Policy Documents Contents:

Transcription

1 Policy Documents Contents: 1. Admissions and Fees 2. Absence Management 3. Arrivals and Departures 4. Behaviour Management 5. Biting 6. Bullying 7. Care, Learning and Play 8. Complaints Procedure 9. Critical Incident 10. Dealing with Discriminatory Behaviour 11. Documentation and Information 12. Dummies use of in nursery 13. Equality & Inclusion 14. Equipment 15. Early Years Foundation Stage 16. E-safety 17. Fire Safety 18. Food and Drink 19. Health and Safety 20. Health & Illness 21. Hygiene 22. Infectious and Communicable Illnesses 23. Intimate Care 24. Involving and Consulting Children 25. Late Collection and Non-collection 26. Lost Children 27. Medicine 28. Mission statement 29. Mobile Phone, Cameras and Technological Devices 30. Outdoor Play 31. Partnership with Parents and Carers 32. Physical Environment 33. Recruitment of Ex-offenders 34. Risk Assessment 35. Safeguarding and Child Protection 36. Safer Recruitment 37. Social Networking 38. Storage and Access of Information 39. Separated Family 40. Settling In 41. Site Security 42. Smoking, Alcohol and Drugs 43. Special Educational Needs & Disability 44. Staff Development and Training 45. Staff Disciplinary Procedures 46. Staff working with their own children or close relatives 47. Staffing 48. Students and Volunteers 49. Sun care 50. Suspensions and Exclusions 51. Use of images and technological devices 52. Visits and Outings 53. Whistleblowing Policy

2 1. Admissions and Fees Sawtry Day Nursery is committed to providing a fair and open admission system that offers a competitively priced and good value service. As a provider of registered childcare, we both encourage and actively support eligible parents/carers claiming and taking up the childcare element of the Working Tax Credit, Employer Supported Childcare Voucher schemes and the Early Years Funding scheme. Admissions When a parent/carer contacts the Nursery enquiring about a place for their child, they will be ed or provided with a hard copy of all the relevant information they require and informed of whether there is currently a suitable place available for their child. Once the admission is secure, the Manager, or a designated member of staff, will contact the parent/carer concerned to arrange a date for the child s first session at the Nursery. At this stage, the provisions of the Settling In policy will come into operation. Waiting List To ensure that admissions to the Nursery are offered on a fair and transparent basis, the following procedure will apply to the management of waiting lists: If, on making an enquiry about a place for their child, a parent/carer is informed that there is not currently a suitable one available, the Nursery s waiting list procedure will be explained and then activated on the parent/carer s behalf. The waiting list will be kept and used on a first come first served basis according to room availability. However children with Special Educational Needs, referrals from Social Care or families already using the Nursery may be prioritised. The Nursery will advise the parent/carer of how long they are likely to have to wait before a suitable place becomes available. This information will only be an estimate and will not constitute a binding guarantee from the Nursery. When a vacancy at the Nursery becomes available, the Manager will contact the parent/carer whose child is suitable for the place and is highest up on the waiting list. They will be asked to confirm whether they require a place as soon as possible. If that parent/carer still wishes to take up the place for their child, they will be asked to complete and return the Registration Form. If the parent/carer concerned no longer wishes to take up a place, the parent/carer of the next suitable child on the list will be contacted. Fees The Nursery understands that the cost of registered childcare may seem expensive to a parent/carer. However, providing a high quality, safe and stimulating service for children requires considerable funding to ensure the continued high standards and sustainability of the Nursery, it must ask that parents/carers respect its policy in respect of fees.

