This policy sets out staff responsibilities for child protection and processes that staff\u00a0must follow in relation to child protection matters. This policy applies to all staff members, which includes employees, contractors and volunteers.<\/p>\n
Staff members who fail to adhere to this policy may be in breach of their terms of employment.<\/p>\n
The key pieces of child protection legislation in New South Wales include:<\/p>\n
There are a number of other School policies that relate to child protection that staff\u00a0members must be aware of and understand including, but not limited to:<\/p>\n
The Principal or their delegate monitors compliance with this policy and the Head of relevant entity securely maintains school records relevant to this policy, which includes:<\/p>\n
<\/p>\n
The safety, protection and welfare of students is the responsibility of all staff members and encompasses:<\/p>\n
There are different forms of child abuse. These include neglect, sexual, physical and emotional abuse.<\/p>\n
Neglect<\/span> is the continued failure by a parent or caregiver to provide a child with the basic things needed for his or her proper growth and development, such as food,\u00a0clothing, shelter, medical and dental care and adequate supervision.<\/p>\n Sexual abuse<\/span> is when someone involves a child or young person in a sexual activity by\u00a0using their power over them or taking advantage of their trust. Often children are\u00a0bribed or threatened physically and psychologically to make them participate in the<\/p>\n activity. Child sexual abuse is a crime.<\/p>\n Physical abuse<\/span> is a non-accidental injury or pattern of injuries to a child caused by a parent, caregiver or any other person. It includes but is not limited to injuries which are caused by excessive discipline, severe beatings or shakings, cigarette burns, attempted<\/p>\n strangulation and female genital mutilation.<\/p>\n Injuries include bruising, lacerations or welts, burns, fractures or dislocation of joints.<\/p>\n Hitting a child around the head or neck and\/or using a stick, belt or other object to discipline or punish a child (in a non-trivial way) is a crime.<\/p>\n Emotional abuse <\/span>can result in serious psychological harm, where the behaviour of the parent or caregiver damages the confidence and self-esteem of the child or young person, resulting in serious emotional deprivation or trauma.<\/p>\n Although it is possible for \u2018one-off\u2019 incidents to cause serious harm, in general it is the frequency, persistence and duration of the parental or carer behaviour that is\u00a0instrumental in defining the consequences for the child.<\/p>\n This can include a range of behaviours such as excessive criticism, withholding affection, exposure to domestic violence, intimidation or threatening behaviour.<\/p>\n Child wellbeing concerns are safety, welfare or wellbeing concerns for a child or young person that do not meet the mandatory reporting threshold, risk of significant harm in\u00a0section 5.1.2.<\/p>\n Key legislation requires reporting of particular child protection concerns. However, as part of the school\u2019s overall commitment to child protection all staff members are\u00a0required to report any child protection concerns or concerns about the safety, welfare<\/p>\n or wellbeing of a child or young person to the Principal.<\/p>\n If the allegation involves the Principal, a report should be made to the President of the School Board.<\/p>\n <\/p>\n The following clause outlines the responsibilities of the school and staff members\u00a0regarding Child Protection training, the procedures followed by the School to ensure its\u00a0requirements are met and who is responsible for each part of the process.<\/p>\n The School provides all staff members with a copy of this policy and will ensure all\u00a0staff members participate in child protection training annually.<\/p>\n Training is held on at least an annual basis, typically at the commencement of the school year and delivered by an external provider e.g. AIS NSW or Office of the\u00a0Children\u2019s Guardian. This training is mandatory for all staff and staff need to sign-in to confirm their attendance and these records are stored in electronic form. Any staff that do not attend are identified through attendance records and required to attend a makeup session later in the year, organised by the Deputy Principal.<\/p>\n Training for casual staff members including sports coaches, music tutors etc. is also held on an annual basis and delivered by a member of the Human Resources and\/or\u00a0Executive Team.<\/p>\n The New Staff Orientation Program includes a session, delivered by the Principal, on\u00a0Child Protection matters, with direct links to both the Staff Code of Conduct and Child\u00a0Protection Policy.