Vulnerable Adult Policy
First in the Queue provides services to a wide range of individuals and organisations throughout the UK and we recognise that some of those organisations requesting our training and coaching services (known as ‘the hiring client’) will have individuals whom they serve, who are vulnerable adults. Where this is the case, the hiring client’s organisation will be responsible for the initial assessment and providing the overall safeguarding and, where required, any crisis support for those individuals.
First in the Queue will have, at least fortnightly, one to one discussions with the designated responsible person from the hiring client for that ‘at risk’ individual, where they will discuss current progress and any future requirements. Any immediate concerns, that occur during training, will be raised by First in the Queue directly with the hiring client at the earliest opportunity, preferably by phone or in person, accompanied by a note being placed on the individual’s records.
A person aged 18 or over, may be considered vulnerable if that person:
- receives personal care, nursing, or support to live independently in their own home, or a care home
- receives any health or social services
- has a substantial learning or physical disability, or
- a physical or mental illness, chronic or otherwise, including addiction to alcohol or drugs, or
- a substantial reduction in physical or mental capacity due to advanced age or to illness.
This list is not exhaustive.
All staff members, associates and volunteers of First in the Queue can play an important part in promoting the safety and protection of vulnerable adults with whom they work. The aim of this policy is to ensure that any vulnerable adults are protected and kept safe from harm, particularly while they are in receipt of services from First in the Queue.
1. Recruitment, Selection & Training of Staff & Volunteers
|1.1||First in the Queue will ensure that its recruitment and selection procedures take account of the need to protect vulnerable adults. Two references will be taken up for all successful candidates prior to a formal offer of employment, and where appropriate referees will be asked to comment on the applicant’s suitability to work with vulnerable adults.|
|1.2||All successful applicants will be asked to agree to an appropriate ‘Disclosure and Barring Service’ check. Disclosures will be requested prior to the applicant taking up post.|
|1.3||Induction for new staff members, associates and volunteers will include information on all relevant policies and procedures, including the protection of vulnerable adults, and on-going training will be provided if necessary.|
|1.4||All staff members, associates and volunteers will have a designated supervisor who will provide appropriate ongoing support and supervision.|
2. Reporting Procedure
|2.1||Abuse of vulnerable adults can take many forms including physical, emotional, sexual and financial. It is not the responsibility of anyone working under the auspices of First in the Queue, in a paid or unpaid capacity, to decide whether abuse has definitely taken place. It is therefore vital that staff raise all cases of suspected or alleged abuse in line with the procedures identified in this policy. It is important to do this as there may already have been concerns expressed by other members of staff, other agencies or individuals and failure to report concerns may put a vulnerable adult at risk.|
|2.2||Any disclosure or suspicion of abuse should be reported to Sue Wright, Founder as soon as possible.|
|2.3||Sue Wright, in consultation with the lead at the hiring client, will gather further information and details by interviewing the person making the report or the service user directly.|
|2.4||Sue Wright, in conjunction with the lead for the hiring client, if appropriate, will then devise an appropriate plan of action. The exact nature of the action taken will be determined by the individual circumstances, but it may include the involvement of external authorities, such as Social Services, referral organisations and the Police.|
|2.5||All staff members, associates and volunteers (where appropriate) of First in the Queue will be familiar with Good Practice and Procedure requirements on the immediate action to be taken following a report of abuse (see below).|
|2.6||Any allegation made against a member of staff, associate or volunteer should be reported to the Sue Wright immediately who will investigate and take action as per the Disciplinary Policy. In the event of an allegation being made against Founder, Sue Wright, this should be immediately reported to the hiring client or their nominated representative.|
|2.7||If a disclosure of abuse is made by a service user, care should be taken to explain to them the procedure that will be followed and they should be told that First in the Queue might not be able to maintain absolute confidentiality. This possibility should have been explained when the service user is initially seen by the hiring client in line with their confidentiality / GDPR policy.|
|2.8||If a service user of First in the Queue makes an allegation about another organisation, this should be reported to Sue Wright who will investigate and take appropriate action.|
3. Good Practice & Procedure Requirements
The following are requirements for the immediate action to be taken following a reporting of abuse by a vulnerable adult.
- React calmly so not to frighten or deter him/her.
- Re-assure him/her that you it was appropriate for them to have told you, and that the abuse is not their fault.
- Do not promise to keep it to yourself, at the earliest opportunity remind them of our confidentiality policy and explain what this means.
- Explain that you need to make sure that they will be safe and may have to pass on the information to somebody trusted to deal with it appropriately.
- Listen carefully to what they say and take them seriously.
- Allow them to tell you what happened in their own words.
It is important to clarify what you have heard, and to establish the basic facts. However, avoid leading questions and do not ask them specific questions about explicit details.
- If possible, make brief notes during the initial disclosure, explaining to them why you are doing this. If not possible to do at the time, make notes as soon as possible afterwards. All notes should be dated and signed by the staff member or volunteer taking them. The information recorded should include:
- The nature of the suspicion or allegation.
- A description of any visible injury.
- Dates and times and any other factual information.
- The distinction between fact, opinion or hearsay.
This information must be passed on to Sue Wright, who will bring it to the attention of the hiring clients previously identified responsible person.