Updated February 2013. Review date February 2014.
Policies and procedures for the safeguarding and welfare of students

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(I)
INTRODUCTION
Embassy CES fully recognises its responsibility to have arrangements in place to safeguard and promote the welfare of students under 18 years of age, and vulnerable adults.
Through their day-to-day contact with students, staff at the school have a crucial role to play in noticing indicators of possible abuse and reporting them to the Centre
Director.
It is the responsibility of the Centre Director, where relevant, to report cases of abuse to Social Care via the Cambridgeshire Direct Contact Centre (Designated Person for
Child Protection to refer). A referral will be made within 24 hrs of allegations or suspicions of abuse to the local Social Services department to carry out child protection investigations, rather than internal investigation by the school.
This policy sets out how the school discharges its responsibilities relating to safeguarding and promoting the welfare of students at the school
There are four main elements to our policy:
PREVENTION through the teaching and pastoral support offered to pupils and the creation and maintenance of a whole school protective ethos
PROCEDURES for identifying and reporting cases, or suspected cases, of abuse.
SUPPORT TO PUPILS who may have been abused.
PREVENTING UNSUITABLE PEOPLE WORKING WITH YOUNG PEOPLE
Our policy applies to all staff, paid and unpaid, working in the school.
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PREVENTION
1.1 We recognise that high self-esteem, confidence, supportive friends and good lines of communication with a trusted adult help to protect students.
1.2 The school will therefore:
1.2.1 establish and maintain an ethos where students feel secure and are encouraged to talk, and are listened to;
1.2.2 ensure students know that there are people in the school whom they can approach if they are worried or in difficulty.
1.3 Embassy CES has identified 4 main areas where abuse could to take place with our students:
1.3.1 within the school, involving a member of staff or other student;
1.3.2 within the host family environment, involving a host family member or other student within the home;
1.3.3 within the student residence, involving another student, warden, or security guard;
1.3.4 from family members back home in their own country, particularly, but not exclusively, with regard to emotional abuse.
1.4 The school will therefore:
1.4.1 employ safer recruitment practices including carrying out list 99 checks before employment begins, and ensuring CRB forms are completed and sent for processing before employment begins
1.4.2 strive to CRB check all adult (18+ years) members of every host family household. The school has a large and ever-changing database of host families. Due to this and the fact that the family members within host families can change without prior warning, the school acknowledges it cannot guarantee that every adult member of every host family has been CRB checked. However, its aim is to do so and it has active measures in place to try to meet this aim.
1.4.3 do everything within its power to ensure students under 18 are placed in host families where every adult member of the family has been CRB checked
1.4.4 immediately remove any student from a host family where any suspicion of abusive or inappropriate behavior is raised;
1.4.5 ensure wardens receive suitable training to recognize potential signs of abuse or bullying
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1.4.6 hold weekly meetings with Under 18s to check on their welfare and offer them the chance to disclose any concerns
1.4.7 produce a weekly photo guide of all Under 18s so that all staff are aware of who they are and can report any concerns
1.4.8 promote a culture where abusive or bullying behavior between students is unacceptable
PROCEDURES
2.1 The Designated Senior Member of Staff for Child Protection is Frank Pinner
The school will:
2.2.1 ensure it has a designated senior member of staff, who has undertaken, as a minimum, the 2 day child protection training course run by The Education Child
Protection Service;
2.2.2 ensure this training is updated every two years in accordance with government guidance;
2.2.3 recognise the importance of the role of the designated person and ensure s/he has the time and training to undertake her/his duties;
2.2.4 ensure there are contingency arrangements should the designated member of staff not be available. This would be to contact the Principal of Bellerbys College,
John Rushton;
2.2.5 ensure that the designated member of staff will take advice from a child protection specialist when managing complex cases.
2.3. The Role of School Staff
The school will:
2.3.1 ensure every member of staff knows:
•
•
•
•
•
• the name of the designated person and her/his role; they must avoid leading questions when talking to the pupil about the details they must not give inappropriate guarantees of confidentiality they must make and keep written accurate records of all conversations how to pass on and record concerns about a pupil to the designated person every member of staff will be provided with immunity from retribution or disciplinary action for whistleblowing in good faith
2.3.2 provide training for all staff from the point of their induction, and updated every three years at a minimum, so that they know:
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•
•
•
• their personal responsibility, the school’s procedures, the need to be vigilant in identifying cases of abuse how to support and respond to a student who tells of abuse
