Section 6.2-6.4: Safeguarding Development Plan

Requirements

6.2 The Safeguarding Development Plan must be developed by the Safeguarding Officer and must be signed by the respondent.

6.3 The Safeguarding Development Plan 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.

6.4 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 other members of the SCMG.

Guidance

A Safeguarding Development Plan can include training, mentoring, coaching, reflective sessions and any other support that will help the respondent to:

  • reflect on and correct any mistakes, and
  • improve their safeguarding knowledge and competency.

The Safeguarding Officer and the SCMG members 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 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 SCMG members, as well as any other relevant Church Officers who may need to play a role, provided that this is discussed and agreed with them. A Safeguarding Development Plan template is available. A respondent’s failure to engage with safeguarding training may constitute misconduct or may be a breach of their employment contract or volunteer agreement.