Introductory Statement
The staff, and representatives of parents of Holy Family Senior National School drafted the following policy on their school development planning day on 11^th February 2003.
First Revision 2008 . 2^nd Revision September 2014.
 Rationale
The Board of Management of Holy Family Senior National School (also referred to in this document as the “B.O.M.”) has adopted the Department of Education and Science Guidelines and Procedures for schools in relation to Child Protection and Welfare. This policy is an outline of how Holy Family Senior National School proposes to implement these guidelines in order to ensure the protection and welfare of all children attending our school.
Relationship to Characteristic Spirit of School
Holy Family Senior National School seeks to help the children to grow and develop into healthy, confident, mature adults, capable of realising their full potential as human beings. We strive to create a happy, safe environment for the children where they feel secure, knowing that if they have concerns, they will be listened to with understanding and respect and they will be acted on.
Aims

1. To raise awareness of child abuse namely, emotional, physical, sexual abuse and neglect, among all members of our school community including Board of Management, teachers, pupils, parents, SNAs, secretary and caretaker.
2. To put in place clear procedures for all school personnel dealing with suspicions and allegations of child abuse.
3. To identify other policy areas which need to be amended in light of the ‘Child Protection & Child First Guidelines’
4. To identify curricular content and resources that contribute to the prevention of child abuse and to enable children to properly deal with abuse if it occurs.

 
Content of Policy
This policy reflects our school ethos, which promotes a nurturing environment. Our policy promotes respect for each individual, individual differences are recognised and self esteem is seen as a priority.  SPHE and religion programmes are central to our child protection policy. Included in our SPHE plan (including Stay Safe, Walk Tall Programmes) are strategies taught to the children which lead to the understanding, recognition and prevention of abusive behaviour.  The school identifies aspects of curriculum through which positive and lasting influences can be exerted towards forming pupil’s attitudes and values.  The school promotes positive habits of self-respect, self-discipline and responsibility among all its members.
 
Appointment of a Designated Liaison Person

1. The Board of Management has appointed David O’Keeffe as the Designated Liaison Person (DLP) in Holy Family Senior National School. to have specific responsibility for child protection.
2. Ms Fidelma Curran has been appointed as Deputy DLP to take the place of the DLP if he/she is unavailable for whatever reason.
3. The position of D.L.P. will be addressed at the first meeting of each new Board of Management. The D.L.P. will continue to act as such until such time as he/she is replaced by the BOM for whatever reason.

 
Roles and Responsibilities.

1. The Board of Management has primary responsibility for the care and welfare of their pupils.
2. The DLP has specific responsibility for child protection in the school.
3. All staff have a general duty of care to ensure that arrangements are in place to protect children from harm.

 
Role of the Board of Management.

1. To arrange for the planning, development and implementation of an effective child protection programme.
2. To monitor and evaluate its effectiveness.
3. To provide appropriate staff development and training

 
Specifically they will:

1. Appoint a DLP and deputy DLP.
2. Have clear procedures for dealing with allegations or suspicions of child abuse (See below)
3. Monitor the progress of children at risk
4. Ensure that curricular provision is in place for the prevention of child abuse.
5. Investigate and respond to allegations of child abuse against one of the school’s employees which have been reported to the Health Service Executive (HSE) or Gardaí.
6. To decide on teachers attendance at child protection meetings/case conferences and to advise teachers before attending such meetings/conferences.

 
Procedure for Dealing with Allegations or Suspicions of Child Abuse.
 In the event of a disclosure or allegation being made, or where a suspicion of child abuse exists the following procedure will apply:

1. In the first instance the disclosure, allegation or suspicion will be reported to the D.L.P.

2. Where uncertainty exists as to whether there are grounds for making a report further advice and/or clarification will be sought from the Health Board. (See Section 3.2.2 Child Protection Guidelines)

3. If, following the discussion outlined in step 2 above, the Designated Liaison Person decides that there are not sufficient grounds for the allegations or suspicions to be referred to the relevant health board, the school employee will be given a clear statement, in writing, as to the reasons why action is not being taken. The school employee will be advised that, if he/she remains concerned about the situation, he/she is free to consult with or report to the health board. The Standard Reporting Form at Appendix 1 of the guidelines will be used. Any such report would be covered by the Protection for Persons Reporting Child Abuse Act, 1998.

4. If the D.L.P. believes that there are sufficient grounds for making a report the D.L.P. will, in the first instance, report the matter to the relevant Health Board by establishing contact with the duty social worker. . The Standard Reporting Form will be used.  The chairperson of the B.O.M will be informed that a report is being made.

5. In the event of an emergency, or the non-availability of health board staff, the report will be made to An Garda Síochána

6. All disclosures, allegations, suspicions and related discussions will remain strictly confidential.

Procedure for Dealing with an Allegation or Suspicion of Child Abuse being made against a School Employee.

1. School employees, other than the D.L.P., who receive allegations of abuse against another employee, will report the matter without delay to the D.L.P.