2.3.3 ensure that all staff, paid or unpaid, recognise their duty and feel able to raise concerns about poor or unsafe practice in regard to students and that such concerns are addressed sensitively and effectively in a timely manner in accordance with agreed whistle-blowing policies.
2.4 Record Keeping
The school will:
2.4.1 keep clear detailed written records of concerns about students (noting the date, event and action taken), even where there is no need to refer the matter to
Social Care immediately;
2.4.2 ensure all records are kept secure.
2.5 Confidentiality and information sharing
2.5.1 Staff will ensure confidentiality and information is shared appropriately. If in any doubt about confidentiality, staff will seek advice from the Centre Director.
2.52 The Centre Director will disclose any information about a student to other members of staff on a need to know basis only.
2.5.3 All staff must be clear with children that they cannot promise to keep secrets.
2.6 Communication with parents
The school will:
2.6.1 Wherever possible undertake appropriate discussion with parents unless the circumstances preclude this action.
3.0 SUPPORTING THE PUPIL AT RISK
3.1 We recognise that young people who are abused or witness violence may find it difficult to develop a sense of self-worth and to view the world as benevolent and meaningful. They may feel helplessness, humiliation and some sense of self-blame.
3.2 This school may be the only stable, secure and predictable element in the lives of students at risk. Nevertheless, when at school their behaviour may be challenging and defiant or they may be withdrawn.
3.3 We recognise that some young people actually adopt abusive behaviours and that appropriate support and intervention may be required.
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3.4 The school will endeavour to support the student throughout by providing a safe and supportive environment to disclose any issues.
3.5 Drug Use and Child Protection
3.5.1 The discovery that a young person is using illegal drugs or reported evidence
• of their drug use is not necessarily sufficient in itself to initiate child protection proceedings but the school will consider such action in the following situations:
When there is evidence or reasonable cause:
• to believe the young person’s drug misuse may cause him or her to be vulnerable to other abuse such as sexual abuse; to believe the student’s drug related behaviour is a result of abusing or
• endangering pressure or incentives from others, particularly adults; where the misuse is suspected of being prompted by serious parent/ carer drug misuse.
PREVENTING UNSUITABLE PEOPLE FROM WORKING WITH YOUNG PEOPLE
4.1 The school will operate safe recruitment practices including ensuring appropriately CRB and reference checks are undertaken.
4.2 The school will ensure that any disciplinary proceedings against staff relating to child protection matters are concluded in full even when the member of staff is no longer employed at the school and that notification of any concerns is made to the relevant authorities and other potential employers, and is included in references where applicable.
4.3 The school will ensure that all staff, paid and unpaid, are aware of the need for maintaining appropriate and professional boundaries in their relationships with students as advised within the document “
A CODE OF CONDUCT FOR EMPLOYEES
WORKING WITH YOUNG PEOPLE
”. This guidance document is supplied to all new members of staff as part of their training and induction.
4.4 The school will ensure that staff and volunteers are aware that sexual relationships with pupils aged under 18 are unlawful and could result in legal proceedings taken against them under the Sexual Offences Act 2003 (Abuse of trust). Staff will also be made aware as part of Induction about how to report inappropriate sexualized behaviours to the Centre Director. Staff who work within a school have a duty of care to model appropriate social behaviours and to ensure that the professional role of trust is not abused.
RELATED CONSIDERATIONS
5.1 Anti-Bullying Policy (section V) . We expect staff to recognize that to allow or condone bullying constitutes a lack of duty of care.
5.2 Alcohol and Drugs Policy (section V)
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5.3 The school has a Code of Conduct for students (section IV), explained to students on their first day and displayed around the school, which advises students that the must “never be unkind to another student”, and should “treat everyone with respect
”.
5.4 Where services or activities are provided separately by another body the school will seek assurance that the body concerned has appropriate policies and procedures in place for safeguarding children and child protection and there are arrangements to liaise with the school on these matters where appropriate.
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Employees must acknowledge their individual responsibilities to bring matters of concern to the attention of management and/or relevant agencies. Although this can be difficult, this is particularly important where the welfare of young people may be at risk.
You may be the first to recognise that something is wrong but may not be able to express your concerns out of a feeling that this would be disloyal to colleagues or you may feel harassment or victimisation. These feelings, however natural, must never result in a young person continuing to be unnecessarily at risk. Remember it is often the most vulnerable young people who are targeted. They need someone like you to safeguard their welfare:
Don’t think what if I’m wrong – think what if I’m right
Reasons for whistle blowing

