It may be necessary, with anonymous allegations, to consider whether it is possible to take any further action. When making this decision, Senior Managers should take the following factors into account: the seriousness of the issue(s) raised; the credibility of the concern(s); and the likelihood of confirming the allegation(s) from attributable sources. In some cases, it may be possible to resolve the concern(s) simply, by agreed action or an explanation regarding the concern(s), without the need for further investigation. However, depending on the nature of the concern(s) it may be necessary for the concern(s) to: be investigated internally; be referred to the police; be referred to the external auditor; form the subject of an independent inquiry. Senior Managers should have a working knowledge and understanding of other school policies and procedures, e.g. grievance, disciplinary, harassment, child protection procedures, to ensure that concerns raised by employees are addressed via the appropriate procedure/process. Advice is available from the Director of HR. Stage Three: Within ten working days of a concern being received, the manager receiving the concern (at paragraph 5.1 above) must write to the employee: acknowledging that the concern has been received; indicating how they propose to deal with the matter; giving an estimate of how long it will take to provide a final response; and/or telling the employee whether any initial enquiries have been made; and telling the employee whether further investigations will take place, and if not why not; and/or letting the employee know when s/he will receive further details if the situation is not yet resolved Raising Concerns Outside the School The aim of this policy is to provide an internal mechanism for reporting, investigation and remedying any wrongdoing in the workplace. In most cases the employee should not find it necessary to alert anyone externally. The law recognises that in some circumstances it may be appropriate for the employee to report his/her concerns to an external body such as a regulator. It will very rarely if ever be appropriate to alert the media. Employees are strongly encouraged to seek advice before reporting a concern to anyone external. If an
It may be necessary, with anonymous allegations, to consider whether it is possible to take any further action. When making this decision, Senior Managers should take the following factors into account: the seriousness of the issue(s) raised; the credibility of the concern(s); and the likelihood of confirming the allegation(s) from attributable sources. In some cases, it may be possible to resolve the concern(s) simply, by agreed action or an explanation regarding the concern(s), without the need for further investigation. However, depending on the nature of the concern(s) it may be necessary for the concern(s) to: be investigated internally; be referred to the police; be referred to the external auditor; form the subject of an independent inquiry. Senior Managers should have a working knowledge and understanding of other school policies and procedures, e.g. grievance, disciplinary, harassment, child protection procedures, to ensure that concerns raised by employees are addressed via the appropriate procedure/process. Advice is available from the Director of HR. Stage Three: Within ten working days of a concern being received, the manager receiving the concern (at paragraph 5.1 above) must write to the employee: acknowledging that the concern has been received; indicating how they propose to deal with the matter; giving an estimate of how long it will take to provide a final response; and/or telling the employee whether any initial enquiries have been made; and telling the employee whether further investigations will take place, and if not why not; and/or letting the employee know when s/he will receive further details if the situation is not yet resolved Raising Concerns Outside the School The aim of this policy is to provide an internal mechanism for reporting, investigation and remedying any wrongdoing in the workplace. In most cases the employee should not find it necessary to alert anyone externally. The law recognises that in some circumstances it may be appropriate for the employee to report his/her concerns to an external body such as a regulator. It will very rarely if ever be appropriate to alert the media. Employees are strongly encouraged to seek advice before reporting a concern to anyone external. If an