SISTERS OF ST JOSEPH OF ANNECY (ENGLISH PROVINCE)
(Registered Charity Number 232835)
SAFEGUARDING POLICY
1. POLICY OVERVIEW
The Congregation of the Sisters of St Joseph of Annecy (SSJA), throughout the world, takes seriously the responsibility of safeguarding all children and adults. This commitment directly relates to the fact that we are all made in the image of God and the Church's common belief in the preciousness, dignity and uniqueness of every human life. We start from the principle that each person has a right to expect the highest level of protection, love, encouragement and respect.
Following on from the safeguarding reviews in 2020, we, the Sisters of St Joseph of Annecy in the English Province, are committed to the One Church Approach to safeguarding by implementing the changes needed and by ensuring that we respond to victim/survivors promptly and compassionately.
2. SCOPE/COMMUNICATION PLAN
- This policy and procedure applies to all within the Province – Religious, Lay, Voluntary or Employee – regardless of their role or the activities they undertake. This policy, which highlights our commitment to take our safeguarding responsibility seriously, is communicated to all within the Province, and indirectly to all with whom we come into contact. We, the Sisters of St Joseph of the English Province, communicate our policy/safeguarding message through Training (see Section 3 below), through discussion at leadership level (Council meetings and Safeguarding Sub-Committee meetings), through feedback at annual Province Days, by emails, through circulation of RLSS Newsletters, and by displaying contact information posters and our policy – both full and summary in each of our Communities. We review our communication plan regularly, as part of our safeguarding
- It is the responsibility of all the Province to prevent, whether by action or omission, abuse. Abuse in this policy refers to: physical; sexual; emotional; spiritual; neglect; self-neglect; organisational; material; psychological; financial; domestic or Additionally, behaviour which effectively results in modern day slavery or where there is evidence of discrimination or radicalisation, needs to be recognised and addressed as a safeguarding issue, in accordance with the procedures outlined in Section 6.
3. TRAINING
- All Province Sisters and Staff will undergo Safeguarding Training relevant to their Listed below are the minimum standards for training in each role:
- Provincial Sister – RLG Leader Training (equivalent to Level 2)
- Safeguarding Lead and Human Resources Manager (staffing) – Safeguarding Lead Training (equivalent to Level 3)
- Council/Trustee Board members – Trustee Training (equivalent to Level 2)
Bursar – Bursar/Trustee training (equivalent to Level 2)
- Province Sisters who work with the public – Advance Safeguarding Training (equivalent to Level 2)
- Province Sisters who are not infirm and not in regulated activity – Basic Safeguarding Training (equivalent to Level 1)
- Clinical staff have POVA training (this looks at all the various forms of abuse and highlights the various agencies, ) All staff have an input from RLSS training at an appropriate time.
- Refresher training
- Safeguarding Sub-Committee members will undertake yearly refresher
- Province Council/ Trustees, and Sisters who work with the public will undertake biennial training, (every two years).
- Staff will undertake yearly refresher
ROLES AND RESPONSIBILITIES
- 1 The Sisters of St Joseph of Annecy Council/ Trustee Board
The Board has a duty to maintain appropriate governance and oversight of Safeguarding in line with this policy and national guidelines. Certain functions of the Board will be delegated to the Safeguarding Sub-Committee as indicated below.
- The Provincial/Trustee for Safeguarding
The Provincial /Trustee for Safeguarding is responsible for ensuring appropriate policy, procedures and best practice are in place for the effective delivery of safeguarding, including any related due diligence checks. Certain functions of the Provincial/Trustee for Safeguarding will be delegated to the Safeguarding Sub-Committee, as indicated below.
- The Safeguarding Sub-Committee
The Safeguarding Sub Committee, which includes the Trustee responsible for Safeguarding, the Safeguarding Lead and the Human Resources Manager (staffing) has direct oversight of the Province’s safeguarding policy and guidance, including management and oversight of documentation, case progression/management and the secure, legally compliant storage of safeguarding reports and related material as well as oversight of the relationship with and input on the work of the RLSS.
- The Safeguarding Sub-Committee may delegate some of this responsibility to the RLSS by passing the case to them but will remain as key contact for the case duration unless another individual is identified to assume case responsibility.
- All other roles
All Sisters and Staff have an obligation to ensure they know how to respond to safeguarding concerns by being familiar with the content of this policy and the procedure contained within it and any other associated policies/procedures.
General
Everyone involved in the work of the Province has a duty to disclose to the Safeguarding Lead / Provincial/ Human Resources Manager (staffing) any safeguarding concerns that have been raised about them.
5 PRACTICE GUIDANCE
- Action must be taken if a concern is raised that a child or adult is suffering or is likely to be suffering from significant harm. This includes, but is not limited to:
- Someone who is at serious risk of harm from self or others
- Someone who poses a serious risk of harm to someone else
- A concern about a child or vulnerable adult at risk of harm from someone else
- Concerns over someone’s mental capacity
- Action must also be taken in line with the Church’s mandatory reporting policy. This means that action must be taken if there are reasonable grounds to suspect or believe, that someone who holds any type of role within the Church is going to or has committed a crime, is going to or has caused harm, poses a risk or is otherwise unsuitable to work in a public- facing role.