<\/p>\n Child Protection Training programs are noted on the School Calendar. Attendance records are maintained by the Human Resources office.<\/p>\n Some staff members undergo further training such as in Child Protection Investigations. These Child Protection Training programs are noted in the Annual Report.<\/p>\n All new staff members must read this policy and sign the acknowledgement that they\u00a0have read and understood the policy. All new staff are provided with a copy of this policy by the HR Manager as part of an induction program, delivered either face to\u00a0face or via an online system. Records of acknowledgement are maintained through the Human Resources office.<\/p>\n All staff members must participate in annual child protection training and additional\u00a0training, as directed by the Head of relevant entity. The training complements this policy and provides information to staff about their legal responsibilities related to child\u00a0protection and school expectations, including:<\/p>\n <\/p>\n The WWC Act protects children by requiring a worker to have a Working With\u00a0Children\u2019s Check (WWCC) clearance or current application to engage in child related work. Failure to do so may result in a fine or imprisonment.<\/p>\n The Office of the Children\u2019s Guardian (OCG) is responsible for determining applications for a Working With Children Check clearance (WWCC clearance). It involves a national criminal history check and review of reported workplace\u00a0misconduct findings. The result is either to:<\/p>\n In addition, the OGC may impose an interim bar on engaging in child related work for\u00a0 both applicants and WWCC clearance holders.<\/p>\n WWCC clearance holders are subject to ongoing monitoring by the OCG.<\/p>\n Staff members\u00a0who engage in child-related work and eligible volunteers (including those volunteers working at overnight camps) are required to:<\/p>\n It is an offence for an employee to engage in child-related work when they do not hold\u00a0a WWCC clearance or if they are subject to a bar.<\/p>\n All volunteers are required to be aware and follow the expectations of conduct\u00a0expressed in the School\u2019s Staff Code of Conduct.<\/p>\n The School is required to:<\/p>\n As part of the recruitment process, candidates (including permanent or casual employees, any other child-related workers or eligible volunteers) are required to provide the School with their WWCC and photo ID. Their WWCC is then verified online by a member of the Human Resources team prior to an Offer of Employment being issued. In rare instances where a candidate does not yet have a WWCC e.g. they are interstate, a conditional offer of employment may be issued where a valid WWCC is required before they commence employment.<\/p>\n WWCC records are entered into the School\u2019s online database (currently Edumate) against each staff member\u2019s record including the expiry date and can be extracted in the prescribed form as required by the OCG Record Keeping template.<\/p>\n Maintenance of Records<\/p>\n It is the responsibility of the Human Resource Management team to ensure that records are maintained and current. Automated reports are generated from the database alerting the Human Resources team when a WWCC is nearing expiry, who will then email the staff member.<\/p>\n In the instance a valid WWCC clearance is not provided prior to the expiry date, a report is automatically generated from the School\u2019s database and sent to the Principal, Deputy Principal, Head of Primary and Human Resource Manager showing staff members whose WWCC is due to expire in the next week. In this instance, staff will have until the expiry of their WWCC to rectify this otherwise they will be stood down from duties until a valid WWCC can be provided and verified.<\/p>\n A WWCC clearance is authorisation under the WWC Act for a person to engage in child-related work.<\/p>\n Child-related work involves direct contact by the worker with a child or children and\u00a0that contact is a usual part of and more than incidental to the work. Child related work includes, but is not limited to work in the following sectors:<\/p>\n Any queries about whether a particular role or duty is considered as child-related work should be directed to the Principal.<\/p>\n An application or renewal can be made through Service NSW or its replacement agency. The process for applying for and renewing a WWCC clearance with the OCG involves a national police check and a review of findings of misconduct. If the OCG grants or renews a WWCC clearance the holder will be issued with a number which is to be provided to the School to verify the status of a staff member\u2019s WWCC clearance.<\/p>\n The OCG can refuse to grant a WWCC or cancel a WWCC clearance. The person is then restricted from engaging in child-related work and not able to apply for another clearance for five years. Employers are notified by the OGC and instructed to remove such persons from child-related work.