Are you managing your allegations properly?
Legislation dictates that organisations that come into contact with children or adults with a vulnerability should have a managing allegations policy and procedure. The latest release of Keeping Children Safe in Education has provided further details to ensure schools are full responsible for supply teachers. So, the question is, are you managing your allegations appropriately?
In my experience, Human Resources are often called upon to complete an internal investigation. This is usually because they are unlikely to have a close relationship with anyone involved and are deemed more independent. When it comes to allegations that fall within the ‘grievance’ category, this is absolutely acceptable.
The problem comes, when HR are used to complete an internal investigation into safeguarding concerns that fall within ‘whistleblowing’ or are made directly by a child or adult.
An individual must have sufficient knowledge and experience in safeguarding to carry out an adequate investigation and create a meaningful report. The report must be relied upon by management and/or board to assess the level of evidence against an individual and risk assess their suitability to continue working with children or adults.
It is vital that internal investigations are completed to the highest standard as the impact on the individual and organisation can be significant.
For these reasons many organisations choose to instruct an independent safeguarding consultant to complete internal investigations. The consultants at Keys to Safeguarding are qualified and highly skilled at interviewing and report writing and have completed hundreds if not thousands of safeguarding investigations.