Anti-Bullying Policy
Behaviour Management Policy
Complaints Procedure Policy
Equal Opportunities Policy
Failure to Collect a Child Policy
Fire Procedure Policy
Health & Safety Policy
Infection Control Policy
Medical Policy
Missing Child Policy
Safeguarding Children Policy

ANTI-BULLYING POLICY
Statement of Intent
We are committed to providing a caring, friendly and safe environment for all of our clients so they can play and learn in a relaxed and secure environment. Bullying of any kind is unacceptable. If bullying does occur, all children should be able to tell and know that incidents will be dealt with promptly and effectively. Anyone who knows that bullying is happening is expected to tell the staff.

What is Bullying?
Bullying is the use of aggression with the intention of hurting another person. It causes pain and distress to the victim.
Bullying can be:
Emotional: being unfriendly, excluding, tormenting
Physical: pushing, kicking, hitting, punching, or any use of violence
Racist: taunts, graffiti, gestures
Sexual: unwanted physical contact or abusive comments
Homophobic: taunts, gestures
Verbal: name-calling, sarcasm, spreading rumours, teasing
Cyber: Misuse of internet, mobile phones, camera & video

OBJECTIVES OF THIS POLICY
All staff, clients and parents should have an understanding of what bullying is.
All staff should know the policy on bullying and follow it when bullying is reported.
All clients and parents should know of the policy and what they should do if bullying occurs.
As a childcare provider, we take bullying seriously. Children and parents should be assured that they will be supported when bullying is reported.
Bullying will not be tolerated

If a member of staff suspects, observes or receives a report of any form of bullying, the following procedures should be followed:

Immediately inform the leader of the activity or a member of the management team.

The leader or manager should observe the behaviour of the group and challenge any form of bullying. It is essential that bullying behaviour is investigated and quickly stopped. It is advisable to avoid the term “bullying”, and better to make clear the behaviour is “unacceptable”.

The leader of the activity must inform a member of the management team (Su Jones, Marian Hobart) as soon as is practical.

The management team will decide on any further action. This may involve discussions with the people and parents concerned. In serious cases the police will be consulted

Incidents and actions should be recorded on the Confidential Incident Report form.

OUTCOMES
The bully (bullies) may be asked to genuinely apologise. Other consequences may take place.
If possible, the children will be reconciled.
In serious cases, suspension or exclusion will be considered
After the incident/s have been dealt with, staff will monitor to ensure repeated bullying does not take place.

BEHAVIOUR MANAGEMENT POLICY
AIMS: To create a positive environment where staff consistently manage and encourage positive behaviour to promote the welfare and development of all children in the setting.

To encourage all children to respect themselves and others in a secure, stimulating, challenging and enjoyable environment.

To provide children in our care with clear boundaries and expectations.

We want children to enjoy learning and to reach their full potential.

We will never use physical punishment, nor the threat of it. Physical intervention will only be used as a last resort to prevent personal injury to the child, other children, an adult or serious damage to property.

STRATEGY
We aim to do this by:
Using praise and positive reinforcement.
Encouraging sharing and negotiation
Staff being good role models and setting good examples
Staff explaining what is expected of every person
Staff giving clear instructions about each activity
Involving the children in the everyday running of activities and taking responsibility for themselves & others (according to age & stage)
Informing staff of this policy during Induction and through the Staff Code of Practice.
Reassure children that they are valued as individuals even if their behaviour is sometimes unacceptable.
Help children to understand the consequences of their behaviour.

We will NOT
Humiliate children
Use physical punishment
Withhold food or drink

Intervention Techniques in managing behaviour
Staff should consider using these approaches when dealing with inappropriate behaviour:

The environment: consider where you choose to speak to a child – in front of others/away from others; sitting down together (for a friendly chat) or standing (a more formal approach);
Praise appropriate behaviour; ignore inappropriate behaviour (as long as it is minor and not affecting others)
Remind children in a gentle way what is expected of them.
Give a clear instruction to stop unacceptable behaviour.
As an adult, get involved in a situation that concerns you to diffuse it.
Walk towards any situation that worries you.
Distract children away from what they are doing and direct them towards something else.
Allow a child time to calm down before discussing what happened.
Listen to what the child has to say. Acknowledge their feelings.
Give your interpretation of what happened and suggest other ways for the child to behave/respond.
Give reassurance to a child who seems anxious, fearful or uncertain.
Help a child if they appear unsure or “stuck”
Direct a child to move away to another area. Make sure you talk to the child about their behaviour.