6 PROCEDURE
- If the Province becomes aware of a safeguarding issue, they should contact the RLSS Safeguarding Team and pass the concern and all associated records to them Ensure the person who made you aware of the issue knows you are doing this.
- The RLSS or Safeguarding Trustee/ Safeguarding Lead/ Human Resources Manager (staffing) of the Province who has casework responsibility should:
- Ensure the victim/survivor or individual has been informed of the next steps
- Explain what will happen, give them options if possible and an indicative timescale
- Contact any relevant bodies
- Complete the safeguarding paperwork and ensure appropriate record keeping of all communications including phone calls, meetings and discussions in relation to the case are recorded
- Inform the Provincial/ Safeguarding Sub-Committee of the new safeguarding
- All referrals/ reports outside of the RLSS should be made within 24 hours of receiving the information, unless there are exceptional circumstances to postpone making this referral/report.
- The decision to delay a referral/report must be authorised by the Provincial/ Trustee for
- The RLSS or Safeguarding Trustee/ Safeguarding Lead/ Human Resources Manager (staffing) of the Province who has casework responsibility should:
When the concern needs to be reported to a statutory agency, the individual making the referral must be informed that all information about safeguarding will not be kept confidential, and that the details must be passed on to the police and any other appropriate body but they may be able to remain anonymous depending on the circumstances. Sisters/ Staff should be supportive of the individual making the disclosure but should not seek more details than necessary for an initial statutory referral.
- The RLSS will make recommendation about when to report to safeguarding bodies or external agencies based on risk and need and the national policy guidance supplied by the
- The Province will update the relevant people recommended by
7 WHISTLEBLOWING
- The Province will encourage and enable anyone with a serious concern, to raise the concern without fear of victimisation, or disadvantage.
- If that concern is in regard to malpractice, illegal acts, or omissions in the Province relating to safeguarding, then the RLSS should be made aware.
- The action taken by the RLSS will depend upon the nature of the concern referred. However, an investigation will be undertaken if appropriate, followed by appropriate action and written feedback will be provided, including a rationale documenting the reasons why identified actions have been taken. This can be delegated to RLSS.
8 RECORDING AND STORAGE OF SAFEGUARDING CONCERNS AND CASE FILES
- The Province Safeguarding Sub-Committee has a responsibility to ensure that all case files held are accurate, up to date and stored securely.
- This record will include:
- Relevant contact details
- Details of how/when the concern or allegation was
- Details of the concern itself
- Relevant historical information
- Identified past and present risk factors
- Any actions or investigation undertaken including those by the Congregation or RLSS and from statutory agencies.
- Rationale for actions and or outcome of case
- All records are potential evidence in a criminal trial civil case or statutory/public Inquiry and must be stored in a safe and retrievable format with an auditable record of provenance and
- This record will include:
9 SAFER RECRUITMENT PRACTICE GUIDANCE
- The Province will ensure that staff are subject to the appropriate Disclosure and Barring Service (DBS) checks (including enhanced DBS) in line with both statutory and Catholic Church requirements.
- Appointments will be based on the person's experience, skills and ability to meet the set criteria and job specification for the specific role. It is essential to ensure that all documentation relating to the applicant is stored in a secure place and remains
- Appointment to a role will not be confirmed until a satisfactory DBS Disclosure check has been received and previous employment references confirmed as being acceptable.
- On appointment, all new employees should be provided with and sign to say they understand all relevant policy and procedures, including a copy of this document and their responsibilities within it highlighted.
- All persons seeking to work with children or adults whether in a paid or unpaid capacity must be provided with the opportunity to self-disclose relevant conviction This is a DBS Code of Practice requirement and applies to anyone being asked to have an Enhanced Disclosure.
10 POLICY REVIEW
- This policy is approved by the Province Trustee Board and will be subject to an initial review in April 2025 and then annually or sooner, where there is a significant change or
If you have any concerns regarding the Sisters of St. Joseph of Annecy please contact: Sr. Maureen Davies (Safeguarding Lead for the English Province)
01443 421929 Email: Cette adresse e-mail est protégée contre les robots spammeurs. Vous devez activer le JavaScript pour la visualiser.
or if unable to contact the above please contact:
Sr. Susan Armond (Provincial of the English Province)
01633 872330/01633 483232 Email: Cette adresse e-mail est protégée contre les robots spammeurs. Vous devez activer le JavaScript pour la visualiser.
April 2024 Name: S E Armond Date: 8th April 2024
Date of next review: April 2025 ADDENDUM:
Please find here a link to SAFE SPACES. This is a free and independent support service, providing a confidential, personal and safe space for anyone who has been abused by someone in the Church.