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Policies and Procedures

 

 

ABC NURSERY AND PRE-SCHOOL LTD
NURSERY POLICIES

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UPDATED: February 2016
Policies and Procedures
Contents
1       The Staff Team
2       Implementation of Policies and Procedures
3       Access & Storage of Information
4       Complaints & Compliments
5       Admission and Nursery Fees
6       Inclusion & Equality
7       Personnel
8       Parents & Carers as Partners
9       Safeguarding Children
10          Curriculum Development Statement
11          Settling In
12          Behaviour Management
13          Nutrition & Mealtimes
14          Special Educational Needs Statement
15          Students
16          Arrivals & Departures
17          Staff Development & Training
18          Confidentiality
19          Dealing with Racial Harassment
20          Health & Safety
21          General fire safety
22          Fire drill procedure
23          Accidents
24          First aid
25          Medication Policy
26          Immunisation policy
27          Sickness/illness Policy
28          Allergies & allergic reaction policy
29          Visitors & supervision of visitors
30          Advice & consultancy
31          Safety checks
32          Babies and toddlers policy
33          Sun care policy
34          Manual handling policy
35          Office policy
36          Healthy work place policy
37          Animal policy
38          Waste management policy
39          Special consideration for employees
40          Late collection & non-collection
41          Visits & outings
42          Lost child procedure (from nursery)
43          Lost child procedure (outings)
44          No smoking policy
45          Supervision of staff
46          Mobile phone and social networking
47          Staff working with their own children/close relation
48          Equipment & resources
49          Nursery operational plan
50          Intruder Policy
51          Allegations Made Against a Member of Staff, Student or Volunteer Policy
52          Out of Hours Babysitting Policy
53          Headlice Policy
54          Dealing with Spillages
55          Disciplinary Hearings and Appeals
56          Grievance Procedure
57          Disaster Recovery Policy
58          Severe Weather Conditions
59          Supervisions Policy

 

The Staff Team

Meet the Nursery Team


Owner/Manager

Ioana Gherghi 

EYPS

Deputy Manager

Joanne Miller

Level 3

Cook 

Teresa Maslin 

H & H certificate

Baby Unit –

 

 

Deputy Manager

Joanne Miller

Level 3

Nursery Practitioner 

Susan Bennett

Level 3

 

 

 

2-3’s Room –

 

 

Team/Room Leader

Kim Bennett 

Level 3

Nursery Practitioner 

Leanne Osman 

Level 2

Nursery Practitioner 

Pre-School –

 

 

Team/Room Leader 

Kelly Littlechild 

Level 3

Nursery Practitioner 

Lynne Mattews

Level 3 

Nursery Practitioner 

Kathryn Upson

Level 3 

Afterschool/Holiday Club –

 

 

Nursery Practitioner 

Sue Pugh

Level 3 

Nursery Practitioner 

Ana Maria Chelariu

 

Part time staff -

 

 

Nursery Assistant 

Zoe Decaux

 

Nursery Assistant 

June Rudd

 

Nursery Assistant 

Christine Fernandez 

 

Implementation of Policies and Procedures

The following members of staff have the responsibility for implementing the policies and procedures listed below.


Name

Responsibility

Ioana Gherghi 

(i) Child Protection Co-ordinator
(ii) Health and Safety Co-ordinator
(iii) Equality of Opportunities Co-ordinator
(iv) Fire Officer

 

 

Kelly Littlechild

SENCo & Designated Person for ‘Looked After Children’

 

 

Kathryn Upson

Appointed First Aider

 

 

Joanne Miller 

(i) Student Co-ordinator
(ii) Behaviour Policy

 

 

Teresa Maslin

Kitchen and Catering

 

 

Access & Storage of Information

We believe that an open access policy is the best way of encouraging participation.
Parents/carers are welcome to view the policies and procedures file, which governs the way in which the nursery works. These can be viewed at any time when the nursery is open, simply by asking the nursery manager or by accessing the file on the desk in the office.  They are also available on the nursery webpage.
Parents are also welcome to see and contribute to all the records that are kept on their child, however the nursery will adhere to the Data Protection laws.
All parent, child and staff information is stored securely according to data protection registration including details, permissions, certificates and photographic images.
The nursery’s records and documentation are kept and stored in accordance to the minimum legislative archiving time. This will be reviewed annually and amended according to any change in law/legislation.

Complaints & Compliments

Our nursery believes that parents are entitled to expect courtesy and prompt, careful attention to their individual needs and wishes. We hope that at all times you will be happy with the service provided and that you might like to voice your appreciation to the staff concerned.
Complaints should be dealt with professionally and promptly to ensure that any issues arising from these complaints are handled effectively and to ensure the welfare of all children.
We welcome any suggestions from parents on how we can improve our services, and will give prompt and serious attention to any concerns that you may have by following our complaints procedure as outlined below:
Stage 1
If any parent should have cause for complaint or any queries regarding the care or education of their child they should in the first instance take it up with the child's key person or a senior member of staff/room leader.
Stage 2
If the issue remains unresolved and there is not have a satisfactory outcome, then the manager should be contacted. These concerns must be presented in writing to the nursery manager. The manager will then investigate the complaint and report back to the parent within three days. This will be fully documented in the complaints log book and will detail the nature of the complaint and any actions arising from it.
Stage 3
If the matter is still not resolved a formal meeting should be held between the manager, parent and the senior staff member to ensure that it is dealt with sufficiently. A record of the meeting should be made along with documented minutes and actions. All parties present at the meeting will sign the record and receive a copy, which will signify the conclusion of the procedure.
Stage 4
If the matter cannot be resolved to their satisfaction, then parents have the right to raise the matter with:

Ofsted National Business Unit,
Piccadilly gate,
Store Street,
Manchester
M1 2WD   
Telephone: 0300 123 4666
Quote Ref: EY369791

Admission and Nursery Fees


ABC Nursery and Pre-school is registered for children.
12 children between the ages of 0 and 2 years.
16 children between the ages of 2 and 3 years.
24 children between the ages of 3 and 5 years.
24 children between the ages of 5 and 11 years.
The above statement is taken from the registration document and is the overriding policy in respect of admissions.
Other matters taken into account in deciding which child can be offered a place in the nursery are:
• availability of spaces, taking into account the staff/child ratios, the age of the child and the registration requirements
• when the application is received (extra weight is given to those who have been on the waiting list the longest)
• the nursery’s ability to provide the facilities for the welfare of the child
• a child requiring a full-time place may have preference over one requiring a part time place. This is dependent upon work commitments, occupancy and room availability
• extenuating circumstances affecting the child's welfare or the welfare of his/her family
• children who have siblings who are already with us.
We operate an inclusion and equality policy and ensure that children have access to nursery places and services irrespective of gender, race, religion, colour or creed.
Prior to a child attending nursery, parents/carers must complete and sign a contract and registration form. These forms provide the nursery with personal details relating to the child. For example, name, date of birth, address, emergency contact details, dietary requirements, collection arrangements, fees and sessions, contact details for parents/carers, doctor’s contact details, health visitor contact details, allergies, parental consent, vaccinations etc.
Providers eligible to provide free nursery education places
All settings registered to accept nursery education funding (detailed in the code of conduct) must offer free places for three to five year olds for the 3 hour sessions. At ABC Nursery and Pre-school we currently provide 24 free funded places available for children subject to availability. These places will be allocated on a first come first serve basis and can be booked a term in advance. Please note for admissions for nursery education funded sessions we have a termly intake, beginning the term following your child’s third birthday.

2 year old funding
The Nursery offers places for 2 year olds, subject to approval by the Essex County Council.
Early Years Pupil  Premium
The Department for Education (DfE)  introducing an Early Years Pupil Premium (EYPP) for eligible 3 and 4 year old children in April 2015. The Early Years Pupil Premium provides an extra 53 pence per hour for three and four year old children whose parents are in receipt of certain benefits or who have been in care or adopted from care. This means an extra £302 a year for each child taking up the full 570 hours funded entitlement to early education.  We can use the extra funding in any way we choose to improve the quality of the early years education that we provide for your child. This could include for example additional training for our staff on early language, investing in partnership working with our colleagues in the area to further our expertise or supporting our staff in working on specialised areas such as speech and language.
Nursery Fees
 Entry into the setting
On a child’s entry into the setting, the parent/carer is asked to pay administrative fees of non-refundable sum of £30.00. 
 Fees payable
Fees are payable in advance of a child’s sessions. We offer a flexible payment scheme. You can pay every session, weekly, monthly or per term to suit your personal circumstances.

We ask parents/carers on withdrawing their child to give a minimum of 1 months notice in writing. Withdrawal of your child from our setting without the appropriate notice will result in the fees continuing to be payable to the Nursery.

Payment is necessary for every session that your child holds, regardless of whether your child attends or not. Holidays and illness do not exclude payment. If the setting has to close due to weather conditions, such as snow then the Nursery will make charges for those sessions affected. 
If a child is collected late there will be a charge of £10.00 between 5 & 15 minutes and £2 for every 5 minutes thereafter.
Funding
The Nursery Education Grant is paid by the government for children aged 3 and 2 years old.. This starts at the beginning of the term after their 3rd or 2nd birthday. This amounts to a maximum of 15 hours per week according to availability of sessions and spaces.

In the case of day care, the first 15 hours are provided free of charge, the cost for the remaining hours will be worked out using the day care hourly rate plus any charges for meals. Government funding is not paid for school holidays or inset days, therefore any day care for these periods will be chargeable in full to the parents/carers.

There is separate funding for children aged 2 in certain cases. There is a list of criteria that has to be met and if eligible this would be payable from the beginning of the term before the child’s 3rd birthday. If parents think their child may be eligible they should speak to a member of staff.
Non payment
If a parent is having difficulty paying fees on time or at all we would ask that you talk to the Manager or your child’s key person as soon as possible and we will endeavour to assist you in any way we can.
However, if any fees are either not paid on time or if a cheque is returned to us unpaid, the following steps would be taken.
1. Verbal contact would be made with the parent to advise of non-payment and
arrangements would be made to collect fees in a timely manner.
2. If this arrangement was not kept or we could not contact the parent verbally, a letter would be sent to the home address advising that the fees needed to be paid within two weeks or contact needs to be made to discuss the matter.
3. If the previous step did not work then the child would be denied access to the setting until all late fees were paid up to date and if not paid at all then the child would lose their place in the setting completely. The Nursery would take legal action if the outstanding fees is not paid within 14 days and this case the legal fees will also be recovered.

Inclusion & Equality

Named person – Ioana Gherghi
statement of intent
The nursery takes great care to treat each individual as a person in their own right, with equal rights and responsibilities to any other individual, whether they be an adult or child. The nursery is committed to providing equality of opportunity and anti discriminatory practice for all children and families according to their individual needs. Discrimination on the grounds of gender, age, race, religion/belief, colour, creed, marital status, ethnic or national origin, or political belief, has no place within this nursery.
A commitment to implementing our equal opportunities policy will form part of each employee’s job description. Should anyone believe that this policy is not being upheld, it is their duty to report the matter to the attention of the nursery manager at the earliest opportunity.
The legal framework for this policy is based on:

  • Special Education Needs and Disabilities Code of Practice 2015
  • Children and Families Act 2014
  • Equality Act 2010
  • Childcare Act 2006
  • Children Act 2004
  • Care Standards Act 2002
  • Special Educational Needs and Disability Act 2001.


The nursery and staff are committed to:
• recruiting, selecting, training and promoting individuals on the basis of occupational skills. In this respect, the nursery will ensure that no job applicant or employee will receive less favourable treatment on the grounds of age,
gender, marital status, race, religion/belief, colour, cultural or national origin, or sexuality, which cannot be justified as being necessary for the safe and effective performance of their work or training
• providing a childcare place, wherever possible, for children who are designated disabled or disadvantaged according to their individual circumstances, and the nursery’s ability to provide the necessary standard of care
• striving to promote equal access to services and projects by taking practical steps, (where possible) such as ensuring access to people with additional needs and by producing materials in relevant languages and media
• providing a secure environment in which all our children can flourish and all contributions are valued
• including and valuing the contribution of all families to our understanding of equality and diversity
• providing positive non-stereotype information about different ethnic groups and people with disabilities
• improving our knowledge and understanding of issues of equality and diversity
• regularly reviewing childcare practice to ensure the policy is effective and practices which are discriminatory
• making inclusion a thread, which runs through all of the activities of the nursery including encouraging positive role models through the use of toys, imaginary play and activities that promote non-stereotyped images.
Admissions/ service provision
The nursery is accessible to all children and families in the local community and further afield through a comprehensive and inclusive admissions policy.
The nursery will strive to ensure that all services and projects are accessible and relevant to all groups and individuals in the community within targeted age groups.
Recruitment
The nursery will strive in its recruitment to ensure that the staffing levels reflect the community it serves. All vacancies will be advertised as widely as budgets allow.
Every effort will be made to ensure there is a representative balance on the selection group and all members of the group will be committed to equal opportunities practice as set out in this policy and will have received appropriate training in this regard.
Application forms will be sent out along with a copy of the equal opportunities policy. Application forms will not include questions that potentially discriminate against the grounds specified in the statement of intent.
At interview no questions will be posed which potentially discriminate against the grounds specified in the statement of intent. At interview, all candidates will be asked the same questions, and members of the selection group will not introduce nor use any personal knowledge of candidates acquired outside the selection process. Candidates will be given the opportunity to receive feedback on the reasons why they were not successful.
Staff
It is the policy of ABC Nursery and Pre-school not to discriminate, whether directly or indirectly in the treatment of others. All staff are expected to co-operate with the implementation, monitoring and improvement of this and other policies. All staff are expected to challenge language, actions, behaviours and attitudes which are oppressive or discriminatory on the grounds as specified in this policy. All staff are expected to participate in equal opportunities training.  The equal opportunities co-ordinator is trained and she oversees the equal opportunities within the nursery.
Training
The nursery recognises the importance of training as a key factor in the implementation of an effective inclusion and equality policy. The nursery will strive towards the provision of inclusion, equality and diversity training for all staff on a annual basis.
Curriculum
The curriculum offered in the nursery encourages children to develop positive attitudes to people who are different from them. It encourages children to empathise with others and to begin to develop the skills of critical thinking.
We do this by:
• making children feel valued and good about themselves
• ensuring that children have equality of access to learning and opportunities
• reflecting the widest possible range of communities in the choice of resources
• avoiding stereotypes or derogatory images in the selection of materials
• celebrating a wide range of appropriate festivals
• creating an environment of mutual respect and tolerance
• helping children to understand that discriminatory behaviour and remarks are unacceptable
• ensuring that the curriculum offered is inclusive of children with special
educational needs and children with disabilities
• ensuring that children whose first language is not English have full access to the curriculum and are supported in their learning.
Food
• we will work in partnership with parents to ensure that the medical, cultural and dietary needs of children are met
• we will help children to learn about a range of food, cultural approaches to meal times and eating, and to respect the differences among them.
Meetings
• meetings will be arranged to ensure that all families who wish to, may be involved in the running of the nursery
• information about meetings and activities will be communicated in a variety of ways according to individual needs (written, verbal and translated), to ensure that all parents have information about access to the meetings.

Personnel

The nursery’s policies in respect of personnel are governed by the following:
• the best interests of the children, their welfare, safety, care and development
• the requirements of the Statutory Framework for the Early Years Foundation Stage and Ofsted’s Early Years Directorate 
• meeting the needs of the children including maintaining continuity of care
• compatibility between all members of staff and the building of a good team spirit
• consideration of the advancement of each member of staff both by internal and external training to help them achieve their maximum potential
• equal pay for work of equal value
• compliance with the current legislation including the principles of the Employment Act 2002
• the provision of a personnel specification and job description for each member of staff
• the provision of a statement of terms and conditions for each member of staff
• when recruiting members of staff, the applicant should be made aware of the policies and procedures, especially those relating to discrimination and equal opportunities
• prior to commencement of employment the successful applicant shall be
provided with an offer letter (conditional on Criminal Record Bureau clearance) with the job description and induction procedure
• harassment of any member of staff that can be classed as sexual, racial, age, religious, or political belief related will not be acceptable. This includes unwanted verbal or physical advances - the key factor in assessing harassment is whether it is unwanted.

Parents & Carers as Partners

We believe that children benefit the most when parents and staff work together in partnership to ensure quality care and learning for the children. The nursery team welcomes parents as partners and this relationship needs to be built on trust and understanding. It is important that we, as carers, are able to support parents in an open and sensitive manner. A two way sharing of information is key to this.
The nursery wishes to ensure parents are part of the care and education team within the nursery.
Our policy is to:
• recognise and support parents as their child’s first and most important educators, and to welcome them into the life of the nursery
• generate confidence and encourage parents to trust their own instincts and judgement regarding their own child
• welcome all parents into the nursery at any time
• welcome nursing mothers. The nursery will make available a private area whenever needed to offer space and privacy to these mothers
• ensure that all new parents are aware of the nursery’s policies and procedures. A detailed parent prospectus will be provided and our full policy documents will be available to parents at all times as they will be kept in an easily accessible place within the nursery
• maintain regular contact with parents to help us to build a secure and beneficial working relationship for their children
• support parents in their own continuing education and personal development and inform them of relevant conferences, workshops and training
• create opportunities for parents to talk to other adults in a secure and supportive environment through such activities as ‘Open Days’, ‘Parents Evenings’ and ‘Parents Forum’
• inform parents about nursery activities and events through regularly distributed newsletters
• operate a key person system involving parents for open discussions and information sharing regarding nursery and home circumstances, and individual needs
• inform parents on a regular basis about their children’s progress and involve them in the shared record keeping about their children. Parents’ evenings will be held at least twice a year. Parents will be consulted with about the times of meetings to avoid excluding anyone
• consider and discuss fully all suggestions from parents concerning the care of their child and the running of the nursery
• provide opportunities for parents to contribute their own skills, knowledge and interests to the activities of the nursery in ways which are accessible to parents with basic skills needs, or those for whom English is an additional language
• inform all parents of the systems for registering queries, complaints or suggestions, and to check that these systems are understood by parents. All parents have access to our written complaints procedure
• provide opportunities for parents to learn about the Early Years Foundation Stage and about young children's learning in the nursery and at home 
• provide a written contract between the parent(s) and the nursery regarding conditions of acceptance and arrangements for payment
• respect the family’s religious and cultural backgrounds and to accommodate any special requirements wherever possible and practical to do so 
• to find out the needs and expectations of parents. These will be obtained through regular feedback via questionnaires, providing a suggestion system and encouraging parents to review working practices. These are then evaluated by the nursery to promote nursery practice, policy and staff development

Safeguarding Children

Ioana Gherghi – Child Protection Office
At ABC Nursery and Preschool we work with children, parents, external agencies and the community to ensure the welfare and safety of children and to give them the very best start in life. Children have the right to be treated with respect, be helped to thrive and to be safe from any abuse in whatever form.
We support the children within our care, protect them from maltreatment and have robust procedures in place to prevent the impairment of children’s health and development. In our setting we strive to protect children from the risk of radicalisation and we promote acceptance and tolerance of other beliefs and cultures (please refer to our inclusion and equality policy for further information). Safeguarding is a much wider subject than the elements covered within this single policy, therefore this document should be used in conjunction with the nursery’s other policies and procedures.
Legal framework and definition of safeguarding

  • Children Act 1989 and 2004
  • Childcare Act 2006
  • Safeguarding Vulnerable Groups Act 2006
  • The Statutory Framework for the Early Years Foundation Stage (EYFS) 2014
  • Working together to safeguard children 2015
  • What to do if you’re worried a child is being abused 2015
  • Counter-Terrorism and Security Act 2015.

