1. Heads’ Forum 11 th November 2009

2. 1 to 1 tuition programme

3. Update Currently are delivering 75% of primary places 55% of Secondary places Over 100 tutors – 36 of which have attended training

4. All resources should be on school staff zone, under school improvement, one to one tuition (green) http://www.lbhf.gov.uk/Directory/Educa tion_and_Learning/Schools_and_Colle ges/School_Staff_Zone/129348_One_to _One_Tuition.asp

5. START Put tutor onto schools single central record After approximately 5 sessions tutor should fill out a casual claim form and should add 1 hour forPPA (please name pupil on this form). Please ensure your school name and if possible the schools cost code and hourly rate. CENTRALLY IN SCHOOL OFFICE KEEP COPIES OF THESE CASUAL CLAIM FORMS New starter notification form Appointment form Bank details The following need to be sent with the above to Personnel: GTC registration details Filled in application form from applicant Make up a personnel file for them and ensure they have an appropriate induction pack current RB plus if necessarynew H&F form Applicant Interview THE END – When 10 sessions are completed – ensure a further 1 hour for PPA is claimed and also fill out DCSF database on pupil that has completed their allocated 10 sessions Offer job subject to references and determine hourly rate £29 per hour in most cases Pick up references and do quick letter to confirm appointment and terms On first day of work – get new employee to fill out the following forms Upload pupil data onto DCSF website when tuition starts

6. DCSF website https://www.onetoonetuitiondata.dcsf.gov. ukhttps://www.onetoonetuitiondata.dcsf.gov. uk

7. Housekeeping hints Please induct your tutors (induction pack would be good) as you would any member of staff – this can be done by a TA – toilets/fire procedure/how to use the photocopier/where to get resources Invite them to staff meetings/events Make sure they know who their line manager is Ensure they have a quiet space to work in, preferably a room

8. £24 pupil participation costs Resources – exercise books, pens, paper, whiteboards, pencils, pens etc OR let them buy the resources and you refund them Photocopying

9. QA You will receive an email asking you to do several things ahead of the visit to make it run more smoothly

10. Sylvia.howieson@lbhf.gov.uk 07796320404

11. HUMAN RESOURCES FOR SCHOOLS SERVICE LEVEL AGREEMENT

12. Service Level Agreement 2009/10

13. Key feedback on the SLA Payroll Services Mid cycle pay report requested Information in a timely manner Not clear who is the payroll officer for our school? And we never see them What are the current pay scales?

14. Key feedback on the SLA HR Services What terms and conditions are our staff on? Difficulty in accessing HR information We would like updates of legislative changes in advance CRB? (Various) Better advice for school governors Occupational Health appointments- are we getting value for money?

15. Key feedback on the SLA Cost

16. You Asked – We Listened Introduced the mid cycle verification report An agreed timetable for payroll reports. Reports will be fully automated from July 2009 via the new Business objects New split with Payroll officers assigned to individual schools. Your Payroll Officers will attend visits with HR Officers as part of the rolling programme of visits to schools One point of contact for all claims, based in payroll Current pay scales circulated to schools Improved support for school governors on headteacher pay and performance

17. You Asked – We Listened Overview of the 6 sets of terms and conditions in schools. We sent a report identifying which set of T&Cs related to each member of staff. Pay scales sent out for the different T&Cs to all schools Monthly reports sent out to all schools on the Establishment, Absence Management (trigger & review), Maternity,CRB, Border & Immigration Visa and 65 plus. Annual GTC report. The Introduction of the HR School Zone page in September 2009. Access to all schools to HR forms pay scales and guidance documents

18. You Asked – We Listened Information documents on ISA and Border and immigrations services Meeting arranged with Borders and Immigration Safeguarding Information CRB – full audit completed, improved processing time. Monthly reports to schools on school staff. Application to the CRB to be part of the new e-crb pilot (awaiting response) Regular case conferences with the Council’s Doctor to highlight particular area of concerns and queries. HR checking of all reports from OHU to ensure that all queries have been addressed and particular issues relating to schools have been taken into consideration before dispatch to the School. Shorter waiting time for OHU appointments.

