harassment. We will challenge racial, religious, disability and gender stereotypes and all expressions of discrimination or prejudice. We value the fact that families are all different and that children may live with one or both parents, with other relatives or carers, with same sex parents or in an extended family.

If your child has a disability, a learning difficulty, does not speak English as a first language, or has any other special needs; we may be able to obtain assistance from working in partnership with other agencies, enabling us to give your child the appropriate type of care.

With this in mind, we keep up to date with current procedures to ensure that our setting is in line with the government guidelines for inclusion. We reflect on our practice and participate in training, where possible. We would like to welcome all children and their families to our setting

Review date 1/4/19

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Left Child Policy

We appreciate that sometimes parents are late and if this should happen we will always accommodate the child, but it is expected that the parent would telephone to explain.    

However in the event of a child not being collected:

  • Check with all staff to see if there are any messages regarding the particular child
  • Try to contact parents – leave voicemail where able to
  • If not successful attempt to contact consecutive person / persons on the emergency contact list given by the parents.
  • If this fails, 30 minutes following the end of the session, contact MASH for advice

Review date 1/4/19

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Lost Child Policy

  • All children are signed in released individually at the gate. The gate is locked at all times.
  • All staff know how many children they have in the group each session and numbers are checked each time we move eg inside to outside and upon rotation of groups during holiday clubs.
  • A register is done after the gate is locked in the morning
  • A telephone call is made to parents if a child has been booked a place but is not in attendance
  • Children are only released by a staff member who is familiar with the children and their agreed authorised person/s

With these procedures in place, the time lapse between counting is minimal, which will ensure that if a child becomes lost it will be noticed quickly.

However in the event of a lost child:

  • Immediately inform all staff.
  • Search the premises, grounds and surrounding areas.
  • Contact the police (101) and the parents
  • Contact MASH
  • Write up a report explaining the incident
  • Inform Ofsted within 48 hours of the incident.

Review date 1/4/19

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Mobile Phone Policy

  • This policy provides clear guidance on the use of mobile phones by staff and service users.Introduction This policy provides guidance on the appropriate use of personal mobile phones by members of staff and service users.Pop’s Outdoor has a clear policy on allowing children to bring mobile phones, and this policy makes explicit reference to camera mobile phones.Camera Mobile Phones Camera mobile phones are becoming increasingly popular. A built in digital camera enables users to take high quality pictures. These can then be sent instantly to other mobile phones or e-mail addresses. They can also be posted on the internet or in chat rooms. There is the potential for camera mobile phones to be misused.They can become an instrument of bullying or harassment directed children and staff.Staff Policy Staff use of personal mobile phones during their working school day should be:
    • Outside of their contracted hours
    • Discreet and appropriate eg. Not in the presence of children/service users

    Mobile phones should be switched off and left in a safe place during activity times. Staff company mobiles may be used for calls where appropriate.

    Staff should never contact children or parents from their personal mobile phone, or give their mobile phone number to children.

    If a member of staff needs to make telephone contact with a child, a registered landline telephone should be used.

    Staff should never send to, or accept from, colleagues or pupils, texts or images that could be viewed as inappropriate.

    With regard to camera mobile phones, a member of staff should never use their phone to photograph a pupil(s) unless they are using it completely as a camera and in this case images should be deleted immediately they have been uploaded.

    They should not allow themselves to be photographed by children.

    Pupil Policy

    While we fully acknowledge a parent’s right to allow their child to bring a mobile phone to activities, if they walk to and from provision without adult supervision, we discourage children from bringing mobile phones due to the potential issues outlined above.

    When a child needs to bring a phone, it must be left in staff care at the start of the day and collected at the end of the day.

    Phones should be clearly marked so that each pupil knows their own phone. Parents are advised that we accept no liability for the loss or damage to mobile phones which are brought into our grounds at any time.

    Where a child is found by a member of staff to be using a mobile phone, the phone will be confiscated from the pupil, handed to a member of the team who will record the name of the pupil and attach to the phone.

