Barnton Community Primary School – Whistleblowing Policy – November 2014
Barnton Community Primary School
Whistleblowing Policy
Policy Statement
This policy seeks to provide the means to confidentially report any concerns stakeholders may have, without fear of victimisation or recrimination; and provides support as necessary.
1. Introduction
1.1 This procedure has been developed for the use of Barnton Community Primary School employees. However, it can also be used by other stakeholders, including: agency staff, other people acting in a similar capacity to an employee, by Contractors and their staff and other individuals providing services/support to the School (e.g. volunteers). The same principles in terms of protection from harassment and victimisation, confidentiality, support and information on the Council’s response will apply.
1.2 As a public service organisation, Cheshire West and Chester Council will use public funds prudently and apply the highest standards of conduct throughout the organisation. This procedure encourages you to help maintain these standards, by enabling you to draw attention to any concerns which you may have about Barnton Community Primary School (BCPS).
1.3 Initially BCPS governors will seek to deal with concerns through its internal procedures. Public disclosure may well be justified at some point but stakeholders are encouraged not to pursue this angle until Barnton Community Primary School has had the opportunity to investigate the concern. Premature or unnecessary publicity may impede proper investigations, hurt individuals or damage the School’s reputation.
1.4 Examples of concerns that may be raised under the procedure are:
· Law breaking
· Unauthorised use of money
· Miscarriages of justice
· Dishonesty, fraud and corruption
· Health and safety risks (to anyone)
· Sexual, physical or financial abuse
· Damage to the environment
· Other unethical conduct
1.5 The governors of Barnton Community Primary School want normal operational or managerial channels to be sufficiently open and effective for most concerns to be raised that way. But this will not always be appropriate or possible and that is why we have a Confidential Reporting Procedure. It offers the means to raise concerns you may have about any aspect of service provision or the conduct of staff or elected members or other people acting on behalf of the School. A concern may arise, for example, from worries about failure to observe standards or policies being circumvented or improper conduct.
1.6 The procedure does not cover concerns that are covered by other procedures. For example, an employment problem may well be covered by the Grievance procedure or Personal Harassment & Bullying Procedure. Policies which may also need to be consulted include Safeguarding and Keeping Children Safe in Education (2014), Part 4.
2. Harassment or Victimisation
2.1 Individuals may be put off raising a concern because of fear of reprisals. If a concern is raised in good faith and genuinely believed to be well founded, the individual will have nothing to fear. The governors will not tolerate any harassment or victimisation (including covert pressure) and will do all they can to provide support and protection. If involved in other procedures, such as disciplinary or redundancy, these will be kept quite separate from the investigation of the complaint.
2.2 There will be no penalty, when an allegation is made in good faith but is not confirmed after it has been investigated. A concern that is raised frivolously, maliciously or for personal gain however, may result in action being taken.
3. Confidentiality
3.1 Concerns will be treated in strict confidence, within this Procedure – and everything done to keep identity a secret (if this is what is wanted). But note that complainants may have to be witnesses at some point. It might then not be possible to keep identity fully secret.
3.2 Anonymous Allegations:
An anonymous concern is likely to carry much less weight than one which is signed; the investigating manager would have to decide whether or not to accept it. This decision would depend on the seriousness of the issue, the credibility of the concern and the likelihood of being able to confirm the allegation in other ways. Signed concerns are always better.
4. Raising a Concern
4.1 Who to approach
There is a list of school governors with whom concerns can be raised. The Headteacher can be contacted through the school number (see the last page for contact addresses and phone numbers). When deciding who it would be best to approach, take into account the type of matter, its seriousness and its sensitivity – and who may be involved. Some examples are given:
· The Headteacher (for example: for concerns about individual children).
· The Headteacher (for example: for concerns about conduct of staff).
· The Chair of Governors (for example: for concerns about conduct of the Headteacher).
4.2 Concerns can be raised orally (i.e. face to face or over the phone) or in writing. If concerns are raised in writing, the envelope should be marked ‘personal and confidential’. As much information as possible should be supplied, including:
· Name
· Job and place of work (also clarify the best point of contact, if the complainant does not want to be contacted at work (e.g. provide home address and phone number). If not employed by the school, please provide relationship with the school (for example: school parent, governor, lessee).