19. You Asked – We Listened We have been working on trying to generate a cost effective service With the efficiencies made in the service, supported by the transfer of the Payroll Service to HR and efficiencies using IT solutions, we are in a position to refund for this year 2009/10 collectively for all schools 35% of the increase

20. We are still listening Guidance and Training on Job Evaluation Guidance and templates for reorganisations Reviewing the possibility of improving processing by linking Sims to Trent

21. We are still listening Your views are important A client survey will be undertaken so we can focus on what is important to you

22. Service Delivery – The future Cost Sign up to a 3 year SLA Our intention is to endeavour to offer only an inflation increase each year plus any statutory changes (eg. if the CRB change the fee from £36 to £38, ISA etc)

23. Service Delivery – The future Base Services will continue to be free of charge to all schools with free services including: Written guidance prepared and distributed to head teachers and chairs of governors on changes in –Employment law –The Teachers’ Pay and Conditions Document –The Teaching Regulations –Other legislation or statutory instruments affecting employment conditions within schools, including changed requirements to contracts of employment –National and local conditions of service Consulting with Teacher and Officer Trade Unions Provide and update model school policy and procedures

24. Service Delivery – The future Giving advice to governing bodies, where the LA has the legal right to do so, in accordance with the relevant education acts. This type of advice would cover: –Teachers’ Pensions Service –Facilitating the provision of estimates for redundancy, severance, premature retirement and efficiency retirement –Elements of the work involved in school closures, or amalgamations, transfer to academies (LA led initiatives)

25. Service Delivery – The future Strategic development, such as responses to national staffing strategies, eg. remodelling, extended schools, etc. Processing of List 99 /CRB/ISA (CRB disclosure charges - currently £36 - will continue to be passed onto schools) Advising on positive CRB Disclosures Safeguarding/Child Protection Activity Maintaining HR school zone website that provides guidance and advice to schools and model policies, job descriptions and letters etc Attendance at induction briefings for new headteachers on the breadth of HR management procedures

26. The Vetting & Barring Scheme Simon Morrison Home Office VSPU September 2009

27. 27 Format of presentation Background to the Scheme Operational Responsibilities What’s New Phasing and Costs Any Questions…

28. Imagine…. 28

29. 29 Introduction to the scheme The Safeguarding Vulnerable Groups Act 2006 sets out the scope of the scheme for England, Wales & NI Core purpose: to prevent unsuitable people from working or volunteering with children and vulnerable adults The Scheme will fundamentally reform current vetting and barring practices…. …but employers retain their responsibilities for ensuring safe recruitment and employment practices

30. Delivering the Bichard Report The recommendations have been substantially delivered The Vetting and Barring Scheme is part of a larger framework covering the use of information to support public protection This represents a major improvement in the sharing of information to protect children and vulnerable adults VBS interconnects with significant programmes in Police delivery capability and international information sharing.

31. Delivering the Scheme Police Umbrella Bodies Regulators Stakeholders in Education, Faith, Health / Social Care, Sport, Local Authorities Employers, Recruitment Agencies, Unions, Charities Other Government Departments

32. 32 So, what’s new...? OCTOBER 2009 Regulated Activity - safeguarding scope is widened New Barred lists replace POCA, POVA and List 99 The Independent Safeguarding Authority established –ISA referrals process –ISA Decision Making process JULY 2010 A Register of those able to work with vulnerable groups Continuous monitoring of registration status Free online checking

33. New Criminal Offences Phasing in the Scheme Oct 2009July 2010Nov 2010Jan 2011 Wider Definition of Regulated Activities Duty to make Referrals New Barred Lists Individual Registration starts Controlled Activity Mandatory to have ISA registration for new starters & when moving jobs Extends to current workforce Jan 2014 33

