Policies
Anti-Bullying Policy - Basic Principles
Every child at the Royal Blind School has the right to:
- be protected from all forms of abuse, neglect or exploitation;
- feel safe and secure wherever they are within the school;
- be listened to;
- express their views about any issues or decisions affecting or worrying them.
Every member of staff at the Royal Blind School has a responsibility:
- to ensure that the children in their care are not harmed;
- to provide an environment in which pupils can live safely and learn as effectively as possible.
Bullying
Bullying is any recurring action, by an individual or a group, which hurts, threatens, or frightens someone either physically or emotionally.
Bullying takes many forms, such as ‑
- name calling
- ignoring/ excluding (e.g. 'sending to Coventry', leaving someone out of an activity)
- physical contact which person finds unacceptable (E.g. punching, intentional unwanted touching of body parts, pushing)
- blackmailing (e.g. forcing someone to hand over pocket money)
- inciting others (e.g. getting people to gang up on a person)
- insensitive practical jokes (e.g. putting obstacles in someone's path, hiding their belongings)
- making nasty comments about a person either to them or to others (e.g. spreading rumours).
It can sometimes be difficult to identify the difference between acceptable nicknames or gentle humour and bullying comments but if a child or young person is being inwardly hurt by repeated remarks or taunts it is time to act.
Signs of Bullying
Signs of physical bullying can be obvious. Staff should note any injuries and report to the Form Teacher/Keyworker or School Nurse. That person will try to find the cause of the injuries and deal with the situation appropriately.
However, signs of physical bullying are rare and other types of bullying are less obvious but if you notice any of the following you must follow it up in case bullying is the cause.
- a change in attitude to school work
- homework poorly/not completed
- a pupil unwilling to move away from adults
- feigning illness
- unwillingness to go to school
- a pupil becoming more withdrawn
Promoting Positive Attitudes
The School aims to prevent bullying by creating an environment where staff and pupils are aware that bullying is not acceptable by:
- raising staff awareness through induction so that they can act as good role models. This will be done by issuing a sample code of conduct and list of behaviours to be avoided which might allow or encourage bullying;
- ensuring that during pupil induction Form Teachers/Keyworkers reinforce the caring ethos of the school and inform pupils of how to deal with any concerns. As well as making them aware of the roles of the Keyworker/Form Teacher, senior members of staff, and the School Council, details of how to get access to external organisations, such as Childline will be given, in a manner appropriate to age and stage. This will be reinforced when pupils move residential areas and at meetings with Keyworkers;
- including advice about bullying in information for parents of new pupils;
- providing a safe environment by maintaining a level of staffing in all areas appropriate to age and ability ‑ close observation and intervention by staff is particularly important where pupil do not have the communication skills to be able to express their feelings.,
- promoting the idea that 'It's good to talk' by ensuring that there is always someone around to talk to parents pupils or staff concerns . Bullying can be reduced only if pupils, parents and staff feel confident that their concerns will be listened to and appropriate action will be taken;
- involving pupils in developing and reviewing their own codes of conduct for form classes/residential areas.,
- making opportunities for pupils to talk to their Form Teacher/Keyworker or any other adult in whom they wish to confide;
- incorporating education about bullying into the curriculum through subjects/activities such as 'circle time', Personal and Social Education, Drama, Religious and Moral Education, English and drawing on incidents as they occur in the daily life of the school;
- actively acknowledging appropriate social behaviour either through formal means (e.g. recognition at Assembly) or informally (e.g. by praising)
Advice to Parents about bullying in School
If you are concerned about bullying in School or think your child may be being bullied:
- Listen to your child. Ask questions but do it sensitively. Trust them but bear in mind that you may not have the full story.
- Reassure your son/daughter that it is not his/her fault that (s)he is being bullied. Show your support by telling them that (s)he does not have to face the problem on his/her own and tell her/him that (s)he has done the right thing by talking about what has happened.
- Note down details of the bullying with as much information as possible.
