Requirements
The Safeguarding Development Plan
4F.17 The Safeguarding Development Plan must be developed and agreed by the attendees of the Safeguarding Development meeting, and must be signed by the respondent.
4F.18 The Safeguarding Development Plan must be proportionate, so may be brief, but must specify clearly:
- the rationale for the proposed additional learning, development and support;
- the expectations from the respondent;
- the expected outcomes and how these will be reviewed/measured; and
- how the Plan will be monitored and by whom, including agreed review points and when the Plan is due to be closed.
4F.19 Before closing a Safeguarding Development Plan, the Safeguarding Officer must organise a reflective session with the respondent, to assess if all the requirements and expected outcomes in the Plan were met. The outcomes of the reflective session must be discussed with the attendees of the Safeguarding Development meeting.
4F.20 If a respondent fails to sign or engage with the Safeguarding Development Plan, or if the requirements and expected outcomes of the Plan have not been met, the attendees of the Safeguarding Development meeting must trigger the processes under Section 3 - The role of the Safeguarding Case Management Groups and the Section 4A, 4B or 4G Pathways under this Code.
Guidance
A Safeguarding Development Plan can include training, mentoring, coaching, reflective sessions and any other support that will help the respondent:
- reflect on and correct any mistakes, and
- improve their safeguarding knowledge and competency.
The attendees of the Safeguarding Development meeting must ensure that there is a clear rationale for how the additional learning, development and support will contribute to these aims. The exact requirements or arrangements put in place will depend on the nature of the concern or allegation.
The Plan should include a defined timeframe within which the respondent is expected to meet any Requirements. Clear review points and monitoring arrangements should also be built into the Plan, to ensure that the respondent receives support and is making progress towards improving their practice. These arrangements may involve the Safeguarding Officer or any of the other attendees of the Safeguarding Development meeting, as well as any other relevant Church Officers who may need to play a role (provided that this is discussed and agreed with them).
In cases where a Safeguarding Officer has failed to comply with a requirement, this Plan should be set out by their line manager in consultation with the Regional Safeguarding Lead.