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1 Policy Name: Policy Reference: SAFEGUARDING VULNERABLE ADULTS POLICY Recognition, Reporting and Investigation of the Abuse of Vulnerable Adults TW10/032 Version number : 4 Date this version approved: AUGUST 2010 Approving committee: PROFESSIONAL ADVISORY BOARD Author(s) (job title) ADULT SAFEGUARDING LEAD Division/Directorate: CORPORATE Trust Wide Policy (/No) YES Links to other Strategies, Policies, SOP s, etc. WIGAN ADULT SAFEGUARDING JOINT PROCEDURES Date(s) previous version(s) approved: (if known) Version: 3 Date : October 2008 DATE OF NEXT REVIEW: JULY 2012 Manager responsible for review: DEPUTY DIRECTOR OF NURSING & PATIENT SERVICES your hospitals, your health, our priority

2 CONTENTS PAGE Section 1.0 Policy Statement Key Principles Training Responsibilities and Procedure Staff Support Equality, Diversity and Human Rights Monitoring and Review Accessibility Statement 6 Appendices Appendix A Body Map 7 Appendix B Risk Register 9 Appendix C Flow Chart 10 Appendix E Equality Impact Assessment Form 11 1

3 AT ALL TIMES, STAFF MUST TREAT PATIENTS WITH RESPECT AND UPHOLD THEIR RIGHT TO PRIVACY AND DIGNITY. Joint procedures for reporting and investigating abuse of vulnerable adults This policy should be read/followed alongside the Multi Agency Joint Policy and Procedures for Protecting Vulnerable Adults as agreed by the Wigan Safeguarding Board (updated November 2009) 1 POLICY STATEMENT Every adult has the right to respect, dignity, privacy, equity and a life free from abuse (Joint Committee on Human Rights) All practitioners and staff working with vulnerable people have a duty to report suspected or alleged abuse. Whether the alleged abuser is a family member, formal/informal carer, priority must be to ensure the safety of the vulnerable person. Definition of a Vulnerable Adult A vulnerable Adult is any person over the age of 18 who is or may be in need of community care services by reason of mental or other disability, age or illness and who is or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation (No Secrets, DoH, 2000) This can be because of: Leaning disabilities Mental health problems Age or illness Physical disability or impairment Dementia Definition of Abuse Abuse of a vulnerable adult may consist of a single act or repeated acts over time. It may occur as a result of a failure to undertake action or appropriate care tasks. It may be physical, psychological, an act of neglect or occur when a vulnerable person is persuaded to enter into a financial or sexual transaction to which they have not or cannot, consent. Abuse can occur in any relationship and may result in significant harm to, or exploitation of, the individual. (Joint procedures, Wigan Adult Safeguarding Board, 2009) 2

4 2 KEY PRINCIPLES Safeguarding Vulnerable Adults Policy TW10/032 Everyone is entitled to: Privacy Be treated with dignity Lead an independent life and to be enabled to do so Be able to choose how they lead their lives The protection of the law Have their rights upheld regardless of ethnic origin, gender, sexuality, impairment or disability, age, class, religious or cultural background. For Further guidance please refer to the Joint Procedures outlined in appendix E 3 TRAINING Basic awareness session on Trust Induction and Junior Doctors induction Trust employees are able to access the following safeguarding training provided by Wigan adult services Basic awareness suitable for ALL front line staff Foundation Registered staff Managing initial concerns ward / department managers. E- Compulsory training for staff groups as per the training needs analysis. 4 RESPONSIBILITIES AND PROCEDURE 4.1 Responsibility of the Trust Board The responsibility for the provision of a policy and procedure on the protection of Vulnerable Adults rests initially with the Trust Board The Trust Board will ensure, through the line management structure that this policy is applied fairly and equitably and that staff are aware of the standards of conduct required 4.2 Ward/ Departmental staff: Suspected or alleged abuse must, in all cases, be reported to the line manager Incident completed on DATIX The individual suspecting abuse must record observations about the circumstances regarding the suspected or alleged abuse, this should include dates and times where possible, and use of body map (Appendix A) In the instance where the reporting individual s line manager is the suspected abuser, this should then be reported to their next line manager Once an investigation has commenced, the patient must not be discharged back to the care of the individual or care home that is the subject of the allegation until the outcome of the investigation is known. 3