Each individual has a responsibility for raising concerns about unacceptable practice or behaviour;

To prevent the problem worsening or widening;

To protect or reduce risks to others;

To prevent becoming implicated yourself.
What stops people from whistle blowing?

Starting a chain of events which spirals;

Disrupting the work or project;

Fear of getting it wrong;

Fear of repercussions or damaging careers;

Fear of not being believed.
What happens after whistle blowing?

You should be given information on the nature and progress of any enquiries;
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
Your line manager has a responsibility to protect you from harassment or victimisation. If it is your line manager you suspect of a child protection issue, go directly to the Centre Director. If you suspect the Centre Director, an approach should be made to the HR Manager, Study Group UK;

No action will be taken against you if the concern proves to be unfounded and was raised in good faith;

Malicious allegations may be considered a disciplinary offence.
Self-reporting
There may be occasions when an employee has a personal difficulty, maybe a physical or mental problem, which they know to be impinging on their professional competence. Staff have a personal responsibility to discuss such a situation with their line manager so that professional and personal support can be offered to the member of staff concerned. Confidentiality cannot be guaranteed where personal difficulties raise concerns about the welfare or safety of young people.
Further advice and support
It is recognised that whistle blowing can be difficult and stressful. Advice and support is available from your line manager, the HR department and/or your professional body or trade union.
(The Child Protection and Whistle-blowing policies are adapted from Cambridgeshire
County Council Policy)
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1. Introduction
This Code of Conduct is intended to help staff to minimise the risk of any vulnerability to false or malicious allegations of misconduct or abuse towards pupils and students with whom they work. All staff working with young people will understand and appreciate that a Code of Conduct cannot cover all eventualities and will not totally remove the risk of false or malicious allegations. This code does not replace or take priority over the school’s Safeguarding and Child Protection Policy.
2. General
Employees should take care that their relationships with pupils reflect the age, gender and maturity of the pupils. It will be particularly important to ensure that all aspects of demeanour, language and attitudes - however conveyed - do not give rise to misunderstandings. Ambiguous or ambivalent comment and conduct, in particular, should be avoided.
3. Physical Contact
There will be some rare occasions when physical contact is acceptable. In general these will fall into one of the categories below: i) Action to prevent harm or injury to the pupil or to others.
If it is necessary to prevent a pupil causing injury to him/herself or to others the use of minimum force and contact necessary to prevent harm or injury is acceptable and defensible. Such incidents must always be reported to the Centre Director. ii) Comforting a pupil in distress
Alternative means of providing comfort, such as counselling, should always be preferred to physical contact. However, on rare occasions and not as a matter of course, an arm around the shoulders of a student who is very distressed is acceptable. Employees should consider how others might perceive the action, and ensure that it does not develop into unnecessary contact or contact which could be misinterpreted. Is unacceptable to physically comfort the same pupil on repeated occasions: alternative means of dealing with the problem should be used. iii) First Aid
The existence of any life threatening or serious condition will determine the suitability and necessity of physical contact. In the absence of such justification employees
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who administer first aid should ensure that, wherever possible, another adult can be present if there is the possibility of any physical contact being misconstrued.
Staff should, in all aspects of their conduct, recognise the possibility of misinterpretation. Individual professional judgements will be required from time to time about the level of physical contact with individuals. Staff should take account of the student’s age and understanding, personality and cultural and social background.
4. Dealing with unruly behaviour
Under no circumstances is physical contact for the purpose of reprimanding a student acceptable, and may be unlawful, except as outlined in 3.1 above.
5. Private Meetings
Private meetings provide opportunities for mis-interpretation and should be avoided.
