Safeguarding Policy

CHURCH POLICY ON CHILDREN, YOUNG PEOPLE & VULNERABLE ADULTS

As a church we aim to be a fellowship that is known for “Loving God, Sharing Jesus and Caring for People.” We believe that all who wish to share in the life of the Church should be able

• to enjoy a safe environment that offers support, training and pastoral care and
• to contribute to the ministry of the Church in giving and receiving.

The Church is committed to promoting the welfare of all, especially children and young people, and safeguarding them from harm. In relation to children and young people we will seek to nurture their spiritual, emotional and social development in cooperation with their parent(s) (or adult with parental responsibility). Working with the children and young people we will seek to develop an awareness of the issues that pose a risk to them living a life free from abuse and exploitation. We will endeavour to develop a safe environment that does not tolerate any form of abuse but promotes respect and encourages full inclusion in church life. In meeting this commitment, the Church will endeavour to follow the principles of good practice for the safeguarding of children and young people as set out in the regional safeguarding policy “Co-operating to Safeguard Children and Young People in Northern Ireland”, published by the Department of Health (DOH) March 2016.

As a Church we will develop policies and adopt appropriate guidelines and procedures in line with this guidance. We also recognise that our work with children and young people is the responsibility of the whole Church and that their welfare is of paramount importance.

It is the responsibility of each one of us in the church

to seek to prevent the physical, sexual & emotional abuse of children and young people

and to report any abuse discovered or suspected.

Before the church appoints any person to work with children and young people in what is considered ‘regulated activity’* it is church policy to request a ‘barred list check’ in addition to an enhanced disclosure check from Access Northern Ireland (AccessNI). This check is to ensure that individuals who might pose a risk to children and young people are not appointed to regulated positions.

The Church is committed to supporting, resourcing & training those who work with children and young people and providing effective management and supervision, including raising awareness of their responsibilities in preventing abuse.

Each worker with children and young people must know and adhere to the Church’s policy statement and good practice guidelines.

As part of the church’s commitment any concern or allegation relating to a child or young person will be reported to the Eldership, through the Designated Person (Lead Pastor Paul Murphy) or the Deputy Designated Person (Mrs Sharon Gamble). Contact details of the Designated Officers are displayed on the Church premises. The Lead Pastor (or, in his absence, another Elder) will act in conjunction with the Deputy Designated Person, when necessary, to liaise with the appropriate Social Services Gateway Team and/ or PSNI in relation to a concern or allegation raised about a child or young person. The Designated Person is required to refer individuals who have harmed, or put at risk of harm, a child or young person to the Disclosure and Barring Service (DBS).

Applying to Work with Children and Young People in Newtownbreda Baptist Church

General Principles

Before appointing any person to work with children and young people in a role that is considered a ‘regulated position’ by NBC it is the policy to request an enhanced (with barred list) disclosure check from AccessNI.  This check is to ensure that individuals who might pose a risk to these vulnerable groups are not appointed to such positions.

As a church using AccessNI to help assess the suitability of applicants for positions of trust, NBC complies fully with AccessNI’s Code of Practice regarding the correct handling, use, storage, retention and disposal of Disclosure Applications and Disclosure information.  We also comply fully with obligations under the Data Protection Act 2018 and other relevant legislative requirements with regards to the safe handling, storage, retention and disposal of Disclosure Information.

A copy of the Code of Practice will be supplied upon request or may be viewed online at the AccessNI website

https://www.nidirect.gov.uk/publications/accessni-code-practice

In line with the General Data Protection Regulations (May 2018) AccessNI’s Privacy Notice may be found at

https://www.justice-ni.gov.uk/publications/ani-privacy

Disclosure information is kept securely in lockable, non-portable storage containers with access strictly controlled and limited to those who are entitled to see it as part of their duties.

In accordance with section 124 of the Police Act 1997, disclosure information is only passed to those who are authorised to receive it in the course of their duties.  We maintain a record of all those to whom Disclosures or disclosure information has been revealed.  We recognise it is a criminal offence to pass this information on to anyone who is not entitled to receive it.