- Do nothing before you discuss with your child what you could do, and what he or she could do. However, make sure you do something even if it is just discussing strategies on how to deal with the bully in a non‑threatening way.
- Speak or write to a member of staff who knows your child well if you think it is a serious problem. This can be any member of staff you feel at ease with or your son/daughter may be able to identify someone you could speak to. Suggestions of people you might contact are,
- her/his Form Teacher ‑ if it is happening in class time
- her/his Keyworker ‑ if it is happening in a residential area
- the Head of Care at Canaan or Craigmillar*
- the Depute Head responsible for your son/ daughter's class*
- the Vice Principal
- the Principal
- if you are not sure who to contact, phone the School Office and the staff there will put you in touch with an appropriate person i
- f a member of staff is involved or you consider the situation to be particularly serious you may wish to contact the Head of Department, the Vice Principal or the Principal directly (indicated by *).
- Agree a strategy for dealing with the bullying with the School staff. You may want the bully punished but this may not be the best way of tackling the problem.
- If the problem does not reduce or reoccurs go back to the some member of staff and insist on further action. Continue to do so until the situation improves and, if necessary, approach a more senior member of staff.
We always hope that you would contact the School directly with your concerns but if you feel you cannot, you might wish to contact Anti‑bullying Advice Line for parents and children 0171 378 1446, Parent line 01268 757077 which provides advice for parents or Scottish Child Law Centre 0141 333 94951 freephone for under 18's 0800 317 500 which gives legal advice for parents and children. SCRE also publish a book "Bullying at School ‑ advice for families", written by Andrew Mellor, which provides useful advice. This should be available through your nearest bookshop.
Complaints
If you are unhappy about the way a bullying incident has been dealt with in the School contact the Principal. In exceptional circumstances, if you are still dissatisfied you may refer the matter directly to the Convener of the Executive Education Committee or the Secretary and Treasurer of the organisation. Both can be contacted by writing to them at the Royal Blind Asylum and School, Gillespie Crescent, Edinburgh or telephoning them on 0131 229 1456.
How to deal with bullying
It is important that all incidents taken seriously, and are dealt with immediately.
All incidents of perceived bullying should be recorded on an incident form and copies given to the Form Teacher , Keyworker.
If observed by staff
If unacceptable behaviours are observed staff should decide if action needs to be private or public but should be aware of not publicly humiliating someone. Appropriate action might involve.
- Speaking to the person involved to reflect back your interpretation of the situation. This will help pupils understand what is thought of b~ others as bullying behaviour. It is particularly important to do this because most of our pupils cannot see or do not display the non‑verbal messages which help sighted young people to understand the impact of their behaviour on others.
- Taking both parties aside and discussing in a non‑blaming way what has happened.
- Seeking the involvement of the Form Teacher andlor Keyworker if you feel further investigation or action is required.
- Passing the information to the Head of Department if violence is involved or stronger sanctions may be required.
If reported by the person being bullied
- indicate that you take the incident seriously (and do so even although it may seem trivial at first glance) and tell them they have acted correctly in telling you;
- reassure the pupil that it is not her/his fault that (s)he is being bullied and does not have to face it on her/his own;
- do not make any promises that you cannot keep;
- take action as quickly as possible by adopting one or more of the following:
- listening carefully and advising on how to deal with bullying situations. This may be all the support a pupil requires, but if this action alone is chosen it is particularly important to speak with the pupil regularly to ensure the problem reduces. If the problem does not lessen you must take further steps;
- getting the pupil's agreement on what you are going to do next ‑ you must take whatever time is needed to persuade her/him, as it is better to get reluctant agreement than over‑riding or ignoring the young person's views;
- deciding to deal with the matter yourself following procedures in the section of this policy on dealing with bullies;
- referring the matter to the Form Teacher/ Keyworker for advice, investigation or action;
- informing staff about your concerns so that they can identify and deal with the problem appropriately when they see problems;
Feedback must be given to the person on the action taken and future strategy for dealing with and monitoring the situation.
