Safeguarding Policy

Policy Statement

Impact Renewable Energy Ltd’s vision is:

  • Providing excellent and equal services
  • Acting with integrity
  • Valuing People and their values

This policy outlines Impact Renewable Energy Ltd approach to dealing with the support of children and vulnerable adults effectively and in line with our core values.

Purpose and Aim

Impact Renewable Energy Ltd’s Safeguarding Policy aims to provide clear direction to staff and others about expected codes of behaviour in dealing with Safeguarding issues.  The policy also aims to make explicit the commitment to the development of good practice and sound procedures.  The purpose of the policy is, therefore, to ensure that Safeguarding concerns and referrals are handled sensitively, professionally and in ways that support the needs of the child’s and vulnerable adults well-being.


No organisation operates in isolation.

Safeguarding is the responsibility of all adults especially those working with children. The development of appropriate procedures and the monitoring of good practice are the responsibilities of the Company Director – Sean Gilvey.

1. Introduction

Impact Renewable Energy Ltd makes a positive contribution to a strong and safe community and recognises the right of every individual to stay safe.

We also recognise that individual needs may change over time and that our services should be adaptable to change.

Impact Renewable Energy Ltd makes a positive contribution to a strong and safe community and recognises the right of every individual to stay safe.

Impact Renewable Energy Ltd comes into contact with children and / or vulnerable adults through undertaking surveying and the installation of renewable technologies.

This policy seeks to ensure that Impact Renewable Energy Ltd undertakes its responsibilities with regard to protection of children and / or vulnerable adults and will respond to concerns appropriately. The policy establishes a framework to support paid and unpaid staff in their practices and clarifies the company’s expectations.

2. Legislation


The principal pieces of legislation governing this policy are:

  1. Working together to safeguard Children 2010  ii. The Children Act 1989 iii.  The Adoption and Children Act 2002:    iv. The Children act 2004
  2. v. Safeguarding Vulnerable Groups Act 2006 v Care Standards Act 2000 vii.  Public Interest Disclosure Act 1998 viii.   The Police Act – CRB 1997  ix.  Mental Health Act 1983
  3. NHS and Community Care Act 1990  xi. Rehabilitation of Offenders Act 1974


Safeguarding is about embedding practices throughout the company to ensure the protection of children and / or vulnerable adults wherever possible. In contrast, child and adult protection is about responding to circumstances that arise.

Abuse is a selfish act of oppression and injustice, exploitation and manipulation of power by those in a position of authority. This can be caused by those inflicting harm or those who fail to act to prevent harm. Abuse is not restricted to any socio-economic group, gender or culture. It can take a number of forms, including the following:

i. Physical abuse
ii. Sexual abuse
iii. Emotional abuse
iv. Bullying
v. Neglect
vi. Financial (or material) abuse

Definition of a child:

A child is under the age of 18 (as defined in the United Nations convention on the Rights of a Child).

Definition of Vulnerable Adults:

A vulnerable adult is a person aged 18 years or over who may be unable to take care of themselves or protect themselves from harm or from being exploited.

This may include a person who:

i. Is elderly and frail
ii. Has a mental illness including dementia
iii. Has a physical or sensory disability
iv.Has a learning disability
v. Has a severe physical illness
vi. Is a substance misuser
vii. Is homeless


All staff (paid or unpaid) have responsibility to follow the guidance laid out in this policy and related policies, and to pass on any welfare concerns using the required procedures.

We expect all staff (paid or unpaid) to promote good practice by being an excellent role model, contribute to discussions about safeguarding and to positively involve people in developing safe practices.

Additional Specific Responsibilties

The Designated Senior Manager’s responsibilities:

i. The policy is accessible.
ii. The policy  is implemented.
iii. The policy is monitored and reviewed.
iv. Liaison with and monitoring the Designated Senior Manager work.
v. Sufficient resources (time and money) are allocated to ensure that the policy can be effectively implement
vi. Promoting the welfare of children and vulnerable adults.
vii. Ensure  staff (paid and unpaid) have access to appropriate training/information.
viii. Receive staff concerns about safeguarding and respond to all seriously, swiftly and appropriately.
ix. Keep up to date with local arrangements for safeguarding and CRB.
x. Develop and maintain effective links with relevant agencies e.g. through attendance at strategy meetings, initial case conferences, core groups.
xi. Take forward concerns about responses.