 Safeguarding and promoting the welfare of children, in relation to this policy is defined as:

  • Protecting children from maltreatment
  • Preventing the impairment of children’s health or development
  • Ensuring that children are growing up in circumstances consistent with the provision of safe and effective care
  • Taking action to enable all children to have the best outcomes.

(Definition taken from the HM Government document ‘Working together to safeguard children 2015).
Policy intention
To safeguard children and promote their welfare we will:

  • Create an environment to encourage children to develop a positive self-image
  • Provide positive role models and develop a safe culture where staff are confident to raise concerns about professional conduct
  • Encourage children to develop a sense of independence and autonomy in a way that is appropriate to their age and stage of development
  • Provide a safe and secure environment for all children
  • Promote tolerance and acceptance of different beliefs, cultures and communities
  • Help children to understand how they can influence and participate in decision-making and how to promote British values through play, discussion and role modelling
  • Always listen to children
  • Provide an environment where practitioners are confident to identify where children and families may need intervention and seek the help they need
  • Share information with other agencies as appropriate.

The nursery is aware that abuse does occur in our society and we are vigilant in identifying signs of abuse and reporting concerns. Our practitioners have a duty to protect and promote the welfare of children. Due to the many hours of care we are providing, staff may often be the first people to identify that there may be a problem. They may well be the first people in whom children confide information that may suggest abuse or to spot changes in a child’s behaviour which may indicate abuse.
Our prime responsibility is the welfare and well-being of each child in our care. As such we believe we have a duty to the children, parents and staff to act quickly and responsibly in any instance that may come to our attention. This includes sharing information with any relevant agencies such as local authority services for children’s social care, health professionals or the police. All staff will work with other agencies in the best interest of the child, including as part of a multi-agency team, where needed.
The nursery aims to:

  • Keep the child at the centre of all we do
  • Ensure staff are trained to understand the child protection and safeguarding policy and procedures, are alert to identify possible signs of abuse, understand what is meant by child protection and are aware of the different ways in which children can be harmed, including by other children through bullying or discriminatory behaviour
  • Ensure staff understand how to identify early indicators of potential radicalisation and terrorism threats and act on them appropriately in line with national and local procedures
  • Ensure that all staff feel confident and supported to act in the best interest of the child, share information and seek the help that the child may need
  • Ensure that all staff are familiar and updated regularly with child protection training and procedures and kept informed of changes to local/national procedures
  • Make any child protection referrals in a timely way, sharing relevant information as necessary in line with procedures set out by the Essex Safeguarding Children Board
  • Make any referrals relating to extremism to the police (or the Government helpline) in a timely way, sharing relevant information as appropriate
  • Ensure that information is shared only with those people who need to know in order to protect the child and act in their best interest
  • Ensure that children are never placed at risk while in the charge of nursery staff
  • Take any appropriate action relating to allegations of serious harm or abuse against any person working with children or living or working on the nursery premises including reporting such allegations to Ofsted and other relevant authorities
  • Ensure parents are fully aware of child protection policies and procedures when they register with the nursery and are kept informed of all updates when they occur 
  • Regularly review and update this policy with staff and parents where appropriate and make sure it complies with any legal requirements and any guidance or procedures issued by the Essex Safeguarding Children Board.

We will support children by offering reassurance, comfort and sensitive interactions. We will devise activities according to individual circumstances to enable children to develop confidence and self-esteem within their peer group.
Contact telephone numbers
Early help and Advice Hub 08456037627
Initial response team (for professional consultation) 08456037627
Emergency duty team (out of hours) 08456061212
Ofsted 0300 123 1231
Local Safeguarding Children Board (LSCB) 0333 013 8936
Non-emergency police 101
Emergency Police 999
Government helpline for extremism concerns 020 7340 7264
Types of abuse and particular procedures followed
Abuse and neglect are forms of maltreatment of a child. Somebody may abuse or neglect a child by harming them or by failing to act to prevent harm. Children may be abused within a family, institution or community setting by those known to them or a stranger. This could be an adult or adults, another child or children.
What to do if you’re worried a child is being abused 2006
The signs and indicators listed below may not necessarily indicate that a child has been abused, but will help us to recognise that something may be wrong, especially if a child shows a number of these symptoms or any of them to a marked degree.
Indicators of child abuse

  • Failure to thrive and meet developmental milestones
  • Fearful or withdrawn tendencies
  • Aggressive behaviour
  • Unexplained injuries to a child or conflicting reports from parents or staff
  • Repeated injuries
  • Unaddressed illnesses or injuries
  • Significant changes to behaviour patterns.

Recording suspicions of abuse and disclosures
Staff should make an objective record of any observation or disclosure, supported by the nursery manager or Designated Safeguarding Co-ordinator (DSCO)-Ioana Gherghi. This record should include:

  • Child's name
  • Child's address
  • Age of the child and date of birth
  • Date and time of the observation or the disclosure
  • Exact words spoken by the child
  • Exact position and type of any injuries or marks seen
  • Exact observation of any incident including any other witnesses
  • Name of the person to whom any concern was reported, with date and time; and the names of any other person present at the time
  • Any discussion held with the parent(s) (where deemed appropriate).

These records should be signed by the person reporting this and the *manager/*DSCO/*supervisor, dated and kept in a separate confidential file.
If a child starts to talk to an adult about potential abuse it is important not to promise the child complete confidentiality. This promise cannot be kept. It is vital that the child is allowed to talk openly and disclosure is not forced or words put into the child’s mouth. As soon as possible after the disclosure details must be logged accurately.
It may be thought necessary that through discussion with all concerned the matter needs to be raised with the local authority children’s social care team and Ofsted, and/or a Common Assessment Framework (CAF) needs to be initiated. Staff involved may be asked to supply details of any information/concerns they have with regard to a child. The nursery expects all members of staff to co-operate with the local authority children’s social care, police, and Ofsted in any way necessary to ensure the safety of the children.
Staff must not make any comments either publicly or in private about the supposed or actual behaviour of a parent or member of staff. 
Physical abuse
Action needs to be taken if staff have reason to believe that there has been a physical injury to a child, including deliberate poisoning, where there is definite knowledge or reasonable suspicion that the injury was inflicted or knowingly not prevented. These symptoms may include bruising or injuries in an area that is not usual for a child, e.g. fleshy parts of the arms and legs, back, wrists, ankles and face.
Many children will have cuts and grazes from normal childhood injuries. These should also be logged and discussed with the nursery manager or room leader.
Children and babies may be abused physically through shaking or throwing. Other injuries may include burns or scalds. These are not usual childhood injuries and should always be logged and discussed with the nursery manager.
Female genital mutilation
This type of physical abuse is practised as a cultural ritual by certain ethnic groups and there is now more awareness of its prevalence in some communities in England including its effect on the child and any other siblings involved. For those nurseries caring for older children in their out of school facility this may be an area of abuse you could come across. Symptoms may include bleeding, painful areas, acute urinary retention, urinary infection, wound infection, septicaemia, and incontinence, vaginal and pelvic infections with depression and post-traumatic stress disorder as well as physiological concerns. If you have concerns about a child relating to this area, you should contact children’s social care team in the same way as other types of physical abuse.
Fabricated illness
This is also a type of physical abuse. This is where a child is presented with an illness that is fabricated by the adult carer. The carer may seek out unnecessary medical treatment or investigation. The signs may include a carer exaggerating a real illness or symptoms, complete fabrication of symptoms or inducing physical illness, e.g. through poisoning, starvation, inappropriate diet. This may also be presented through false allegations of abuse or encouraging the child to appear disabled or ill to obtain unnecessary treatment or specialist support.
Procedure:

  • All signs of marks/injuries to a child, when they come into nursery or occur during time at the nursery, will be recorded as soon as noticed by a staff member
  • The incident will be discussed with the parent at the earliest opportunity, where felt appropriate
  • Such discussions will be recorded and the parent will have access to such records
  • If there are queries regarding the injury, the local authority children’s social care team will be notified in line with procedures set out by the Local Safeguarding Children Board (LSCB).

Sexual abuse
Action needs be taken if the staff member has witnessed an occasion(s) where a child indicated sexual activity through words, play, drawing, had an excessive preoccupation with sexual matters or had an inappropriate knowledge of adult sexual behaviour or language. This may include acting out sexual activity on dolls/toys or in the role play area with their peers, drawing pictures that are inappropriate for a child, talking about sexual activities or using sexual language or words. The child may become worried when their clothes are removed, e.g. for nappy changes.
The physical symptoms may include genital trauma, discharge and bruises between the legs or signs of a sexually transmitted disease (STD). Emotional symptoms could include a distinct change in a child’s behaviour. They may be withdrawn or overly extroverted and outgoing. They may withdraw away from a particular adult and become distressed if they reach out for them, but they may also be particularly clingy to a potential abuser so all symptoms and signs should be looked at together and assessed as a whole.
If a child starts to talk openly to an adult about abuse they may be experiencing the procedure stated later in this document under ‘recording abuse suspicions’ will be followed.
Procedure:

  • The adult should reassure the child and listen without interrupting if the child wishes to talk
  • The observed instances will be detailed in a confidential report
  • The observed instances will be reported to the nursery manager or DSCO
  • The matter will be referred to the local authority children’s social care team.

Emotional abuse
Action should be taken if the staff member has reason to believe that there is a severe, adverse effect on the behaviour and emotional development of a child, caused by persistent or severe ill treatment or rejection.
This may include extremes of discipline where a child is shouted at or put down on a consistent basis, lack of emotional attachment by a parent, or it may include parents or carers placing inappropriate age or developmental expectations upon them. Emotional abuse may also be imposed through the child witnessing domestic abuse and alcohol and drug misuse by adults caring for them. 
The child is likely to show extremes of emotion with this type of abuse. This may include shying away from an adult who is abusing them, becoming withdrawn, aggressive or clingy in order to receive their love and attention. This type of abuse is harder to identify as the child is not likely to show any physical signs.
Procedure:

  • The concern should be discussed with the *nursery manager/DSCO/*room supervisor/*registered person
  • The concern will be discussed with the parent
  • Such discussions will be recorded and the parent will have access to such records
  • An Assessment Framework  form may need to be completed
  • If there are queries regarding the circumstances the matter will be referred to the local authority children’s social care team.

Neglect
Action should be taken if the staff member has reason to believe that there has been persistent or severe neglect of a child (for example, by exposure to any kind of danger, including cold, starvation or failure to seek medical treatment, when required, on behalf of the child), which results in serious impairment of the child's health or development, including failure to thrive.
Signs may include a child persistently arriving at nursery unwashed or unkempt, wearing clothes that are too small (especially shoes that may restrict the child’s growth or hurt them), arriving at nursery in the same nappy they went home in or a child having an illness or identified special educational need or disability that is not being addressed by the parent. A child may also be persistently hungry if a parent is withholding food or not providing enough for a child’s needs.
Neglect may also be shown through emotional signs, e.g. a child may not be receiving the attention they need at home and may crave love and support at nursery. They may be clingy and emotional. In addition, neglect may occur through pregnancy as a result of maternal substance abuse.

 

Procedure:

  • The concern will be discussed with the parent
  • Such discussions will be recorded and the parent will have access to such records
  • An assessment form may need to be completed
  • If there are queries regarding the circumstances the local authority children’s social care team will be notified.

Staffing and volunteering
Our policy is to provide a secure and safe environment for all children. We only allow an adult who is employed by the nursery to care for children and who has an enhanced clearance from the Disclosure and Barring Service (DBS) to be left alone with children. We do not allow volunteers to be alone with children or any other adult who may be present in the nursery regardless of whether or not they have a DBS clearance.
All staff will attend child protection training and receive initial basic child protection training during their induction period. This will include the procedures for spotting signs and behaviours of abuse and abusers/potential abusers, recording and reporting concerns and creating a safe and secure environment for the children in the nursery.  During induction staff will be given contact details for the LADO (local authority designated officer), the local authority children’s services team,  the Local Safeguarding Children Board (LSCB) and Ofsted to enable them to report any safeguarding concerns, independently, if they feel it necessary to do so.
We have a named person within the nursery who takes lead responsibility for safeguarding and co-ordinates child protection and welfare issues, known as the Designated Safeguarding Co-ordinator (DSCO). The nursery DSCO liaises with the Local Safeguarding Children Board (LSCB) and the local authority children’s social care team, undertakes specific training, including a child protection training course, and receives regular updates to developments within this field.
The Designated Safeguarding Co-ordinator (DSCO) at the nursery is: Ioana Gherghi.

  • We provide adequate and appropriate staffing resources to meet the needs of all children
  • Applicants for posts within the nursery are clearly informed that the positions are exempt from the Rehabilitation of Offenders Act 1974. Candidates are informed of the need to carry out checks before posts can be confirmed. Where applications are rejected because of information that has been disclosed, applicants have the right to know and to challenge incorrect information
  • We give staff members, volunteers and students regular opportunities to declare changes that may affect their suitability to care for the children. This includes information about their health, medication or about changes in their home life such as whether anyone they live with in a household has committed an offence or been involved in an incident that means they are disqualified from working with children 
  • This information is also stated within every member of staff’s contract
  • We request DBS checks -check staff’s criminal history and suitability to work with children
  • We abide by the requirements of the EYFS and any Ofsted guidance in respect to obtaining references and suitability checks for staff, students and volunteers, to ensure that all staff, students and volunteers working in the setting are suitable to do so
  • We ensure we receive at least two written references BEFORE a new member of staff commences employment with us
  • All students will have enhanced DBS checks conducted on them before their placement starts
  • Volunteers, including students, do not work unsupervised
  • We abide by the requirements of the Safeguarding Vulnerable Groups Act 2006 and the Childcare Act 2006 in respect of any person who is disqualified from providing childcare, is dismissed from our employment, or resigns in circumstances that would otherwise have led to dismissal for reasons of child protection concern
  • We have procedures for recording the details of visitors to the nursery and take security steps to ensure that we have control over who comes into the nursery so that no unauthorised person has unsupervised access to the children
  • All visitors/contractors will be supervised whilst on the premises, especially when in the areas the children use
  • All staff have access to and comply with the whistleblowing policy which will enable them to share any concerns that may arise about their colleagues in an appropriate manner
  • All staff will receive regular supervision meetings where opportunities will be made available to discuss any issues relating to individual children, child protection training and any needs for further support
  • The deployment of staff within the nursery allows for constant supervision and support. Where children need to spend time away from the rest of the group, the door will be left ajar or other safeguards will be put into action to ensure the safety of the child and the adult.

Informing parents
Parents are normally the first point of contact. If a suspicion of abuse is recorded, parents are informed at the same time as the report is made, except where the guidance of the LSCB/ local authority children’s social care team/police does not allow this. This will usually be the case where the parent or family member is the likely abuser or where a child may be endangered by this disclosure. In these cases the investigating officers will inform parents.
Confidentiality
All suspicions, enquiries and external investigations are kept confidential and shared only with those who need to know. Any information is shared in line with guidance from the LSCB.
Support to families
The nursery takes every step in its power to build up trusting and supportive relations among families, staff, students and volunteers within the nursery.
The nursery continues to welcome the child and the family whilst enquiries are being made in relation to abuse in the home situation. Parents and families will be treated with respect in a non-judgmental manner whilst any external investigations are carried out in the best interest of the child.
Confidential records kept on a child are shared with the child's parents or those who have parental responsibility for the child, only if appropriate in line with guidance of the LSCB with the proviso that the care and safety of the child is paramount. We will do all in our power to support and work with the child's family.
Employees, students or volunteers of the nursery or any other person living or working on the nursery premises
If an allegation is made against a member of staff, student or volunteer or any other person who lives or works on the nursery premises regardless of whether the allegation relates to the nursery premises or elsewhere, we will follow the procedure below.
The allegation should be reported to the senior manager on duty. If this person is the subject of the allegation then this should be reported to the *owner/*registered person/*DSCO/*deputy manager instead.
The Local Authority Designated Officer (LADO), Ofsted and the LSCB will then be informed immediately in order for this to be investigated by the appropriate bodies promptly:

  • The LADO will be informed immediately for advice and guidance
  • A full investigation will be carried out by the appropriate professionals (LADO, Ofsted, LSCB) to determine how this will be handled
  • The nursery will follow all instructions from the LADO, Ofsted, LSCB and ask all staff members to do the same and co-operate where required
  • Support will be provided to all those involved in an allegation throughout the external investigation in line with LADO support and advice
  • The nursery reserves the right to suspend any member of staff during an investigation
  • All enquiries/external investigations/interviews will be documented and kept in a locked file for access by the relevant authorities
  • Unfounded allegations will result in all rights being reinstated
  • Founded allegations will be passed on to the relevant organisations including the local authority children’s social care team and where an offence is believed to have been committed, the police, and will result in the termination of employment. Ofsted will be notified immediately of this decision. The nursery will also notify the Disclosure and Barring Service (DBS) to ensure their records are updated
  • All records will be kept until the person reaches normal retirement age or for 21 years and 3 months years if that is longer. This will ensure accurate information is available for references and future DBS checks and avoids any unnecessary reinvestigation
  • The nursery retains the right to dismiss any member of staff in connection with founded allegations following an inquiry
  • Counselling will be available for any member of the nursery who is affected by an allegation, their colleagues in the nursery and the parents.

