Professional Skills Academy

(Policy B)

Privacy Policy and Website Privacy Policy

This Privacy Policy describes Professional Skills Academy’s policies and procedures on the collection, use and disclosure of your information when you use our websites, contact us, or become a student with us. It tells you about your privacy rights and how the law protects you.
By using our websites and contacting us, you agree to the collection and use of information in accordance with this Privacy Policy.

HOW WE COLLECT YOUR INFORMATION
We may collect your personal data in a number of ways, for example:
• From the information you provide to us when you interact with us before joining, for example when you express your interest in studying at Professional Skills Academy.
• When you apply to study at Professional Skills Academy and complete enrolment forms via the admissions processes and procedures.
• When you communicate with us by telephone, email or via our website or social media, for example in order to make enquiries or raise concerns.
• In various other ways as you interact with us during your time as a learner.
• From third parties, for example from your previous or current school, sixth form college, FE college or university or employers who may provide a reference about you or who may sponsor your studies.

HOW WE USE COOKIES AND OTHER TRACKING TECHNOLOGIES
We may use cookies and similar tracking technologies (like web beacons and pixels) to access or store information. Specific information about how we use such technologies and how you can refuse certain cookies is set out in our Cookie Policy:

HOW WE USE YOUR PERSONAL INFORMATION
The college must record and use some personal information about learners in order to provide our courses and to claim funding for them. Learner information is stored on our computer-based leaner records system. It is every learner’s right under the Data Protection Act 1998 and the General Data Protection Regulations (GDPR) to request to see any personal information about them that the organisation is holding.
When you supply personal information, we have legal obligations towards you in the way we handle that data. We must collect the information fairly, that is, only collect the information we need, and we must explain how we will use it and tell you if we want to pass the information on to anyone else.
All staff at the college can access basic information about each learner, in order to help us support you. All staff must abide by the Data Protection Act 1998 and General Data Protection Regulation.

THE LAWFUL BASIS ON WHICH WE USE THIS INFORMATION
To conform with Article 6 and Article 9 of the General Data Protection Regulation, we collect and use your personal information under the lawful basis of meeting our contractual obligation, such as with Awarding Bodies or Funding Agency for the purposes of supporting your learning journey or claiming public money to fund your training programme.

THE CATEGORIES OF LEARNER INFORMATION THAT WE COLLECT INCLUDE:
• Personal information (such as name, unique learner number and address)
• Characteristics (such as ethnicity, gender, language, nationality, country of birth)
• Attendance information (such as sessions attended, number of absences and absence reasons)
• Special Educational Needs information
• Behavioural information
• Assessment information, and qualification achievements
• Relevant medical information
• CCTV images where installed at training premises
• Financial information i.e. your bank details
• IP address.

WHY WE COLLECT AND USE THIS INFORMATION
We use your personal data:
• to interact with you before you are enrolled as a student, as part of the admissions process (e.g. to send you a prospectus or answer enquiries about our courses);
• once you have enrolled, to provide you with the services as set out in your Learning Agreement
• to support learning
• to monitor and report on learner progress
• to provide appropriate pastoral care
• to assess the quality of our services
• to comply with the law regarding data sharing
• for funding purposes
• to deal with any concerns or feedback you may have;
• to meet our compliance and regulatory obligations, such as compliance with anti-money laundering laws and safeguarding requirements;
• for any other purpose for which you provide us with your personal data.

COLLECTING LEARNER INFORMATION
Whilst the majority of learner information you provide to us is mandatory, some of it is provided to us on a voluntary basis. In order to comply with the General Data Protection Regulation, we will inform you whether you are required to provide certain learner information to us or if you have a choice in this.

LINKS FROM OUR SITE
Our website may contain links to other websites. Please note that we have no control of websites outside our organisation if you provide information to a website to which we link, we are not responsible for its protection and privacy. You are advised to read the privacy policy statement of other websites prior to using them.

PEOPLE WHO USE OUR SERVICES
We hold the details you provide us with in order to deliver programmes of study, such as at our day release programmes and other services which meet your specific needs.
We only use these details to provide the service you have requested and for other closely related purposes. For example, we might use information about people who have enquired about a course to carry out a survey to find out if they are happy with the level of service they have received.

You are able to request that we stop contacting you at any time.

PEOPLE WHO REQUEST INFORMATION FROM US
If you request information from us by letter, telephone, email, submitting an enquiry on the website or from a sales appointment, we will make a record of that enquiry and will use the information you give us to provide you with a response. We will only use the information for these purposes and to provide a follow up service to ensure that we provided you with what you asked for.
You are able to request that we stop contacting you at any time.
Any emails sent to us, including attachments, may be monitored. Please be aware that you have a responsibility to ensure that any email you send us is in the bounds of the law.

SECURITY
We will hold your information securely.
To prevent unauthorised disclosure or access to your information, we have implemented organisational security safeguards.

STORING LEARNER DATA
We will hold your personal information in paper and electronic form. Your data will be securely destroyed as listed below. We will ensure that all personal information supplied is held securely in accordance with the Data Protection Act 1998.
We keep your personal data for:

Course Applicant and public enquiries = Held for up to 9 months.
Learner enrolled and others formal customers = Help for up to 7 years from formal recorded contact date.

WHO WE SHARE LEARNER INFORMATION WITH
We could routinely share learner information (as part of organisation development) with:
• Education and Skills Funding Agency (ESFA)
• Department for Education (DfE)
• Local Authorities
• Awarding Bodies
• Police
• Other bodies if required by the law
• Parents and Guardians (for those aged 16-18 or 19-24 if you are a vulnerable adult)
• for safeguarding or the prevention and detection of crime.

WHY WE SHARE LEARNER INFORMATION
We do not share information about our learners with anyone without consent unless the law and our policies allow us to do so.
We could share learners’ data with the Department for Education (DfE) on a statutory basis. This data sharing may underpin funding and educational attainment policy and monitoring.

REQUESTING ACCESS TO YOUR PERSONAL DATA
Under data protection legislation, parents and learners have the right to request access to information about them that we hold and to have any inaccuracies corrected. To make a request for your personal information:-

Contact: Data Protection Officer – Telephone 0161 915 1126

If you request information, we aim to provide this to you, where possible, within 30 days. Where this is not possible, we will keep you informed. You also have the right to:
• Object to processing of personal data that is likely to cause, or is causing, damage or distress.
• Prevent processing for the purpose of direct marketing.
• Object to decisions being taken by automated means.
• In certain circumstances, have inaccurate personal data rectified, blocked, erased or destroyed; and
• Claim compensation for damages caused by a breach of the Data Protection regulations.
If you have a concern about the way we are collecting or using your personal data, we request that you raise your concern with us in the first instance. Alternatively, you can contact the Information Commissioner’s Office at which we are registered to comply.

CONTROLLING INFORMATION ABOUT YOU
When you fill in a form or provide your details on our website, you may see one or more tick boxes allowing you to:
• opt in to receive marketing communications from us by e-mail, telephone, text message or post
• opt in to receive marketing from our sponsors, third party partners by e-mail telephone, text message or post.

If you have agreed that we can use your information for marketing purposes, you can change your mind by contacting methods:

Telephone 0161 915 1126
Or postal mail to:-
Data Protection Officer
Professional Skills Academy
35 ST Lawrence Quay
Salford Quays
Salford, Greater Manchester.
M50 3XT

CHANGES TO THIS PRIVACY NOTICE
We will keep this Privacy Notice under regular review and reserve the right to change it as necessary from time-to-time or if required by law. Any changes will immediately apply.

Our Privacy Policy was last updated on 26th April 2023

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(Policy C)

Confidentiality, Data Protection and Privacy Policy

1 General Principles.

1.1 The organisation, its Directors, staff and volunteers will treat all personal information, however obtained, in line with the common law duty of confidence. In general, this means that any information about an individual given or received in confidence for one purpose may not be used for a different purpose of passed to anyone else without their explicit consent.

1.2 The organisation will comply with all relevant legislation, and will operate in accordance with the principles of the Data Protection Act 1998 with regard to information about individuals which should be:-
• Fairly and lawfully processed.
• Processed only for specified and lawful purposes.
• Adequate, relevant and not excessive.
• Accurate and, where necessary, kept up-to-date.
• Not kept for longer than is necessary.
• Processed in line with the rights of the individual whom the information is about.
• Kept secure against unauthorised or unlawful use and against accidental loss, or destruction or damage.
• Not transferred outside the European Economic Area unless the rights and freedom of the person are adequately protected.

1.3 The organisation will notify the Information Commissioner, and date will be processed only within the organisation’s notification procedure, which must be kept up-to-date.

1.4 Broadly, “processing” included obtaining, disclosing, recording, holding, using, erasing or destroying personal information.

1.5 Within their work, Directors, staff and volunteers might get or have access to personal information. They should treat all such information in the strictest confidence in accordance with this Policy.

1.6 The organisation may use such information (in aggregated and/or statistical form where possible) to plan, deliver and improve its work. Only those who need to know this information will have access to it.

1.7 Every individual about whom the organisation holds personal information should be fully informed about what information is held on them and the identity of the person who controls it. When the organisation records personal information, it should tell the individual to what uses it may be put and obtain their explicit consent for this.

2 Safeguarding information.

2.1 Any individual has the right under the Data Protection Act 1998 with regard to personal information held by the organisation about them:
a) To take action to rectify, block, erase or destroy inaccurate information
b) To prevent use likely to cause damage and distress
c) To prevent use for the purposes of direct marketing
d) To know the logic behind automated decision-making
e) Not to have significant decisions based solely on the results of automatic processing

2.2 Ensuring the security and accuracy of information about individuals is the responsibility of all staff and volunteers.

2.3 The storage and disposal of all information about individuals (in whatever from) must protect confidentiality. To prevent any unauthorised access to such information, all staff and volunteers will:-
a) Store it in secure, locked cabinets or containers
b) When received, immediately give it to the relevant person or lock it away unit they can give it to them, and
c) When disposed, permanently destroy it by shredding or other effective means.

2.4 Security measure must be in place to protect computerised information. All staff and volunteers must make sure that:
a) Only they can access records on compute about individuals, and
b) An work in progress about confidential matters is not left unattended and accessible on computer terminals

2.5 All staff and volunteers should make sure that unintentional breaches of confidence do not occur by:
a) Not leaving work in progress on confidential matters unattended
b) Sending information about individuals only to secure sources, marked confidential
c) Double-checking for accuracy any transmission of information – including all contact numbers and addresses – against a reliable source before it is sent
d) Not holding conversations or interviews about confidential matters in situations where unauthorised persons may hear them) while ensuring the safety of themselves and others).

2.6 Where an agency or individual other than own centre Director, staff or volunteers is involved in carrying out the organisation’s functions, they must confirm that they will act in accordance with this policy.

