€¦ · Web viewMedication will never be given without the prior written request of the parent/carer, which will include frequency, dosage any potential side effects and any other

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Policies & Procedures

Administering Medication.....................................................................................................................................2Admissions Policy................................................................................................................................................ 3Arrivals and Departures - Dragonfly Den Children’s Club...................................................................................4Behaviour Policy.................................................................................................................................................. 6Child Participation Policy..................................................................................................................................... 9Children Settling In - Dragon Den Children’s Club............................................................................................12Children with Special Educational Needs and /or Additional Needs..................................................................13Complaints......................................................................................................................................................... 15Confidentiality Policy..........................................................................................................................................17Documentation and Information.........................................................................................................................19Early Years Foundation Stage (EYFS) Policy – Dragonfly Den.........................................................................22Environmental Policy......................................................................................................................................... 24Equalities........................................................................................................................................................... 25Fire Safety and Fire Risk Assessment...............................................................................................................29Healthy Eating................................................................................................................................................... 31Health and Safety.............................................................................................................................................. 32Intimate Care..................................................................................................................................................... 36Lunch Time and Snack Policy........................................................................................................................... 38Missing Children................................................................................................................................................ 41Mobile Phone/Camera Policy............................................................................................................................ 42Nappy Changing Policy..................................................................................................................................... 47Parental Involvement Policy.............................................................................................................................. 48Partnership with Parents and Carers.................................................................................................................49Payment of Fees Policy..................................................................................................................................... 50Play Policy......................................................................................................................................................... 51Poisonous Plants Information............................................................................................................................53Risk Assessment............................................................................................................................................... 54Safeguarding and Child Protection Policy..........................................................................................................55Settling into Pre-School Policy...........................................................................................................................63Sick Children and Accidents..............................................................................................................................64Infectious and communicable Diseases.............................................................................................................66Smoking, Alcohol and Drugs............................................................................................................................. 69Social Networking Policy................................................................................................................................... 71Staff Policy......................................................................................................................................................... 74Staff Disciplinary................................................................................................................................................ 78Staff Employment and Recruitment Policy.........................................................................................................80Staff Induction.................................................................................................................................................... 82Students and Volunteers................................................................................................................................... 84Suspensions and Exclusion of Children.............................................................................................................85Uncollected Children..........................................................................................................................................87Visits and Outings..............................................................................................................................................88Weather Policy................................................................................................................................................... 91Whistle blowing Policy....................................................................................................................................... 92

Administering Medication

Medication will never be given without the prior written request of the parent/carer, which will include frequency, dosage any potential side effects and any other pertinent information

A member of staff will be assigned to administer the medication or witness self administration for each individual child concerned. They will also be responsible for ensuring that: Prior consent is arranged. All necessary details are recorded on the Medication Form, which is then signed by the parent/carer. The medication is properly labelled and safely stored during the session. It should be in its original

container with the pharmaceutical label that includes the child’s name, the date, the type of medicine and the dosage.

Another member of staff acts as a witness to ensure the correct dosage is given. Parents/carers sign the Medication Form to acknowledge that the medication has been given. In the event that a child be taken to hospital directly from the setting, any medication held for that child will

be sent with them.

Wherever possible, children who are prescribed medication should receive their doses at home. If it is necessary for medication to be taken during sessions at the Setting, children should be encouraged to take personal responsibility for this, where this is appropriate - decided through individual risk assessment. Please note the Setting will only give recently prescribed medication.

If for any reason a child refuses to take their medication, staff will not attempt to force them to do so against their wishes. If and when such a situation arises the Manager and the child’s parent/carer will be notified, and the incident recorded on the Medication Record.

Where children need medication for ongoing conditions (asthma, diabetes, for example) the Setting will request that the parents provide duplicate medication to be held at the Setting for when it is required. This is to minimise the chances of lifesaving medication being unavailable, possible loss of medication and to ensure the safety of the other children. Inhalers should always be labelled with the child’s name.

The Setting may require additional training for some medication for example an Epi Pen. The Manager will ensure this training is given at the earliest opportunity. The safety of the child should be discussed with the parents/carers. If staff require training, it may be necessary for the child not to attend whilst training is sought in order to protect the child. If a child needs medication requiring specialist knowledge or training only trained staff may administer the medication.

If there is any change to the type of medication – whether regarding dosage or other changes to the information given on the Medication Form – a new form must be completed.

This policy was adopted at a meeting of Butterfly and Caterpillar Toddler Group, (incorporating Dragonfly Den)

Held on (date)Signed on behalf of the Management CommitteeRole of signatory

This policy was reviewed on (date)Continue as necessary (date)

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Admissions Policy

Butterfly Pre-School is an Early Years Education Setting open to children from 2 years until primary school age. Dragonfly Den is an Out of School provision offering a breakfast club, dropping off at the local Primary School and an After School Club collecting from the Primary School, these sessions are open to all children from 2 years – 11 years of age.

BeliefsAt Butterfly Pre-School we believe: Children are entitled to quality Early Years education. That our pre-school and out of school club is accessible to children and families from all sections of the

local community. Children are entitled to a fun and caring environment. Children are entitled to fun, stimulating activities based around their interests and needs.

AimsIn order to accomplish our beliefs, we will: Ensure that the existence of the pre-school is widely known, by placing advertisements for the Setting in

places where they are acceptable for all. Keep a place vacant for emergency admissions, when this is financially viable. Promote the setting and practises to emphasise that we welcome everyone. Make our equal opportunities policy widely known. Be flexible about attendance patterns as to accommodate the needs of individual children and families. Continue to consult local parents to ensure that the group goes on meeting the changing needs of the

local community. Liaise with teachers in reception class (EYFS) to have these children’s progress monitored and

developed.




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Arrivals and Departures - Dragonfly Den Children’s Club

Our Club will give a warm and friendly welcome to each child on arrival and ensure that they depart safely at the end of each session.

ArrivalsOn arrival at After School Club, a member of staff will immediately record the child’s attendance in the daily register, including the time of registration. The room will be set up ready for the children’s arrival and all health and safety checks will have been completed. On arrival at breakfast Club, parents are required to sign their child into the register and state the time of arrival.

Departures Parents will sign out children on departure from After school Club and state the time of collection, Children departing breakfast club remain the responsibility of the club until they reach the school premises.

No adults other than those named on the registration form and with the knowledge of the family password, will be allowed to leave the Club with a child. In the event that someone else should arrive without prior knowledge, the Club will telephone the parent/carer immediately.

If the child is to be collected by someone other than the parent/carer or authorised person, this must be indicated to a member of staff prior to the start of the session and recorded by the Club. Ideally the adult nominated to collect a child must be one of those named on the registration form. Only adults – aged 16 years and over – and with suitable identification, will be authorised to collect children. If the parent/carer or designated adult is going to be late in collecting their child they must call to inform the Club at the earliest opportunity. If the Club is not informed, then the provisions of the Uncollected Children Policy will be activated.

No child will be allowed to leave the Club unaccompanied.

AbsencesIf a child is going to be absent from a session, parents must contact the Club in advance.

If a child is absent without explanation staff will contact the parents/carers to try to ascertain the reasons behind this. If it is not possible the Club will follow the Missing Child Procedure.

Regular absences from the Club could be an early sign and/or symptom that a child or family may be encountering some difficulties and might need support from the relevant statutory agencies. The Club and its staff will always try to discover the causes of prolonged and unexplained absences.

Escorting Children between School and the ClubWhere children are escorted between school premises and the Club, the following procedures will be carried out:

The Manager will ensure that a thorough risk assessment is carried out and regularly reviewed, according to the provisions of the Risk Assessment Policy.

It is the responsibility of parents/guardians to ensure that children are registered to attend out of school club prior to the staff collecting the children from school. Any child who is not on the register will not be collected by after school club. Once the afterschool club staff and children have left the school premises they will not return to collect children whose parents have not registered them with reasonable notice. Any child who is not on the afterschool club register will remain in the care of the school until collected by a parent.

A suitable regular meeting place for children will be established within both the School and the Club. Before school; children in KS2 will be allowed to leave the staff member and walk to their individual

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classrooms once they are within the boundary of the school playground. The staff member will watch to ensure that the children go into the corridors leading to their classrooms. The KS1 and reception children will be escorted to the doors leading to their classrooms. After school; children in Reception and Year 1 will be escorted directly from their classrooms to the meeting point, children in Year 2 and KS2 will join the Club staff member at the designated meeting point. Staff will then escort all children to the Club.

Where applicable staff will ensure that children are given instructions on road safety. If a child is absent from the Club without prior warning, staff will check to see if they attended school that

day – they will not simply accept the word of other children. If the whereabouts of the child is not clear, staff will immediately inform the designated contact at the School and the parents/carers.

If the whereabouts of the child cannot be confirmed, the Club will follow the Missing Child Procedure.




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Behaviour Policy

Our setting believes that children flourish best when their personal, social and emotional needs are met and where there are clear and developmentally appropriate expectations for their behaviour. Good behaviour is expected at all times. The policy’s aim is to ensure the safety and happiness of all of the children attending the setting.

In order to achieve our policy statement, we will:

Make staff aware that interaction with people from other cultures may vary and should be respected. Make staff aware that certain medical conditions can affect the way in which a child behaves. Ensure that staff provide a positive role model by treating everyone with friendliness, courtesy and

respect. Give new staff a copy of the behaviour policy and ensure that it is adhered to consistently. Work in partnership with children’s parents. Parents will be regularly informed of their child’s

behaviour. We will work with parents to address any inconsiderate behaviour, using observation records to help us find a strategy to move forward. A behaviour plan will be drawn up, with the parents consent, to enable repetitive inconsiderate behaviour to be monitored and alleviated through the use of specific targets.

Make parents aware that they are expected to adhere to the behaviour policy and act as positive role models whilst at the setting.

Staff use positive strategies for managing inappropriate behaviour, appropriate to the child’s age and stage of development.

We acknowledge positive and considerate behaviour, such as, kindness and sharing. We avoid a situation in which adult attention is given in return for inconsiderate behaviour. When children behave in inappropriate ways we ask the child to consider the feelings of the other child

concerned and explain to them the outcomes of their action. Staff will recognise that behaviour management strategies will need to be adapted for children’s

individual needs, for example strategies will differ when dealing with verbal and non-verbal children. Appoint a behaviour officer.

Behaviour Officer

The Behaviour officer is Rachel Griib.

The behaviour officer will:

Keep up to date with legislation, research and thinking on positive behaviour. Liaise with other professionals with regard to behaviour issues. Ensure all staff have regular training on positive behaviour. Assist staff when dealing with inconsiderate behaviour where they may need additional support. Take responsibility for implementing and monitoring behaviour plans, working alongside the child’s

key person and the setting’s SENCO. A behaviour plan will be given to children who consistently display challenging behaviour and will be written using observation records recorded on an ABC chart, detailing Antecedents, Behaviour and Consequences.

Children and adults will be expected to;

Treat adults and children with respect enabling them to build high self-esteem. Respect the property of others. Be polite, co-operative and friendly. Value the pre-school environment and equipment and look after it.

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Inappropriate behaviour

We consider the following to be classed as inappropriate behaviour; Rude or unkind language. Kicking, hitting or biting. Persistent/deliberate damage to property/resources. Inappropriate behaviour will be reported to parents using an incident form Persistent inappropriate behaviour will result in the child having a behaviour book/log to ensure that

parents are aware of all incidents. The book/log will be shared and signed on a daily basis.

How we make children aware of appropriate behaviour

Praise and reward positive behaviour. Have group rules which the children are reminded of regularly through circle time/group activities. Have some routines to encourage positive behaviour, such as, tidy up time, snack time, story time. Encourage positive behaviour by prompting the child to act in the correct way and follow the settings

expectations, gradually removing prompts. Use songs and stories to promote positive behaviour.

Rewards and Consequences

Children’s positive behaviour is rewarded by verbal praise. Children behaving inappropriately will be given a choice of two options, encouraging them to choose

the “right” option. Children who do not choose the right option will be given two warnings before a calm down time is

given. An immediate calm down time will be used for physically aggressive behaviour. Parents are informed at the end of the session if their child has had a calm down moment and the

details are logged on an incident form if they are regular/persistent or deemed necessary.

We never;

Use physical punishment or restraint,Send children out of the room by themselves,Shout at the child or raise our voices in a threatening way,

Children Under 3

We recognise that with the younger children, under 3 years old, will need to be given behaviour strategies that are developmentally appropriate.Staff will offer support and guidance to enable young children to understand their emotions, which could be the cause of their undesirable behaviour.Staff will try to identify the cause of undesirable behaviour, such as biting, tantrums or fighting.The child’s key person will form a strong relationship with the child to alleviate any anxieties.

ConcernsIf a parent has concerns about their child’s development, they can contact the setting at any time.

This policy was adopted at a meeting of Butterfly Pre-school (incorporating Dragonfly Den)Held on date……………………………………………

Signed on behalf of the management …………………………………………………

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CommitteeRole of signatory ………………………………………………..

This policy was reviewed on …………………………………………………Continue as necessary …………………………………………………

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Child Participation and Rights of the Child Policy

Involving and Consulting Children

Our Club, and all its members of staff, are committed to the principle of involving and consulting children whenever decisions that affect them are made within the Club.

The Club’s commitment to involving and consulting children stems from the ‘listening to children’ provisions set out in Articles 12 and 13 of the United Nations Convention on the Rights of the Child. These state that:

‘a child’s opinion should be taken into account in anything that affects them. Children should have information disseminated in a way that enables them to make choices and decisions.’

And with the development of a Participation Charter which states:

Participation is a right

The United Nations Convention on the Rights of the Child states that any child or young person has a right to express their views and have them given due weight in decisions affecting them, in accordance with their age and maturity. Participation is not a privilege and it does not have to be earned; rather, it values children and young people as citizens in their own right. The UK has ratified the convention, and public services are increasingly required by law to take seriously the wishes and feelings of children.

For children, involvement and consultation helps them to develop new skills such as negotiating, sharing and understanding the perspectives of others. It helps them to understand how decisions are made, and recognises that their opinions are important.

There are multiple benefits of such an approach such as relationships with children based on partnerships, a more cohesive environment and activities and decisions that children feel a sense of ownership over, that leads to an improved overall higher standard of behaviour.

All children that attend the setting will be listened to and consulted actively. This will take a number of forms, including:

Listening to what they say in speech and other forms of communication Observing body language and behaviour Drama and role-play Through play and creative expression and the use of visual aids Via regular group based discussions Questionnaires and other regular feedback on activities Notice boards that display important information about activities at the setting Regular children’s discussions, between children and staff, discussing the settings activities and any

other relevant topics.

Age, maturity and the type of decision being made will determine the extent and nature of children’s involvement. However, the emphasis should always be strongly in favour of involving children.

We undertake to ensure that children have the opportunity to make decisions and/or participate in, as a minimum, the following:

Choosing the type of snacks available Choosing how, when and where they have their snack Being involved with preparation of snack Involved with choosing new toys/equipment/resources

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Choosing to play inside/outside when they want to Involved with developing club rules Contribute to new children’s induction/welcome packs Contribution to the Clubs newsletters Assisting with designing publicity posters Assisting with the evaluation of fire drills Involved with the recruitment of new staff Involved with choosing what activities they would like planned

Consultation and involvement will be regularly monitored and acted upon so that children are able to see that their input has led to visible outcomes. The Club and its staff will also be clear about what decisions children will be involved in and attempt to offer clear explanations if and when consultation and involvement is deemed inappropriate.

The Club and its staff are committed to working towards achieving level 10 on Harts Ladder.

What’s it all about – Harts Ladder

10. Children and young people in charge!

9. Young people lead with help from others

8. Joint decision making

7. Consultation

6. Invitation

5. Tokenism

4. Decoration

3. Manipulation

2. Adults rule kindly

1. Adults rule!

Hart’s Ladder is a standard framework for understanding children and young people’s participation. It’s progressive, encouraging practitioners to build on their experience, but its distinctions are sharp, supporting us to separate our aspirations from our actual achievements. By way of example, much of what gets called consultation is more properly described as invitation, where children and young people are invited to contribute their opinions, but the opinions themselves aren’t really used or reflected on. This kind of distinction stands even in situations where what the young people say is written up and published in glossy formats – recording something doesn’t always equate to considering it.

This policy was adopted at a meeting of ________________________ (name of setting)

Held on (date) ________________________

Signed on behalf of the ManagementCommittee / Proprietor ________________________

Role of signatory (e.g. Chairperson etc) ________________________

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This policy was reviewed on (date) ________________________

Continue as necessary (date) ________________________

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Children Settling In - Dragon Den Children’s Club

All children are unique and the amount of time that a child takes to settle into the Club can vary enormously. Therefore, children will be given time to settle at their own pace, so as to make them feel welcome, safe and confident in a new environment.

The Club strongly encourages parent/carers to visit the premises with their children during the week before they are due to start. During this week, the Club requires that the parents/carers complete and return the Registration Form.

Children new to the Club will be greeted in a warm and friendly manner. They will be introduced to all members of the staff and told about any other regular visitors to the Club. Children will be informed about the Club’s routines and programme of activities. They will be shown around the Club, told where they can and cannot go, and have both registration and signing out procedures made clear. Ground rules will be explained to the child and they will be encouraged to ask questions and raise any concerns. The child will be told about fire evacuation procedure and the location of all fire exits, according to the provision of the Fire Safety Policy.

Parents/carers are offered the opportunity to stay with their child for a period of time on their first week. On their first day, children will be introduced to other children at the Club. The child will then be encouraged to get to know other children and settle into the group. Where appropriate, a new child will be assigned a Key Person that will ensure that the child feels included in play and activities and that their needs are being met.

All staff will supervise children new to the Club to ensure that they are happy in their new surroundings. The appropriate level of supervision will be judged according to the child’s age, maturity and previous experiences. Staff will enquire how a child is feeling, what activities they enjoy and if they are unhappy about anything.

If it seems that a child is taking a long time to settle in, this will be discussed with their parents/carer at the earliest opportunity. Likewise, if a parent/carer feels that there is a problem during the settling in period, they should raise this with a member of staff. Staff will always be available to discuss any concerns or other issues with parents/carers regarding their child and their attendance at the Club. If parents/carers wish to meet with the Manager, they should make an appointment to come in for a chat.