Extremism – the Prevent Duty
Under the Counter-Terrorism and Security Act 2015 we have a duty to refer any concerns of extremism to the police (In Prevent priority areas the local authority will have a Prevent lead who can also provide support).
This may be a cause for concern relating to a change in behaviour of a child or family member, comments causing concern made to a member of the team (or other persons in the setting) or actions that lead staff to be worried about the safety of a child in their care. 
e-Safety
Our nursery is aware of the growth of internet use and the advantages this can bring. However it is also aware of the dangers and strives to support children, staff and families in using the internet safely.
Within the nursery we do this by:

  • Ensuring we have appropriate antivirus and anti-spyware software on all devices and updating them regularly
  • Using approved devices to record/photograph in the setting
  • Never emailing personal or financial information
  • Reporting emails with inappropriate content to the internet watch foundation (IWF www.iwf.org.uk/)
  • Ensuring content blockers and filters are on our computers, laptops and any mobile devices
  • Ensuring children are supervised using internet devices
  • Using tracking software to monitor suitability of internet usage (for older children)
  • Integrating e-safety into nursery daily practice by discussing computer usage ‘rules’ deciding together what is safe and what is not safe to do online
  • Talking to children about ‘stranger danger’ and deciding who is a stranger and who is not, comparing people in real life situations to online ‘friends’
  • When using Skype and FaceTime (where applicable) discussing with the children what they would do if someone they did not know tried to contact them
  • We encourage staff and families to complete a free online e-safety briefing which can be found at http://moodle.ndna.org.uk/

Our nursery has a clear commitment to protecting children and promoting welfare. Should anyone believe that this policy is not being upheld, it is their duty to report the matter to the attention of the *nursery manager/*owner/DSCO/*registered person at the earliest opportunity.

Curriculum Development Statement


We set out to assist all children attending the nursery to attain their maximum potential within their perceived capabilities. An individual record of each child's development is maintained, showing their abilities, progress and areas needing further staff assistance. We acknowledge that children learn in different ways and at different rates and plan for this accordingly.

The staff are very aware of the importance of the positive play environment for the child, so they may develop good social skills and an appreciation of all aspects of this country's multi-cultural society. Planning of the learning experience by the staff is further designed to ensure, as far as practical, equality of opportunity between all children and celebrates diversity.
We promote the relevant frameworks and curriculum set by the DCSF to support and enhance children’s learning and development holistically through a play based curriculum. We view all aspects of learning and development equally important and ensure a flexible approach is maintained which responds quickly to children’s learning and developmental needs. We develop a tailor made curriculum according to individual needs, which is based on observation to inform planning and draws on children’s needs and interests. This is promoted through rounded approach delivered with a balance of adult led and child initiated opportunities both indoors and outdoors.

We acknowledge parents as primary educators and encourage parental involvement as outlined in our parents as partners policy. We build home links though planning to enhance and extend children’s learning internally and externally.

Settling In

We aim for children to feel safe, stimulated and happy in the nursery and to feel secure and comfortable with staff. We also want parents/carers to have confidence in both their children's well being and their role as active partners, with the child being able to benefit from what the nursery has to offer.
We aim to help parents and other carers to help their children settle quickly and easily by giving consideration to the individual needs and circumstances of children and their families.
The nursery staff will work in partnership with parents/carers to settle their child into the nursery environment by:
• providing parents/carers with relevant information regarding the policies and procedures of the nursery
• encouraging the parents/carers and children to visit the nursery during the weeks before an admission is planned
• planning settling in visits and introductory sessions (lasting approximately 1-2 hours). These will be provided free of charge over a one or two week period dependent on individual needs, age and stage of development
• welcoming parents/carers to stay with their child during the first few weeks until the child feels settled and the parents/carers feel comfortable about leaving him/her. Settling in visits and introductory sessions are key to a smooth transition and ensure good communication and information exchange
• reassuring parents/carers whose children seem to be taking a long time settling into the nursery
• encouraging parents/carers, where appropriate, to separate themselves from their children for brief periods at first, gradually building up to longer absences
• allocating a key person to each child and his/her family, before he/she starts to attend. The key person welcomes and looks after the child and his/her parents during the settling in period, and throughout his/her time at the nursery to ensure the family has a familiar contact person to assist with the settling in process
• respecting the circumstances of all families, including those who are unable to stay for long periods of time in the nursery and reassure them of their child’s progress towards settling in
• children will not be taken on an outing from the nursery until he/she is completely settled.

Behaviour Management

Our nursery believes that children flourish best when they know how they are expected to behave. Children gain respect through interaction with caring adults who show them respect and value their individual personalities. Positive, caring and polite behaviour will be encouraged and praised at all times in an environment where children learn to respect themselves, other people and their surroundings.
Children need to have set boundaries of behaviour for their own safety and the safety of their peers. Within the nursery we aim to set these boundaries in a way, which helps the child to develop a sense of the significance of their own behaviour, both on their own environment and those around them. Restrictions on the child's natural desire to explore and develop their own ideas and concepts are kept to a minimum.
We aim to:
• recognise the individuality of all our children
• encourage self-discipline, consideration for each other, our surroundings and property
• encourage children to participate in a wide range of group activities to enable them to develop their social skills
• work in partnership with parents and carers by communicating openly
• by praising children and acknowledging their positive actions and attitudes, we hope to ensure that children see that we value and respect them
• encourage all staff working with the children to accept their responsibility for implementing the goals in the policy
• promote non-violence and encourage the children to deal with conflict peaceably
• provide a key worker system enabling staff to build a strong and positive relationship with children and their families
• have a named person who has overall responsibility for issues concerning behaviour.
The named person:  Jo Miller  will keep up to date with legislation and research and thinking on handling children's; access relevant sources of expertise on handling children's behaviour; attend regular external training events, and check that all staff relevant in-service training on handling children’s. A record will be kept of staff attendance at this training
We recognise that codes for interacting with other people vary between cultures and staff are required to be aware of this and respect those used by members of the nursery.
Nursery rules are concerned with safety and care and respect for each other. Children who behave inappropriately by physically abusing another child or adult or by verbal bullying may be removed from the group. The child who has been upset will be comforted and the adult will confirm that the other child's behaviour is not acceptable. It is important to acknowledge that a child is feeling angry or upset and that it is the behaviour we are rejecting, not the child.
When children behave in unacceptable ways:
• physical punishment such as smacking or shaking will be neither used nor threatened
• children will not be singled out or humiliated in any way. Staff within the nursery will redirect the children towards alternative activities. Discussions with children will take place respecting their level of understanding and maturity
• staff will not raise their voices in a threatening way
• in any case of misbehaviour, it will always be made clear to the child or children in question, that it is the behaviour and not the child that is unwelcome
• how a particular type of behaviour is handled will depend on the child and the circumstances. It may involve the child being asked to talk and think about what he or she has done. It may be that the child will not be allowed to make his or her own choice of activities for a limited period of time
• parents will be informed if their child is persistently unkind to others or if their child has been upset. In all cases inappropriate behaviour will be dealt with in nursery at the time. Parents may be asked to meet with staff to discuss their child's behaviour, so that if there are any difficulties we can work together to ensure consistency between home and nursery. In some cases we may request additional advice and support from other professionals, such as an educational psychologist or child guidance counsellor
• children need to develop non-aggressive strategies to enable them to stand up for themselves so that adults and children listen to them. They need to be given opportunities to release their feelings more creatively
• confidential records will be kept on any negative behaviour that has taken place.  Parents/carers will be informed and asked to read and sign any entries concerning their child
• if a child requires help to develop positive behaviour, every effort will be made to provide for their needs
• through partnership with parents/carers and formal observation, staff will make every effort to identify the unwanted behaviour and the causes of that behaviour.
From these observations and discussions an individual behaviour modification plan will be implemented
• children will be distracted from the negative situation and supported in a different activity or environment, if necessary for their own well-being and that of others in the group.
Anti-bullying
Children need their own time and space. It is not always appropriate to expect a child to share and it is important to acknowledge children's feelings and to help them understand how others might be feeling.
Children must be encouraged to recognise that bullying, fighting, hurting and racist comments are not acceptable behaviour. We want children to recognise that certain actions are right and that others are wrong.
Bullying takes many forms. It can be physical, verbal or emotional, but it is always a repeated behaviour that makes other people feel uncomfortable or threatened.
Any form of bullying is unacceptable and will be dealt with immediately. At our nursery, staff follow the guidelines below to enable them to deal with challenging behaviour:
• staff are encouraged to ensure that all children feel safe, happy and secure
• staff are encouraged to recognise that active physical aggression in the early years is part of the child’s development and that it should be channelled in a positive way
• children need to be helped to understand that using aggression to get things is wrong and will be encouraged to resolve problems in other ways
• our staff are encouraged to adopt a policy of intervention when they think a child is being bullied, however mild or “harmless” it may seem
• the staff are ready to initiate games and activities with children, when they feel play has become aggressive, both indoors or out
• any instance of bullying will be discussed fully with the parents of all involved, to look for a consistent resolution to the behaviour
• if any parent has a concern about their child, a member of staff will be available to discuss those concerns. It is only by co-operation that we can ensure our children feel confident and secure in their environment, both at home and in the nursery.
By positively promoting good behaviour, valuing co-operation and a caring attitude we hope to ensure that children will develop as responsible members of society.

Nutrition & Mealtimes

Meal times should be a happy, social occasion for staff and children alike. Positive interactions should be shared at these times and enjoyed.  ABC Nursery and Pre-school is committed to offering children with healthy, nutritious and balanced meals and snacks which meet individuals needs and requirements.
We will ensure that:
• a balanced and healthy breakfast, midday meal, tea and two daily snacks are provided for children attending a full day at the nursery
• menus will be planned in advance, rotated regularly and reflect cultural diversity and variation. These will be displayed for parents.
• we provide nutritious food at all snack and meal times, avoiding large quantities of fat, sugar and salt and artificial additives, preservatives and colourings
• menus will include at least 3 servings of fresh fruit and vegetables per day
• parents and children will be involved in menu planning
• fresh drinking water will be constantly available and frequently offered to children and babies
• individual dietary requirements will be respected. We will gather information from parents regarding their children’s dietary needs including any allergies. Where appropriate we will carry out a risk assessment in the case of allergies and work alongside parents to put into place an individual diet plan for their child
• staff will show sensitivity in providing for children’s diets and allergies. They would not use a child’s diet or allergy as a label for the child, or make a child feel singled out because of her/his diet or allergy
• staff will set a good example and eat with the children and show good table manners. Meal and snack times will be organised so that they are social occasions in which children and staff participate in small groups. During meals and snack times children will be encouraged to use their manners and say 'Please' and 'Thank you' and conversation will be encouraged.
• staff will use meal and snack times to help promote children to develop independence through making choices, serving food and drink, and feeding themselvesgender, marital status, race, religion/belief, colour, cultural or national origin, or sexuality, which cannot be justified as being necessary for the safe and effective performance of their work or training
• providing a childcare place, wherever possible, for children who are designated disabled or disadvantaged according to their individual circumstances, and the nursery’s ability to provide the necessary standard of care
• striving to promote equal access to services and projects by taking practical steps, (where possible) such as ensuring access to people with additional needs and by producing materials in relevant languages and media
• providing a secure environment in which all our children can flourish and all contributions are valued
• including and valuing the contribution of all families to our understanding of equality and diversity
• providing positive non-stereotype information about different ethnic groups and people with disabilities
• improving our knowledge and understanding of issues of equality and diversity
• regularly reviewing childcare practice to ensure the policy is effective and practices which are discriminatory
• making inclusion a thread, which runs through all of the activities of the nursery including encouraging positive role models through the use of toys, imaginary play and activities that promote non-stereotyped images.
Admissions/ service provision
The nursery is accessible to all children and families in the local community and further afield through a comprehensive and inclusive admissions policy.
The nursery will strive to ensure that all services and projects are accessible and relevant to all groups and individuals in the community within targeted age groups.
Recruitment
The nursery will strive in its recruitment to ensure that the staffing levels reflect the community it serves. All vacancies will be advertised as widely as budgets allow.
Every effort will be made to ensure there is a representative balance on the selection group and all members of the group will be committed to equal opportunities practice as set out in this policy and will have received appropriate training in this regard.
Application forms will be sent out along with a copy of the equal opportunities policy. Application forms will not include questions that potentially discriminate against the grounds specified in the statement of intent.
At interview no questions will be posed which potentially discriminate against the grounds specified in the statement of intent. At interview, all candidates will be asked the same questions, and members of the selection group will not introduce nor use any personal knowledge of candidates acquired outside the selection process. Candidates will be given the opportunity to receive feedback on the reasons why they were not successful.
Staff
It is the policy of ABC Nursery and Pre-schoolnot to discriminate, whether directly or indirectly in the treatment of others. All staff are expected to co-operate with the implementation, monitoring and improvement of this and other policies. All staff are expected to challenge language, actions, behaviours and attitudes which are oppressive or discriminatory on the grounds as specified in this policy. All staff are expected to participate in equal opportunities training.  The equal opportunities co-ordinator is trained and she oversees the equal opportunities within the nursery.
Training
The nursery recognises the importance of training as a key factor in the implementation of an effective inclusion and equality policy. The nursery will strive towards the provision of inclusion, equality and diversity training for all staff on a annual basis.
Curriculum
The curriculum offered in the nursery encourages children to develop positive attitudes to people who are different from them. It encourages children to empathise with others and to begin to develop the skills of critical thinking.
We do this by:
• making children feel valued and good about themselves
• ensuring that children have equality of access to learning and opportunities
• reflecting the widest possible range of communities in the choice of resources
• avoiding stereotypes or derogatory images in the selection of materials
• celebrating a wide range of appropriate festivals
• creating an environment of mutual respect and tolerance
• helping children to understand that discriminatory behaviour and remarks are unacceptable
• ensuring that the curriculum offered is inclusive of children with special
educational needs and children with disabilities
• ensuring that children whose first language is not English have full access to the curriculum and are supported in their learning.
Food
• we will work in partnership with parents to ensure that the medical, cultural and dietary needs of children are met
• we will help children to learn about a range of food, cultural approaches to meal times and eating, and to respect the differences among them.
Meetings
• meetings will be arranged to ensure that all families who wish to, may be involved in the running of the nursery
• information about meetings and activities will be communicated in a variety of ways according to individual needs (written, verbal and translated), to ensure that all parents have information about access to the meetings.

 

Special Educational Needs Statement

Special educational needs (SEND) and disabilities
At ABC Nursery we are committed to the inclusion of all children. All children have the right to be cared for and educated to achieve the best possible outcomes, to share opportunities and experiences and develop and learn alongside their peers. We provide a positive and welcoming environment where children are supported according to their individual needs.
We recognise that some children may have additional needs that may require particular help, intervention and support. These needs may be short-lived for a particular time in the child’s life or may require longer-term or lifelong support. At all times we will work alongside each child’s parents and any relevant professionals to share information, identify needs and help the child and their family access the support they need.
In accordance with our admissions policy, we are committed to providing a childcare place, wherever possible, for children who may have special educational needs (SEND) and/or disabilities according to their individual circumstances, and the nursery’s ability to make any reasonable adjustments in order to provide the necessary standard of care. All children will be given a full settling in period when joining the nursery according to their individual needs.
Where we believe a child may have learning difficulties and/or a disability that has not previously been acknowledged, we will work closely with the child’s parents and any relevant professionals to establish the child’s needs and to secure any action that may be required. We recognise that children with disabilities may not have SEND but may need the nursery to make reasonable adjustments to enable them to make full use of the nursery’s facilities.
Where we have emerging concerns about a child and/or where a child has identified additional needs or a disability, we will find out as much as possible about the needs of the child and any support the child or family may need to ensure the child makes the best progress in their learning and development. We do this by:

  • liaising with the child’s parents
  • observing each child’s development and monitoring such observations regularly
  • liaising with any other relevant professionals engaged with the child and their family
  • seeking any specialist help or support
  • researching relevant publications/sources of help
  • reading any reports that have been prepared
  • attending any assessment or review meetings with the local authority/professionals.

Legal framework and definitions
The relevant legislation underpinning this policy includes:

 We use the definitions set out in the law to describe SEN and disabilities.

  • A child has SEND if they have a learning difficulty or disability which calls for special educational provision to be made for them.
  • A learning difficulty or disability means that a child of compulsory school age has a significantly greater difficulty in learning than the majority of other children of the same age; and/or has a disability which prevents or hinders them from making use of the sort of facilities generally provided for others of the same age.
  • For children aged two or more, special educational provision is educational provision that is additional to or different from that made generally for other children of the same age. For a child under two years of age, special educational provision means educational provision of any kind.
  • A child under compulsory school age has SEND if he or she is likely to have a learning difficulty or disability when they reach compulsory school age or would do so if special educational provision was not made for them.

 

  • A disability is defined in the Equality Act 2010 as ‘a physical or mental impairment which has a long-term and substantial adverse effect on their ability to carry out normal day-to-day activities’. ‘Long-term’ is defined as ‘a year or more’ and ‘substantial’ is defined as ‘more than minor or trivial’. This definition includes sensory impairments such as those affecting sight or hearing, and long-term health conditions such as asthma, diabetes, epilepsy, and cancer. Children with such conditions do not necessarily have SEN, but there is a significant overlap between disabled children and those with SEN. Where a disabled child requires special educational provision they are also be covered by the SEN definition.

