Oaklands School & Children’s Centre
Together Everybody Achieves More
Whistle Blowing
policy /
Written by
/
Catherine McLaughlin
Role
/
Deputy Headteacher
Date reviewed
/
May 2017
To be reviewed
/
May 2018
PART OF THE SAFEGUARDING POLICIES

Whistleblowing Policy

Reviewed February 2017

To be reviewed May 2017

  1. Introduction
  2. It is the moral and contractual duty of all staff to raise any concerns they may have about the attitude and actions of colleagues. This should normally be done through the usual line channels of reporting/responsibility.
  3. However, it is recognised that on occasions it may be impossible or impracticable to do so, especially if the concern is about the member of staff’s own line manager’s attitude or actions.
  4. This policy is in respect of issues where the individual’s actions could cause harm to the school, adults and / or children, whether physically or in respect of their reputation. It is not intended to replace the grievance procedure and the grievance procedure must be used for any issue arising out of normal day to day employment.
  1. Aims
  2. This policy aims to:

-Ambition- To ensure the highest standard of safeguarding

-Self-confidence- To enable all staff who may have a concern, no matter the situation, that they have a person to share it with.

-Perseverance- To remind all staff to be aware that any concern about another member of staff needs to be discussed with an appropriate member of staff

-Independence- To ensure all staff know the policy and procedure to follow

-Respect- To ensure confidentiality where ever possible in the procedure.

-Enquiry- To fully explore and investigate any concerns to maintain

  1. Concerns
  2. It is better to raise a concern where any doubt exists and staff can be assured that any concern raised in good faith which subsequently proves to be inaccurate will not be held against them – either in respect of the person raising the concerns or the person who is the subject of the concerns.
  3. However, any concern which proves to have been raised either maliciously or other than through the above channels may lead to disciplinary proceedings against the person raising the concerns.
  4. The concern must be brought up with either their line manager or any member of the Senior Leadership Team as soon as possible.
  5. Any concern raised will be treated in the strictest confidence although anonymity cannot always be guaranteed. This will depend on what the concern is and where any subsequent enquiry/action leads. However, the person raising the concern can be assured that every effort will be made to try to ensure the name of the person raising the concern is kept confidential throughout and they will be consulted before any name is disclosed.
  6. If a concern is about a line manager or part of the leadership team, the concern should be raised with the Head Teacher or, if appropriate in the circumstances, with the Chair of Governors.
  7. Exceptionally, if the member of staff cannot decide who to raise their concern with they should talk to a senior person in the Local Authority personnel team who will be able to provide appropriate guidance.