Where such a meeting is demonstrably unavoidable it is advisable to avoid remote areas of the school and to ensure that the door is left open and/or visual contact with others is maintained. Steps to prevent others entering a room by the use of 'Meeting in Progress' are not appropriate.
Under no circumstances should meetings with individual pupils be arranged off the school premises, including giving students lifts in cars.
6. Comments and Discussions with Pupils
Staff must avoid comments to or about pupils which could be taken to have sexual overtones. It is equally unacceptable for staff to encourage debate and discussion between groups of students which could be interpreted as having sexual overtones which are not justified in the context of the teaching programme. It will be especially helpful if Schemes of Work highlight particular areas of risk and sensitivity.
It is recognised that, in order to discharge particular welfare responsibilities, staff may from time to time need to engage in conversation with students which cover sensitive matters. Staff should consider carefully whether to offer advice, sympathy or counselling if a discussion enters a sensitive area or, alternatively, refer the pupil to a colleague or agency better placed to offer appropriate advice.
The use of sarcastic, demeaning or insensitive comments towards pupils is abusive and therefore unacceptable.
7. Infatuations and Crushes
Infatuations and crushes can involve students and staff of both sexes on both a heterosexual and homosexual basis. In such situations the advice of the Centre
Director must be sought without delay. The situation should be taken seriously and the member of staff should be careful to ensure that no encouragement of any kind is given to the student. It should also be recognised that careless and insensitive reactions may provoke false accusations.
8. Out of School Activities
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Staff should take particular care when supervising pupils on an out of school activity.
The more relaxed relationships that may promote successful activities can be misinterpreted by young people. The standards of professional conduct and behaviour expected of employees are no different to those which apply when the school is in session.
9. Teaching materials
The use of books, videos and films, particularly in relation to offensive language or sexual behaviour, must be given careful consideration to ensure that its selection is suitable for the students concerned. Religious and cultural sensitivities should be considered carefully, especially given the diverse backgrounds of EFL students.
10. Reporting Incidents
Staff should report, to the Centre Director, any concerns they may have following any incident where they feel that their actions may have been misinterpreted, or where a student or third party has complained to them either about their own actions or the actions of another member of staff.
This Code of Conduct has been adapted from Cambridgeshire County Council Policy
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The following code of conduct is displayed on the welfare notice board and in every classroom. It is also explained to students on their first day. Employees are expected to encourage and foster the principles contained in the code of conduct.
 Use polite language and treat everyone with respect
 Never be unkind to another student
 Be on time for classes

Participate fully and try your best in lessons
 Use every opportunity to speak English
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Embassy CES will follow this code in cases of any behaviour which has a negative impact on other students, staff, the school or the wider local community.
 Where a first offence is committed, the student will receive a verbal warning and a record will be kept on the school’s admissions database.
 Where a second offence is committed, the student will receive a written warning and their agent will be contacted explaining that a further offence will result in the student being asked to leave the school.

Where a third offence is committed, the student will be asked to leave the school.
 For serious offences such as acts of violence, use of drugs or other illegal activity, a student may be asked to leave the school immediately without any warnings.
The final decision to remove a student from the school will be made by the Centre
Director. Students removed from the school will not be entitled to refunds of fees paid. Any student wishing to complain about t he Centre Director’s decision may follow the Embassy CES and / or English UK Complaints Procedure.
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The Anti-Bullying Policy is displayed on the welfare notice board and in every classroom. Students’ attention is drawn to it on their first day and the idea that bullying is unacceptable is reinforced in the Code of Conduct. Employees are expected to report any suspected breach of the Anti-Bullying policy to the Centre
Director.
Summary

We are committed to providing a caring, friendly and safe environment for our students.