Aims
The nursery has regard to the statutory guidance set out in the Special Educational Needs and Disability Code of Practice: 0 to 25 years (2014). We have clear arrangements in place to support children with SEN and disabilities. We aim to:  

  • Recognise each child’s individual needs through gathering information from parents and others involved with the child on admission and through our procedures for observation and assessment
  • Ensure all staff understand their responsibilities to children with SEN and disabilities and have regard to the guidance given in the Special Educational Needs and Disability Code of Practice 2014
  • Plan, provide or help parents to obtain any additional help or support for any needs not being met by the universal service provided by the nursery
  • Include all children and their families in our provision, making reasonable adjustments where needed
  • Provide well-informed and suitably trained practitioners to help support parents and children with special educational  needs and/or disabilities
  • Identify any emerging concerns that might suggest a child has special educational needs and/or disabilities at the earliest opportunity and plan for those needs through a range of strategies
  • Share any information received and assessments made by the nursery with parents and support parents in seeking any help they or the child may need
  • Seek any additional help needed including requesting an Education, Health and Care (EHC) Needs Assessment where the nursery’s own actions are not helping the child to make progress 
  • Work in partnership with parents and other agencies in order to meet the individual children's needs, including health services and the local authority, and seek advice, support and training where required
  • Monitor and review our practice and provision and, if necessary, make adjustments and seek specialist equipment and services if needed
  • Ensure that all children are treated as individuals/equals and are encouraged to take part in every aspect of the nursery day according to their individual needs and abilities
  • Ensure that gifted and talented children who learn more quickly are also supported
  • Encourage children to value and respect others
  • Challenge inappropriate attitudes and practices
  • Promote positive images and role models during play experiences of those with additional needs wherever possible
  • Celebrate diversity in all aspects of play and learning

We will:

  • Develop and maintain a core team of staff who are experienced in the care of children with additional needs. Staff will be provided with specific training to help them make any special educational provision needed and meet the requirements of the Special Educational Needs and Disability Code of Practice 2014
  • Identify a member of staff to be our Special Educational Needs Co-ordinator (SENCO) and share their name with parents (see below for an explanation of their role)
  • Provide a statement showing how we provide for children with learning difficulties and/or disabilities and share this with staff, parents and other professionals
  • Ensure that the provision for children with learning difficulties and/or disabilities is the responsibility of all members of staff in the nursery
  • Ensure that our inclusive admissions practice includes equality of access and opportunity
  • Ensure that our physical environment is, as far as possible, suitable for children and adults with disabilities
  • Work closely with parents to create and maintain a positive partnership which supports their child(ren)
  • Provide differentiated activities to meet all individual needs and abilities to give a broad and balanced early learning environment for all children including those with learning difficulties and/or disabilities
  • Ensure that parents are consulted with and kept informed at all stages of the assessment, planning, provision and review of their child's care and education, including seeking any specialist advice
  • Ensure that children’s views are sought and listened to
  • Use a graduated approach (see explanation below) to identifying, assessing and responding to children who have emerging difficulties, suggesting they may have special educational needs or a disability that requires a different approach
  • When planning interventions and support, agree the outcomes and the expected impact on progress and a date for review
  • Hold review meetings with parents at the agreed times and agree any changes or adjustments to support
  • Seek any further advice or support needed including multi-agency approaches, Early Support and requesting an Education, Health and Care (EHC) Needs Assessment where the nursery’s own actions are not helping the child make progress 
  • Liaise with other professionals involved with children with learning difficulties and/or disabilities and their families, including transfer arrangements to other settings and schools. We work closely with the next school or care setting and meet with them to discuss the child’s needs to ensure information exchange and continuity of care
  • Provide parents with information on sources of independent advice and support
  • Keep records of the assessment, planning, provision and review for children with learning difficulties and/or disabilities
  • Provide resources, in so far as we can (human and financial), to implement our SEN/disability policy
  • Ensure the privacy of children with learning difficulties and/or disabilities when intimate care is being provided
  • Provide in-service training for practitioners and volunteers
  • Raise awareness of any specialism the setting has to offer, e.g. Makaton trained staff
  • Ensure the effectiveness of our SEN/disability provision by collecting information from a range of sources e.g. assessment information, targeted plans and outcomes, staff and management meetings, parental and external agencies’ views, inspections and complaints. This information is collated, evaluated and reviewed annually
  • Provide a complaints procedure and make available to all parents in a format that meets their needs e.g. braille, audio, large print, additional languages
  • Monitor and review our policy annually.

The role of the Special Education Needs Co-ordinator (SENCO)
The role of the SENCO is to provide a lead for staff in relation to SEN and disabilities and to make sure procedures are followed, appropriate records kept and parents are involved.  The child’s practitioner (key person) will normally remain responsible for working with the child on a daily basis and for planning and delivering an individualised programme. The particular responsibilities of our SENCO are:

  • ensuring all practitioners in the setting understand their responsibilities to children with SEN and the setting’s approach to identifying and meeting SEN
  • advising and supporting colleagues
  • ensuring parents are closely involved throughout and that their insights inform action taken by the setting
  • liaising with professionals or agencies beyond the setting.

Our nursery SENCO is Kelly Littlechild..
Graduated approach
In line with requirements of the Special Educational Needs and Disability Code of Practice, we take a graduated approach to working with children with emerging concerns and their families. This approach includes:

  • An analysis of the child’s needs including whether we should seek more specialist help from health, social services or other agencies
  • An agreement about the interventions and support needed and the expected impact on progress and a date for review
  • Implementation of the interventions or programmes agreed, including assessing the child’s response to the action taken
  • A review of the effectiveness of the support and its impact on the child’s progress by the key person, SENCO, the child’s parent(s) and the views of the child, including any agreed changes to outcomes and support
  • Revisiting this cycle of action in increasing detail and frequency including seeking further specialist help to secure good progress until the SENCO, key person, the child’s parent(s) and any other professionals involved agree intervention is no longer needed or decide to request an education, health and care needs assessment (see below).

Education, Health and Care (EHC) Needs Assessment and Plan
If the help given through the nursery’s graduated approach is not sufficient to enable the child to make satisfactory progress, we may request, in consultation with the parents and any external agencies already involved, an assessment of the child’s needs by the local authority. This is called an Education, Health and Care (EHC) assessment. The assessment will decide whether a child needs an EHC assessment plan. This plan sets out in detail the education, health and social care support that is to be provided to a child who has SEN or a disability. The local authority will consult with parents and let them know the outcome of the assessment.
Early help assessment
If we believe a child and their family would benefit from support from more than one agency, for example where a child may have difficulties linked to poor housing or difficult domestic circumstances, we may request or carry out an inter-agency assessment to get early help for the family. This early help assessment aims to  ensure that early help services are co-ordinated and not delivered in a disjointed way.
In our nursery we use the [Insert name of process used in your local authority such as the Common Assessment Framework (CAF)]  

Early Support
Where children have disabilities we may seek additional help and resources through the Early Support Programme which co-ordinates health, education and social care support for the parents and carers of disabled children from birth to adulthood. There is more information on the Council for Disabled Children website: http://councilfordisabledchildren.org.uk/earlysupport

Local Offer
The purpose of the local offer is to improve choice for families by providing information about services available for young children who have special educational needs and/or disabilities (SEND).
All Early Years settings in Essex are expected to identify and support children with special educational needs to make the best possible progress. Early Years settings are supported to be as inclusive as possible by the LA so that the needs of young children with SEND are met. Our Local offer can be read following the  link : http://www.essexlocaloffer.org.uk or on the Nursery website.

Students

The nursery is committed to sharing best practice with those wishing to pursue a career in childcare. Therefore, students will be welcome to join our staff and gain work experience within our nursery.  We welcome the chance to encourage training. We accept student placements and recognise this as an opportunity to examine and revise our own practice. We will only have one student in each room at a time as we feel this benefits the student and reduces unnecessary pressure on staff members.  We do, however, accept small groups or occasional placements when research or studies are being carried out that will be of benefit to childcare.
Students are expected to be associated with a recognised child related course, or on occasions, pupils from local secondary schools on work experience. Placements will be offered after discussions with the appropriate tutors, and close links have been established with the college or school. 
Students will attend a pre-visit to the nursery for an interview, followed by their student induction and nursery tour. At this time students will have the opportunity to read and discuss relevant health and safety policies, receive a copy of the Student Handbook which includes their hours, dress code, nursery telephone number and important policies and procedures such as confidentiality, Health and Safety, Manual handling and what to do in a fire drill.  They will also have to sign their contract in readiness for their first day:
• students will be supervised at all times by a member of staff assigned to them and will not be left alone with the children
• we require students to keep to our confidentiality policy
• it is expected that during the student’s placement, their tutor will visit the nursery or have verbal communication with the student co-ordinator to receive feedback about the student’s progression from the manager and the students mentor
• students will be offered support and guidance throughout their placement and offered constructive honest feedback in respect of their performance. Staff will respect individual students’ needs and abilities and will aid their development
• an accurate evaluation of ability and performance for both students and training providers will be provided and the nursery will support students who are experiencing difficulties with action plans if needed
• to maintain parent partnerships, parents will be informed of when students are present in the nursery by way of the parent notice board. Wherever possible this will be accompanied by a recent photograph of the student.
All students on placement must adhere to the same codes of conduct as permanent staff and this also applies to time-keeping and dress codes. Confidentiality must be upheld at all times. Students are attached to a senior member of staff (their mentor), who supervises their work and will explain the safety and fire requirements. All students are encouraged to contribute fully to the nursery routine and to spend some time in each area. Students must not be left alone with children and they should only be allowed to change nappies when supervised.

Arrivals & Departures

It is the policy of the nursery to give a warm welcome to each child on their arrival.
Parents/carers are requested to pass the care of their child to a specific member of staff who will ensure his/her safety, and that their attendance is recorded in the register (this is usually done by a child’s key person, but depends in staffing).
The staff member receiving the child immediately records his/her arrival in the daily attendance register. Any specific information provided by the parents should be recorded.
If the parent requests the child to be given medicine during the day the staff member must ensure that the medicine consent procedure is followed.
If the child is not to be collected by the parent/carer at the end of the session, an agreed procedure must be followed to identify the nominated adult.
The planned departure of the child should be anticipated by the key person in the group.
All medicines should be recovered from the medicine box/fridge only when the
parent/carer has arrived and should be handed to him/her personally.
No child should be handed over to anyone other than the known parent/carer unless an agreement has been made at the time of arrival. On departure, the child register must be immediately marked to show that the child has left the premises.
For arrivals and departures of visitors the appropriate records must be completed on entry and exit e.g. in the visitors book.

Staff Development & Training

The nursery highly values its staff. It is in the interests of the nursery, the children, families, and the individual, that each staff member be given the opportunity to develop their skills to their maximum and to broaden their knowledge and skills in caring for children.
Personal and professional development is essential to maintaining the quality and delivery of high quality care and education for young children in early years. It underpins all aspects of curriculum delivery and positive interactions. At ABC Nursery and Pre-school  we ensure that 75% of staff are qualified to Level 3 or equivalent in childcare and education. Other staff working at the nursery will either be qualified to Level 2 or undertaking training or have a wealth of child care experience. We strongly promote constant professional development and all staff have individual training records and training plans to enhance their skills and expertise.
To facilitate the development of staff we:
• coach, lead and role model with staff, and offer encouragement and support to achieve a high level of morale and motivation
• promote teamwork through ongoing communication, involvement and a no blame culture to enhance nursery practice
• provide opportunities for delegation based on skills and expertise to offer
recognition and stimulate staff
• encourage staff to contribute ideas for change within the nursery and hold regular staff meetings and team meetings to develop these ideas. Regular meetings are also held to discuss strategy, policy and curriculum planning
• encourage staff to further their experience and knowledge by attending relevant external training courses
• encourage staff to pass on their knowledge to those who are less experienced and disseminate knowledge from external training to small groups of staff within the nursery
• provide regular in-house training relevant to the needs of the nursery
• carry out regular tri monthly supervisions with all staff. Staff appraisals are carried out every year ad reviewed 6monthly where objectives and action plans for staff are set out, whilst also sourcing training according to their individual needs
• develop a training plan addressing both qualifications and continuous
professional development needs of the setting and of individual staff
• promote a positive learning culture within the setting
• delegate responsibilities according to an individual’s expertise
• offer annual team building training
• cascade information and hold regular internal training events
• carry out training needs analysis for all individual staff, the team as a whole, and for the nursery every six months
• carry out full evaluations of all training events and use these to evaluate the
training against the aims set to enable the development of future training
programmes to improve effectiveness and staff learning
• provide inductions to welcome all new staff and assign a ‘work-buddy’ to coach and support new staff
• offer ongoing support and guidance
• offer to staff varied information sources including membership to local and
national organisations, resources, publications and literature.

Confidentiality

The nursery’s work with children and their families will bring us into contact with confidential information. It is a legal requirement on the nursery to hold information about the children and families using the nursery and the staff working at the nursery. This information is used for registers, invoices and for emergency contacts. However all records will be stored in a locked cabinet in line with data protection registration.
It is our intention to respect the privacy of children and their families and we will do so by:
• storing confidential records in a locked filing cabinet
• ensuring that all staff are aware that this information is confidential and only for use within the nursery
• ensuring that parents have access to files and records of their own children but not to those of any other child
• gaining parental permission for any information to be used other than for the
above reasons
• the staff, through their close relationship with both the children and their parents, may learn more about the families using the nursery. All staff are aware that this information is confidential and only for use within the nursery setting. If any of this information is requested for whatever reason, the parent’s permission will always be sought. Staff do not discuss personal information given by parents with other members of staff, except where it affects planning for the child's needs. Staff induction includes an awareness of the importance of confidentiality in the role of the key person. Students on placement in the nursery are advised of our confidentiality policy and required to respect it
• issues concerning the employment of staff remains confidential to the people
directly involved with making personnel decisions
• any concerns/evidence relating to a child's personal safety are kept in a secure, confidential file and are shared with as few people as possible on a "need-to know" basis. If, however, a child is considered at risk, our child protection policy will override confidentiality.
All the undertakings above are subject to the paramount commitment of the nursery, which is to the safety and well being of the child.

Dealing with Racial Harassment

We have the duty to create and implement strategies in the nursery to prevent and address racism. Such strategies include:
• that the nursery records all racist incidents
• that all recorded incidents are reported to the children’s parents/carers, and when appropriate to the registering authority.
Parents have a right to know when racism occurs and what actions the nursery will take to tackle it.
In the Race Relations Act 1976 Section 71 there is a statement of the duty to ‘promote harmony and good relations’ between different groups in society. We have a statutory responsibility to monitor, review and eliminate racial discrimination.
Definition of racial harassment
‘Violence which may be verbal or physical and which includes attacks on property and people because of their race, nationality, ethnic origins – when the victim believes that the perpetrator was acting on racial grounds and/or there is evidence of racism’ – (Commission for Racial Equality).
Incidents may involve a small or large number of persons, they may vary in their degree of offence and may not even recognise the incident has racial implications; or at the other extreme their behaviour may be quite deliberate and blatant.
Examples of racial harassment:
• physical assault against a person or group of people
• derogatory name calling, insults and racial jokes
• racist graffiti and other written insults
• provocative behaviour such as wearing racist badges and insignia and the
distribution of racist literature
• threats against a person or group of people because of their colour or race
• discriminatory comment including ridicule made in the course of discussions in class or elsewhere
• patronising words or actions.
Procedure
1. all staff in the nursery should be constantly aware and alert of any racial
harassment taking place
2. they must intervene firmly and quickly to prevent all forms of racial harassment.  Any allegation should be taken seriously and reported to the nursery manager
3. each incident should be investigated and recorded in detail as accurately as possible. This record should be available for inspection by staff, inspectors and parents where appropriate, on request
4. the nursery manager is responsible for ensuring that incidents are handled
appropriately and sensitively and entered in the record book. Any pattern of
behaviour should be indicated. Perpetrator/victim’s initials may be used in the
record book as information on individuals is confidential to the nursery
5. where an allegation is substantiated following an investigation, the parents of the child/ren who are perpetrators and victims should be informed of the incident and of the outcome
6. continued racial harassment may lead to exclusion but such steps should only be taken when other strategies have failed to modify behaviour
7. adults found to be perpetrators must be reported immediately to the manager.
Racial harassment needs to be recorded to ensure that:
• strategies are developed to prevent future incidents
• patterns of behaviour are identified
• persistent offenders are identified
• effectiveness of nursery policies are monitored
• a secure information base is provided to enable the nursery to respond to
comments about racial incidents.
Nursery staff
All staff should be alert and seek to overcome any ignorant or offensive behaviour based on fear or dislike of racial distinctions that pupils or adults may express in nursery.
An atmosphere must be created where the victims of any form of racial harassment have confidence to report such behaviour, and that subsequently they feel positively supported by the staff of the nursery.
It is incumbent upon all members of staff to ensure that they do not express any views or comments that are racist. Nor must staff appear to endorse such views by failing to counter behaviour, which is prejudicial in a direct manner. A sensitive and informed approach must be used to counter any racial harassment perpetrated out of ignorance. When a member of staff violates this nursery code of practice he/she will be counselled by the nursery manager. It will be explained to them why the behaviour is unacceptable and what steps will be taken to remedy the situation.
At this stage it will be made clear that the content of the discussion will not be used as evidence in further disciplinary action. A repetition of such behaviour will lead to a formal verbal warning at which point the member of staff will be advised of their right to have a witness present. From this point, the normal disciplinary codes of practice for employees of the nursery will come into effect.