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Children with Special Educational Needs and /or Additional Needs

The Setting is aware that some children have additional needs and/or physical disabilities that require particular support and assistance. We are committed to taking appropriate action to make sure that all children are able to access our services, made to feel welcome, and that our activities promote their welfare and development.

The Setting is committed to the inclusion of all children in its care. The Setting also believes that children with additional needs and/or physical disabilities have a right to play, learn and be able to develop their full potential alongside other children. Whenever possible, children with additional needs and/or physical disabilities will have access to the same facilities, activities and play opportunities and are helped to overcome any disadvantages they may face.

The policies, procedures and practices of the Setting in relation to children with additional needs and/or physical disabilities are consistent with current legislation and guidance. These include the Special Educational Needs and Disability Act 2001 and the Disability Discrimination Act 1995 and 2005.

The Setting believes that by identifying individual needs and taking proactive steps alongside parents/carers and other statutory professionals or agencies, all children should be able to play a full and active and equal part in the Setting’s activities.

SENCO (Special Educational Needs Co-ordinator)The Manager will appoint a member of staff as the SENCO to manage for provision for children with special educational needs and/or physical disabilities. The setting SENCO is Rachel Griib with Zara Cullom as deputy. This individual will be fully trained and experienced in the care and assessment of such children. All members of staff will be expected to assist the SENCO in caring for children with additional needs and/or physical disabilities. The Co-ordinator’s responsibilities will include: Working alongside the Manager to ensure that all staff are aware of all legislation, regulations and other

guidance on working with children with additional needs and/or physical disabilities. Working with the Manager to ensure that all staff who work with children with additional needs and/or

physical disabilities have appropriate skills and training. Co-ordinating regular monitoring and reviews of children’s progress; involving parents/carers, other

members of staff, relevant representatives from statutory agencies and, if appropriate, the child themselves. Alongside the Manager, they will also be responsible for ensuring that any actions following such reviews are followed through.

Assessing each child’s specific needs and adapting the Setting’s facilities, procedures, practices, and activities are appropriate.

Ensuring that systems are in place to adequately plan, implement, monitor and review and evaluate the Additional Needs policy.

Ensuring that children with additional needs and/or physical disabilities are fully considered when activities are being planned and prepared.

Liaising with parents/carers about the needs of their children and the plans and actions of the Setting, as well as being the point of contact for parents/carers.

Liaising with other agencies and seeking advice, support and training for themselves and other members of staff as necessary.

Supporting other members of staff to become more skilled and experienced in the care of children with additional needs and/or physical disabilities.

Ensuring that all children are treated with equal concern and respect and are encouraged to take part in all activities.

Ensuring that accurate observations of how the child or young person uses the play space are used to reflect on practice and improve access for all.

Ensuring that the child or young person is fully consulted and independence is encouraged where possible. Consideration will always be given to the dignity and choice of the individual and where necessary staff will seek strategies to enable good communication at all times.

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Complaints

The Setting is committed to providing a safe, stimulating, consistent and accessible service to children and their parents/carers. We always aim to provide high quality services for everyone, but to accept that sometimes things do not always go to plan. In such circumstances, we want you to know so that we can put them right and learn from our mistakes.

This policy constitutes the Setting’s formal complaints procedure. It will be displayed on the premises at all times.

Under normal circumstances, the Manager will be responsible for managing complaints and communicating with the registered person. If a complaint is made against the Manager, the registered person will conduct the investigation. The registered person is the committee member who is registered with OFSTED. All complaints made to staff will be logged in the Complaints Book.

Stage OneIf a parent/carer has a complaint about some aspect of the Setting’s activity, or about the conduct of an individual member of staff, it will often be possible to resolve the problem by simply speaking to the individual concerned or the Manager. As outlined in the Partnership with Parent’/carers Policy, the Setting is committed to open and regular dialogue with parents/carers and the Setting welcomes all comments on its services, regardless of whether they are positive or negative.

In the first instance, parents/carers are encouraged to speak directly to the relevant member of staff, if deemed appropriate. If not, the Manager should be approached and they will try to resolve the problem. If a satisfactory resolution cannot be found, then Stage Two of the procedure will formally come into operation.

Stage TwoIf informal discussions of a complaint or problem have not produced a satisfactory resolution to the situation, parents/carers should put their complaint in detail and in writing to the Manager. Relevant names, dates, evidence and any other important information on the nature of the complaint should be included.

The Setting will acknowledge receipt of the complaint as soon as possible – within 3-7 working days. The matter will be fully investigated within 20 working days. If there is any delay the Setting will advise the parents/carers of this and offer an explanation. The Manager will be responsible for sending a full and formal response to the complaint.

If the Manager has good reason to believe that the situation has child protection implications, they should inform the Designated Child Protection Officer and ensure that the local social care department is contacted, according to the procedure set out in the Child Protection Policy. If any party involved in the complaint has good reason to believe that a criminal offence has been committed, then they will contact the Police.

The formal response to the complaint from the Setting will be sent to the parent/carer concerned and copied to all relevant members of staff if appropriate. The response will include recommendations for dealing with the complaint and for any amendments to the Setting’s policies or procedures emerging from the investigation.

The Manager will arrange a time to meet the parent/carer concerned and any other relevant individuals, such as members of staff, to discuss the complaint and the Setting’s response to it. The Manager will judge if it is best for all parties to meet together or if individual meetings are more appropriate. Either party may need to consider consulting an external mediator who is acceptable to both parties and will offer support and advice. The mediator must ensure discussions are kept confidential.

If at the conclusion of this process parents/carers are still dissatisfied with the response they have received, the original complaint along with the Setting’s response will be passed to the Registered Person who will adjudicate the case. A formal record of all meetings should be taken and made available to those concerned should they wish to see them.

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The registered person will communicate a detailed response, including any actions to be taken, to both the Manager and the parents/carers concerned within 15 – 28 working days.

If at any stage the parent/carer is unsatisfied with the response or concerned about children’s welfare they may make a complaint to Ofsted.

Making a complaint to OfstedAny parent/carer can, at any time, submit a complaint to Ofsted about any aspect of registered childcare provision. Ofsted will consider and investigate all complaints received that are in breach of the relevant statutory requirements.

Records of all complaints must be retained for a period of 10 years to which the record was made. A summary of complaints must be available to parents on request. A model complaints form can be downloaded from www.ofsted.gov.uk

Ofsted address:OfstedRoyal Exchange BuildingSt Anne’s SquareManchesterM2 7LA

08456 40 40 40




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http://www.ofsted.gov.uk/

Confidentiality Policy

Statement of IntentIt is our intention to respect the privacy of children and their parents/carers, whilst ensuring that they access high quality early years care and education in the Setting.

AimWe aim to ensure that all parents and carers can share their information in the confidence that it will only be used to enhance the welfare of their children.

We meet the requirements of the Human Rights Act 1998 with regard to protecting the individual’s rights to a private and family life, home and correspondence. Our only justification to interfering with this right is where we believe that a child may be at risk of significant harm, to prevent crime or disorder.

We meet the requirements of the Data Protection Act 1998 with regard to the information we gather from or about our families, how we gather it, store it and use it. Our procedures enable us to meet these requirements.

We have regard to the Common Law Duty of Confidentiality and only share information with other professionals or agencies on a “need to know” basis, with consent from parents, or without their consent in specified circumstances to do with safeguarding children.

Personal recordsThese include registration and admission forms, signed consents, and correspondence concerning the child or family, reports or minutes from meetings concerning the child from other agencies, an ongoing record of relevant contact with parents, and observations by staff on any confidential matter involving the child, such as developmental concerns or child protection matters, incident and accident logs, care plans, behaviour plans etc. These confidential records are kept secure by the person in charge in an office or other suitably safe place.

Parents have access on request to the files and records of their own children but do not have access to information about any other child.

Staff will not discuss personal information given by parents with other members of staff, except where it affects planning for the child’s needs. Staff induction includes an awareness of the importance of confidentiality in the role of the key person.

Information sharingThere are times when we are required to share information about a child or their family. These are when: There are concerns a child is or may be suffering significant harm. The “reasonable cause to believe” a child is or may be suffering significant harm is not clear. There are concerns about “serious harm to adults” (such as domestic violence or other matters affecting

the welfare of parents).We explain to families about our duty to share information for the above reasons.

Where we have concerns, we would normally gain consent from families to share information. This does not have to be in writing, but we record in the child’s file that we have gained verbal consent as a result of discussing a concern that we need to refer to a social care agency.

We do not need to seek consent from parents to share information where we believe that a child, or sometimes a vulnerable adult, may be endangered by seeking to gain consent. For example where we have cause to believe a parent may try to cover up abuse, or threaten a child.

Where we take a decision to share information without consent, that is recorded in the child’s file and the reason clearly stated.

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Where evidence to support our concerns are not clear we may seek advice from our local social care agency or the NSPCC.

We only share relevant information that is accurate, factual, non-judgemental and up to date.

Other RecordsIssues to do with employment of staff, whether paid or unpaid, remain confidential to the people directly involved with making personnel decisions.When students on recognised qualifications and training, are observed in the Setting, they are advised of our confidentiality policy and required to respect it.

All the undertakings above are subject to the paramount commitment of the Setting, which is to the safety and well-being of the child. Please see also our Policy on safeguarding children and child protection.




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Documentation and Information

The Setting recognises the importance of maintaining up to date and accurate records, policies and procedures necessary to operate safely, efficiently and in accordance with the law.

The Setting is also aware of its obligations with regard to the storing and sharing of information under the Data Protection Act 1998, and is committed to complying with its regulations and guidance. The Manager and staff are aware of the implications of the Data Protection Act in so far as it affects their roles and responsibilities within the Setting.

The Setting is committed to a policy of openness with parents/carers with regard to its policies and procedures and the information the Setting holds on their child. Records and information will be made available to parents/carers on request unless subject to an exemption. If for any reason a request is going to be refused, then this decision, and an explanation, will be communicated in writing. Information and records held on children will be kept in a safe place, access to which will be restricted to the Manager and members of staff where necessary.

The Manager has overall responsibility for the maintenance and updating of children’s records and ensuring that they are accurate. Registration and medical forms will be renewed when information changes and generally on an annual basis.

The Setting will keep records about the children. These Include: Medical Forms Accident and Incident Log Medicine Forms Allergy Management Plan Registration Forms Care Plans Any other information relating to the child deemed by staff or parents/carers to be relevant and significant Log of concern – where appropriate Permission for the use of photographs Permissions for trips and some activities

Additionally, and in accordance with our policies and procedures, the following records and information will be stored and maintained by the Setting:

Staff Evidence of criminal records bureau check, i.e. disclosure number An up to date record of all the staff, students and volunteers who work at Setting, including: Application forms and references Copies of certificates of relevant training and qualifications Emergency contact numbers Up to date name, address and telephone number Employment details Any other information (such as Personal Development Plans) during their time spent working at the

Setting.

Documents and records A comprehensive set of policies and procedures as required by the statutory Framework for the Early

Years Foundation Stage and/or Childcare Register (Compulsory or Voluntary) that are reviewed when appropriate.

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A Self Evaluation Form completed and contributed to by all staff. A record of any other individuals who reside at, or regularly visit/spend time at the Setting, including their

contact details. Visitor’s book. The daily attendance registers. A file including details of children waiting for a place at the setting. Records of the play and activities planned and implemented by the Setting, including any off-site visits and

outings. Records of any medication being held by staff on behalf of children, along with the signed Medication

Form. Records of signed Emergency Medical Treatment Forms, giving parental authorisation for staff to consent

to emergency treatment for children (in accordance with the Health, Illness and emergency policy). Provider Complaints Book held by the Manager with details of any complaints made. Registration Certificate. Insurance certificate and information. Accident and Incident Record Sheets. Fire Drill Log. Risk assessments and daily Health and Safety checks.

Notification of Changes to OfstedThe Setting recognises its responsibilities in keeping children, parents/carers, staff and Ofsted informed of any changes to the running or management of the Setting that will directly affect them.

Wherever possible, if the changes are to be made, affected parties will be given as much warning as possible. In the case of proposed changes that are of considerable scope or importance, the Setting will facilitate consultation with the affected groups or individuals.

In the following cases, it is mandatory for the Setting to inform Ofsted at the earliest possible Opportunity: Any change in management or appointed person or people living on the premises. Any significant change to the premises. Any allegation of abuse by a member of staff or volunteer or any abuse which is alleged to have taken

place on the premises. Change of name or address. Change in the hours the Setting operates. Any other significant events.

Emergency Contact DetailsThe Setting will keep an up to date copy of the Emergency Contact Details of the children and staff OFF SITE so that they can be accessed in the case of emergency. Details should be kept secure.




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Early Years Foundation Stage (EYFS) Policy – Dragonfly Den As a setting registered with Ofsted on the Early Years Register, the Club is aware of their responsibility to support children from birth to the 31st of August following the child’s 5th birthday. In practice this means children who are in the Reception Year at school or in pre-school, will be supported with their learning and development in line with the Early Years Foundation Stage.

In order to support children in the EYFS, the Club will have regard for the EYFS themes:

A Unique Child

EYFS children will be identified at the point of registration via the registration form Individual planning, that takes into account the individual interests and development of each EYFS child, will be

completed for each session that the individual EYFS child attends Sensitive observations will be completed regularly and logged into the child’s own file.

Positive Relationships

Consent to share information with the main EYFS provider will be sought from parents The child’s EYFS record will be freely available to both parent/carer and child to view at any time and

parents/carers are encouraged to contribute to this record if they wish Each EYFS child will be allocated a named key worker before they start at the Club, and children and parents

will be made aware of whom this person is. The key working arrangement will be reviewed after the child has attended for a few weeks to ensure that best member of staff supports each child

Enabling Environments

Each EYFS child’s main EYFS provider will be identified at the point of registration via the registration form As a play setting, the Club will ensure that it provides a good range of freely accessible resources (both inside

and out) so that children’s self directed play covers all of the 6 areas of learning and development (a detailed list of equipment freely accessible and the areas of learning it supports can be requested)

The Club will remain true to the principles of play being child directed by providing opportunities that the child can choose to engage with but will never insist that a child takes part in any planned activity

The Club will have an awareness of main topics being covered by the main provider so they are in a position to support and extend children’s interests

Learning and Development

Group play planning linked to the 6 areas of learning and development will be completed weekly and take on board the ideas and interests of all children

The Club will make every effort to link with the main EYFS provider by completing termly summaries of learning and development, verbal/written communication regarding progress and interests; and communication diaries between pre-school settings. The Club will support, where appropriate, areas that the main provider has identified.

Observations will be reviewed termly to ensure the child’s progress and areas to focus on for the next period will be identified. These will be shared with the main provider where appropriate.


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__________________________ name of setting

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Environmental Policy

The Setting is committed to promoting environmentally friendly practice to help reduce pollution, emissions and waste.

Staff will be made aware on how to reduce the use of raw materials, supplies and energy through their staff induction process and continued participation. Awareness will be raised with the children through discussion, projects and routine systems within the Setting.

Scrap paper and junk will be re-used for craft activities where safe and appropriate.

Lights will be fitted with energy saving bulbs where possible ands switched off when not needed.

Water will not be wasted.

When taking children on trips, the Setting will endeavour to use public transport or coaches rather than cars. Routes will be planned to save unnecessary vehicle use.

When on outings the children will be reminded to take rubbish home with then to enable recycling.

Electrical equipment will be turned off at the source of power when not in use (standby mode will not be used.)

Hazardous waste such as computer monitors, televisions and other electrical equipment is to be disposed of at appropriate waste management sites.

Where appropriate and possible, the Setting will participate with local organisations, collections and special events which raise awareness, offer waste solutions and free advice.

We will always endeavour to consider how to and who might, reuse the waste produced by the Setting.




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Equalities

The Setting is committed to taking positive and proactive steps to ensure that we provide a safe and caring environment, free from discrimination, for everyone in our community including children with additional needs.

The Setting equalities procedures aim to help everyone involved in the Setting to counteract and eliminate both direct and indirect discrimination in decision-making, employment practices and service provision and to ensure that our services strive to achieve equality of opportunity for all.

The Setting aims to provide a welcoming and caring environment that promotes and reflects cultural and social diversity and is equally accessible to all. The Setting will endeavour to challenge any offensive behaviour, language or attitudes with regards to race, ethnicity, nationality, class, religion, culture, gender, language, sexual orientation and disability. The Setting recognises that achieving the objectives of our equalities policy relies on the active involvement of parents/carers, as set out in the Partnership with Parents/Carers policy. As such the Setting will both welcome and encourage parents and carers to get involved in the running and management of the Setting, and to comment on the effectiveness of its policies and procedures.

The Setting will facilitate regular opportunities for consultation with parents/carers about the service that the Setting provides, as a means of monitoring the effectiveness of the Equalities policy.

Equalities Procedures

To realise the Setting’s objectives of creating an environment free from discrimination and welcoming to all, the Setting will: Ensure that its services are open and available to all parents/carers and children in the local community. Ensure that issues of race, ethnicity, nationality, class, religion, culture, gender, language, sexual

orientation and disability do not inhibit a child from accessing the Setting’s services. Treat all children and their parents/carers with equal concern and value. Have regard for promoting understanding, respect and awareness of diversity and equality issues in

planning and implementing the Settings programme of activities. Help all children to celebrate and express their cultural and religious identity by providing a wide range of

appropriate resources and activities. Ensure that the Setting’s recruitment policies and procedures are open, fair and non discriminatory. Endeavour to recruit staff that reflect the make-up of the Settings local community. Ensure that all members of staff are aware of, and understand, the equalities policy as it relates to all

aspect of its work. Encourage and support staff to act as positive role models to children by displaying and promoting tolerant

and respectful behaviour, language and attitude and challenging any discriminatory incident, according to the provisions set out in the Staff Disciplinary Procedures, The Behaviour Management, and Dealing with Racial Harassment Policies.

Treat seriously any member of staff found to be acting, or have been acting, in a discriminatory way, according to the provisions of the Staff Disciplinary Procedures Policy.

Work to fulfil all the legal requirements of the Sex Discrimination act 1975, the Disability Discrimination Act 1995, the Human Rights Act 1998 and the Race relations (Amendment) Act 2000.

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The Manager/committee will ensure a designated person attends Equalities Co-ordinator Training so that an ENCO is in place. The setting’s ENCO is Lorna Moore. The ENCO is responsible for ensuring that the Equalities policy is implemented and that its effectiveness is regularly monitored. They will be responsible for ensuring that: Staff receive appropriate training. The equalities policy is consistent with current legislation and guidance. Appropriate action is taken wherever discriminatory behaviour, language or attitudes become apparent.