    The mobile phone will be stored in the Office. We will then confiscate the phone until an appropriate adult collects the phone from a member of staff. If a pupil is found taking photographs or video footage with a mobile phone of either children or staff, the phone will not be returned to the pupil until the images have been removed by the pupil in the presence of a member of staff.

    Should parents need to contact children, or vice versa, this should be done following the usual procedures: via the office. (tel no. 01709 527023)

    Staff or volunteers in attendance at any such events MUST be vigilant and ensure there is no such use of mobile phones.

    Family members of staff should be given the office telephone number for emergency contact during session times

    Review date 1/4/19

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No Smoking Policy

  • Smoking and second hand smoking has been shown to cause cancers, heart and respiratory diseases. As smoking is the single most preventable cause of premature death and ill health in our society, as an organisation we believe it is our responsibility to promote a no smoking policy and to give everyone the right to breathe clean air and to avoid the dangers of second hand smoke.  We aim to provide a safe working and learning environment for both service users and staff and to this end we support a no smoking policy.The Smoke-Free Environment:The following statements apply to all staff, pupils and visitors to the premises e.g. parents, visiting suppliers, temporary staff, contractors, adult service users etc
    1. Smoking is not permitted in any part of the site at any time.  This includes all buildings and the outside
    2. Smoking by anyone on an external visit is not permitted.
    3. Smoking at the entrances and exits to the site will be strongly discouraged.

    Dissemination and Implementation:

    The contents of this policy are made explicit to all staff and visitors.
    The day to day implementation of this policy is the responsibility of the whole community and everybody has a duty to respond to breaches of the policy.  Ultimately the Manager will be responsible for dealing with reported incidents of breaches to this policy and has at their disposal a range of responses in managing such incidents.

    People wishing to stop smoking will be signposted to their local GP/cessation services.

    Review date 1/4/19

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Safeguarding Policy

  • POLICY FOR SAFEGUARDING INCORPORATING CHILD PROTECTIONThe purpose of Pop’s Outdoor Adventure’s safeguarding policy is to ensure every child who is registered is safe and protected from harm.This means we will always work to:
    • Protect children and young people from maltreatment
    • Prevent impairment of our children’s and young people’s health or development
    • Ensure that children and young people grow up in circumstances consistent with the provision of safe and effective care
    • Undertake that role so as to enable children and young people have the best outcomes.

    This policy will give clear direction to staff, volunteers, visitors and parents about expected behaviour and our legal responsibility to safeguard and promote the welfare of all children in our care.

    Our organisation fully recognises the contribution it can make to protect children from harm and supporting and promoting the welfare of all children who are registered with us. This will also include identifying children who may benefit from early help. The elements of our policy are prevention, protection and support.

    This policy applies to all participants, staff, parents, volunteers and visitors.

    What is Abuse?

    • Abuse may fall into a number of categories: – physical abuse, sexual abuse, emotional abuse and neglect. Abuse and neglect are forms of maltreatment of a child. Somebody may abuse or neglect a child by inflicting harm or by failing to act to prevent harm. Children may be abused in a family or in an institutional or community setting, by those known to them or, more rarely, by a stranger. They may be abused by an adult or adults, or another child or children.

    The child’s welfare is of paramount importance.

    Our organisation will establish and maintain an ethos where children/service users feel secure, are encouraged to talk, are listened to and are safe. Children will be able to talk freely to any member of staff if they are worried or concerned about something.

    Everyone who comes into contact with children and their families has a role to play in safeguarding children. We recognise that all staff play a particularly important role as they are in a position to identify concerns early and provide help for children to prevent concerns from escalating.

    All staff are advised to maintain an attitude of ‘it could happen here’ where safeguarding is concerned.

    All staff and regular visitors will, through training and induction, know how to recognise indicators of concern, how to respond to a disclosure from a child and how to record and report this information. We will not make promises to any child and we will not keep secrets.

    Every child will know what the adult will have to do with any information they have chosen to disclose

    We will provide activities and opportunities for children to develop the skills they need to identify risks and stay safe. This will also be extended to include material that will encourage our children to develop essential life skills.