Health & Safety

General statement of policy
Our policy is to provide and maintain safe and healthy working conditions, equipment and systems of work for all our employees, and to provide such information, training and supervision as they need for this purpose. We wish to develop and promote a strong health and safety culture within the nursery for the benefit of all staff, children and parents. We also accept our responsibility for the health and safety of other people who may be affected by our activities.
The allocation of duties for safety matters and the particular arrangements which we will make to implement the policy are set out within this policy and sufficient resources will be made available to honour our commitment.
The policy will be kept up to date, particularly as the business changes in nature and size, and will be revised annually, or as and when necessary. We therefore welcome any useful comments from members of staff, parents and visitors regarding this policy.
Aims and objectives
The aim of this policy statement is to ensure that all reasonably practical steps are taken to ensure the health, safety and welfare of all persons using the premises. To achieve this we will actively work towards the following objectives:
• establish and maintain a safe and healthy environment throughout the nursery
• establish and maintain safe working procedures amongst staff and children
• make arrangements for ensuring safety and the absence of risks to health in
connection with the use, handling, storage and transport of articles and
substances
• ensure the provision of sufficient information, instruction and supervision to
enable all people working in or using the nursery, to avoid hazards and contribute positively to their own health and safety at work, and to ensure that they have access to health and safety training as and when provided
• maintain a healthy and safe place of work and safe entry and exit from it
• formulate effective procedures for use in case of fire and other emergencies and for evacuating the nursery premises
• follow the regulations of the Health & Safety at Work Act 1974 and any other relevant legislation.We believe the risks in the nursery environment to be low but to maintain the maximum protection for children, staff and parents/carers we consider it necessary to:
• ensure the highest entrances and exits from the building, including fire exits
remain clear at all times
• regularly check the premises room by room for structural defects, worn fixtures and fittings or electrical equipment, and take the necessary remedial action
• ensure that all staff are aware of the fire procedures and regular fire drills are
carried out
• ensure that all members of staff are aware of the procedures in case of accidents
• ensure that all members of staff take all reasonable action to control the spread of infectious diseases and that they wear protective gloves and clothes where appropriate
• prohibit smoking on the premises
• prohibit any contractor working on the premises without prior discussion with the officer in charge to negate any risks to the staff or children
• no inappropriate jewellery to be worn. One pair of stud earrings and
wedding/engagement rings are acceptable
• dress code is smart and practical with sensible shoes. No nail varnish and all long hair must be tied back at all times
• no running inside the premises
• all electrical sockets should be protected by safety plugs, and there should be no trailing wires
• all cleaning materials/toilet cleaner to be placed out of the reach of children
• protective clothing should be worn when serving food
• prohibit certain foods e.g. peanuts are not allowed in the nursery
• telephone calls must be received before 8am if a member of staff is not well
enough to attend work
• all staff should familiarise themselves with the First Aid boxes and know who the appointed First Aider is Danielle Keys
• children must be supervised at all times
• no student should be left unsupervised at any time.
Responsibilities
Responsibility for Health and Safety in the nursery is that of Ioana Gherghi.
The manager has overall and final responsibility for this policy being carried out at: ABC Nursery and Pre-school, Stondon Road, Hallsford Bridge, Ongar, Essex, CM5 9RG.
The deputy nursery manager will be responsible in her absence.
All employees have the responsibility to co-operate with senior staff and the manager to achieve a healthy and safe workplace and to take reasonable care of themselves and others. Neglect of health and safety regulations will be regarded as a disciplinary matter.
Whenever a member of staff notices a health or safety problem, which they are not able to put right, they must immediately report to the appropriate person named above.
Daily contact, monthly staff/planning meetings and health and safety meetings provide consultation between management and employees.
Other health and safety areas are managed by:
• safety training
• safety inspections
• investigating accidents
• monitoring the maintenance of equipment
• risk assessments 

 

General fire safety

The deputy has overall responsibility for the fire drill and evacuation procedures.
These should be carried out and recorded for each group of children every three months.

Who checks

How often

Location

Escape route/fire exit

Ioana Gherghi

Every day – make sure all fire exits are kept clear

All doors which provide exit to the outdoors

Fire extinguishers & blankets

MTS Fire Protection Ltd

Once a year

Throughout the whole nursery

Smoke/heat alarms

TPG Services            Self check and professional check if alarm test is faulty  
                                                                        

Fire alarms

Fire doors closed and in good repair

Self check

Registration
An accurate record of all staff and children present in the building must be kept at all times and children/staff must be marked in and out on arrival and departure. An accurate record of visitors must be kept in the Visitor’s Book. These records must be taken out along with the Register in the event of a fire.
No smoking policy
Children’s health and wellbeing is of utmost importance for the children in our care.  Smoking has proved to be a health risk and in accordance with childcare legislation, the nursery operates a strict no smoking policy within its buildings and grounds. Parents are respectfully requested to abstain from smoking whilst on the premises. This rule also applies to staff, students, carers and visitors etc. Staff accompanying children outside the nursery are not permitted to smoke e.g. whilst on an outing.
We respect it is personal choice to smoke, although the nursery supports healthy lifestyles and therefore will help staff and parents to stop smoking by:
• providing fact sheets and leaflets
• providing information of local help groups
• NHS quit smoking helpline/ website: www.gosmokefree.co.uk
• offering information regarding products available to help stop smoking
• offering in house support.

Fire drill procedure

On discovering a fire
1. CALMLY raise the alarm by blowing the whistle/ringing the bell
2. immediately evacuate the building under guidance from the manager
3. check all rooms, toilets, corners, etc
4. using the nearest exit lead the children out, assemble in the field by the fence or out the front of the nursery by the fence
5. close all doors behind you.
The manager is to:
1. pick up the children’s register and visitor book
2. telephone emergency services: dial 999 and ask for the fire service
3. in a safe place clear of the building - check the children against the register
4. Account for all adults.
• Do not try to collect personal belongings on evacuating the building
• Do not attempt to go back in and fight the fire
• Do not attempt to go back in if any children or adults are not accounted for
• Advise the fire services of anyone missing.

Accidents

Location of accident files are in the children’s personal files in the filing cabinet.
• the person responsible for reporting accidents, incidents or near misses is the member of staff who witnesses the incident. They must record it in the Accident File and report it to the manager. This should be done as soon as the accident is dealt with, while the details are still clearly remembered. The parents must be shown the Accident Report and asked to sign it as soon as they collect their child
• the nursery manager must report serious accidents to the registered person for investigation for further action to be taken (i.e. a full risk assessment or report under Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR))
• when the Accident File is full it will be kept for at least 21 years and 3 months
• where medical attention is required a senior member of staff should notify the parent as soon as possible whilst caring for the child appropriately
• where medical treatment is required you should also inform the insurance
company in writing
• report to Ofsted where necessary, normally when medical attention is required.

First aid

The first aid boxes are located in nappy changing area in baby room and in the bathroom of the 2-5’s unit.
Emergency first aid procedures are kept in the first aid boxes.  There is also a poster in the bathroom of the 2-5’s unit.
The appointed person responsible for first aid is Kathryn Upson

 

Trained qualified first aiders are all paediatric first aid trained:

  • Ioana Gherghi
  • Laura Green
  • Kim Bennett
  • Susan Bennett
  • Jo Miller
  • Kelly Littlechild
  • Kathyn Upson

Medication Policy      

Administration of Medicine Policy 
Statement 
ABC Nursery places the child's well-being at the very core of the ethos of the setting.  Staff are first aid trained but it is not a compulsory part of their job to administer medicine, and we respect the agreement and decision made by each individual member of staff.  There will, however, always be staff willing to administer medicine on site, and for any clarification of this matter please check with the Manager. 
Procedure 
Aim 
It is our aim to safeguard and maintain the well-being of all children within the Nursery and the staff who look after them.  ABC Nursery works in partnership with parents and information sharing in this area is vital so that staff respect and are aware of cultural, ethical or religious reasons which may relate directly to the administration of medicine.
Method 
The following procedure must be adhered to by parents and staff for the health and well-being of all children in the administration of medicine:

  1. For prescribed medicine, including antibiotics, it is the policy of the Nursery to exclude children for 48 hours. However in exception cases this policy can be overwritten where the Doctor confirms in writing that the sickness is not infectious and transmissible to other children.  In addition, the Nursery requires written consent in advance from parents which clearly shows the date, dosage and expiry date.  The label must have the name of the child on it.  If the medicine has not been prescribed for the child, ABC Nursery will not administer it.
  2. ABC Nursery requests that all medicines which are non-prescriptive, such as Calpol, are accompanied by a form which is signed by the parent.  The form indicates when the child last had the medicine, and the dosage and frequency required.  As the medicine is non-prescribed, parents will sign a disclaimer to say that they are happy for staff to administer the medicine without having first sought medical consultation.
  3. The staff will administer non-prescribed medication for a maximum of 3 days, after which time they will no longer be able to continue giving the medication.  At any time during the 3 days, if the staff deem that the child's health has deteriorated or they have concerns for his/her health, the parent will receive a telephone call to collect the child (or make arrangements for the child to be collected by another named person).
  4. Written permission is required for emergency treatment of chronic illnesses, such as asthma where inhalers may need to be given on a long-term basis.
  5. Staff will sign a consent form to say they are willing to administer medicine.  The Nursery Manager will make parents aware of any changes in information.
  6. In an emergency situation, an ambulance will be called for and parents informed immediately.

Monitoring 
The Nursery Manager will monitor staff to ensure the procedures are being carried out, and that they are clear to all.  
Injections,  pessaries, suppositories
As the administration of injections, pessaries and suppositories represents intrusive nursing, they should not be administered by any member of staff. (If this causes a problem in providing appropriate care of a child, please consult Ofsted.

Immunisation policy

We recognise, where possible, that children are vaccinated in accordance with their age. If children are not vaccinated, it is the responsibility of the parents to inform the nursery to ensure that children/staff/parents are not exposed to any unnecessary risks of any sort. The nursery manager must be aware of any children who are not vaccinated within the nursery in accordance with their age.
Information regarding immunisations should be recorded on children’s registration documents and updated as and when necessary.
Staff vaccinations policy
It is the responsibility of all staff to ensure they keep up to date with their vaccinations for:
Tetanus          Tuberculosis              Rubella           Hepatitis         Polio
If a member of staff is unsure as to whether they are up to date, then we recommend that they visit their GP or practice nurse for their own good health.
Emergency information
Emergency information should be kept for every child and should be updated every six months with regular reminders to parents in newsletters, at parents’ evenings and a reminder notice on the Parent Information Board.

Sickness/illness Policy

Children should not be left at nursery if they are unwell. Should a child have an infectious disease, such as an eye/ear infection or sickness and diarrhoea, they should not return to nursery until they have been clear for at least 48 hours. It is vital that we follow the advice given to us by our registering authority and exclude such children until they are well, to protect the other children in the nursery. Illnesses of this nature are very contagious and it is exceedingly unfair to expose other children to the risk of an infection.  If a child is unwell then they prefer it be at home with their parents rather than at nursery with their peers.
We are unable to administer any medication, including liquid paracetamol or similar, without written consent from the parent/carer. For ongoing medication we will accept a covering letter, but a medication form will also be completed monthly to ensure that information is accurate and up to date. If a child is left at nursery when they have a temperature and needs liquid paracetamol administered we can only give one dose of this, if more is required we request that the child is collected from nursery.  We can only accept a written statement from the child’s doctor to administer liquid paracetamol or similar when needed, if there is a history of a medical condition such as Febrile convulsions/fits within the family.
This has been an area of some confusion for parents, who are unaware of the seriousness with which our insurance company treats this matter. We will invalidate our public liability insurance if we administer liquid paracetamol or any other medication without written consent. We would ask all parents to adhere to the policy of the nursery in this matter and to seek clarification if they are unsure.
If a child requires antibiotics, we will administer them after the first 48 hours of the course. A medication form however must be completed. It is important that children are not subjected to the rigours of the nursery day, which requires socialising with other children and being part of a group setting, when they have first become ill and require an antibiotic. Our policy, therefore, is to exclude children on antibiotics for the first 48 hours of the course. A medication form must also be completed for nappy rash cream and
liquid paracetamol, which must be clearly labelled with your child’s name and date. It must be given to a member of staff and not left in the child’s bag. This is a vital safety issue and we trust parents/carers will co-operate with this policy.
The nursery has the right to refuse admission to a child who is unwell. If your child becomes ill whilst at nursery, you will be contacted immediately and asked to collect your child as soon as possible.
If your child has a minor accident at nursery, a member of staff or one of our qualified first aiders, if necessary, will deal it with. Details will be recorded on an Accident Report form. You will be asked to sign this form to say you have seen a record of the accident when you collect your child. If the accident/illness is of a serious nature, you or the emergency contact you have given us will be called. If necessary, medical assistance will also be called.
Meningitis procedure
If a parent informs the nursery that their child has meningitis, the nursery manager should contact the Infection Control Nurse for their area. The IC Nurse will give guidance and support in each individual case. If parents do not inform the nursery, we will be contacted directly by the IC Nurse and the appropriate support will be given.
Transporting children to hospital procedure
1. if the sickness/injury is severe, call for an ambulance immediately. DO NOT
attempt to transport the sick/injured child in your own vehicle
2. whilst waiting for the ambulance, contact the parent/guardian and arrange to meet them at the hospital
3. a senior member of staff must accompany the child and collect together
registration forms, relevant medication sheets, medication and the child’s
comforter. A member of the management team must also be informed
immediately
4. remain calm at all times. Children who witness an accident may well be affected by it and may need lots of cuddles and reassurance.

Illness

Exclusion Period

Diarrhoea & Vomiting

48 hours after last episode

Chicken Pox

5 days from onset of spots or until all spots have scabbed over

Mumps

5 days from onset of swollen glands

Scarlet Fever

5 days after commencing antibiotics

Impetigo

Until lesions are crusted or healed

Whooping Cough

5 days from commencing antibiotics

Allergies & allergic reaction policy

• information passed on through parents from the registration form regarding
allergic reactions and allergies must be shared with all staff in the nursery
• the nursery manager must carry out a full Allergy Risk Assessment Procedure with the parent prior to the child starting the nursery. The information must then be shared with all staff
• if a child has an allergic reaction to food, a bee sting, plant etc, a First Aid trained member of staff will administer the appropriate treatment and parents must be informed
• a sick child needs above all its parent/guardian; therefore every effort should be made to contact him/her as soon as possible
• if the allergic reaction is severe a member of staff will summon an ambulance immediately. DO NOT attempt to transport the sick/injured child in your own vehicle
• whilst waiting for the ambulance, contact the parent/guardian and arrange to
meet them at the hospital
• a senior member of staff must accompany the child and collect together
registration forms, relevant medication sheets, medication and child’s comforter
• staff must remain calm at all times; children who witness an allergic
reaction/accident may well be affected by it and may need lots of cuddles and
reassurance.
Personal protective equipment (PPE)
The nursery provides staff with PPE according to the need of the task or activity. Staff must wear PPE to protect themselves and the children during care tasks that involve contact with bodily fluids. PPE is also provided for the handling of chemicals and other tasks. This is chosen according to need and will be regularly reviewed to ensure it is suitable and effective.
Dealing with blood
Always take precautions when cleaning wounds as some conditions such as Hepatitis or the HIV Virus can be transmitted via blood.
Wear disposable gloves and wipe up any blood spillage with disposable cloths, neat Milton or freshly diluted bleach (one part diluted with ten parts water). Such solutions must be carefully disposed of immediately after use.
The nursery will not necessarily be aware if there is a child carrying Hepatitis or is HIV Positive on their register.
Needle puncture and sharps injury
Blood-borne infections may be transmitted to employees who injure themselves with needles, broken glass etc. For this reason, great care must be taken in the collection and disposal of this type of material. For the safety and well being of the employees,
ALL NEEDLES, BROKEN GLASS, ETC, SHOULD BE TREATED AS CONTAMINATED. If a needle is found the local authority must be contacted to deal with its disposal.

Visitors & supervision of visitors

All visitors must sign the Visitor’s Book on arrival and departure. If a visitor is spending a considerable part of the day within the nursery, the manager must point out fire procedures. A member of staff must accompany visitors in the nursery at all times whilst in the building.
The manager is responsible for all students and relief staff receiving information on Health and Safety in the nursery.
Supervision
• whether children are in or out of the building, they must be supervised at all times
• be aware that children can drown in only a few centimetres of water
• special care should be taken when children are using apparatus e.g. climbing frame and when walking down outside steps
• a member of staff must supervise large outdoor play equipment at all times
• when outdoors, staff must be aware of bushes, shrubs and plants
• children must be carefully supervised when using scissors
• if the nursery has hired a bouncy castle for the day then STRICT safety
guidelines should be followed as laid down by the hiring company. A member of staff MUST supervise the children at all times.
Security
• no child should be given into the care of any person we DO NOT know. If in
doubt check the person’s identity by ringing the child’s parent/guardian or the
emergency number. Information must be passed on to all staff and recorded if it specifies whom can/cannot collect a child
• a consent form for a child to be picked up by a person other than his or her
parent/guardian or named emergency contact must be signed in this event.
Photo identification and/or a password are also required where possible
• staff must check the identity of any visitors they do not recognise before allowing them into the main nursery. Visitors to the nursery must be recorded in the visitor book and accompanied by a member of staff at all times whilst in the building
• all external doors must be kept locked at all times and external gates closed. All internal doors and gates must be kept closed to ensure children are not able to wander.

Advice & consultancy

Name

Contact number

Local Health and Safety Inspector

Lindsay Hewitt 01277 321 518

Fire Officer

Geoff Marler 01279 420 841

Fire extinguisher Maintance

MTS Fire Protection Ltd 0208 554 1600

Environmental Health Officer

Lindsay Hewitt 01277 321 506

Pest control

Ian hull 07818 508 800

Medical Health Officer

 

Health and Safety Officer

Lindsay Hewitt 01277 321 518

Health Visitor

Marie Lewis 01277 366 495

Ofsted

0300 123 1231

Health and safety training
Person responsible for training: Ioana Gherghi/Joanne Miller
Special training required for all staff:


Area

Training required

Dealing with blood

In house training on induction

Use of fire extinguisher

In house training on induction

Risk assessment

In house training on induction

Changing of nappies

In house training on induction

Child protection

In house training on induction

Manual handling

In house training on induction

Stress awareness

In house training on induction

First aid

Course

Safety checks

Written checks must be carried out on a daily basis on the premises, indoor and outdoor, and all equipment and resources.
The person responsible for this is the person on earlies, opening up the nursery.All staff should be constantly aware of the nursery environment and monitor safety at all times.
Risk assessments
The nursery carries out written risk assessments annually. These are regularly reviewed and cover potential risks to children, staff and visitors at the nursery. Risk assessments document the hazard, who could be harmed, existing controls, the seriousness of the risk/injury, any further action needed to control the risk, who is responsible for what action, when/how often will the action be undertaken, and how will this be monitored and checked and by Ioana Gherghi.
Electrical equipment


Who checks

How often

Location/Telephone number

Hussain Electricial

Once every 5 years
PAT test once a year - self check with professional assistance where necessary

07984423275

Mains information
Locations of:

  • Water stop tap: Near the front gate, there is a water meter and a stop-cock too.
  • Gas point: No gas in the nursery
  • Fuse box: In hallway of 2-5’s unit, cot area of baby unit, kitchen, hall and staff room
  • Main electricity box: in the hallway of 2-5 unit.

