In – Deep Vulnerable Adults Policy

 

Introduction

 

Working with Vulnerable Adults, we at In-Deep are risk conscious, in our service delivery, service users personal safety and our service user confidentiality and record keeping. Our services are designed to befriend and support residents in london, to promote social cohesion, health and wellbeing to people who may be prone to isolation due to age, disability or family circumstance.

 

The Law Commission’s definition of a vulnerable person is someone who:

‘is or may be in need of community care services by reason of mental or other disability, age or illness; and who is or may be unable to take care of him or herself against significant harm or exploitation’.

 

In clarifying this further, In-Deep adopts the Department of Health’s guidance that an ‘adult’ includes a person aged 18 years and over and people with learning difficulties, mental health problems, older people and people with a disability or impairment particularly when their situation is complicated by additional factors, such as physical frailty or chronic illness, sensory impairment, challenging behaviour, drug or alcohol problems, social or emotional problems, poverty or homelessness

 

Vetting of Staff & Volunteers

 

Our volunteers are Enhanced CRB checked, and are trained in the sensitivities of working with people with both physical and learning disabilities, particularly for our befriending project.

In Deep monitors the performance of our volunteers through regular contact and discussions with them, in order to identify any challenges they may be facing with particular service users.

 

Communication is fundamental to our service allowing us to respond to the mental, emotional and physical requirements of our service users.

 

Drawing on our past experiences we have gained a wealth of knowledge in providing community support, utilizing skills learnt and local knowledge has given us the opportunity to perfect our service.

 

All potential staff and volunteers are informed that In-Deep require a positive response from an enhanced DBS check (Disclosure and Barring Service previously known as the CRB check). The DBS check must be clear of convictions or cautions. The DBS Check is a requirement when joining the organisation.


In-Deep carry out DBS checks on all staff and manage all costs related to the checks. A check is renewed every 3 years. Evidence of the check along with date and time this was issued and the correct reference number are recorded securely in our offices and available for inspection upon request.


Declarations are signed quarterly by the staff or volunteers to confirm that no convictions or cautions have been acquired since the last declaration. It is made clear to staff/volunteers that they must notify us immediately of any new convictions or cautions obtained so the appropriate actions can be taken. At In-Deep, we understand that is our responsibility to inform the authorities of any summons given to any of our staff or ourselves who may have appeared at a Magistrates Court.

 

Any volunteers with special needs or mental health issues will be asked to declare what any medication used and how their illnesses affect them so we can support them. Regular meetings should be held with key workers to discuss their progress. In-Deep adhere to the Data Protection Act 1998 in relation to all staff records and personal information held on file.

 

Safeguarding and Abuse

 

The Governments ‘No Secrets’ guidance on safeguarding for vulnerable adults, defines abuse as:

 

‘Abuse is a violation of an individual’s human and civil rights by any other person or persons.’

 

‘No Secrets’ recognises six categories of abuse:

 

  • Physical abuse, including hitting, slapping, pushing, kicking, misuse of medication, restraint, or inappropriate sanctions

 

  • Sexual abuse, including rape and sexual assault or sexual acts to which the vulnerable adult has not consented, or could not consent or was pressured into consenting;

 

  • Psychological abuse, including emotional abuse, threats of harm or abandonment, deprivation of contact, humiliation, blaming, controlling, intimidation, coercion, harassment, verbal abuse, isolation or withdrawal from services or supportive networks;

 

  • Financial or material abuse, including theft, fraud, exploitation, pressure in connection with wills, property or inheritance or financial transactions, or the misuse or misappropriation of property, possessions or benefits;

 

  • Neglect and acts of omission, including ignoring medical or physical care needs, failure to provide access to appropriate health, social care or educational services, the withholding of the necessities of life, such as medication, adequate nutrition and heating; and

 

Discriminatory abuse, including racist, sexist, that based on a person’s disability, and other forms of harassment, slurs or similar treatment

 

Responsibilities of Staff and Volunteers

 

At In-Deep, staff and volunteers have a responsibility to be aware and alert to signs that all is not well with a vulnerable person. However, they are not responsible for diagnosing, investigating or providing a therapeutic response to abuse. In addition, not all concerns relate to abuse, there may well be other explanations. It is important to keep an open mind and consider what is known about the vulnerable person and his or her circumstances. No action should be taken without discussion with a trustee or member of the management team.