5 4.2.6 Consideration to the following must be given at this time : Safeguarding Vulnerable Adults Policy TW10/032 Is there a need for a Deprivation of Liberty Safeguard (DOLS) request, if yes, inform the Adult Safeguarding lead who will assist the ward/ department team with this request. Does the vulnerable adult require the service of an IMCA (Independent Mental Capacity Advocate), if yes inform the Adult Safeguarding lead who will assist the ward/ department team with this request 4.3 Line Manager: If the alleged abuser is a family member, or the patient has been admitted from a nursing/ residential home and staff suspect abuse. or Suspected or alleged abuse has been committed by a member of Trust staff It must be reported to the matron/duty matron/ site coordinator The line manager will refer the case to the hospital social work team, and inform the hospital matron and the trust Adult Safeguarding lead Out of hours this should be reported to the following: 4.4 Social Worker: Duty matron / site coordinator at night Central duty social work team It is the responsibility of the nominated social worker to conduct / lead the investigation if the alleged abuser is a family member or the patient has been admitted from a nursing/ residential home. 4.5 Matron/ Duty Matron/ Site Coordinator In the instance of suspected or alleged abuse by a member of Trust staff, the line manager will report the allegation to the relevant matron/duty matron/site coordinator They will make an initial assessment of the issue/concern raised and inform the Divisional Head of Nursing. Out of hours the on call manager will be informed. Reporting the issue/ incident to the police must be considered at this point 4.6 Head of Nursing: The Head of Nursing will determine whether the Trust Disciplinary procedure should be invoked, and ensure the Director of Nursing is informed 4

6 4.7 Adult Safeguarding Lead The Adult safeguarding lead for vulnerable adults will hold a risk register, (Appendix C) of patients identified by staff of suspected abuse and will liase with social services, ward staff regarding investigation process Act as a resource for staff, providing training when required. They will report incidents and any findings to the Trust Safeguarding Committee and the Wigan Adult safeguarding Board 4.8 On Call Manager Out of hours the on call manager will determine whether the Trust Disciplinary procedure should be invoked, and ensure the relevant HoN and DoN is informed NB. Refer to appendix D for reporting process. 5 STAFF SUPPORT Staff will experience a range of emotions following their involvement in reporting a suspected abuse of a patient, where they have witnessed the abuse. Incidents of suspected abuse can also prove traumatic for those reporting the incident or being involved in the immediate management of the consequences or local level investigation of the suspected abuse. With this in mind a number of support options should be considered and offered to ensure there is access to appropriate support, counselling and de-briefing opportunities. All executives, managers and individuals should be aware of and give consideration to the various support options available: Support is available from a mentor, clinical supervisor or professional colleague Being kept informed of what is happening and/or going to happen Being kept informed of the progress and outcome of the investigation Early offer of independent support through the staff counsellor Refer to the Supporting Staff Policy for further information. 5

7 6 EQUALITY, DIVERSITY AND HUMAN RIGHTS In implementing this policy managers must ensure that all staff are treated fairly and within the provisions and spirit of the Trust s Equality Diversity and inclusiveness policy. Any issues, in terms of Human rights, when applying this policy, the manager must seek clarity from the Trust Administrator 7 MONITORING AND REVIEW A report will be produced by the nominated Trust lead for the safeguarding of vulnerable adults, and presented to the Trust Safeguarding Board on a quarterly basis, to ensure compliance with the policy The procedure for the Recognition, Reporting and Investigation of the Abuse of Vulnerable Adults is reviewed every 2 years and approved by the Quality Board. 8 ACCESSIBILITY STATEMENT This document can be made available in a range of alternative formats, e.g. large print, Braille and audiocassette. For more details please contact the HR Department on (3766) or 6

8 APPENDIX A Body Maps The Body Map is a useful way of recording injuries and as an aid to later diagnosis. It is important to record what can be seen. For monitoring purposes a new body map should be used on each occasion. It is necessary to be consistent when recording injuries so that comparisons can be made with the other earlier maps. How to record Describe any marks, swellings, lacerations or other injuries carefully (cuts, bruises, scratches) Describe the colour (brown/yellow/blue), size and shape of any bruises and indicate their location on the body ma. Describe any pattern if there are any bruises closer together. Briefly list any relevant circumstances witnessed, such as anger or aggression by victim or by anyone in contact with the victim. Record any explanations of injuries given immediately by the victim and any other witness Ensure that for each map completed the date and time they were completed are clearly documented along with the name of the person completing the map 7