USE OF PHYSICAL INTERVENTION: Only as a last resort, after trying “Intervention Techniques” listed above, and only to prevent injury or damage, staff may need physically to stop unacceptable behaviour.

PROCEDURE FOR RECORDING INCIDENTS OF PHYSICAL INTERVENTION

If physical intervention is used it must be reported to a member of the Adventure & Computer Holidays management Team and recorded on a “Physical Intervention Report” form attached to the “Kids List” and in the Behaviour Management file.

A copy of this form should be given to parent or carer as soon as possible.

COMPLAINTS PROCEDURE
In the event of a complaint from a parent/client, our procedure is as follows:-

Telephone Complaint or Face to Face Complaint

1. The staff member will listen to the initial complaint - It is important that the parent/client has a chance to air their views.

2. If staff feel that they can answer the complaint:
Go ahead and respond to any points raised.
If the parent/client is completely satisfied with your response the conversation can
concluded.
Even though the complaint is dealt with, the matter must still be reported to the
Adventure & Computer Holidays’ management team, who will record it and decide whether any further action should be taken.

3. If staff are not able to answer the complaint:
Explain to the parent/client that you are not in possession of all the facts and that you are going to fetch a member of Adventure & Computer Holidays’ Management. If the conversation is on the telephone tell them who you are putting them through to i.e. Su Jones.
If no management are available, explain this to the parent/client and then ask them to run through all the points they would like to discuss, so that you can write them down.
Explain that you will be passing these notes on to Su Jones or Marian Hobart and you are writing them down so that you don’t forget anything. It is important that the parent/client feels that you are taking them seriously.
If the complaint is of a serious nature, notes of the conversation should be taken as a matter of course. Remember to tell the parent/client that you are taking notes so that they know you are taking the matter seriously.

Written complaint

The facts of the matter should be investigated and then discussed with
Adventure & Computer Holidays’ Management team.
A plan of action must be made.
A member of the management team must telephone the parent/client with an explanation/solution/apology/offer of a refund/other suggestion as appropriate.
If an agreement cannot be made with the parent/client at this point, the matter must be discussed with the Company Directors and a letter written to the parent/client.
In all cases, a written record of the complaint and actions taken must be kept on file for
future reference.

The Management Team
Su Jones – Company Director Marian Hobart – Manager

Equal Opportunities Policy Statement
We are fully committed to caring for children in a multi-cultural community.

We give the following undertaking, and hereby declare that:
We will treat the children in our care with equal concern for and without prejudice to their religious persuasion, racial origin, cultural background, gender, disability or special needs.

All staff employed will be required to comply with this statement, and sign to confirm their agreement.

Signed: By the Management Team

Su Jones
Marian Hobart
04/01/2010

IMPLIMENTATION OF THE EQUAL OPPORTUNITIES POLICY

The Management Team of Adventure & Computer Holidays are committed to an anti-discriminatory approach within the setting. In order to promote this, they will ensure that:-

New members of staff receive copies of the Equal Opportunities Policy Statement in the Surrey Staff Code of Practice, and this is discussed with them at interview.They are required to sign a document to show that they have read and will abide by the policy.
The premises we use allow disabled access.
We work with parents/carers to ensure the physical, social & emotional needs of the child are met. All requests for holiday placements will be considered, and every effort will be made to accommodate children with Special Educational Needs.
Diversity is respected and individual needs are met.
Staff & children are encouraged to respect and value one another. Staff are required to help children to understand that it is wrong to act in a discriminatory way.
Discriminatory behaviour is challenged and will not be tolerated.
We cater for cultural, religious and medical differences in activities and mealtimes throughout the day.
The policy is regularly reviewed to ensure that it is being met.
We also have & implement an anti-bullying policy in line with our anti-discriminatory approach to all children.

FAILURE OF A PARENT/CARER TO COLLECT A CHILD POLICY

1. After 15 minutes, a member of staff will be designated to stay with the child while the parent or carer is contacted by phone. The appointed member of staff will remain with the child.

2. In the event of no contact, no explanation and no show after 1 hour, a member of the Management Team will make the decision whether to contact the police and Social services.