3 Access to information about individuals.

3.1 Unless the law directs otherwise, only the individual concerned and appropriate staff will have access to information that:
a) Is about the individual, or
b) Might enable the individual to be identified or appear to be identified.

3.2 Such information will only be revealed to someone else if:
a) The individual gives their explicit and informed consent (preferably written) to this for a particular purpose, or
b) On a “need to know” basis if the use of the information anonymised where possible) can be justified for use in helping to deliver, plan and manage services effectively, or
c) The information is required by statue of court order, or
d) It can be justified for other reasons (usually for the protection of the public).

3.3 Only in exceptional circumstances, and where reasonable, with the organisation reveal information without the individual’s consent. In such circumstances, the Chief Executive will be the only person with authority to reveal such information.

3.4 If there is any doubt about a person’s right to access to information about an individual, this should be checked with the Chief Executive, who will get advice as appropriate. Similarly, if there is any doubt about a person’s identity, this should be confirmed beyond doubt before they get access to any such records or information.

3.5 The organisation will communicate nothing to any other body or person without the individual concerned having clearly approved this.

4 Keeping individuals informed.

4.1 When the organisation holds personal information about an individual it will seek to ensure, so far as practicable, that the individual has, is provide with, or has made readily available to them:
a) A description of what information is held about them and its sources(s)
b) A description of the purpose(s) for which the information is intended to be used
c) The identity of the person responsible for the information
d) The identity of any other person nominated as their representative
e) A description of those to whole the information will or may be disclosed
f) Any further information which is necessary, given the specific circumstances, to enable use of the information to be fair
g) Notification of this Policy and how to get access to it.

4.2 This should be:-
a) Done, where possible, before the individual is asked to give information
b) Presented in forms understandable to the individual, and
c) Where appropriate, available for the general purposes as well as for individuals

4.3 All information relating to an individual will be made available to them promptly on request, and in any case within 40 days. A fee may be charged within the statutory limits.

5 Non-Executive Directors and confidentiality.

5.1 For the normal execution of their duties, non-executive Directors do not need to know information about individuals and should not seek it. If individuals willingly reveal such information during discussions, non-executive Directors should receive this in the strictest confidence. They should not after that, without clear legal advice to the contrary, use this information without the explicit consent of the individual concerned.

5.2 Non-executive Directors will not be given access to information that identifies any individual without their explicit and informed consent. In only very exceptional circumstances, the Chief Executive may reveal information without the individual’s consent to the Chair on a “need to know” basis. This will only occur after the Chief Executive has obtained appropriate advice (which is likely to include legal advice). This action will normally occur only when the Chair needs:
a) To consider a breach of the individual’s confidentiality without their consent, or
b) To consider the withdrawal of services from an individual, or
c) To investigate a complaint against a non-executive Director, employee or volunteer, or
d) To investigate an allegation by an employee relating to the organisation’s functions that someone has abused or threatened them and/or someone else.

5.3 Non-executive Directors may be given anonymised information about people – in aggregated and/or statistical form where possible – where they need this to fulfill their duties. It should not be possible to identity any individual for this.

5.4 Non-executive Directors will not act in any way to undermine the undertakings made by staff or volunteers for the confidentiality of personal information.

6 Policy implementation and review.

6.1 The Chief Executive is responsible for ensuring that this Policy is carried out. Every designated manager is responsible for its implementation in their own service and with their own staff, wherever appropriate.
6.2 Any responsibilities of the Chair and Chief Executive described in this Policy shall, in their absence, be undertaken when necessary by the Vice-Chair and deputy respectively.
6.3 At least once a year the Board will review this Policy and compliance with it.

7 Privacy Policy:-

This privacy policy has been compiled to better serve those concerned with how their ‘Personally identifiable information’ (PII) is being used online. PII, as used in UK privacy law and information security, is information that can be used on its own or with other information to identify, contact, or locate a single person, or to identify an individual in context. Please read our privacy policy carefully to get clear understanding of how we collect, use, protect or otherwise handle Personally Identifiable Information in accordance with our website.

What personal information do we collect from the people that visit our blog, website or app?
When ordering or registering on our site, as appropriate, you may be asked to enter your name, email address, mailing address, phone number, credit card information or other details to help you with your experience.

When do we collect information?
We collect information from you when you place an order, subscribe to a newsletter, fill out a form or enter information on our site.

How do we use your information?
We may use the information we collect from you when you register, make a purchase, sign up for our newsletter, respond to a survey or marketing communication, surf the website, or use certain other site features in the following ways:
• To administer a contest, promotion, survey or another site feature.
• To quickly process your transactions.
• To follow up with them after correspondence (live chat, email or phone inquiries)

How do we protect visitor information?
Our website is scanned on a regular basis for security holes and known vulnerabilities in order to make your visit to our site as safe as possible.

Do we use ‘cookies’?
Yes. Cookies are small files that a site or its service provider transfers to your computer’s hard drive through your Web browser (if you allow) that enables the site’s or service provider’s systems to recognize your browser and capture and remember certain information. For instance, we use cookies to help us remember and process the items in your shopping cart. They are also used to help us understand your preferences based on previous or current site activity, which enables us to provide you with improved services. We also use cookies to help us compile aggregate data about site traffic and site interaction so that we can offer better site experiences and tools in the future.

We use cookies to:
• Help remember and process the items in the shopping cart.
• Understand and save user’s preferences for future visits.
You can choose to have your computer warn you each time a cookie is being sent, or you can choose to turn off all cookies. You do this through your browser (like Internet Explorer) settings. Each browser is a little different, so look at your browser’s Help menu to learn the correct way to modify your cookies.
If you disable cookies off, some features will be disabled It won’t affect the user’s experience that make your site experience more efficient and some of our services will not function properly. However, you can still place orders.

Third-party disclosure
We do not sell, trade, or otherwise transfer to outside parties your personally identifiable information unless we provide users with advance notice. This does not include website hosting partners and other parties who assist us in operating our website, conducting our business, or serving our users, so long as the parties agree to keep this information confidential. We may release information when such release is appropriate to comply with the law, enforce our site policies, or protect ours or others’ rights, property or safety.
However, non-personally identifiable visitor information may be provided to other parties for marketing, advertising, or other uses.

Third-party links
We do not include or offer third-party products or services on our website.

Google
Google’s advertising requirements can be summed up by Google’s Advertising Principles. They are put in place to provide a positive experience for users. Google, as a third-party vendor, uses cookies to serve ads on our site. Google’s use of the DART cookie enables it to serve ads to our users based on previous visits to our site and other sites on the Internet. Users may opt-out of the use of the DART cookie by visiting the Google Ad and Content Network privacy policy.

We have implemented the following:
• Demographics and Interests Reporting
We along with third-party vendors, such as Google use first-party cookies (such as the Google Analytics cookies) and third-party cookies (such as the DoubleClick cookie) or other third-party identifiers together to compile data regarding user interactions with ad impressions and other ad service functions as they relate to our website.

Opting out:
Users can set preferences for how Google advertises to you using the Google Ad Settings page. Alternatively, you can opt out by visiting the Network Advertising initiative opt out page or permanently using the Google Analytics Opt Out Browser add on.

Opt IN from 24th May 2018
Change in Data Security Law (UK) require only an Opt In method for users. We Implement it forthwith.

How does our site handle do not track signals?
We honour do not track signals and do not track, plant cookies, or use advertising when a Do Not Track (DNT) browser mechanism is in place.

Does our site allow third-party behavioral tracking?
It’s also important to note that we do not allow third-party behavioral tracking.

COPPA (Children Online Privacy Protection Act)
When it comes to the collection of personal information from children under 13, the UK is working on an appropriate Act. (UK Council for Child Internet Safety (UKCCIS) say New technologies inspire children to be creative, communicate and learn. However, while the internet is a great resource, it is important that children and young people are protected from the risks they may encounter.) Note the UK Council for Child Internet Safety (UKCCIS) group has more than 200 organisations drawn from across government, industry, law, academia and charity sectors that work in partnership to help keep children safe online. At this time in awaiting a UK equivalent to the COPPA we adopt that procedure:-
Children’s Online Privacy Protection Act (COPPA) puts parents in control. The Federal Trade Commission, their nation’s consumer protection agency, enforces COPPA Rule, which spells out what operators of websites and online services must do to protect all children’s privacy and safety online. We do NOT specifically market to children under 13.

Fair Information Practices
Fair Information Practices are a set of principles and practices that describe how an information-based society may approach information handling, storage, management, and flows with a view toward maintaining fairness, privacy, and security in a rapidly evolving global technology environment. . At this time, in awaiting a UK equivalent, we adopt the United States procedure which sets out what will take place if Data Breach occurs:- We will take the following responsive action, should a data breach occur:
We will notify the users via email within 7 business days
We also agree to the Individual Redress Principle, which requires that individuals have a right to pursue legally enforceable rights against data collectors and processors who fail to adhere to the law.

We collect your email address in order to:
• Send information; respond to inquiries, and/or other requests or questions.
• Process orders and to send information and updates pertaining to orders.
• We may also send you additional information related to your product and/or service.
• Market to our mailing list or continue to send emails to our clients after the original transaction has occurred.
•
To be in accordance with CANSPAM we agree to the following:
• NOT use false or misleading subjects or email addresses.
• Identify the message as an advertisement in some reasonable way.
• Include the physical address of our business or site headquarters.
• Monitor third-party email marketing services for compliance, if one is used.
• Honour opt-out/unsubscribe requests quickly.
• Allow users to unsubscribe by using the link at the bottom of each email.

If at any time you would like to unsubscribe from receiving future emails, you can email us from the contact information shared below or…
• Follow the instructions at the bottom of each email. and we will promptly remove you from ALL correspondence.

Contacting Us
If there are any questions regarding this privacy policy you may contact us using the information below.

Professional Skills Academy – telephone 0161 915 1126

Approved by Professional Skills Academy Director on 20/04/2023
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(Policy D)

PREVENT DUTY and Volunteer POLICY

PREVENT DUTY Policy:-

Under the Prevent Duty, “specified authorities” are required to have a “due regard to the need to prevent individuals from being drawn into terrorism.