<\/p>\n The OCG may issue an interim bar, for up to 12 months, to high risk individuals to prevent them from engaging in child-related work while a risk assessment is conducted. If an interim bar remains in place for six months or longer, an appeal can be made to the Administrative Decisions Tribunal.<\/p>\n Not everyone who is subject to a risk assessment will receive an interim bar; only those representing a serious and immediate risk to children.<\/p>\n A disqualified person is a person who has been convicted, or against whom proceedings have been commenced for a disqualifying offence outlined in Schedule 2 of the WWC Act. A disqualified person cannot be granted a WWCC clearance and is therefore restricted from engaging in child-related work.<\/p>\n The OCG will continue to monitor criminal records and professional conduct findings of all WWCC clearance holders through a risk assessment process.<\/p>\n A risk assessment is an evaluation of an individual\u2019s suitability for child-related work.\u00a0The OCG will conduct a risk assessment on a person\u2019s suitability to work with children when a new record is received which triggers a risk assessment. This may include an offence under Schedule 1, a pattern of behaviour or offences involving violence or sexual misconduct representing a risk to children, findings of misconduct involving children.<\/p>\n Independent Schools are defined as a reporting body by the WWC Act.<\/p>\n The School is required to notify the OCG of the findings they have made after completing a reportable conduct investigation, including whether they have made a\u00a0finding of reportable conduct. A finding of reportable conduct in relation to sexual misconduct, a sexual assault or a serious physical assault must be referred to the OCG\u2019s WWCC Directorate. Information must also be referred internally to the WWCC\u2019s Directorate if it meets the threshold for consideration of an interim WWCC bar, as per Section 17 of the WWCC Act, pending a formal risk assessment.<\/p>\n The Principal will advise the OCG of findings after completing the reportable conduct investigation, and refer to WWCC Directorate, when appropriate, under sections 4.1.2 and 4.4.1 of this Policy. The Principal will also be responsible for reporting, amending or providing additional information to the OCG as outlined in the WWC Act and the Children\u2019s Guardian Act.<\/p>\n The school will report any finding of reportable conduct.\u00a0When informing an employee of a finding of reportable conduct against them, the School should alert them to the consequent report to the WWCC Directorate in relation to sustained findings of sexual misconduct,\u00a0 sexual offence or a serious physical assault.<\/p>\n The WWC Act enables a person who has a sustained finding referred to the OCG under\u00a0the Act to request access to the records held by the School in relation to the finding of misconduct involving children once final findings are made. The entitlements of a person to access information in terms of Section 46 of the CPWWC Act is enlivened when a finding of misconduct involving children has been made.<\/p>\n The School may also be required to provide information to the OCG that is relevant to an assessment of whether a person poses a risk to the safety of children or the OCG\u2019s monitoring functions. When required, this will be completed by the Principal.<\/p>\n <\/p>\n The Care and Protection Act provides for mandatory reporting of children at risk of significant harm. A child is a person under the age of 16 years and a young person is aged 16 years or above but who is under the age of 18, for the purposes of the Care and Protection Act.<\/p>\n Under the Care and Protection Act mandatory reporting applies to persons who:<\/p>\n All teachers are mandatory reporters. Other staff members may also be mandatory\u00a0reporters. Any queries about whether other staff members are mandatory reporters\u00a0should be directed to the Head of relevant entity.<\/p>\n A mandatory reporter must, where they have reasonable grounds to suspect that a child (under 16 years of age) is at risk of significant harm, report to the Department of\u00a0Communities and Justice (DCJ) as soon as practicable. The report must include the name, or a description, of the child and the grounds for suspecting that the child is at risk of significant harm.<\/p>\n In addition, the School may choose to make a report to DCJ where there are reasonable grounds to suspect a young person (16 or 17 years of age) is at risk of significant harm and there are current concerns about the safety, welfare and wellbeing of the young<\/p>\n person.