It is not enough merely to have a safeguarding policy. It must be fit for the purpose, and fully implemented in practice. There must be training, criminal record checks where necessary, and regular reviews of the arrangements. Procedures are also required to ensure that swift, effective and proportionate action is taken when a concern is identified.
It is often prudent to involve an independent assessor. A disciplinary process may be required, particularly where an employee is involved, and suspension may well be appropriate pending it. Permanent exclusion should be amongst possible sanctions. Decisions must be made in respect of when and how to inform the police and other agencies. The power to take these steps must be incorporated in the organisation’s constitutional rules.
“Ben Moorhead’s professionalism and attention to detail is commended and we would thoroughly recommend [Hewitson Moorhead] to any sport governing body or charitable organisation wishing to engage them”
Cerebral Palsy Sport
“Ben’s expertise was very apparent and he was easy to work with. He was both responsive to changes that we proposed and assertive in response to proposals when necessary. His experience undoubtedly helped us to complete the project in a relatively short time and he displayed great patience as we progressed”
Clay Pigeon Shooting Association