The Prevent duty requires all education providers ‘to have due regard to the need to prevent people from being drawn into terrorism’. This includes safeguarding children, young people and adult learners from extremist ideologies and radicalisation.
Most importantly, providers should consider the needs of children, young people and adult learners at each stage of the safeguarding process. Providers should consider radicalisation concerns in line with their existing safeguarding processes, skills and experience. (See our Safeguard Policy).
Staff responsibilities in relation to the Prevent duty. All staff should look out for concerning changes in behaviour and report them to their designated safeguarding lead (DSL).
Behaviours that might cause concern. Any concerning changes in behaviour may indicate a safeguarding concern. These changes can be emotional, verbal or physical. A child, young person or adult learner may be vulnerable in certain ways that could make them more susceptible to a range of harms. These could include sexual exploitation, extremism and radicalisation, or serious violence. For more information, read understanding and identifying radicalisation risk in your educational setting.
How to raise concerns. If staff have any concerns about a child, young person or adult learner’s welfare, speak to the DSL immediately. All staff should refer to our safeguarding procedures.
Staff should know about:
• Prevent awareness elearning from the Home Office
• the government’s Educate Against Hate website
• any internal guidance or resources, such as our policies and procedures.
Staff in further education (FE) should know about the Prevent for further education and training:
• guidance from DfE and the Education and Training Foundation
• online course from the Education and Training Foundation
For more information, staff should speak to our DSL.
How to report extremism. If you need to report extremism concerns about an adult working in a school, college or organisation that works with children, young people or adult learners, you should:
• contact your local authority designated officer (LADO) through your local safeguarding partnership or local authority
• submit the details at report extremism in education

Staff Awareness information:-
Online training for Prevent awareness
Online courses on Prevent awareness include:
• Prevent awareness elearning – an introduction to the Prevent duty (Home Office)
• Prevent referrals elearning – make a referral that is robust, informed and with good intention (Home Office)
• Channel awareness elearning – understand the objectives of the Channel programme, the working process, roles and responsibilities (Home Office)
• Prevent for further education and training – aimed at different audiences including staff, governors and board members (Education and Training Foundation)
For more information about available training, contact your local authority.
More resources, guidance, and practical advice for staff.
Our designated safeguarding lead (DSL) is the Company Secretary.
• Educate Against Hate
• ETF Learners from the Education and Learning Foundation
• Lets Talk About It
• ACT – Action Counters Terrorism

Volunteer Policy:-

All types of community organisations have opportunities for co-operation and mutual benefits readily available. Each party has something it can contribute and has much to gain. It is about realising potential, the potential of others and valuing people’s contributions. Key to this process is building personal fulfilment, self esteem, realising existing personal ability, confidence and pride, both at individual level and organisational level. For example, gaining confidence to influence, contribute and shape improved health and wellbeing of others.

Many people are active in their own communities through sports clubs, charities, etc, and will have developed many valuable transferable skills, probably project management or people management skills their employers may know nothing about! Others can be frustrated through lack of opportunity and volunteering can provide the outlet you have been looking for. Volunteering provides opportunities to help in community engagement and enables the individual to excel because it brings out a personal commitment. In addition, the process helps generate broad networking opportunities and awareness about the good work already going on around. It can provide valuable publicity opportunities to help showcase your individual social responsibility.

Lessons can be learned from working together in groups and will undoubtedly bring many benefits back to the community or workplace. Activities can help evidence individual PDPs:-:

City & Guilds accreditation is available to help record evidence via Professional Skills Academy

Professional Skills Academy follows co-operative values and principles.

Professional Skills Academy is a not for profit social enterprise and volunteers are important to programme delivery. The contribution of volunteers to the work of Professional Skills Academy is especially valued and respected by its mentors, assessors and verifiers.

Volunteers increase the capacity to fulfil our community programmes and help delivery objectives. This keeps the organisation in touch with a social purpose through providing a wide range of relevant skills and perspectives, helping to improve the service reach of the organisation.

TYPES OF VOLUNTEER
Professional Skills Academy recognises three different types of volunteers.

Occasional Volunteers
These are people who volunteer at events such as community celebrations, special events or help with projects, for example by helping at health and wellbeing events. These volunteer occasionally, perhaps a few times a year.

Regular Volunteers
These are people who take on a particular task, on a regular basis. Regular volunteers include those undertaking administrative work, providing a service, supporting project delivery or could be part of an event co-ordinator team.

PRINCIPLES
The volunteer policy is guided by the following principles:
• The organisation and its volunteers will follow this policy.
• Regular volunteers will be asked to sign a volunteer agreement.
• The organisation recognises that volunteers donate their time.
• Volunteer contributions should be mutually agreed.
• The volunteer’s role with be clearly explained and mutually agreed.
• The organisation will provide induction, information, training and support to its volunteers appropriate to their volunteer role. In skills formal courses this may incur an appropriate charge.
• The organisation will, whenever possible, ensure volunteers work is satisfying and appropriate to their interest.
• Volunteers have the right to express their views within the organisation and about its structure.
• Volunteers and staff will work together within the organisation’s rules, policies and procedures.
• Volunteers and staff will treat each other with respect and courtesy.
• The organisation is committed to equal opportunities in relation to the recruitment, selection and involvement of volunteers.

GOOD PRACTICE GUIDELINES
Professional Skills Academy is committed to good practice when supporting its volunteers.

Recruitment
Professional Skills Academy will make on-going efforts to recruit volunteers who match appropriate needs. This selection process will be based on the skills and interest of the volunteer and the current needs of the organisation and will be carried out either directly or, in most cases, with volunteer leaders or other experienced project partners.

Volunteer agreement and work outline
Regular volunteers will be asked to sign a volunteer agreement outlining the commitment and expectations. Professional Skills Academy may have specific roles and tasks that the volunteer is able to take. The agreement is by no means a contract; it is simply a guideline to help the volunteer feel supported and clearer about their responsibilities.

Induction, information and training
Volunteers will receive an appropriate induction, which will include information on the aims, background and organisational framework of the organisation. Additional information will be provided to help the volunteer in their work.

Professional Skills Academy will strive to make the information sessions accessible and relevant to local needs. Opportunities to develop knowledge and skills will also be provided as appropriate.

Support and Supervision
Volunteers will be supported and supervised by a named contact person who may be a member of staff or another volunteer. This person will provide the volunteer with feedback on their work, the opportunity to discuss future work and a chance to discuss any issues that may arise.

Health and Safety
Professional Skills Academy will, as far as is practical, care for the health, safety and welfare of its volunteers. Volunteers will be provided with copies of relevant health and safety procedures and receive appropriate support and training in line with the role they are going to be taking.

Expenses
Volunteers will be reimbursed travel and other approved expenses when allowed by Professional Skills Academy Expenses Policy. To claim any expense the supporting receipts must be provided.

Insurance
Volunteers will be covered by the organisation’s insurance policy while engaged in approved work for Professional Skills Academy. On placements stakeholder insurance of that organisation will apply. Where a volunteer takes on individual responsibility work they will need their own insurance.

Some activities may require bespoke insurance and will be required to safeguard the individual.

Equal opportunities
All volunteers are required to make a commitment to equal opportunities. Professional Skills Academy has an equal opportunities policy, in line with awarding body rules, informing its practice.

Confidentiality
Volunteers will be required to meet data and confidentiality agreement and follow its principles.

Volunteers will have access to personal information about some individuals. Some volunteers will also hold information about, for example, financial and personnel matters. The organisation needs to be able to trust its volunteers with such information, which is confidential. However, volunteers suspecting mistreatment or abuse of a volunteer, staff member, associate or vulnerable adult should discuss the matter with their supervisor who will make a decision on what needs to be done.

Training and Development Appeals
In line with Awarding Body rules, where any volunteer or candidate has cause to dispute a decision about a course or qualification result they are entitled to appeal. This will be taken in strict order of line of management. In the first instance to be discussed with their course supervisor who will explain the next stage(s) of appeal using open and transparent communications.

Resolving concerns
Professional Skills Academy aims to identify and resolve problems at the earliest possible stage. A Grievance Procedure has been drawn up for dealing with complaints by volunteers. When action by a volunteer warrants concern the Disciplinary Procedure would be used for an appropriate action.

Having a voice
Volunteers will be given opportunities to express their views about issues concerning the organisation and its work. Volunteers can also give us feedback through your appointed supervisor.

Telephone 0161 915 1126

Approved by Professional Skills Academy Director on 22/04/2023

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(Policy E)

Equal Opportunities and Diversity Policy

IMPLEMENTING, COMPLIANCE AND MANAGING EQUALITY AND DIVERSITY
(Based on UK Law, Legislation and Policies)

Professional Skills Academy is an Equal Opportunities provider to staff, clients, customers, volunteers and stakeholders. At least a same level of policy is expected from its suppliers.

The policy includes the following as a foundation of our Equality and Diversity compliance.

Part A:- Understanding equality and diversity law, legislation and internal policies.

Implications:- There have been advances in the UK on regulations that impact on every organisation. Laws on equality have been installed that will require a better understanding by all within organisations and at every level.

Equality is the state of being equal, especially in status, rights and opportunities. The Equality Act 2010 brings in safeguards for individuals. It is them legal protection from discrimination in the workplace and in society. It replaces previous anti-discrimination laws with a single Act by making law easier to understand and strengthening protection in some situations. It sets out different ways in which it is unlawful to treat someone.
Before The Equality Act 2010 came into force there were several pieces of legislation to cover discrimination, including:
• Sex Discrimination Act 1975

• Race Relations Act 1976

• Disability Discrimination Act 1995
The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique and recognising our individual differences. This is about understanding each other, moving beyond simple tolerance to embrace and celebrate the rich dimensions of diversity contained within each individual.
Diversity will impact on any organisation, especially in the voluntary sectors since its general provision of services must be able to reach right across the wider society. Most voluntary groups will induct new volunteers. The induction is a good place to promote equality and diversity. Coupled with an effective recruitment process the organisation can demonstrate how it is effectively creating a diverse organisation. Importance must be given to collecting feedback, helping shape improvement, based on good examples,

The following Policy Statement (2017) research provides a foundation policy reference.

1.1 POLICY STATEMENT (2017)

1. The Equality and Diversity Policy and Procedures recognise discrimination and/or victimisation is unacceptable and it is in the interests of the organisation and its employees to utilise the skills of the workforce. The aim of the organisation is to ensure no employee nor job applicants, learners or potential learner receives less favourable facilities and/or treatment (directly or indirectly) in recruitment or in employment or education on person centred grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sexual orientation, sex or any protected characteristic.

2. The aim is that the workforce, clients and learners will be representative of all the sections of society and each individual feels respected and able to give of their best.

3. It opposes all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all the people that are in the employment, clients and to all learners making any connection.

4. All employees, clients and learners, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for entry onto any learning programme and selection for employment, promotion, training or other benefit will be on the basis of aptitude and ability. All employees and learners will be helped and encouraged to develop their full potential. The talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.

5. The staff will not discriminate directly or indirectly, or harass customers or clients because of individual age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sexual orientation, sex or any protected characteristic in the provision of the Company’s goods and services.

6. This policy and associated arrangements shall operate in accordance with statutory requirements, particularly The Equality Act 2010. Full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, from Government Departments and any other statutory or leading sector bodies.

7. This policy is a responsibility within the post of Regulation and Disciplinary Officer who will have access to all employees, clients and students for the purpose of this policy. Any formal complaint should be addressed to this Officer responsible.