<\/p>\n In the independent school sector, a mandatory reporter will meet their obligation if they report to the Principal in the School. This centralised reporting model ensures that a person in the school has all of the information that may be relevant to the\u00a0circumstances of the child at risk of significant harm and addresses the risk of the\u00a0school not being aware of individual incidences that amount to cumulative harm.<\/p>\n ‘Reasonable grounds’ refers to the need to have an objective basis for suspecting that a child or young person may be at risk of significant harm, based on:<\/p>\n ‘Reasonable grounds’ does not mean a person is required to confirm their suspicions or have clear proof before making a report.<\/p>\n A child or young person is ‘at risk of significant harm’ if current concerns exist for the\u00a0safety, welfare or wellbeing of the child or young person because of the presence, to a\u00a0significant extent, of any one or more of the following circumstances:<\/p>\n What is meant by ‘significant’ in the phrase ‘to a significant extent’ is that which is\u00a0sufficiently serious to warrant a response by a statutory authority irrespective of a\u00a0family’s consent.<\/p>\n What is significant is not minor or trivial and may reasonably be expected to produce a\u00a0substantial and demonstrably adverse impact on the child or young person’s safety,\u00a0welfare or wellbeing.<\/p>\n The significance can result from a single act or omission or an accumulation of these.<\/p>\n Staff members must raise concerns about a child or young person who may be at risk of significant harm with the Principal or delegate (Deputy Principal or Head of Primary\u00a0School) as soon as possible to discuss whether the matter meets the threshold of ‘risk of significant harm’ and the steps required to report the matter.<\/p>\n However, if there is an immediate danger to the child or young person and the Principal or next most senior member of staff are not contactable, staff members should\u00a0contact the Police and\/or the Child Protection Helpline (13 21 11) directly and then advise the Principal or the next most senior member of staff as soon as possible.<\/p>\n Staff members are not required to, and must not, undertake any investigation of the matter. Staff members are not permitted to inform the parents or caregivers that a report\u00a0to DCJ has been made.<\/p>\n Staff members are required to deal with the matter confidentially and only disclose it to the persons referred to above or as required to comply with mandatory reporting obligations. Failure to maintain confidentiality will not only be a breach of this policy but could incite potential civil proceedings for defamation.<\/p>\n In general, the Principal will report these matters to DCJ and, where necessary, the Police. This is supported by the DCJ in accordance with best practice principles.<\/p>\n The Care and Protection Act outlines a mandatory reporter\u2019s obligation to report to DCJ concerns about risk of significant harm. However, to ensure centralised reporting all staff members are required to report any concern regarding the safety, welfare and wellbeing of a student to the Principal. Staff members who are unsure as to whether a matter meets the threshold of \u2018risk of significant harm\u2019 should report their concern to the Principal regardless.<\/p>\n Staff members are required to deal with all reports regarding the safety, welfare or wellbeing of a student with confidentiality and only disclose it to the Principal and any other person they nominate.<\/p>\n <\/p>\n Section 29 of the Children\u2019s Guardian Act requires the Heads of Entities, including nongovernment schools in New South Wales, to notify the OCG of all allegations of reportable conduct and convictions involving an ’employee’ and the outcome of the School’s investigation of these allegations. Under the Children\u2019s Guardian Act 2019, allegations of child abuse only fall within the reportable conduct jurisdiction if the involved individual is an employee of the relevant agency at the time when the allegation becomes known by the Head of Entity.<\/p>\n Reportable Conduct:<\/p>\n The OCG:<\/p>\n Under the Children\u2019s Guardian Act 2019 reportable conduct means:<\/p>\n Reportable conduct does not extend to:<\/p>\n 6.1.1 Definitions<\/p>\n The following definitions relate to reportable conduct:<\/p>\n Sexual offence<\/strong>: an offence of a sexual nature under a law of the State, another State, a Territory, or the Commonwealth, committed against, with or in the presence of a child, such as:<\/p>\n Definitions of \u2018grooming\u2019, within child protection legislation, are complex. Under the Crimes Act, grooming or procuring a child under the age of 16 years for unlawful\u00a0sexual activity is classed as a sexual offence. The Crimes Act (s73) also extends the age of consent to 18 years when a child is in a \u2018special care\u2019 relationship. Under Schedule 1(2) of the WWC Act, grooming is recognised as a form of sexual misconduct. The Children\u2019s Guardian Act 2019 and this Child Protection Policy reflect these definitions\u00a0within the context of the Reportable Conduct Scheme (Division 2).