A policy is a collective agreed statement of beliefs. It exists to protect children, parents & staff. It is a course of action recommended or adopted by a service”

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Code of Behaviour

Bridge Kids Code of Behaviour outlines the standard expected from all employees on what is and what is not acceptable when employees are working with children. We recognise the importance of a code of behaviour between staff and children as recommended in “Our Duty to Care”. Our code of behaviour is kept under regular review. The code of behaviour supports all staff and volunteers to have a clear understanding of what is acceptable with respect to their behaviour with children.

We recognise that children have an equal right to our service provision in line with the Equal Status Act and the National Disability Strategy.

We are committed to:

  • Valuing and respecting all children as individuals

  • Listening to all children

  • Involving children in decision making as appropriate

  • Encouraging children to express themselves

  • Working in partnership with parents

  • Promoting ppositive behaviour

  • Valuing difference

  • Implementing and adhering to all relevant policies to keep children safe.

All employees / volunteers / students must adhere to the following policies which outlines codes of behaviour expected:

  • Our ethos and mission statement – of social inclusive practices

  • Positive Behaviour Management Policy

  • Child Protection Policy

  • Communication Policy

  • The UN Convention - The Rights of the Child (1992)

  • The Childcare Regulations 2006

  • Equality and Diversity in our service policy

  • Anti-bias / Anti-Discrimination Policy

  • Anti-Bullying Policy
  • Telephone Calls / Mobile Phone Policy

  • Parent involvement policy

  • Open Door Policy

  • Admissions Policy

At Bridge Kids we adhere to the ratios as outlined in the Childcare regulation at all times.

All policies will be given to all employees, students and volunteers at induction and it expected that any questions arising are brought to the attention of the Management team. Any breaches of policy must be brought to the attention of Management. Breaches of policy are dealt with through the disciplinary procedure.

Positive Physical Contact

Touch and physical interaction are essential to healthy development and well-being of young children. Points to consider include:

  • Young children and babies require touch and physical contact to develop

  • Touch and physical contact are important in offering comfort and reassurance to young children.

  • Touch and physical contact should be governed by the age and developmental stage of the child. For example physical interaction with a 6 month old baby is very different to that with a 4 year old child.

  • All children are different and may need assistance in different ways. Children should be assisted with toileting and dressing based on individual need.

  • Touch should be in response to the needs of a child not the adult. For example if a child looks to hold an adults hand he/she has initiated the contact.

  • Touch and physical contact should be with the child’s permission – resistance from the child should be respected

  • Touch and physical contact should be open and not secretive.

Appropriate physical contact

  • Holding a baby when bottle feeding or soothing
  • Changing a baby / child’s nappy

  • Helping a child with toileting if needed

  • Holding a child’s hand if they initiate the contact or in times of safety such as crossing the road.

Safe Recruitment

We will ensure that all staff and volunteers are carefully selected in line with our Recruitment and Selection Policy and the Childcare (pre-school services) Regulations 2006. The following will be undertaken:

  • Development of job description which outlines the qualifications, skills and experience needed for each post

  • Advertising vacancies externally and as widely as practicable

  • Requesting candidates to supply personal information on an application form

  • Interviews will be conducted by more than one person. It is the responsibility of the interview panel and not one individual to appoint staff/volunteers

  • All processes should be consistent and transparent (i.e. interview questions agreed in

  • advance, scoring sheets and feedback to candidates)

  • Prior to an offer of employment being made, two references from previous employers (including the most recent) should be supplied, verified and kept on file

  • Prior to commencement of position, proof of identity including address (passport, driving licence or ID card) will be requested and kept on file

  • Prior to commencement of position, satisfactory Garda vetting will be in place for all staff or volunteers
  • The development of criteria on decision making regarding suitability in the event of a vetting disclosure (See our Garda Vetting / Clearance Policy)

Any child protection and welfare concerns that arise through the recruitment process should be dealt with through the reporting procedures as outlined in section 3.

All new appointments are subject to a probationary period – see our probationary policy.

Personnel File

An up-to-date and accurate personnel file is kept for each member of staff that includes the following records;

  • Proof of identity and that the person is over 18 years of age;

  • Proof of satisfactory Garda Vetting;

  • Two validated references, including a reference from the most recent place of employment;

  • Verification of qualifications;

  • Investigation of any gaps in employment.

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