Diversity Commitment:-

• To create an environment in which individual differences and contributions of all the staff (including members) are recognised and valued in creating a diverse workforce.
• Every employee, client and every learner is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated. Where proven these will be considered as dismissible offences.
• Training, development and progression opportunities will be available to all staff.
• To promote equality in the workplace and in the learning environment to believe good management practice and leadership is essential and sound business sense.
• It will continually review the formal practices and procedures to ensure fairness.
• Breaches of the equality policy will be regarded as misconduct and could lead to disciplinary proceedings. This will apply to all persons at every level of authority.
• This policy is fully supported by the Company Directors and senior management and has been agreed with related organisations and with the employee representatives.
• The policy will be monitored and approved annually by the Annual General Meeting.
• The further development of the policy will include methods to identify appropriate language, harassment, bullying, victimisation, dress code, discrimination and how the workplace can better approach diversity.

Part B:- Management of Equality and Diversity 2015

RESPONSIBILITES OF MANAGEMENT

Responsibility for ensuring the effective implementation and operation of arrangements will rest with the Chief Executive, Directors and Managers that will ensure staff operates within this policy and arrangements. All reasonable and practical steps must be taken to avoid discrimination. Each responsible person will ensure that:

• Staff are aware of the policy and the arrangements and the reasons for the policy.
• Complaint, challenge about inequalities or discrimination and individual grievance concerning discrimination are dealt with properly, fairly and as quickly as possible.
• Actions comply with Data Protection and that proper records are maintained.

The Chief Executive will nominate one person (in any absence of the Regulation and Disciplinary Officer) to be responsible for monitoring the operation of this policy. The role of Regulation and Disciplinary Welfare Officer includes periodic compliance audits and provides for development of equality impact assessments and business diversity action planning.

RESPONSIBILITIES OF STAFF and Team Leader Volunteers

Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of the fair employment practices. In particular, all members of staff (observing confidentiality) should:

• Comply with the policy and arrangements.
• Not discriminate in their day to day activities or induce others to do so.
• Not victimise, harass or intimidate other staff or learners or groups who have, or are perceived to have any protected characteristics.
• Ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
• Inform their manager if they become aware of any discriminatory practice.
• In the absence of their manager they inform the Regulation and Disciplinary Officer.

THIRD PARTIES:-

Third-party harassment occurs where any person in this organisation is harassed, and the harassment is related to a protected characteristic, by third party such as from the clients or customers. The Organisation will not tolerate such actions against its staff or its volunteers or learners, and the employee or person concerned should inform their supervisor at once that this has occurred. The Line Manager will investigate, taking all reasonable steps to ensure such harassment does not happen again.

RELATED POLICIES AND ARRANGEMENTS

All employment policies and arrangements have a bearing on equality of opportunity. The policies will be reviewed annually and any discriminatory elements be removed.

RIGHTS OF PEOPLE WITH DISABILITIES

The Organisation attaches particular importance to needs of people with disabilities.
Under the terms of this policy, all line managers are required to:

• Make reasonable adjustment to maintain services for those who become disabled, for example, training having provision of special equipment, reduced working or learner hours. (Managers are to seek advice on availability of advice and guidance from agencies to maintain people in employment and on learning programmes).
• Include disabled people in training/development programmes.
• Give full and proper consideration to disabled people who apply for jobs or for learning programmes, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the job or the learning programme.

EQUALITY TRAINING:-

A series of regular briefing sessions will be held for staff on equality issues. These will be repeated as necessary. Equality information is included in the induction programme for both employees and learners. All Mentors, Coaches, Trainers and Staff will be suitably qualified (or working towards the relevant qualification including under supervision).

Training will be provided for managers on this policy and the associated arrangements. All managers who have an involvement in the recruitment and selection process would receive specialist training. Records of equality training will be maintained.

MONITORING:-

• The Organisation deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.

• The system will involve the routine collection and analysis of information on the employees and learners by gender, marital status, ethnic origin, sexual orientation, religion / beliefs. Information regarding the number of staff and learners declaring themselves as disabled will also be maintained.

• There will be regular assessments to measure the extent to which recruitment to first appointment and internal promotion and access to training and development opportunities affect equal opportunities for all groups.

• It will maintain information on staff and learners who have been involved in the certain key policies (including review of the Disciplinary and Complaints Policies).

• An Equality Impact Assessment will be carried out by the appropriate officer on the results of monitoring to ascertain the effect of the policies and in considering effects services and products have on those who experience them.

• The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose than to maintain the quality provision.

• If monitoring shows that the organisation, or areas within it, is not representative, or that sections of the workforce are not progressing properly within, an action plan will be developed to address the issues. This can include review of staff recruitment and selection procedures or other policies and practices. In addition it will examine the organisations and teams in relation to adhering to the equality and diversity policy.

COMPLAINTS and DISCIPLINARY:-

Any individual in the organisation has the right to pursue their complaint (under the Complaints Policy). Discrimination and victimisation will be treated as disciplinary offences. They will be dealt with under their organisation’s Disciplinary Procedure.

Accepted 24th April 2023

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(Policy F)

Our commitment to principles of the Modern Slavery Act 2015

Professional Skills Academy is committed to the principles of the Modern Slavery Act 2015 and the abolition of modern slavery and human trafficking. We acknowledge the role that we can play to help to bring this about.
We are an equal opportunities employer, fully committed to creating and ensuring an inclusive and respectful working environment for all our staff. We want all our staff to feel confident that they can report concerns without any risk to themselves.
Our recruitment and people management processes are designed to ensure that all prospective employees are legally entitled to work in the UK and to safeguard employees from any abuse or coercion.
We recognise that as a purchaser of goods and services we have opportunity to influence good practices in employment of people by other organisations.
We do not enter into business with any organisation, in the UK or abroad, which knowingly supports or is found to be involved in slavery, servitude and forced or compulsory labour.
We have taken and continue to take steps to understand and minimise the potential risk of modern slavery in its business and supply chains.

Supply chain:-
We require all of our suppliers to comply with the requirements of the Modern Slavery Act and include appropriate contractual obligations within our service agreements.

Our policies which relate to the Modern Slavery Act 2015
The following policies are available to staff through our Company Secretary:
• Code of conduct
• Dignity at Work
• Whistleblowing
• Recruitment and Selection
• Disciplinary Procedure
• Procurement Policy
Our commitment to principles of the Modern Slavery Act 2015 apply to all of our policies and procedures wherever they are relevant , including the following:-
Complaints, Appeals and User Involvement Policy
Confidentiality, Data Protection and Privacy Policy
Equal Opportunities and Diversity Policy
ACTIVE HEALTH & SAFETY POLICY
Lone Working Policy
PREVENT DUTY and Volunteer POLICY
Professional Development and Learning and Development Policy
Safeguarding (Adult Protection) Policy Safeguarding (Child Protection) Policy

These policies set out the standards required of our staff and include details of the mechanisms in place which can be used report issues or concerns about Modern Slavery linked to our organisation:-

Due Diligence
Through undertaking due diligence in our activity, we seek to ensure that we do not inadvertently support Modern Slavery. We make our processes known to potential staff and suppliers as a means of encouraging good practice.
We ensure that all staff are legally entitled to work in the UK and that the contract is directly with them.
We also ensure that any recruitment agency we utilise for the placement of temporary staff follows the same requirements to confirm the identity and right to work of individuals placed with us.
When we undertake a full public procurement process potential suppliers must self-declare if they meet the relevant criteria in the Modern Slavery Act 2015.
We follow guidance provided by the Government.
We will further review our supplier onboarding process to embed checks on suppliers to ensure compliance with the requirements of the Modern Slavery Act 2015.

Risk Assessment and Management
The main areas of risk in relation to modern slavery relate to our contractual arrangements and recruitment of staff. We take steps to manage these risks.
We ensure that consideration of the modern slavery risks and prevention are added to our policy review process as an employer and provider of services.
We will ensure when undertaking a further review of relevant People policies that they include the consideration and prevention of risks of engagement of people or groups through Modern Slavery.

Training
We will provide mandatory awareness training to all staff on the Modern Slavery Act 2015 and inform them of the appropriate action to take if they suspect a case of modern slavery or human trafficking.
We will ensure that staff involved in buying or procurement, and the recruitment and deployment of workers, receive training on modern slavery and ethical employment practices.

Contact details, PSA, 35 St Lawrence Quay, Salford Quays, Salford, Greater Manchester. M50 3XT
If you suspect modern slavery, report it to the Modern Slavery Helpline on 08000 121 700 or the police on 101. In an emergency call 999, your information could save a life.
In addition staff and external contacts can report any concerns in relation to potential modern slavery linked to our operations to Michaelf@btinternet.com

updated 25th April 2023

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(Policy G)

Lone Working Policy

1. Policy Statement
(Health and Safety at Work, etc Act 1974)

1.1 The organisation is committed to planning and managing the health and safety. This Policy is a key to achieving high standards, reducing accidents and cases of work-related ill health and demonstrating the importance of health and safety to employees. It will be reviewed and revised in the light of experience, or because of organisational or operational changes.

1.2 The organisation’s statement of general policy on health and safety is:-

• To maintain and monitor safe and healthy working environments.
• To consult with employees on matters affecting their health and safety at work.
• To ensure that safe systems of work are set and followed.
• To provide employees with the information, instruction, training and supervision necessary for their health and safety.
• To ensure employees are competent to do their tasks, and to give adequate training.
• To provide and maintain safe plant and equipment.
• To ensure safe moving, storage and use of articles and substances.

1.3 The organisation has responsibilities for the health, safety and welfare at work of its employees and the health and safety of those affected by their work. These responsibilities cannot be transferred to people who work alone. It is the employer’s duty to assess risks to lone workers and take steps to avoid or control risk where necessary.

1.4 Every employee has a responsibility to take reasonable care of themselves and other people affected by their work and to cooperate with their employer in meeting their legal obligations.

1.5 All requirements of the organisation’s Health and Safety Policy will be fulfilled with regard to the staff that will work alone. This Policy should be read together with the organisation’s Health and Safety Policy, which it complements.

2 Who is a Lone Worker?

2.1 A lone worker is someone who is working by themselves without close or direct supervision, or without close or direct contact with other staff. They are found in a wide range of situations, including:-

a) People in fixed establishments where:-

• Only one person works on the premises, such as in small workshops and shops or home based workers.
• People work separately from others, such as in some research or training establishments or some leisure centres.
• People work outside normal hours, such as cleaners, security, special production, maintenance or repair staff.

b) Mobile workers working away from their fixed base:-

• On installation, maintenance, construction, repair or cleaning work, etc.
• Service workers such as community workers, health workers, social workers, home helps, drivers, sales representatives and similar professionals visiting domestic and commercial premises.