All of the Setting’s policies and procedures will be kept under review to ensure they do not operate in a discriminatory manner or in anyway against its commitment to equalities.

Dealing with Racial HarassmentThe Setting is committed to promoting tolerance and fairness towards all members of staff, students, volunteers, children and parents/carers. We fully and wholeheartedly adhere to both the spirit and detail of both the Race Relations Act 1976 and the Race Relations (Amendment) Act 2000, which outlaw discrimination against anyone on the grounds of race, colour, nationality or ethnicity.

Preventing Racial Harassment and DiscriminationProactive steps can be taken to prevent racial harassment and discrimination and the Setting believes that this is more effective than handling a situation once it has already occurred. Therefore, alongside the procedures outline later in this policy to deal with incidents of racial harassment and discrimination the Setting will: Ensure that all children are valued, irrespective of their race, colour, nationality or ethnicity. Encourage individuals to treat each other with respect, regardless of their race, colour, nationality or

ethnicity. Acknowledge the existence of racism in society and take steps to promote harmonious race relations in

our community. Ensure that different cultural and religious needs are met, understood and communicated to all individuals

involved in the Setting.

Examples of Racial harassment and DiscriminationRacial harassment and discrimination can manifest itself in a variety of ways, some overt and others less so. Some examples of unacceptable behaviour include: The use of patronising words or actions towards an individual for racial reasons – including name calling,

insults and racial jokes. Threats made against a person or group of people because of their race, colour, nationality or ethnicity. Racist graffiti or any other written insults or the distribution of racist literature Physical assault or abuse against a person or group of people because of their race, colour, nationality or

ethnicity.

Addressing Racial Harassment and DiscriminationIf a member of staff or a child becomes aware of an incident of racial harassment or discrimination occurring at the Setting, they will be encouraged to report the incident to the Manager or other senior member of staff.

Any allegation made against a member of staff or a child will be investigated thoroughly. The individuals concerned will be involved in discussion about why such behaviour cannot be tolerated. The Setting will make every effort to support all those involved in the incident and find ways to increase understanding and tolerance.

Each incident will be fully investigated and details will be recorded in a separate section of the Incident Record Sheet.

In the case of children, incidents will be reported to their parent/carer and a course of action agreed upon to resolve the situation, in accordance with the provisions of the behaviour management policy. However, if a solution cannot be found then the Setting may have to inform the child and their parent/carer – that they are no longer able to attend session at the Setting, in accordance with the suspensions and Exclusions policy.

In the case of staff, provisions within the Staff Disciplinary Procedures Policy will be activated and a record of the incident will be kept and made available to statutory authorities if appropriate.

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The Manager is responsible for ensuring that all incidents are handled both professionally and sensitively. All incidents will be kept confidential. In cases where the Manager is involved in an allegation, the Registered Person will handle the incident, or nominate a senior member of staff in their place.

In all cases, continued racial harassment or discrimination from any individual will result in exclusion from the Setting, where all other efforts have failed to provide a satisfactory resolution.

The Setting as an EmployerAs an employer, the Setting is committed to ensuring that the workforce reflects the multicultural community that it serves. To this end, the Setting will: Advertise job vacancies in a variety of media sources and outlets in a variety of places. Ensure that the Setting’s human resource procedures prohibit racial discrimination and harassment, and

investigate any concerns when this is suspected of failing. Investigate any allegation of racial discrimination or harassment according to the provisions of the Staff

Disciplinary Procedures and Behaviour Management policies. Collect and monitor information about the ethnic background of the staff team and children.

Children with Special Educational Needs and /or Additional Needs

The Setting is aware that some children have additional needs and/or physical disabilities that require particular support and assistance. We are committed to taking appropriate action to make sure that all children are able to access our services, made to feel welcome, and that our activities promote their welfare and development.

The Setting is committed to the inclusion of all children in its care. The Setting also believes that children with additional needs and/or physical disabilities have a right to play, learn and be able to develop their full potential alongside other children. Whenever possible, children with additional needs and/or physical disabilities will have access to the same facilities, activities and play opportunities and are helped to overcome any disadvantages they may face.

The policies, procedures and practices of the Setting in relation to children with additional needs and/or physical disabilities are consistent wit current legislation and guidance. These include the Special Educational Needs and Disability Act 2001 and the Disability Discrimination Act 1995 and 2005.

The Setting believes that by identifying individual needs and taking proactive steps alongside parents/carers and other statutory professionals or agencies, all children should be able to play a full and active and equal part in the Setting’s activities.

SENCO (Special Educational Needs Co-ordinator)The Manager will appoint a member of staff as the SENCO (please refer to notice board or Children With Special Educational Needs policy, for designated member of staff) to manage for provision for children with special educational needs and/or physical disabilities. This individual will be fully trained and experienced in the care and assessment of such children. All members of staff will be expected to assist the SENCO in caring for children with additional needs and/or physical disabilities. The Co-ordinator’s responsibilities will include: Working alongside the Manager to ensure that all staff are aware of all legislation, regulations and other

guidance on working with children with additional needs and/or physical disabilities. Working with the Manager to ensure that all staff who work with children with additional needs and/or

physical disabilities have appropriate skills and training. Co-ordinating regular monitoring and reviews of children’s progress; involving parents/carers, other

members of staff, relevant representatives from statutory agencies and, if appropriate, the child themselves. Alongside the Manager, they will also be responsible for ensuring that any actions following such reviews are followed through.

Assessing each child’s specific needs and adapting the Setting’s facilities, procedures, practices, and activities are appropriate.

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Ensuring that systems are in place to adequately plan, implement, monitor and review and evaluate the Additional Needs policy.

Ensuring that children with additional needs and/or physical disabilities are fully considered when activities are being planned and prepared.

Liaising with parents/carers about the needs of their children and the plans and actions of the Setting, as well as being the point of contact for parents/carers.

Liaising with other agencies and seeking advice, support and training for themselves and other members of staff as necessary.

Supporting other members of staff to become more skilled and experienced in the care of children with additional needs and/or physical disabilities.

Ensuring that all children are treated with equal concern and respect and are encouraged to take part in all activities.

Ensuring that accurate observations of how the child or young person uses the play space are used to reflect on practice and improve access for all.

Ensuring that the child or young person is fully consulted and independence is encouraged where possible. Consideration will always be given to the dignity and choice of the individual and where necessary staff will seek strategies to enable good communication at all times.




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Fire Safety and Fire Risk Assessment

Designated Fire Safety Officers have the responsibility to ensure that all staff and volunteers are made aware of the following procedures at the start of their induction period.

The Manager of the Setting will appoint a designated fire safety officer. The fire safety officer is Donna Bonnett. The Setting complies with the Regulatory Reform (Fire Safety) Order 2005, which came into force in October 2006. It demands that specific Fire Risk Assessment is undertaken for every workplace, bringing fire safety into line with other health and safety legislation. Designated Fire Safety Officers (please refer to notice board for names) are responsible for: Identifying potential fire hazards. Decide who, in the event of a fire, might be in danger in the workplace or whilst trying to escape from it

and note their location. Evaluate the risks arising from the hazards and decide whether existing fire precautions are adequate or

whether more should be done to get rid of the hazard or to control the risks e.g. by improving fire precautions.

Record the findings and details of the action taken as a result and tell employees about the findings. Keep the assessment under review and revise it as necessary (at least annually). Recording and sharing with colleagues/Managers; fire risk assessments, fire drills, incidents and any

findings and action identified. Instruction and training relevant people/colleagues on fire procedures and the use of fire fighting

equipment. Carrying out regular (at least once per term) fire drills to allow all children and adults to experience the

evacuation process. All fire drills will be recorded and evaluated in the fire log folder. The Setting will contact their local Fire and Rescue Service for further advice and guidance.

General Fire prevention precautions Ensuring that power points are not overloaded with adaptors. Equipment will be properly maintained and inspected in accordance with the manufacturer’s instructions.

All electrical toys and equipment are subject to PAT (Portable appliance testing) annually. Ensuring that the Setting’s No Smoking policy is always observed. Checking for frayed or trailing wires. Checking that fuses are replaced safely. Switching off all electrical sockets before leaving the premises. Storing any potentially flammable materials safely.

All staff are aware of the location of all fire exits, the fire assembly point and where the safety equipment is stored. Where possible, staff will be trained to use basic fire fighting equipment such as extinguishers and fire blankets. In the event of a small fire, staff will only attempt to put it out if they feel confident to do so and they or others are in imminent danger. Children will be made fully aware of the fire safety procedures during the settling in period and on regular occasions from then on. All children will be made aware of the location of the fire exits and the fire assembly point.

Fire doors and fire exits are clearly marked and never locked, are not obstructed at any times and are easily opened from the inside.

Fire extinguishers and fire alarm systems are regularly tested in accordance with the manufacturer’s guidance. The assembly point will be risk assessed and moved when appropriate.

In the event of a fire

A member of staff will raise the alarm immediately and the emergency services will be called at the earliest opportunity.

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All children will be immediately escorted out of the building to the assembly point using the nearest safe fire exit. No attempt will be made to collect personal belongings, or to re-enter the building after evacuation.

The designated Fire Officer or Manager, will check the entire premises and the register and registration forms (in order to contact parents to collect their children if necessary) will be collected, providing this does not put anyone at risk.

On exiting the building, the fire officer will close all accessible doors and windows to prevent the spread of fire.

The register will be taken and all children and staff accounted for. If any person is missing from the register, the emergency services will be informed immediately. If for any reason the register is not to hand, the Manager should access the emergency contacts list that is kept off the premises (see Documentation and Information Policy).

If for any reason the designated fire officer is absent at the time of the incident, the Manager will assume responsibility.




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Healthy Eating

At our breakfast and after school club, the setting provides children with either breakfast or a snack. In pre-school, children bring their own snacks and lunch (see separate policy regarding Lunch and Snack).

The Setting is committed to providing healthy, nutritious and tasty food and drinks for children during our sessions. The Manager and Staff will make every effort to ensure that food and drink is safely prepared and sensitive to the dietary, religious and cultural requirements of all the children.

When preparing food and drink, staff will be mindful of the provisions of the Health and Safety Policy. Majority of staff will hold Food Handling Certificates and are fully trained in food storage, preparation, cooking and food safety, they will pass on this knowledge to other staff.

Parents and children are required to complete the registration form, including information about any special dietary requirements or allergies the child suffers from, along with food and drink preferences. No child will ever be forced to eat or drink something against their will and the withholding or granting of food and drink will never be used as either punishment or reward.

The staff at the Setting will make every effort to promote healthy eating and will lead by example: Staff will discuss with children the importance of a balanced diet where appropriate. Children will be involved in the planning of the menus. The Setting will ensure snack time incorporates plenty of fruit, low fat, low salt and low sugar food. Meat, vegetarian and vegan options will be available. Good quality wholemeal and white bread will be offered. The Setting will not regularly provide sweets for children. Excessive amounts of fatty or sugary foods will be avoided. The Setting will provide a choice of milk or water. Fresh drinking water will be available at all times. Particular dietary requirements will be met by embracing medical, cultural and religious needs. Children will be introduced to different religious and cultural festivals and events through different types of

food and drink. Children will eat in a smoke free environment at all times.




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Health and Safety

The Setting takes the maintenance of Health and Safety seriously as a matter of both legal and moral importance. The Manager and Staff will always strive to go beyond the minimum statutory standards to ensure that the health and safety remains the first priority.

The Setting aims to ensure the health, safety and welfare of all staff, children, visitors and other individuals. The Health and Safety at Work Act 1974 and the Workplace (Health, Safety and Welfare) Regulations 1992 and their associated Approved Code of Practice (ACoP) and guidance will be complied with at all times.

It is vital to ensure that all members of Staff and other persons who are affected by the Setting’s activities will take Health and Safety matters seriously. Staff who have been found to have deliberately disregarded safety instructions or recognised safe practices will be subject to the procedures laid out in the Staff Disciplinary Policy.

Staff are responsible for ensuring that the provisions of Health and Safety policy are adhered to at all times. As such, they are required to: Take reasonable care for their own heath and safety as well as of other persons who may be affected by

their acts or omissions at work. Report any accidents, incidents or dangerous occurrences that have led to, or may in the future be likely to

lead to, injury or damage, and assist in the investigation of any such event. Undergo relevant Health and Safety training when instructed to do so by the Manager. Maintain an environment that is safe and without risk to health.

The registered person holds ultimate responsibility and liability for ensuring the Setting operates in a safe and hazard free manner. The registered person will ensure that adequate arrangements exist for the following: Ensuring that staff both understand and accept their responsibilities in relation to health and safety

procedures. Monitoring the effectiveness of the Health and Safety policy and authorising any necessary revisions to its

provisions. Ensuring that all accidents, incidents and dangerous occurrences are adequately reported and recorded

(including informing the Health and Safety Executive – the Reporting of Injuries, Disease and Dangerous Occurrences Regulations 2013 (RIDDOR), and Ofsted where appropriate).

Reviewing all reported accidents, incidents and dangerous occurrences, and the Setting’s response, to enable corrective measures to be implemented.

Information received on health and safety matters is distributed to all members of Staff.

Health and Safety Inspections and Risk Assessment.The identification, assessment and control of hazards within the Setting are vital in reducing accidents and injuries. For further information please refer to the Risk Assessment Policy.

Daily safety checks are carried out to ensure that the facilities are maintained in a suitable state of repair and decoration.Any action required as a result of Health and Safety inspection is taken as rapidly as possible. An investigation is carried out on all accidents, incidents and dangerous occurrences.

Safety PolicyThe Setting’s premises are safe, secure and adequately spacious for play and for children to interact freely. Staff and any other authorised persons who are regular visitors to the Setting will be issued with clearly identifiable clothing, which they are expected to wear at all times while on the Setting’s premises, and when accompanying children to and from School/Setting.The Manager is responsible for ensuring that the Setting’ premises are clean, well lit, adequately ventilated and maintained at an appropriate temperature.The Setting’s premises comply with all the requirements of the Disability Discrimination Act (DDA) 1995 and all other relevant regulations and guidance.

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During the opening hours, the premises are used by and solely available to the Setting, it’s staff and the children.There is adequate space for storing all the Setting’s equipment safely and securely so that staff and children are protected when accessing toys and equipment.Under normal circumstances staff will ensure that there is one toilet and one washbasin with hand soap and hot and cold water available for every 10 children.No child will have access to the kitchen area.Members of staff will have access to a telephone on the Settings’ premises at all times.In the event of snow or ice on external pathways, staff will ensure that this is regularly cleared and kept safe.All chemicals will be stored in an appropriate way that is inaccessible to children. COSHH regulations must also be observed.

SupervisionChildren are supervised appropriately according to the level of risk involved during play and activities along with the ages and number of children involved in the given activity. Staff will be deployed adequately to ensure general supervision at all times.

Site SecurityParents/carers are encouraged to talk to their children about the importance of remaining safe and not leaving the Setting’s Premises during the Session. The Setting staff will reinforce this. The entrances to the Setting building will be kept locked to the outside.All staff will observe and supervise the entrance and exit points when the Setting is in operation.

Visitors will be greeted on arrival and will be asked to sign the visitor’s book and state the purpose of their visit. Visitors to the Setting will not be left unsupervised with children at any time. If an unexpected visitor has no suitable reason to be on the premises, then they will be asked to leave immediately and will be escorted off the premises. If the visitor repeatedly refuses to leave the premises the police will be contacted immediately. A record will be made of any such incidents in the Incident record Book, and the Manager will be immediately notified. The Manager (in consultation with staff and parents/carers) will regularly review security procedures.

EquipmentAll furniture, toys and equipment are kept clean, well maintained and in good repair an in accordance with BS EN safety standards on the toy (Safety) Regulations (1995) where applicable.

Equipment will be properly maintained and inspected in accordance with the manufacturer instructions. All electrical toys and equipment are subject to PAT. Relevant staff are trained in the correct usages of computers and other IT equipment. All new equipment and resources will be selected with care. If deemed necessary, new play equipment/toys will be risk assessed. Defective or broken equipment will be taken out of use and stored in a safe place before being disposed of. Flammable equipment will be stored in a safe location away from any sources of heat and/or naked flames.

AnimalsNo animal will be allowed on the premises without the prior knowledge (with the acceptance of disability assistance dogs) and permission of the Manager. A visit from an animal must be prearranged and accompanied by a responsible handler.

Closing the Setting at short notice / in an emergencyIn very exceptional circumstance the Setting may need to be closed at very short notice due to an unexpected event, such incidents could include: Serious weather conditions Burst water pipes. Discovery of dangerous structural damage.

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Fire or bomb scare/explosion. Death of a member of staff or child. Serious assault on a staff member, child or a member of the public. Serious accident or illness. Chemical contamination.In such circumstances, the Manager and staff will ensure that all steps are taken to keep both the children and themselves safe. All staff and children will assemble at the pre-arranged venue, where a register will be taken.Steps will then be taken to inform parents/carers and the Registered Person and to take the necessary actions in relation to the cause of the closure. All children will be safely supervised until they are safely collected.If after every attempt, parents/carers cannot be contacted, the Setting will follow the uncollected child procedure.A child will never be left alone on the Setting Premises.If the registration is affected it is necessary to inform Ofsted of the closure.

HealthStaff will make sure there is a regular supply of drinking water available to children at all times, especially in hot conditions. In such circumstances, staff will also ensure that children are adequately protected form the sun.

Sun ProtectionThe Manager and Staff understand the dangers posed to themselves and children from over exposure to the sun. In hot weather parents/carers are asked to provide sunscreen for their children. An emergency supply of sun protection will also be kept on the premises. Parent’s should be made aware of our weather policy and given regular reminders of the content. Parents should give written permission for sun cream to be applied at the time of registration. Children will also be encouraged to wear a hat when playing outside in the sun. When deemed necessary, staff may apply sunscreen to children who cannot do so for themselves but only where prior permission has been given by the parent on the registration form. In hot weather, staff will encourage children to drink water frequently. Staff should also ensure that shady areas out of the sun are available to children when playing outside.

