Code of Conduct and Guidelines For

Code of Conduct and Guidelines for

Safe Working Practices for the

Protection of Children and Staff

(This Policy is to be read in conjunction with the Safeguarding Policy and the Child Protection Procedures.)

Adopted on: September 2016

Review date: September 2017

Code of Conduct and Guidelines for Safe Working Practices for the

Protection of Children and Staff.

Statement of disability awareness: We believe that educational inclusion is about equal opportunities for all learners, whatever their age, gender, ethnicity, impairment, medical condition, attainment and background. The school will ensure that all children have access to a balanced and broadly based curriculum, which is flexible enough to ensure that every child’s needs are met, so that they can be fully included in all aspects of school life.

We will strive to eliminate prejudice and discrimination, and to develop an environment where all members of the school community can flourish and feel safe.

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Values

Together we...

Love learning

Have fun

Care and respect

Never give up

Succeed

Vision

Working together to succeed.

Mission Statement

At Durrington Infant and Junior School we promise to create a happy, secure and stimulating learning environment in which all members of the school are encouraged and supported to succeed.

We will develop a love of learning in children and adults which is inspired by a creative curriculum and quality teaching.

We will work together to challenge, inspire and motivate all children to become independent, confident and caring citizens.

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Introduction

A Code of Conduct is designed to give clear guidance on the standards of behaviour all school staff, whether paid or voluntary, are expected to observe.

School staff are in a unique position of influence and must adhere to behaviour that models the highest possible standards for all the pupils within the school. All staff who work in schools set examples of behaviour and conduct which can be copied by pupils. As a member of a school community, each employee has an individual responsibility to maintain their reputation and the reputation of the school, whether inside or outside working hours.

All Durrington Infant and Junior School staff have a duty to keep children and young people safe and protect them from harm. Staff should ensure that they do not put themselves in situations in which allegations of abuse or inappropriate behaviour could be made.

The Public are also entitled to expect the highest standards of conduct from school staff, governors and volunteers and to have trust and confidence in their integrity.

All adults working in Durrington Infant and Junior School must therefore act with the utmost good faith with regard to the business of the school and not do anything, which may adversely affect its reputation.

The following Code has been drawn up with a view to reducing the risk of staff being accused of improper or unprofessional conduct in all aspects of their work. It aims to help staff work safely and professionally and clarify what behaviour constitutes safe practice and what is unacceptable and/or illegal.

The Code applies to all adults working in schools whatever their position, roles or responsibilities and is therefore aimed at all school-based staff and volunteers. The Code cannot cover every eventuality. Its purpose is to show the standard expected of employees, but it does not replace the general requirements of the law.

General obligations

Staff should understand the responsibilities that are an intrinsic part of their employment or role. They should make a professional judgement about their actions and behaviour, and seek to avoid conduct, which would lead any reasonable person to question their motivation or intentions (Appendix A – Teacher’s standards- DFE, Appendix B – Teaching Assistant’s standards).

If there is an incident where staff feel there may be a concern, they should discuss the circumstances that informed their action, or their proposed action with a senior colleague, to help ensure that the safest practices are employed and the risk of actions being misinterpreted reduced. If the incident is a safeguarding issue, it should be referred immediately to a designated safeguarding officer. Records should be made of any incidents and decisions made or further actions agreed, with their justifications, in accordance with school policy.

All staff should know the designated officers for safeguarding, be familiar with WSCC child protection arrangements and understand their responsibilities to safeguard and protect children and young people.

Personal conduct

All adults working with children and young people are in a position of trust in relation to the individuals in their care. Staff are expected to adopt high standards of personal integrity and conduct and behave in such a way that does not compromise their position both within or outside Durrington Infant and Junior School.

Staff should not:

 behave in a manner, which would lead any reasonable person to question their suitability to work with children or act as a role model;

 use their power to intimidate, threaten, coerce or undermine pupils;

 make (or encourage others to make) unprofessional personal comments which scapegoat, demean or humiliate other individuals or might be interpreted as such.

Social interactions

Staff must therefore:

 avoid using inappropriate or offensive language at all times.

 demonstrate the highest standards of conduct in order to encourage our pupils to do the same.

 treat everyone with respect

 avoid workplace gossip and negativity as it breeds resentment and becomes a roadblock

to effective communication and collaboration. We all have a duty to take active steps to

divert conversations away from this if we come across it.

 use a positive statement rather than a negative one so that children can learn what we

expect of them in any situation.

 use a calm tone of voice at all times, to explain something to or instruct the children, so

that they can follow our words without feeling threatened or uncomfortable.

 avoid using sarcastic words or phrases as these demean children and prevent them from

developing high self-esteem.

 speak respectfully to other adults at all times, even if we disagree with them.

 behave in a positive way despite any personal problems that we may have, especially in

front of the children.

Fitness for work

It is essential that staff members are fit to carry out their roles and responsibilities effectively, safely and with competence.

Therefore, staff will ensure that:

 They do not consume or are under the influence of alcohol while at work;

 They do not use illicit drugs or other illegal substances while at work;

 Their use of alcohol out of work does not adversely affect work performance, the health, safety or welfare of themselves or others and does not bring the school into disrepute;

 If taking prescribed medication, they will seek the advice of their doctor to ensure that such medication will not impede their ability to carry out their job.