<\/p>\n An alleged sexual offence does not have to be the subject of criminal investigation or\u00a0charges for it to be categorised as a reportable allegation of sexual offence.<\/p>\n Sexual misconduct<\/strong><\/em>: conduct with, towards or in the presence of a child that is sexual in nature (but not a sexual offence). The Act provides the following (non- exhaustive) examples:<\/p>\n Note \u2013 crossing professional boundaries comes within the scope of the scheme to the extent that the alleged conduct meets the definition of sexual misconduct. That is, the\u00a0conduct with, towards or in the presence of a child that is sexual in nature (but is not a sexual offence).<\/p>\n Assault<\/em><\/strong>: an assault can occur when a person intentionally or recklessly (ie. knows the\u00a0assault is possible but ignores the risk):<\/p>\n Ill-treatment<\/em><\/strong>: is defined as conduct towards a child that is:<\/p>\n Ill-treatment can include a range of conduct such as making excessive or degrading demands of a child; a pattern of hostile or degrading comments or behaviour towards a child; and using inappropriate forms of behaviour management towards a child.<\/p>\n Neglect<\/em><\/strong>: defined as a significant failure to provide adequate and proper food, supervision, nursing, clothing, medical aid or lodging for a child that causes or is likely to cause harm – by a person who has care and\/or has responsibility towards a child.<\/p>\n Neglect can be an ongoing situation of repeated failure by a caregiver to meet a child\u2019s physical or psychological needs, or a single significant incident where a caregiver fails to fulfill a duty or obligation, resulting in actual harm to a child where there is the potential for significant harm to a child. Examples of neglect include failing to protect a child from abuse and exposing a child to a harmful environment.<\/p>\n Behaviour that causes significant emotional or psychological harm<\/em><\/strong> to a child is conduct that is intentional or reckless (without reasonable excuse), obviously or very clearly unreasonable and which results in significant emotional harm or trauma to a child.<\/p>\n For a reportable allegation involving psychological harm, the following elements must\u00a0be present:<\/p>\n Reportable allegation<\/em> <\/strong>is an allegation that an employee has engaged in conduct that\u00a0may be reportable conduct.<\/p>\n Reportable conviction<\/strong><\/em> means a conviction (including a finding of guilt without the court proceeding to a conviction), in NSW or elsewhere, of an offence involving reportable conduct.<\/p>\n Employee<\/em><\/strong> of an entity includes:<\/p>\n PSOA<\/strong> (Person Subject Of the Allegation).<\/p>\n Any concerns about any other employee engaging in conduct that is considered inappropriate, or reportable conduct, or any allegation of inappropriate, or reportable conduct made to the employee or about the employee themselves must be reported to the Principal.\u00a0 here it is uncertain if the conduct is reportable conduct but is considered inappropriate behaviour, this must also be reported.<\/p>\n Staff members must also report to the Principal when they become aware that an employee has been charged with or convicted of an offence (including a finding of guilt without the court proceeding to a conviction) involving reportable conduct. This includes information relating to the employee themselves.<\/p>\n If the allegation involves the Head of relevant entity, the staff member must report to\u00a0the President of the School Board.<\/p>\n Parents, carer and community members are encouraged to report any conduct that is in their view inappropriate, reportable or criminal conduct to the Head of relevant entity or their delegate. All such reports will be dealt with in accordance with the School\u2019s Grievance procedures.<\/p>\n The Principal, as the Head of Relevant Entity under the Children\u2019s Guardian Act 2019, must:<\/p>\n The notification should include the following information:<\/p>\n The notice must also include the following, if known to the Head of Entity:<\/p>\n Maximum penalty for failure to notify within 7 business days \u201410 penalty units<\/p>\n The Principal is responsible for ensuring that the following steps are taken to investigate an allegation of reportable conduct.