Dangerous substances
All dangerous substances including chemicals MUST be kept in a locked areas or out of children’s reach. Safety Data Sheets (COSHH) must be kept for all substances and the appropriate personal protection taken e.g. gloves, apron and goggles.
Hot drinks and food
Hot drinks should only be consumed in the staff room. No canned drinks or sweet/crisps to be kept or consumed in the nursery rooms.
Transport and outings
The arrangements for transporting and the supervision of children when away from the nursery need to be carefully planned. The nursery has a comprehensive documented policy relating to outings, which incorporates all aspects of health and safety procedures.
Room temperatures 
Staff should be aware of rooms temperatures in the nursery and should ensure that they are suitable at all times and recorded on the appropriate sheet. Staff must always be aware of the dangers of babies and young children being too warm or too cold.
Where fans are being used to cool rooms, GREAT CARE must be taken with regard to their positioning.

Babies and toddlers policy

Care should be taken to ensure that babies/toddlers do not have access to
activities containing small pieces, which could be swallowed or otherwise, injure the child
• potties should be washed and disinfected after every use
• each baby must have his/her own bedding. Cot mattresses must meet safety
standards
• babies under two years should not be given pillows, cot bumpers or any soft
furnishings to prevent risk of suffocation
• all highchairs should be fitted with restraints and used at all times
• babies should never be left propped up with bottles as it is both dangerous and inappropriate
• babies sleeping outside must be supervised at all times (cat/fly nets to be used on prams)
• sleep checks to be completed every 15 minutes. These are to be documented with the time and staff initials on the sleep check form
• staff should not change nappies whilst pregnant.

Sun care policy

The nursery is committed to ensuring that all children are fully protected from the dangers of too much sun. Severe sunburn in childhood can lead to the development of malignant melanoma (the most dangerous type of skin cancer) in later life.
The following guidelines are for the prevention and care of children in the sun:
• children must have a clearly named sun hat
• children must have their own sun block cream named and dated with written
consent for staff to apply
• children need light weight cotton clothing suitable for the sun
• children will not be out in the sun between 11.15am – 2.15pm on hot days
• children will wear a sun hat when outside on sunny days
• children will have sun cream applied before going outside and at frequent
intervals during the day
• children are offered cooled water more frequently throughout the day.
Asian and black skin colouring
• carers of children with this type of skin should be aware that these skin types can be very tolerant to sunshine. However it is important to remember that burning can still occur if living in Britain.

Manual handling policy

As it is not possible to eliminate manual handling altogether, correct handling techniques must be followed to minimise the risks of injury. A variety of injuries may result from poor manual handling and staff must all be aware and adhere to the nursery’s manual handling policy.
Preventing injuries
As with other health and safety issues, the most effective method of prevention is to eliminate the hazard – in this case, to remove the need to carry out hazardous manual handling. For example, it may be possible to re-design the workplace so that items do not need to be moved from one area to another.
Where manual-handling tasks cannot be avoided, they must be assessed as part of the risk assessment. This involves examining the tasks and deciding what the risks associated with them are, and how these can be removed or reduced by adding control measures.
As part of a manual handling assessment the following should be considered:
• the tasks to be carried out
• the load to be moved
• the environment in which handling takes place
• the capability of the individual involved in the manual handling.
A number of factors increase the risk of manual handling injuries, and these should be considered and controlled. The following paragraphs offer a number of suggestions.
Correct lifting procedure
Planning and procedure
• think about the task to be performed and plan the lift
• consider what you will be lifting, where you will put it, how far you are going to move it and how you are going to get there
• never attempt manual handling unless you have read the correct techniques and understood how to use them
• ensure that you are capable of undertaking the task – people with health
problems and pregnant women may be particularly at risk of injury
• assess the size, weight and centre of gravity of the load to make sure that you can maintain a firm grip and see where you are going
• remove any unnecessary packaging, if this will make the task safer
• reduce the size and weight of loads to make handling easier. This could involve suppliers packing items into smaller consignments before delivery or unpacking packages before moving them
• assess whether you can lift the load safely without help. If not, get help or use specialist moving equipment e.g. a trolley. Bear in mind that it may be too
dangerous to attempt to lift some loads
Guidelines for Safe Lifting and Lowering of Loads

• if more than one person is involved, plan the lift first and agree who will lead and give instructions
• plan your route and remove any obstructions. Check for any hazards such as uneven/slippery flooring
• lighting should be adequate
• control harmful loads – for instance, by covering sharp edges or by insulating hot containers or anything electrical or dangerous
• avoid lifting unsafe loads, such as damaged glass or badly packed chemicals
• check whether you need any personal protective equipment (PPE) and obtain the necessary items, if appropriate. Check the equipment before use and check that it fits you
• ensure that you are wearing the correct clothing, avoiding tight clothing and
unsuitable footwear
• consider a resting point before moving a heavy load or carrying something any distance.
Position
• stand in front of the load with your feet apart and your leading leg forward. Your weight should be even over both feet. Position yourself (or turn the load around) so that the heaviest part is next to you. If the load is too far away, move toward it or bring it nearer before starting the lift. Do not twist your body over the load to pick it up.
Lifting
always lift using the correct posture ensuring you are in a stable, balanced position:
• bend the knees slowly but not kneeling, keeping the back straight
• tuck the chin in on the way down
• lean slightly forward if necessary and get a good grip
• keep the shoulders level and in line with your hips, without twisting or turning from the hips
• try to grip with the hands around the base of the load
• bring the load to waist height (centre of gravity) keep head up when bringing up the load, keeping the lift as smooth as possible.
Moving the load
• move the feet to change direction do not twist or turn your body, keeping the load close to the body
• proceed carefully, making sure that you can see where you are going
• lower the load, reversing the procedure for lifting
• avoid crushing fingers or toes as you put the load down
• position and secure the load after putting it down. Make sure that it is rested on a stable base
• report any problems immediately, for example, strains and sprains. Where there are changes, for example to the activity or the load, the task must be reassessed.
The task
• carry loads close to the body, lifting and carrying the load at arm’s length
increases the risk of injury
• avoid awkward movements such as stooping, reaching or twisting
• ensure that the task is well designed and that procedures are followed
• try never to lift from the floor or to above should height. Limit the distances for carrying
• minimise repetitive actions by re-designing and rotating tasks
• ensure that there are adequate rest periods and breaks between tasks
• plan ahead – use teamwork where the load is too heavy for one person and plan your journey.
The environment
• ensure that the surroundings are safe. Flooring should be even and not slippery, lighting should be adequate, and the temperature and humidity should be suitable.  If you are going through a door make sure that it is open before you lift the load and that children are not present if possible or do it at a quieter time in the day
• remove obstructions and ensure that the correct equipment is available.the individual
• never attempt manual handling unless you have been trained and given
permission to do so
• ensure that you are capable of undertaking the task – people with health
problems and pregnant women may be particularly at risk of injury.

Office policy

Staff can help to prevent health problems by:
• sitting comfortably at the correct height with forearms parallel to the surface of the desktop and eyes level with the top of the screen
• maintaining a good posture
• avoiding repetitive and awkward movements by using a copyholder and keeping frequently used items within easy reach
• changing position regularly
• using a good keyboard and mouse technique with wrists straight and not using excessive force
• making sure there are no reflections or glare on screens by carefully positioning them in relation to sources of light
• adjusting the screen controls to prevent eyestrain
• keeping the screen clean
• reporting to their manager any problems associated with use of the equipment
• planning work so that there are breaks away from the workstation.
Seating and posture for typical office tasks:
• good lumbar support
• seat height adjustability
• no excess pressure on underside of thighs and backs of knees
• foot support if needed
• space for postural change, no obstacles under desk
• forearms approximately horizontal
• minimal extensions, flexion or straining of wrists
• screen height and angle should allow for comfortable head position
• space in front of keyboard to support hand/wrists during pauses in typing
• seat back adjustability.

Healthy work place policy

The nursery is committed to providing a workplace, which supports and encourages a healthy staff team through sharing information, training and family friendly issues.
Dress code
Staff must follow dress code at all times.  The dress code is black or navy blue trousers with enclosed footwear not flip flops that protect your feet.  You are required to wear the polo shirts and sweatshirts that are provided for you be the nursery
Staff breaks
It is the responsibility of the nursery manager to ensure that all staff working five hours or more take a break of 15 minutes, 30 minutes or 60 minutes dependant on hours worked and ensuring that ratio’s are maintained. Staff under 18 require a break after 4.5 hours.
Personal hygiene
Staff must follow the personal hygiene code at all times.
Cleaning
The nursery is committed to providing a safe, happy and healthy environment for children to play, grow and learn. Cleanliness is a vital step to ensure this. The nursery will be cleaned every evening and regular checks will be made in the bathrooms – these will be cleaned twice per day. The nappy changing facility will be cleaned after every use. Any mess caused throughout the day will be cleaned up as necessary to ensure that a hygienic environment is provided for the children in our care.
Kitchen
• staff need to be aware of the basic food hygiene standards
• fridge and freezer temperatures must be recorded first thing by the responsible person opening up
• all food to be covered at all times in and out of the fridge
• fridges to be cleaned out weekly
• microwave to be cleaned after each use
• oven to be cleaned out regularly and recorded
• freezers to be cleaned out every three months and recorded
• care must be taken to ensure that food is correctly stored in fridges
• when re-heating food it should be done until over 75°C, checked with the probe thermometer and recorded, then cooled down before serving. Food prepared on the premises must be checked with the probe thermometer before serving
• all opened packets to be dated when opened and placed in an airtight container e.g. baby food, raisins, cereal etc
• blended food should be placed in suitable airtight containers, named and dated
• surfaces to be cleaned with anti-bacterial spray
• only kitchen cloths to be used. These must be washed daily on a hot wash
• windows to be opened as often as possible along with the vents
• all plugs to be pulled out of their sockets at the end of each day and switches
switched off where practicable
• where food/milk is prepared for babies there must be a separate area within the kitchen which is specifically designated for this preparation
• bottles should be labelled with the child’s name and once cool this should be stored in the refrigerator
• bottles and teats should be thoroughly cleaned with hot soapy water and
sterilized after use (they should not be washed in the dishwasher)
• when bottles should only be heated they need to be thoroughly shaked to ensure the temperature is consistent throughout the bottle.  If a bottle is heated by standing it in hot water, this should be done in an area which children do not have access to
• if dummies are used they should be cleaned and sterilized. This also applies to dummies which have been dropped
• sterilizer to be washed out daily
• children must NOT enter the kitchen except for supervised baking activities
• all cupboards to be cleaned out monthly
• doors/gates to the kitchen to be kept closed at all times
• food served but not used immediately should be appropriately covered and
placed in the fridge/freezer within 60 minutes. If this is not followed, food should be discarded immediately.
Nursery
• staff must be aware of general hygiene in the nursery and ensure that high
standards are kept at all times
• regular toy washing rotas must be established in all rooms and recorded. Toys should be washed with sanitising fluid
• floors should be cleaned during the day when necessary. Hoover bags should be changed frequently and mop heads should be washed in a separate wash
• face clothes after every use should be washed on a hot wash
• high chairs must be cleaned thoroughly after each use. Straps and reins must be washed weekly
• all surfaces should be kept clean and clutter free
• each child should have their own cot sheet which should be washed at the end of each week or whenever necessary
• children must always be reminded to wash their hands after using the bathroom and before meals. Staff should always encourage good hygiene standards, for example, not eating food that has fallen on the floor.
Staff rooms
• it is the responsibility of each member of staff to ensure that their staff room is kept clean and tidy
• fridges must be cleaned out weekly
• microwave to be cleaned after each use
• surfaces to be wiped down daily
• all implements used for lunch or break to be washed and tidied away.

Animal policy

Pets
• if a child brings a pet from home to visit the nursery as a planned activity,
parents/guardians of all children who will be in contact or in the same area as the pet must be informed. Written permission must be obtained from
parents/guardians to ensure no child has an allergy. A full documented risk
assessment needs to be completed prior to the visit and risks analysed before
this type of activity is authorised this should include ensuring the pet has had all relevant vaccinations and is child friendly.
• pets should not be allowed near food, dishes, worktops or food preparation areas.  Children should wash their hands with soap and water after handling animals
• when arranging an outing to a farm, staff must all be aware of the farm outing checklist.
Checklist for visits to farms
• a site visit must be made by a senior member of staff before an outing to a farm can be arranged. Check that the farm is well managed, that the grounds and public areas are as clean as possible, and that suitable First Aid arrangements are made. Animals should be prohibited from any outdoor picnic areas
• check that the farm has suitable washing facilities, appropriately signposted, with running water, soap and disposable towels or hot air hand dryers. Any portable water taps should be appropriately designed in a suitable area
• ensure that there is an adequate number of adults to supervise the children,
taking into account the age and stage of development of the children
• explain to the children that they cannot be allowed to eat or drink anything,
including crisps and sweets while touring the farm because of the risk of infection
• ensure suitable precautions are in place where appropriate e.g. in restricted
areas such as near slurry pits or where animals are isolated. During the visits
• if children are in contact with, or feeding animals, warn them not to place their faces against the animals or put their hands in their own mouths afterwards, and explain why
• after contact with animals and particularly before eating and drinking, ensure all children wash and dry their hands thoroughly. If young children are in the group, hand washing will need to be supervised.  Always explain why the children need to do this.
• meals, breaks or snacks should be taken well away from the areas where
animals are kept and children should be warned not to eat anything which has
fallen on the ground. Any crops produced on the farm should be thoroughly
washed in portable water before consumption
• ensure children do not consume unpasteurised produce, e.g. milk or cheese, or taste animal foodstuffs, such as silage and concentrates
• manure or slurry presents a particular risk of infection and children should be
warned against touching it. If they do touch it, ensure that they thoroughly wash and dry their hands immediately
• ensure all children wash their hands thoroughly before departure
• ensure footwear is as free as possible from faecal materials.

Waste management policy

The nursery monitors closely the management of waste and disposes of it in accordance with local authority requirements. Staff are made aware of the need to minimise energy waste and the nursery uses appropriate measures to save energy, such as energy saving lighting etc. The nursery recycles paper waste at paper banks and ensures that where possible other sources of waste are recycled to reduce the effect on the environment. This policy is reviewed annually and is carefully considered in the best interests of the children, nursery and the environment.

Special consideration for employees

We recognise that certain employees such as young persons, new and expectant mothers and persons with a disability require special consideration under The Management of Health and Safety at Work Regulations 1992. The Health and Safety Policy should have regard to such persons both at the commencement of employment and during the course of it. The following procedure is therefore set down to achieve this aim.
Procedure
Any employee requiring special consideration will be assessed by the nursery manager on induction to the nursery or when their condition or disablement comes to light. The risk assessments relating to the occupation of such workers will be considered at these times and special measures such as training and supervision, arrangements, modifications, and medical surveillance if necessary will be agreed upon with the
worker.
Further assessments and reviews will be carried out at appropriate intervals.

Late collection & non-collection

For Later collection fees please see Admissions and Nursery fees section 5 above
Non collection:
• all parents agree an approximate arrival time at the nursery and are informed of procedures on what to do if they expect to be late
• in the instance of a child not being collected from the nursery after a
reasonable amount of time 10minutes has been allowed for lateness, the following procedure will be initiated by staff:

  • inform the nursery manager if a child has not been collected
  • the manager will check for any information regarding changes to
    normal routines, parents work patterns or general information. If there
    is no information recorded, the parents/carers will be contacted on the
    numbers provided for their home or work. If this fails the emergency
    contacts will then be contacted as per the child’s records
  • the manager/staff member on duty in charge and one other member of
    staff must stay behind with the child (if it falls outside normal operating
    hours). During normal operating times, staff ratios must be met and
    planned for accordingly
  • if the parents/carers still have not collected the child, the manager will
    telephone all contact numbers available every 10 minutes until contact
    is made. These calls need to be logged on the full incident record
  • in the event of no contact being made after one hour has lapsed, the
    person in charge will ring the Social Services Emergency Duty Team
    0845 6037 634 and Ofsted 0300 123 1231 to advise them of the situation
  • the two members of staff will remain in the building until suitable
    arrangements have been made for the collection of the child. The
    child’s welfare and needs will be met at all times.

