Pupils Anti- Policy And Staff Anti-Bullying and Policy Name Signature Date Committee Interim Executive Board with oversight of the policy Lead person Miss Harsha Miss Harsha May 2018 Patel Patel Prepared by Miss Harsha Miss Harsha May Patel Patel 2018 Checked by Miss Sarah Mrs Sarah May 2018 Browne Browne Approved by Mr Harry Mr Harry May 2018 Chair of James James Governor’s Document Anti-Bullying (Pupils) and Ant-ibullying and Title Harassment (Staff)Policy Version: 1 Date for next 2020 review:

Aims

We aim for Dormers Wells Infant School to be a place where students and staff feel happy, secure and confident in all aspects of school life. • To ensure everyone knows what is meant by bullying and how it affects lives. • To create an environment where all individuals can participate in the life of the school. • To support and guide students and staff to enable them to feel confident to manage conflict. • To ensure parents are aware of the school policy and feel confident about procedures to be followed if they suspect their child is being bullied. • To ensure students know what to do if they feel they are being bullied We believe that bullying of any kind is totally unacceptable and will not be tolerated in our school. We take all incidents of bullying seriously. No one deserves to be a victim of bullying. We believe that where bullying is challenged effectively pupils will feel safe and happy and we will demonstrate a school that cares. Everybody has the right to be treated with respect and pupils who are bullying others need to learn different ways of behaving. At Dormers Wells Infant School, we acknowledge that bullying can and does happen from time to time and that bullying can happen to adults in the workplace. When bullying does occur, everyone should feel able to tell and know that incidents will be dealt with promptly and effectively in accordance with our school anti-bullying policy.

Rationale What is bullying? The school has adopted the following collaborative definition of bullying which is our shared understanding of what bullying is:

Bullying is when an individual or group deliberately hurts another or makes them feel unhappy. Bullying behaviour will be repeated over a period of time and is difficult for the victim to defend against. Bullying may be racist, sexist, or homophobic. People can be bullied for any reason; because of the way they look, because of their religion, their age, because of a learning or physical disability for example. Bullying is a blight on the lives of our children which inhibits full participation in education and learning, cultural, social and leisure activities. Whatever the reason, bullying is never acceptable and will not be tolerated in Dormers Wells Infant School.

Several Times and On Purpose = STOP. Bullying is mean and results in worry, fear, pain and distress to the victim.

As a staff we feel that bullying is when a child, group of children or adult persistently manipulates and/or intimidates, either verbally or physically another child or group of children. An individual who watches as an onlooker and who does not act in appositive way to stop the bullying is condoning the behaviour. Although the onlooker may not be fully implicated in the action, as a school we feel that it is unacceptable. We will work to ensure that safety of the person hurt physically or mentally and do our best to support improved behaviour from the person displaying bullying behaviour.

Our aim is to create and provide a happy, secure and safe environment for our Dormers Wells community. We encourage our pupils and staff to be caring and respectful to each other. We support our pupils in developing the skills to become reflective about their behavior and the impact it has on others. The language we use is polite, inclusive and respectful of our diverse backgrounds. We aim to protect the pupils and staff at Dormers Wells from unfair treatment and promote a fair, equal and safe place for our pupils to achieve their full potential, as is in accordance with the ‘Equalities Act 2010’.

Our staff are aware that bullying can and does take place in all schools.

Types of bullying: Type of bullying Aspect Physical An unprovoked assault on a person or group or their belongings including pushing, kicking, hitting, pinching and extortion. Psychological Reduction of a person’s self-esteem or confidence through threatening behaviour, mocking them, or them about any feature of their lives which can be used to wound them. Social Ostracism or rejection by a peer group Verbal Using language in a derogatory or offensive manner, such as name-calling, sarcasm, spreading rumours, persistent teasing, ignoring or not communicating. Homophobic Behaviour based on a dislike or fear of someone who is lesbian, gay or bisexual. It may involve passive resentment of lesbian, gay and bisexual young people or active victimization. It can also affect anyone who is perceived to be homosexual. Racist Insulting language/gestures based on a person’s actual or perceived ethnic origin or faith, name-calling, graffiti or racially motivated violence. Sexual Sexually insulting languages/gestures, name-calling, graffiti, unwanted physical contact. Cyber The use of information communications technologies, particularly mobile phones and the internet, deliberately used to upset someone else. An Acceptable Use Policy referencing responsible use of IT networks and equipment, including VLE, and the use of mobile phones has been established at Dormers Wells.