Bullying of any kind is unacceptable at this school.

If bullying happens, tell a member of staff.

All incidents will be dealt with quickly and effectively.
What is bullying?
Bullying is the use of aggression with the intention of hurting another person and which results in pain and/or distress to the victim.
Bullying can be:
Physical pushing, kicking, hitting, pinching or any use of violence
Verbal name-calling, sarcasm, spreading rumours, teasing
Emotional excluding, tormenting (e.g. hiding books, threatening gestures, being unfriendly)
Online making unpleasant remarks about a student via email, forums or social networking sites
Racist
Sexual racial taunts, graffiti, gestures unwanted physical contact, abusive comments
Extortion demanding money or personal belongings with threats
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Objectives of policy

All staff and students should have an understanding of bullying

Bullying will not be tolerated

Clear procedures for reporting bullying should be understood and followed
What to do if you or someone you know is being bullied
Tell any member of staff as soon as possible. Do not wait to see if the problem goes away. If you feel a staff member is bullying you, tell the Centre Director.
What we will do if bullying is reported
1. Listen and take what you say seriously.
2. Make a written record.
3. If you are Under 18, tell your agent and ask them to inform your parents.
4. If necessary and appropriate, the police will be consulted.
5. Take action immediately to try to make sure that the bullying behaviour stops. An attempt will be made to help the bully (or bullies) change their behaviour.
6. The bully will be expected to apologise.
7. If possible the students will be helped to reconcile.
8. In serious cases, the bully may expelled.
Prevention
We will take steps to help prevent bullying. These include staff paying attention to behaviour in classes and common areas, promoting a positive atmosphere of mutual respect and tolerance, and publishing a code of conduct for students.
Signs and Symptoms
Below are some possible signs that someone is being bullied. You should tell a member of staff if someone you know

is frightened of coming to or from school

is unwilling to go to school

begins to do poor work

becomes withdrawn, starts stammering

regularly has books or clothes damaged

becomes distressed, stops eating

cries easily
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
becomes disruptive or aggressive

has possessions which go missing

has money go missing

starts stealing money (to pay the bully)

is frightened to say what is wrong

has nightmares

harms themselves
These signs could indicate other problems but bullying should be considered a possibility and should be investigated.
Always report concerns about bullying immediately – don’t wait.
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The Alcohol and Drugs Policy is displayed on the welfare notice board. Employees are expected to report any suspected breach of the Alcohol and Drugs policy to the
Centre Director.
Policy Statement
Embassy CES is committed to providing a healthy, safe and caring environment for its students and staff and will take action against the abuse or misuse of drugs or alcohol by its staff and students or the illegal supply of these substances.
The Policy applies to all students attending Embassy CES and covers alcohol dependence, the inappropriate, illegal use of drugs or other substances and the effects of such use.
Policy Aims
The school recognises that the misuse of alcohol and/or drugs are medical and social problems that can present the school with risks to health and safety. This policy aims to facilitate the early identification of such problems and to encourage students to seek advice, help and assistance voluntarily.
Code of Practice
Embassy CES aims to set out clearly a Code of Practice in respect of alcohol and drug misuse. The student handbook is published on the embassyces.com website and all students are directed to it when they first arrive at the School. The handbook clearly stipulates that it is illegal for any under 18s to drink alcohol. Breaches of these rules by a student who is under 18 will result in his/her parent(s) or legal guardian being informed; and action will be taken proportionate to the level of the offence.
These rules also stipulate that the possession and/or use of any kind of illegal drug is strictly forbidden. The School operates a zero tolerance policy regarding student drug taking. Any student found taking drugs will be referred to the Centre Director and, under normal circumstances, expelled.
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Support and Advice
Embassy CES is aware of the possible consequences to the health of its students through the abuse of alcohol and other substances. Therefore, school staff will be as supportive as possible, within legal and school policy limits, when students seek advice and guidance about matters relating to these issues.
Procedures/Specific Statements
Embassy CES aims to set out clearly for both staff and students the procedures which will be followed when a student appears to be in breach of the Alcohol and
Drugs Policy.
If a member of staff observes a student under the influence of alcohol or drugs, they should locate and inform the Centre Director, Centre Academic Manager or Student
Services Manager.
If a student is excessively intoxicated by drugs or alcohol, first aid will be administered, wherever practicable or, if need be, the Emergency services will be called.
Students are not allowed to bring alcohol onto the school premises at any time. No drugs must be brought onto school premises by anyone.
Any student witnessed under the influence of alcohol or drugs will be reported to the
Centre Director and asked to leave the premises. Appropriate action, as outlined in this policy, will be taken at a later date when the student is no longer intoxicated.
Responsible drinking is allowed in the student residence, which is for students aged
18+ and behaviour is monitored by the warden. No students under 18 are allowed to visit the residence.
Students aged 18 and over are encouraged to only attend venues which have strict age monitoring, promote responsible drinking, and have other measures in place to ensure student safety. Venues which are members of ICE (International Cambridge
Events) have signed up to a code which meets these criteria.
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The school’s policy outlines our responsibility to provide adequate and appropriate
First Aid to students, staff and visitors, and the procedures in place to meet that responsibility.
Aims