    At all times we will work in partnership and endeavour to establish effective working relationships with parents, carers and colleagues from other agencies in line with Working Together to Safeguard Children (2015)


    Designated Safeguarding Lead – Adrian Harvey 01709 527023/07946707072

    Deputy Safeguarding Lead – Natalie Harvey 01709 527023/ 07581269450

    It is the responsibility of every member of staff, volunteer to ensure that they carry out the requirements of this policy and, at all times, work in a way that will safeguard and promote the welfare of all of all children. This includes the responsibility to provide a safe environment in which children can learn.

    The safeguarding policy is in place and is reviewed annually and has been written in line with, local Authority advice and the requirements of the Rotherham Local Safeguarding Children Board (LSCB) policies and procedures; The policy is available to anyone on request.

    • Our organisation contributes to inter-agency working in line with Working Together to Safeguard Children (2015);
    • The organisation has due regard to the Prevent Duty Guidance 2015, under Section 26 of the Counter-Terrorism and Security Act 2015, which aims to prevent children and young people from being drawn into extremism and terrorism. This may include making a referral to the Channel programme which provides a mechanism for professionals to make referrals (via MASH) if they are concerned that an individual might be vulnerable to radicalisation.

    • A member of the team is designated to take the lead responsibility for safeguarding and child protection and that there is an alternate (deputy) and appropriately trained member of staff identified to deal with any issues in the absence of the designated safeguarding lead professional. There will always be cover for this role;
    • All staff receive a safeguarding induction and are provided with a copy of this policy,
    • All staff undertake appropriate safeguarding training that is updated regularly; in addition, all staff members will receive safeguarding and child protection updates (for example, via e-mail, e- bulletins and staff meetings), as required, but at least annually, to provide them with relevant skills and knowledge to safeguard children effectively.
    • Procedures are in place for dealing with allegations against members of staff and volunteers in line with statutory guidance

    The manager is responsible for:

    • Ensuring that the policies and procedures adopted by our organisation are followed, particularly concerning referrals of cases of suspected abuse and neglect, are followed by all staff
    • Ensuring that all staff and volunteers feel able to raise concerns about poor or unsafe practice and such concerns are addressed sensitively in accordance with agreed whistle-blowing procedures

    Through appropriate training, knowledge and experience our will liaise with Children’s Services and other agencies where necessary, and make referrals of suspected abuse to Children’s Services

    The Manager will maintain written records and child protection files ensuring that they are kept confidential and stored securely.

    The Manager is responsible for ensuring that all staff members and volunteers are aware of our policy and the procedure they need to follow. They will ensure that all staff, volunteers and regular visitors have received appropriate child protection information during induction and have been trained to the appropriate level recommended by the Rotherham Safeguarding Children Board.


    When new staff, volunteers or regular visitors join our school they will be informed of the safeguarding arrangements in place. They will be given a copy of our safeguarding policy and told who our Designated Safeguarding Lead is.

    Every new member of staff or volunteer will have an induction period that will include essential safeguarding information. This programme will include basic safeguarding information relating to signs and symptoms of abuse, how to manage a disclosure from a child, how to record this information and discuss issues of confidentiality. The induction will also remind staff and volunteers of their responsibility to safeguard all children at our school and the remit of the role of the Designated Safeguarding Lead, all staff must have up to date Safeguarding training.

    All staff members will also receive regular safeguarding and child protection updates (for example, via e-mail or at staff meetings) as required, but at least annually, to provide them with relevant skills and knowledge to safeguard children effectively.

    We actively encourage all of our staff to keep up to date with the most recent local and national safeguarding advice and guidance. Our organisation is registered for updates on local safeguarding board procedures and staff are notified as and when the updates are received


    Every member of staff including volunteers working with children is advised to maintain an attitude of ‘it could happen here’ where safeguarding is concerned.

    When concerned about the welfare of a child, staff members should always act in the interests of the child and have a responsibility to take action as outlined in this policy.