Other For example, bullying that occurs outside of school or with vulnerable groups of children and young people such as those with special educational needs or able and talented.

The law empowers the Headteacher of a school to regulate the behaviour of students when they are off the school site (which is particularly pertinent to regulatory cyber bullying) and empowers members of the school staff to impose disciplinary penalties for inappropriate behaviour.

When is it not Bullying? Two or more children or young people of a similar age and size involved in verbal or physical contact, including name-calling and fighting where there is no imbalance or power, ‘One off Events’. Such instances can escalate to bullying and need to be addressed through the school’s behaviour code.

It is important to understand that bullying is not the odd occasion of falling out with friends, , arguments or when the occasional trick or joke is played on someone. It is bullying if it is done several times on purpose (STOP). Children sometimes fall out and say things because they are upset. When occasional problems of this kind arise, although unkind, it is not classed as bullying. It is an important part of children’s development to learn how to deal with friendship breakdowns or a childish prank. We all have to learn how to deal with these situations and develop skills to repair relationships.

The aim of our school anti bullying approach and interventions will be to: 1. Prevent, de-escalate and/or stop any continuation of harmful behaviour 2. React to bullying incidents in a reasonable proportionate and committed way 3. Safeguard the student who has experienced bullying and ensure students are supported

All staff will be alert to the signs of bullying and will act promptly and firmly and follow the procedures in accordance with our policy. During a student’s school career at Dormers Wells Infant School we will encourage them to develop the self-discipline necessary to maintain acceptable levels of behaviour towards the community. They will be encouraged to accept responsibility for their actions and be aware of the consequences of their behaviour. Students must not be afraid to report problems and have the confidence that something positive will be done.

Assemblies, PCSHE and drama will provide the opportunity for students to explore their feelings and give them the self-confidence to develop their assertiveness skills. Through restorative circles we give pupils regular opportunities to reflect on their feelings. This has developed a culture of freedom and confidence to talk about emotions (in the circle or privately) and provides opportunities for pupils to become more reflective of their mental health and, develop strategies to manage it.

Procedures for dealing with incidents of bullying (See Appendix 1) 1. Collect details using the ‘Witness Statement’ Ask the following questions to both parties: - What happened? - What were you thinking at the time? - What are you feeling at the moment? - What do you think needs to be done to repair the harm? - Who do you think has been affected by the actions?

2. Member of staff involved to discuss with the appropriate Phase Leader and teacher to identify the appropriate way forward. a) Low level incident Member of staff to work with the harmer and the harmed to resolve the issue. b) Higher level incident Follow the procedure as identified on the flow chart.

3. Complete referrals and pass to appropriate Phase Leader or Senior Leader. • A serious incident could result in a fixed term exclusion. • A very serious incident could result in permanent exclusion which is the decision of the Headteacher or even, involve the support from the police.

SCHOOL EXPECTATIONS 1. Students will be taught that bullying is unacceptable at school and within the community. 2. The school seeks to establish a culture of care and respect for one another. 3. Staff should be alert to the possibilities of a bullying incident. 4. Students will be encouraged to tell and staff will listen. 5. All incidents will be investigated and appropriate action taken. 6. Staff will work restoratively in dealing with incidents. 7. Bullying is discussed openly in assemblies and lessons. Resources such as videos, outside drama groups and speakers are used. 8. Students, parents and staff will be made aware of the school’s approach to bullying and the school’s anti-bullying policy. 9. Students are involved in the monitoring and evaluation of the school’s anti-bullying and positive behaviour policies through the school council. Students: • Will complete a questionnaire bi-annually to assess their thoughts and feelings.

Parents/carers: • Will be encouraged to contact the Phase leader or Deputy Headteacher if they suspect that their child is being bullied without fear of ‘making things worse’.