9 APPENDIX A (i) 8

10 APPENDIX B Vulnerable Adults Risk Register Ref Date Patients Name Ward/Dept Reported by Job title Ext Type of Suspected Abuse Outcome 9

11 APPENDIX C 10

12 EQUALITY IMPACT ASSESSMENT FORM APPENDIX D Division: STAGE 1 INITIAL ASSESSMENT (PART 1) Nursing & Patient Services Department: Person(s) completing this form: Margaret Jolley Tel No: Ext 2333 Others involved: Start date of this assessment: Title of policy being assessed: What is the main purpose (aims / objectives) of this policy? Safeguarding Vulnerable Adults: recognition, reporting and investigation of the abuse of vulnerable adults Policy implementation date: October 2008 To Provide guidance for staff who suspect abuse/ neglect of a Vulnerable adult Is the policy existing & being reviewed or a new policy? (tick the relevant box) Existing & Being Reviewed A NEW Policy Will patients, carers, the public or staff be affected by this policy? Have patients, carers, the public or staff been involved in the development of this policy? If yes, who have you involved and how have they been involved: What consultation method(s) did you use? How are any changes / amendments to the policy communicated? Patients Carers Public Staff Patients Carers Public Staff No If staff, how many individuals / Which Groups of Staff are likely to be affected? All front lime staff This policy is part of the Wigan Borough Joint Procedures of which the above were consulted at meetings and some focus groups For example: focus groups, face-to-face meetings, questionnaires etc. As stated above, meetings, MDT group meetings several face to face meetings For example: Meetings / Focus / etc. Changes would be communicated via meetings, s & telephone conversations 11

13 EQUALITY IMPACT ASSESSMENT TABLE (POLICIES/SOP s) Equality Target Group Positive Impact High Low None Negative Impact High Low None Reason/Comments for Positive Impact (Why it could benefit any / all of the Equality Target Groups) Reason/Comments for Negative Impact (Why it could disadvantage any / all of the Equality Target Groups) Resource Implication / No Men Women Younger People (17-25) and Children Older People (60+) Race or Ethnicity Learning Difficulties Hearing Impairment Visual Impairment Physical Disability Mental Health Need Gay/Lesbian/ Bisexual Transgender Faith Groups (please specify) Carers Other Group (please specify) Applies to ALL Groups None None No High : There is significant evidence of a negative impact or potential for a negative impact. Low : Likely to have a minimal impact / There is little evidence to suggest a negative impact. None : A Policy with neither a positive nor a negative impact on any group or groups of people, compared to others. 12

14 INITIAL ASSESSMENT (PART 3) (a) In relation to each group, are there any areas where you are unsure about the impact and more information is needed? No (b) How are you going to gather this information? (c) Following completion of the Stage 1 Assessment, is Stage 2 (a Full Assessment) necessary? Have you identified any issues that you consider could have an adverse (negative) impact on people from the following Equality Target Groups? Please delete as appropriate. Age (Younger People (17-25) and Children / Older People (60+) Gender (Men / Women) Race Disability (Learning Difficulties / Hearing Impairment / Visual Impairment / Physical Disability / Mental Illness) Religion / Belief Sexual Orientation (Gay / Lesbian / Bisexual / Transgender) Carer Other Any Other Comments Assessment Completed By: Margaret Jolley Date Completed: 4/8/10 IF IMPACT IS IDENTIFIED Action: No further documentation is required. IF YES IMPACT IS IDENTIFIED Action: Full Equality Impact Assessment Stage 2 Form must be completed. If required, the Full Equality Impact Assessment Form Template can be downloaded from either the Policy Library Intranet Page or the Equality & Diversity Intranet Page. PLEASE RETURN COMPLETED FORMS VIA TO: DEBBIE JONES, EQUALITY AND DIVERSITY PROJECT LEAD (for Service related policies) EMMA WOOD, EQUALITY AND DIVERSITY PROJECT LEAD (for HR / Staffing related policies) 13

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