Why we have a policy:
The Glens Centre management and staff are committed to ensuring that all persons using this building and its associated outreach activities are provided a safe and supportive environment in which people of all ages, abilities and backgrounds can enjoy a variety of arts experiences.
However, we have a particular duty of care with regard to children and young people under 18 as per Children First, the National Guidelines for the Protection and Welfare of Children in Ireland.
Who this policy is for:
Glens staff, full-time, part-time, voluntary and contractor, and artists in residence and from time to time The Glens Board who come in contact with children and young people, are to be briefed and are required to read and to comply with this document.
They are required to behave in a manner that is appropriate and sensitive to children at all times.
Any and all instances or suspected instances of inappropriate behaviours by children’s peer groups, or by adults, be they parents, Glens visitors, tutors, employees or contractors are to be dealt with transparently, effectively and expediently.
For workshops and activities with children and young people under 18
In addition, guest artists, performers and facilitators who interact with young people in the building will be made aware of and are expected to comply with
our Child Welfare Policy and Procedures. At workshops, we require two adults present at all times, one of whom will have a particular knowledge of and responsibility for child welfare.
Implementing the Policy
− All staff, contractors, workshop supervisors and studio artists are required to read and sign that they have read the policy.
− Parents are given information about our policy as part of registration for classes, courses, youth theatre and family fun. Details about it will be available online at www.theglenscentre.com
− Child Protection and Welfare Policy is part of the induction process for new employees.
− A Designated Liaison Person for child protection and a Deputy has been appointed
− All staff, contractors, workshop supervisors, studio artists and parents know who the Designated Liaison Person and details will be displayed.
− Contact details for the local duty social work team and An Garda Síochána are displayed for staff
− All full time and part-time staff have been Garda Vetted
− This policy will be reviewed and referenced each time an incident is reported or every 2 years if that is sooner.
− The Glens staff commits to work with and cooperate with the relevant statutory agencies as required.
The Designated Liaison Person
The below is the identified chain of command for the Designated Liaison Person
A. Brendan Murray, Director. email@example.com 086-332-5369
B. Jamie Blessing, Admin Manager. firstname.lastname@example.org
Roles of designated liaison person (DLP) is:
− To be a point of contact for information and advice on child protection and welfare concerns and issues to the staff of the service
− Be accessible to all staff
− Ensure that they are knowledgeable about child protection and welfare and that
they undertake any training considered necessary to keep updated on new
− Ensure that the Child Protection and Welfare Policy and procedures of the
service are followed
− Be responsible for reporting concerns about the protection and welfare of
children to TUSLA – Child & Family Agency or to An Garda Síochána
− Ensure that appropriate information is included in the report to the Child &
Family Agency and that the reported is submitted in writing (under confidential
cover) using the Standard Report form:
− Liaise with the Child & Family Agency, An Garda Síochána and other agencies as
− Keep relevant people within the Glens Centre and its Board informed of relevant
issues, whilst maintaining confidentiality
− Ensure that an individual case record is maintained of the action taken by the
service, the liaison with other agencies and the outcome.
− Advise the organization of child protection training needs.
− Maintain confidential records of all child protection and welfare concerns in the Glens Centre
Recognizing, responding and reporting concerns about a Child’s Welfare or Possible Abuse
*Please note useful Resources: Children First, the Child Protection and Welfare Practice Handbook and the other documents referred to in this resource document can be found at
www.tusla.ie The website also contains a wide range of information on child protection and welfare issues.
In accordance with Children First Everyone must be alert to the possibility that children with whom they are in contact may be suffering from abuse or neglect.
The Child and Family Agency should always be informed when a person has reasonable grounds for concern that a child may have been, is being or is at risk of being abused or neglected. Child protection concerns should be supported by evidence that indicates the possibility of abuse or neglect.
The guiding principles in regard to reporting child abuse or neglect may be summarized as follows:
(I) the safety and well-being of the child must take priority
(II) reports should be made without delay to the Child and Family Agency.
Any reasonable concern or suspicion of abuse or neglect must elicit a response. Ignoring the signals or failing to intervene may result in ongoing or further harm to the child.
Section 176 of the Criminal Justice Act 2006 introduced the criminal charge of reckless endangerment of children.
‘A person, having authority or control over a child or abuser, who intentionally or recklessly endangers a child by – (a) causing or permitting any child to be placed or left in a situation which creates a substantial risk to the child of being a victim of serious harm or sexual abuse, or (b) failing to take reasonable steps to protect a child from such a risk while knowing that the child is in such a situation, is guilty of an offence.’