Preventative Measures Our anti-bullying statement or charter is clearly displayed around the school, along with details of organisations and helpline numbers. All staff and pupils are made aware of the school’s policy and procedures for dealing with bullying. Dormers Wells restorative approach combined with cooperative activities integrated into classroom practice explore issues and controversies by considering different points of view; promote tolerance of others and a willingness to listen; build trust in those of the opposite gender and from different ethnic groups; support integration into the peer group. Regular consultation with the Student Leadership Team regarding bullying within the school. • There are regular displays on anti-bullying around the school, undertaken by classes. Regular group activities to build trust amongst pupils with • A box is provided in the school office, where a pupil can leave a note of an incident of bullying, if they feel unable to tell someone directly. • Use of peer mentors for vulnerable pupils to seek out. • Supervision of areas where bullying may occur e.g. playground, corridors, changing areas, toilets. Regular pupil survey to gain pupil views on bullying and identify areas for development if necessary. Resources in school are anti-discriminatory and inclusive. • Parents/carers are made aware of possible signs of bullying using the DfES ‘Don’t Suffer in Silence’ guidelines for parents and families.

Monitoring and review This policy is monitored on a day-to-day basis by the Head Teacher, who reports to governors on request about the effectiveness of the policy. This anti-bullying policy is the governors’ responsibility, and they review its effectiveness annually. They do this by examining the school’s anti-bullying logbook, where incidents of bullying are recorded, and by discussion with the Head Teacher. Governors analyse information for patterns of people, places or groups. They look out for particular trends.

If a member of staff feels she or he is being bullied, they should report this to the Head Teacher or the IEB who will ensure that they are treated fairly as is in accordance with Ealing.

Student is bullied:  Verbal – name calling, Member of staff Student insulting, witnesses bullying/ witnesses offensive remarks parent/carer reports bullying of bullying  Physical – taking belongings, another child hitting, kicking  Indirect – malicious emails, text, rumours, exclusion from a social group

Tell someone (friend/parent) Report it to:  Teacher  Phase Leader  Learning Mentor / Support Staff

CHECKLIST AND Teacher/Phase Leader/Learning /mentor PATHWAY – BULLYING Speak to victim and complete a NOTIFICATION BULLYING WITNESS REPORT

BULLYING REPORT TO SLT  Interview all parties  Decide on ACTION and report to Phase leader/ Teachers/Parents  Update BehaviourWatch Log  Copies to file and Bullying Incident Log ACTION – MENU OF STRATEGIES  Face to face apology  Monitor behaviour of bully/diary  Anger management (Learning Support)  Managed integration during playtimes  Assertiveness training (Learning Support)  Time and space to reflect on the impact of their actions  Exclusions  Repeat behaviour could result in PERMANENT EXCLUSION

FOLLOW UP:  Review behaviour changes – bully  Review ‘success’ with victim  Watching brief by all staff- teacher phase leader, support staff and Pastoral Manager  Update parents/ carers

BULLYING INCIDENT WITNESS STATEMENT

Name of person making this statement Who is being bullied? You Someone else If someone else, who?

Where did it take place? Time Where were you when it happened?

Who was the person doing the bullying?

If more than one, who would you say was the leader?

Who was with YOU when it happened?

Was there anyone else who may have seen or heard what happened? Yes No If YES, who?

Has the person bullied before? Yes No If YES, when?

Describe, as best you can: What happened?

What were you thinking at the time?

What are you feeling at the moment?

What do you think needs to be done to repair the harm?

Who do you think has been affected by the actions?

Have you reported this to anyone else? Yes No If YES, to whom? When was this? Did they say they would do anything? Yes No Signed Date

Member of staff taking the statement

Parent/Carer contacted Yes No Headteacher’s Agreed Actions

Signed Date

Incident review date: Review Feedback Class teacher

Pupil

Victim

Support Staff / Learning Mentor

Headteacher signed Date

Helpful Contacts: If you would like further advice, the following organisations offer a range of support.