Visits & outings

As part of our curriculum the children at the nursery undertake a range of local outings including walks, visits, etc, off the premises and permission will be sought for your child to be included in such outings. Outings and visits are planned to complement and enhance learning opportunity and extend play opportunities for the children. These will be carefully planned and the following guidelines will be followed on all outings from the nursery, however local or frequent they may occur.
• written permission will always be obtained from parents before taking children on trips
• appropriate staffing levels for outings depend on how the safety and the individual needs of the children can be assured
• a travel first aid box will always be taken on all outings along with any special medication or equipment required
• a completed Trip Register and parent/staff contact numbers will be taken on all outings
• regular headcounts will be carried out throughout the outing. Timing of
headcounts will be discussed in full with the nursery manager or out of school coordinator prior to the outing
• a senior member of staff will always carry out a risk assessment identifying any potential hazards on the journey or at the location prior to the outing.
• all staff will be easily recognisable by other members of the group; they will wear the nursery uniform. Children will be easily identified by staff when on a trip by use of a sticker system. The nursery name, number and mobile number will be displayed
• at least one qualified first aider will always be a member of the group
• a mobile phone will be taken as a means of emergency contact
• in the event of an accident, staff will assess the situation, if required, the group will return to nursery immediately and parents will be contacted to collect their child. In the event of a serious accident an ambulance will be called at the scene, as well as parents being contacted. One member of staff will accompany the child to the hospital, and the rest of the group will return to the nursery
• a pre-visit checklist and risk assessment will always be carried out before the outing. It is recommended that the venue be visited prior to your trip. This will ensure that the chosen venue is appropriate for the age, stage and development of the children.
A full risk assessment and outing plan will be carried out for each outing and 
this will be displayed for parents to access. This plan will include details of:
• the name of the designated person in charge - the outing leader
• the name of the place where the visit will take place
• the estimated time of departure and arrival
• the number of children, age range of children, the ratio of staff to children,
children’s individual needs and the group size
• the equipment needed for the trip i.e. coats, safety reins, pushchairs, rucksack, packed lunch, etc.
• staff contact numbers
• method of transportation and travel arrangements (including the route)
• financial arrangements
• emergency procedures
• the name of the designated first aider and the first aid provision
• links to the curriculcum
Use of vehicles for outings
All staff members shall inform parents in advance of any visits or outings involving the transportation of children away from the nursery.
The arrangements for transporting children will always be carefully planned and where necessary additional people will be recruited to ensure the safety of the children. This is particularly important where children with disabilities are concerned.
All vehicles used in transporting children are properly licensed, inspected and
maintained. Regular checks are made to the vehicle e.g. to tyres, lights, etc, and a log book of maintenance, repairs and services is maintained.
The vehicle is kept in proper order and is fully insured for business use and is also protected by breakdown cover.
All vehicles are fitted to the supplier’s instructions with sufficient numbers of safety restraints, appropriate to the age/weight of the children carried in the vehicle. Any mini buses/coaches are fitted with 3-point seat belts.
When we use a mini bus, the driver is checked that they are over 21 years of age and hold a P.V.C. driving license. This entitles the driver to transport up to 16 passengers.
When children are being transported, there is always be at least one adult in the vehicle, excluding the driver, where more than three children under the age of five years are being transported.
When planning a trip or outing using vehicles, records of vehicles and drivers including licenses, MOT certificates and business use insurance are checked. If a vehicle is used for outings the following procedures will be followed:
• ensure seat belts are used
• ensure the maximum seating is not exceeded
• all children will be accompanied by a registered member of staff
• no child will be left in a vehicle unattended
• extra care will be taken when getting into or out of a vehicle
• the vehicle will be equipped with a fire extinguisher and emergency kit containing warning triangle, torch, blankets, wheel changing equipment etc.
In the event of a child being lost, the Lost Child Procedure will be followed:
• any incidents or accidents will be recorded in writing Ofsted

Lost child procedure (from nursery)

In the unlikely event of a child going missing within/from the nursery, the following procedure will be implemented immediately.
• the nursery manager will be informed immediately and all staff present will be informed and deployed to start an immediate thorough search of the nursery, followed by a search of the surrounding area, ensuring that all other children remain supervised throughout
• the manager will carry out a second search of the area
• if the child has still not been accounted for, the manager will contact the police
• the manager will also contact the parents/carers of the missing child
• during this period, staff will be continually searching for the missing child, whilst other staff maintain as near to normal routine as possible for the rest of the children in the nursery
• the manager will meet the police and parents/carers
• the manager will then await instructions from the police
• any incidents must be recorded in writing
• Ofsted must be contacted and informed of any incidents
• with incidents of this nature parents, carers and children may require support and reassurance following the traumatic experience.

Lost child procedure (outings)

Regular head counts are carried out on children throughout the outing. In the unlikely event of a child going missing whilst on an outing the following procedure will be implemented immediately.
• the organiser will be informed immediately and all staff present will be informed and deployed to start an immediate thorough search of the area, ensuring that all other children remain supervised throughout
• if appropriate, on-site security will also be informed and a description of the
child/children given
• in the event of a child not being found, the designated person in charge will
immediately inform the police
• the designated person in charge will then inform the nursery who will contact the child’s parents/carers giving details of what has happened. In the case of the whole nursery being on an outing, all parents/carers details would be taken on the trip by the person in charge
• staff from the nursery will be sent to assist the safe return of the other children
• during this period, staff will be continually searching for the missing child, whilst other staff maintain the safety of the remaining children
• at least one member of staff will remain at the scene whilst others return to the nursery with the children. This member of staff will continue searching for the child/children
• the remaining member of staff will meet the police and parents/carers when they arrive at a designated point
• any incidents must be recorded in writing
• Ofsted must be contacted and informed of any incidents
• with incidents of this nature parents, carers and children may require support and reassurance following the traumatic experience.

No smoking policy

Children’s health and wellbeing is of the utmost importance for the children in our care.  Smoking has proved to be a health risk and therefore in accordance with childcare legislation, the nursery operates a strict no smoking policy within its buildings and grounds. It is illegal to smoke in enclosed places (effective in Scotland and Wales, and from July 2007 in England.)
Parents are respectfully required to abstain from smoking whilst on the premises. This rule also applies to staff, students, carers and visitors etc.
Staff accompanying children outside the nursery are not permitted to smoke e.g. whilst on an outing. Staff must not smoke whilst wearing nursery uniform as it is essential that staff are positive role models to children and promote a healthy lifestyle.
We respect that it is a personal choice to smoke, although as an organisation we support healthy lifestyles and therefore help staff and parents to stop smoking by:
• providing fact sheets and leaflets
• providing information of local help groups
• providing details of the NHS quit smoking helpline (www.gosmokefree.co.uk)
• offering information regarding products that are available to help stop smoking
• offering in-house support

Supervision of staff

The setting manager is responsible for ensuring all staff are registered to work on the premises. Checks are carried out via an enhanced CRB clearance and verified by the inspection body, however staff can work in the nursery before these checks are completed as long as they are supervised by registered staff at all times.  This will change from October with the introduction of the Independent Safeguarding Authority (ISA).  From summer 2010 all new staff will be required to be registered on the ISA register BEFORE they commence work with children.  Enhanced CRB disclosures will still be required to ensure their overall suitability.
All nursery staff will be informed of staff awaiting registration clearance.
Staff awaiting an enhanced disclosure will never:
• be left unsupervised whilst caring for children
• take children for toilet visits unless supervised by registered staff
• change nappies whilst unsupervised
• be left unsupervised during outdoor play
• be left alone in a room with children
• administer medication
• administer first aid.
Whilst ensuring all the above are adhered to, we still recognise that it is vital that the unregistered staff is made to feel part of the team and participate fully in every other aspect of the nursery day.

Mobile phone and social networking

We believe our staff should be completely attentive during their hours of working, to ensure all children in the nursery receive good quality care and education.  This is why mobile phones are not to be used during working hours.  We also feel that restrictions need to be in place on staff when they access social networking sites.  The nursery has a high reputation to upkeep and comments made on sites such as ‘Facebook’ could have an impact on how parents using the nursery view the staff.

  • Mobile phones are not to be turned on during your working hours.
  • Mobile phones must not be used unless on a designated break and then this must be away from the children.
  • Mobile phones should be stored safely in staff lockers at all times during the hours of your working day or not brought into the nursery at all.
  • Staff must not post anything onto social networking sites such as ‘Facebook’ that could be construed to have any impact on the nursery reputation.
  • Staff must not post anything onto social networking sites that would offend any other member of staff or parent using the nursery.
  • Staff should not allow parents to view their network page at any time and this relationship should remain professional at all the times..
  • If any of the above points are found to be happening then the member of staff involved will face disciplinary action, which could result in dismissal

Staff working with their own children/close relation

We believe our staff should remain neutral and treat all children with the same concern.  This is why we feel it is inappropriate for staff to care for their own children whilst working in the nursery.

  • Staff will not be positioned in the same room as their child, or close relation.
  • It will be the staff member that moves rooms not the child.  This will enable the child to be in the appropriate age/stage group and forge consistent relationships with other children in this group.
  • If group nursery trips occur, the staff member will be assigned a group that does not contain their own child or close relation.
  • If there are staff shortages resulting in the movement of staff, the staff members will be places in a different room to that child or close relation.
  • Staff caring for another staff member’s child will treat them as they would any other parent/child.  No special treatment will be offered to any child or parent who has connections with the nursery.

Equipment & resources

We believe that high quality care and education is promoted by providing children with safe, clean, attractive, age and stage appropriate resources, toys and equipment.
• provide play equipment and resources which are safe, and where applicable,
conform to the BSEN safety standards or Toys (Safety) Regulation (1995)
• provide a sufficient quantity of equipment and resources for the number of
Children
• provide resources which promote all areas of children's learning and development
• select books, equipment and resources which promote positive images of people of all races, cultures, ages and abilities, are non-discriminatory and avoid racial and gender stereotyping
• provide play equipment and resources which promote continuity and progression, provide sufficient challenges and meet the needs and interests of all children
• store and display resources and equipment where children can independently choose and select them
• check all resources and equipment regularly as they are set out at the beginning of each session and put away at the end of each session. We repair and clean, or replace any unsafe, worn out, dirty or damaged equipment
• keep an inventory of resources and equipment. This records the date on which each item was purchased and the price paid for it.

Nursery operational plan

ABC Nursery ad Pre-school provides quality affordable childcare for the local community.  Quality childcare brings benefits for the whole community - enabling parents /carers to return to work and combine employment with family life, and enabling employers to retain and recruit employees from the local community.
We want Parents/carers to feel confident about the quality of care that is provided for their child/children, in order for parents to work without concern for their child’s/ children’s health and welfare.
In order for ABC Nursery and Pre-school  to run effectively and efficiently serving the local community needs, it is important that an operational plan is produced and implemented. It is envisaged that this plan will become a blue print for managing the nursery. It describes how the nursery will be run and what type of service will be provided, it will translate what is actually going to happen in the nursery, the structure of the nursery, who is responsible and guidance on practices and procedures.
It is envisaged that this plan may then be used by the nursery manager, parents and outside agencies to assess the quality of the service provided and how it will be operated. Further more staff may also use the plan as a quality tool of reference for general day-to-day practice.
We understand that it is important that this plan is reviewed on a regular basis, using reflective practice, and any necessary changes made and implemented.

Intruder Policy

An intruder is a person who has not been invited into the premise, and/or who has no legal right or permission to enter.  An intruder may be a person new to the building, which has been either misdirected or is lost and poses no threat to the children or staff.  Alternatively an intruder may arouse suspicion as to his/her presence in the building, and may pose a safety hazard.
Procedure
 Any member of staff who observes an intruder in the premises or ground must determine if the person poses a safety hazard or just needs advice, guidance or redirection.  If safe to do so the intruder should be asked their name and reason for being there and the manager/Deputy will be informed.
Non-suspicious Cases
If it is established that an intruder is quite innocent and their authority to be on the premises has been established, then they may be shown or redirected.  Advice must be given as to our visitor’s policies, and if necessary they should be accompanied whilst on the premises.  Ensure that security arrangements have not been breached.
Suspicious Cases (Possible Safety Hazard)
Identify yourself to the intruder, politely greet them and question their purpose for being on the premises.  Ask a colleague to alert the Manager/Deputy then witness your actions.
Explain that visitors must report to the office, and if safe to do so, escort the person to the main office, avoiding passing through any other occupied room.
Depending on circumstances and demeanour of the intruder, the Manager/Deputy will make every effort to call the police.  If the intruder becomes agitated, displays violence or refuses to co-operate with directions, an attempt will be made to calm and comfort him/her whilst also attracting another member of staff to call the police.  Do not attempt to restrain him/her.
Have regard to the safety of any children present, and if possible evacuate them from the area.  Do not panic, act in a calm manner as so not to cause alarm or distress.
If the intruder attempts to leave, do not prevent him/her from doing so, but carefully note their direction and clothing, and any vehicle they may have.  Note the direction they take and alert the police of the circumstances.  If the intruder remains until the arrival of the police, inform officers of the circumstances.  In the presence of the police, may a firm request for the intruder not to return.
Review security procedure and make a written report in the communication book.
Intruder Who is Armed or Poses a Serious Safety Hazard
Alert staff to call the police (999) as soon as possible.  Give the operator the location of the intruder, a physical and clothing description and the weapons involved.  Advice the operator of your action to safeguard the children and other members of staff, and remain on the line until told to hang-up.  Monitor the location of the intruder.
Evacuate all children from the immediate area, if allowed to do so, and do not approach or engage with him/her.  In a hostage situation where children or staffs are prevented from leaving the room or area, the first consideration must be to calm the children without creating panic or fear.  Try to engage the children in carpet songs or activities, if allowed to do so.
Attempt to pacify the intruder, and ascertain if possible his/her reasons for being there.  Be aware that you will be asked to recall any comments or statements made by him/her.
Remain calm and do not attempt to disarm the intruder.
The Manager/Deputy should be aware of the location, description and type of weapon in possession of the intruder, in order that she can appraise police on their arrival.
All other members of staff and children should remain in their designated room unless otherwise directed by the police.
There will inevitably be an investigation into the accident, and all staff or other witnesses may be called to recollect what happened.

Allegations Made Against a Member of Staff, Student or Volunteer Policy

Our policy at ABC Nursery and Pre-school regarding allegations towards a member of staff, student, or volunteer are as follows.  If any member of staff is made aware of an allegation they must inform the Manager/Deputy to undertake the investigation.
Procedure
The following procedure must be adhered to in the above case:

  1. Manager/Deputy to ascertain from the person in question what happened. Were there any witnesses or supporting evidence.  Evaluate the circumstances and the truth of the matter.  In serious cases the question of suspension or exclusion of the person in question must be considered.
  2. The person handling the investigation Manager or Deputy will make a written report.
  3. Inform the Safeguarding Children Board and Ofsted, if the matter concerns abuse towards any child.
  4. The matter must be treated in the strictest confidence.

Out of Hours Babysitting Policy

At ABC Nursery and Pre-school it is up to the individual staff if they wish to baby-sit for the children from the setting in their own time.  This arrangement is to be made with that member of staff and the parent/carer out side of working hours and must not interfere with the professionalism of the nursery. 
In some cases staff members are allowed to take children straight from the nursery to the child’s home for them to baby-sit.  In this case you will need to sign a ‘Permission to Take a Child Home Form’ in which you accept that the nursery can not be liable or responsible for any occurrence or eventuality, once your child has left our premises.  If a form is not signed prior to this then we cannot let that member of staff take your child off the premises.

 

Headlice Policy

At time to time children may contract head lice.  In the case that a parent as voiced there concern that there child has head lice a notice will be place on the door to inform parents/carers to check their child’s hair.
Parents are encouraged to tie children’s hair which is long up with a hair band in minimizing head lice from being spread.  Children are allowed to attend the setting with head lice but if the children show signs of having head lice such as scratching, telling a member of staff that their head itches then we will ring the parent to inform them of this and they may need to further investigate the situation.
Children are allowed to attend the setting when they have head lice treatment on their hair.

Dealing with Spillages

When dealing with water spillages, you have to ensure when clearing them up that the surface is left completely dry.  No water is to be left on the surface.
When dealing with body fluids before clearing them away you should ensure that you are wearing gloves and the correct coloured apron (White for nappy area and red for blood).  You should clean the surface until it is completely dry.

Disciplinary Hearings and Appeals

 This policy applies to all staff employed and is designed to offer comprehensive, fair and prompt method of dealing with all disciplinary matters.  The objective is to ensure the maintenance of safe and effective operation of the establishment and a fair and consistent treatment of individual employees.  It is the responsibility of all staff to be acquainted with this policy and their responsibility within the procedure.

Disciplinary procedures should not be viewed primarily as a means of imposing sanctions.  Rather, they should be seen as a way of helping and encouraging improvement amongst employees whose conduct or performance is unsatisfactory.
Warnings procedure
The ACAS, Code of Practice on Disciplinary and Grievance Procedures, recommendation for a fair warnings procedure for disciplinary matters other than gross misconduct is one of four stages:

  • Informal counselling.
    Written warning.
    Final written warning.
    Dismissal.

Where an employee has one or more years’ continuous service, failure to apply a fair warnings procedure could result in a finding of unfair dismissal by an Employment Tribunal.

Fair disciplinary procedures
A fair disciplinary procedure will:

  • Ensure any allegations have been thoroughly and properly investigated.

Where a disciplinary matter arises, the relevant investigating officer should first establish the facts promptly before recollections fade, and where appropriate obtain statements from any available witnesses.  Having investigated all the facts, the investigating officer should decide whether to drop the matter, arrange informal coaching or counselling or arrange for the matter to be dealt under the disciplinary procedure. 
Informal oral warnings are not part of the formal disciplinary procedure and the employee should be informed of this. Likewise, where an investigatory meeting is held solely to establish the facts of a case, it should be made clear to the employee that it is not a disciplinary hearing.
In a serious case, such as where there is a reasonable belief that an act of gross misconduct has taken place, consideration should be given to a brief period of suspension while the case is thoroughly investigated.  Unless there is a provision in the contract of employment to the contrary, this period of suspension should be on full pay.  The period of suspension should be for no longer than is reasonably necessary in the circumstances.  It should be made clear to the employee that suspension is not considered as disciplinary action.

  • Consider whether informal action is appropriate.

Cases of minor misconduct or unsatisfactory performance are usually best dealt with informally through informal counselling or coaching.  There will, however, be situations where matters are more serious or where an informal approach has not worked.  If informal action does not bring about an improvement, or the situation is considered to be too serious to be classed as minor, employers should only then consider taking formal disciplinary action.

  • Provide the employee with full details of the allegations made.

The first step in any formal disciplinary process is to let the employee know in writing what it is they are alleged to have done wrong and the reasons why it is not acceptable.  You should therefore provide the employee with full details of all the allegations made against them.
Witness statements or any other documentary evidence that you intend to rely on to support the allegations should be attached to the letter.  It is good practice to ensure that all witness statements are signed and dated by the person making the statement. 
The letter should then invite the employee to attend a formal disciplinary hearing at which the issues can be discussed and the employee given the opportunity to state their case.  The employee must be given a reasonable opportunity to prepare their explanations or mitigating factors.  It is therefore recommended that an employee be given at least three days’ advance notice of the date of a disciplinary hearing.  The timing and location of the disciplinary hearing must also be reasonable.
The disciplinary hearing must take place before any decision is made or any penalty is imposed on the employee. 
Finally, the employee should be advised in the letter of their statutory right to be accompanied at the disciplinary hearing by either a work colleague or trade union representative (see below).