HygieneThe Manager and all the staff will be vigilant to any potential threats to good hygiene in the Setting. To this end, a generally clean environment will be maintained at all times.Toilets are cleaned daily and there is always an adequate supply of soap and hand drying facilities for both staff and children, this is monitored throughout the session.The First Aider will be mindful of the need to observe the highest standards of personal hygiene when administering any treatment to children. As such they will wash their hands thoroughly before and after giving first aid, and ensure that plasters or disposable gloves cover any cuts, wound or skin damage.

Kitchen HygieneAll areas where food and drink are stored, prepared and eaten are prone to the spread of infections. Therefore, staff must be particularly careful to observe high standards of hygiene in such instances. To this end the following steps will be taken: Majority of staff will be trained in food hygiene. Waste will be disposed of safely and all bins will be kept covered. Food storage facilities will be regularly and thoroughly cleaned. Kitchen equipment will be thoroughly cleaned after every use. If cooking is done as an activity, all surfaces and equipment involved will be thoroughly cleaned before

and after the session.Personal HygieneIn all circumstances, staff will adhere to and ensure that children carry out the same routines:

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Washing hands before and after handling food and drink. Washing hands after using the toilet. Covering cuts and abrasions whilst at the premises. Taking any other steps that are likely to minimise the spread of infections. Washing of hands prior to and following first aid.

Dealing with spillagesSpillages of substances likely to result in the spread of infections will be dealt with rapidly and carefully. Blood, vomit, urine and faeces will be cleaned up immediately and disposed of safely and hygienically by bagging and taken out of the Setting. Staff will wear disposable plastic gloves and an apron while using bleach or disinfectant solution, and wash themselves thoroughly afterwards. Children will be kept clear whilst such substances are being dealt with.

The Manager and staff are committed to taking all practicable steps to prevent and control the spread of infectious germs, and to uphold high standards of personal hygiene in order to minimise the risk of catching or spreading infections.

InsuranceThe Children Act 1989 and the Health and Safety at Work Act 1974, place a number of legal responsibilities on the Setting. Therefore, the Setting has insurance to cover appropriate to its duties under this legislation, including Employer’s liability insurance. Responsibility will, in most cases, rest with the Setting, but staff will take reasonable care, both for themselves and other people who may be affected by their actions or omissions at work. If the Setting is held responsible for any incident that may occur, public liability insurance will cover compensation.




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Intimate Care

The Setting’s staff are respectful of children needs in respect of intimate care. Intimate care can be defined as care tasks of an intimate nature, associated with bodily functions, body products and personal hygiene which demand direct or indirect contact with or exposure of the genitals. Examples include care associated with continence and menstrual management or cleansing.

Children’s dignity will be preserved and a high level of privacy, choice and control will be provided to them. Staff who provide intimate care to children have a high awareness of Safeguarding Children Issues. Staff behaviour is open to scrutiny and staff at the Setting work in partnership with Parents/Carers to provide continuity of care to children/young people wherever possible.

The Setting is committed to ensuring that all staff responsible for the intimate care of children will undertake their duties in a professional manner at all times. The Setting recognises that staff must treat all children with respect when intimate care is given. No child should be attended to in any way that causes distress or pain.

Our approach to best practiceAll children who require intimate care are treated respectfully at all times; the child’s welfare and dignity is of paramount importance. Staff who provide intimate care are trained to do so (including Safeguarding Children) and hold a full DBS check and are fully aware of best practice. Apparatus will be provided to assist with children who need special arrangements following assessment from physiotherapist/occupational therapist as required.

Staff will be supported to adopt their practice in relation to the needs of the individual children taking into account developmental changes such as the onset of puberty and menstruation.

There is to be careful communication with each child who needs help with intimate care in line with their preferred means of communication (verbal, symbolic, etc.) to discuss the child’s needs and preferences. The child is aware of each procedure that is carried out and the reasons for it. As a basic principle children will be supported to achieve the highest level of autonomy that is possible given their age and ability. Staff will encourage each child to do as much for themselves as they can. This may mean, for example, giving the child responsibility for washing themselves. Individual intimate care plans will be drawn up for children as appropriate to suit the circumstances of the child. These plans include a full risk assessment to address issues such as moving and handling, personal safety of the child and the carer and health. Each child’s right to privacy will be respected. Careful consideration will be given to each child’s situation to determine how many carers might need to be present when a child needs help with intimate care. Where possible, one adult will care for one child unless there is sound reason for having two adults present. If this is the case, the reasons should be clearly documented. Wherever possible the same child will not be cared for by the same carer on a regular basis, there will be a lot of carers who will take turns in providing care. This will ensure, as far as possible, that over-familiar relationships are discouraged from developing, while at the same time guarding against the care being carried out by a succession of completely different carers.

Parents/carers will be involved with their child’s intimate care arrangements on a regular basis; a clear account of the agreed arrangements will be recorded on the child’s care plan. The needs and wishes of children and parents will be carefully considered alongside any possible constraints; e.g. staffing and equalities legislation. Each child/young person will rely on the Manager to act as an advocate to whom they will be able to communicate any issues or concerns that they may have about the quality of the care they receive.

It is essential that the adult who is going to change the child informs other staff that they are going to do so,there is no written legal requirement that two adults must be present, however in order to completely secure against any risk of allegations a second member of staff may be present where resources allow.

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The protection of childrenThe local Children’s safeguarding board – “recognising the signs of child abuse” and the DFeS “what to do if you think a child is being abused” booklets will be accessible to staff and adhered to.Where appropriate, all children will be taught personal safety skills carefully matched to their level of development and understanding.

If a member of staff has any concerns about physical changes in a child’s presentation, e.g. marks, bruises, soreness etc. they will immediately report any concerns to the Manager/designated person for safe guarding children and the children’s safe guarding policy will be followed. If a child becomes distressed or unhappy about being cared for by a particular member of staff the matter will be looked into and outcomes recorded. Parents/carers will be contacted at the earliest opportunity as art of this process in order to reach a resolution. Staffing schedules will be altered until the issues are resolved so that the child’s needs remain paramount. Further advice will be taken from outside agencies if necessary.

If a child makes an allegation against a member of staff, all necessary procedures will be followed, including following “allegation against a member of staff” which should include contacting LADO (Local Authority Designated Officer for Managing Allegations against those working with children ) contact 01480 372 442. Where children are mentioned in this document the term may also include young people.

Dealing with bodily fluids/wasteSpillages of substances likely to result in the spread of infections will be dealt with rapidly and carefully. Blood, vomit, urine and faeces will be cleaned up immediately and disposed of safely and hygienically by double bagging and taken out of the Setting. Staff will wear disposable plastic gloves and an apron while using bleach or disinfectant solution, and wash themselves thoroughly afterwards. Children will be kept clear whilst such substances are being dealt with.

The Manager and staff are committed to taking all practicable steps to prevent and control the spread of infectious germs, and to uphold high standards of personal hygiene in order to minimise the risk of catching or spreading infections.




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Lunch Time and Snack Policy

At Butterfly Pre-School we believe that eating together plays an important role in children’s social development; Children develop social skills through sharing lunch/snack with their peers. Children are encouraged to engage in conversation with their peers at the lunch/snack table. Lunch Club reflects what children can expect when staying at primary school for lunch, therefore

familiarising them with a situation which although exciting can be daunting for some children.

Snack Time

Using a sound system, children are alerted to the fact that snack time is about to start. The setting operates a rolling snack system so as not to disrupt a child’s play and to give them the independence to choose when to have their snack. Children are able to join the snack table between 10am and 10.30am as spaces become available. If a child has not come to the snack table through their own choice, a staff member will ask them if they would like to eat their snack. It is of the child’s own choosing as to whether or not they eat their snack. Children bring their own mid morning snack which should be placed in their drawer when they arrive at the setting. The setting provides milk or water at snack time and the children are encouraged to be self sufficient by pouring their own drinks. A member of staff sits at the table with the children to assist where needed and to engage the children in conversation. Once a child has finished their snack, they wash their cup in the washing up bowl which is placed in the snack area. To reflect our Healthy Eating policy and to ensure that Snack Time does not impact on a child’s play, the following guidelines apply;

A snack should consist of one item of food A snack item should be considered a healthy food item,i.e. a piece of fruit or a dairy item (dairy items

should be suitably chilled) Items containing nuts are not permitted Children will not be permitted to eat biscuits, crisps or chocolate for their the mid morning snack

If a child has any special dietary requirement which means that the above guidelines can not be adhered to then this will be accommodated. The matter should be discussed with the setting manager.

Lunch Time

Our afternoon session begins with all children sitting together to eat a packed lunch. Alternatively, children attending for the morning session only, can extend their session by 45 minutes by booking a lunch club session. The charge for lunch club is £3.

Children sit together in small groups with an adult at each table. Lunch time is an opportunity for children to gain some independence and as such, items in their lunch box should be easy for a child to access themselves and should be readily prepared in the form that a child will eat them, i.e, if a child does not eat the skin on an apple, it should be peeled before it is put in their lunch box.

The following gives a guideline of what a child should bring for lunch;

CarbohydrateA roll/bagel/sandwich (if your child only has a small appetite then please only provide two sandwiches rather than four) or a rice/pasta/couscous salad.

FruitOne or two pieces of fruit or vegetables. Dried fruit or fruit bars, such as, Humzingers which contain a portion fruit are acceptable.

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Dairy or Dairy AlternativeA yoghurt or portion of cheese.

ProteinProtein can be included in your choice of sandwich filling. As an alternative, a dip such as hummus with crudités can be provided and is also a way of encouraging vegetable intake.

Treat

At the end of a balanced lunch, children can have a treat item. A packet of crisps or biscuit is considered a treat. Some children struggle to eat to eat a full packet of crisps. To avoid waste and unnecessary increased fat intake, it is advisable to put a few crisps into a plastic container rather than providing a full packet. DrinkWater, squash, fruit juice or smoothies in either a named bottle or carton.

To ensure the children have an enjoyable time at lunch time we ask that parents/carers follow the guidelines below: We ask that children DO NOT bring peanut butter sandwiches or nuts; this is due to the continuing

increase in nut allergies and the severity of these allergies. Please ensure all lunch boxes, bags, containers and drinks bottles are clearly named. Fizzy drinks, bars of chocolate or sweets, i.e. Haribo are not permitted. A chocolate covered biscuit such

as a penguin is allowed as a part of a balanced lunch. Please remove the plastic lids from drinks bottles, (such as fruit shoots) as these are a choke hazard. If your child has a yogurt please remember to send a spoon. The children may find the yogurts in tubes,

such as Frubes, wildlife tubes etc, easier, as they are simple to eat and less messy than yogurt pots. Lunch boxes should include a drink. Lunch boxes should be adequately chilled through the use of an ice pack, particularly where dairy or meat

products have been included.

We recognise that some children, dependant on their age and maturity may not adapt immediately to the lunch time routine. We will treat such cases individually and discuss with parents other alternatives, i.e. a child can start their daily session at 12.30pm instead of 11.45am, therefore avoiding the need to sit for lunch on arrival. This will continue until such a time that staff feel the child is able to cope with the transitions surrounding the lunch time routine.



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Missing Children

The Setting always has the very highest regard for the safety of the children in it care. Staff will always be extremely aware of the potential for children to go missing during sessions.

Even when all precautions are properly observed, emergencies can still arise. Therefore members of staff will undertake periodic headcounts, especially at transportation points between sessions (in addition to the registration procedures set out in the Arrival and Departures policy). If for any reason a member of staff cannot account for a child’s whereabouts during a session at the Setting the following procedure will be activated: The Manager and the rest of the staff team must be informed that the child is missing. A thorough search of the premises will commence. The staff team will be careful not to create an atmosphere of panic and to ensure that the other children

remain safe and adequately supervised. The register will be checked to ensure that all other children are accounted for. A record will be made of when and where the child was last seen. The Manager will nominate as many members of staff as possible to search the area surrounding the

premises, including any gates, doors and fences to be checked for breaches of security. All staff will be extra vigilant to any potentially suspicious behaviour or persons in and around the Setting. If after 5 minutes of thorough searching the child is still missing, the Manager will inform the police and

then the child’s parent/carer. While waiting for the police and the parent/carer to arrive, searches will continue. During this period other

members of staff will maintain as normal a routine as is possible for the rest of the children at the Setting. The Manager will be responsible for meeting with the police and the missing child’s parent/carer. The

Manager will co-ordinate any actions instructed by the police, and do all they can to comfort and reassure the parents/carers.

Once the incident is resolved, the Manager and team will review relevant policies and procedures and implement as necessary any changes (paying particular note to the relevant provisions of the Setting site security and risk assessment policies).

All incidents of children going missing from the Setting will be recorded on an Incident Record Sheet, and in cases where either the police or social care have been informed, Ofsted will also be informed as soon as is practicable.




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Mobile Phone/Camera Policy This policy complies with the Data Protection Act 1998

Mobile PhonesTo ensure the safety and welfare of children in our care we operate a personalmobile phone /camera usage policy which stipulates that personal mobile phones/cameras cannot be used when in the presence of children, on the premises or when on outings (except in emergencies)This applies to all staff members, volunteers, students and visitors of Butterfly Pre-School.

To ensure this we will:- Make sure that all mobile phones/cameras are kept in a secure place throughout contact time with

children. Ensure that staff only use their phones for personal use during breaks and in an area away from the

children, such as, the staff office. For emergencies the setting telephone should be used. Staff will need to ensure that managers have up to date contact information and that staff make their

families aware of emergency work telephone numbers. This is the responsibility of the individual staff members.

During group outings nominated staff will have access to their mobile phones as per the Outings Policy. These should only be used for emergency telephone calls and not for the purpose of taking photos.

If this policy has been agreed and signed, and not adhered to, disciplinary action will be followed.

Under no circumstances will staff use mobile phones to take pictures of any children in the absence of the Pre-School camera.

ImagesThe use of images can be divided into three categories:

Images taken for setting use i.e. observations Images taken by parents at setting events Images taken by third parties

Images taken by the settingStaff or volunteers must not use personal cameras, videoing equipment or mobile phones to take images of children that attend the setting. The setting must consider the appropriate use of staff and volunteer mobile phones and should have a clear policy which outlines the agreed protocol.

The Data Protection Act 1998 affects the use of photography. An image of a child is personal data and it is, therefore, a requirement under the Act that consent is obtained from the parent/carer of a child for any images made such as those used for setting websites ,observations, outings and events or other purposes. It is also important to take into account the wishes of the child, remembering that some children do not wish to have their photograph taken.

A signed consent form should be obtained from the child’s parent/carer and should be kept on the child’s file, covering all cases where images of children are to be used.Where parents/carers have refused permission for their child/young person to be photographed or have not returned a correctly completed and signed consent form, the child must be removed from situations where their image may be recorded. Where this is not practical, no images should be recorded.

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Where a parent/carer has given consent but a child or young person declines to have an image taken, it should be treated as consent not having been given and other arrangements should be made to ensure that the child/young person is not photographed/filmed.

Care should be taken in relation to particularly vulnerable children such as Looked After Children, recently adopted or those who have experienced domestic violence.

Parents wishing to take images of setting events

The Data Protection Act does not prevent parents from taking images at setting events, but these must be for their own personal use. Any other use would require the consent of the parents of other children in the image – see Appendix B

The setting manager in consultation with the committee/employer must decide when parents are to be permitted to take images. This information must be given to parents.

Third partiesIt is also important to ensure that people with no connection with the setting do not have any opportunity to produce images covertly. Staff should question anyone who is using a camera, mobile phone or video recorder at events or on outings whom they do not recognise.

Images taken by the pressIf a child is photographed by a newspaper, the photo becomes the property of the newspaper and the newspaper has the final say as to how it is used. (N.B. images can be placed by editors on the newspaper’s website). Generally, newspaper photos of groups of 12 or more children do not have the names of the children attached. Photos of smaller groups might include the full name of the child in the accompanying caption; however, the setting/parents are not obliged to provide children’s names and it is recommended that they do not do so.

Storage of images The setting has a duty of care to safeguard images so that they cannot be used inappropriately, or outside the agreed terms under which consent has been obtained. Images can be stored digitally, on videotape, in prints or negatives, or electronically, provided the storage is secure.

Images must be maintained securely for authorised setting use only, and disposed of either by return to the child, parents, or by shredding.

All images should be destroyed after three years from the date they were produced.

Transfer of images There is a risk, however small, that images may be lost while in the process of being transferred by either traditional or electronic methods. Therefore, there is the risk that an individual who would use them inappropriately may obtain the images. This risk should be explained to parents and carers.

Publishing or displaying photographs or other images of childrenThe Department for Education advises that if the photograph is used, avoid naming the child.

Whatever the purpose of displaying or publishing images of children care should always be taken to avoid the possibility that people outside the setting could identify and then attempt to contact children directly.

Where possible, general shots of group activities rather than close up pictures of individual children should be used

Children should be in suitable dress An article could be illustrated by the children’s work as an alternative to using an image of the child

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Useful sources of information

The Information Commission website www.ico.gov.uk

Internet Watch Foundation www.internetwatch.org.uk

Child Exploitation and Online Protection www.ceop.gov.uk

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http://www.ceop.gov.uk/

http://www.internetwatch.org.uk/

http://www.ico.gov.uk/

Request for parents/carers wishing to take their own photos/videos

In accordance with the Data Protection Act 1998, I agree to ensure that all images I take will only be for my personal use and will be kept securely and used appropriately. *

Name of setting:

Child’s name:

Name of parent/carer/relative:

Relationship to child:

Signed: Date:

Print name:

*Thank you for your co-operation. The safety of children in the setting is paramount. For further information please refer to the setting document ‘Guidance for settings on the use of images, mobile phones and cameras’.

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Nappy

Changing Policy

No child is excluded from participating in our setting who may, for any reason, not yet be toilet trained and who may still be wearing nappies or equivalent. We work with parents towards toilet training, unless there are medical or other developmental reasons why this may not be appropriate at the time. Children who are not yet toilet trained should arrive at the setting in a dry/clean nappy or pull up.

We make necessary adjustments to our bathroom provision and hygiene practice in order to accommodate children who are not yet toilet trained.

We see toilet training as a self-care skill that children have the opportunity to learn with the full support and non-judgemental concern of adults.

Procedures

In line with best practice for child protection, a child’s personal hygiene will be undertaken by a variety of staff members rather than consistently being carried out by one individual.