2. A written statement will be sought from the person making the allegation. Parents/guardian may make a statement on behalf of a child.

3. Where uncertainty exists as to whether there are grounds for making a report further advice and/or clarification will be sought from the Health Board. (See Section 3.2.2 “Child Protection Guidelines” )

4. If, following the discussion outlined in step 3 above, the Designated Liaison Person decides that a report should not be referred to the relevant health board, the person making the allegation will be given a clear statement, in writing, as to the reasons why action is not being taken. The person will be advised that, if he/she remains concerned about the situation, he/she is free to consult with or report to the health board. The Standard Reporting Form at Appendix 1 of the guidelines will be used. Any such report would be covered by the Protection for Persons Reporting Child Abuse Act, 1998.

5. Whether or not the matter is being reported to the relevant health board, the D.L.P. will always inform the Chairperson of the Board of Management of the allegation.

6. If the D.L.P. believes that there are sufficient grounds for making a report the D.L.P. will, in the first instance, report the matter to the relevant Health Board by establishing contact with the duty social worker.  The Standard Reporting Form will be used.  The chairperson of the B.O.M will be informed that a report is being made.

7. In the event of an emergency, or the non-availability of health board staff, the report will be made to An Garda Síochána

8. All disclosures, allegations, suspicions and related discussions will remain strictly confidential.

9. 9. School employees who form suspicions regarding the conduct of another school employee will consult with the Designated Liaison Person. The Designated Liaison Person may wish to consult with the appropriate health board. If the Designated Liaison Person and the school employee are satisfied that there are reasonable grounds for the suspicion, the Designated Liaison Person will report the matter to the relevant health board immediately. The Designated Liaison Person will also report the matter to the Chairperson of the Board of Management, who will proceed in accordance with the procedures outlined in Chapter 4.3 of the guidelines. Chapter 3, Paragraph 3.2 of the guidelines should be read in full, in conjunction with this paragraph. (See Appendix 1 for Paragraph 3.2)

Action to be taken by the Chairperson of the Board of Management.

1. When a Chairperson of a Board of Management becomes aware of an allegation of abuse against a school employee, the Chairperson will privately inform the employee of the following:
   1. the fact that an allegation has been made against him/her;
   2. the nature of the allegation;
   3. whether or not the matter has been reported to the appropriate health board by the Designated Liaison Person;
2. The employee will be given a copy of the written allegation and any other relevant documentation. The employee will be requested to respond to the allegation in writing to the Board of Management within a specified period of time.  The employee will be told that his/her explanation to the Board of Management will also be passed on to the health board.

3. At this stage, it must be remembered that the first priority is to ensure that no child is exposed to unnecessary risk. The Chairperson of the Board of Management will as a matter of urgency take any necessary protective measures. These measures should be proportionate to the level of risk and should not unreasonably penalise the employee, financially or otherwise, unless necessary to protect children.

4. If, in the Chairperson’s opinion, the nature of the allegation warrants immediate action, the Chairperson, on behalf of the Board of Management, will direct that the employee absent him/herself from the school with immediate effect. Where the Chairperson is unsure as to whether the nature of the allegations warrants the absence of the employee from the school while the matter is being investigated, s/he will consult with the Child Care Manager of the local health board and/or An Garda Síochána for advice as to the action that those authorities would consider necessary. Following those consultations, the Chairperson will have due regard for the advice offered.

5. Any absence by a school employee would be regarded as administrative leave of absence with pay and not a suspension. Such a leave of absence would not imply any degree of guilt on the part of the school employee. Where such a leave of absence is invoked, the Department of Education and Science will be contacted with regard to:
   1. Formal approval for the paid leave of absence of the school employee; and
   2. Departmental sanction for the employment of a substitute teacher

Further follow-up required.

1. Whether or not the employee is absent from the school on administrative leave, it is necessary for the Chairperson to inform the Board of Management immediately of the matter. The Chairperson will convene an immediate meeting of the Board for this purpose and inform the Board members of the nature of the allegations, the action taken in respect of same and the outcome of any consultations with the health board and/or an Garda Siochana. Members of the Board of Management will be reminded of their serious responsibilities to maintain strict confidentiality about all matters relating to the issue. The principles of due process and natural justice will be adhered to by the Board.

2. It should be noted that, in certain situations, it might not be possible for the Board of Management to reach any definitive conclusions as to whether the alleged abuse actually occurred. Such a situation could occur where the allegations of abuse relate to the past employment of the school employee and where these allegations are being investigated by either the health board or An Garda Síochána. In such situations it may not prove possible for a Board of Management to conduct any proper enquiry into the allegations. In these cases the Chairperson of the Board of Management will maintain regular and close liaison with those authorities and a decision on the position of the school employee will be taken having due regard to the advice given to the Board of Management by those authorities. If a decision is taken that the school employee should take administrative leave of absence, the Department of Education and Science will be immediately informed.