Act against 0845 203 2560 0845 203 2560 Bullying www.actagainstbulling.com

Anti Bully Not available www.antibully.org.uk

Anti-Bullying 0207 843 1901 www.ncb.org.uk/aba Alliance (ABA Anti-Bullying 0131 651 6103 www.antibullying.net Network Beatbullying 0845 338 5060 www.beatbullying.org.uk Bully Free Zone 01204 454 958 www.bullyfreezone.co.uk Bullying Online 0207 378 1446 www.bullying.co.uk Childline in 0207 650 3230 www.childline.org.uk partnership with Schools (CHIPS)

Kidscape 0207 730 3300 www..org.uk

Young Voice Not www.youngvoice.org.uk available NSPCC 0207 825 2500 www.nspcc.org.uk Parentline Plus 0808 800 2222 www.parentlineplus.org.uk The children’s 0800 783 2187 www.childrenslegalcentre.com Legal Centre Unison 0845 355 0845 www.unison.org.uk

NEU 0208 477 1234 www.neu.org.uk NASUWT 0207 490 6130 www.nasuwt.org.uk NAHT 01444 472 472 ww.naht.org.uk ATL 0207 728 1600 www.atl.org.uk

Anti-bullying Network Information sheets for young people, parents and school staff as well as information and links to relevant organisations. www.antibullying.net

Bullying Online Sections on advice for parents, pupils, teachers and youth workers, legal advice, school projects, problem page for children and young people, mobile phone bullying, racist bullying, safety in cyberspace, help for bullies, tips, links, sample letters, anti-bullying policies, outside-school issues, advice from a governor, guidelines from National Association of Head Teachers and DfES. Tel: 020 7378 1446 www.bullying.co.uk

Childline 24-hour helpline for children and young people in the UK. Also teachers‛ packs, quizzes, stories, information sheets, policy and campaign information. Tel: 0800 1111 www.childline.org.uk

Don‛t suffer in silence DfES site on bullying with sections for pupils, teachers, parents and families; includes case studies, anti-bullying packs for schools, links to other sites. www.dfes.gov.uk/bullying

Educational Action Challenging Homophobia (EACH) – www.eachaction.org.uk Educational Action Challenging Homophobia (EACH) is a charity and training agency helping people and organisations affected by homophobia. The website gives guidance, contact details and a freephone helpline.

School's Out – www.schools-out.org.uk

Beatbullying – www.beatbullying.org.uk Beatbullying is the leading bullying prevention charity in the UK and provides anti-bullying resources, information, advice and support for young people, parents and professionals affected by bullying. Childnet International – www.childnet-int.org - The UK's safer internet centre

ANTI -BULLYING AND HARRESSMENT (Staff) 1. Policy statement

The purpose of this policy is to ensure that all staff are treated and treat others with dignity and respect, free from harassment and bullying. All staff should take the time to ensure they understand what types of behaviour are unacceptable under this policy.

This policy covers harassment or bullying which occurs both in and out of the workplace, such as on school trips or at events or work-related social functions. It covers bullying and harassment by staff and also by third parties such as contractors or visitors to our premises.

Staff must treat colleagues and others with dignity and respect, and should always consider whether their words or conduct could be offensive. Even unintentional harassment or bullying is unacceptable.

We will take allegations of harassment or bullying seriously and address them promptly and confidentially where possible. Harassment or bullying by an employee will be treated as misconduct under our Disciplinary Procedure. In some cases it may amount to gross misconduct leading to summary dismissal.

This policy does not form part of any employee's contract of employment and we may amend it at any time or depart from it where we consider appropriate.

2. What the law says

The Equality Act 2010 prohibits harassment related to age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. For more information see our Equal Opportunities and Dignity at Work Policy.

The Protection from Harassment Act 1997 also makes it unlawful to pursue a course of conduct which you know or ought to know would be harassment, which includes causing someone alarm or distress.

Under the Health and Safety at Work Act 1974 staff are entitled to a safe place and system of work.

Individual members of staff may in some cases be legally liable for harassment of colleagues and may be ordered to pay compensation by a court or employment tribunal. 3. Who is covered by the policy?

This policy covers all individuals working for us or at any of our premises irrespective of their status, level or grade. It therefore includes all employees, managers, directors, contractors, trainees, homeworkers, casual and agency staff and volunteers (collectively referred to as staff in this policy).

4. What is harassment?

Harassment is any unwanted physical, verbal or non-verbal conduct which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. A single incident can amount to harassment.

It also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past.

Unlawful harassment may involve conduct of a sexual nature (sexual harassment), or it may be related to age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. Harassment is unacceptable even if it does not fall within any of these categories.