    It is not the responsibility of our staff to investigate welfare concerns or determine the truth of any disclosure or allegation. All staff, however, has a duty to recognise concerns and pass the information on in accordance with the procedures outlined in this policy.

    The Designated Safeguarding Lead (DSL) should be used as a first point of contact for concerns and queries regarding any safeguarding concern in our organisation.

    Any member of staff or visitor who receives a disclosure of abuse or suspects that a child is at risk of harm must report it immediately to the DSL or, if unavailable, to the Deputy DSL. In the absence of either of the above, the matter should be brought to the attention of the most senior member of staff.

    If a child is in immediate danger or risk of harm, a referral should be made to Children’s Social Care and/or the Police immediately. Anyone can make a referral but in situations where referrals are not made by the DSL, they should be informed as soon as possible afterwards that a referral has been made by someone else.

    All concerns, discussions and decisions made and the reasons for those decisions should be recorded in writing using the agreed reporting procedure.

    That is to complete an incident report for initial concerns which are read by the designated officers and any relevant or appropriate staff.

    Following receipt of any information raising concern, the DSL will consider what action to take and seek advice from Children’s Social Care – MultiAgency Safeguarding Hub (MASH) as required.

    All information and actions taken, including the reasons for any decisions made, will be fully documented.

    All referrals will be made in line with Rotherham Local Safeguarding Children’s Board procedures – ‘Referring Safeguarding Concerns about Children’

    If the child’s situation does not appear to be improving the staff member with concerns should press for re-consideration by raising concerns again with the DSL.

    Concerns should always lead to help for the child at some point.

    Staff should always follow the reporting procedures outlined in this policy in the first instance. However, they may also share information directly with MASH, or the police if:

    • the situation is an emergency and the designated senior person are all unavailable
    • they are convinced that a direct report is the only way to ensure the child’s safety.

    Any member of staff who does not feel that concerns about a child have been responded to appropriately and in accordance with the procedures outlined in this policy should raise their concerns with the Manager. If any member of staff does not feel the situation has been addressed appropriately at this point should contact the Safeguarding Children’s Unit directly with their concerns.

    If staff members have concerns about another staff member then this should be referred to the Manager or deputy. Where there are concerns about the Manager or deputy this should be LADO.


    Child protection information will only be shared within our organisation on the basis of ‘need to know in the child’s interests’ and on the understanding that it remains strictly confidential.

    Records of concern, copies of referrals, invitations to child protection conferences, core groups and reports will be stored securely


    Pop’s Outdoor is committed to working in partnership with parents/carers to safeguard and promote the welfare of children and to support them to understand our statutory responsibilities in this area.

    Parents and carers will be informed that we have a safeguarding policy. A copy will be provided to parents on request.

    Parents and carers will be informed of our legal duty to assist our colleagues in other agencies with child protection enquiries and what happens should we have cause to make a referral to MASH.

    We are committed to working with parents positively, openly and honestly. We ensure that all parents are treated with respect, dignity and courtesy. We respect parents’ rights to privacy and confidentiality and will not share sensitive information unless we have consent or it is necessary to do so in order to safeguard a child from harm.

    We will seek to share with parents any concerns we may have about their child unless to do so may place a child at increased risk of harm. A lack of parental engagement or agreement regarding the concerns the organisation has about a child will not prevent the DSL making a referral to MASH in those circumstances where it is appropriate to do so.

    In order to keep children safe and provide appropriate care for them, Pop’s Outdoor requires parents to provide accurate and up to date information regarding:

    • Full names and contact details of all adults with whom the child normally lives;
    • Full names and contact details of all persons with parental responsibility (if different from above);
    • Emergency contact details (if different from above);
    • Full details of any other adult authorised by the parent to collect the child (if different from the above).

    Children are not released from unless it is to an adult named on the information sheet.

    If an adult not named on the sheet is collecting a child then parents must inform us prior to pick up and a password will be given. Any parent wishing a child to walk home alone if deemed appropriate, will have to provide written permission in advance.