If bullying has been observed by or reported to another pupil
You should advise that person to,
- encourage the person being bullied to speak to an adult (s)he trusts;
- suggest that the concern about bullying can be raised at the Pupil Council or in discussion in subjects;
If the person being bullied will do none of these:
- discuss strategies to deal with the bullying which the person reporting could pass to them;
- give the 'bullying' advice line numbers and suggest the person being bullied calls.
Throughout you should continue to monitor the well‑being of the person being bullied. If there are observable signs you may decide to enquire if there is anything worrying them. If there are no observable signs you should discuss possible action with your Head of Department.
Dealing with Bullies
The reasons why people bully are complex but it is important to remember that they may have been bullied, they may be doing it as a result of peer pressure or may think it is 'just a bit of fun'.
Staff must use their knowledge of the pupils involved to choose the most appropriate strategy. They must choose an action which will not make situation worse and should check with the person who was bullied on a regular basis afterwards to ensure this does not happen and provide any support required.
- In most cases a 'no blame approach' should be used. Do this by:
- Making it plain that you disapprove of the behaviour (not the person);
- Encouraging them to see the person being bullied's point of view either by explaining how that person feels or by getting the person bullied to explain themselves;
- Getting agreement on how such situations can be avoided in the future;
- In some circumstances it may be appropriate to get the bully to decide how to make up for action
- If you wish to stress the seriousness of the situation you may wish to impose a sanction , but do not do so aggressively or punitively and explain why the punishment is being given;
- If bullying continues or the bullying involves violence, it should be referred to your Head of Department. They may decide to impose another sanction and/or report the bullying to both sets of parents.
Information to Parents about bullying
The ethos of the School is for pupils to take responsibility for themselves. Unless bullying is persistent and extreme we would encourage the young people to see the problem through themselves. A decision to contact parents will be taken on an individual basis.
Our policy and a sheet giving advice to parents (appended) will be given to all new parents or on request.
Bullying outwith School
If bullying takes place outwith School or not at an activity organised by the School it is unlikely that we will have the power to intervene but we will do our best to work with those responsible.
The most likely place where bullying could take place is in the transport to School. In the first instance, pupils and parents should draw the escort or driver's attention to the problem, but it is useful to alert the School by informing the Lead Senior Care Worker currently Mrs J Thomson. If required, we can provide advice and/or speak to the pupils involved, but if the problem persists it may be necessary to contact the local transport organiser.
Bullying of pupils by Staff
All adults have a role in helping pupils understand that, in order to run an effective and safe school, staff may have to exercise their authority. However, it is equally important that staff do not abuse this power.
Pupils and staff should raise any concerns they may have preferably with the person concerned. If they find this difficult, then they should approach a senior member of staff to agree appropriate action
Monitoring
The SMT will be responsible for monitoring all aspects of this policy by:
- maintaining and analysing records of bullying incidents and advising the Care Management and Senior Management Teams of particular difficulties;
- annually ensuring that information and guidelines indicated are available and up‑to-date;
- advising on staff training required;
- devising and implementing a system to identify how the anti‑bullying approach is being supported by the curriculum, both formal and informal, and identifying where additional input through the Personal and Social Education Programme is required
- seeking opinions and suggestions annually from pupils (e.g. through School Council) on effectiveness of our anti‑bullying strategy.
Complaints – information for pupils, parents and carers
The Royal Blind School welcomes suggestions and comments. It also takes seriously complaints and concerns pupils and parents* may raise. Any complaint will be given serious consideration, dealt with courteously and as speedily as possible and action taken where appropriate. We will also ensure that pupils are not adversely affected because they or their parents have made a complaint.
This leaflet will explain how our complaints system works. Key staff will also remind pupils at the beginning of each session how to make a complaint.
What is a Complaint?
