Volunteering and Work Experience Policy

Transcription

1 Volunteering and Work Experience Policy

2 Volunteering and Work Experience Policy Abbey College Cambridge SLT Responsible for this Policy: Carolyn Dunn, Vice Principal (Pastoral) Telephone: This policy is reviewed on an annual basis Annual Policy reviewed by: Carolyn Dunn August 2017 Approved by SLT and Published: August 2017 Next Review: August 2018 This policy has been approved by SLT and adopted on behalf of the Governors, and is addressed to all members of staff and volunteers and is available on the school s portal. It is available to parents on request. It applies wherever staff or volunteers are working, including when this involves being away from the school. 1

3 Introduction Work experience may be defined as, A placement on employer s premises in which a student carries out a particular task or duty, or range of tasks and duties, more or less as would an employee, but with the emphasis on the learning aspects of the experience. (DfES Work Experience: A Guide For Secondary Schools 2002) Volunteering is generally defined as an unpaid activity where someone gives their time to help an organisation or an individual. ( Aims and objectives At Abbey College Cambridge work experience placements are a means of achieving learning outcomes. There are certain curriculum areas to which the work experience programme can be linked (Qualifications and Curriculum Authority, 1998). These include: Developing students employability and key skills. Careers education and guidance. Personal and social development. Work experience placements offer many benefits and learning opportunities. Objectives include: 1. Employability and key skills Insights into skills and attitudes required by particular sectors and employers. An opportunity to develop, practise and demonstrate key skills in a work setting. Recognising hazards and assessing and controlling risks. Working with others socialising skills. ICT skills. Improving own learning and performance. 2. Careers education and guidance Increased knowledge of possible future careers. Better understanding of changes in the world of work. 2

4 Implications which these changes may have on their own careers. 3. Personal and social development Increased maturity and improvements in aspects such as motivation, self-confidence and interpersonal skills which can be used as character traits on references. Opportunities to enhance students understanding of the practical issues involved regarding health and safety, citizenship etc. Preparation through PSHE for work experience Work experience skills are taught as part of the PSHE curriculum and include CV writing, interview techniques, maintaining professional relationships, rights at work, stereotyping, assertiveness and health and safety issues. Volunteering as work experience Students may wish to join one off volunteering events such as fundraising with Abbey Cambridge s charity EACH or longer term commitments such as placements at Cambridge University Hospitals. Abbey College Cambridge s Volunteering Club and Academic Departments assist students in finding the right type of volunteering opportunity and make sure that this work does not interfere with academic workload. Volunteering at school Students may become mentors at school clubs and volunteer at school events, for example the Halloween party or Christmas/May balls. Every student should be aware of their responsibilities in these roles. Students sign the risk assessment and *code of conduct pro forma overleaf before engaging in volunteering events. The staff organising the club counter sign both of these. 3

5 *Code of conduct pro forma 1. Students must act with the same level of maturity and responsibility as they would do with a teacher present. 2. Students must not break the law. 3. Students must contact the school immediately if lost or in danger or trouble. 4. Students must not listen to music or use the phone while walking along busy streets. 5. Students must not confront or engage in antisocial behaviour, and should contact the school immediately if faced with a situation that is getting out of control. 6. Students must inform the club organiser of any event/organisation which they independently volunteer for. 7. Students must talk to their Boarding/Deputy Boarding Manager, lodging or host family about what time they are going out, where they are going and what time they will be back. 8. Students who break the trust of the school will not be allowed to volunteer on future occasions. 9. **Students who are mentoring other students must follow the teacher s guidance and child protection guidelines when in this role: mentoring only takes place during the set time and that students are not allowed to complete work for other students. Mentors must report to the teacher in charge if they feel uncomfortable or have any concerns. 4