The penalty for a person found guilty of this offence is a fine (no upper limit) and/or imprisonment for a term not exceeding 10 years
A concern could come to your attention in a number of ways:
− A child tells you or indicates that she/he is being abused. This is called a disclosure
− An admission or indication from the alleged abuser
− A concern about a potential risk to children posed by a specific person, even if
the children are unidentifiable − Information from someone who saw the child being abused
− Concern about the behaviour or practice of a colleague
− Evidence of an injury or behaviour that is consistent with abuse and unlikely to
be caused in any other way
− Consistent indication over a period of time that a child is suffering from
emotional or physical neglect
− An injury or behaviour which is consistent with abuse, but an innocent
− All Personnel are expected to consult Children First and the Child Protection &
Welfare Practice Handbook for detailed information on the signs and symptoms of abuse
Procedures for Responding to a Child Protection or Welfare Concern
− Under no circumstances should a child be left in a situation that exposes him or her to harm or risk pending Child & Family Agency intervention.
− If there are reasonable grounds for concern the DLP will complete the Standard Report Form (linked in this document) without delay and send it to the Duty Social Work Team in the Child & Family Agency Community Care Office, Markievicz House, Sligo , 071 9155133 (Team leader Miriam Connaughton) 9:00am – 5:00pm Monday to Friday
− In the event of an emergency and the unavailability of a Duty Social Worker, the DLP will contact An Garda Síochána, Manorhamilton, the Garda with special responsibility for this area is Sergeant Sean Callaghan at 071 9820620, if he is not available please indicate the general nature of the concern and request to speak with another Garda.
− If the child has made a disclosure, a written record will be made.
− If there are other grounds for concern that the child has been abused or
neglected, a written record will be made
− Any reasonable suspicion of abuse (whether or not it has to do with the project on which you are working) must elicit a prompt and timely response.
The Children first form, requires as much information and detail as is clear at the time. This will assist the Social Work Department in assessing the level of risk to the child or the support services required. If the information requested is not known to you, please indicate this by putting a line through the question. It is likely that a social worker will contact you to discuss your report.
Procedure when a referral is not made to the Child & Family Agency
− Not all concerns will meet the reasonable grounds for concern. In this case, the concern and any informal consultation will be documented and kept confidentially and securely.
− The DLP will inform the member of staff, volunteer or student who raised the concern that it is not being referred in writing, and they will indicate the reasons.
− The DLP will then advise the individual that they may make a report themselves or contact the Duty Social Work Team and that the provision of the Protection for Persons Reporting Child Abuse Act, 1998 will apply.
− No undertakings regarding secrecy can be given.
− The effective protection of a child depends on the willingness of staff to share
and exchange relevant information as per detail outlined.
− It must be clearly understood that information gathered for one purpose must not be used for another without consulting the person who provided that information.
− All information regarding a concern or assessment of child abuse or neglect should be shared on ‘a need to know’ basis in the interests of the child with the relevant statutory authorities.
− The provision of information to the statutory agencies for the protection of a child is not a breach of confidentiality or data protection.
− Ethical and statutory codes concerned with confidentiality and data protection provide general guidance. They are not intended to limit or prevent the exchange of information between different professional staff with a responsibility for ensuring the protection and welfare of children.
Allegations of Abuse or Neglect against staff
(This includes full-time, part-time, voluntary staff, contractors, artists in residence or Glens Centre Board member.)
− It is recommended that two different people are nominated to manage an allegation. As the Glens Centre has a small staff it may be necessary to call on external people who are independent to the parties.
− Generally The DLP is responsible for reporting the matter to the Child & Family Agency (as per the reporting procedure)
− And the Director or Board Member will take responsibility for addressing the issues with the person.
− If the concern meets the reasonable grounds for reporting then it will be referred without delay to the Child & Family Agency. To be reported to the Child & Family Agency the allegation must meet the reasonable grounds for reporting of a concern.
− An informal consultation with the Child & Family Agency may be used to determine if reasonable grounds are present.
− Where there is a Board of Management, they are the employer; otherwise the owner of the service is the employer.
− All staff and volunteers in the service should be aware of who to contact should they become aware of an allegation of abuse or neglect against any employee in the service.
− Where an allegation of abuse or neglect is made is by an adult, a written record of the allegation should be made and a written statement should be sought from this person.