Confidentiality

Members of staff may have access to confidential information about pupils in order to undertake their everyday responsibilities. In some circumstances staff may be given additional highly sensitive or private information. They should never use confidential or personal information about a pupil or her/his family for their own, or others’ advantage (including that of partners, friends, relatives or other organisations). Information must never be used to intimidate, humiliate, or embarrass the pupil.

Confidential information about a child or young person should never be used casually in conversation or shared with any person other than on a need to know basis. In circumstances where the child’s identity does not need to be disclosed the information should be used anonymously.

There are some circumstances in which a member of staff may be expected to share information about a child, for example when abuse is alleged or suspected. In such cases, individuals have a duty to pass information on without delay, but only to those with designated safeguarding responsibilities. If a member of staff is in any doubt about whether to share information or keep it confidential he or she should seek guidance from a senior member of staff.

Any media or legal enquiries should be passed to senior management. The storing and processing of personal information about pupils is governed by the Data Protection Act 1998. Employers should provide clear advice to staff about their responsibilities under this legislation.

Equality Duty

The Equality Act 2010 replaced and unified all existing equality legislation such as the Race Relations Act, Disability Discrimination Act and Sex Discrimination Act. It aims to ensure that people have equality of opportunity in accessing and experiencing public services.

Schools, when carrying out their day to day work should have regard to the following:

 eliminating discrimination;

 advancing equality of opportunity;

 foster good relations across all characteristics.

Schools cannot unlawfully discriminate against pupils because of their disability, gender, race, religion or belief, sex and sexual orientation.

Public duty and private interest

It is important that staff do not put themselves in a position where their duty to Durrington Infant and Junior School and their private interests conflict.

Staff should not allow their own personal or political opinions to interfere with their work and the provision of a balanced and professional service, ensuring that they work to the professional standard required.

Any external work that staff undertake must not bring Durrington Infant and Junior School into disrepute or conflict with the school’s interest. Private work should not be undertaken in the school’s time, or using the schools premises or equipment, without prior approval of the Headteacher.

Dress and Appearance

Employees are individually responsible for their general presentation, appearance and personal hygiene and have a responsibility to consider how their appearance may be perceived by others. This means that staff should wear clothing which:-

 Is appropriate to their role;

 Is not likely to be viewed as offensive, revealing, or sexually provocative;

 Does not distract, cause embarrassment or give rise to misunderstanding;

 Is absent of any political or otherwise contentious slogans;

 Is not considered to be discriminatory and is culturally sensitive;

 Does not place themselves or others at risk.

Staff should ensure that through their appearance, they promote a positive and professional image.

Non-acceptable Clothing:

 Mini-skirts;

 Leisure or lycra shorts unless used for P.E/Games* or other associated social activities;

 Transparent or ‘see-through’ blouses, dresses or shirts;

 Tracksuits/Sports Wear* except for PE and associated social activity;

 Clothing with tears, holes and rips;

 Low-cut T-shirts or blouses;

 Crop-tops;

 Denim of any kind, including jackets;

 Badges or emblems which may cause offence;

 Items of clothing bearing logos, slogans or graphics, which could cause offence or are

deemed inappropriate to the setting;

 Indoor wearing of baseball caps/hats;

 Trainers* (unless for PE);

 Underwear should not be worn in a revealing manner.

*Sportswear for PE/games lessons should only be worn for the session (morning or afternoon) that the lesson is taught. Staff members should use the staff toilets or shower room to change for sports activities.

Visible tattoos are to be discouraged and where present must not be offensive to others. Staff members are asked to consider the difference between acceptable and offensive tattoos, and to make informed decisions about what is considered to be inappropriate.

Jewellery/piercings must be discreet and appropriate and must not be a health and safety hazard.

All staff will be supplied with a school identity security badge that should be worn and visible at all times both when in school or outside the premises on school business, and should only be removed for safety reasons. Staff working within the community must carry their school I.D. badges with them at all times. It is the responsibility of the member of staff to inform their Headteacher if their I.D. badge is lost/stolen or if details on the badge need altering e.g. for a name change.

Social contact

Staff should not establish or seek to establish social contact with pupils to secure or strengthen a friendship. This includes giving any personal details to a pupil such as a home/mobile phone number, home or email address. Staff must not accept friend requests from pupils or request friendships with pupils on social media sites. Staff should advise senior management of any regular social contact they have with a pupil, where it is apparent that it may give rise to a concern.

Physical contact

It is unrealistic to suggest that teachers should never touch pupils. There are occasions when it is entirely appropriate and proper for staff to have physical contact with pupils, such as when a distressed pupil needs comfort and reassurance or as an integral part of some lessons such as PE and music (see also behaviour management section). However, innocent actions and appropriate physical contact can often be misconstrued and it is therefore crucial that staff only initiate physical contact for the minimum time necessary and in ways appropriate to their own role and the needs of the child.

Staff should use their professional judgement at all times. Where feasible, staff should seek the child’s permission before initiating contact. Where a member of staff thinks that an incident could have been misinterpreted it should be reported to the Headteacher.

Any formally agreed plan for children with SEN or physical disabilities should be understood and agreed by all concerned, and staff should be provided with relevant information about vulnerable pupils in their care.

In this regard, staff should:

 be aware that even well intentioned physical contact may be misconstrued

by the child, an observer or by anyone to whom this action is described;

 never touch a child in a way which may be considered indecent;

 always explain to a pupil the reason why contact is necessary and what form that contact

will take;