1. Health & Safety

Statement by the Chief Executive of the London Borough of Richmond Upon Thames Council.

“The Executive board and I are committed to providing services which are safe for customers, the public and all those who work for the London Borough of Richmond upon Thames, including employees, volunteers, contractors, and learners.”

Gillian Norton, Chief Executive

  • Each workplace is thoroughly checked prior to the commencement of each programme.
  • Learners will have regular opportunities to raise safety issues during the training period.
  • An ‘Employer Location Health, Safety and Welfare Asessment Record’ is completed, checked and then quality assured by another member of staff, before a risk rating is recorded on the document as follows:
    LOW RISK – Full compliance to assessment requirements
    MEDIUM RISK– Partial compliance
    HIGH RISK – Status report indicates an unsafe workplace
  • A new document is completed for each new learner recruited.
  • Employers are always offered guidance to improve their health and safety arrangements if applicable.
  • Way to Work will ensure that all accidents to learners preventing them from doing their normal work for more than 3 consecutive days will be reported under RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations ).
  • Way to Work Management will assess and review arrangements and the training needs of staff at annual appraisals.
  • Way to Work ensure that all learners complete a ‘Be Safe Handbook’ within their first 3 weeks of employment.

2. Equality & Diversity

Each learner will to be treated according to their individual needs to enable them to maximise their work and training opportunities.  Way to Work will comply fully with the equality and diversity policies and practice of The London Borough of Richmond.

The aim of the policy is to promote:

D ifferent
I  ndividuals
V aluing
E achother
R egardless
S kin Colour
I ntellect
T alents
Y ears

Way to Work will do the following:

  • Encourage and support every learner to reach their full potential
  • Create an environment where people feel welcomed, comfortable and valued
  • Maintain the motivation and commitment of apprentices, by ensuring that support and training is high quality and needs led.
  • Gather useful and regular feedback to ensure that Way to Work and Assessors are rated as good or excellent
  • Provide appropriate support to reduce early apprenticeship leavers
  • Retain employers, staff and assessors by meeting the needs of all stakeholders
  • Improve and maintain our working relationships with suppliers and partners

3. Quality Improvement

We value all our customers who include applicants, learners, employers, and our supplier partners. To ensure that our services remain of a high standard, we gather feedback from these groups in a variety of ways; evaluations, meetings, focus groups, and reviews.

If we receive negative feedback, action is taken quickly to address, and rectify the situation.

Everyone involved with Way to Work is encouraged to help with continuous improvement by participating in monitoring, evaluation, review and feedback.

Way to Work activites and practices comply with London Borough of Richmond policies.

Self-Assessment and Development Planning are used to ensure that things get continually better.

Way to Work has been accredited as an ‘Investor in People’ since 2001.  Appraisal is used to set SMART targets for staff, develop job roles and identify training and support needs.  Each member of staff is given their manager’s objectives to help them write their own.

Way to Work has also been Matrix accredited since 2006, and has been acknowledged as providing a quality standard of information, advice, and guidance services.

4. Confidentiality

Way to Work maintain your personal information on a secured server accessible by only Way to Work staff. All paper based appliction forms, CV’s, and references are kept securely in a recruitment file managed by the Operations Manager. Way to Work closely abides by LBRUT data protection policy and procedures.

5. Recruitment & Selection

Way to Work will only work with committed employers.  Young people who are willing to learn will be selected for jobs.  Employers will be encouraged not to use GCSEs or subjective criteria to recruit young apprentices.

6. Supplier Management

The teamwork between Way to Work and supplier partners will be effective and will result in high achievement and continuous service improvement.

To ensure that suppliers are treated fairly to meet the needs of employers and learners. “Way to Work” aims to contract with high quality training providers who meet all the supplier partner contract requirements.  These are called

Changes to this policy will be discussed and agreed by those in attendance at supplier meetings.

7. Our Commitment To You

All learners are entitled to excellent services to meet their individual needs.  This provision must be; carefully planned, well organised and delivered by competent staff.  The increasing use of Information Technology will be planned carefully to ensure that the learning experience is positive and enjoyable.  “Way to Work” staff and suppliers will do everything possible to help learners to complete apprenticeships successfully and progress to higher levels.

Learners with “Way to Work” are entitled to training, which will be:

  • Carefully planned – this will involve detailed assessments in the early stages
  • Well organised – to ensure that the learner receives the support needed to complete the qualification by an agreed target date.
  • Delivered by competent staff –to guide the learner through the training quickly and efficiently.
  • Closely monitored by “Way to Work”– to make sure that the training is useful and enjoyable.