Where The Director becomes aware of an allegation of abuse by an employee while executing their duties, she will privately inform the employee of the following:
o The fact that an allegation has been made against him/her o The nature of the allegation.
The person will be afforded the opportunity to respond.
− This response will be noted and passed onto the Child & Family Agency with the
− All stages of the process are to be recorded.
− As the Glens Centre has a small staff team, independent, or external parties may
be called upon to investigate the incident or report .
− Whether or not the matter is being reported to the Child & Family Agency, the
Director is always informed of an allegation of abuse or neglect against an
employee by the DLP
It is very important to note protective measures are intended to be precautionary and not disciplinary.
Written records are very important. If a disclosure is made by a child, a written record of the disclosure should be made as soon as possible by the person receiving it.
− Confidentiality: the matter is treated in the strictest confidence and the identity of the employee is not disclosed, other than as required under the procedures within the policy.
− Protective measures may be required while the allegation is being investigated. The principles of natural justice, the presumption of innocence and fair procedure should be adhered to.
− In the cases where we are investigating any allegation the Glens Centre will maintain regular and close liaison with the Child & Family Agency and/or An Garda Síochána and ensure that no action by the service frustrates or undermines any investigation.
− Further action will be guided by employment legislation, the contract of employment, the other policies and procedures of the service, including the Glens Centre’s disciplinary policy which is available to all employees, and the advice of the investigating agencies. It is recommended that services always seek legal advice when dealing with allegations of abuse or neglect against an employee.
Procedures for Responding to an Accident/Incident
− The safety and welfare of the child is always the first consideration if a child is injured or an accident occurs.
− Parents are always informed of incidents or accidents involving their child and requested to sign the relevant form.
− The manager will review the accident and incident reports.
− We will ensure that all personnel are aware of emergency numbers and that they
are aware of where they are displayed.
− We will ensure that we have First Aid Training and that a complete First Aid Box is accessible in two locations in the building.
− After an accident, as soon as practicable, the accident Report Form is completed and recorded in the Accident book/log.
− The manager/owner/chairperson is informed of serious accidents or incidents.
− The protection and welfare of the children in the service are paramount and their safety and well-being is the priority.
Staff Working with Children and Young People have a duty to report the following;
− Any physical punishment or verbal abuse of a Child or Young person to be reported to the designated Liaison Person Brendan Murray or Jamie Blessing.
− Report occasion where jokes, comments or incident where they have witnessed texts, imagery or discourse of an offensive or sexual nature to the designated Liaison Person
− Take action and seek advice from the designated liaison person if they are concerned about anything they have witnessed with regard to the safety of children or young people.
− Avoid meeting one young person privately in rooms and studio, if essential then let someone else know you are there and for what reason and leave the door open.
Respect and Welfare of Children and Young People
− All staff must ensure that the Glens Centre is a physical and emotionally safe environment for Children and Young People.
− Be mindful of language used to and around young people and in public spaces.
− Be sensitive to issues of personal space of young people and to the risks involved
in contact work.
− Ensure that young people are under adequate supervision at all times during a workshop or gallery/theatre visit.
− There must be at least two adults present for all groups no matter how small when participants are under 18.
− There should be more leaders if the age range/group size or workshop activity requires for safety.
− Ensure that teachers or group leaders must remain with schools and youth groups attending theatre performances or workshops.
− Be aware and sensitive to the scope of a child’s abilities, and work in ways with young people that are inclusive.
− Be aware of any medical conditions of the young people and appropriate contact in a medical emergency.
− Give clear boundaries and guidelines and agree ground rules with children and young people.
Create an environment where young people feel protected
− Work in a way that promotes positive behaviour in young people.
− Workshop leaders/assistants working with Children and Young People must:
− Make sure that they have contact details and the consent of parents/guardians of the young people who are taking part in a project/ event/ workshop. This information is to be collected as part of a registration process
− Ensure that parents/guardians know the time and duration of workshops/project and inform them in advance of any changes in the project schedule.
− Workshop leaders/assistants ensure that events and workshops are kept to schedule and in turn that Parents/guardians should be made aware that young people should be collected promptly from workshops
− Contact parents/guardians if a child or young person does not turn up for a workshop for which they are booked.
− Seek permission from parents/legal guardians for using any photographs of the young people in publicity or other public material.
− Avoid being over-involved with or spending a great deal of time with any one young person.
Workshops Leaders are to;
− Put in place consistent responses and procedures that encourage children to be aware of their own limitations – not exhaust or over reach themselves and seek support where required.