Changing areas are safe to lay young children if they need to have their bottoms cleaned. Each child should bring in a named bag containing their own nappies/pull ups, wipes and nappy bags

and change of clothes. Gloves and aprons are put on before changing starts and the area prepared, the changing mat is

cleaned after every use. All staff are familiar with hygiene procedures and carries these out when changing nappies. In addition key persons ensure that nappy changing is relaxed and a time to promote independence in

young children. Young children are encouraged to take an interest in using the toilet; they may just want to sit on it

and talk to a friend who is using the toilet. They will be encouraged to wash their hands and have soap and towels to hand. They should be

allowed time for some play as they explore the water and soap. Key persons do not make inappropriate comments about children’s genitals when changing nappies. Older children access the toilet when they have the need to and are encouraged to be independent. Nappies and pull ups are disposed of hygienically, any soil in nappies is flushed down the toilet and

the nappy is bagged and put in the nappy bin. Trainer pants/ordinary pants that have been wet or soiled are bagged for the parent to take home.

If a child attends the setting for under 2hours their nappy will only be changed if they have soiled it or if it is causing them discomfort.

If young children are left in soiled nappies in the setting this may constitute neglect and will be a disciplinary matter. Settings have a `duty of care` towards children’s personal needs.






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Parental Involvement Policy

BeliefsButterfly Pre-School believes that parents are the prime educators of their children.

AimsThe Aim of the pre-school is to support the parents in this important role. Therefore we will: Involve parents in shared record keeping about their own child, both formally and informally, ensuring that

parents have access to their children’s written reports. Ensure that parents have regular opportunities to discuss their child’s progress with staff. Ensure that all parents and carers have opportunities to contribute their own skills, knowledge and

interests to the activities of the group. Ensure that all parents/carers on an individual basis play an active part in the management of the group. Ensure that all parents/carers are informed of meeting, conferences, workshops and training available. Hold meetings in venues which are accessible and appropriate for all. Welcome the contribution of parents/carers. Inform all parents/carers of the procedures for registering queries, complaints and suggestions. Provide opportunities for parents to learn about the pre-school curriculum and about young children’s

learning, in pre-school and at home. Provide all parents with the opportunity to communicate via a home/school diary. Provide all parents with information to aid their child’s development at home, i.e., through the loaning of

Chattersacks.


Partnership with Parents and Carers



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Children achieve higher quality learning when parents show support and involvement in their education. The staff team is committed to working in partnership with parents/carers to provide a high-level quality care and safe and stimulating play opportunities for children.

The Setting aims to achieve this by: Ensuring that all parents/carers are made to feel welcome and valued in all dealings with the Setting. The Setting staff will allow for parents and carers to be involved in settling their child into the Setting (see

Settling in Policy). Ensuring that the Setting always listens to parents/carers concerns whenever they are raised. The

Manager will ensure that parents/carers receive a prompt response from the Setting. Developing a half termly newsletter that highlights special events and shares information that may impact

on the Setting, such as a change in staff or new legislation. Records and information will be made available to parents upon written request, unless subject to an

exemption, e.g. if an investigation is in process by the police or other statutory agencies. Ensuring that the Settings policies and procedures are made available to parents on request. Encouraging parents/carers to comment on the settings procedures and consulting them on a regular

basis about the play and activities available to their children. Ensuring that there are regular opportunities for parents/carers to meeting with staff and discuss their

child’s progress and any problems they might be encountering. Meetings will be arranged to enable all parents to attend, taking into consideration timing, notice, venues etc. Use of a home/school, home/club diary, parents evening.

Ensuring that any complaints from parents/carers are dealt with swiftly and effectively according to the complaints procedure/policy.

Encouraging parents/carers to undertake supportive roles in the Setting, such as volunteering to participate in activities, visits or outings, fundraising committee, assisting during sessions as a parent helper.

Encouraging parents /carers to help in the running of the Setting, including becoming involved in its management committee where appropriate.

Providing parents/carers with formal and, if necessary confidential means to comment on the work of the Setting.

Keeping parents/carers up to date with any changes in the operation of the Setting, such as alterations to opening times or fee levels.




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Payment of Fees Policy Butterfly Pre-School and Dragonfly Den is a voluntary run group and relies on session fees to meet the everyday running costs of the pre-school such as staff wages, rent, snack, general maintenance. The group operates a strict payment of fees policy with the aim of avoiding arrears and non-payment, which leads to large increases of fees. Invoices will be issued on a monthly basis for Dragonfly Den and half termly for Butterfly Pre-School. Payments are to be made within one week of the invoice date. If payment is not received within one week of the invoice date, a reminder will be issued asking for the

payment to be made within the next 48 hours. Failure to make a remittance within this time will lead to a late payment fee being charged which constitutes to £5 for each day that the invoice remains unpaid. A letter will then be sent to the parent/carer requesting that they attend a meeting with the manager or Officer in Charge to arrange a prompt payment of the fees and to discuss the temporary suspension of services until the fees are paid.

The Pre-School and Children’s Club reserve the right to terminate the contract with the parents/carers with one weeks’ notice if a parent/carer fails to pay fees within 48 hours of receiving a letter from the manager or where fees are not paid in line with any agreement reached after the first meeting with the manager.

Funded hours for NEF funded children will not be withdrawn, however additional hours will. Pre-School and lunch club fees continue to be payable when a child is absent. Dragonfly fees continue to be payable in full when a child is absent. The cancellation of a child’s place at

Dragonfly Den is subject to one month’s notice. If the termination notice is not given a bill will be issued for the required notice period. Payment of this invoice is required immediately. Failure to pay the fee in this circumstance will result in your account being forwarded to a debt recovery agent or the matter will be pursued through the court. In such cases, a further 25% of the outstanding fee will be added onto your account.

Prolonged absence form the pre-school due to sickness or hospital stay should be brought to the attention of the Manager who will advise the Management Committee. A mutual agreement regarding fees will be encouraged.

Late collection – regular or repeated failure to collect a child/children on time at the end of a pre-school session or lunch club will incur a charge. These charges are necessary to cover the additional staffing and rent costs incurred. Late collection at the end of a pre-school session will incur a charge per child, equivalent to the current

cost of a lunch club session. Late collection at the end of a full pre-school and lunch club session will incur a charge of £3 per child,

for every 15 minutes or part thereof. If a child of funding age is attending in excess of five sessions (a session being three hours) per week with

any provider there will be a charge of (£12 per 3 hour session).Butterfly pre-school prides itself on being both child, parent and family friendly group and should any parents experience any difficulty meeting payments, the committee are more than willing to discuss ways to solve any problems.This policy was adopted at a meeting of Butterfly and Caterpillar Toddler Group, (incorporating Dragonfly Den)

Play Policy



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Play is an essential part of a child’s life. The Setting takes children’s play seriously. It is the role of the practitioner to offer a wide range of play opportunities that enable children to play freely and be the masters of their own play.

All children and young people need to play: the impulse to play is innate. Play is a biological, psychological and social necessity, and is fundamental to the healthy development and well being of individuals and communities.

Play is a process that is freely chosen, personally directed and intrinsically motivated. That is, children and young people determine and control the content and intent of their play, by following their own instincts, ideas and interests, in their own way for their own reasons. The prime focus and essence of play work is to support and facilitate play. To play is to allow one to freely explore and make sense of the world, experiment, and express things without fear of judgement.

To best facilitate play The role of the practitioner is to support all children and young people in the creation of space in which

they can play. The environment will be set up prior to children arriving and will include a range of play opportunities. Children will be confident in making requests for other equipment. Equipment may be used in conjunction

with other equipment. Children are not required to be occupied at all times. The practitioner response to children and young people playing is based in a sound and up to date

knowledge of the play process, and reflective practice. Practitioners recognise their own impact on the play space and also the impact of children and young

people’s play on the practitioner. Practitioners choose an intervention style that enables children and young people to extend their play. All

practitioner intervention must be a balance of risk with the developmental benefit and well being of children.

A record of activities and play opportunities will be kept and reviewed to ensure that appropriate ranges of play types are offered.

Practitioners recognise that children need to put their own creative style and ideas into their creations such as cooking, arts, crafts, sport and gardening.

Activities will be carefully planned to allow children to build on their natural curiosity, advance their thinking and use their imagination.

Children will be given notice when their play must come to an end. If a play request is refused, an explanation will be given.

Outdoor Play Children will be offered access to outdoor play every day, with the exception of severe weather conditions. Any outdoor play will take place in a safe, appropriately supervised place. Before any outdoor activities

commence, safety checks are carried out. The Settings equipment and resources reflects positive images with regard to culture, ethnicity, gender

and disability. Activities will be evaluated by staff and children regularly so play experiences and activities can be

improved.

EquipmentThe Setting will provide a wide range of resources and equipment in order to provide a range of play opportunities and activities and enhance children’s play experiences.Resources will, whenever possible, show men and women in a variety of roles and jobs, and people with different abilities being both active and creative. Examples of everyday life will portray people from a variety of family groupings and cultural backgrounds in a range of non-stereotypical roles.

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The Setting provides a wide selection of books that are updated as financial resources allow. The selection will be a range of age-appropriate formats. Staff are encouraged to select books that reflect a multicultural society and challenges stereotypes.




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Poisonous Plants Information

Any potentially dangerous plans and bulbs on the premises are covered in the risk assessments taking into account: The level of supervision required. How children with allergies might be affected. Restricted access to “garden” area. Alerting parents to hazardous shrubs in the immediate vicinity of the Setting.

The following is a list of some of England’s most readily available, commonly grown plants which are very poisonous.

Latin Name Common NameAconitum MonkshoodArum Lily Lords and LadiesAtropa beladona Deadly nightshadeBrugmansia, Datura Angels TrumpetsColchium Autumn CrocusConvallaria Lily of the ValleyDaphne DaphneDieffenbachia (houseplant) Leopard Lily, Dumb CaneDigitalis FoxgloveEuphorbia SpurgeGloriosa superba (indoor plant) Glory IvyHedera IvyHelleborous Hellebore Lenten RosesLaburnum Golden RainLantana LantanaNerium OleanderPrimula obconica Poisonous PrimulaPrunus laurocerasus Cherry LaurelRicinus Communic Castor Oil PlantRuta RueTaxus Yew




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Risk Assessment

We understand the importance of ensuring that systems are in place for checking that our Setting is a safe and secure place for children, staff and other visitors. Our risk assessessment procedures are part of a continuous process to prevent any dangerous incidents taking place. They are the responsibility of all staff as part of their daily routines.

In accordance with our duties under the Management of Health and Safety at Work Regulations 1999, The Setting is required to undertake regular risk assessments and take any necessary action arising from these according to provisions set out in The Health and Safety Policy and elsewhere.

The Manager is responsible for making sure that risk assessments are completed, logged and effectively monitored. Reviews are conducted where it is deemed necessary when there is any change to equipment or resources, to the Setting’s premises, or when particular needs of a child, staff member or other visitor necessitates and after a significant incident,accident or near miss. The Manager is further responsible for conducting any necessary reviews or making changes to the Setting’s policies and procedures in the light of any potential risks that they or other members of staff discover.

A visual inspection of both the equipment and the entire premises – both in door and out – will be carried out daily. This will, ordinarily, be carried out by a designated member of staff on arrival at the Setting and will be completed before any children arrive.

During the session, staff will be vigilant and continuously aware of any potential risks to health and safety arising from the Setting’s environment both inside and out, including all surfaces and all equipment used by children and staff. On discovering a hazard staff will take all necessary steps to making themselves and any other people potentially affected safe. The Manager is then responsible for ensuring that any necessary action is taken.

Recording Accidents, Incidents and Dangerous OccurrencesAll accidents, incidents or dangerous occurrences will be recorded either on the Incident Record or accident Record Sheets on the same day as the event took place. Records will be tracked in order to see regular occurrences. Records must contain: The time, date and nature of the incident, accident or dangerous occurrence. Details of the people involved. The type, nature and location of any injury sustained. The action taken and by whom. The Signature of the Member of staff who dealt with the event, any witnesses and countersignature by the

parent/carer of the children involved. Any incident/accident falling within the RIDDOR will be reported to the HSE




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Safeguarding and Child Protection Policy Butterfly Pre-School and Dragonfly Den Children’s Club fully recognises the responsibility to have arrangements in place to safeguard and promote the welfare of all children.

Through their day to day contact with children and direct work with families, all staff, students and volunteers at the setting have a crucial role to play in noticing indicators of possible abuse or neglect and in referring them to the Designated Person for Child Protection. This policy sets out how the setting discharges statutory responsibilities relating to safeguarding and promoting the welfare of children who attend the setting.

There are four main elements to our policy:

Prevention through the support offered to children and the creation and maintenance of a whole setting protective ethos.

Procedures for identifying and reporting cases, or suspected cases, of abuse.

Supporting children who may have been abused.

Promoting a protective ethos. Our policy applies to all staff, paid and unpaid, working in the setting, including volunteers. Concerned parents may also contact the setting’s Designated Person/s for Child Protection.

1. PREVENTION

We recognise that high self-esteem, confidence, supportive friends and good lines of communication with a trusted adult help to protect children. The setting will therefore:

Establish and maintain an ethos where children feel secure and are encouraged to talk, and are actively listened to.

Ensure children know that there are adults in the setting whom they can approach if they are worried or in difficulty.

2. PROCEDURES

We will follow Cambridgeshire Local Safeguarding Children Board (LSCB)* procedures, which can be accessed online. http://www.cambridgeshire.gov.uk/lscb/ A copy of ‘What to do if you’re worried a child is being abused’ can be found in … (the office)…

*LSCB’s bring together representatives of each of the main agencies and professionals responsible for helping to protect children from abuse and neglect in a given area. The LSCB is a multi-agency forum set up to agree how the different services and professional groups should cooperate to safeguard children in that area, and for making sure that arrangements work effectively to bring about good outcomes for children.

The Designated Persons for Child Protection in the setting is:

DONNA BONNETT

RACHEL GRIIB

ZARA CULLOM

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http://www.cambridgeshire.gov.uk/lscb/

The setting will: Ensure it has a designated person for child protection on site at every session, who has undertaken, as a

minimum, the two-day child protection training course.

Ensure this training is updated every two years.

Recognise the importance of the role of the designated person and ensure she/he has the time and training to undertake her/his duties.

Ensure there are contingency arrangements should the designated person not be available (another trained person will be on site).

Ensure that the designated person will take advice from a child protection specialist when managing complex cases. The designated person has access to Social Care at the Local Authority for ‘what if’ conversations. The Emergency Duty Team (out of hours) is also available.

Ensure that the Designated Person has access to the Education Child Protection service Advice Line.

The roles of staff and managementThe setting will ensure every member of staff knows:

The name of the Designated person and her/his role.

How to pass on and record concerns about a child.

That they have an individual responsibility for referring child protection concerns using the proper channels and within the timescales set out in LSCB procedures.

The setting will follow ‘safer recruitment’ procedures. Training will be provided for all staff/committe members and volunteers from the point of their induction, and receive regular updates on safeguarding (at least annually)

The setting will ensure that all staff attend Basic Child Protection training every three years at a minimum.Training made available must enable staff to identify signs of possible abuse and neglect at the earliest opportunity and to respond to these in a timely and appropriate way.

These may include:-

Significant changes in childrens behaviour.

Deteriation in childrens general well-being.

Unexplained bruising,marks or signs of abuse or neglect.

Childrens comments which give cause for concern.

Pattern of absences or frequent absences.

Any reason to suspect neglect or abuse outside the setting for example in the childs home.

Inappropriate behaviour displayed by other members of staff or any other person working with the children.

Liaison with other agenciesThe setting will work to develop effective links with relevant agencies and cooperate as required with their enquiries regarding child protection matters, including attendance and written reports at child protection conferences and core groups.

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Record keepingThe setting will keep clear, detailed written records of concern about children using the Logging a Concern Form (noting the date, event and action taken), even where there is no need to refer the matter to Social Care immediately.

The setting will ensure all records are kept secure and in a locked location.

When the child about whom there have been child protection concerns (whether subject to a child protection plan or not) leaves the setting or transfers to school, the child’s child protection file will be transferred to the receiving school or setting using the following protocol:

The file will be marked 'confidential, addressee only' and sent to the Designated Person, if known, of the receiving setting or school. The file will be delivered by hand if possible; otherwise sent by recorded delivery.

The setting will contact the receiving setting/school by telephone to make them aware that there is a child protection file and, once sent, ask them to confirm as soon as possible that they have received the file. The setting will keep a record that the file has been received in order to be able to identify its location.

If individual child protection files cannot be transferred for any reason, the setting will archive them for 25 years from the child’s date of birth.

Confidentiality and information sharingStaff will ensure confidentiality protocols are adhered to and information is shared appropriately. If in any doubt about confidentiality, staff will seek advice from Social Care as required.

The Designated Person will disclose any information about a child to other members of staff on a need to know basis only.

All staff must be aware that they have a professional responsibility to share information with other agencies in order to safeguard children.

All staff must be clear with children that they cannot promise to keep secrets.

The LSCB Guidance on the Sharing of Information on Children in Need and in Need of Protection can be accessed from the LSCB website at www.cambslsbc.org.uk

Communication with parentsThe setting will:

Undertake appropriate discussion with parents prior to involvement of another agency (unless the circumstances will put the child at further risk of harm).

Ensure that parents have an understanding of the responsibility placed on the setting and staff for child protection by setting out its obligations in the setting brochure and ensuring that they receive a copy of this policy when registering their child at the setting.

3. SUPPORTING THE CHILD AT RISKWe recognise that children who are abused or witness violence may find it difficult to develop a sense of self-worth and trust those around them. They may feel unhappiness, humiliation and some sense of self-blame.

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http://www.cambslsbc.org.uk/

We recognise that some children actually adopt abusive behaviours and that these children must be referred on for appropriate support and intervention.

The setting will endeavour to support the child through:

Activities to encourage self-esteem and self-motivation.

The setting ethos that actively promotes a positive, supportive and secure environment and values people.

The setting’s behaviour policy is aimed at supporting vulnerable children. All staff will agree on a consistent approach, which focuses on the behaviour of the child but does not damage the child’s sense of self worth. The setting will ensure that the child knows that some behaviour is unacceptable but she/he is valued and not to be blamed for any abuse which has occurred.

Liaison with other agencies which support the child such as Social Care, and the Locality Teams.

A commitment to develop productive and supportive relationships with parents.

Recognition that children living in a home environment where there is domestic violence, drug or alcohol abuse are vulnerable and in need of support and protection.