Implementation Stages

The scope of this Safeguarding Policy is broad ranging and in practice, it will be implemented via a range of policies and procedures within the company. These include:

  1. Our Health and Safety Policy – including lone working procedures, mitigating risk to staff and customers.
  2. Our Equal Opportunities Policy – ensuring safeguarding procedures are in line with this policy, in particular around discriminatory abuse and ensuring that the safeguarding policy and procedures are not discriminatory.
  3. Our Data protection – how records are stored and access to those records.
  4. Our Confidentiality Policy – ensuring that service users are aware of your duty to disclose
  5. Staff induction.
  6. Staff training.

Safe Recruitment

Impact Renewable Energy Ltd ensures safe recruitment through the following processes:

  1. Providing  the   following   Safeguarding   Statement   in   recruitment   adverts   or application details –‘recruitment is done in line with safe recruitment practices.’
  2. Job or  role  descriptions  for  all  roles  involving  contact  with  children  and  /  or vulnerable adults will contain reference to safeguarding responsibilities.
  3. There  are  person  specifications  for  roles  which  contain  a  statement  on  core competency with regard to child/ vulnerable adult protection/ safeguarding.
  4. Short listing is based on formal application processes/forms and not on provision of CVs.
  5. Interviews are conducted according to equal opportunity principles and interview questions are based on the relevant job description and person specification.
  6. CRB checks will be conducted for specific roles for all staff (paid or unpaid) working with children and vulnerable adults.
  7. Portable/ carry over CRB checks from another employer will not be deemed to be sufficient. It is a criminal offence for individuals barred by the ISA to work or apply to work with children or vulnerable adults in a wide range of posts.
  8. No  formal  job  offers  are  made  until  after  checks for  suitability  are  completed (including CRB and 2 references).


Criminal Bureau Records Gap Management

Impact Renewable Energy Ltd commits resources to providing Criminal Bureau Records check on staff (paid or unpaid) whose roles involve contact with children and /or vulnerable adults.

In order to avoid CRB gaps, the company will maintain and review a list of roles across the company which involve contact with children/ vulnerable adults.

In addition to checks on recruitment for roles involving contact with children/ vulnerable adults, for established staff the following processes are in place:

  1. A 3 year rolling programme of re-checking CRB’s is in place for holders of all identified posts.
  2. Existing staff (paid or unpaid) who transfer from a role which does not require a CRB check to one which involves contact with children / vulnerable adults will be subject to a CRB check.

Communications Training and Support for Staff

Impact Renewable Energy Ltd commits resources for induction, training of staff (paid and unpaid), effective communications and support mechanisms in relation to Safeguarding.

Induction will include:

  1. Annual discussion of the Safeguarding Policy (and confirmation of understanding).
  2. Discussion of other relevant policies.
  3. Ensure familiarity with reporting processes, the roles of line manager and Designated Senior Manager (and who acts in their absence).
  4. Initial training on safeguarding including: safe working practices, safe recruitment, understanding child protection and the alerter guide for adult safeguarding.
  5. Formal assessment of new members of staff’s competence in applying safe practices during their probation period.


All staff who, through their role, are in contact with children and /or vulnerable adults will have access to safeguarding training at an appropriate level. Typical mechanisms for enabling effective discussion of safeguarding issues between staff will vary according to size of the company but might include safeguarding as a regular agenda item across:

  1. Team meetings.
  2. Board meetings.
  3. One to one meetings (formal or informal).
  4. Provision of a clear and effective reporting procedure which encourages reporting of concerns.
  5. Encouraging open discussion (e.g. during supervision and team meetings) to identify and barriers to reporting so that they can be addressed.
  6. Inclusion of safeguarding as a discussion prompt during  supervision meetings/ appraisals to encourage reflection.

Communications and Discussion of Safeguarding Issues

Commitment to the following communication methods will ensure effective communication of safeguarding issues and practice:


We recognise that involvement in situations where there is risk or actual harm can be stressful for staff concerned. The mechanisms in place to support staff include:

  1. Debriefing support for paid and unpaid staff so that they can reflect on the issues they have dealt with.
  2. Seeking further support as appropriate e.g. access to counselling.
  3. Staff who have initiated protection concerns will be contacted by Line Manager within a certain timescale e.g. 1 week).