− All children and young people are to be treated with respect and trust
− Ensure equal treatment for all children and young people.
− Respect privacy.
− Recognize the weight and importance of promises to young people.
− Respect the developmental needs of the individual young people in a group
− Encourage a free flow of information with parents and guardians, including inviting parents/guardians to join workshops for young children or inviting parents/guardians to a meeting preceding a longer-term project as appropriate.
− Develop relationships with other local bodies that can be of support. Be aware of young people’s and families’ commitments and lives outside of the arts project.
Promote positive behaviour
Workshop leaders and assistants should aim to promote positive behaviour by:
– Establishing routines
Establishing and maintaining routines requires a good deal of effort but has been shown to promote positive behaviour. While this is not always appropriate in a creative workshop situation, it is a good idea to be clear about the plan of action for the session or series of sessions.
– Giving clear instructionsGenerally instructions should be short, clear and specific. It is worth trying out new workshop ideas on small groups first to get an idea of what specific instructions are needed for it to work successfully.
– Managing transitionIf the group are moving from one activity or space to another have a plan that includes specific tasks for each person, directions and a time of arrival.
– Support positive behaviour“Catch” people behaving positively and mention it.
– Social skillsConsider if there might be a need to explore social skills
as part of the programme of activities. Art and drama workshops can be particularly useful for exploring decision-making, conflict resolution, communication and self- awareness. Advice on developing specific workshops of this nature can be provided by the arts office.
– Contract/ Code of Behaviour for young people/teenagersIt is good practice to work out a contract of behaviour with a group of children or young people at the beginning of a session or series of sessions. Ask them to discuss and contribute to a contract which may include issues such as privacy, use of the building, time keeping, respect for one another and the leaders, prohibited behaviour etc. Ideally this contract should also cover how the leaders will deal with challenging behaviour.
For short sessions, it may be more appropriate to go through with the group what behaviour is required during the workshop and in the building.
Recognising and Responding to Challenging Behaviour:
This includes being verbally abusive, refusing to take part in activities, being destructive, making fun of the leaders or other participants and aggressive behaviour such as pushing.
Challenging behaviour in children can be caused by;
Communication difficulties; a child or young person may behave inappropriately because of a difficulty in understanding or expressing themselves. This may be because of poor social skills and language development.
Environmental factors; children can react negatively to heat, cold, noise or invasion of their space.
Attention seeking; children may seek attention because they are bored or frustrated. This may be a learned behaviour as a way of getting what they want
Medical factors; check if there is a medical cause of the behaviour, for example, pain or allergies
Dealing with challenging behaviour in group work.
Staff should follow these steps when challenging behaviour occurs in a workshop situation at The Glens Centre.
- Verbal reprimand – the person should be spoken to calmly, assertively and respectfully and asked to cease the offensive behaviour.
- Separation from other members of the group. The person should be given time to cool off but not left unsupervised.
- Send a record of the incident and the response of the young person to
email@example.com marked urgent and confidential
- Inform the Glens Centre management staff if they are in the building.
- Meet the young person separately from the group (but not alone) to discuss the behaviour. Make it clear that the person is being listened to – attempt to find out how the situation has developed and how it may be resolved. Children should be asked to consider positive outcomes and behaviours.
- Inform parents or guardians of young people – this may be left until a second incident occurs at the discretion of the project leader and assistant.
- After a second incident meet with the parents/guardians and the young person outside of the group situation.
- Suspension or expulsion from the group can take place after a repeated set of behaviours and following the intermediate steps above and discussion of the matter with the Glens Centre management.
Recognising and dealing with gross misbehaviours Gross misbehaviours
include assault, vandalism, extortion, theft and bullying.
Gross misbehaviours must be reported to The Glens managers and, if appropriate, to An Garda Siochana.
Members of the groups committing gross misbehaviours are suspended immediately to ensure the safety of other members but the suspension should come from the Glens Centre managers and the person involved should not be left unsupervised.
Do not attempt to restrain a person who is behaving violently or aggressively – remove other people from the situation and stay at a safe distance. Call for assistance.
Recognizing and Responding to Suspected or Disclosed Child Abuse
Types of Child Abuse
Abuse of children and young people can be categorized into four types – neglect, emotional abuse, physical abuse and sexual abuse.
Neglect – where the child is suffering harm as a result of being deprived of food, clothing, warmth, hygiene, intellectual stimulation, supervision and safety, attachment to or affection from adults and medical care.