3 Risk Assessment and Control
(Management of Health and Safety at Work Regulations 1999)

3.1 Every lone worker will have a risk assessment, in which they will be involved. This should take account of relevant issues outlined in section 4 below. Each risk assessment will be done in line with the organisation’s Health and Safety Policy.

3.2 If a specific situation raises concerns about particular risks, the lone worker should raise these with the line manager, who will assess these with them, and decide on appropriate course of action to avoid or control the risks.

3.3 Measures will be put in place to avoid or control the risks identified in a risk assessment. There may include information, instruction, supervisions, training and protective equipment. The line manager will take steps to check that control measures are used and will formally review the risk assessment at least once a year or when circumstances change significanlty0 to ensure it is still adequate, and record this on a risk assessment record form.

3.4 When risk assessment shows that it is not possible for the work to be done safely by a lone worker, arrangements for providing help or backup should be put in place. In extreme cases, progress may include consideration of police support.

3.5 Where a lone worker is working at another employer’s workplace, that employer should inform the lone worker’s employer of any risks and the control measures that should be taken. This can help the lone worker’s employer to assess the risks.

3.6 Risk assessment should help to decide the right level of supervision. There are some high-risk activities where a least one other person may need to be present. Examples include some high-risk confined space working and electrical work at or near exposed live conductors.

4. Safe Working Arrangements for Lone Workers.

4.1 Establishing safe working for lone workers should be no different responsibility than in organising the safety of other employees. The line manager should establish the law and standards that apply to the particular work activities and assess whether the requirements can be met by people working alone.

4.2 Lone workers face particular problems. The line manager must ensure that controls are in place to adequately control risks. Some of the issues that need special consideration when planning safe working arrangements are as follows:-

4.3 Can the risked of the job be adequately controlled by one person?

• Lone workers should not be at more risk that other employees. This may require extra risk control measures. Precautions should take account of expected normal work along with foreseeable emergencies, such as fire, equipment failure, illness and accidents. The line manager should identify situations where people work alone and ask questions like:-
• Does the workplace present a special risk to the lone worker?
• Is there a safe way in and a safe way out for one person?
• Can any temporary access equipment that is necessary, such as portable ladders, be safely handled by one person
• Can all the plant, substances and goods involved in the work be safely handled by one person? Consider whether the work involved lifting objects too large for one person or whether more than one person is needed to operate essential controls for a safe running of equipment.
• Are there any particular risks due to the tasks involved, the people within whom the tasks are done, the places the risks occur or the time the risks happen?
• Is there a risk of violence or aggression?
• Are any of the following especially at risk if they work alone:
o Young people or elders.
o Disabled people.
o People from black or ethnic minorities
o Expectant or new mothers.
o Just men or just women.
o Gay, lesbian, bisexual or transgender people.
o Inexperienced workers, including trainees.

4.4 Is the person medically fit and suitable to be working along?

• The line manage should check that a lone worker has no medical conditions that make them unsuitable for working alone.
• Clinical advice should be sought, if necessary.
• Consideration should be given to both routine work and foreseeable emergencies that may impose additional physical and/or mental burdens on the individual.

4.5 What training is required to ensure competency in safety matters?

• Information should be provided on general guidance about common risk situation for lone workers. Each type of lone working situation will need to be assessed and where necessary take account of local circumstances. Safe systems of work can even vary in different circumstances and training should consider the possible work variations.
• Training is particularly important where there is limited supervision to control, guide and help in situations of uncertainty. It may be important to avoid panic reaction in unusual situations.
• Lone workers need to be sufficiently experienced to understand risks and precautions fully. Training should be provided on lone working and in dealing with difficult situations, as necessary, based on relevant risk assessment that was been done.
• The line manager should set the limits to what can and cannot be done while working alone. They should ensure each employee is competent to deal with circumstances which are new, unusual or beyond the normal job training. For example train when to stop working and to seek advice from a supervisor or in how to handle aggression.

4.6 How will the person be supervised?

• Although lone workers cannot be subject to constant supervision, it is still an employer’s duty to ensure their health and safety at work.
• Supervision can help to ensure that an employee understands the risks associated with their work and that the necessary safety precautions are carried out.
• Line managers can provide guidance in situations of uncertainty.
• Supervision of health and safety can often be carried out when checking the progress and quality of work (this should also be done at the worker’s regular supervision session).
• Supervision can also take in the form of periodic working place or site visits that are combined with discussions in which health and safety issues can be raised.

5. Accidents and Incidents

5.1 Any accidents (including “near misses”) should be reported and recorded in line with the Health and Safety Policy. Consideration should be given to first aid training or first aid kit to treat minor injuries. It is prudent for lone workers to carry a mobile phone to enable office contact at regular intervals.

6 Policy implementation and review.

6.1 The Chief Executive is responsible for ensuring that this Policy is carried out. Every designated manager is responsible for its implementation in their own service and with their own staff, wherever appropriate.

6.2 Any responsibilities of the Chair and Chief Executive described in this Policy shall, in their absence, be undertaken when necessary by the Vice-Chair and deputy respectively.

6.3 At least once a year the Board will review this Policy and compliance with it.

updated 15th April 2023

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(Policy H)

Safeguarding (Adult Protection) Policy

1. Introduction.

1.1 The organisation seeks to be approachable for all, and to treat everyone, including vulnerable people, with approachability, quality enterprise and respect.

1.2 Any adult (being anyone 18 years or older) may be vulnerable to abuse or neglect by others. For this Policy, a “vulnerable adult” mans an adult who is or may e in need of community care services by reason of mental or other disability, age or illness, and who is or may be unable to take care of himself or herself, or unable to protect himself or herself against significant harm or exploitation. (note:- community care services include all care services provided in any setting or context).

1.3 The purpose of this Policy is to make sure that the actions of anyone in the context of the work carried out by the organisation are transparent and safeguard and promote the welfare of all vulnerable adults.

1.4 There is the responsibility for all Directors, staff and volunteers to respond to any suspected or actual abuse or neglect of a vulnerable adult in accordance with these procedures.

1.5 If any vulnerable adult has any concerns about the conduct of any Director, employee or volunteer, this should be raised in first instance with the designated adult protection contact (who is the Director of Operations) or in their absence the Chief Executive.

2. Principles upon which the Adult Protection Policy is based.

• All vulnerable adults have the right to be protected from all forms of physical or mental violence, injury or abuse, neglect or negligent treatment, maltreatment or exploitation, including sexual abuse, while in the care of others.

• The welfare of the vulnerable person will always be paramount.

• The empowerment and well-being of vulnerable adults and their carers will be actively promoted and everyone in the organisation will work in such accordance.

Safeguarding (Child Protection) Policy
updated 4th April 2023

Professional Skills Academy is an ADULT SKILLS training centre providing services and activities to persons aged 18 years of age or above. It is not envisaged that the awarding body qualification schemes approved for the Centre to deliver would become available to persons below the age of 18. However, to ensure clarity this Child Protection Policy is approved by the organisation. Where service or activity was to become available to younger ages this policy would be updated accordingly before engaging such person.

1 Overview and scope

Child Protection Policy

Professional Skills Academy does not have any intention to provide services or/and activities for persons that are under the age of 18. Where events at which the organisations takes part involve persons below this age (such as public events) then the organisation will adopt the relevant Child Protection Policy of the event’s official organising body.

2 Areas of responsibility

Professional Skills Academy takes Child Protection very seriously and implements any awarding body guidance in place without change and without omissions as the ruling authority for any Child Protection Policy. It is a requirement of Professional Skills Academy that where anyone is in the child age range they will be required to be accompanied by their guardian or validated adult attendee to access any services provided by Professional Skills Academy, with such adult attendee accepting their legal obligation to ensure the child has their adequate supervision at all times.

3 Child Policy definitions

Child Policy specifically refers to any service or/and activities for persons that are aged under 18 years.

The definitions are as those documented by the Amateur Swimming Association (ASA) “club handbook” as amended from time to time by the ASA according to their specific sports sector guidance on such matters. The guidance can be read at the ASA Swim21 website by any person that has a cause to require access to such information. Professional Skills Academy staff has taken the “Time to Listen” and “Protection of Young People and Vulnerable Adults2 course run by ASA.

updated 4th April 2023
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(Policy J)

STATEMENT of Complaints, Appeals and User Involvement Policy

Professional Skills Academy is a not for profit social enterprise, that is an accredited by City & Guilds of London Institute. City & Guilds have awarded us their high quality score which includes us adhering to their high standard of policies, however, considering our involvement in community cohesion projects Professional Skills Academy goes much further than the Awarding Body requirement by including added value policies on the above. In these areas our policy guidance (below) is in line with pro-active methods to ensure the needs of the organisation and the needs of the individuals have the solution. This statement of policy is for application to all our employees, candidates, members and provides a minimum expectation of the other organisation with which we have any links.

This Statement is in three parts:

Part 1 – General statement of the policy

Part 2 – Complaints and Appeals policy

Part 3 – User Involvement policy

Reference A: Child Protection Policy

Reference B: Awarding Body Centre Approval

Issued on behalf of,
Professional Skills Academy
35 ST Lawrence Quay
Salford. M50 3XT

CONTENTS

Part 1 The general statement of the Complaints and Appeals, Volunteering, User Involvement and Vulnerable People policy; including reference to Child Protection Policy.

Part 1 1.1 Responsibilities of Management
1.2 Supervision of Students and Projects
1.3 Work Undertaken by Contractors

Part 2 Complaints and Appeals policy

2.1 Overview and Scope
2.2 Lines of Responsibility
2.3 Compliance with Awarding Body

Part 3 User Involvement policy

3.1 Overview and Scope
3.2 Lines of Responsibility

Reference A Child Protection Policy

Reference B Awarding Body Centre Approval

Part 1 The general statement of the Complaints, Appeals and User Involvement policy; including reference to Child Protection Policy and to awarding body centre approval.

1.1 Responsibilities of Management
1.2 Supervision of Students and Projects
1.3 Work Undertaken by Contractors

1.1a It is the Professional Skills Academy policy to ensure, so far as it is reasonably that policies comply with relevant legislation and other relevant statutory requirements including our requirements as a City & Guilds accredited centre. It is a responsibility of management to ensure the policies of Professional Skills Academy are adopted and used as set out in our relevant document(s) and reporting of any shortcoming is presented at the relevant team meetings to ensure corrective and improvement action can be made at the earliest opportunity.

1.1b Professional Skills Academy is committed to continual improvement and to matching best practice standards within the sector identified as our activity of work including Education, Learning and Training. As new project develop these will come into the scope of our policies and those staff members involved (including new posts) will become familiar with the policies.