Vigilantly monitoring children’s welfare, keeping records and notifying Social Care when appropriate to do so.

Drug use and child protectionThe discovery that a young person is using illegal substances or reported evidence of their drug use is not necessarily sufficient in itself to initiate child protection proceedings, but the setting will consider such action in the following situations where there is evidence or reasonable cause:

To believe the young person’s drug misuse may cause him or her to be vulnerable to other abuse such as sexual abuse.

To believe the young person’s drug related behaviour is a result of abusing or endangering pressure or incentives from others, particularly adults.

To suspect that the misuse is being prompted by serious parent/carer drug misuse.

Drug/alcohol misusing parentsFurther enquiries and/or further action will be taken when the setting receives reliable information about drug and alcohol abuse by a child’s parent/carers in the following circumstances:

The parental misuse is regarded as problematic (i.e. multiple drug use including injection)

A chaotic and unpredictable home environment exists which can be attributed to drug or alcohol misuse

Children are not being provided with acceptable or consistent levels of social and health care

Children are exposed to criminal behaviour.

Children with Special Educational Needs and/or Additional Needs

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We recognise that, statistically, children with behavioural difficulties and disabilities are most vulnerable to abuse. Setting staff who deal with children with complex and multiple disabilities and/or emotional and behavioural problems should be particularly sensitive to signs of abuse.

If the setting has children with emotional and behavioural difficulties or challenging behaviours the staff will be supported to decide appropriate strategies that will reduce anxiety for the individual child and raise self-esteem as part of an overall behaviour support plan agreed with parents.

We are aware that children who may have communication difficulties are particularly vulnerable to abuse because they may be unable to express themselves to others. Such children will often exhibit changes in behaviour or signs and symptoms of abuse recognised by staff with a good knowledge of the child.

Where necessary, the setting will provide additional training to staff to use other communication systems communication systems, such as Makaton.

We promote high standards of practice, including ensuring that disabled children know how to raise concerns, and have access to a range of adults with whom they can communicate.

Staff will receive appropriate training in relation to intimate care. Staff will only carry out intimate care for a child if assistance is required. If support is required, staff will follow the child’s intimate care plan. Unless a child has a particular need, staff should not accompany children into the toilet cubicle. * Refer to the setting’s Intimate Care Policy.

4. ALLEGATIONS OF ABUSE AGAINST ADULTS WHO WORK OR VOLUNTEER IN THE SETTING

If an allegation is made against a staff member or volunteer, the following action will be taken (as per the ‘Allegations of Abuse against Adults who Work or Volunteer in a Childcare Setting’ flowchart and guidance): The setting will ensure the immediate safety of the children.

The setting will immediately contact the Early Years Named Senior Officer (if the Early Years Named Senior Officer is not contactable, the Local Authority Designated Officer (LADO) should be contacted direct).

The setting will notify Ofsted of a significant incident.

The Early Years Named Senior Officer will notify the LADO, who will decide if it could be a child protection case.

If the LADO decides the matter is a child protection case, external/internal agencies (e.g. police) will be informed by the LADO and the setting will act upon the advice given to ensure that any investigation is not jeopardised.

It may be necessary for the employer to suspend the alleged perpetrator. Suspension is a neutral act to allow a thorough and fair investigation.

If it is agreed that the matter is not a child protection case, the setting will investigate the matter and feed back the outcome of the investigation to the Early Years Named Senior Officer and Ofsted.

5. PROTECTIVE ETHOS

Staff members and volunteers must be alert to the inappropriate behaviours of other staff or any other person working within the setting. For example, inappropriate sexual comments, excessive one-to one attention beyond the requirements of their usual role and responsibilities; or inappropriate sharing of images.

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6. OTHER RELATED POLICIES

Anti-Bullying PolicyOur policy on anti-bullying is set out in a separate document and is reviewed annually. We expect staff to acknowledge that to allow or condone bullying constitutes a lack of duty of care. This may be subject to investigation under child protection procedures.

Prejudice Related Incidents PolicyOur policy on prejudice related incidents is set out in a separate document and is reviewed annually. The setting records prejudice related incidents. We acknowledge that repeated prejudice related incidents or a single serious incident may lead to consideration under child protection procedures.

Health and Safety PolicyOur Health and Safety policy, set out in a separate document, is reviewed annually. It reflects the consideration we give to the protection of our children both within the setting environment and when away from the setting when undertaking trips and visits.

Whistle Blowing PolicyOur whistle blowing policy is set out in a separate document and is reviewed annually. The whistle blowing procedure aims to help and protect both staff and children by staff and volunteers acting to prevent a problem getting worse, safeguard children and young people and reduce the potential risks to others.

The earlier concern is raised, the easier and sooner it is possible for the setting to take action.

Use of Mobile Phones, Cameras and Sharing of Images PolicyOur policy on use of mobile phones, cameras and sharing of images is set out in a separate document and is reviewed annually. It is recognised that personal mobile phones and cameras have the potential to be used inappropriately and therefore the setting management has developed a policy to outline the required protocol for all staff, students, volunteers and parents/carers.

Intimate Care PolicyOur intimate care policy is set out in a separate document and is reviewed annually. Our setting is committed to ensuring that all staff and students responsible for the intimate care of children and young people undertake their duties in a professional manner at all times.Prevent dutyTo protect and safeguard young children and families deem at risk of radicalisation with the intent to prevent from being drawn into terrorism.As from July 1st, 2015 it is a legal requirement for All Early Years Providers to have in operation the Prevent of Duty Care Policy. This is a statutory compliance requirement resulting in punitive consequences for any non-compliance.This Policy is intended to serve as a guidance for Practitioners to recognise the signs of those who are at risk and also to inform parents of our legal requirement to put this policy into operation.

The prevent of duty care policy is part of our wider safeguarding duties in keeping children safe from harm, and this new policy reinforces our existing duties by spreading understanding of the prevention of radicalisation

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7. MANAGEMENT CHILD PROTECTION RESPONSIBILITIES

The committee/owner fully recognises its responsibilities with regard to child protection and safeguarding and promoting the welfare of children. It will:

Designate a committee member (where applicable) for child protection who will monitor the setting’s child protection policy and practice and champion good practice in relation to child protection and safeguarding.

Ensure that this policy is annually reviewed in conjunction with the setting’s designated person/s.

8. ADOPTION AND ANNUAL REVIEW OF THE POLICY

This policy was adopted at a meeting of:

held on:

Signed on behalf of theManagement Committee / Proprietor:

This policy was reviewed on:



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Settling into Pre-School Policy

BeliefsAt Butterfly Pre-School we believe that: Children cannot successfully play or learn if they are anxious or unhappy. Children need to feel safe and happy in the absence of their parents. Children need to recognise other adults as a source of authority, help and friendship. Parents should feel welcome and involved in their children’s pre-school experiences from the beginning.

AimsOur settling in procedure aims to help both parents and children to feel comfortable in the pre-school and to ensure that the children can benefit from what the pre-school has to offer. We aim to do this in the following ways: By offering transition sessions in our Caterpillar group for younger children aged between 2yrs and 3yrs. Allowing children to move into the group at their own pace. At Butterfly Pre-School, we do not have a set

time period by which a child should be happy when their Parent/Carer is not present. Each child is treated as an individual with his/her own needs.

Praising and encouraging individual children as they show signs of settling. Leaders being aware of children and parents who need extra support during the process of settling in. Discussing individual child’s needs with parents confidentially. Creating opportunities for the exchange of

information, through the use of the pre-school prospectus and registration form. Ensuring that parents/carers understand that each child is different and will settle at a different rate to

others, and that they will be welcome and supported in their pre-school for as long as it takes their child to settle.

Highlighting to parents/carers the potentially traumatic nature of starting pre-school if their child is finding it difficult to settle and the importance of reassurance by them.

Discussing with parents the influence of, for example, a new baby, moving house, a break-up in the family, on settling-in if deemed appropriate.

Encouraging parents to visit the pre-school with their children prior to their planned admission. The Manager will contact parents to arrange a suitable time to visit. We also offer a visit to the child’s home. This visit is undertaken by the child’s key person and one other senior staff member.

Undertaking observations of individual children and diary notes about their settling to reassure parents. Information from parents about their children’s current interests and achievements will also be recorded.

Butterfly pre-school’s use of a staggered system of admission, thus avoiding as much as possible, lots of children starting pre-school on the same day.

By introducing flexible admission procedures, within the registration authorities’ requirements, to meet the needs of individual families.

If a child is finding settling into pre-school a traumatic experience, it may be suggested that they delay their start for a set period of time and then try again or that they start with shorter length sessions.




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Sick Children and Accidents

The Setting is committed to dealing efficiently and effectively with illnesses and emergencies that may arise whilst children are in our care, and helping to keep all staff and children safe from infectious and communicable diseases.

First AidThe Setting recognises its responsibilities in providing adequate and appropriate equipment, facilities and personnel to enable suitable first aid to be given at the Setting. The Setting will have at least one designated member of staff per session responsible for First Aid and resuscitation. This person holds an up to date First Aid certificate that meets the criteria set out by the DfES. The certificate is updated every 3 years. Other members of staff will have First Aid Training so that there is always a qualified First Aider on the premises.

The First Aid box will be checked regularly to ensure its contents are up to date, in good condition and fulfil the criteria set out in the Health and Safety (First Aid) Regulations 1981. The location of the first aid box, and the names of any qualified First Aiders, will be clearly displayed around the Setting’s premises.

A first aid box will be taken on all off site visits or outings. This is the responsibility of the designated First Aider, or where this is not possible, The Manager.

All parents/carers must complete and sign the Emergency Medical Treatment Form, enabling the Manager or any member of staff to be empowered to give permission for emergency medical treatment for their child in the event of a major accident or illness.

In the event of a major accident or illness The First Aider will be notified and take responsibility for deciding upon the appropriate action. The First Aider will assess the situation and decide whether the child needs to go straight to hospital or

whether they can safely wait for the parent/carer to arrive. If the child needs to go straight to hospital, an ambulance will be called. The parent/carer will also be

contacted. A member of staff will accompany the chid to the hospital and will consent to medical treatment being given, so long as the Emergency Medical Treatment Form has been completed and signed.

The child’s medical form should be taken to hospital. All such accidents or incidents will be recorded in detail and filed accordingly. Parents/carers will be

asked to sign in the relevant section of the book to acknowledge the incident or accident and any action taken by the Setting and its staff.

The Managers and other relevant members of staff should consider whether the accident or incident highlights any actual or potential weaknesses in the Setting’s policies and procedures, and act accordingly, making suitable adjustments where necessary.

Parents/carers will be made fully aware of the details of any incidents involving their child’s health and safety, and any actions taken by the Setting and the staff.

Contingency arrangements need to be considered in the event of a major accident, Incident or Illness.

In the event of a minor accident, incident or illnessA First Aider will be notified and take responsibility for deciding upon any appropriate action. If the child is judged to be able to safely remain at the Setting, the First Aider will remove the child from the

activities and, if appropriate, treat the illness/injury themselves. If the child is feeling sufficiently better, they will be resettled back into the activities, but will be kept under

close supervision for the remainder of the session.

At the end of the session, the staff member will fully inform the parent/carer of the illness, accident and any treatment given.

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If the injury cannot be treated by a First Aider, but does not warrant hospitalisation (or the child continues to feel unwell or requests to go home) the parent/carer will be contacted immediately and asked to collect their child. Until the parent/carer arrives, the child will be kept under close supervision and as comfortable as possible.

All such accidents and incidents will be recorded in detail and logged in an incident record sheet or the accident record sheet. Parents/carer should sign to acknowledge the incident and any action taken.

The Manager and other relevant members of staff should consider whether the accident or incident highlights any actual or potential weaknesses in the Setting’s policies and procedures, and act accordingly, making suitable adjustments where necessary.

If a child has had to go home prematurely due to illness, they should remain at home until they are better for at least 48 hours, or according to the times set out in the infectious and communicable diseases policy. If a member of staff becomes ill at work, similar restrictions on their return will apply.


Infectious and communicable Diseases

The setting believes that the children attending the setting should not be exposed to unnecessary illness; we are committed to dealing with illness efficiently and effectively, helping to keep all staff and children safe from infectious and communicable diseases.



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Illness Parents are asked to keep their child at home if they have an infection, and to inform the setting as to the nature

of the infection. If any infectious or communicable disease is detected on the settings premises, the setting will inform

parents/carers in writing as soon as possible. RIDDOR (where relevant) and Ofsted will also be informed of any notifiable infections discovered on the premises.

Minimum Exclusion Periods for Illness and Diseases.

Disease/Condition Exclusion Period

Antibiotics Prescribed First 24 hours

Chicken Pox until all spots have scabbed over

Conjunctivitis 48hrs after prescribed medication is given Diarrhoea and/or vomiting 48 hours from the last bout of sickness or diarrhoea

Diphtheria 2-5 days

Gastro-enteritis, food poisoning, 48 hours from the last bout of sicknessSalmonella and dysentery or diarrhoea

Glandular Fever Until certified well

Hand, foot and mouth During acute phase and while rash and ulcers are present

Hepatitis A 7 days from onset of jaundice and when recovered

Hepatitis B Until clinically well

High temperature 48 hours

Impetigo Until the skin has healed/48hrs after Prescribed medication has been given.

Infective Hepatitis 7 days from the onset

Measles 7 days from when the rash appears

Meningitis Until certified well

Mumps 7 days minimum until the swelling as subsided

Pediculosis (lice) None

Plantar Warts Should be treated and covered

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Pertusis (whooping cough) 21 days from the onset

Poliomyelitis Until certified well Ringworm of the scalp Until cured

Ringworm of the body Until treatment has been given

Rubella (German measles) 4 days from the onset of rash

Scabies Until treatment has been given

Scarlet Fever and StreptococcalInfection of the throat 3 days from the start of treatment or until declared free from infection by a doctor

Tuberculosis Until declared free from infection by a doctor

Typhoid fever Exclusion not necessary

Warts (including verruca) Exclusion not necessary, sufferer should keep Feet covered

This list is not necessarily exhaustive; parents should speak to staff if in any doubt. If necessaryStaff will seek advice from the local health services.

NB If a child is sent home from the setting as they appeared unwell, it is the settings policy thatThe child remains away for a minimum of 24 hours.

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Smoking, Alcohol and Drugs

DrugsStaff, students, volunteers or children who arrive at the Setting clearly under the influence of illegal drugs, will be asked to leave immediately and disciplinary procedures implemented.

If a child is found in possession of illegal drugs on the premises, the parents/carer will be informed. If staff are found in possession of illegal drugs, serious disciplinary action will follow.In cases where staff are taking prescribed drugs, that may affect their ability to function effectively at work, the Manager must be informed as early as possible and a risk assessment will be completed.

Parents and CarersIf a member of staff has good reason to suspect that a parent/carer is under the influence of illegal drugs or alcohol when they drop off or collect their child, they have a duty to inform both the Manager and the Designated Child Protection Officer, according to the provisions of the safeguarding policy. In such circumstances, the Manager and the Chid protection Officer will then be responsible for deciding upon an appropriate course of action ensuring that the safety and protection of the child remain paramount at all times.

Staff will make all possible efforts to ensure that children are not allowed to travel in a vehicle driven by someone who is clearly under the influence of illegal drugs.

Where an illegal act is suspected to have taken place, the Police will be called.

AlcoholStaff, students, volunteers or children who arrive at the Setting clearly under the influence of alcohol, will be asked to leave immediately and disciplinary procedures implemented.

If a child is found in possession of alcohol on the premises, the parents/carer will be informed. Staff are strongly advised not to bring alcohol onto the premises.

If a member of staff has good reason to suspect that a parent/carer is under the influence of alcohol when they drop off or collect their child, to the extent that the safety of the child is threatened, they have a duty to inform both the Manager and the Designated Child Protection Officer, according to the provisions of the safeguarding policy. In such circumstances, the Manager and the Child Protection Officer will then be responsible for deciding upon an appropriate course of action ensuring that the safety and protection of the child remain paramount at all times.

Staff will make all possible efforts to ensure that children are not allowed to travel in a vehicle driven by someone who is clearly over the legal alcohol limit.

Where an illegal act is suspected to have taken place, the Police will be called.

SmokingSmoking is not permitted anywhere on the premises. This rule applies equally to staff, students, volunteers, children, parents/carers or any other visitors. If a child is found in possession of cigarettes on the premises, they will be confiscated and the parent/carer informed at the end of the session. Staff wishing to smoke on their break should do so away from the immediate vicinity of the premises.


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Social Networking Policy

Butterfly Pre-School recognises that some employees may use the internet for personal purposes and may participate in social networking on sites such as Facebook and MySpace. Employees must make sure that they do not breach the law or disclose any confidential information about the setting, children or families.

The internet provides a number of benefits in which Butterfly Pre-School staff and parents value highly, however it is important to be cautious when using online communication.

This policy outlines the setting’s approach to social networking and the use of blogs. It details the ground rules for employees, who should ensure that the content of their blogs/social networking sites does not bring the setting into disrepute or breach their obligations under the setting’s code of conduct.

Definitions

The tem blog is short for “web log”. A blog is an online diary detailing personal insights and experiences. This is shared with an online audience.

A social network site is a website, which allows individuals to construct a public or semi public online profile and to connect with others who share similar interests and views.

Ground Rules for Employees

Employees must not access personal blogs/social networking sites on work premises or use the setting’s internet systems for their own use, without prior agreement or in accordance with the setting’s policy.

Pre-School staff are in a professional position and are jointly responsible for the care and education for Early Years children. Therefore they must not engage in activities on the internet which might bring Butterfly Pre-School or its associated consumers into disrepute. Butterfly Pre-School has a high reputation to upkeep and comments made on sites such as FACEBOOK could have an impact on how parents and other staff of the Pre-School view a staff member and in turn the Pre-School.

Social networking sites provide a great way for people to maintain contact with friends, however, through the open nature of such sites, it is also possible for third parties on occasion (including pre-school parents) to access this information. It is recommended that on sites where the facility exists, privacy settings are set so that your personal information/blog can only be accessed by friends of your choosing.

While using the internet and social networking sites, staff should not; Disclose any information which is confidential to the setting or any third party or disclose personal data

or information about any individual child, colleague or service user, which could breach the Data Protection Act.

