Child Protection Policy
and Policy to Protect Vulnerable Adults

Designated Responsible Adult: Jon Potter , Director, Company Paradiso
......................................................... Tel. 01273 440277
......................................................... 34 Riverbank
......................................................... Shoreham-by-Sea
......................................................... West Sussex BN43 5YH
......................................................... jondpotter@btopenworld.com

Principles of Work

1) Company Paradiso will ensure that all paid workers and volunteers on projects with the Company are aware of this Policy. All paid workers will undergo Criminal Records Bureau checks before beginning work. All volunteers will take part alongside paid workers and will not have unsupervised access to children or young people. Young people on the ‘Workshop Training Scheme’ if over 18, will undergo CRB checks before progressing to become workshop assistants.

2) This policy applies to all children, young people and vulnerable adults regardless of gender, ethnicity, disability, sexuality or religion.

3) All Company Paradiso projects will be planned within the parameters of this policy. The nominated responsible adult stated above will be supported by professional arts development officers on steering groups and the Board.

4) This Policy has been drawn up to comply with and support the Children’s Act 1989; The Protection of Children Act 1999; and the Sexual Offences (Amendments) Act 2000.

5) All children, young people and vulnerable adults participating in projects will be informed of these policies, procedures and nominated representative as appropriate.

6) The Company will respond to abuse or suspected abuse following procedures outlined in Appendix ii) and guidelines iii). If any disclosure of abuse is made a record will be made by the Designated Responsible Adult. This record will include items from Appendix iv) and will record action taken.
Records will be kept in a locked drawer in the Company Paradiso office. Access will be limited to the Designated Responsible Adult and the project leader.

7) Company Paradiso will observe equal opportunities practice in recruitment. Applicants will complete an application form and references will be taken up. Interviews will be conducted by two people and inconsistencies or gaps in employment will be identified. Disclosure will be obtained through CRB checks, and unsupervised access to children or young people will not be give until this has been completed. There will be a supervised probationary period for people new to the project and an induction period to include training in child protection policy and procedure. Volunteers will take part in projects following procedures as in Principles of Work 1) above.

8) This Policy has been reviewed by the Company Paradiso Board; and by the Steering Group 11 th May 2005 . The Policy will be reviewed at the outset of every new large-scale project.

9) This Company will follow good practice in managing sensitive information. Workers will proceed with video, film and photography only with consent from participants. Consent forms will describe the uses of the recorded material and define the parameters of its use.

10) This Policy will be implemented using the following procedures and supporting documents:

• i) Definition of types of abuse and how to recognise them
• ii) Procedures to respond to abuse or suspected abuse
• iii) Procedures for disclosure of abuse
• iv) Items for a record of concern
• v) Contacts for outside agencies
• vi) Code of behaviour for staff and volunteers
• vii) Complaints procedure and how to make a complaint

v) Contacts for Outside Agencies

Company Paradiso Steering Group Contacts: Steve Hill, Arts Development Officer, Adur District Council 01273 263396

And Jeremy Cross , Director, Springboard Pupil Referral Unit and Fostering Centre, 01903 605980 / 07941 688528

Child Assessment Team, Social Services Department, Adur District Council 01273 268800

vi) Code of Behaviour for Staff and Volunteers

The Company will follow good practice in physical contact. Workshop leaders will maintain a safe and appropriate distance from participants. They will touch participants only when it is absolutely necessary in relation to the arts activity. They will seek agreement prior to physical contact. They will avoid intrusive forms of play (eg tickling, rough and tumble). They will avoid any physical contact when alone with participants. They will make sure disabled participants are informed of and comfortable with any necessary physical contact.

The Company will follow good practice in interpersonal dealings with project participants. Workshop leaders will treat all participants with respect and dignity. They will put participant welfare first, before achieving goals, and endeavour to share decision making with participants.

Relationships between personnel (both paid workers and volunteers) will be based on mutual respect. All paid workers are expected to contribute and take responsibility to ensure a positive working environment and to conduct themselves accordingly.

vii) Complaints Procedure and How to Make a Complaint

Introduction to Making a Complaint

A ‘complaint’ is any clear expression of dissatisfaction with the Company, its personnel or its services.
This procedure deals with specific concerns including: risks to health or safety of any individual, improper conduct or unethical behaviour.
Anyone may file a complaint, including children, young people, parents/carers, volunteers, paid workers, or other people outside the group.
The Company will endeavour to make undertaking a complaint as easy as possible.
All complaints will be treated seriously whether made in person, by telephone, by letter, by fax or by email.
The Company will endeavour to deal with complaints promptly, politely and respectfully.
The Company will endeavour to learn from complaints and use them to improve services.

How to Make a Complaint

Complaints can be made in writing, by fax, by email or by telephone. Complaints made in person should be made with someone else in the room to witness the complaint.
Complaints made in person or by telephone should also be written down, so a confidential record can be kept of them.
The Company will endeavour to resolve the complaint by taking it up immediately with the individual concerned, or with the Project Manager. If the complaint cannot be resolved in this manner, the complainant will be directed to a member of the Company Board.
A complaint should include: the complainant’s name and contact details,
..................................................copies of any relevant correspondence
..................................................names of the people the complainant has written or spoken to
..................................................details of what has gone wrong or been handled improperly
..................................................an explanation of how the complainant would like the
..................................................Company to resolve the complaint.

How the Company will Respond to the Complaint

The Company Secretary will respond to the complaint within one week.
If the complainant is not happy with the response the matter will be referred to the next meeting of the Company Board. If the complainant feels the complaint has not been dealt with properly he/she may write to the Chair of the Board at:

Company Paradiso, 34 Riverbank, Shoreham-by-Sea, West Sussex BN43 5YH.

The Board will undertake a regular review incorporating what has been learnt from complaints into Company Policy and Procedures.