1.1c Professional Skills Academy expects all staff, students, learners and others with any reason to be expected to be involved in the organisation to take their responsibilities seriously and to co-operate with the measures which it adopts. In furtherance of our documented policy, Professional Skills Academy will encourage staff, students, learners and others with any reason to be expected to be involved in the organisation to participate in the formulation and implementation of improving work practices including adequate and responsible reporting.

1.2 Supervision of Students and Projects
Professional Skills Academy recommended guidelines about these policy responsibilities towards students, learners and others involved in activity project have specific requirements according to the directive of project funders, added instructions will be provided at inductions and must be followed, wherever appropriate, by all project supervisors.

1.3 Work Undertaken by Contractors
The activities of contractors must be supervised by a responsible employee of Professional Skills Academy. Contractors will be expected to follow the Professional Skills Academy rules and requirements which must be brought to the contractors attention before work starts. This includes an access to this policy and other relevant policies that have impacts or bearings on the contractors required work or activities.

Part 2 Complaints and Appeals policy

2.1 Overview and Scope

Professional Skills Academy will have quality verifications in line with the awarding body requirements (City and Guilds) documented in their instructions, amended from time to time, as presented to us keeping in place the necessary procedures and processes and includes information given at induction on complaints and appeals.

2.2 Lines of Responsibility

Professional Skills Academy will resolve complains using the progressive line of management that we call our Line of Responsibility. This process allows the complaint to be heard and resolved through using good communication skills, based on respect and the experience of line managers, supervisors and project coordinators to reach a mutually agreeable solution.

2.3 Compliance with Awarding Body

Professional Skills Academy draws the attention to the relevant policy and procedures of City and Guilds of London Institute, amended from time to time, that are in place at the time of induction. Being an accredited approved center Professional Skills Academy is require to adopt and maintain compliance with the awarding body and places a responsibility of all those involved in legitimate work of our organisations to ensure they comply with such statements.

Part 3 User Involvement policy

3.1 Overview and Scope

Professional Skills Academy is a quality driven social enterprise having been approved by City and Guilds (the awarding body). The awarding body requires us to evidence how we involve our service users. This need is met by the evidence of training records, feed back and relevant discussions at team meetings.

Professional Skills Academy encourages service users to ask questions, make suggestions and communicate with their coordinator, supervisor or line manager at Professional Skills Academy (and between each other) to help us keep aware of people’s needs and for us to meet those needs.

Professional Skills Academy has built an excellent reputation with praise from service users about our inclusion, trust and responsibility. Where any new project is given approval to become part of the service of Professional Skills Academy that will become subject to the policies of our organisations in enabling service users to be involved in the improvement of our policy.

3.2 Lines of Responsibility

Professional Skills Academy Managers will encourage all our service users to present their views and our feed back system will be used in team meeting to ensure the needs are continually met with improvement. Where any project is authorised to take part by our senior management then the Project Manager appointed will be provided with the requirements of the project. In all other areas our Chief Executive will be responsible in ensuring lines of responsibility are agreed and put into place.

Reference A: Child Protection Policy

Professional Skills Academy has a separate and distinct policy on Child Protection and that must be taken as the authorised implemented policy on that subject with any amendments that have been necessary being written into subsequent updates on the Child Protection Policy.

Reference B: Awarding Body Centre Approval

Professional Skills Academy has an annual approval where all the policies are presented to the awarding body external verifier in accordance with approval requirement. The committal to awarding body is taken as meeting the need to update them and to keep them informed, including the opportunity for them to provide us with forms of compatibility information that may need our organisation to take into account.

Updated 12th May 2023

In addition the following applies as directed by Awarding Body:-

Complaints & Appeals:-
Organisations have responsibility to protect their learners, and must have in place robust documented complaints & appeals procedures.
Information about the complaints and appeals procedures must be made publicly available and communicated to learners.
Complaints:-
Where complaints are upheld, organisations must ensure that appropriate follow up corrective actions are taken. If a complaint reveals non-compliance or
malpractice, this should be formally communicated to City & Guilds.
Appeals:-
If learners wish to appeal the results of assessment decisions, organisations must ensure that a documented appeals process is available to them. This should
include details of:-
‐ Timescales for the appeal
‐ The circumstances that an appeal can be made
‐ Who will be involved in the independent review
These procedures are subject to external audit by City & Guilds to ensure they are fit for purpose.
Where learner appeals are upheld, organisations must ensure that the appropriate
follow up actions are taken, including identifying whether additional learners have been affected, and implementing measures to ensure that it does not happen in the future.
Where an appeal leads to a change in learner certification, City & Guilds must be informed.

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(Policy K)

Codes of Conduct

Codes of Conduct apply to all our policies including advice on the following available from our DPO
We ensure everyone in our organisation is aware of responsibilities and obligations, and to promote a culture of integrity and ethical behaviour. Failure to comply with these codes of conduct can result in disciplinary action or other consequences.
o Discrimination and sexual harassment
o Dignity at work
o Bullying
o Modern slavery
o Conflicts of interest
o Gifts, entertainment and donations
o Bribery and corruption
o Whistleblowing
o Fair competition
o Procurement policy including Rational for Sub Contracting and Sub Contracting Policy
o Protection of trade secrets and sustainability
o Confidentiality and information security
o Disciplinary or other consequences procedure
o Cyber security
o Email and acceptable use
o Protecting our reputation online
o Corporate Social Responsibility (CSR)
o Green and climate policy
o Health and safety
o Human rights
o Recruitment and selection
o Financial crime
o Drugs and alcohol
o Political and charitable activity
o Manual handling
o Money laundering
o Terms and conditions

Agreed on 20th April 2023

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(Policy L)

Professional Development and
Learning and Development Policy

1. Policy Statement.

1.1 The organisation aims to have a healthy, happy and engaged workforce, with positive employment relations based on mutual respect and good communications.

1.2 The organisation seeks to support every person to fulfill their potential, based on their strengths and abilities, in order to enjoy a full and meaningful life.

1.3 The organisation aims to have a culture where each person is encouraged to learn new skills so they can look forward to further employment either within the organisation or elsewhere.

1.4 There should be someone who encourages each person’s development, including through supervision and appraisal. They should talk regularly with the individual about their progress.

1.5 Each year, every person should have opportunities to learn and grow, to complement their aspirations. These should be about their personal development as well as their work and career.

1.6 There should be investment of time and finance in each person to help them to develop personally and to perform more effectively. This applies to all the staff, regardless of their status or background.

2. New Staff and staff new in post.

2.1 Learning and development is critical to the induction of new staff. This should be addressed through the Induction Procedure, including mandatory training, health and safety training, hob-specific training and personal development.

2.2 As part of their induction, staff who have transferred to a new post should, with their line manager, review and where necessary revise their Personal Development Plan. Areas for personal development and training should be identified and arrangements scheduled for these.

3. Volunteers.

3.1 Every volunteer will be provided with development and training opportunities directly relevant to their role, but not beyond this.

4. Mandatory training.

4.1 In order to ensure that the organisation fulfills its key policies, there will be mandatory training for all staff in:

• Vision and values
• Health and safety
• Fire safety
• Equity and diversity – including countering discrimination and harassment
• Confidentiality and data protection
• Dealing with complaints
• Dealing with difficult situation

4.2 There will also be mandatory training for all appropriate staff in:-

• Adult protection
• Child protection
• Fire marshaling
• First aid

4.3 There will be mandatory training for all managers in:

• Health and safety management – including risk assessment
• Financial management
• Recruitment and selection
• Induction and probation
• Supervision and appraisal
• Sickness absence and return to work
• Managing and investigating complaints and serious untoward incidents (as appropriate)
• Incidents (as appropriate)
• Performance management
• Discipline and grievance

4.4 Attendance at mandatory training should be recorded, in order to monitor its take-up

5. Personal Development Plans

5.1 Other than during their induction, each person’s own development will be based on the development section of the Action and Development Plan arising from their most recent appraisal. As well as all mandatory training, this may include approaches such as:

• External course
• Open or distance learning
• Work experience
• Mentoring
• Training for current and future roles
• Work exchanges or secondment
• Shadowing
• Further education
• Job rotation
• Special projects

5.2 The use of development and training budgets will be restricted to the contents of the Action and Development Plans, except for mandatory training.

6. Mentoring

6.1 Where mentoring in used, it should be established in accordance with the guidance contained in or document on Mentoring. This should include the agreement between mentor and mentee of a contract about expectations and delivery arrangements.

7. Progress monitoring

7.1 Each person’s progress with their learning and development will be monitored and planned through the regular supervision with their line manager.

8. Team development

8.1 The development section of individual Action and Development Plans should be collated by team, for the information can be analysed and collated to produce annual staff team development plans.

9. Facilitation and training by staff

9.1 The training and mentoring of individual Action and Development Plans should be used to identify particular areas in which the person might offer knowledge, mentoring or training to others, such as an area of specialism. They should be offered training to do so if required.

10. Policy implementation and review.

10.1 The Chief Executive is responsible for ensuring that this Policy is carried out. Every designated manager is responsible for its implementation in their own service and with their own staff, wherever appropriate.

10.2 Any responsibilities of the Chair and Chief Executive described in this Policy shall, in their absence, be undertaken when necessary by the Vice-Chair and deputy respectively.

10.3 At least one every two years, the Board will review this Policy and compliance with it, in consultation with recognised trade union and other employee representatives.

Agreed on 16th May 2023

__________________________________

(Policy M)

STATEMENT OF ACTIVE HEALTH & SAFETY POLICY

Professional Skills Academy is accredited by City and Guilds of London Institute and ILM (Institute of Leadership and Management. Awarded a quality status we adhere to quality (IQA) policy; including being pro-active in Health and Safety matters. In this area our policy guidance is in line with Health and Safety at Work Act, 1974. Our approach prepares and brings to attention of our employees and candidates, expectations of them as an essential part in maintaining quality provision.

This Statement of Active Health & Safety Policy is in three parts:

Part 1 – The general statement of the policy;

Part 2 – The organisation of safety responsibilities for carrying out policy

Part 3 – The arrangements for securing compliance with the declared policy.

Other information may be issued by City & Guilds or (ILM) or at premise that we use from time to time. Any persons working with or in support of our activities will be expected to conform to equal or higher quality status in these important matters.