 

Disclosure of Abuse

 

If a vulnerable person discloses that they are being abused or any service user discloses that they are involved in abuse of a vulnerable person, action should continue as stated below. All action must proceed urgently and without delay.

 

Suspicion of Abuse

 

There may be circumstances when a volunteer or member of staff suspects that a vulnerable adult is being abused or neglected. It is vital that any anyone who suspects a vulnerable adult is being neglected or abused discusses the situation immediately with his or her manager or another member of the trustee board at In – Deep.

 

Action on Disclosure of Abuse

 

There should always be the opportunity to discuss welfare concerns with and seek advice from colleagues, managers and other agencies, but:

 

  • Never delay emergency action to protect a vulnerable adult

 

  • Always record in writing concerns about a vulnerable adult’s welfare, whether or not further action is taken

 

  • Always record in writing discussions about a vulnerable adult’s welfare.

 

  • At the close of discussion, always reach clear and explicit recorded agreement about who will be taking what action, or that no further action will be taken.

 

At all times action must proceed urgently.

 

A staff member or volunteer informed of abuse should remind the service user that In-Deep cannot guarantee confidentiality where a vulnerable person is at risk of abuse or further abuse.

 

Volunteers should consult with the In-Deep staff member or trustees co-ordinating the service before taking any action.

 

Additionally, all action taken following a disclosure of abuse should be discussed in advance with a member of the management team.

 

In circumstances where a service user declines to disclose, despite some work having been done towards disclosing, it may be necessary to report the alleged abuse without the service user’s agreement. In these circumstances, a service user must be notified in advance of the decision to report to social services.

 

Any staff member may report a disclosure of abuse to social services irrespective of the opinion of other staff.

 

It is important for staff and volunteers to make written records of any incidents or concerns that they have as soon as possible and if appropriate to include sketches of sites and sizes of injuries. It is also important to make a record of conversations with the vulnerable person using the same language the vulnerable person used especially names used for body parts or sexual acts.

 

Full written records must be maintained of all disclosures and actions following disclosure. All allegations and concerns should be reported to the designated safeguarding officer Mrs emma Chapman or the deputy designated safeguarding officer Miss Alice Pollock

 

The designated safeguarding officers will have training every three years.

 

 

Full written records must be maintained of all disclosures and actions following disclosure.

 

Making a Referral

 

Social services departments have been designated as the lead agencies with responsibility for co-ordinating a response to allegations or concerns of abuse.

 

Each of In-Deep’s managers and the safeguarding officers have the responsibility of informing the relevant social services department of concerns over the abuse or neglect of vulnerable adults. Detailed referral arrangements may differ between localities and, therefore, managers should ensure that they have up-to-date referral information for their locality.

 

Managers should work within the following timescales for reporting allegations or suspicions of abuse:

 

  • Immediate if the vulnerable person is at risk of serious physical harm, or a serious criminal act has taken place, and evidence will need to be kept safe

 

  • Within 24 Hours if it relates to a specific incident which is, or may be still going on, or may happen again

 

  • Within 7 Days if it is a more general concern, which does not indicate

immediate harm.

 

Support to Staff and Volunteers

 

In-Deep will support staff and volunteers in these circumstances. If the social services department need further involvement from staff or volunteers following a report of abuse, a trustee or member of the management team will discuss with the social services department the nature of their needs and how they might be met.

 

Allegation of Abuse Made Against a Staff Member or Volunteer

 

Staff and volunteers may be subject to abuse allegations. In-Deep will offer support in these circumstances, but the social services department will be assisted in their investigation and the disciplinary procedure may be implemented.

 

Confidentiality

 

Confidentiality is central to the work of In-Deep, and the attention of all staff and volunteers is drawn to the Confidentiality Policy.

 

Preventing Abuse by Staff and Volunteers

 

It is important that any staff or volunteers who are likely to be working alone with vulnerable people are thoroughly vetted before being employed. At In-Deep, this means as well as references being checked there will also be a requirement for offences to be declared and a DBS check undertaken.

 

It should be noted that having a criminal record does not prevent someone from being recruited as a staff member or volunteer in all circumstances. Staff or volunteers should seek the advice of their manager in cases of doubt.

 

It may be very hard for a worker to report a concern about a colleague to a line manager but, as with all the other difficulties people will come across, the safety and protection of a vulnerable person must be the priority in any decision that is made.

 

This policy will be reviewed by the trustees and the safeguarding officers at In – Deep annually. This will next be reviewed at March 2024