FIRE PRECAUTIONS AND PROCEDURES

Everyone must do his or her utmost to prevent any possibility of fire. The school or hall must be evacuated immediately if the fire bell sounds. Assist the children out via the nearest exit. All fire exits are clearly marked. The Assembly point at Belmont School is the main car park. The Assembly point at the The Mill is the gravel forecourt at the front of the Mill building.

COMPANY POLICY ON THE USE OF FIRE FIGHTING EQUIPMENT AT OUR DAY CAMPS
In May 2000, the Company took advice from “The Fire Safety Department, Surrey Fire and Rescue Service” and have decided that in the event of a fire, our employee’s priority should be to evacuate everyone from the building and call the fire service and not to attempt to fight the fire.

FIRE DRILL PROCEDURE
Action by person discovering a fire:-
1. Sound the alarm - break the glass on the panel of the alarm system.
2. Shout FIRE, FIRE, FIRE - Attract attention and inform other members of staff immediately.
3. Children must follow their teacher to the nearest designated exit in an orderly manner.
4. Telephone emergency services - dialling 999 or 112 asking for FIRE SERVICE

Staff:
1. At the sound of the alarm - call all the children to attention
2. Count the number of children in your group - Take your register/list of children with you.
3. Leave by the nearest exit closing doors behind you - do not take your belongings or those of the children with you.
4. Once outside building count the children again.
5. Walk to the Assembly Point. Call register. Account for all adults on site. Remain there until asked to return to classroom or previous venue.

Please note:
1. Do not wedge fire doors open
2. Ensure all doors and windows are closed when leaving a building
3. It is vital that all staff have a class register/”kids list” with them at all times
Remember - Make the evacuation in a calm and orderly manner. Leave personal belongings behind.

HEALTH AND SAFETY POLICY STATEMENT

1. Adventure & Computer Holidays General Health and Safety Policy
Section 2 (3) of the 1974 Health and Safety Act requires each company to produce a written Health and Safety policy statement.
These notes and procedures are intended to help to ensure that Adventure & Computer Holidays maintains a healthy and safe working environment.
(a) Adventure & Computer Holidays have a commitment to good health and safety practices.
(b) It is the Company's intention to seek to provide safe and healthy working conditions in all Company operations and on all Company sites and properties.
(c) The Company’s managers have been consulted in putting together this policy and their views and judgements have been taken into account.

The company’s management structure is as follows:
Su Jones – Director Marian Hobart– Operations Manager

2. Our Company’s arrangements for carrying out this policy
Responsibility for the health and safety policy
(a) It is the responsibility of one of the following, Su Jones or Marian Hobart to ensure that the Health and Safety policy is updated and reviewed on a regular basis.
(b) As far as day to day operations of Adventure & Computer Holidays are
concerned, it is the responsibility of the Company director, Su Jones, to ensure
that the company managers implement the Health and Safety Policy and bring it
to the notice of all employees.
(c) It is the duty of the Company director, Su Jones, to ensure that the company managers keep the employees informed of Company Health and Safety reviews and updates.

Bringing the policy to the notice of all the Company’s employees
(a) The Health and Safety Policy is brought to the notice of the Company’s employees annually.
Each member of staff is sent or handed a copy of the company’s “Staff Code of Practice – General Information and Safety Guidelines for Staff”, attached to which is the company’s Health and Safety policy.
A separate letter is also sent to staff urging them to read these documents.
Any changes or updates to these documents are handed or sent to staff during the course of the year.
(b) Copies of the company’s Health and Safety policy and “General Information and Safety Guidelines” are available from the company managers.

The training programme
The general induction/training programme is given to newcomers.
Seasonal staff are given an induction training.
Full time staff are trained in all aspects of the Company’s business. Much of this is ongoing training. They are trained in First Aid.
All staff are:
Issued with a Staff Code of Practice, which includes the Health and Safety guidelines.
Asked to sign to indicate that they have read these guidelines and will strive to adhere to them to the best of their ability.

Legal Requirements
It is the responsibility of the director to ensure that legal requirements are met.
It is the responsibility of the manager and employees to carry out these requirements.

Employees Responsibility on matters of health and safety
(a) It is important that each employee reads, understand and adheres to the points set out in this document and in the company’s “General Information and Safety Guidelines.” It should be remembered that ignoring any of the points might not only affect the employee’s health and safety, but that of those around them also.
(b) Employees are encouraged to contribute to health and safety matters. The company welcomes helpful suggestions to aid the smooth running of the Company and all activities.
(c) Full time staff are regularly consulted on health and safety issues.
(d) Reports of defective, dangerous or inefficient safety related equipment, facilities of buildings should be made directly to the company managers or director.