A complaint is an expression of dissatisfaction. A complaint may be made if a parent or pupil thinks that the school or one of its representatives has:
- done something wrong
- failed to do something that should have been done
- acted unfairly
- been impolite
- not given due consideration to a matter
Who to complain to
Any member of staff will be happy to help. It may be best to start with the person most closely involved. They may be able to resolve matters quickly, with the minimum of fuss. The form/ class teacher or keyworker may be able to help, or alternatively you may prefer to take the matter to a more senior member of staff, for example to the Depute Care or a Depute Headteacher.
How to complain
You can talk directly to a member of staff, write a letter, send an e-mail, or telephone. Be as clear as possible about your complaint. If a pupil finds the matter particularly difficult they may seek support from another pupil or adult, or we will find an independent advocate if necessary.
Pupils can also raise a complaint through their representative on the Pupil Council or through their representative on the Residential Pupils Group. This could be a collective complaint affecting a number of pupils.
What happens next?
If you raise something face-to-face or by telephone, it may be possible to resolve the matter immediately and to your satisfaction. We will always take a note of your call and follow it up to let you know how the issue was addressed.
If you have made a complaint in writing, we will contact you (within term time) within three working days, and every effort will be made to arrange an initial meeting or give an initial response within a week.
In some circumstances, the person you contact will need to discuss the matter with a colleague and consider it further before responding. If the issue needs to be investigated, a letter or report will be sent to you as quickly as possible. This will tell you the outcome of your complaint. It will explain the conclusion, the reasons for it and any action taken or proposed.
*the term parents in all instances refers to parents and carers
Confidentiality
Confidentiality
Your complaint will be dealt with in a confidential manner, and knowledge of it will be limited to the relevant Senior Staff and those directly involved. The Convener of the Education Committee may also be informed. The facts of the complaint may need to be reported to other relevant persons, in this instance confidentiality would be maintained by the removal of the complainants name.
A confidential record will be kept of each complaint received but this will not be kept in the personal file of a pupil or member of staff.
These will be stored in the Principal’s office.
In some instances (for example if disciplinary action needs to be taken) some details of the action taken may not be able to be given to you.
The School cannot entirely rule out the need to make third parties outside the organisation aware of the complaint and possibly also of the identity of those involved. This would happen where, for example, a child’s safety was at risk or it became necessary to refer the matter to the police. You would be fully informed.
What if the matter remains unresolved?
If you are not satisfied, you should raise the matter with the Principal who will then review the complaint. The Principal may also make further investigations and speak with you further. If you feel that the complaint has still not been dealt with to your satisfaction, you may write directly to the Chief Executive at our Headquarters in Gillespie Crescent, Edinburgh. He/she will call for a full report from the Principal, and will examine matters thoroughly before responding. This may result in a positive solution, but if it does not, you may be invited to a meeting.
What if you don’t want to complain, but there is something bothering you?
The School is here to help you, and we want to hear your views and ideas. Contact any member of staff and they will pass the matter to an appropriate person.
The school recognises and acknowledges your entitlement to complain and we strive to work with parents and pupils in the best interest of the children and young people in our care.
At any stage, you have the right to draw your complaint to the attention of the local authority funding your child’s placement at the school or the Care Commission, Stuart House, Eskmills Road, Musselburgh (0131 653 4100) or
HMIe (www.hmie.gov.uk) HM Inspectorate of Education, Denholm House, Almondvale Business Park, Almondvale Way, Livingston EH54 6GA (01506 600 200)
Complaints by pupils, parents and carers – information for staff
The Royal Blind School welcomes suggestions and comments from parents* and pupils. It also takes seriously complaints and concerns they may raise.
This leaflet will explain how our complaints system works. An information sheet is issued to parents, and Key staff must remind pupils at the beginning of each session how to make a complaint.
What is a Complaint?