Disclosure information is only used for the specific purpose for which it was requested and for which the applicant’s full consent has been given.

Once a recruitment (or other relevant appointment) decision has been taken, we do not keep disclosure information for any longer than is necessary.  We comply with AccessNI’s Code of Practice requirement to ensure that it is not retained longer than is required for the specific purpose of taking a decision on the applicant’s suitability. Copies of Disclosure certificates will be securely destroyed once a decision, recruitment or otherwise has been made and will be retained no longer than the agreed period.

Once the retention period has elapsed, we will ensure that any disclosure information is immediately destroyed by secure means i.e. by shredding, pulping or burning.  While awaiting destruction, disclosure information will not be kept in any unsecured receptacle (e.g. waste-bin or confidential sack).  We will not keep any photocopy or other image of the disclosure or any copy or representation of the contents of a disclosure or any other relevant non-conviction information supplied by police.  However, despite the above, we may keep a record of the date of issue of a disclosure, the name of the subject, the type of disclosure requested, the position for which the disclosure was requested, the AccessNI unique reference number of the disclosure certificate and the details of the recruitment decision.

Recruitment of Ex-Offenders

HAVING A CRIMINAL RECORD WILL NOT NECESSARILY DEBAR YOU FROM WORKING WITH NEWTOWNBREDA BAPTIST CHURCH.  THIS WILL DEPEND ON THE NATURE OF THE POSITION, TOGETHER WITH THE CIRCUMSTANCES AND BACKGROUND OF YOUR OFFENCES OR OTHER INFORMATION CONTAINED ON A DISCLOSURE CERTIFICATE.

NBC complies fully with the Code of Practice, issued by the Department of Justice, in connection with the use of information provided to registered persons, their nominees and other recipients of information by AccessNI under Part V of the Police Act 1997, for the purposes of assessing applicants’ suitability for employment purposes, voluntary positions and other relevant purposes.  We undertake to treat all applicants for positions fairly and not to discriminate unfairly or unlawfully against the subject of a Disclosure on the basis of conviction or other information revealed.

This policy is made available to all Disclosure applicants at the outset of the recruitment process.

NBC welcomes applications from a wide range of candidates, including those with criminal records.  The selection of candidates for interview will be based on those who meet the required standard of skills, qualifications and experience as outlined in the information pack issued to prospective applicants.

We will request an AccessNI disclosure only where this is considered proportionate and relevant to the particular position.  This will be based on a thorough risk assessment of that position and having considered the relevant legislation which determines whether or not a Standard or Enhanced disclosure is available to the position in question.  Where an AccessNI disclosure is deemed necessary for a post or position, all applicants will be made aware at the initial recruitment stage that the position will be subject to a Disclosure and that NBC will request the individual being offered the position to undergo an appropriate AccessNI Disclosure check.

In line with the Rehabilitation of Offenders (Exceptions) (Northern Ireland) Order 1979 (as amended in 2014), NBC will only ask about convictions which are defined as “not protected” for the purposes of obtaining a Standard or Enhanced disclosure.

We undertake to ensure an open and measured and recorded discussion on the subject of any offences or other matters that might be considered relevant for the position concerned.  Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of the conditional offer of employment or volunteer work.

NBC may consider discussing any matter revealed in a Disclosure Certificate.

We ensure that all those in NBC who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of Disclosure information.  We also ensure that they have received appropriate guidance and training in the relevant legislation relating to employment of ex-offenders (e.g. the Rehabilitation of Offenders (Northern Ireland) Order 1978).

We undertake to make every subject of an AccessNI Disclosure aware of the existence of the Code of Practice, and to make a copy available on request.

 * Regulated activity with children involves ‘caring for, training, advising, supervising or being in sole charge of children. A manager or supervisor of someone undertaking regulated activity is also deemed to be in a regulated position.