Harassment may include, for example:

(a) unwanted physical conduct or "horseplay", including touching, pinching, pushing, grabbing, brushing past someone, invading their personal space, and more serious forms of physical or sexual assault; (b) unwelcome sexual advances or suggestive behaviour (which the harasser may perceive as harmless), and suggestions that sexual favours may further a career or that a refusal may hinder it; (c) continued suggestions for social activity after it has been made clear that such suggestions are unwelcome; (d) sending or displaying material that is pornographic or that some people may find offensive (including e-mails, text messages, video clips and images sent by mobile phone or posted on the internet); (e) offensive or intimidating comments or gestures, or insensitive jokes or pranks; (f) mocking, mimicking or belittling a person's disability; (g) racist, sexist, homophobic or ageist jokes, or derogatory or stereotypical remarks about a particular ethnic or religious group or gender; (h) outing or threatening to out someone as gay or lesbian; or (i) ignoring or shunning someone, for example, by deliberately excluding them from a conversation or a workplace social activity.

A person may be harassed even if they were not the intended "target". For example, a person may be harassed by racist jokes about a different ethnic group if they create an offensive environment for him.

5. What is bullying?

Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined or threatened. Power does not always mean being in a position of authority, but can include both personal strength and the power to coerce through fear or .

Bullying can take the form of physical, verbal and non-verbal conduct. Bullying may include, by way of example:

• shouting at, being sarcastic towards, ridiculing or demeaning others; • physical or psychological threats; • overbearing and intimidating levels of supervision; • inappropriate and/or derogatory remarks about someone's performance; • abuse of authority or power by those in positions of seniority; or • deliberately excluding someone from meetings or communications without good reason.

Legitimate, reasonable and constructive criticism of a worker's performance or behaviour, or reasonable instructions given to workers in the course of their employment, will not amount to bullying on their own.

6. Informal steps

If you are being bullied or harassed, you should initially consider raising the problem informally with the person responsible, if you feel able. You should explain clearly to them that their behaviour is not welcome or makes you uncomfortable. If this is too difficult or embarrassing, you should speak to your line manager or Head teacher who can provide confidential advice and assistance in resolving the issue formally or informally.

If you are not certain whether an incident or series of incidents amount to bullying or harassment, you should initially contact your line manager or a Headteacher informally for confidential advice.

If informal steps have not been successful or are not possible or appropriate, you should follow the formal procedure set out below.

7. Raising a formal complaint

If you wish to make a formal complaint about bullying or harassment, you should submit it in writing to a member of SLT Head teacher who will discuss the matter with Human Resources and advise on how to achieve a solution wherever possible and to respect the confidentiality of all concerned.

Your written complaint should set out full details of the conduct in question, including the name of the harasser or bully, the nature of the harassment or bullying, the date(s) and time(s) at which it occurred, the names of any witnesses and any action that has been taken so far to attempt to stop it from occurring.

As a general principle, the decision whether to progress a complaint is up to you. However, we have a duty to protect all staff and may pursue the matter independently if, in all the circumstances, we consider it appropriate to do so.

8. Formal investigations

We will investigate complaints in a timely and confidential manner. Individuals not involved in the complaint or the investigation should not be told about it. The investigation will be conducted by someone with appropriate experience and no prior involvement in the complaint. The investigation should be thorough, impartial and objective, and carried out with sensitivity and due respect for the rights of all parties concerned.

We will arrange a meeting with you, usually within one week of receiving your complaint, so that you can give your account of events. You have the right to be accompanied by a colleague or a trade union representative of your choice, who must respect the confidentiality of the investigation. You will be given a provisional timetable for the investigation. The investigator will arrange further meetings with you as appropriate throughout the investigation.

Where your complaint is about an employee, we may consider suspending them on full pay or making other temporary changes to working arrangements pending the outcome of the investigation, if circumstances require. The investigator will also meet with the alleged harasser or bully who may also be accompanied by a colleague or trade union representative of their choice to hear their account of events. They have a right to be told the details of the allegations against them, so that they can respond.

Where your complaint is about someone other than an employee, such as a contractor, student, parent, governor or visitor, we will consider what action may be appropriate to protect you and anyone involved pending the outcome of the investigation, bearing in mind the reasonable needs of the DWIS and the rights of that person. Where appropriate, we will attempt to discuss the matter with the third party.

