1.12.6 Lone Working

Contents

1. Induction   
2. Risk Assessment  
3. Working Arrangements  
4. Supervision 
5. Monitoring 
6. Guidance on One to One Working 

1. Induction

No member of Staff will work in a Solo or one-to-one situation with a young person until they have satisfactorily completed an appropriate induction programme. 

In all cases, the induction programme for lone working will include a period of shadowing another Staff member for a minimum specified period.

Upon completion of the induction programme, the member of Staff’s progress and his or her competence to start lone working will be reviewed by the Manager in consultation with those responsible for the delivering the induction, and with the benefit of reports from those who have directly observed the Staff member during the induction programme.

A decision by the Manager that the Staff member has satisfactorily completed the necessary induction and is competent to engage in one-to-one work must be recorded on the Staff member’s personal file.

2. Risk Assessment

It is the responsibility of all Staff to alert colleagues/relevant Managers of any  potential risk which may impact on Staff working in Solo/Lone circumstances.

No member of Staff will be asked or expected to work with a young person in a Solo or one-to-one situation unless such a method of working has been confirmed as appropriate and manageable, as a result of a risk assessment carried out in relation to the young person.  The assessment of the risk presented to lone workers must also be the subject of regular reviews.

All members of the Staff team working with the young person share responsibility for familiarising themselves with the contents of the risk assessment, any conditions attached, whether general or specific to particular activities, or recommendations made, and any other relevant information contained in the young person’s file. 

The Manager must ensure that arrangements are made to carry out any steps considered necessary to manage any risks presented to lone workers. 

Where the risk assessment indicates that a member of Staff is likely to be at risk in a given situation, the Manager will ensure that a contingency plan is in place should the situation occur, for example by the provision of additional Staff support.

If the member of Staff has any concerns about the safety of him or herself, the young person or others, the member of Staff must draw this to the immediate attention of his or her Manager who will consider the need for an urgent review of the risk assessment.  Any such concerns will be communicated as necessary to all members of the Staff team working with the young person.

If the Manager has any reason to consider, having regard to any incident(s), report(s) or event(s), that a young person presents a risk to lone workers, or that an individual member of Staff is particularly at risk from a young person or is particularly weak working in a one-to-one situation, the Manager must take immediate steps to review the risk assessment and if necessary review the composition or deployment of the Staff team, and/or the training needs of the individual member of Staff.  The Manager will keep informed all members of the Staff team working with the young person.

3. Working Arrangements 

Staff working in Solo/Lone situations are required to notify their Manager of planned working arrangements by completing a Weekly Diary Sheets or Calendar facility on the Network.

In regard to visits to known individuals:

1. Line Manager in liaison with worker discusses potential length of visit and agrees a time for a logging in call at the end of the appointment by the worker;
2. If the visit takes longer than anticipated the worker will if at all possible contact the Line Manager within 30 min. of agreed reporting time to agree a revised log in time;
3. If the worker has not called by the agreed time. Line Manager to contact worker on their mobile – if no response Line Manager to make discrete enquiry to appointee if appropriate;
4. If no response Line Manager to inform Police.

In regard to visits where there is a potential risk:

1. Worker completes FHFF43 Staff Risk Assessment Form and discusses with LM. If agreed for visit/meeting to proceed.  Line Manager in liaison with worker discusses potential length of visit and agrees a time for a logging in call at the end of the appointment by the worker;
2. If the visit takes longer than anticipated the worker will if at all possible contact the Line Manager within 30 min. of agreed reporting time to agree a revised log in time;
3. If the worker has not called by the agreed time. Line Manager to contact worker on their mobile – if no response Line Manager to make discrete enquiry to appointee if appropriate;
4. If no response Line Manager to inform Police.

4. Supervision

At each supervision meeting, there should be an agenda item covering any issues related to lone working.  Any concerns, training issues or requests for additional support should be shared and discussed as part of this item.

5. Monitoring

The Manager must monitor the appropriateness of the risk assessment through the regular reading of the young person’s file, regular supervision with members of Staff engaged in lone working, regular consultation with the young person and Care Programme Reviews.

See Planning and Disruption Meetings Procedure.

As indicated above in (Section 2, Risk Assessments) where the Manager has any concerns that a young person presents a risk to lone workers, in general or to an individual member of Staff, the Manager must take immediate steps to review the risk assessment and if necessary review the composition or deployment of the Staff team, and/or the training needs of the individual member of Staff.

Any member of Staff who has any such concerns must report them to the Manager so that he or she can take any necessary action.

In addition, the visits made under Regulation 32/33 and visits made by senior Managers to monitor the quality of care provided to the young people will specifically consider the appropriateness of the risk assessment for one-to-one working with each young person.

6. Guidance on One to One Working

Also see following Chapter:

Privacy, Personal Care, Intimate Care and Physical Relationships Procedure.

Staff should view spending time alone with young people as an opportunity to develop individual positive adult/young person relationships.  However, all Staff should be:

“Sensitized to the potential which exists for abuse within children’s homes”.(How Well Are Children Being Looked After? – SSI Report 1994).

Staff are asked to pay particular attention to the following areas of risk:

• Special Relationships: It is beneficial for children and young people to be involved in wholesome relationships with responsible adults, but exclusiveness and secrecy should be challenged.
• Taking Children and Young People Home: This is not allowed under any circumstances.
• Physical Care: There are clear guidelines about appropriate privacy boundaries.  Young people should be encouraged to undertake personal care and hygiene activities for themselves as soon as appropriate for their age.
• Access to Bedrooms: Staff should be mindful of young people’s need for privacy, and situations, which could give rise to discomfort or misinterpretation.  It would be unwise for any member of Staff to be alone with a young person in their bedroom, with the door closed.

See Privacy, Personal Care, Intimate Care and Physical Relationships Procedure.

• Trips and Outings: These should be dispersed among the Staff group and subject to collective management approval.  There should be careful monitoring when a pattern emerges, linking one member of Staff with a particular young person, or group of young people.  Again there should be concern when a member of Staff frequently comes in during their off-duty period or regularly volunteers for extra duties.

See Holidays, Activities and Transporting Children Procedure.

End