3 The level of fees will be set by the Registered Person and reviewed annually in the light of the Nursery s financial position, its future strategic plans and any other broader economic or social considerations deemed relevant. All child care is charged on an hourly rate. There is an under 3 years rate and an over 3 s rate. Core hours 9.00am to 5.00pm. Fees are payable for these 8 hours and times are agreed in advance in order to ensure that staffing levels are adequately maintained. All additional hours from and pm are charged at the hourly rate in increments ¼ hour. Parents therefore need to determine the hours that they require childcare factoring in a time element for talking to their key person when they arrive and when they leave. This will allow us to deploy staff effectively for the number of hours requested by parents, reducing overheads and minimising future fee increases. All fees are payable 51 weeks of the year including bank holidays, family holidays and sickness. The Nursery closes for six days at Christmas and there are currently no charges made during this period. Payment of fees should be made monthly, by the 14th of the invoiced month. Payment is preferred by cheque or internet banking. The Nursery also accepts Salary Sacrifice Vouchers, also known as childcare vouchers, from a broad range of providers. Some may take up to 6 days to appear in the Nursery bank account, please check with your provider to ensure that these have cleared by the 14 th of the month. Where two or more children attend Nursery, a 10% discount will be applied to the fees of the older child/ren. If the older child is in receipt of Early Years Funding, the discount is applied to the nonfunded hours. Parents/carers wishing to negotiate any other alteration to the standard fees policy should arrange a meeting with the Manager at the earliest possible opportunity. The Nursery reserves the right to add 5% to all outstanding amounts over that are outstanding by the 14 th of the month with the exception of any extra days taken in that month. If the fees remain unpaid by the 21 st of the month, a letter will be sent out requesting that the fees are paid. Should the fees remain unpaid, a second letter will be sent out requesting that the fees are paid by the 28 th of the month. If full payment has not been received by the 7 th of the following month, then only the funded hours as detailed on parent funding contract will be available. The Nursery reserves the right to refuse requests made for extra hours / sessions or days until outstanding fees have been settled in full. Parents/carers are encouraged to speak to a member of staff or the Manager if they have any query about the fees policy, or if, for any reason, they are likely to have difficulty in making a payment on time. Parents/carers are strongly advised to arrange a meeting at the earliest possible opportunity, to avoid the 5% levy and jeopardising their child s place at the Nursery. Fees include all meals. Small extra charges are made to help cover the cost of suncream, and to help cover any travelling expenses on any visits, trips or forest school programmes. The Nursery requires six weeks notice in writing should a Nursery place no longer be required or for a reduction in hours. All fees are payable during this period or may be paid in lieu. In the event that a cheque is returned unpaid, a standard charge will be added to the next invoice to cover bank charges and administration costs incurred by the Nursery. Early Drop offs or Late collections Parents must inform the Nursery if they need to drop their children off early or collect them later than agreed in order to ensure that staff ratios are maintained. Parents/carers have access to the building between the hours of 7.45am and 6.00pm via the biometric door system.

4 Should a parent be delayed and arrive after 6.00pm, they will need to ring the bell to gain access. Parents, carers and children are politely requested to leave the building by 6.00pm so that staff can make the necessary closing checks. An additional early drop off/late collection fee will be charged if children arrive prior to or are collected after the agreed times at the rate of per hour in increments of ¼ hour. Additional charges will be waived and the regular hourly rate applied as long as the Nursery is given prior notification. Where children are collected after 6.00pm, with or without notification, a flat rate of 5.00 per ¼ hour will be charged in addition to the early drop off/late collection fee to cover the additional staffing costs on an overtime rate. Where parents are persistently early or late, times will be amended accordingly to ensure adequate levels of staffing. Free Two s and Free Three and Four Year Old s Eligible children are entitled to access up to 570 hours per year of early years provision. Two year old children need to meet certain criteria. All children become eligible for Free Three s funding the term after their third birthday. As part of the Early Years Funding Scheme, each setting has to decide on their offer and this has to be communicated to all parents/carers. As a full day care setting operating 51 weeks of the year, Sawtry Day Nursery offers a free entitlement of 11.4 hours over 50 weeks amounting to 570 hours per academic year. Parents can use these funded sessions throughout the day. The scheme operates for 50 out of the 52 weeks of the year. Fees are not payable for the week that the Nursery is closed over the Christmas period. The free entitlement is not available for the two weeks preceding the 2 nd January. The sessions can range from 2½ hours to 10 hours in a day but have to be spread over a minimum of 2 days. Parents/carers may only use a maximum of two providers. Where children attend 11.5 hours per week, the additional fraction of hours will be accumulated and a full or part session will be withdrawn. Alternatively parents may opt to pay the difference. Parents/carers enter into a termly contract and agree the hours that each funded child will attend Nursery and decide on which hours are to be free funded hours. Free funded hours will be credited and clearly shown on monthly invoices. Hours above the free entitlement will be charged at the hourly rate. The funded hours can not be changed until the start of the following term. Term dates start 1st September, 1 st January and 1 st April. Parents may request periodic extra hours, earlier starts and later collection times but will be dependent on available staffing levels. Extra hours will be charged at the hourly rate in increments of ¼ hours. Deposits: The Nursery requires a non-returnable deposit of per day to secure all Baby Room places. Deposits may also be requested to secure a place in other rooms when there is limited availability of spaces. The deposit is paid upon a place being allocated ie agreed days and an approximate start date. There is a per day penalty charge deducted from the original deposit, for any day that is subsequently changed or no longer required. The balance will be credited against the first Nursery invoice. Where start dates are deferred over three months, the deposit will no longer be refundable against the first or subsequent invoices.

