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(7 Posts)
Googlechrome Thu 21-Aug-14 20:36:07

I've worked with young people for years (youth work etc), so not a novice with Safeguarding. But now applying for a management role and need to know what I should be talking about at interview.

Anyone a social worker or knowledgable about this agenda?

Am researching like mad but be good to know what others think.


FunkyBoldRibena Thu 21-Aug-14 20:37:59

Yes. What is it you want to know? Have you ever had safeguarding training?

Bessiebigpants Thu 21-Aug-14 20:52:59

Look at serious case reviews and focus on lost opportunities.Specifically multi agency communication.Look at your local safeguarding team where are they based how can you contact them.What is local protocol for escalating concerns.Following Peter conellys death there is a focus on the "hidden male" within families.Sexual exploitation specifically in children is a hot potato especially in vulnerable young people such as young carers foster children or children known to services.Young carers in general are high on the political agenda as well as care leavers.look at the links between the toxic trio and the effect on children in relation to safeguarding.Emotional harm is often overlooked so don t forget to look at that in your research.Hope this helps.If you are working with young people go over fraserguidelines and gillick competence so you don t get confused as they are seperate even though both are related to sexual health and consent.

Googlechrome Thu 21-Aug-14 21:56:13

Thanks a million!

Yes, have had safeguarding children training, safeguarding adults training and training for designated person - but all 2012.

Just trying to refresh myself and think about what they may ask.

FunkyBoldRibena Thu 21-Aug-14 22:48:07

All that is good info above, but the only answer to any safeguarding question would be that you would follow their safeguarding policies and procedures that you would have been taken through at induction. With any safeguarding issue, first step would be to go straight to the safeguarding officer internally and tell them the disclosure or your concerns.

BonaDea Thu 21-Aug-14 22:55:51

Funky - if someone answers like that or thinks like that all that occurs to me is 'single point of failure'. It can't just be about going to one name individual - everyone has to take responsibility and those in managerial positions be comfortable with the agenda.

FunkyBoldRibena Fri 22-Aug-14 17:16:40

The first rule of safeguarding is that your company should have safeguarding procedures in place. They need to be followed. Anyone who doesn't agree with them needs to take it up internally but it is the safeguarding officers job to make a decision on disclosure and passing it up the line.

I know about the agenda, I own a training company who deals with high risk vulnerable people and if I recruit and at interviews I ask about safeguarding and 'what would you do if'...the only answer needs to be 'follow the procedure that you teach me during my induction'. An individual can't be going to all and sundry if a disclosure is made because the trained person whose job it is needs to follow the correct procedure, and they have all the necessary contacts and info in order to do that.

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