    We require evidence of original academic certificates. We do not accept testimonials and insist on taking up references prior to appointment. We will question the contents of application forms if we are unclear about them, we will undertake Disclosure and Barring Service checks and use any other means of ensuring we are recruiting and selecting the most suitable people to work with our children. We will wherever possible encourage registration on the DBS Update service where regular checks will be made with permission. Two references will be requested for each member of staff.

    We will always refer to the Disqualification under the childcare act 2006 publication when making decisions


    All adults who come into contact with our children have a duty of care to safeguard and promote their welfare. There is a legal duty placed upon us to ensure that all adults who work with or on behalf of our children are competent, confident and safe to do so.

    There will be occasion when some form of physical contact is inevitable, for example if a child has an accident or is hurt or is in a situation of danger to themselves or others around them. However, at all times the agreed policy for safe restraint must be adhered to. A list of staff that has accessed training will be kept by the Manager.

    If staff, visitors, volunteers or parent helpers are working with children alone they will, wherever possible, be visible to other members of staff. They will be expected to inform another member of staff of their whereabouts on site and keep in regular contact via radio.

    Guidance about acceptable conduct and safe practice will be given to all staff and volunteers during induction. These are sensible steps that every adult should take in their daily professional conduct with children. This advice can be found in the guidance document ‘Safer working practices for adults who work with children and young people’ (Safer Recruitment Consortium, October 2015).

    All staff and volunteers are expected to carry out their work in accordance with this guidance and will be made aware that failure to do so could lead to disciplinary action.


    Our aim is to provide a safe and supportive environment which secures the well being and very best outcomes for the children.

    We do recognise that sometimes the behaviour of adults may lead to an allegation of abuse being made. Allegations sometimes arise from a differing understanding of the same event, but when they occur they are distressing and difficult for all concerned. We also recognise that many allegations are genuine and there are some adults who deliberately seek to harm or abuse children.

    We will take all possible steps to safeguard our children and to ensure that the adults in our school are safe to work with children. We will always ensure that the procedures outlined in Rotherham Local Safeguarding Children Board Child Protection Procedures from the Local Authority Designated Officer (LADO).

    The LADO can be contacted on 01709 823914 or via MASH on 01709 336080. If an allegation is made or information is received about an adult who works in our setting which indicates that they may be unsuitable to work with children, the member of staff receiving the information should inform the Manager immediately.

    Should an allegation be made against the Manager, this will be reported to LADO.

    Any member of staff or volunteer who does not feel confident to raise their concerns with the Manager or Directors should contact MASH on 01709 336080.

    The organisation has a legal duty to refer to the Disclosure and Barring Service (DBS) anyone who has harmed, or poses a risk of harm, to a child, or if there is reason to believe the member of staff has committed one of a number of listed offences, and who has been removed from working (paid or unpaid) in regulated activity, or would have been removed had they not left.


    To underpin the values and ethos of our organisation and our intent to ensure that children are appropriately safeguarded the following policies are also included under our safeguarding umbrella:

    • First aid
    • Health and Safety
    • Mobile phone policy

    We all have a statutory duty to safeguard and promote the welfare of children, and we take this responsibility seriously. If you have any concerns about a child or young person in our care, you must share this information immediately with our Designated Safeguarding Lead or one of the alternate post holders.

    Do not think that your worry is insignificant if it is about hygiene, appearance or behaviour – we would rather you told us as we would rather know about something that appears small than miss a worrying situation. If you think the matter is very serious and may be related to child protection, for example, physical, emotional, sexual abuse or neglect, you must find one of the designated professionals detailed below and discuss your concerns with them.

    If you are unable to locate them ask a member of the team to find them and to ask them to speak with you immediately about a confidential and urgent matter.

    Any allegation concerning a member of staff, a child’s foster carer or a volunteer should be reported immediately to the Manager.