Post photos of children or work related events on personal pages. Link their own blogs to the websites setting Make defamatory remarks about the setting, colleagues or service users Misrepresent the setting by posting false or inaccurate statements Post explicit personal pictures or other material which could damage your reputation and make others

question your suitability to care for children Use inappropriate language while posting Leave any derogatory post visible on your own page which has been posted by someone else Give their personal e-mail details to children and parents who use the setting Send social networking site “friend requests” to children or parents who use the setting

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Accept “friend requests” from parents unless you consider them to be a friend away from the setting. Ideally parents should join the Butterfly/Dragonfly group page as this maintains professionalism

Discuss a child’s learning and development by using a personal facebook message Manage bookings for pre-school or out of school club services through your personal facebook page.

Such requests should be directed to the pre-school facebook page.

If any of the above points are found to be happening then a member of staff will face disciplinary action, which could result in dismissal.

Any staff member aware of any colleague not following the above points has a responsibility to report this behaviour to the manager or a member of the management committee. Failure to do so will also result in disciplinary action which could result in dismissal

Butterfly/Dragonfly Facebook Page

The setting has it’s own facebook page which is managed by a team of administrators. The page is used to provide information to parents and is also used to promote the setting in the local community. Comments and posts which are made by the administrators appear on the page with a butterfly logo. The administrators consist of staff and committee members or fundraisers. The comments are anonymous to the individual and are considered representative of the Butterfly Pre-School and Dragonfly Den. Administrators should adhere to the same ground rules when posting on the group facebook page.

Staff are encouraged to “like” the pre-school page, “like” any posts of their choosing and “share” on their own page any posts that they think will actively promote the setting, such as, fundraising events.

Staff should not comment personally on any posts made by the administrator. This will avoid personal comments being misconstrued as those of the setting.

Parents Parents must not post anything onto social networking sites such as Facebook that could be

construed to have any impact on the group’s reputation. Parents must not post anything onto social networking sites that would offend any other parent or

member of staff. Parents should send facebook messages to the group page rather than to the page of an individual

staff member if they wish to discuss a matter regarding the pre-school or out of school club.

This policy links to:EYFS – A Unique Child 1.3 Stay Safe.EYFS Statutory requirements- the provider must take necessary steps to safeguard and promote the welfare of the children – safe recruitment.Every Child Matters –Stay safe.




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Staff Policy

The Setting is committed to promoting family friendly employment practices to help staff balance work and family commitments. The Setting will make every effort to be flexible with staff and to promote harmonious working relations, through trade unions and other organisations. The Setting will work with staff and their representatives to ensure that all employment legislation and regulations – including Statutory Maternity Pay, Statutory Paternity Pay, Parental Leave, Statutory Sick Pay and Working Times Regulations – are abided by.In return, the Setting expects honesty, loyalty and diligence from it’s staff.The written detail of employment contracts, including rates and levels of pay and other terms and conditions, are the responsibility of the Registered Person.Staff should be aware that the minimum staffing ratio for children aged 3-7 will be 1:8. For younger children, under the age of 3 years, the ratio will be 1:4 and for children over the age of 8 years, the setting will make every effort to maintain a ratio of staff to children of at least 1:10.

Code of Conduct

All members of staff are expected to conduct themselves at all times in a professional, courteous, helpful, warm and consistent manner.Members of staff are expected to display both knowledge and understanding of child protection, multi-cultural issues, the EYFS curriculum and the Characteristics of Effective Learning. Staff must be committed to treating all children with equal concern and respect.Members of staff will have regard for wearing appropriate clothes and shoes when working with children and with an awareness of health and safety issues. Staff should wear a t-shirt or polo shirt displaying the pre-school or out of school club logo and lower garments should be black in colour. In the summer knee length shorts or three quarter length trousers are permitted. Long hair should be tied up.The Manager will ensure that space is made available during the working day for staff to take regular breaks, ensuring that no member of staff exceeds the legal limit of six hours consecutive work without a break.Under no circumstances should any arguments or disagreements between members of staff occur in the presence of children or parents/carers. No smoking, alcohol or drug use is allowed on the Setting’s premises. No bullying, swearing harassment or victimisation will be tolerated on the Setting’s premises.Offensive behaviour such as sexist or racist language or harassment will not be tolerated.All staff are expected to treat everyone respectfully at all times and inappropriate behaviour may lead to disciplinary action. Personal conversation should be kept to a minimum. Any conversation between staff should be appropriate for the environment in which they are working. The office is an area in which confidential discussions take place. While meetings are taking place, staff should minimise the number of times that they need to enter the office area. On occasions when this is unavoidable, staff should give warning of the fact that they are entering the office area by knocking on the door to alert the occupants.

Eating

The food on the premises is bought to provide breakfast and snacks for the out of school club. Staff should provide their own food for their own consumption.Staff are only permitted to eat on the premises at times when children will also be eating:

At breakfast club staff can bring their breakfast and eat it with the children At snack time, staff can eat a piece of fruit Staff working during the lunch period must bring some lunch to eat while sitting with the children

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Staff working at the after school club, can eat a healthy snack at the time when the after school club children eat.

If staff work a full day, either 7.15/7.30/8.30 until 6pm, they may eat a small snack if required, at around 5pm. This should be eaten out of the view of the children as it does not coincide with a snack break for them

It is not permitted to eat at any other times while working except in special circumstances:

If a staff member has a medical condition that requires them to eat more regular snacks, this should be made aware to the manager

Exceptions will be made at the end of term/parties where we have a buffet and food is readily available or where food items have been given to staff as gifts, to share

Any food items belonging to staff for their own lunch or snack should be kept in the fridge or in the office and out of view. While working, staff should only drink tea, coffee, milk based drinks or water. Staff may consume different beverages on their break as long as this is not done in view of the children. In particular fizzy drinks and squash should not be drunk in view of the children.

Confidentiality

Staff have a right to privacy, as do children and parents/carers. Personal details should not be discussed except in exceptional circumstances. The Manager, staff, volunteers and any other individual associated with the running of the setting will respect confidentiality by:

Not discussing individual incidents, behaviour or information of children in front of parents/carers and other children

Not discussing confidential matters about children with other parents/carers Not discussing confidential matters about parents/carers with children or other parents/carers Not discussing confidential matters about other staff members Only passing sensitive information, in written or oral form to relevant people

In circumstances where staff have good reason to believe that a child is at risk or is likely to be at risk of child abuse or neglect, the Child Protection Policy will override confidentiality on a “need to know” basis.Staff failing to show due regard for confidentiality will be liable to disciplinary action under the provisions of the Staff Disciplinary procedures. If a staff member works in more than one setting they must be aware that they must not share information regarding children and families between settings. If there are any concerns about a child’s protection, please refer to the Child Protection policy.Under no circumstances should staff provide any information about children to any branch of the media. All media enquiries should be passed in the first instance to the Manager.

Valuing Staff

The Manager will arrange regular staff meetings where all staff are able to discuss and contribute in a positive manner.The Manager should encourage staff to contribute to the development and quality of the programme of activities provided.All staff will have regular supervisions and an annual appraisal. Staff will be encouraged to attend training courses to enhance their skills.

The Manager will make him/herself available to staff to discuss any concerns relating to the setting.

Absences

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Staff should negotiate statutory annual leave with the Manager, in all cases giving as much notice as possible. If staff require compassionate leave this should be negotiated with the Manager. If staff are unable to work due to illness or other medical condition, they must contact the Manager prior to the start of the working day. The Manager will accept telephone calls until 9pm and from 6.30am. Whenever possible contact should be made by telephone call, however in exceptional circumstances (middle of night, unable to leave bathroom), a text message will be accepted but a follow up phone call is expected, within 12 hours. Staff should indicate why they are unable to work and when they expect to return. On returning to work, staff should complete a self certification for any sickness/absence. For absences of longer than seven days, a doctor’s certificate must be submitted.The Manager will keep records of all sick leave, other absences and lateness.The Manager will ensure that suitable and sufficient contingency plans are in place to cover emergencies, unexpected staff absences, staff breaks, holidays and sickness.

Out of Hours Contact

Staff should be respectful of the fact that if a staff member is not working, they should not be contacted at home regarding matters of work unless it is absolutely unavoidable. If the Manager is absent, the Deputy or most senior staff member will be the point of contact for any queries that the Manager may usually address. If a query arises that needs to be dealt with by an absent staff member, a message should be left so that it can be dealt with on their return. If the matter is urgent and can not be left, the Manager/Deputy will decide if it is necessary to contact the staff member concerned on their personal telephone. The Manager/Deputy will then contact the staff member personally.

How to Raise a GrievanceInformal stageYou discuss with the Manager the concern/s that you have, aiming to resolve them as quickly as possible. If the grievance is in relation to the Manager, employees may submit their grievance to the committee. Employees may also wish to refer to the Setting’s Whistle blowing Policy.Formal stageIf your complaint/concerns remain unresolved, despite informal discussions, you should put your grievance in writing to the management or the management committee stating:

The details and nature of the complaint The reason why you are not satisfied with the outcome/response from informal discussions That you wish the matter to be addressed as a formal grievance Desired outcome at this stage

You may be accompanied and/or represented at this stage. Your representative may submit the grievance on your behalf.MeetingRepresentatives (maximum of two) of the committee will arrange to meet with you to hear the full facts of the situation and to attempt to find a satisfactory solution. You have the right to be accompanied and/or represented at this meeting, which should be held within 10 working days of receipt of the written complaint.

This meeting should be conducted in as informal a manner as possible to encourage a frank and full discussion of the issues and to facilitate a satisfactory solution for all concerned. In the majority of cases a satisfactory solution will be achieved through these discussions and the committee will be able to deliver a

decision and agree any action(s) at the end of the meeting. This outcome should be confirmed in writing (by the committee) within five working days of the meeting.However, in some cases, discussions will uncover other facts/issues that require further investigation. In these circumstances, the meeting should be adjourned by mutual agreement, until the committee has been able to investigate the identified area/points of concern, including discussion with identified individuals as appropriate.

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Generally any further investigations should be completed and a second meeting held with the employee within ten working days, at which time the management committee should deliver a decision on the grievance and confirm this in writing within five working days. A decision, therefore, can only be:

Made after full discussion with the employee and Delivered in person in the first instance

Employees should be informed, in the letter confirming the outcome of the meeting/s, of their right if not satisfied with the outcome to seek additional advice from ACAS, other professionals and their trade union.It may also be necessary at this stage for the management to seek additional advice from other professional such as Educational Personnel Management (EPM)If an employee raises a grievance that, through investigation, proves to be malicious they may find themselves subject to disciplinary action.

An employee cannot raise the same/related grievance within 12 months of the resolution, outcome or withdrawal of the grievance.




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Staff Disciplinary

The Setting will maintain a well-motivated, highly skilled and professional staff team. However, occasionally action will need to be taken to encourage improvement in individual behaviour and performance.

If a member of staff is subject to disciplinary action, fair and consistent procedures will be employed. Investigation will be non discriminatory and apply equally to all staff irrespective of sex, marital status, sexual preference, race or disability.

Staff will be given the opportunity to state their case, and be accompanied by a colleague or Trade Union representative of their choice, during any part of the disciplinary process. Staff will not be dismissed for a first breach of discipline except in the case of gross misconduct (see below).Either the Manager or Registered Person will conduct investigations.Staff have the right to appeal against any disciplinary action taken against them.The staff disciplinary procedure operates as follows:

Informal DiscussionBefore taking formal disciplinary action, the Manager will make every effort to resolve the matter by informal discussions with parties concerned. If a satisfactory outcome or improvements are not reached, disciplinary procedures will be formally implemented.

Formal Verbal WarningThe Manager will give a formal warning to the member of staff. The Manager will notify and explain the reason for the warning. They will further be informed of their right to appeal. A brief note of the warning will be kept on the staff records. After six months it will be disregarded (subject to satisfactory conduct and/or performance).

Written WarningIf, following a formal verbal warning, there is insufficient improvement to standards, or if a further incident occurs, a written warning will be issued. This will state the reason for the warning and that, if there is no satisfactory resolution after 1 month, a final written warning will be given. A copy of this first written warning will be kept in the staff records, but will be disregarded after 12 months, subject to satisfactory conduct and/or performance.

Final Written WarningIf the member of staff’s conduct or performance remains consistently unsatisfactory, or if the misconduct is sufficiently serious, a final written warning will be given making it clear that any further breach of the standards, or other serious misconduct, may result in the employee’s dismissal.

A copy of the warning will be kept in the Setting’s records, but will be disregarded after 24 months, subject to satisfactory conduct and/or performance. The warning will state clearly that dismissal will result from failure to comply.

In certain exceptional circumstances, a member of staff may receive a Final Written Warning that will remain the Settings records indefinitely. This course of action will follow when a member of staff has only avoided dismissal due to extenuating or mitigating circumstances.

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Gross MisconductIf, after investigation, it is deemed that a member of staff has committed an act of the following nature, dismissal will be the normal outcome: Child abuse (for further details refer to the Child Protection Policy). Serious infringement of heath and safety rules (for further details refer to the Health and Safety policy). Assaulting another person. Persistent bulling, sexual or racial harassment. Being unfit for work through alcohol or illegal drug use. Gross negligence that either causes or might cause injury, loss or damage to persons or property. Theft, fraud or deliberate falsification of the Setting’s documents. Deliberate damage to the Setting’s policy. Being an unfit person under the terms of the Care Standards Act 2000 or the Children’s Act 1989.

Whilst the alleged incident of gross misconduct is being investigated, the individual concerned is likely to be suspended, during which times normal pay levels will prevail. Such suspension is not to be regarded as a form of disciplinary action and will be for as short a period of time as possible. Any decision to dismiss will be taken only after a full investigation.

If a staff member has been found to have committed an act of gross misconduct, they will be dismissed without notice.

AppealsStaff wishing to appeal against disciplinary decision, must do so in writing and within 15 working days of the decision being communicated. Appeals will be dealt with as quickly as possible and within at least a further 15 days. If possible, The Registered Person, or a senior member of staff who was not involved in the original disciplinary action will hear the appeal and impartially adjudicate the case.

At all stages of the procedure, the right to appeal will be confirmed as part of the warning, suspension or dismissal letter.




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Staff Employment and Recruitment Policy The Setting is committed to using robust recruitment procedures that safeguarding children and offer equal opportunity.

The Procedures set out below will be followed when recruiting staff and volunteers. The Committee responsible for recruiting staff are aware of safe recruitment practices. All vacant positions will be advertised. Job adverts will include a clear message about the Settings commitment to safeguarding and promoting the welfare of children. Persons wishing to apply will be sent an application form, job description and a copy of the Setting’s Child Protection Policy.

The Setting’s application Form includes: A declaration that all information is correct. A section under the Rehabilitation of Offenders Act that asks if the applicant has been awaiting a verdict,

convicted, cautioned or court marshalled for any relevant offence. Two referees (one of which must be the last employer). The Management reserve the right to contact the employee’s last employer, as indicated on the

application form, even if they have not been named as a referee.

Referees will be contacted directly by letter and a reference request form will be enclosed for completion.Referees will be asked if they have any Child Protection concerns about the candidate even if they came to nothing.The management will select suitable candidates for interview. Candidates will be invited to attend interview and will be asked to bring along two forms of identification and any relevant qualification certificated, which will be photocopied.The management committee will follow up on any gaps in the candidate’s employment history rigorously and ensure that they are satisfied with the explanation given. The management committee will undertake additional checks if necessary.Applicants who are successful at interview stage will be contacted personally to arrange for a practical assessment to be carried out during a session.

Enhanced DBS checks will be carried out for all the Management Committee, staff, students and volunteers that will work directly and indirectly with children, or have access to children’s information.The Manager will ensure that no newly appointed worker is permitted to work unsupervised with children until their DBS checks have come back and it is clear.If the Setting is awaiting an outcome from the DBS check and have decided to employ the worker subject to the outcome of the DBS check, a written risk assessment will be completed. The Setting will not employ staff or volunteers that have been convicted of an offence or have been subject to an order that disqualifies them from registration under regulations made under schedule 9A of the Children’s Act 1989. Criminal record checks will be updated every three years.

The Management are aware of Asylum and Immigration Act requirements and therefore will check the ability of all new starters to work in the UK. Candidates are expected to provide documents confirming their status, usually driving licenses, passport and NI number.

If unsure about robust recruitment practices, the Setting will seek support from the Childcare Business and Employer Support Team.

This policy was adopted at a meeting of Butterfly and Caterpillar Toddler Group, (incorporating Dragonfly Den)Held on (date)Signed on behalf of the Management CommitteeRole of signatory


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Staff Induction

New members of staff will be issued with a job description and a copy of the Setting’s policies and procedures. Staff will also undergo an induction process during the first month of their employment and be assigned a mentor to help settle them in.Staff should introduce the new member of staff to colleagues, children and parents/carers. Policies and procedures should be shown and explained to all staff. They should be given a copy and time allowed for discussions around the practical implications of the Setting’s policies and practices. Particular attention should be drawn to the child protection and health and safety policies.Staff should be made aware of the Setting’s obligation to fulfil the National Standards for Out of School Childcare and Early Years Education and the Early Years Foundation Stage (EYFS).

As part of the induction, the mentor will discuss and talk through everyday practices of the Setting. These will include: Staffing Structure Staff shifts/rota Confidentiality Rest Breaks Booking of Annual leave Staff Absences Day-to-day management and running of the Setting Responsibilities Code of conduct Appraisal and supervision Training and qualification development Policies and procedures Whistle Blowing

Showing new staff around the premises should include: Fire exits and assembly point Toilets Staff area Kitchen Office (including telephone, office equipment and where documentation is kept) Storage areas First Aid box Collection Points Equipment that belongs to the Setting Outside play areas Hazards to be aware of.

Staff Development and TrainingThe Staff are the Settings most valuable resource, as it is only through their commitment and effort that good quality provision can be both established and maintained. We are therefore committed to providing good training and development opportunities for staff so that they are able to perform their roles both efficiently and effectively.

The Setting is committed to providing for staff: A full induction process A regular system of appraisal An up to date record of staff qualifications and training

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This will help to ensure that staff development needs are being met and that staff training and qualifications are meeting the requirements of the Setting and the National Standards.

Staff MeetingsStaff meetings allow time for planning and problem solving, information and task sharing and acknowledging work issues. There are also opportunities for staff to reflect on their work performance and review any difficulties they may be facing. There are opportunities on a Friday afternoon for either a meeting(once a month) to take place or for admin tasks to be carried out. The manager will inform staff when a meeting is to take place and if they are required to attend.