To identify the first aid needs of the school

To ensure that First Aid provision is available at all times while people are on school premises and also off the premises on visits
Objectives

To appoint the appropriate number of suitably trained people as First Aiders and Appointed Persons to meet the college needs

To provide the relevant training and monitor training needs

To provide sufficient and appropriate resources and facilities

To ensure staff and students are aware of First Aid arrangements

To keep full and accurate records and report to HSE as required under the
Reporting of Injuries, Diseases and Dangerous Occurrences Regulations
1995.
The Centre Director, working with the Facilities Manager for Study Group
Cambridge, has overall responsibility for the health and safety of staff, students and anyone else on the premises, including teachers, non-teaching staff, students and visitors, (including contractors).
Response to injuries and illness
School staff are expected to use their best endeavours at all times, particularly in emergencies, to secure the welfare of students.
First Aiders
First Aiders hold a valid certificate of competence issued by an organisation approved by the Health and Safety Executive.
The main duties of First Aiders are:

To give immediate help to casualties with common injuries or illnesses and those arising from specific hazards at the school

To ensure that, when necessary, an ambulance or other professional medical help is called
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
To update the accident book after any treatment or consultation
Additional duties for the Senior First Aider:

To ensure all first aid boxes are kept fully stocked and purchase supplies when necessary

To carry out checks to ensure the Accident Record Book is kept up to date
First Aiders are identified on posters around the school. First Aiders should ensure that reception staff know when they are on the premises.
Appointed Persons
The duties of an Appointed Person are:

To take charge when someone is injured or becomes ill

Contact a trained First Aider

To ensure that, when necessary, an ambulance or other professional medical help is called
Appointed Persons are not First Aiders. They must not give First Aid treatment for which they have not been trained. If they have completed the one day Appointed
Persons course (which is not currently HSE approved), they may give basic First Aid if a trained First Aider is not available.
Off-site activities
Those taking students off site on a regular basis, for example sports activities, will also be trained and will take a First Aid pack with them. Indoor sports activities should take place at venues where First Aid facilities are available.
First Aid Boxes
The appropriate number of First Aid containers should be available according to the risk assessment for the site.
First Aid boxes are located in reception. Each box is equipped to the Health and
Safety (First Aid) Regulations 1981 standard. The boxes are the responsibility of the
Senior First Aider who will carry out regular checks of the contents and ensure replacement stock is obtained.

All First Aid containers must be marked with a white cross on a green background.