Professional Boundaries

Professional boundaries are what define the limits of a relationship between an employee and a customer / customer. They are a set of standards we agree to uphold that allows this necessary and often close relationship to exist while ensuring the correct detachment is kept in place.

Impact Renewable Energy Ltd expects staff to protect the professional integrity of themselves and the company.

The following professional boundaries must be adhered to:

Giving and receiving gifts from customers:

Impact Renewable Energy Ltd does not allow paid or unpaid staff to give gifts to or receive gifts from customers. However gifts may be provided by the company as part of a planned activity.

Staff contact with user groups.

Personal relationships between a member of staff (paid or unpaid) and a customer who is a current service user is prohibited. This includes relationships through social networking sites such as Facebook and Bebo and Twitter.

The following policies also contain guidance on staff (paid or unpaid) conduct:

  1. Use of abusive language.
  2. Response to inappropriate behaviour / language.
  3. Use of punishment or chastisement.
  4. Passing on customers personal contact details
  5. Degree of accessibility to service users (e.g. not providing personal contact details).
  6. Taking family members to a customer’s home.
  7. Selling to or buying items from a customer.
  8. Accepting responsibility for any valuables on behalf of a customer.
  9. Accepting money as a gift/ Borrowing money from or lending money to customer.
  10. Personal relationships with a third party related to or known to customer.
  11. Accepting gifts/ rewards or hospitality from company as an inducement for either doing/ not doing something in their official capacity.
  12. Cautious or avoidance of personal contact with customer.

If the professional boundaries and/or policies are breached this could result in disciplinary procedures or enactment of the allegation management procedures.


The process outlined below details the stages involved in raising and reporting safeguarding concerns at Impact Renewable Energy Ltd.


Communicate your concerns with your immediate Line Manager

Seek medical attention for the vulnerable person if needed

Discuss with parents of child or with vulnerable person.

Obtain permission to make referral if safe and appropriate.

Allegations Management

Impact Renewable Energy Ltd recognises its duty to report concerns or allegations against its staff within the company or by a professional from another company.

The process for raising and dealing with allegations is as follows:

Step One:

Any member of staff from Impact Renewable Energy Ltd is required to report any concerns in the first instance to their Line Manager / Peer.

A written record of the concern will be completed by the Line Manager or Sean Gilvey – Company Director.

Step Two:

The Line Manager or Sean Gilvey – Company Director will contact the Local Authority for advice.

Step Three:

Follow the advice provided by the Local Authority.

Impact Renewable Energy Ltd recognises its legal duty to report any concerns about unsafe practice by any of its paid or unpaid staff to the Independent Safeguarding Authority (ISA), according to the ISA referral guidance document:


The company will monitor the following Safeguarding aspects:

  1. Safe recruitment practices.
  2. CRB checks undertaken.
  3. References applied for new staff.
  4. Records made and kept of supervision sessions.
  5. Training – register/ record of staff training on child/ vulnerable adult protection.
  6. Monitoring whether concerns are being reported and actioned.
  7. Checking that policies are up to date and relevant.
  8. Reviewing the current reporting procedure in place.
  9. Presence and action of Designated senior manager responsible for Safeguarding is in post.


Managing Information

Information will be gathered, recorded and stored in accordance with the following policies: Data Protection Policy and Confidentiality Policy.

All staff must be aware that they have a professional duty to share information with other agencies in order to safeguard children and vulnerable adults. The public interest in safeguarding children and vulnerable adults may override confidentiality interests. However, information will be shared on a need to know basis only, as judged by the Designated Senior Manager.

All staff must be aware that they cannot promise service users or their families/ carers that they will keep secrets.

Conflict Resolution and Complaints

Impact Renewable Energy Ltd is aware of the GSCB policy on resolution of professional disagreements in work relating to the safety of children / Escalation Policy (at ) and if necessary this will be taken forward by Sean Gilvey

Conflicts in respect of safety of vulnerable adults will be taken forward by Sean Gilvey – Company Director.

Communicating and Reviewing the Policy

Impact Renewable Energy Ltd will make customers aware of the Safeguarding Policy through the following means:

  1. Access on our website
  2. Information pack given to all customers

This policy will be reviewed by Sean Gilvey – Company Director annually and when there are changes in legislation.