Staff AppraisalAppraisals will take the form of annual meetings between staff and the Manager. They will be used to identify current knowledge, skills, areas for future development and potential training needs.

SupervisionSupervisions will take the form of regular discussions between staff and the Manager, and will be an opportunity for reflecting on recent professional progress, as well as the targets set, and issues raised, during appraisals.The Appraisal and supervision process will be used to build up a Personal Development Plan, which will be revised during supervisions to ensure that staff needs are both identified and acted upon as they arise. It is the joint responsibility of both the member of staff and the Manager to ensure that the plan is kept up to date and that all decisions are followed through.

Training OpportunitiesThe Setting will do all it can to support staff, working towards improving their qualifications and training experience. All staff will be encouraged to take up training opportunities to expand their professional development and ensure an up to date knowledge of childcare issues.It is the Managers responsibility to identify and promote suitable training courses for staff and strongly encourage them to take advantage of these. Support will be given to help staff overcome any barriers to accessing such training.Staff will be expected to attend training courses and update skills as and when requested by their Manager. Staff will not suffer financially for any training that they are required to undertake.




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Students and Volunteers The Setting believes that a placement for a student or volunteer at our Setting is a valuable opportunity to build experience whilst learning about working within a childcare Setting. Equally, we appreciate the positive contribution that such committed and enthusiastic people can bring to our Setting.

The needs of the children are paramount, the Setting will restrict the number of students and volunteers admitted at any one time. The Manager has overall responsibility for supervising and supporting students and volunteers while that are at the Setting.All Students and volunteers must have up to date DBS checks.The Manager will have formal written agreements with students and volunteers at the start of the placement, which will agree hours of work, dress code and expected behaviour within the Setting. This agreement will also detail what the student or volunteers can expect from the Setting. Students and volunteers must read, understand and sign the conditions of work before accepting or committing to voluntary work.Students and volunteers on placement should not be included in the Staff to children ration unless age 17 or over. In this case, they should be attending as a regular volunteer and be deemed to be competent.There will be at least two members of staff on duty as well as the student or volunteers.Regular supervision and appraisal sessions with the Manager and the designated member of staff will be established as a means of monitoring progress.Students will be encouraged to discuss their individual learning needs with the Manager when they start at the Setting, and at regular intervals during their placement.Students required to conduct child studies beyond the Settings normal activities (i.e. conducting a survey or a group based activity) as part of their course will need appropriate written consent from the parent/carer concerned.The Manager will ensure that students and volunteers undertake the full induction process given to permanent staff, as set out in the Setting’s Staff Information Policy.New students and volunteers will be allocated a member of staff who will have day-to-day responsibility for them and their needs while at the Setting.While on the placement, students and volunteers will be both allowed (and expected) to participate in most (except intimate care) aspects of work at the Setting, unless otherwise instructed by the Manager. Students and volunteers will attend staff meetings and be encouraged to contribute ideas and share opinions. The Setting will ensure that they have up to date employer’s liability insurance and public liability

insurance, which covers both trainees and voluntary helpers. We require students and volunteers to keep our confidentiality policy. We co-operate with students tutors in order to help students to fulfil the requirements of their course of

study. We communicate a positive message to students about the value of qualifications and training.




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Suspensions and Exclusion of Children

The Setting is committed to dealing with negative behaviour in a non-confrontational and constructive manner. Wherever possible, disruptive or challenging behaviour will be tackled collectively between staff and children in the Setting. Such procedures are outlined in the Behaviour Management policy.

However, there are occasion when such strategies alone will not alter or prevent negative behaviour. In such cases, further action will be necessary, including reviewing a child’s place at the Setting, on either a temporary or permanent basis.Staff will endeavour to support all children to develop appropriate behaviours within the play environment. For children requiring extra support in order to behave in an appropriate manner, staff will work with parents and carers to establish a consistent, co-ordinated approach to developing successful strategies. Children will only be suspended or excluded as a last resort, when there is no alternative action that could be taken, or when it is felt that other children and/or staff are potentially at risk. Wherever possible, the Setting will give parents/carers time to make alternative arrangements for childcare during a period of suspension.Persistent unacceptable behaviour from a child will result in the following.

Formal warningStaff will explain to the child why their behaviour is unacceptable and the consequences of any further such incidents. Children will be encouraged to discuss their behaviour, to explain their actions, and helped to develop strategies to avoid repeat incidents.Details of all such warnings, suspensions and exclusions will be recorded and kept on the child’s records. Each warning should be discussed with the child concerned or their parent/carer. All staff will be made aware of any warnings given to a child. As a last resort, the Setting has the right to temporarily suspend or permanently exclude a child in the event of persistent and irresolvable unacceptable behaviour.

SuspensionOnly in the event of an extremely serious or dangerous incident will a child be suspended from the Setting with immediate effect. In such circumstances, the child’s parent/carer will be contacted immediately and asked to collect their child. Children will not be allowed to leave the premises until a parent/carer arrives to collect them.After an immediate suspension has taken place, the Manager will arrange a meeting with the child concerned and their parents/carers to discuss the incident and decide if it will be possible for the child to return to the Setting.Suspensions and exclusions should be seen as consistent, fair and proportionate to the behaviour concerned. In making such a sanction, consideration should be given to the child’s age and maturity. Any other relevant information about the child and their situation should also be considered. If appropriate, help and advice will be sought from professionals in order to plan for the child or young persons return. Every effort will be made in order to support all and strategies will be implemented to promote a positive outcome. This may include seeking further funding.Staff should always keep parents/carers informed about behaviour management issues relating to their child and attempt to work with them to tackle the causes of disruptive or unacceptable behaviour. No member of staff may impose a suspension from the Setting without prior discussion with the Manager. Staff will consult the Manager as early as possible if they believe that a child’s behaviour is in danger of warranting suspension or exclusion.When a suspension is over and before a child is allowed to return to the Setting, there will be a discussion between staff, the child and their parent/carer, setting out the conditions of their return.


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Uncollected Children The Setting has the highest regard for the safety of the children in our care – from the moment they arrive to the moment that they leave.

At the end of every session the Setting will ensure that all children are collected by a parent, carer or designated adult, in accordance with the Arrivals and Departures Policy. If for some reason a child is not collected at the end of a session, the following procedures will be activated.

If a parent/carer or designated adult is more than 15 minutes late in collecting their child, the Manager will be informed.

The Manager will call the parent/carer or designated adult, and use any other emergency contact details available in order to try to ascertain the cause for the delay, and how long it is likely to last. Messages will be left on any answer phone requesting a prompt reply.

While waiting to be collected, the child will be supervised by at least 2 members of staff who will offer them activities and as much support and reassurance as is necessary.

If, after repeated attempts, no contact is made the Manager will call Social Care for advice after 30 minutes of the Setting/Session finishing.

The Setting will act on the advice of social care. Unless absolutely necessary the child will not be taken to the home of a member of staff, or away from the

Setting’s premises, in the course of waiting for them to be collected at the end of the session. The child will remain in the care of the Settings 2 staff members until they are collected by a parent/carer

or designated adult, or alternatively placed in the care of Social Care. In the event of Social Care being called and responsibility for the child being passed to a safeguarding

agency, the Manager will attempt to leave a further telephone message with the parent/carer or designated adult’s answer phone. Furthermore, a note will be left on the door of the Setting’s premises informing the parent/carer or designated adult of what has happened. The note will reassure them of their child’s safety and instruct them to contact the local Social Care Department. A note may also be left at the family home.

In line with current guidelines, Ofsted will be informed. Incidents of late collection will be recorded by the Manager and discussed with the parents/carers at the

earliest opportunity. Parents/carers will be informed that persistent late collection may result in the imposition of a fine or the loss of their child’s place at the Setting.

A late collection fee will be charged in line with our Payment of Fees policy.

SOCIAL CARE: 0345 045 5203 (Mon-Fri 8am-6pm)




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Visits and Outings Our Setting believes that visits and outings play an important and enriching role in the programme of activities that we provide for children.

If possible a member of staff will carry out an exploratory visit of the proposed destination so as to pre-empt any potential difficulties.

A risk assessment will be carried out before the trip. This should include consideration of the journey, any transportation involved, and contingency arrangements in case of breakdown, illness etc.

If a prior visit is not possible, the Manager will request all relevant information and a risk assessment statement from the venue (where Possible). Risk assessment findings will be shared with all those attending the trip.

The Setting will ensure that the activities planned are covered through the Setting’s insurance. The Setting will make every effort to involve children in the planning of a visit or outing. Staff will explain to

children the aims and objectives of the event, along with what is expected of them in terms of their behaviour and contribution.

Children will be talked through any potential safety hazards and told to remain with staff at all times. All children will be given a sticker/badge with the Setting’s name and mobile phone number when

appropriate. Staff will explain to children what to do in an emergency, including designating a suitable meeting point. Where possible the Setting will provide financial subsidies to the cost of the trip to enable all children to

participate.

Parental ConsentThe Setting will send a letter and the visits and outings Form to parents/carers giving them detailed information about the proposed event. Only parents or the person with legal guardianship can sign the approval for their child to attend. This will include: Destination Date of trip A full programme of activities Any costs involved An outline of the journey involved The mode of transport being used Approximate arrival and departure times Suitable clothing/change of clothing required Suggested amount of spending money.

The following information will also be requested on the form: Parents name and emergency contact number Child’s name and date of birth Does the child suffer from travel sickness. Medical conditions that may be applicable for this trip.

Parents/carers have the absolute right to withhold consent for proposed outings or visits. A child without a signed consent form will not be allowed to participate in the outing.

During visits and outingsOn visits or outings, the minimum staff to child ration will be 1:8, unless all children are over 10 in which case it can be 1:10; subject to the nature of the activity and the risk assessment.Children will remain under close supervision at all times.

The Manager will ensure that a full First Aid kit is on hand and a First Aider is present, also the following child information will be taken:

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Child’s name, address and date of birth, plus doctor’s details. Consent and permissions, sun cream, photograph, emergency treatment. Any special needs, dietary needs, allergies that the child may have. Any medication needed and appropriate forms.

Designated members of staff will keep mobile phones with them at all times and their numbers will be circulated to all parents/carers in advance of the visits and outings. These numbers will also be left at the Setting in case of an emergency.

A register will be taken at the beginning, middle and end of the visit or outing, additionally staff will take regular head counts.

A list of all members of staff and children participating in the visit/outing, along with relevant mobile phone numbers, will be taken with the staff on the trip and a copy left with the member of staff left on duty at the Setting’s premises (if staff numbers allow for such a provision, should all staff members be participating in the visit/outing details will be left with a committee member).

After visits and outingsStaff will carry out a review of the trip to identify the following: Did the children enjoy the trip? Was the trip appropriate for the children? Did the timings work? Did the staff ratios work? Did the cost of the trip stay within budget?Staff will ensure that both children and parents/carers are also involved in the review and will ensure their opinions are considered for future trips.




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Weather Policy

BeliefsAt Butterfly Pre-School and Dragonfly Den we believe: That the children’s welfare is paramount and that consideration should be given to all weather conditions,

so as not to expose the children to sun/heat stroke or sun burn or extreme cold or wet conditions.

It is the policy of the Setting that in hot weather, children will not be allowed to participate in outside play if: They are not wearing a hat. If sun cream has not been applied or is not applied. Children are encouraged to apply their own sun

cream which should be provided by Parents/Carers in a named bottle or alternatively Parents can pay a contribution towards the Pre-Schools supply of sun cream.

It is the policy of the Setting that in cold/wet weather conditions, children will not be allowed to participate in outside play activities if: They do not have appropriated outdoor clothing e.g. coat/waterproof. They do not have a hat/hood or gloves. Footwear is not appropriate for the conditions.

The Setting will: As the weather changes remind parents of the need for sunhats and sun cream, hats, coats, through

letters home and flyers in the Setting. Have available spare hats and a limited number of coats/waterproofs and wellington boots. Have an emergency supply of sun cream available for children to self apply and where necessary assist or

apply sun cream. Ask parents to supply a set of spare clothing so that children can get changed should they need to after

playing outside in wet weather conditions. Regular reminders will be sent out through the settings newsletter.


Whistle blowing Policy



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PurposeThe whistle blowing procedure aims to help and protect both staff and children. By following the procedure you are acting to:

Prevent a problem getting worse Safeguard children and young people Reduce the potential risks to others

The earlier a concern is raised, the easier and sooner it is possible for the setting to take action.

IntroductionButterfly Pre-School is committed to the highest possible standards and recognises that its staff, students and volunteers are often the first to realise that there may be something wrong within the setting. However, they may not express their concerns because they feel that speaking up would be disloyal to their colleagues or they may fear harassment or victimisation. In these circumstances, it may be easier to ignore the concern rather than report what may just be a suspicion of malpractice.

The Public Interest Disclosure Act 1998 protects workers who raise concerns from victimisation or harassment. In accordance with that Act and its commitment to the highest standards of service delivery, the setting actively encourages its workers with serious concerns about any aspect of the setting’s practice or any adult’s, volunteer or student’s conduct to come forward and voice those concerns, in confidence, within the setting rather than overlooking a problem.

ObjectiveThe aim of this policy and associated procedures is to establish an internal procedure that will encourage and enable staff, students and volunteers to raise serious concerns about any aspect of the setting’s practice, (which do not meet the criteria for being dealt with as a complaint or grievance), in confidence and without fear of reprisals, to ensure that the setting continues to work within best practice and safeguard children and young people.

ScopeConcerns that should be raised via the Whistle Blowing Policy may be in relation to the actions/behaviours of other staff, students or volunteers, or about something that is perceived as:

unlawful failing to comply with the setting’s policy and procedures poor practice improper conduct.

PrinciplesThis policy is based on the following fundamental principles:

All staff, students and volunteers have the right to raise concerns about perceived unacceptable practice or behaviour.

The responsibility for expressing concerns about unacceptable practice or behaviour rests with all staff, students and volunteers.

The setting will not tolerate harassment or victimisation and will take action to protect workers when they raise a concern in good faith.

The setting will do its best to protect a whistle blower’s identity when he/she raises a concern and does not want his/her name to be disclosed. However, if the concern raised needs to be addressed through another procedure, e.g. disciplinary procedure, the worker may be required to provide a signed statement as part of the evidence.

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In some circumstances the setting may have to disclose the identity of the worker without his/her consent, although this will be discussed with the worker first.

Appropriate advice and support will be made available to staff, students and volunteers who raise concerns.

Those who raise concerns will be kept informed of the progress and outcome of any investigation.

The setting will not tolerate malicious allegations, which may be considered a disciplinary offence.

ProceduresProcedures for reporting and investigating ‘whistle blowing’ concerns have been developed to ensure that:

Staff or volunteers can raise concerns (no matter how small they may appear) internally as a matter of course, and receive feedback on any action taken.

Concerns are taken seriously and dealt with quickly and appropriately.

Staff and volunteers are reassured that they will be protected from reprisals or victimisation for whistle blowing in good faith.

Staff and volunteers can take the matter further if they are dissatisfied with the setting response and seek external advice and guidance.

Issues raised are addressed via other procedures and policies as appropriate, e.g. safeguarding policy, allegations against and adult working in a setting, grievance, disciplinary, health and safety.

Appropriate records are maintained for monitoring purposes.

Raising a ConcernStaff should raise concerns with the manager or management committee. Concerns should be raised in writing and include:

reference to the fact that it is a whistle blowing disclosure the background and history of the concerns names, dates and places (where possible) the reasons why the worker is concerned about the situation.

Staff who feel unable to put concerns in writing, can telephone or meet either the manager or a member of the management committee.

Who should you contact?You should contact one of the following people in confidence:

Insert names and contact details of committee/manager belowDONNA BONNETT, MANAGER

CHLOE SMITH COMMITTEE STAFF LIAISON

InvestigationThe action taken will depend on the nature of the concern. All matters raised (with the exception of allegations of abuse against a staff member / volunteer, or criminal or unlawful activity) will be investigated internally.

The appropriate person/s will investigate the concerns thoroughly, ensuring that a written response can be provided within ten working days.

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The response should include details of how the matter was investigated, conclusions drawn from the investigation, and whom to contact should the worker be unhappy with the response and wish to raise the matter.

If the investigation cannot be completed within the timescale above, the worker should receive a response that indicates:

progress to date how the matter is being dealt with how long it will take to provide a final response.

In order to protect individuals, initial enquiries (usually involving a meeting with the individual raising the concern), will be made to decide whether an investigation is appropriate and, if so, what form it should take. Concerns or allegations that raise issues that fall within the scope of other policies/procedures, will be addressed under those procedures.

Some concerns may be resolved at this initial stage simply, by agreed action or an explanation regarding the concern, without the need for further investigation.

If you do not feel that the complaint has been dealt with effectively or you still have concerns, you have a right to refer your concerns to Ofsted.

Allegations of abuse against adults who work or volunteer in the settingIf an allegation is made against a staff member or volunteer, the following action will be taken (as per the ‘Allegations of Abuse against Adults who Work or Volunteer in a Childcare Setting’ flowchart and guidance): The setting will ensure the immediate safety of the children.

The setting will immediately contact the Early Years Named Senior Officer (if the Early Years Named Senior Officer is not contactable, the Local Authority Designated Officer (LADO) should be contacted direct).

The setting will notify Ofsted of a significant incident.

The Early Years Named Senior Officer will notify the LADO, who will decide if it could be a child protection case.

If the LADO decides the matter is a child protection case, external/internal agencies (e.g. police) will be informed by the LADO and the setting will act upon the advice given to ensure that any investigation is not jeopardised.

It may be necessary for the employer to suspend the alleged perpetrator. Suspension is a neutral act to allow a thorough and fair investigation.

If it is agreed that the matter is not a child protection case, the setting will investigate the matter and feed back the outcome of the investigation to the Early Years Named Senior Officer and Ofsted.

Adoption and annual review of the policy

This policy was adopted at a meeting of:

held on:

Signed on behalf of theManagement Committee / Proprietor:


This policy was

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reviewed on:

This policy was reviewed on: )

Useful contactsEarly Years Named Senior Officer(Gemma Hope)

01223 714760 or 07876 038762

Local Authority Designated officer (LADO) 01223 727967

Ofsted 0300 123 1231

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