After use, the Senior First Aider must be contacted to ensure replacement of used items.
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Precautions against infection
All staff should take precautions to avoid infection and must follow basic hygiene procedures. Staff should use disposable gloves, wash any basin facility used, and take adequate care when dealing with blood and other bodily fluids and disposing of dressings and equipment.
Accident reporting
Under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations
1995, some accidents must be reported to the HSE.
All accidents, however minor, must be recorded so that the incident can be investigated, the cause identified, corrective action taken and safer working conditions developed. Detailed and accurate reports are therefore necessary. These records should be kept for a minimum of seven years.
Details required in the accident book are: date, time and place of the incident; name of the injured/ill person; details of the injury/illness; what happened to the person immediately afterwards and the name and signature of the First Aider.
The following incidents must be reported to the HSE:
Involving employees or self-employed people working on the premises:

Accidents resulting in death or major injury (including as a result of physical violence)

Accidents which prevent the injured person from doing their work for more than three days
Involving pupils and visitors

Accidents resulting in the person being killed or being taken from the site of the accident to hospital and the accident arises out of or in connection with work i.e. if it relates to o Any school activity, on or off the premises o The way the school activity has been organised and managed o Equipment, machinery or substances o The design or condition of the premises
HSE must be notified of fatal and major injuries and dangerous occurrences without delay. The Centre Director is responsible for ensuring this happens.
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Casualties who need to go to hospital but do not need an ambulance
Staff and visitors
If a person is able to get to the hospital without the need for an ambulance, they should be sent in a taxi, accompanied if it is felt necessary.
Students
If a student is under 18 or has little English a member of staff should accompany them in a taxi. All other students should be asked if they would like someone to go with them. This would usually be a member of Student Services/Welfare. Reception should be given a contact number. Whether the student can be left once they are checked in will depend on circumstances and will be at the discretion of the member of staff.
All taxis can be booked on the school account.
Re-assessment of First Aid Provision

Regular assessments should be carried out to ensure that the current provision is correct, particularly following changes to staff, building, activities etc.

The Centre Director monitors the number of trained First Aiders and
Appointed Persons, alerts them to the need for refresher courses and organises their training sessions if required.
Providing Information
Line Managers will ensure that staff are informed about the school’s First Aid arrangements. They will:

Provide this document for new staff as part of their induction programme

Show staff the location of equipment, and introduce them to first aid personnel.
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Students with disabilities
The school welcomes and will do its best to provide appropriate support to any student with any type of disability and will advise on what level of support is possible before any decision to book a course is taken.
Wheelchair users
Due to its distance from the city centre, the fact that there is no on-site student residence, lack of wheelchair-accessible public transport options, and the type of building in which the school is housed, Embassy CES Cambridge does not consider itself an ideal location for wheelchair users. Instead, wheelchair users are advised
(by our International Admissions Centre) to choose Embassy CES London or
Brighton, both of which have on-site residential accommodation and are modern buildings designed to be fully accessible for the disabled.
However, Embassy CES Cambridge welcomes wheelchair users if, having been advised as above, they still wish to choose the school. Embassy CES has wheelchair access via its main entrance. Any class to which wheel chair users are assigned will be scheduled into one of our accessible ground floor classrooms.
The following facilities are wheelchair accessible:
Reception / Student Services
The cafeteria
Disabled toilet
Classrooms 1 and 2
Ground floor computer room
There is no wheelchair access to the second floor, which includes:
Classrooms 7-12
Library
Academic Office (academic staff can meet disabled students in reception)
Students with learning difficulties
The school aims to provide appropriate support for students with learning disabilities and will advise on a case by case basis what support it can offer before any course booking is made.
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EMBASSY CES CAMBRIDGE
STAFF DECLARATION
I have received and read the EMBASSY CES CAMBRIDGE - STUDENT
SAFEGUARDING AND WELFARE document and have received or have access to a copy of the Study Group Human Resources Handbook.
Name _____________________________________________
Job title ____________________________________________
Date ______________________________________________
Signature ___________________________________________
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