3. Day to day running of the Health and Safety operations
Reporting investigations and recording accidents and incidents
(a) It is the responsibility of the director to ensure that reports and records are made, filed and kept up to date.
(b) These tasks will be carried out by the company’s employees who will act under the guidance of the company managers, who will report to the director.
(c) These reports are discussed annually at a meeting of the director and company managers.

Fire precautions, fire drill, and evacuation procedures
(a) It is the responsibility of the director to ensure that fire precautions, fire drills and evacuation procedures are regularly evaluated and carried out.
(b) It is the responsibility of the managers to keep the fire drill/inspections logbook up to date.
(c) It is the responsibility each employee to ensure that they have read and understood the procedure to follow in the event of fire. This procedure is set out in the company’s “General Information and Safety Guidelines”.

Fire Extinguishers
(a) Fire extinguishers are located at various points. These are of various types:
WATER TYPE, DRY POWDER, CO2, WATER HOSE, FIRE BLANKETS
PLEASE NOTE THAT WATER BASED FIRE EXTINGUISHERS OR WATER HOSES SHOULD NEVER BE USED ON ELECTRICAL FIRES.
(b) If a fire extinguisher is used, please report it immediately to the director or manager, who will make arrangements for it to be recharged.
If it is suspected that any extinguisher is inefficient, it is the responsibility of the employee to inform the director or the manager so that it can be checked.
Flammable Liquids
Naked lights should not be used in the vicinity of any containers of flammable liquid.
Hazardous Chemicals
(a) Please be careful when handling any of the cleaning fluids in the Kitchen, the washing up areas or the cleaning cupboards. Protective gloves for your use are located in the cleaning cupboard.
(b) Special care must be taken with Dishwasher fluids. Please consult the labels or Safety Data before handling any chemical.
(c) Do not allow children to come into contact with any chemical, unless supervised. Store all chemical containers out of reach of children and dispose of carefully.

Buildings/Equipment/Facilities
It is the responsibility of the director and the managers to ensure that all aspects of the Company’s equipment and facilities are maintained in a safe condition.
Employee’s co-operation in this matter is important so as not to endanger health.
(c) Any employees aware of any equipment, facilities or part of a structure or building, which is unsafe, please report it immediately to the company director or manager. If you can render it safe without danger to yourself or to any other person, then please do so.

Electricity Supply and Electrical Appliances
(a) It is the responsibility of the director/manager to keep electrical appliance inspections, internal and external, up to date.
(b) No member of staff should carry out work or tamper with any electricity supply, cables or power points or electrical appliances.
(c) If an employee discovers a defective or dangerous supply cable, power point, switch or appliance, the employee must ensure that no one uses it and inform the director or manager immediately.
The director or manager should ensure that it is safe and make the necessary arrangements for its repair.

Safety Equipment
The company will provide safety equipment and clothing where necessary and will seek the support of employees in using it effectively.
The company recognises that there is little point in providing safety equipment and procedures if the employees do not agree, or will not use them. Hence the Company does stress to its employees the importance of their involvement in the implementation and use on any such procedures.

Safety Inspections
(a) It is the responsibility of the Director and the Manager to co-ordinate all safety inspections at the Surrey Activity Centres.
(b) The Company is available for inspection by external inspection bodies.
(c) In order to keep up to date with current safety standards the company is inspected by the BAHA, Ofsted, and Health and Safety and will implement their recommendations.
(d) It is the duty of all employees to implement the company’s safety procedures.

These Safety Guidelines for Staff have been drawn up in compliance with the Health and Safety at Work Act and are regularly updated by Su Jones, Company Director, and Marian Hobart, Manager.

Infection Control Policy
click to view

MEDICAL POLICY

ILLNESS
Children who are unwell should not attend camp. ACH reserve the right to refuse to accept a child they consider to be sick or unwell. If a child becomes unwell during the day, parents will be informed and, if possible, asked to collect their child. If this is not possible, an unwell child will be taken to the office, to be supervised by a member of staff, to rest in the quiet area, away from other children.