    When to make a referral to MASH A referral should be made to MASH when:

    • A child or young person makes a clear allegation of abuse;
    • A child has been abandoned;
    • Further concerns have arisen in relation to an open case to Children’s Social Care;
    • Concerns of significant harm have risen for a child receiving a service as a Child in Need;
    • Further concerns have arisen of increased or additional risk to a child currently subject to a Child Protection Plan;
    • A child sustains an injury and there is professional concern about how it was caused;
    • There are any circumstances which suggest that a child is suffering or is likely to suffer Significant Harm;
    • An unborn child may be at risk of significant harm
    • A non-mobile infant sustains any injury, however slight, without an adequate accidental explanation;
    • A member of the public makes an allegation that someone has abused a child;
    • Professional concern exists about abuse or neglect, despite no allegation being made;
    • A child has been made the subject of an Emergency Protection Order or a Police Protection Order;
    • Concerns have arisen for a child who is the subject of a Supervision Order or Care Order;
    • Despite professional intervention, either on a single agency basis or as part of early help intervention, because of suspected neglect or abuse there is concern that a child is suffering or is likely to suffer significant harm or requires additional support – see Practice Guidance: Significant Harm – The Impact of Abuse and Neglect for more information;
    • There are concerns that a child or young person is being sexually exploited – (CSE)
    • A child is reported missing from home or care and there are additional concerns about their vulnerability
    • There are concerns a child may be harmed because of use of technology or social media – for more information see E-Safety: Safeguarding Children Exposed to Harm through the Digital Media;
    • Concern exists about a child having contact with a person who may pose a risk, or potential risk, to children
    • A child is being denied access to urgent or important Medical Assessment or services;
    • There are suspicions that a child might be harmed because of fabricated or induced illness (see Protocol for Safeguarding Children in Whom Illness is Fabricated or Induced
    • A child is at risk of being subjected to illegal procedures, for example: Safeguarding Girls and Young Women at Risk of Abuse through Female Genital Mutilation Procedure, Safeguarding Children and Young People from Forced Marriage Procedure, Safeguarding Children and Young People from Honour Based Violence Procedure; There are grounds for concern that a person may be a victim of human trafficking (see Safeguarding Children who may have been Trafficked from Abroad Procedure and National Referral Mechanism: guidance for child first responders (Home Office, August 2013).
    • A child is at risk or vulnerable to being drawn into terrorism
    • A child is at risk of being harmed through experiencing or seeing or hearing the ill-treatment of another, e.g. through Domestic Abuse
    • A child is at risk of being harmed because of concerns about their parents’ mental health see -Safeguarding Children at Risk where a Parent has Mental Health Problem Procedure
    • Either an adult or a child makes allegations of non-recent abuse, for more information see -Safeguarding Children and Young People Involved in Organised or Multiple Abuse, and other Complex Investigations Procedure.





    • No children in our care are to use the internet unsupervised
    • Broadband settings are restricted to avoid accidental exposure to inappropriate content


    • Parental permission is requested upon booking
    • No images must be taken on personal mobile phones
    • No photographs of injuries to be taken under any circumstance, see First Aid Procedure


    Review date 1/4/19

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SEN Policy

    • We aim to identify any difficulties a child might have and to work with parents, carers and where necessary other agencies to address those difficulties.
    • We will respect parental wishes and take into account, the views, choices and responses of the child where possible.
    • We will obtain parental consent before contacting other professionals for help and support (unless there are concerns about child protection).
    • We would liaise with staff outside the group when appropriate including Therapists, Health Visitors, Psychologists, Social Workers etc to meet children’s special needs when appropriate.Accessibility to premises and facilities.
    • Our premises are suitable for wheelchair access.
    • If it is felt a child’s needs cannot be met in the setting additional adult support will be sought.How children with special needs will be included.
    • Ensuring that our planning for all children in the setting contains approaches and activities to enable the progress of those children with special needs.
    • Differentiating our activities so that they are accessible by all children, ensuring that individuals experience success and gain confidence.
    • Adapting our materials and approaches to deliver quality learning activities to children whilst meeting their individual needs.Review date 1/4/19
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