<\/p>\n Once an allegation of reportable conduct against an employee is received, the Head of relevant entity is required to:<\/p>\n During the investigation of a reportable conduct allegation the School will:<\/p>\n In an investigation the Principal or appointed investigator will generally:<\/p>\n Should the final report be unfinished within 30 days, the Head of Entity must provide, at minimum, an interim report to the OCG within 30 days of having received the allegation, as per section 38 of the Children\u2019s Guardian Act 2019. Submission of an interim report must include;<\/p>\n The steps outlined above may need to be varied on occasion to meet particular circumstances. For example, it may be necessary to take different steps where the matter is also being investigated by DCJ or police.<\/p>\n A PSOA may have an appropriate support person with them during the interview process. Such a person is there for support only and as a witness to the proceedings and not as an advocate or to take an active role.<\/p>\n Risk management means identifying the potential for an incident or accident to occur and taking steps to reduce the likelihood or severity of its occurrence.<\/p>\n The Principal is responsible for risk management throughout the investigation and will assess risk at the beginning of the investigation, during and at the end of the investigation.<\/p>\n Following an allegation of reportable conduct against an employee the Head of relevant entity conducts an initial risk assessment to identify and minimise the risks to:<\/p>\n The factors which will be considered during the risk assessment include:<\/p>\n The Principal will take appropriate action to minimise risks. This may include the PSOA being temporarily relieved of some duties, being required not to have contact with certain students, being asked to take paid leave, or being suspended from duty. When taking action to address any risks identified, the School will take into consideration both the needs of the child(ren) and the PSOA.<\/p>\n A decision to take action on the basis of a risk assessment is not indicative of the findings of the matter. Until the investigation is completed, and a finding is made, any action, such as an employee being suspended, is not to be considered to be an indication that the\u00a0 alleged conduct by the employee did occur.<\/p>\n The Principal will continually monitor risk during the investigation including in the light of any new relevant information that emerges.<\/p>\n At the completion of the investigation, a finding will be made in relation to the allegation and a decision made by the Head of relevant entity regarding what action, if any, is required in relation to the PSOA, the child(ren) involved and any other parties.<\/p>\n The PSOA will be advised:<\/p>\n The PSOA does not automatically have the right to<\/strong>:<\/p>\n The WWC Act enables a person who has a sustained finding referred to the OCG to request access to the records held by the school in relation to the finding of misconduct involving children, once final findings are made. The entitlements of a person to request access to information in terms of section 46 of the WWC Act is enlivened when a finding of misconduct involving children has been made.<\/p>\n As a result of the allegations, investigation or final findings, the School may take disciplinary action against the PSOA (including termination of employment).<\/p>\n In relation to any disciplinary action the School will give the PSOA:<\/p>\n It is important when dealing with allegations of reportable conduct that the matter be dealt with as confidentially as possible.<\/p>\n The School requires that all parties maintain confidentiality during the investigation including in relation to the handling and storing of documents and records.<\/p>\n Records about allegations of reportable conduct against employees will be kept in a secure area and will be accessible by the Head of relevant entity or with the Head\u2019s express authority.<\/p>\n No employee may comment to the media about an allegation of reportable conduct unless expressly authorised by the Head of relevant entity to do so.<\/p>\n Staff members who become aware of a breach of confidentiality in relation to a reportable conduct allegation must advise the Head of relevant entity.<\/p>\n <\/p>\n In 2018 the Crimes Act was amended to adopt recommendations of the Royal Commission into Institutional Responses to Child Sexual Abuse. The new offences are designed to prevent child abuse and to bring abuse that has already occurred to the attention of the Police.<\/p>\n An adult working in a school, therefore all staff members, will commit an offence if\u00a0they know another adult working there poses a serious risk of committing a child abuse offence and they have the power to reduce or remove the risk, and they negligently fail to do so either by acts and\/or omissions.<\/p>\n This offence is targeted at those in positions of authority and responsibility working with children who turn a blind eye to a known and serious risk rather than using their\u00a0power to protect children.