3. However, where the alleged abuse has taken place within its school, or relates to the abuse of pupils of the school by school employees outside of school time, the Board of Management will convene a meeting. At this meeting the Board will consider in detail the allegations which have been made against the school employee and the source of those allegations, the advice of the health boards and/or An Garda Síochána in relation to the allegation and the written response of the employee to the allegations.

4. At this meeting the person/agency who is alleging abuse by the school employee will be offered an opportunity to present his/her case to the Board and may be accompanied by another person in doing so. Parents/guardians may act on behalf of a child. Likewise the employee will be afforded an opportunity to make a presentation of his/her case to the Board and may also be accompanied by another person.

5. Having followed the procedures outlined above, and having satisfied itself that it has sufficient information to hand for it to make a determination in relation to the allegation, the Board will then make a decision on the action, if any, it considers necessary to take in respect of the employee. The Department of Education and Science will be informed of the outcome where the school employee had been absent on administrative leave.

Feedback from Health Boards.
The Children First guidelines place an onus on health boards to ensure that arrangements are put in place to provide feedback to employers in regard to the progress of a child abuse investigation regarding an employee. It is clearly stated in those guidelines that efforts should be made to investigate complaints against employees promptly bearing in mind the serious implications for an innocent employee. Health boards should pass on reports and records to the employer and the employee in question where appropriate. This will assist the employer in reaching a decision as to the action to be taken in the longer term concerning the employee. Employers should always be notified of the outcome of investigations.  It is the responsibility of  the Chairperson of the Board of Management to maintain close contact with the health boards to ensure that the health boards act promptly in cases of alleged abuse involving school employees.
Peer Abuse and Bullying.

1. It is important that sexualised behaviour between children is not ignored and, as appropriate, certain cases should be referred to the health board. However, it is also very important that the different types of behaviour are clearly identified and that no young person is wrongly labelled “a child abuser”, without a clear analysis of the particular behaviour. The Children First guidelines (Chapter 11) outline four different categories of behaviour, which warrant attention and it is important that all school personnel would consult Chapter 11 of Children First where they have concerns regarding possible abuse.

2. Sexualised behaviour may also be indicative of a situation that requires assessment by the health board. Children who are abusive towards other children require comprehensive assessment and therapeutic intervention by skilled child care professionals. It is known that some adult abusers begin abusing during childhood and adolescence, that significant numbers will have suffered abuse themselves and that the abuse is likely to become progressively more serious. Early referral and intervention is therefore essential.

3. Sexualised behaviour between children is inappropriate and must be taken seriously. The school will arrange separate meetings with the parents of all the children involved in such behaviour with a view to resolving the situation.

4. In a situation where child abuse is alleged to have been carried out by another child, the reporting procedures outlined in Procedure for Dealing with Allegations or Suspicions of Child Abuse in this policy document and in Chapter 3 (page 11) of the guidelines should be followed.

Sexual Abuse by Children and Young People

1. In cases where school personnel have concerns about a child, but are not sure whether to report the matter to the appropriate health board, they should seek appropriate advice. To do so, the Designated Liaison Person will consult the appropriate health board staff. In consulting the appropriate health board staff, the Designated Liaison Person should be explicit that he/she is requesting advice and consultation and that he/she is not making a report. It would not be envisaged at this informal stage that the Designated Liaison Person would have to give identifying details as is required when a report is being made.

2. In cases where children are abusive towards other children, it is the responsibility of the relevant health board to establish appropriate treatment programmes to cater for children who engage in abusive behaviour against other children.

3. Schools should also make appropriate arrangements to minimise the possibility of any abusive behaviour re-occurring within the school. Schools should also provide assurances to parents/guardians of the abuse victim that the school will take all reasonable measures to ensure the safety of their children within the school. The principal and class teachers concerned will make arrangements to meet the parents of all the children involved in the incident with a view to addressing the matter. Separate meetings will be arranged for parents of the involved children.

 
Bullying.

1. Bullying can be defined as repeated aggression be it verbal, psychological or physical which is conducted by an individual or group against others. It is behaviour that is intentionally aggravating and intimidating and occurs mainly among children in social environments such as schools. It includes behaviour, such as teasing, taunting, threatening, hitting, exclusion or extortion by one or more pupils against a victim. The more extreme forms of bullying behaviour, when they are perpetrated by adults rather than children, would be regarded as physical or emotional abuse. However, other major forms of child abuse such as neglect and sexual abuse are not normally comprehended by the term bullying. Cyber Bullying is another form of extreme bullying which can have major detrimental effects on children and adults.

2. It is recognised that bullying in schools is an increasing problem. Since school management authorities are responsible, in the first instance, for dealing with bullying in school, Holy Family Senior National School has discharged this responsibility by drawing up an anti-bullying policy in accordance with the Guidelines on Countering Bullying Behaviour in Primary and Post-Primary Schools which were issued in 1993 and the Child First guidelines   This Child Protection Policy should be read in conjunction with the Holy Family SNS Anti Bullying Policy  dated 18/02/2014.

Board of Management Meeting Date:     September 2014.
Chairman Board of Management:     Mr. Paul Martin