CONTENTS

PART 1: GENERAL STATEMENT OF THE ACTIVE
HEALTH AND SAFETY POLICY

PART 2: ORGANISATION OF SAFETY RESPONSIBILITIES

2.1 Executive Responsibility
2.2 Safety Committees
2.3 Safety Services

PART 3: ARRANGEMENTS FOR IMPLEMENTING THE
ACTIVE HEALTH AND SAFETY POLICY

3.1 Responsibilities of Management
3.2 Hazardous Areas
3.3 Hazardous Substances and Equipment
3.4 Safety Training
3.5 Reporting Defects
3.6 Reporting Accidents and Incidents
3.7 First Aid
3.8 Smoking
3.9 Fire
3.10 Supervision of Students and Projects
3.11 Work Undertaken by Contractors
3.12 Public Entertainment Licence

Reference A: Risk Assessment

Reference B: Centre Approval

Professional Skills Academy

ACTIVE HEALTH & SAFETY POLICY

PART 1: GENERAL STATEMENT OF THE ACTIVE
HEALTH & SAFETY POLICY

1.1 It is the Professional Skills Academy policy to ensure, so far as it is reasonably practicable, the health, safety and welfare at work of all its staff and students and to comply with Health and Safety at Work Act, 1974 and other relevant statutory requirements including our requirements as a City & Guilds (and ILM) accredited centre.

1.2 Professional Skills Academy is committed to continual improvement in management systems and best practice standards within the sector identified (our activity work areas are primarily Education, Learning, Training and Development).

1.3 Safety in our work is a concern not only of our organisation but also of all individual staff and students. Persons responsible for our projects, stakeholders, students, learners, consultants or contractors have a responsibility for ensuring people’s health and safety.
All members of Professional Skills Academy have a legal obligation to take reasonable care for the health and safety of themselves and of others who may be affected by their acts or omissions. Staff must co-operate with the Professional Skills Academy Active Health and Safety Policy representative in ensuring compliance with legal obligations.

1.4 Professional Skills Academy expects all staff, students, learners and others with any reason to be expected to be involved in the organisation to take their responsibilities seriously and to co-operate with the safety measures which it adopts. In furtherance of this documented policy, Professional Skills Academy will encourage staff, students, learners and others with any reason to be expected to be involved in the organisation to participate in the formulation and implementation of safe working practices.

1.5 Within the general policy stated above it is the Professional Skills Academy policy so far as reasonably practicable to:

(a) provide and maintain systems of work that are safe and without risks to health.

(b) maintain any place of work under the organisations control in a safe condition
that is without risks to health and to maintain means of access that are safe.

(c) identify potentially hazardous areas and equipment and limit access to them where found to those deployed persons who have had suitable training and instruction.

(d) provide and maintain a working environment for employees and students, learners and others involved in the organisation that is safe, without risks to health.

(e) provide such protective equipment as is necessary to secure the health and safety at work of its staff and to consult with employees on the suitability of such equipment.

(f) provide such information, instruction, training and supervision as is necessary to ensure the health and safety at work of its employees, students, learners and others involved in the organisation.

(g) extend to trade union safety representatives facilities for training and inspecting the workplace and to make available to trade unions appropriate advice and access to help monitoring that they use in order to participate in the improvement of safety standards.

(h) requires Professional Skills Academy to comply with codes of safe working practice, and establish means of consultation with all relevant staff groups and delegate relevant staff to expect compliance by service users.

(i) ensure that work of contractors on Professional Skills Academy premises is adequately supervised and is controlled and to require from contractors and others who work on the premises the same standards of health and safety as those demanded of our employees.

(j) require the reporting of accidents (including those non-injury accidents which have the potential for harm), and to examine their causes in order to identify any actions that may be needed to prevent their recurrence.

(k) make arrangements for monitoring effectiveness of this active health and safety policy by methods which include periodic reviews by management. This would include the risk assessment and periodic action report as compiled during City & Guilds centre approval verifier visits which could also be used to provide evidence to other stakeholders.

(L) Occupational Health (employees) – Occupational Health is important and supported by Professional Skills Academy in arranging to provide professional advice on relevant occupational health matters that are required to improve employee health and wellbeing and provide valid recommendations on protecting, promoting and ensuring health in the workplace and in providing appropriate health surveillance or wellbeing interventions as and where necessary in relation to work activities.

All employees at Professional Skills Academy will achieve (or be working towards) the City & Guilds Health Trainers qualification. Assessors and Verifiers (IQA) will hold the relevant qualification or be working towards achievement. These will be validated by a named certificate at the appropriate level of achievement.
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Professional Skills Academy

ACTIVE HEALTH & SAFETY POLICY

PART 2: ORGANISATION OF SAFETY RESPONSIBILITIES

2.1 Executive Responsibility

The governing body responsible for safety at Professional Skills Academy is to be the Management Board, which has established the Professional Skills Academy Active Health and Safety Policy to provide instruction on matters concerned with active health and safety. In day-to-day management of safety matters executive responsibility lies with the senior manager. Managers will have safety responsibilities beyond their own staff, students and visitors, as follows:

(a) in the learning environment, the provider of training, learning or education facilities has responsibility for addressing safety issues relating to persons visiting the premises.

(b) in the case of the outdoor facilities or thematic activity, the provider of the facilities has the shared responsibility for addressing safety issues relating to state of the facilities and relating to the use of such facilities.

(c) in use of external locations some responsibilities may be assigned, as agreed by local senior managers as would be displayed on the local Safety Notice Board (including their own deployment of first aid or safety evacuation officers in the case of hired premises).

All grades of staff have responsibilities for the safety of other staff, students, learners and for other person(s) with reason to be involved with Professional Skills Academy working for or with them.

2.2 Safety Committees
Professional Skills Academy shall have safety management arrangements commensurate with the safety risks they manage. Primary function of management will be in resourcing and promotion of the Active Health & Safety Policy. Important; it is each staff members responsibility to report as soon as possible to their named Safety Manager(s) any relevant matters of Health and Safety concern without any fear or threat of personal intimidation.

2.3 Safety Services
The Safety Manager of Professional Skills Academy is responsible for providing health and safety advice, according to their own skills and knowledge, on all matters of safety in the work of Professional Skills Academy and responsible for monitoring implementation of the active health and safety policy impartially to all its staff members.

Professional Skills Academy

ACTIVE HEALTH & SAFETY POLICY

PART 3: ARRANGEMENTS FOR IMPLEMENTING THE
ACTIVE HEALTH AND SAFETY POLICY

3.1 Responsibilities of Management

The Management Board carries the principal responsibility for maintaining satisfactory standards in the work areas under their control. Nevertheless, persons at every level are expected to act with a sense of responsibility, reporting hazards in accordance with self identified action and not rely on it being a function of other persons.

Managers, trainers, mentors and consultants including all other persons in supervisory roles, must ensure that:

(a) positive steps are taken to identify potential or actual hazards. These steps include regular visual safety inspections and considerations of working methods.

(b) assessments of risk are carried out for work activities and that, where appropriate, written safety procedures and rules are prepared and displayed.

(c) arrangements have been made for adequate consultation on safety matters with all interested persons and that the duties relating to safety are understood.

(d) adequate instruction, training and supervision are given to staff, students and learners especially to those inexperienced or unfamiliar with the risks involved.

(e) visitors to Professional Skills Academy comply with safety requirements. Visitors include visiting workers, project development consultants, learners and others

3.2 Hazardous Areas

Certain areas of working may contain potential hazards, where access is permitted only
by authorised persons or when accompanied by an authorised person. These areas are to be identified by means of appropriate warning notices.

3.3 Hazardous Substances and Equipment

Certain substances and equipment are subject to special control. Reference is made to these restrictions in safety handbooks and at induction. Under no circumstance is any person allowed to bring onto Professional Skills Academy premises a substance that would be hazardous including radioactive substances or radioactive materials.

3.4 Safety Training

Safety training requirements are addressed with line managers as part of the personal development plans. Professional Skills Academy provides health and safety training where appropriate, which may include it choosing to use external training courses.

3.5 Reporting Defects

Members of the community, both staff and students, can help to improve the safety of working environments by reporting defects or hazards. In general, both employees and students should report hazards to their supervisors or trade union safety representative. Defects in buildings, building services or outdoor areas should be reported to the Estate Services of the premises supplier. The reporter is well advised to keep a record and take the matter to the safety representative without undue delay. Managers to whom a hazard is reported are expected to ensure that appropriate personal are notified.

3.6 Reporting Accidents and Incidents

It is important all accidents that occur on Professional Skills Academy’s premises are reported to line manager, supervisor or training advisor, even apparent trivial ones and incidents that have not caused any actual injury. Some certain dangerous occurrences involved a legal requirement for Professional Skills Academy to provide a report to the Health and Safety Executive. These include injuries which have occurred at work and which have resulted in absence from work for more than three consecutive days (this requirement will update according to the act in place at time of an incident). Fires that require use of a fire appliance must be reported without undue delay to the supervisor (whether or not damage or injury has been caused).

3.7 First Aid

In user buildings, some members of staff may be qualified first-aiders. Their names will be displayed on notices within those buildings where they work. In case of injury or in cases of illness at work, treatment can be obtained by following the instructions which are displayed in the premises and buildings.

3.8 Smoking

It is against the law for anyone to smoke in any buildings and is against health policy in any vehicles or other building used for Professional Skills Academy purposes.

3.9 Fire

People working at Professional Skills Academy should familiarise themselves with:-

(a) the alternative escape routes from their normal places of work,
(b) the location of the nearest fire alarm call point,
(c) the location of the nearest fire extinguisher,
(d) the location of the assembly place.

Staff, students and others with any link to Professional Skills Academy must leave their building when the fire alarm sounds and may not re-enter until given the permission to do so. It is a responsibility for the site line manager to ensure the sufficient number of fire wardens and to arrange an annual fire drill in all of the buildings under their control.

3.10 Supervision of Students, Learners and Activity Projects

Professional Skills Academy guidelines about health and safety responsibilities towards students, learners and others people involved in projects may have specific requirements according to the directive of project funders. Any added instructions will be provided at inductions and must be followed, wherever appropriate, by all such project personnel.

3.11 Work undertaken by Contractors

Activities of contractors must be supervised by a responsible employee of Professional Skills Academy. Contractors are expected to follow the Professional Skills Academy requirements which must be brought to the attention of contractors before work starts. This includes access to this policy that has a bearing on contractors required activities.

3.12 Public Entertainment Licence

Public performances involving music, singing, dancing, theatre or cinematograph show are subject to statutory requirements. In particular, they may be held only in areas which are licensed for the purpose by an Authorities Council. Professional Skills Academy is not authorised to provide entertainment unless it specifically notifies the premise users.

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Reference A: Risk Assessment:-

This is updated annually and visually checked at regular intervals. The risk assessment provides a moving update on actions that may occur and action must be taken as required to maintain the quality provision.

Reference B: Centre Approval:-

Owing to being an approved centre by City & Guilds of London Institute this involves periodic verification by their appointed person. This may include the provision of an action points, where found to be necessary which will be acted upon by Professional Skills Academy without delay. Such periodic verification would form an integral part of improving the approved Centre’s policy.