  • Allow the employee to be accompanied at the disciplinary hearing.

Employees have a statutory right to be accompanied at disciplinary and grievance hearings.  A disciplinary hearing is defined as a hearing which could result in the employer administering a formal warning to a worker or taking some other action in respect of them or confirming a warning issued or some other action taken.  This would include appeal hearings. 
Where an employee is required or invited to attend a disciplinary hearing and the employee reasonably requests to be accompanied, you must allow the employee to be accompanied by an individual who is either a trade union official or a fellow employee.  That individual must be:

  • Selected by the employee.
  • Permitted to address the hearing in order to do any or all of the following:
    • Put the employee’s case;
    • Sum up that case;
    • Respond on the employee’s behalf to any view expressed at the hearing.
  • Permitted to confer with the employee during the hearing.

However, the companion has no right to answer questions on the employee’s behalf, nor to address the hearing if the employee indicates at it that he or she does not wish the companion to do so.
Whilst you are free to select an initial date for a disciplinary hearing, you are required to re-schedule it where the employee’s chosen companion is not available on the date proposed for the hearing.  The employee must propose an alternative time which is reasonable and which falls within a period of five working days (excluding weekends and Bank Holidays), beginning with the first working day after the date proposed by you.  If the employee’s chosen companion is a fellow employee, they must be given time off work during working hours to accompany the employee.

  • Give the employee an opportunity to explain their side of the story.

At the disciplinary hearing itself, you should explain the complaints against the employee and go through the evidence that has been gathered. 
The employee should then be allowed to set out and explain their case and answer any allegations that have been made.  The employee should also be allowed to dispute your evidence, ask questions, present their own evidence, call witnesses and be given a chance to raise points about information provided by witnesses.  The employee should be given the opportunity to question any witnesses if they disagree with the witness evidence.  Finally, the employee should be permitted to explain any mitigating factors or circumstances.
A member of the management team nominated as decision-maker should chair the disciplinary hearing and this person should be a different individual to the investigating officer so as to minimise the possibility of bias or prejudgment.  There should also be a meeting minute-taker.

  • Comply with the statutory dismissal and disciplinary procedure.

Before dismissing an employee or imposing a disciplinary sanction such as transfer, demotion or disciplinary suspension without pay, employers must as a minimum have followed the statutory dismissal and disciplinary procedures.  These procedures are additional to unfair dismissal rights.  The statutory procedures do not, however, apply in relation to the issuing of disciplinary warnings or the suspension of an employee on pay, although, of course, a fair disciplinary procedure must still be followed in any event.
The standard statutory procedure, to be used in almost all cases, is as follows:
Step one
The employer must set out in writing the employee’s alleged conduct or characteristics or other circumstances which lead him to contemplate dismissing or taking relevant disciplinary action against the employee.  The employer must then send the statement to the employee and invite the employee to attend a meeting to discuss the matter.
Step two
The meeting must take place before any action is taken but must not take place unless the employer has informed the employee what the basis was for including in the written statement the grounds given in it and the employee has had a reasonable opportunity to consider their response to that information.  The employee must take all reasonable steps to attend the meeting.  After the meeting, the employer must inform the employee of his decision and notify them of the right to appeal against it if they are not satisfied with it.
Step three
If the employee does wish to appeal, they must inform the employer.  If the employee informs the employer of their wish to appeal, the employer must invite them to attend an appeal meeting.  The employee must take all reasonable steps to attend the appeal meeting.  After the appeal meeting, the employer must inform the employee of his final decision.
If the employer fails to follow any aspect of this statutory procedure in dismissing the employee and the employee has been employed for one year or more, the employee can claim automatic unfair dismissal.  In addition, the Employment Tribunal will normally increase the compensation awarded by 10% or, where it feels it is just and equitable to do so, by up to 50%.  Equally, if the dismissal is held to be unfair but it is the employee who has failed to follow an aspect of the statutory procedure, the compensation awarded will be reduced by similar amounts.
Where you arrange a meeting under the statutory procedure and the employee fails to turn up, or informs you in advance that they cannot make it, the question of what happens next depends on the reason for non-attendance.  Where the employee has not taken all reasonable steps to attend the meeting, they will be in breach of the requirements and you will be released from future obligations under the statutory procedure.
However, where it was not reasonably practicable for the employee to attend (for example, they are ill), this will not count as a breach if it was for a reason that was not foreseeable at the time the meeting was arranged.  You must then rearrange the meeting and invite the employee to the rearranged meeting.  The obligation to rearrange the meeting only applies once.  It if becomes not reasonably practicable for the employee to attend the rearranged meeting, then there is no obligation under the statutory procedure to rearrange it again.
However, this does not mean that you can ignore any further procedure and simply dismiss, because, in assessing whether the dismissal was fair, the Employment Tribunal will still consider whether you followed a fair procedure overall.  Employers will be expected to have taken all reasonable steps to secure the employee’s attendance, or presented the employee with alternative options such as holding the hearing on neutral territory or at the employee’s home, holding the hearing by telephone, permitting the employee to submit a detailed written statement and/or allowing the employee to send along a representative to act on their behalf.

  • Ensure hearings are conducted promptly.

Delays may result in the employee’s recollection of events becoming dim and prevent them from providing a satisfactory explanation. Unreasonable delay may result in a finding of unfair dismissal by an Employment Tribunal.
In addition, one of the requirements of the statutory dismissal and disciplinary procedures is that each step and action under the procedures must be taken without unreasonable delay.

  • Ensure the hearing is conducted in good faith, having regard to the principles of natural justice.

You must keep an open mind as to the employee’s guilt or innocence and properly and fairly consider any explanations put forward by the employee.  You must not prejudge the situation.  Examples of prejudgment, which may render a decision unfair, are:

  • Sending the warning or dismissal letter by post to the employee without prior consultation.
  • Holding a disciplinary hearing only to hand a pre-written warning or dismissal letter to the employee at the end of the hearing.
  • Handing down your decision at the end of the disciplinary hearing without going back to carefully consider and weigh up all the evidence.

To minimise the possibility of bias, different members of the management team should carry out the three separate processes of investigation, decision-making and appeal.  In addition, a witness or any ‘victim’ (or indeed a close relative of a witness or victim) should not be part of the investigation or decision-making process because, again, they are likely to be biased.  In very small businesses, it may not be possible to find an appropriate ‘independent’ manager to chair the disciplinary hearing and/or to hear any appeal.  In these circumstances, the relevant manager must act as impartially as possible.  Independent arbitration, using an external arbitration organisation, is often an appropriate means of resolving disciplinary or appeal issues in small businesses if both parties expressly agree to this.  
It is also essential for the individual who decides any appeal against a disciplinary decision to be in a higher position in the management team than the original decision-maker.  This ensures undue influence is not placed on that individual during the appeal process and enables compliance with the statutory procedures. 
Finally, you should ensure that your disciplinary procedures are applied consistently between employees, because an Employment Tribunal may view inconsistency without good reason as unfair.

  • Provide for an appropriate disciplinary sanction.

When deciding whether a disciplinary penalty is appropriate, it is important to bear in mind the need to act reasonably in all the circumstances.  Factors which might be relevant include the extent to which standards have been breached, precedent, the employee's record, position, length of service and special or mitigating circumstances which may make it appropriate to adjust the severity of the penalty.  It is your legal obligation to give due consideration to all factors when considering the disciplinary sanctions available.
Where the facts of the case appear to call for disciplinary action, other than summary dismissal, certain procedures should normally be observed as follows:
Written warning
Where, following a disciplinary hearing, an employee is found guilty of misconduct, they should be given a written warning setting out the nature of the misconduct and the change in behaviour required.  The employee should be advised that the warning is part of the formal disciplinary procedure and what the consequences will be of a failure to change behaviour.  This might be a final written warning and, ultimately, dismissal.  The employee should also be informed that they may appeal against the warning.  A record of the warning should be kept but should be disregarded after a specified period of, usually, six months.  Note that the existence of time-expired warnings should not be a factor in deciding future disciplinary sanctions.  Where the employee is performing unsatisfactorily, the warning should set out the performance problem, the improvement that is required, the timescale for achieving that improvement, a review date and any support the employer will provide to assist the employee.
Final written warning
Where there is a failure to improve or change behaviour in the timescale set, or where the infringement is sufficiently serious, the employer may issue a final written warning to the employee. This should give details of, and grounds for, the complaint and contain a statement that failure to improve or modify behaviour may lead to either dismissal or some other penalty. It should refer to the right of appeal. The final written warning should be disregarded after a specified period of, usually, twelve months.  The existence of time-expired warnings should not be a factor in deciding future disciplinary sanctions.  However, subject to the terms of any contractual disciplinary procedure, it may be possible for final written warnings to be valid for a period longer than twelve months in cases of very serious misconduct.

Dismissal
Should similar misconduct continue, the final stage of the procedure is dismissal, disciplinary transfer, demotion or disciplinary suspension according to the nature of the misconduct (but in the case of the latter three, only if these are allowed for by an express term of the contract of employment). Periods of disciplinary suspension without pay should not normally be for prolonged periods of time. The decision to dismiss should be taken only by the appropriate designated manager and the employee should be informed as soon as reasonably practicable of the reasons for dismissal, the appropriate period of notice, the date on which the contract of employment will terminate and the right of appeal. The decision to dismiss should be confirmed in writing.
With warnings, a reasonable period of time should elapse between each warning to allow the employee an opportunity to improve and for the employer to properly monitor the employee's conduct or performance.  What is a reasonable lapse of time is not defined in law but will depend on the facts of the case and the type of misconduct or poor performance.  For example, instances of insubordination may be met with a different stage of the disciplinary procedure on each occasion.  A general complaint of poor performance or poor timekeeping would have to be monitored over a period of time to allow any meaningful analysis of improvement or otherwise.
Employers are not generally entitled to progress to the next stage of the procedure where a substantially different type of misconduct has occurred from the original warning.  It would be unfair for you to issue a final written warning for poor workmanship, if the employee is in receipt of a written warning for poor timekeeping. The correct procedure would be to issue a written warning (or go through informal counselling or a performance review procedure) for poor workmanship.

  • Allow an appeal.

The employee should be given the opportunity to appeal against the decision internally.  An appeal procedure should be established and made known to the employee. The member of the management team who decides the appeal should be in a more senior position in that management team than the original decision-maker and they should not previously have been involved in the disciplinary procedure in relation to the employee.  This allows the appeal to be decided entirely impartially and ensures compliance with the statutory dismissal and disciplinary procedures.

  • Adhere to the employee’s contract of employment.

Once a disciplinary or appeal procedure has been created in the contract, it should be adhered to.  If not, you will be in breach of contract and the breach could be sufficiently serious so as to entitle the employee to resign and claim constructive dismissal if they have at least one year’s continuous employment.
Employers are required to include details of their disciplinary and grievance procedures, incorporating the statutory dismissal, disciplinary and grievances procedures, as part of the written particulars of employment, which must be provided to all employees within the first two months of their employment.  For existing employees, the details can be set out in a written statement of change, to be issued within one month of the change.  The old exemption for employers who employed fewer than 20 staff from the obligation to provide a written statement of disciplinary rules has been abolished.
Gross misconduct
Offences of gross misconduct usually warrant summary dismissal i.e. dismissal without notice. However, ‘summary’ is not synonymous with ‘instant’ and incidents of gross misconduct will still need to be investigated and dealt with as part of a formal procedure.  It is still important to establish the facts before taking any action.
A short period of suspension on pay may be helpful or necessary, although it should only be imposed after careful consideration and should be kept under regular review.  Again, there should be a disciplinary hearing before deciding whether to take action.  The principles of fairness apply as much to cases of gross misconduct as they do to ordinary cases of misconduct or poor performance. 
Acts which constitute gross misconduct are those resulting in an extremely serious breach of contractual terms and will be for businesses to decide in the light of their own particular circumstances.  However, gross misconduct offences might include:

  • Theft, fraud, unauthorized possession of company property, deliberate falsification of records or any other form of dishonesty.
  • Physical violence.
  • Serious bullying or harassment.
  • Deliberate damage to the employer’s property.
  • Extremely serious insubordination.
  • Bringing the employer into serious disrepute.
  • Serious incapacity through an excess of alcohol or drugs.

Grievance Procedure

Object
The object of the procedure is to provide an employee who considers that he or she has a grievance with an opportunity to have it examined quickly and effectively, and where a grievance is deemed to exist, to have it resolved, if possible, at the earliest practicable opportunity.  Most grievances can be settled informally with line managers and employees should aim to settle their grievances in this way if possible. 
Procedure
If a grievance cannot be settled informally with the relevant line manager, the employee should raise it formally.  This procedure has been drawn up to establish the appropriate steps to be followed when pursuing and dealing with a formal grievance.
Stage 1
In the event of the employee having a formal grievance relating to his or her employment he or she should, in the first instance, put their complaint in writing and address it to their line manager.  Where the grievance is against the line manager, the complaint should be addressed to an alternative manager.  A manager (who may not be the manager to whom the grievance was addressed) will then invite the employee to a grievance meeting to discuss the grievance and the employee has the right to be accompanied at this meeting by a trade union official or a fellow employee of their choice.  The employee must take all reasonable steps to attend that meeting.    
Following the meeting, the Company will endeavour to respond to the grievance as soon as possible and, in any case, within five working days of the grievance meeting.  If it is not possible to respond within this time period, the employee will be given an explanation for the delay and be told when a response can be expected.  The employee will be informed in writing of the Company’s decision on the grievance and notified of their right to appeal against that decision if they are not satisfied with it. 
Stage 2
In the event that the employee feels his or her grievance has not been satisfactorily resolved, the employee may then appeal in writing to a more senior manager or to a Director of the Company within five working days of the grievance decision.
On receipt of such a request, a more senior manager or a Director (who again may not be the person to whom the appeal was addressed) shall make arrangements to hear the grievance at an appeal meeting and at this meeting the employee may again, if they wish, be accompanied by a trade union official or a fellow employee of their choice. The employee must take all reasonable steps to attend that meeting.
Following the meeting, the senior manager or Director will endeavour to respond to the grievance as soon as possible and, in any case, within five working days of the appeal hearing.  If it is not possible to respond within this time period, the employee will be given an explanation for the delay and be told when a response can be expected.  The employee will be informed in writing of the Company’s decision on their grievance appeal. 
This is the final stage of the grievance procedure and the Company’s decision shall be final.
Former employees
Grievances may also be raised by ex-employees after employment has ended.  In this case, the grievance procedure set out above will continue to apply, unless both parties agree in writing that a modified form of grievance procedure will apply instead.

Disaster Recovery Policy

Breakdown of Essential Services
In the event of a breakdown of essential services (e.g. heating failure, loss of water supply), it is important that you are familiar with the following procedures:

  • Parent/Guardians/next of kin will be contacted by telephone and asked to collect their child/ren.
  • The nursery will contact Parents/Guardians/next of kin to inform them when the nursery will operate normally
  • Please contact the nursery before bringing your child back to the nursery to ensure that the nursery has re-opened
  • The nursery will refund fees that has been paid by parents for the duration of the closure
  • Updates where possible will also be available on our website at abcnursery.org.uk

Severe Weather Conditions

In cases of severe weather conditions, if the weather deteriorates during the day, you may be asked to collect your child/ren early.  If heavy snow falls overnight, please establish that the nursery is open before bringing your child.  Updates will be available via Heart Radio Station 102.6FM and on our website where possible abcnursery.org.uk.
Should the nursery close for any of the above please telephone to ensure that the nursery has re-opened before returning on the following day.  In these circumstances the nursery will not refund any fees as weather conditions are beyond the control of the nursery.
Staffing
Please note – it is important that some members of staff have to travel considerable distances and may be advised not to make the journey to the nursery in severe weather conditions.  However, we will endeavour to have as many staff as possible at the nursery when this situation occurs.

Supervisions Policy

At ABC Nursery and Preschool we implement a system of supervision for all of our staff following their induction and probation period. Supervision is part of the nursery’s overall performance management system and promotes a culture of mutual support, teamwork and continuous improvement. It encourages the confidential discussion of sensitive issues including the opportunity for staff and their managers to: 

  • Discuss any issues – particularly concerning children’s development or well-being
  • Identify solutions to address issues as they arise
  • Receive coaching to improve their personal effectiveness
  • Discuss any concerns relating to changes in personal circumstances that might affect an individual’s ability/suitability to work with children.

The frequency of supervision meetings is termly but this can be moved forward  according to individual needs. A template agenda is used in all meetings to ensure consistency across the nursery. This clearly sets out who does what and the timeframe, i.e. what the manager is responsible for and what the practitioner needs to do.
There should always be something that a member of staff can discuss, e.g. a particular child’s development, strengths or concerns. However, if there are times where staff may be struggling to identify areas to discuss in a supervision we will ask them to identify three things they have enjoyed about their job/done well since the last supervision and one thing they have least enjoyed/requires further improvement. They will be asked to complete this prior to supervision (as set out in their responsibilities).
There may be times when supervision may be increased for members of the team as and when needed, i.e. if they have particular concerns about a child or if they are going through personal circumstances at home, for new starters, staff returning after long-term illness, on request from staff.
It is the responsibility of the manager to plan time to ensure that all staff have supervisions. At ABC Nursery and Preschool supervision is carried out by the manager. If for any reason a supervision is cancelled a new date will be rearranged within *3/*5/*7 days.
All members of staff responsible for carrying out supervisions are trained and supported prior to carrying these out.
Supervision meetings also offer regular opportunities for members of staff to raise any changes in their personal circumstances that may affect their suitability to work with children. This should include any incidents resulting in a reprimand, caution or prosecution by the police, any court orders, changes to their health, or changes to or incidents affecting members of their household that may disqualify that person from working with children (a staff member is disqualified from working with children, if they live in the same household as a disqualified person). These changes are recorded as a declaration on the individual member of staff’s supervision form and appropriate action is taken, where applicable, in line with the safeguarding/child protection and disciplinary procedure.

Staff have a responsibility to ensure that they are available for supervision meetings and that the necessary paperwork is complete. Information shared in supervision sessions is confidential. The supervision process will be evaluated once/twice a year through staff feedback and is used as part of the overall performance monitoring system at the nursery