A complaint is an expression of dissatisfaction. A complaint may be made if a parent or pupil thinks that the school or one of its representatives has:
- done something wrong
- failed to do something that should have been done
- acted unfairly
- been impolite
- not given due consideration to a matter
All complaints need to be taken seriously
How pupils/ parents can complain
They can talk directly to a member of staff, write a letter, send an e-mail, or telephone.
What if a parent or pupil expresses a concern to you?
- listen carefully to their complaint and ensure that you are clear about what is concerning them
- check that they wish to make a complaint
- ensure they have a copy of the information on complaints. If in any doubt, give the parent or pupil a copy
If it is a concern either deal with it or pass it to an appropriate member of staff – formal paperwork is not required
When a complaint is made
If the matter does not involve you
- fill in Section 1 of the Complaints Record and then refer the matter to the member of staff most directly involved with the complaint or to an appropriate senior member of staff. You should inform the pupil/parent that you will be passing the matter on to someone else
When you can deal with the complaint
- if contact has been made face-to-face or by telephone try to resolve the matter immediately by discussion
*If a complaint has been made in writing, the person who made the complaint should be contacted within three working days, and every effort made to arrange an initial meeting or give an initial response within a week.
*the term parents in all instances refers to parents and carers
If you need to discuss the matter with a colleague and consider it further before responding or the issue needs to be investigated, a letter or report should be sent as quickly as possible. This should give the outcome of the complaint, explain the conclusion, the reasons for it and any action taken or proposed.
- Ensure that the complaint form is completed with other relevant material appended and then pass it to the relevant member of the Senior Leadership Team who will keep it in a confidential file. Staff should note that failure to file a complaint form may lead to disciplinary action.
Confidentiality
It is essential that all complaints are dealt with in a professional and sensitive manner
Pupils/parents should have their attention drawn to the section on confidentiality in the parents guide.
Also, they should be assured that it is the school’s policy that the fact of making a complaint will not negatively affect them (or their child).
What if the matter remains unresolved?
If there is no agreed outcome the matter should be passed to the Principal to seek a satisfactory resolution or to the Chief Executive (Royal Blind), as appropriate.
EQUAL OPPORTUNITIES POLICY
Policy
It is the policy of Royal Blind to provide equal opportunities in employment irrespective of sex, marital status, sexual orientation, racial or ethnic origin (which includes colour, race, nationality and national or ethnic origin), gender identity, religion or belief, age or disability.
All employees are entitled to be treated with respect and dignity and Royal Blind will not tolerate the victimisation, bullying or harassment of employees on the grounds of sex, sexual orientation, racial or ethnic origin, religion or belief, age or disability.
All employees have a personal responsibility for the implementation of this policy.
The Policy in Operation
This policy applies to the advertisement of jobs, recruitment and appointment, training, conditions of work, pay and to every other aspect of employment. All terms and conditions of employment and related benefits shall be non-discriminatory, other than where there are legal grounds for discriminating in the case of specific jobs with particular requirements i.e. that of an individual of a particular sex or where a certain race or religion is required to carry out the job. Applicants for employment will be assessed according to their skills, experience and suitability for the job.
This policy also applies to the treatment of our clients and customers.
If employees have any doubts as to the applicability of this policy, advice should be sought from the Human Resources Department.
Procedures
If any employee believes that he or she has been discriminated against on the grounds of sex, sexual orientation, race, religion, age or disability, he or she may raise the matter informally with his or her immediate line manager. If the employee wishes to raise the matter formally, he/she should invoke the Royal Blind’s grievance procedure. If an employee believes that he or she is being harassed on any grounds, but particularly in the case of harassment based on sex, race, religion, sexual orientation, age or disability, he or she should refer to Royal Blind’s Dignity at Work Policy.
Additional Information
This Document will be reviewed regularly and updated as necessary. However, it will only be re-issued to all Staff when there is significant change to the Policy or Procedures. An up to date version of the document can be obtained from your line manager, HR Department or accessed on the Intranet.
For further information, please also refer to Royal Blind’s Dignity at Work Policy.