INJURY
ACH’s Booking Form and Confirmation of Booking Letter, as part of the booking-in system, state that, in booking with us, parents/carers are agreeing to their child receiving emergency medical treatment. We ask parents to sign the booking form and later, to sign the confirmation of booking, to acknowledge that they agree to emergency medical treatment for their child, should the need arise.

MEDICATION
Parents/ Carers are asked to supply medical information on each child at the time of booking and to update this if circumstances change.
Parents/Carers are asked to inform ACH if their child is on regular, prescribed medication on each booking form.
ACH will only administer prescribed medicines and non-prescribed medicines provided by parents.
If a child requires administration of medication during their time at camp, parents/carers must provide the medication; complete a consent form, indicating the medical condition, the name of the medication, the dosage and the frequency of administration; sign to indicate consent for administration.
No medication will be administered without proper consent.
No medication will be administered against the wishes of the child.
ACH staff will complete an entry into the Medication Records each time they administer medicine to a child, indicating the time and dosage.
All medicines and records will be kept in a secure box.

REGISTRATION OF CHILDREN AT CAMP

1. All children are registered in the morning at the point of arrival (either on the transport or at the centre) and registered out at the point of collection by parents/carers.

2. Children are registered into their activity groups at the beginning of the morning and afternoon activity.

3. It is the responsibility of the activity leader to take the register at the beginning and check that all children are present during and at the end of the session.

4. When the activity is off-site, the register must be taken and, additionally, children must be checked onto the transport before leaving camp and again before leaving the activity site.

5. Off-Site, the leaders must clearly specify a meeting point in case of separation from the group.

SAFEGUARDING CHILDREN POLICY (September 2009)

Introduction
It is the responsibility of Adventure & Computer Holidays Ltd. to protect all children within our care. The children are our priority and therefore we must do everything possible to protect them from abuse whether it occurs within our organisation or outside - including within the child’s own family.

Our Staff
Within our organisation we take up references and CRB check our staff members.

Training
Staff will be informed of our Child Protection procedures and guidelines on protecting themselves in the Staff Manual and during Induction.

Staff conduct
It is important that our staff should avoid putting themselves in situations that may lead to allegations being made against them.
If, during their subsequent employment with us, there is the slightest suspicion that a member of staff is not acting in accordance with our required standards, the matter will be investigated thoroughly by the management team and acted upon swiftly.
Depending on the allegations, this may involve Ofsted, Social Services and the Police.
Within our organisation this matter would be dealt with by the Child Protection Liaison Officer.

The Child Protection Officer within Adventure & Computer Holidays
Marian Hobart is the appointed child protection liaison officer within our organisation.
However, child protection decisions may also involve Adventure & Computer Holiday’s full time management team.

Individual Staff’s Responsibilities
Child protection is the responsibility of all staff.
All teachers must report any concerns they have about children who arrive at camp with injuries, marks, burns or scratches to Marian Hobart, the appointed child protection liaison officer,
If a member of staff has concerns about any child within our care - either through signs of physical injury, behavioural changes or the children enacting or talking about experiences which give rise to concern - the staff member must immediately inform Marian Hobart.
Staff are required to report any concerns they have about the behaviour of other staff towards children to a member of the management team.

The Responsibilities of Adventure & Computer Holidays’ Child Protection Liaison Officer once a concern has been raised:

It is the responsibility of Marian Hobart to record any matters of child protection/welfare that are reported to her by our staff, in the Confidential Incident Book.

These are sensitive issues and there is no single “correct approach”. The following approaches should therefore be considered:

If appropriate, Marian Hobart or another appointed member of staff should discuss our concerns with the child. It is important to use age appropriate language.

If appropriate, Marian Hobart or another appointed member of staff should discuss the concerns raised with the parents of the child.

These matters may be raised and advice sought from Ofsted and the Surrey Child Protection Contact Centre (03456 009009). If the parents have not been informed of the concerns, the advice of these groups may be sought as to how, when and in what circumstances the parents should be informed of the concerns raised.

In the case of an allegation of abuse against a member of staff, a member of the management team will investigate and hold discussions with those involved. If the concern is upheld, the member of staff will be immediately suspended, awaiting full investigation. Proven allegations will result in dismissal.

The child protection liaison officer and management team in discussion with Surrey Child Protection team & Ofsted should decide if a crime has been committed. If so the police must be involved at the earliest opportunity.