<\/p>\n Any adult, therefore, all staff members, will commit an offence if they know, believe or reasonably ought to know that a child abuse offence has been committed and fail to report that information to Police, without a reasonable excuse. A reasonable excuse would include where the adult has reported the matter to the Principal and is aware that they have reported the matter to the Police.<\/p>\n <\/p>\n The most current version of this policy will be available on the School Website, the Staff Portal and the Parent Portal at all times.<\/p>\n <\/p>\n NSW Family and Community Services – www.community.nsw.gov.au<\/span><\/a><\/p>\n The Office of the Children\u2019s Guardian: https:\/\/www.kidsguardian.nsw.gov.au<\/span><\/a><\/p>\n Department of Premier and Cabinet: Keep Them Safe: www.keepthemsafe.nsw.gov.au<\/span><\/a><\/p>\n","protected":false},"excerpt":{"rendered":" 1. Introduction 1.1 Purpose and scope This policy sets out staff responsibilities for child protection and processes that staff\u00a0must follow in relation to child protection matters. This policy applies to all staff members, which includes employees, contractors and volunteers. Staff … read more<\/a><\/p>\n","protected":false},"author":19,"featured_media":0,"parent":0,"menu_order":2,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":"","_links_to":"","_links_to_target":""},"_links":{"self":[{"href":"https:\/\/www.emanuelschool.nsw.edu.au\/wp-json\/wp\/v2\/pages\/3745"}],"collection":[{"href":"https:\/\/www.emanuelschool.nsw.edu.au\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.emanuelschool.nsw.edu.au\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.emanuelschool.nsw.edu.au\/wp-json\/wp\/v2\/users\/19"}],"replies":[{"embeddable":true,"href":"https:\/\/www.emanuelschool.nsw.edu.au\/wp-json\/wp\/v2\/comments?post=3745"}],"version-history":[{"count":7,"href":"https:\/\/www.emanuelschool.nsw.edu.au\/wp-json\/wp\/v2\/pages\/3745\/revisions"}],"predecessor-version":[{"id":3753,"href":"https:\/\/www.emanuelschool.nsw.edu.au\/wp-json\/wp\/v2\/pages\/3745\/revisions\/3753"}],"wp:attachment":[{"href":"https:\/\/www.emanuelschool.nsw.edu.au\/wp-json\/wp\/v2\/media?parent=3745"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}2.2 Child wellbeing concerns<\/h3>\n
2.3 Staff member responsibilities<\/h2>\n
3. Training<\/h2>\n
3.1 The School<\/h3>\n
3.2 Staff members<\/h3>\n
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4. Working with Children<\/h2>\n
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4.1 Responsibilities for working with children checks<\/h3>\n
4.1.1 Staff members<\/h4>\n
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4.1.2 The School<\/h4>\n
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4.2 Working with children check clearance<\/h3>\n
4.2.1 Child-related work<\/h4>\n
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4.2.2 Application\/Renewal<\/h4>\n
4.2.3 Refusal\/Cancellation<\/h4>\n
4.2.4 Interim bar<\/h4>\n
4.2.5 Disqualified person<\/h4>\n
4.3 Ongoing monitoring<\/h3>\n
4.3.1 Risk assessments<\/h4>\n
4.4 Process for reporting to OCG<\/h3>\n
4.4.1 The School<\/h4>\n
4.4.2 Finding of misconduct involving children<\/h4>\n
Other information<\/h4>\n
5. Mandatory reporting<\/h2>\n
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5.1 Reports to Family and Community Services<\/h3>\n
5.1.1 Reasonable grounds<\/h4>\n
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5.1.2 Significant harm<\/h4>\n
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5.3 Process for mandatory reporting<\/h3>\n
5.3.1 Staff members<\/h4>\n
5.3.2 The School<\/h4>\n
5.4 Process for reporting concerns about students<\/h3>\n
5.4.1 Staff members<\/h4>\n
6. Reportable conduct<\/h2>\n
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6.1 Reportable conduct<\/h2>\n
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6.2 Process for reporting of reportable conduct allegations or convictions<\/h3>\n
6.2.1 Staff members<\/h4>\n
6.2.2 Parents, carers and community members<\/h4>\n
6.2.3 The School<\/h4>\n
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6.3 Process for investigating an allegation of reportable conduct<\/h3>\n
6.3.1 Initial steps<\/h4>\n
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6.3.2 Investigation principles<\/h4>\n
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6.3.3 Investigation steps<\/h4>\n
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6.4 Risk management throughout an investigation of a reportable conduct allegation<\/h3>\n
6.4.1 Initial risk assessment<\/h4>\n
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6.4.2 Ongoing risk assessment<\/h4>\n
6.4.3 Findings<\/h4>\n
6.4.4 Information for the PSOA<\/h4>\n
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6.4.5 Disciplinary action<\/h4>\n
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6.4.6 Confidentiality<\/h4>\n
7. Criminal offences<\/h2>\n
7.1 Failure to protect offence<\/h3>\n
7.2 Failure to report offence<\/h3>\n
8. Publishing of Policy<\/h2>\n
References<\/h2>\n