We will also seriously consider any request that you make for changes to your own working arrangements during the investigation. For example you may ask for changes to your duties or working hours so as to avoid or minimise contact with the alleged harasser or bully.

It may be necessary to interview witnesses to any of the incidents mentioned in your complaint. If so, the importance of confidentiality will be emphasised to them.

At the end of the investigation, the investigator will submit a report to a senior manager (usually a member of the Senior Leadership Team nominated to consider the complaint). The senior manager will arrange a meeting with you, usually within a week of receiving the report, in order to discuss the outcome and what action, if any, should be taken. You have the right to bring a colleague or a trade union representative to the meeting. A copy of the report and the senior manager's findings will be given to you and to the alleged harasser.

9. Action following the investigation

If the senior manager considers that harassment or bullying has occurred, prompt action will be taken to address it.

Where the harasser or bully is an employee the matter will be dealt with as a case of possible misconduct or gross misconduct under our Disciplinary Procedure.

Where the harasser or bully is a third party, appropriate action might include putting up signs setting out acceptable and unacceptable behaviour; speaking or writing to the person and/or their superior about their behaviour; or, in very serious cases, banning them from the premises or terminating a contract with them.

Whether or not your complaint is upheld, we will consider how best to manage the ongoing working relationship between you and the alleged harasser or bully. It may be appropriate to arrange some form of mediation and/or counselling, or to change the duties, working location or reporting lines of one or both parties.

Any staff member who deliberately provides false information or otherwise acts in bad faith as part of an investigation may be subject to action under our Disciplinary Procedure.

10. Appeals

If you are not satisfied with the outcome you may appeal in writing to Head teacher stating your full grounds of appeal, within 5 working days of the date on which the decision was sent or given to you.

We will hold an appeal meeting as soon as reasonably practicable (usually within 5 working days) of receiving your written appeal. This will be dealt with impartially by a more senior manager who has not previously been involved in the case (although they may ask anyone previously involved to be present). You may bring a colleague or trade union representative to the meeting.

We will confirm our final decision in writing, usually within one week of the appeal hearing. This is the end of the procedure and there is no further appeal.

11. Protection and support for those involved

Staff who make complaints or who participate in good faith in any investigation conducted under this policy must not suffer any form of retaliation or as a result.

If you believe you have suffered any such treatment you should inform your line manager or a HeadteacherIf the matter is not remedied you should raise it formally using our Grievance Procedure or this procedure if appropriate.

Anyone found to have retaliated against or victimised someone for making a complaint or assisting in good faith with an investigation under this procedure will be subject to disciplinary action under our Disciplinary Procedure.

We offer access to confidential counselling, which is available on request for anyone affected by, or accused of, bullying or harassment. The details are available in confidence from a Head teacher.

12. Confidentiality and data protection

Confidentiality is an important part of the procedures provided under this policy. Everyone involved in the operation of the policy, whether making a complaint or involved in any investigation, is responsible for observing the high level of confidentiality that is required. Details of the investigation and the names of the person making the complaint and the person accused must only be disclosed on a "need to know" basis.

Information about a complaint by or about an employee may be placed on the employee's personnel file, along with a record of the outcome and of any notes or other documents compiled during the process. These will be processed in accordance with our Data Protection Policy.

Breach of confidentiality may give rise to disciplinary action under our Disciplinary Procedure.

13. Who is responsible for this policy?

Our board of governors has overall responsibility for the effective operation of this policy but has delegated day-to-day responsibility for overseeing its implementation to the headache

All managers have a specific responsibility to operate within the boundaries of this policy, ensure that all staff understand the standards of behaviour expected of them and to take action when behaviour falls below its requirements.

Staff should disclose any instances of harassment or bullying of which they become aware to their line manager or SLT .

Questions about this policy and requests for training or information on dealing with bullying or harassment should be directed to a member of the SLT.

14. Monitoring and review of the policy

This policy is reviewed by the school Board of Governors.

Following a formal investigation under this policy, the senior manager and investigator involved should consider whether this policy has been effective in addressing the issues and report any problems or suggestions for improvement to the Headteacher.

The Headteacher has the responsibility for ensuring that any person who may be involved with investigations or administrative tasks carried out under this policy receive regular and appropriate training to assist them with these duties.