Emotional abuse – where the relationship (as opposed to specific events) between a caregiver and a child is characterized by a lack of affection, approval, consistency and security.
Physical Abuse – non-accidental injury to the child
Sexual Abuse – when a child is used by another person for that person’s sexual arousal and gratification.
Suspicion of Abuse
Staff should consider, in a measured way, the possibility of child abuse if the young person shows signs of ongoing or extreme
- Serious injury or series of injuries for which no reasonable explanation can be offered.
- Distress without obvious reason or displays of persistent or new behavioural problems
- Unusual or fearful responses to an adult who is responsible for their care.
- Age inappropriate or abnormal sexual play or knowledge
- Absconding from home.
When these, or other behaviours that cause concern, are present, it is best to contact either Brendan Murray or Jamie Blessing.
Disclosure of Abuse from a Young Person
If a young person divulges abuse, it is an act of trust and should be treated with respect, sensitivity and care.
− React calmly
− Listen attentively and carefully
− Reassure the young person that they have done the right thing in telling you.
− Do not make false promises regarding secrecy
− Do not ask the young person to repeat the story unnecessarily
− Ask questions only for the purpose of clarification. Do not ask leading or intimate questions.
− Check that you have understood correctly.
− Do not express any opinions about the alleged abuser.
− Record the conversation as soon as possible, in as much detail as possible. Sign and date the record.
− Explain and ensure the young person understands that you will have to inform your superiors who may turn the matter over to the statutory agencies.
− Pass the information to the designated child protection person.
− Treat the information strictly confidentially, sharing it only with persons who have a right to know.
Response to Accidents and Incidents:
Emergency Numbers are displayed in the following locations 1) Reception
- 2) Ground floor kitchen
- 3) Kitchen on top floor next to Training Room
- 4) Manager’s Office
First Aid Trained Staff are as follows:
– Joe Mc Loughlin
First Aid Boxes are in the following locations − Reception
− Kitchen on top floor next to Training Room
Incident book is located at Reception.
− Contact details are found at the Box Office
− Contact details of parents are saved on the Ticketsolve System and Booking
− Contact details of core staff are located at the box office
In the event of an accident or injury requiring medical attention
− Medical personnel should be contacted.
− A parent/guardian should be contacted immediately.
− A member of the Glens Centre management team should be contacted.
− One staff member should accompany or follow an injured child or young person who needs to be taken to hospital.
− In workshop situations one staff member should remain with the group and assistance should be provided by other members of the Glens Centre staff as soon as possible.
− Send an email report of the incident to firstname.lastname@example.org marked confidential and urgent within 24 hours.
Reporting accidents or injuries which do not require medical attention
− Use the first aid box only for minor injuries.
− Record the accident in the incident book.
− Discuss the matter with parents of small children at the end of the session.
Health and Safety
− It is the responsibility of the Glens Centre staff to ensure that the venue is suitable for the activity to be undertaken, including
o Warm and well ventilated
o Accessible – wheelchair accessible if possible, outside access should be well lit after dark.
o Clean and safe
o Fire – exits clearly marked and extinguishers maintained correctly
o First Aid boxes correctly stocked and accessible
o Toilets and washing facilities in good condition and toilet paper, soap
and towels provided
o Privacy – exclusive use of space, curtains or shutters as necessary
Knowledge of the Building
o There should always be a staff member present who has thorough knowledge of the building, including location of first aid boxes, fire exits, alarm codes, contact lists for managers and medical personnel and cleaning materials.
o Workshop leaders and assistants should complete a building induction on commencement of a series of workshops.
Leader to participant ratio
o As a guideline there should be one leader per 5 children under 5 and one leader per 10 children over 5, however, this needs to be adjusted upwards based on tools being used, space available and planned activities.
General Record Keeping – supporting a safe environment
It is the responsibility of the Glens Centre staff on duty to maintain appropriate records in relation to all activities. There are a number of records
that should be kept as part of a participative arts project.
Registration forms – all children registering to take part in workshops return a form including details of parents/guardians contact details; name and number of GP, any medical conditions or medication, other special needs/allergies as well as name, address and date of birth before the workshop commences.
o It is the responsibility of the Glens Centre staff to ensure that the facilities and staff levels are adequate for the activities to be undertaken.
Attendance records – attendance records will be kept for each session. Parents should be contacted if a child who has registered for a course or workshop has not attended it. Young people should be asked to sign out if they leave before the end of a session.