4.3 What to include
Information should be provided to outline the exact nature of the concern raised. This could include:
· Why you are concerned and the background information
· Any other procedures which have already been used – and what happened.
· The people who are involved and where they work.
· Dates or periods of time
· The names and jobs of any other people who will (or may) support the concern.
The earlier a concern is raised the better. Whilst not expected to prove that allegations are true, evidence is required that there is a reasonable basis for concerns.
The matter could be discussed with colleagues first as their support could be helpful. In addition a concern can be recorded by two or more individuals.
4.4 It may be appropriate for a representative of the complainant’s trade union or professional association, or other support such as a friend to attend any meeting or interview.
4.5 Help with the Procedure
Any of the following will support to develop understanding of the procedure:
· The Headteacher
· The Chair of Governors
· The County Solicitors
· The Personnel Manager
5. How the concern will be dealt with
5.1 On receiving information regarding a concern, a letter of acknowledgement will be sent (within 48 hours).
5.2 As a start, discreet enquiries will be made by the Headteacher or governors to decide whether an investigation is needed and if so, how it should be carried out. This will help protect everyone concerned. The overriding principle will be the public interest.
5.3 If this first, testing stage shows that the concern should be followed up, there will either be a special examination or another procedure will be used, if appropriate. Examples of such special procedures that may be used include the school’s Disciplinary Procedure, the Personal Harassment and Bullying Procedure or the school’s Safe-Guarding Children and Young People Policy and procedures. It may be necessary to involve other agencies, for example the police or the school’s Finance Officer. Any urgent action will be taken before the investigation starts. It may be possible of course, to sort out the concern without a detailed investigation.
5.4 Subsequent Action
Within 10 working days of a concern being received, the manager who carries out the initial enquiries will write confirming:
· That the matter is being investigated
· The planned course of action / or the final outcome if the investigation is complete
The amount of contact with the people considering the matter will depend on many things. These include the type of concern, the potential difficulties of investigating it and the availability of information. More information may be needed. Wherever possible, the complainant will be told the final outcome of an investigation and, if not confirmed within ten days, a follow-up letter will be sent at the soonest opportunity.
6. Personal Support
Barnton Community Primary School will do all it can to minimise any difficulties which may be experienced because a concern has been raised. As far as possible, the complainant will be offered personal support, which the manager leading the investigation will arrange. For example, if an individual had to give evidence in disciplinary or criminal proceedings, full advice about the procedure would be provided.
7. If not satisfied with the response.
This procedure is meant to provide an effective way for a concern to be raised within the school (and if possible, to resolve it internally). The complainant should not feel the need to take an issue outside the school to get satisfaction. But if still unhappy after using the procedure (and getting a final response), the complainant is entitled to consider taking the concern elsewhere. These are some contacts which are available:
· The Council’s external auditors (see the last page for contact details)
· Trade Union
· A Citizens Advice Bureau
· A relevant professional or regulatory body
· A relevant voluntary organisation
· The police
If the matter is raised outside Cheshire West and Chester Council, the rules about disclosing confidential information must be taken into account (for employees, see Section 12 of the Code of Conduct).
8. Monitoring Procedure
The Council’s Monitoring Officer, working with the Council Personnel Officer, will monitor how the procedure works. They will report at least annually to an appropriate Committee of the Council (the Performance and Overview Committee).
9. Contact Details
Head of Legal Services and Monitoring Officer / Vanessa Whiting 01244 977802Head of Finance / Mark Wynn, 01244-972537
Head of Professional Services / Samantha Brousas, 01244-972739
Chief Executive / Steve Robinson, 01244977454
Personnel Officer / Jan Banks or 01244-972308
or Sandra Thelwell, 01244-972745
Headteacher / Annette Williams
Tel: 01606 74784
Chair of Governors / Jo Morlidge
Tel: 07748 146625
10. Review:
10.1 This policy was drawn up following guidance from Cheshire West and Chester Council. Staff will review it every year, in line with our Policy Review Cycle, unless there are significant changes and therefore a need to review it sooner.
Approved by: ______
Chair of Governors Headteacher
Date: ______
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