6 Please sign and date below: Student name: Student signature: Club organiser name: Club organiser signature: Teacher in charge name: Teacher in charge signature: Date: Checklist for teachers who assist in setting up work experience / volunteering for students e.g. future medics. Key assessment criteria Is the activity accessible to the volunteer? Does the session run at an appropriate time for the volunteer? Can the volunteering work be properly balanced with academic work? Is the placement overseen and led by appropriately qualified/trained staff? Does the placement have appropriate insurance, with minimum requirements for public liability insurance? Does the volunteer have insurance cover? Have the placement staff undergone DBS checks and are they barred? Does the placement comply with good practice guidelines when working with children? Can the placement identify a suitable person to support the volunteer? Does the placement operate an equal access policy? Has parental consent been gained? Has the student signed the *code of conduct and risk assessment? Has the club organiser counter signed the *code of conduct and risk assessment? Has the teacher in charge counter signed the *code of conduct and risk assessment? Is the risk assessment complete? Has the risk assessment been submitted to the EVC? Has the risk assessment been submitted to SLT? **Teachers must act immediately if mentors do not follow their guidance/rules and child protection guidelines. Checked 5

7 Appendix FOR REFERENCE ONLY. DBS checks may be required for supervisors of pre-16 work experience. The statutory obligations regarding Disclosure and Barring Service (DBS) checks are set out in Keeping Children Safe in Education, statutory safeguarding guidance from the Department for Education (DfE), which was updated in July Paragraph 97 of the guidance says: Barred list checks by the DBS might be required on some people who supervise a child under the age of 16 on a work-experience placement. The school decides what checks are necessary makes this decision after considering the circumstances It explains that the school decides what checks are necessary makes this decision after considering the circumstances, including the nature of supervision and the frequency of the activity. The school should consider whether the person supervising the child will be: Unsupervised; and Providing the teaching/training/instruction frequently (at least once a week or on more than three days in a 30-day period). Paragraph 98 adds: If the person working with the child is unsupervised and the same person is in frequent contact with the child, the work is likely to be regulated activity. If so, the school or college could ask the employer providing the work experience to ensure that the person providing the instruction or training is not a barred person. Regulated activity is defined on page 25 of the guidance. Among other things, the definition covers regularly supervising children unsupervised, and driving a vehicle for children only. Keeping children safe in education, GOV.UK - DfE, see page 37 (Adobe pdf file) 595/KCSIE_July_2015.pdf DBS checks are not required for supervisors of post-16 work experience. 6

8 Paragraph 99 of the DfE guidance, linked to above, says: Schools and colleges are not able to request an enhanced DBS check with barred list information for staff supervising children aged 16 to 17 on work experience. Employers cannot complete checks for post-16 work experience Schools and colleges are not able to request an enhanced DBS check with barred list information for staff supervising children aged 16 to A DfE advice document about post-16 work experience, published in March 2015, explains: From July 2012, providers are no longer required to carry out enhanced DBS checks on employees/staff supervising young people aged on work experience. This guidance replaces the previous requirement for checks to be carried out for extended work experience placements of longer than 14 days. Post-16 work experience as a part of study programmes and traineeships, GOV.UK DfE, see page 13 (Adobe pdf file) 026/ _DfE_dept_advice_post-16_WEx_-_final.pdf Work experience: schools' responsibilities Ref: Last updated on 14 Nov 2014 Are we responsible for pupils' health and safety during work experience? Most responsibility for the health and safety of pupils during work experience falls on placement providers. We look at advice for schools from the Health and Safety Executive and the Department for Education. Employers responsible for risk assessing work experience. Schools and colleges... should simply ask sensible questions, in proportion to the level of risk Under the Health and Safety (Training for Employment) Regulations 1990, pupils who are doing work experience are considered to be the employees of the placement 7

9 provider. This means that the placement provider is responsible for ensuring the pupil s health and safety. The Health and Safety (Training for Employment) Regulations 1990, legislation.gov.uk The Health and Safety Executive (HSE) has published guidance on organising work experience for young people. With regards to health and safety, it says that what matters is the effectiveness of the employer s risk management arrangements. It explains: Schools and colleges, or those organising placements, should simply ask sensible questions, in proportion to the level of risk, to satisfy themselves that those arrangements are in place. They should not be second-guessing employers risk assessments or requiring additional paperwork. This means that schools do not need to complete extensive health and safety checks or risk assessments of their own, nor do they need to hire third parties to do so. Work experience, HSE Are there different requirements for under-18s? The government has guidance on the employment of children, published in 2009 by the Department for Children, Schools and Families (DCSF) now the Department for Education (DfE). Page 13 says:... every employer must ensure that young persons employed by that employer are protected at work from any risks to their health or safety which are a consequence of their lack of experience or absence of awareness of existing or potential risks or the fact that young persons have not fully matured. It also says that employers must: Assess risks to all young people under 18 before they start work. Ensure that the risk assessment takes into account the inexperience, lack of awareness of risks and immaturity of young people. 8