Incident records – A record of all incidents including accidents, challenging behaviour, disagreements, issues with the building and facilities, etc should be emailed to Brendan Murray email@example.com marked urgent and confidential
Recruitment Procedures for new staff
Advertisements for positions that include contact with children and young people will include a statement to the effect that recruitment will be carried out in accordance with the Glens Centre Child Welfare Policies.
Interviews for positions that include contact with children and young people will include a section on Child Protection Welfare and Training with additional marks being given to applicants with knowledge or experience in this area.
The Glens Centre will provide an information pack for new staff including written job
description, information about the organization, child welfare guidelines and health and safety information.
Dissemination of Child Welfare Policies and Procedures
New staff in positions that include contact with children and young people will receive an induction in the Glens Centre Child Welfare policies from the Designated Child Protection Officer. New staff will sign a statement that they have read the document and agree to act in accordance with it.
New staff in positions that include contact with children and young people will fill in a checklist which includes questions on previous convictions and suitability to work with children.
New staff in positions that include contact with children and young people will be asked to provide the names of two referees who can attest to their previous work with young people. A relevant member of the Glens Centre staff will validate the references verbally.
New staff in positions that include contact with children and young people will be asked to provide a form of photo identification and a utility bill confirming their address.
Causes for concern arising from this procedure include:
Concerns from referees
Self disclosure, inadequate or incomplete answers
Concerns which cannot be explained satisfactorily by the candidate will mean they will not be considered for the position.
Staff will be required to consent to Garda Vetting when it becomes available.
Core staff will be employed for a probationary period of 6 months, casual staff for a probationary period of 1 month.
Awareness raising and Training for Staff and Management
In house Training
All staff coming into contact with children and young people will be expected to take part in annual in-house training in the Glens Centre’s Child Welfare Policies and Procedures.
Revision of Policies and Procedures
Staff and management will have an annual meeting to discuss and update the Glens Centre’s Child Welfare Policies and Procedures.
Visiting artists or groups who will be working with children or young people will:
– Receive a link or copy to the Glens Centre’s Child Welfare Policy and Procedures document and sign an agreement to work in accordance with same.
– Provide contact details for referees who can support their suitability to work with children and young people.
– Sign the statement below that there is no reason that they are not suitable to work with young people.
Policy for Groups Using the Building
Adequate Supervision by Teachers/Youth Leaders
School and Youth Groups should be accompanied by teachers or leaders at all times during visits to theatre performances and exhibitions at the Glens Centre. There should be at least 1 teacher/leader with every 20 students who remains with the group at all times during the visit. When taking group bookings or organizing outings, staff at the Glens Centre must make this policy clear to group organizers.
Guidelines for Young People using the Building
These guidelines will be displayed in the workshop areas of the building and pointed out to all young people and groups involved in workshops. Copies will also be provided to teachers and leaders of visiting group for them to pass on to young people in their charge.
Declaration Form CONFIDENTIAL
Declaration form for all staff and volunteers working with children and young people for projects relating to The Glens Centre
|Date of Birth||
||Place of Birth|
|Any other name previously known as||
|I have received, read and understood the Glens Centre’s Child Protection Policy and will work in accordance with same.||Yes No|
|I have completed a HSE Keeping Safe Programme or equivalent||Yes No|
|I have completed a Garda Clearance form for this scheme or||Yes No|
|I have previously obtained Garda/Police Clearance (please give details)||Yes No|
|Have you ever been convicted of a criminal offence or been the subject of a caution or of a bound over order? If yes, please state the nature and date of offence(s)||Yes No|
I, ____________________________ know of no reason why I would be unsuitable to work with children.
Please provide the names and contact information of two people who can attest to your suitability to work with children and young people.
||Referee No. 1||Referee No. 2|
Signed _______________________________ Date ___________________
All incidents should be entered including near misses, audience/visitor/user, complaints, behavioural issues, structural defects, compromised safety, false alarms, suspected property theft. Enter these details:
Names of People involved
Nature/ Context of Incident,
What was the purpose nature/reason/ event that this person was attending the Glens Centre
Where and how was this person treated? What actions were taken
Core Staff Notified
Reported by (your name)
Remarks on the location within the Glens Centre
Also note what, if any, follow-up actions have been carried out or are required on page 2
Accident details where someone is physically injured must also be entered in the Accident Book located outside tech room on 1st floor.
Also enter details of any Incident or Accident in the log: [online address]