Agreed on 17th April 2023

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(Policy N)

Recognition of Prior Learning,

Guidance Document:-

Recognition of Prior Learning (RPL) is an assessment process which makes use of evidence of a learner’s previous non – certificated achievements to
demonstrate competence or achievement within a unit or qualification.
Through the RPL process, evidence of a candidate’s previous achievement (learning) is assessed against the learning outcomes of a unit.
The Regulatory Arrangements for the Qualifications and Credit Framework gives the following definition of RPL and this definition is fully supported by the CQFW:
Recognition of Prior Learning (RPL) is a method of assessment [leading to the award of
credit] that considers whether learners can demonstrate that they can meet the assessment requirements for a unit through knowledge, understanding or skills they already possess and so not need to develop through a course of learning.
When to use RPL
The RPL process is relevant where an individual has evidence of having previously learnt something but has never received formal recognition for it through a qualification or other form of certification.
Evidence can draw on any aspect of a candidate’s prior experience including:
• domestic / family life
• education and training
• work activities
• community or voluntary activities.
Assessment of RPL Evidence
Evidence obtained through the RPL process must be assessed, to the same rigorous quality as evidence obtained through any other process.
In no circumstance does the RPL process mean that any required qualification summative assessments can be avoided e.g. mandatory exam, practical/theory
tests or assignments. This is because the prescribed summative assessment is
the process through which evidence (produced via any prior assessment method or through the RPL process) is evaluated.
Assessment Policy and
Guidance Document
RPL allows an individual to avoid unnecessary learning, meaning that they can present for summative assessment without repeating learning in areas where
they will be able to show that they can meet the learning outcome(s).
It remains the role of assessors and quality assurance staff to ensure that learning outcomes are only deemed to have been met where evidence is:
Valid:
Does the evidence genuinely demonstrate that the demands of the learning outcome have been met? For RPL, currency of evidence will be of particular
concern. Does, for example, the evidence meet up-to-date demands or is it representative of practice that has significantly changed?
Authentic:
This involves consideration of whether the evidence being examined is genuinely
the work of the learner. For example, the evidence may have been produced by somebody else, or may be the result of the work of a team. In the latter case,
this would be acceptable if the learning outcome was related to team / joint working, but not if it was being used as evidence of an activity which should have
been carried out individually.
Sufficient:
There must be enough evidence to fully meet the requirements of the learning outcome, or learning outcomes being considered. If there is insufficient evidence to fully meet requirements, then evidence obtained through RPL must be complemented by additional evidence gained through other suitable
assessment method(s) before requirements/outcomes can be said to have been met.
Reliable:
The evidence obtained through RPL should be such that an assessor would arrive at the same assessment decision, were the assessment to be repeated.
Outcomes of RPL
If individuals can produce relevant evidence, that meets learning outcome requirements then, recognition can be given for their existing knowledge,
understanding or skills.
If an individual can demonstrate that they meet all the learning outcomes and assessment criteria in a unit, then they can claim credit for that unit solely on the
basis of their RPL achievement.
If however, evidence from RPL is only sufficient to cover one or more learning outcomes, or to partly meet the need of a learning outcome, then additional
assessment methods should be employed to generate sufficient evidence on which to base a safe assessment decision.
This is recognised as good practice by all the concerned regulators and Ofqual issued a statement1 reinforcing this:
Learners are unlikely to have all the evidence they need to achieve a full unit and may need to produce additional evidence. Evidence used for RPL is not time-limited but assessors must determine whether it is valid and authentic. RPL may be used in
conjunction with other assessment methods such as examination of recent products,
professional discussion or observation to assess current performance.
Evidence from RPL is similar to that derived via any other acceptable assessment
method. This means that where the standard of a unit is met by evidence
obtained wholly or partly from RPL, credit can be claimed.
RPL Process Centres wishing to undertake RPL must ensure that:
• it is carried out by designated staff with relevant levels of expertise to meet the requirements of the assessment strategy / guidance for the
qualification concerned.
The methods of assessment used will be determined by the assessment strategy for the qualification being assessed and might, for example, include:
• examination of documents,
• expert witness testimony
• reflective accounts
• professional discussion.
The RPL assessment should be carried out as an entire process.
This means that the assessor should:
• Plan with the learner
• Make a formal assessment decision
• Feedback assessment decisions to the learner, confirming decision and giving guidance on the available options (particularly in situations where the decision has been not to award credit.)
• Maintain appropriate records
• Ensure that learners are aware of their right to access the appeals process
should they feel the assessment decision was unfair The assessor must ensure that all learning outcomes and assessment criteria
being claimed are covered and that records of assessment are maintained in the usual way. The process must be subject to the same quality assurance
requirements as any other assessment method.

Adopted on 18th May 2023

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(Policy 0)

External monitoring for accredited training programmes:–

City & Guilds will undertake external monitoring activities to ensure the ongoing quality assurance of accredited training programmes. This could include
monitoring visits, observing assessment practice and sampling assessment decisions.

City & Guilds will arrange these activities with organisations as part of the approval process. However additional monitoring activities may also be arranged at short notice if required.

Internal monitoring and self-assessment for accredited training
programmes:-

Organisations are required to undertake regular monitoring activities and self-
assessment to ensure that the initial aims and objectives of the accredited training programme are still being met. This must be undertaken on an annual basis, as a minimum requirement, although this may change according to the specific requirements of the programme.

This self-assessment might take the form of an internal peer review, or similar, and must be agreed with City & Guilds as part of the approval application.

Equality, diversity & accessibility:-

Organisations must have documented policies that comply with relevant and up-to-date
legislation ensuring equality, diversity and accessibility for their accredited training programmes.

Organisations must have in place appropriate access arrangements procedures to ensure there are no barriers to entry and assessment for accredited training programmes and that no learners are disadvantaged.

Organisations delivering accredited training programmes must also be able to demonstrate that they have a clear policy and procedure for reasonable adjustments and special considerations for learners who are disadvantaged during assessment. This must include the specific criteria for eligibility and the related reasonable adjustment that would be applied.

Further information is available on the Access arrangements and reasonable adjustments
section of the City & Guilds website.

Malpractice
City & Guilds requires all staff involved in the delivery of accredited training programmes
to demonstrate honesty and integrity. Organisations must therefore have clearly defined, documented procedures for dealing with cases of suspected malpractice. These should be managed by the organisation in the first instance and upon their discovery should be reported to City & Guilds. City & Guilds
will then agree the next steps for investigation. Appropriate actions must be taken that reflect severity of the malpractice, and corrective measures should be put in place to prevent further occurrences.
Where this results in learner certificates being removed or invalidated, then this must be
formally reported to City & Guilds.

Certificates must include the name of the organisation, the name of the training programme and the learner who is claiming it. Use of the City & Guilds logo on these certificates is subject to the terms and conditions of contract.

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(Policy P)

Accredited training & assessment materials review:-

As part of this review, consultants will consider:
‐ Programme objectives, structure and duration
‐ Method of assessment
‐ Assessment objectives & criteria
‐ Agreed programme outcomes
‐ Subject / sector knowledge
‐ Accessibility
Assessment and training materials may be subject to actions (in the form of revisions and amendments) as part of this review. This will take the form of a
written action plan detailing the requirements, along with an agreed realistic timescale for these to be completed.

Updating materials:-

All training and assessment materials are subject to regular systematic internal review, to ensure their ongoing validity and suitability. Where these materials are updated, organisations must ensure that they are of comparable standards to
previous versions and will require the prior written approval of City & Guilds before the updated materials are made available.
City & Guilds will also sample these materials as part of their external quality assurance activities.

Monitoring and self-assessment:-

City & Guilds uses a range of monitoring and evaluation to ensure that the validity,
reliability and integrity of training programmes is maintained. In addition organisations will
be required to undertake self-assessment and internal review to demonstrate that they have taken ownership of quality assurance. Failure to undertake self-assessment will be considered non-compliance and may result in suspension or removal of the Accreditation offer.

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(Policy Q)

Quality Assurance

Organisations must demonstrate that they will adhere to the relevant requirements
for initial approval to be granted. They must also be able to demonstrate that they
continue to do so on an ongoing basis for the approval offer to remain in place.

City & Guilds will monitor and evaluate approved organisations according to the relevant
quality assurance criteria and there is a requirement that organisations undertake
systematic self-assessment to ensure ongoing quality assurance underpins their delivery
of accredited training programmes.

Organisations must have the appropriate internal management structure and governance
to support the delivery of accredited training programmes.

This includes:-
‐ A head of centre / chief officer / responsible manager.

‐ A named quality contact appointed to act on behalf of the organisation in
matters relating to quality assurance.

‐ Documented policies and procedures to support delivery & assessment (for accredited training programmes).

‐ An organisational structure, showing key roles and accountabilities involved in
delivery.

Where any of these details change, or any other relevant information related to the
original approval application, the organisation must inform City & Guilds in writing.

Organisations must be able to demonstrate that they have appropriate resources for
delivery of the accredited training programmes.

This includes:-
‐ Technology
‐ Appropriately skilled or qualified staff
‐ Quality assurance management
‐ Financial resources
‐ Other physical resources (ie equipment, assessment / training sites)

If a training programme requires any other additional resources, the organisation must be able to demonstrate that they have these in place as part of the approval process.

Data management:-
All organisations must have systems in place to collect and retain accurate, up to date and
relevant data. Data systems must be reliable and auditable and will be subject to internal and external quality assurance.

Organisations must provide this data to City & Guilds as and when required.

Accreditation data requirements:-

Organisations delivering accredited training programmes must have systems in place for the secure storage and transfer of the following data:-

 learner registrations (including the site they will be assessed at)
 transfer of learner data and results
 version control and change history for all training and assessment materials
 records for learner progression
 recorded assessment decisions

Review of materials:-
City & Guilds consultants will review training and assessment materials to ensure that they
are robust, fit-for-purpose and valid. The criteria for review will differ depending on which
service an organisation is opting for.

These instructions are from the Awarding Body City & Guilds which we adopt.

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(Policy R)

Accreditation (City & Guilds and ILM) Policy

Version 1.1 – December 2015
For internal and external use…

Legal
Details the legal requirements for the City & Guilds Accreditation service.

City & Guilds ‘Accredited’ logo, the terms and conditions of the use of the ‘Accredited’ logo are detailed in the contract between City & Guilds and the customer. Any breach of these terms and conditions or misuse of the logo may result in the accreditation offer being withdrawn.

Once the accreditation contract is signed, organisations can use the relevant City & Guilds logo on promotional and training materials, as well as learner certificates (in the case of accreditation).

Use of the ‘Accreditation’ logo is restricted to the organisation that makes the original approved application.

Please note that the accreditation approval offer only extends to the original application and that any further use of the materials with the inclusion of the City & Guilds logo included would necessitate a separate application.

Third parties
Where organisations use third parties in the design or delivery of their training programme, details of the contractual relationship between the organisation and the third party (including responsibilities) must be communicated, in writing, to City & Guilds.

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