10 Introduce control measures to eliminate or minimise the risks, so far as is reasonably practicable. Page 14 of the document confirms that the health and safety guidance above applies during work experience. Guidance on the employment of children, GOV.UK - DCSF 326/Child_employment09.pdf DBS checks and work experience placements A representative of the Disclosure and Barring Service (DBS) said that eligibility for DBS checks depends on the circumstances of the work experience placement. Contact us, DBS If you are concerned that individuals at a workplace may need to undergo a DBS check, you can the DBS, outlining the circumstances for the placement, and the policy team will explain whether a check is necessary. You can contact the DBS at: customerservices@dbs.gsi.gov.uk Proportional health and safety checks: advice for schools The placement provider (the employer) has primary responsibility for the health and safety of the student The HSE gives advice on how schools, and other work experience organisers, can keep the necessary sense of proportion when considering health and safety. It has a list of dos and don'ts. It says that schools should: Remember that the placement provider (the employer) has primary responsibility for the health and safety of the student and should be managing any significant risks. It is suggested that schools keep checks in proportion to the environment. For low-risk environments (with everyday risks that will mostly be familiar to the student) the school should: Speak to any new employer to confirm that the risks are low. 9

11 For medium-risk environments (with less familiar risks, such as in light assembly or parking facilities) the school should: Speak to the employer to confirm that they have arrangements for managing risks (covering induction, supervision, site familiarisation, and any protective equipment that might be needed). For higher-risk environments (for example, construction, agriculture, or manufacturing) the school should: Discuss with the employer what work the student will be doing/observing, the risks involved and how these risks will be managed. Satisfy itself that the instruction, training and supervisory arrangements have been properly thought through. Other dos listed by the HSE include: Take reasonable steps to ensure that the employer is managing risks (for example, if an employer is new to taking on students for work experience, you should talk through what the student will do and any relevant precautions). Work with parents to ensure employers know in advance about students who might be at greater risk (for example, those with health conditions or learning difficulties). Check that the employer understands about the specific factors relevant to employing young people. Check that students know how to raise any health and safety concerns. However, schools should not: Repeat the process for a new student, or visit unnecessarily, where an employer is known and has a good track record, and the student s needs are no different to those on past placements. Seek additional paperwork for assurance purposes, or seek to second-guess the employer s risk assessment/risk control measures. 10

12 Duplicate checks on employers (if you are working with a third party to arrange placements, you should work with them to make sure employers are not asked to do things twice). Work experience organisers, HSE Can we charge parents for health and safety checks on work experience employers? We put this question to the DfE. A representative explained that schools cannot charge for health and safety checks on employers if the work experience takes place during school hours.... schools cannot charge for health and safety checks on employers if the work experience takes place during school hours Schools can ask for voluntary contributions as long as they make it clear that contributions are voluntary. Schools should explain that the children of parents who do not contribute will not be treated differently to other children. Contact us, DfE You can read the DfE s guidance on charging for school activities here: Charging for school activities, GOV.UK DfE (Adobe pdf file) 060/charging_for_school_activities.pdf Post-16 work experience: DfE guidance The DfE has produced guidance on post-16 work experience as a part of 16-to-19 study programmes. It says: Education providers must satisfy themselves that an employer has assessed the associated risks to workers under 18 on their premises and has put in place measures to mitigate these risks. The nature of the risk assessment will depend on the type of work environment. Assurance can be gained through a conversation with the employer rather than a physical inspection or requiring the employer to complete lengthy forms. 11

13 Post-16 work experience as a part of 16 to 19 study programmes, GOV.UK, see page 13 (Adobe pdf file) 624/document.pdf 12