8. Initial Assessment

Initial assessment will include high quality information, advice and guidance and will not form a barrier for any young person.  It will not place unfair pressure on young people and will identify each learner’s preferred learning methods.  It will not be biased against ethnic minority applicants, young people with disabilities or those with low levels of prior achievement.  If required, extra funds WILL be made available to help all learners to complete apprenticeship frameworks.

“Building up a clear accurate and relevant picture of an individual’s attainment and potential to use as a basis for negotiating a programme of learning and assessment opportunities.”

(Clough & Foster 2000)

In order to achieve this in a way that is fair and efficient for Way to Work learners, the following policy objectives will be applied:

Initial assessment will not form a barrier for any young person who applies to Way to Work.

  • Initial assessment will not include practices, which place unfair pressure on young people and will accommodate each learner’s preferred learning methods.
  • Initial assessment will not be biased against ethnic minority applicants, young people with disabilities or those with low levels of prior achievement.
  • Assessment of additional learning needs and training delivery will be carried out consistently and effectively by experienced and qualified staff.
  • Way to Work will approve and pay for all additional training and support to help young people complete frameworks

Information gathered from references and medical screening will only be used to assess support needs and will not be used as a barrier to employment

9. Safeguarding

Keeping you safe

Way to Work is always working to keep young people as safe as possible whilst you are working, training or volunteering with us

We will do this by:

  • Keeping records of your emergency contact
  • Ensuring that every workplace has been checked by a qualified member of staff and that we have met your manager and supervisor
  • Ensuring that every learner has a visit and/or phone call at least monthly and that opportunity is always given for a confidential conversation if required
  • Responding to learners concerns by a confidential phone call, visit to the workplace or requesting you to visit us within 24 hours of your concern being raised
  • Giving advice on travelling by transport information and safety leaflet
  • Giving information on specialist services available to young people if required
  • If we are seriously concerned about your safety the need to protect you is of over-riding importance and we would need to share our concerns.  Any records made in relation to such matters will be kept confidential and in a secure place.
  • If you have concerns about a friend or family member being abused or neglected you can contact the NSPCC for confidential advice.  There is a 24 hour helpline on 0808 800 5000
  • If you’re a victim of domestic abuse and you are also worried about what will happen if you report it, call ChildLine on 0800 1111.  ChildLine is for young people as well as children.  Calls are free and they will never appear on your phone bill
  • A helpful website is “direct.gov.uk”.  Put -domestic violence young people- into the search box

 

10. Young People

Arrangements for Managing Health and Safety

Young people, especially those new to the workplace, will be facing unfamiliar risks from the job they will be doing and from the working environment. They are seen to be particularly at risk because of their possible lack of awareness of existing or potential risks, immaturity and inexperience. The law therefore requires that before employing a person less than 18 years of age, employers must assess the health and safety risks associated with the work tasks and the workplace.

A young person is anyone under the age of 18 years. A child is anyone who is not over compulsory school age. He or she has not yet reached the official age at which they may leave school. This is generally referred to as the minimum school leaving age i.e. just before or just after their 16th birthday. A young person may be directly employed, or they may be on a work placement, e.g. Way to Work, students or temporary placements, or volunteers. Students and trainees, including children, on work experience are regarded in health and safety law as employees. If you offer work experience placements to students, you must provide them with the same health, safety and welfare protection you give to your other employees.

Assessing the risk

A specific young person’s risk assessment template is available here, and covers the following areas:

  • The inexperience, lack of awareness of risks and immaturity of a young person.
  • The layout of the workplace and the workstation.
  • The nature, degree and duration of exposure to physical, biological and chemical agents.
  • The use of work equipment and the way in which it is handled.
  • The extent of health and safety to be provided to the young person.
  • Supervision requirements.

Parents or guardians of any children still of compulsory school age should be informed of the key findings of the risk assessment and the control measures that have been introduced before the child starts work or work experience.
Certain processes or activities e.g. those involving extreme temperatures or vibration may not be appropriate for young persons. Further advice should be sought from the Health, Safety and Resilience Team in deciding whether the young people should be prohibited from certain work activities.

Training and supervision

Young people need training most when they start a job to increase their capabilities and competencies to a level where they can do the work without putting themselves and others at risk. It is not enough to make training available. Managers and supervisors must ensure that training is undertaken and check that key messages have been understood.

Young people will also need training and instruction on the hazards and risks present in the workplace and on the preventative and control measures put in place to protect their health and safety. This training should include a basic introduction to health and safety, for example including first aid arrangements, fire and emergency evacuation procedures, and accident and hazard reporting.

As well as training, young people will require more supervision than adults, and this must be factored in for any placement or employment. Regular and closer supervision for young people must take place, particularly in areas where the risk assessment has identified a potential hazard.