34. 34 How the process will work Online Checking

35. Regulated Activity Involves contact with children or vulnerable adults and is: a special type of activity or – any activity in a special place or – holding a special position No distinction is made between paid and voluntary work Also covers Fostering and ‘Defined Office Holders’ Eg Directors of Children’s Services, Trustees of children’s Charities, School Governors.. No distinction made between paid and voluntary work 35

36. Regulated roles include... Where people are providing advice, guidance or assistance to vulnerable adults or children, including teaching, care or supervision. This includes roles such as: Teachers GPs & Nurses. Childcare workers Osteopaths, chiropractors Care workersAll staff in children’s hospitals Prison officersOpticians, Dentists Youth workers Volunteers in the sector Some Taxi drivers Many sports coaches 36

37. Specified Places: –schools, –children’s homes –children’s hospitals –juvenile detention facilities –adult care homes All people working or volunteering in specified places and meeting the frequency criteria must be ISA registered –nurseries 37

38. 38 What Regulated Activity means Duties and responsibilities under regulated activity where an organisation is providing the activity: A barred individual must not undertake regulated activity To undertake regulated activity an individual must be ISA-registered An employer must check that a prospective employee who is in regulated activity is ISA-registered An employer must not engage in regulated activity a barred person or a person who is not ISA-registered Personal and family relationships are not covered

39. 39 Key points for private arrangements The Scheme includes – those employed in domestic situations e.g. home tutors, childminders, personal care assistants, – self-employed people working in regulated activity e.g. sports coaching, therapeutic massage Although it will not be mandatory for ‘domestic’ employers to check people they engage, they can. A barred person must not engage in any regulated activity

40. The ISA A non-departmental public body, established in Jan 2008 Chair: Sir Roger Singleton, supported by 10 Board members - experienced experts in safeguarding. With 200 case workers, based in Darlington From 20 Jan 2009, following secondary legislation, the ISA has been making the decisions on new referrals to the current barring schemes - business as usual, except that referrals go to the ISA instead of DCSF or DH 40

41. 41 Referrals to the ISA Employers, professional and regulatory bodies, and child/adult protection teams in Local Authorities MUST refer information to the ISA in certain circumstances In other circumstances, employers may refer information regarding an individual’s conduct to the ISA Parents/private employers should go to a statutory agency(e.g. social services or the police) The Independent Safeguarding Authority will inform professional/regulatory bodies when it bars someone, so that their professional registration can also be reviewed

42. 42 ISA Decision Making Process Automatic Bar / subject to Representations CASE RECEIVED consider: Relevant Conduct (Behaviour) & Risk of Harm Conviction / Caution Competent Body Findings CASE ASSESSMENT using ‘Structured Judgement Process’ Referral Information Further Info gathered Cumulative Behaviour BARRING DECISION & Listing Representations Minded to Bar Specialist Referral

43. Introducing : ISA Registration The Bichard Report - Recommendation 19: “.. New arrangements should be introduced requiring those who wish to work with children or vulnerable adults to be registered. The register would confirm that there is no known reason why an individual should not work with these client groups.” A positive register with continuous monitoring of status 43

44. 44 Scheme phasing in Applications for ISA-registration will start in July 2010 for new entrants to the workforce & those moving jobs only From November 2010 it will be mandatory for new entrants and job movers to have ISA-registration before they start their new posts Members of the existing workforce will be phased into the scheme from April 2011, starting with those who have never had a CRB check We expect the roll out to phase in over a 5 year period.

45. Quick Test 1 An arts and drama teacher in a secondary school wants to take a class out to a music concert one evening… Does s/he need to be registered ? 45

46. Quick Test 2 A nurse who helps at a youth group wants to be part of the team taking them on a residential weekend … Does s/he need to be registered ? 46

47. Quick Test 3 The volunteer organiser of local Stroke Association provides advice on benefits, grants for home adaptations, and organises weekly social evening for members and their relatives Does s/he need to be registered ? 47

48. 48 Introducing Online Checking The status of individuals will be continuously updated on receipt of new information, such as convictions or referrals from employers Online status checking ISA- registered Not ISA- registered Not barred Not applied BARRED Voluntarily withdrawn

