Policy and Procedure No.29a
Whistle blowing encourages and enables employees, committee members and volunteers to raise serious concerns within the organisation of Millfield Pre-school (MPS) rather than overlooking a problem or “blowing the whistle outside”. MPS is committed to the highest possible standards of openness, probity and accountability.
It is our intention at MPS that staff, committee members and volunteers understand their responsibilities, and are made to feel confident and reassured about coming forward to report any concerns regarding other personnel directly associated to the Pre-school at the earliest opportunity.
1. Our aim is to:
a. Ensure all staff understand their responsibilities and feel confident in raising and reporting a serious concern at the earliest opportunity.
b. Provide avenues for staff to raise concerns and receive feedback on any action taken.
c. Ensure that staff receive a response to their concerns and that they are aware of how to pursue them if they are not satisfied.
d. Reassure staff that they will be protected from possible reprisals or victimisation if they have made disclosures in good faith.
MPS recognises the decision to report a concern can be difficult. If what is being said is true, there should be nothing to fear because the relevant party will be ding their duty to their employer and those that MPS provides a service for. All concerns will be treated in confidence and every effort will be made not to reveal the identity of the whistle blower if they so wish. At the appropriate time however, they may need to come forward as a witness.
MPS is committed to good practice and high standards and is supportive of employees. MPS will not tolerate any harassment or victimisation (including informal pressures) and will take appropriate action to protect staff when they raise a concern.
2. The whistle blowing policy is intended to cover major concerns that fall outside the intentions of other procedures.
Concerns that should be reported:
a. The inappropriate treatment or care of a child.
b. Any breach on the behaviour of staff, committee or volunteers.
c. Discrimination of any kind.
d. Concerns that could impact on the health and safety of the children or adults.
e. Damage to the Pre-school property and environment.
f. The unauthorised use of funds.
g. Other unethical conduct.
h. Any serious concerns that staff have about any aspect of the service provision, the conduct of employees of MPS or others acting on behalf of MPS can be reported under the whistle blowing policy.
All staff are given the opportunity to raise any concerns at their half termly supervision meeting with the Lead Practitioner/Manager. However, should a more serious concern need to be raised it should be immediately brought to the attention of either the Lead Practitioner/Manager or the Chair of the Committee verbally or in writing. Staff who wish to make a written report are advised to set out the history and background of the concern, giving names, dates and places where possible, and the reasons for making the disclosure. This will make the investigation easier to complete.
3. Allegations will be dealt with in the following way:
a. Initial enquries will be made to decide whether an investigation is appropriate and if so what form it should take.
b. Initial investigations shall be carried out by the Lead Practitioner/Manager and/or Chair of the Committee. However, should the allegation involve members of the Committee Ofsted shall be informed immediately.
c. If appropriate, it will be referred and put through established Safeguarding Children procedures and may form the subject of an independent enquiry.
d. All concerns will be treated with confidence and every effort will be made not to reveal a staff members identity. However, while making all reasonable efforts to maintain the confidentiality of the matter as a whole, at a certain stage in the investigation it may be necessary to make the origin of the complaint known to the person or persons.
e. Should an individual be found to be in breach of their contract Policy and Procedure No. 30 Disciplinary and Grievance, action shall be implemented.
4. Untrue allegations:
a. If an employee raises a concern in good faith, but it is subsequently confirmed by the investigation to be untrue, no action will be taken against the employee. However, if the allegation is found to have been frivolously or maliciously made or for personal gains, Policy and Procedure No. 30 Disciplinary and Grievance action may be implemented.