49. 49 Impact of Online Checking Online Checking is free, available 24/7 In line with the Phasing Strategy, as the Vetting & Barring Scheme is rolled out, it becomes illegal for organisations to engage anyone in regulated activity without checking their registration status first Those with a ‘legitimate interest’ in the individual will be notified if an individual is de-registered from the scheme. Regulatory bodies will also be notified, so that professional registration status can also be reviewed

50. 50 What will it cost? Individuals in paid employment will pay a once off fee of £64 when applying for registration with the Scheme. This includes the cost of an enhanced CRB disclosure Those involved only in unpaid voluntary activity do not pay the application fee Students undertaking vocational courses (medicine, nursing, teaching, etc) have to pay the application fee

51. Clear Benefits Better Information Sharing - employers, other statutory, business and public organisations must refer appropriate information to the ISA Direct Safeguarding Support - Barred individuals are excluded from working and volunteering with vulnerable groups. Employers will be informed if an employee becomes de-registered from the scheme Public Reassurance : Parents/individuals will also be able to check that people they employ in a private capacity in regulated activity are registered with the ISA

52. How you can prepare Stay Engaged Liaise with relevant Registered Bodies and Regulators Keep up to date with Scheme developments Use briefing tools to spread the word Ensure Internal Communication Inform colleagues especially HR, disclosure staff Consider which roles are defined as regulated activity Start outline planning – staff numbers/budgets For July 2010 Look at all contract terms and conditions Prepare adverts for jobs as ‘subject to ISA registration’ Continue safe recruitment practices 52

53. For further information visit www.isa-gov.org or call : 0300 123 1111 Your Questions 53

54. 54 Summary of scheme Information sharing framework is enshrined in law and is at the heart of the scheme Anyone working or volunteering with vulnerable groups in regulated activity must be registered Employers must verify an individual’s registration status, Parents/individuals can use the system too Employers will be informed if an employee becomes de- registered from the Scheme Barring decisions will be taken by independent experts. Oct 09 - Regulated activities introduced - ISA Processes July10 - Applications for Registration start

55. Children in Need Protocol Paul Bains, Head of Safeguarding and Quality Assurance Unit Christine Mee, Children in Need Chair

56. Definition of a Child in Need Under Section 17 (10) of the Children Act 1989, a child is a Child in Need if: he/she is unlikely to achieve or maintain, or have the opportunity of achieving or maintaining, a reasonable standard of health or development without the provision for him/her of services by a local authority; his/her health or development is likely to be significantly impaired, or further impaired, without the provision for him/her of such services; or he/she is disabled.

57. Aims Children in need reviewing was being done in FSCP post CP plan – longer term team Consultation with CAS and FSCP and CAF Managers undertaken Decision to move CIN planning into CAS operations Promoting CIN planning in all complex non CP cases CIN planning to take place during the core assessment phase To ensure that cases that transfer between social care services have evidenced assessments in place Establish clearer threshold between children in need and child protection

58. Potential outcomes Focus CP activity on younger children More focused multi-agency working on children in need cases Outcomes focussed – pro-active intervention, evidence informed assessment and intervention Reduce re-registration on CP list through CIN work Reduce legal delays for children in court because of lack of assessment information

59. Child in Need Chair Chairs CIN planning meetings prior or during Core Assessment Phase Based on the complexity of the case In discussion with TM’s and SW’s Provides independent consultation to all professionals Provides independent consultation re: CIN planning or CP route

60. Post CP Conference Decision to change the plan to CIN plan CP chair to chair the next CIN meeting post CP plan To take responsibility for the change in plan and ensure that the CIN plan has been effective Reduce re-referral to CP conference

61. In Conclusion CIN protocol to enable depth in assessment of non CP complex cases CIN chair to chair complex CIN meetings CP chair to chair change of plan CIN meetings post CPCC CIN chair to provide consultation to professionals both lead or otherwise Spectrum of support mechanisms for range of children’s needs