5 Settling in dates will be organised within a month of the start date to suit individual circumstances as per settling in policy. All settling in hours are payable at the hourly rate. This policy was adopted on Signed on behalf of the nursery Date for review Dawn Quince

6 2. Absence management At Sawtry Day Nursery we encourage all our employees to maximise their attendance at work while recognising that employees will, from time to time, be unable to come to work due to sickness. By implementing this policy, we aim to strike a reasonable balance between the pursuit of our business needs and the genuine needs of employees to take occasional periods of time off work because of sickness. This policy and procedure establishes a framework to support individuals and the organisation in times of sickness absence. It ensures that appropriate and consistent advice is provided and that assistance and support is offered to employees and, where necessary, action is taken. Principles We aim to provide a healthy working environment and demonstrate commitment to health, safety and the welfare of staff in order to maximise attendance. Management is responsible for regularly monitoring and taking appropriate action in connection with sickness and other unplanned absence. Exclusion periods for contagious illnesses Working with children means that you are in contact with illnesses which can be highly contagious. We take the health of children and staff very seriously therefore if you have any contagious illness you must adhere to the same exclusion periods as children. This will ensure that you are able to recover appropriately and that this illness is not passed on to other staff, children or parents. The manager will advise you of any exclusion times required (see the sickness and illness and infection control policies). Sickness absence reporting procedure Reporting sickness absence should be done using the following guidelines. Failure to follow these guidelines could delay any sick pay due to you and could possibly result in disciplinary action. 1. On your first day of absence, you must: Telephone the nursery and speak to the manager or assistant manager Give brief details of your illness Telephone and speak to someone yourself unless you are hospitalised or incapacitated Contact someone within one hour of your normal start time. If you are due to start at 7:30am then please contact the duty manager at least half an hour before your shift is due to start, if not earlier. 2. If you are aware that the illness is likely to last for more than the one day you should indicate the length of absence expected. If you have been unable to determine how long the absence will last, and it exceeds the third day, you must contact your manager again on the fourth day. 3. On returning to work you must complete a copy of the Employee s statement of sickness selfcertification form. This should be signed by nursery management. 4. For absences of more than seven consecutive days, you must provide a fit note completed by a qualified medical practitioner for the period of absence. 5. After returning to work from any sickness absence leave, a return to work interview may be undertaken by the employee and line manager. This will not happen in all circumstances, but it would be expected in the following: Where the absence has exceeded 14 days Where the nature of the illness means that duties on return to work may need to be altered and clarification and/or consultation is required Where a member of staff has had two or more absences in 12 weeks. During the return to work interview the following will be discussed: The reason for absence Whether adjustments to the role (on a temporary or more permanent basis) are required and what they are. These might include adjusted work patterns, start and finish times and changes of duties Future requirements and expectations, e.g. improved attendance The return to work interview should be recorded and signed by both the duty manager and employee and a copy attached to the employee s file.

7 Where an employee s attendance record gives cause for concern because of the duration or frequency of absence, this should be brought to the attention of the employee through a discussion with the manager. Throughout any stage of discussions on sickness absence, employees may be accompanied by a work colleague. The abuse of sick leave and pay regulations may be classified as misconduct and will be dealt with through the disciplinary procedure. Frequent and/or persistent short-term sickness absence Short-term absence may be short periods of one or two days occurring frequently. Absence of this nature can be identified by one of the following indicators and should be classed as a trigger: Four self-certified spells of absence in one calendar year A total of 10 working days or more of self-certified absence in one calendar year Patterns of absence over a period, e.g. an individual regularly taking Mondays or Fridays off Where an employee s attendance record is significantly worse than those of comparable employees, or absence problems have gone on for a considerable length of time. Long-term sickness absence For the purposes of the policy, long-term sickness absence is defined by the nursery as absences lasting over one month. Where absences have lasted over 14 calendar days or more the manager will contact the member of staff concerned to obtain an initial assessment of the problem and to offer any further help or assistance. This informal contact may be maintained with the employee s agreement until one month s continuous absence. At this point and where felt appropriate after further assessment of the problem, the manager will arrange a face-to-face meeting or telephone conference between themselves and the member of staff. The meeting should: Seek to confirm the reasons and nature of the absence and its likely duration Ensure that the member of staff is aware of the nursery s concern regarding their health and necessary absence from work Consider offering alternative duties or a shorter working week if this would enable a quicker return to work subject to medical advice Give consideration to any personal problems being encountered and discuss possible ways of helping the individual resolve these Advise the member of staff that in their best interests they may be asked to see a registered medical practitioner or occupational health provider appointed by the nursery to enable a medical report to be prepared Alternatively, and if appropriate, gain agreement from the member of staff to contact their doctor or specialist in order to establish the likely length of absence and the long-term effect on capability in relation to job performance and attendance at work. If all other avenues have been investigated, the absence continues or, following return to work, the attendance record does not improve, a subsequent meeting should be arranged. At this point, unless there are reasonable grounds to believe there will be an improvement in the foreseeable future, the manager should inform the member of staff that long-term sickness absence due to ill health may put their employment at risk and the possibility of termination by reason of capability or suitability to work with children might have to be considered, taking into account any medical information available. The position will be reviewed periodically and ultimately it may become necessary from a business perspective to consider termination of employment. In these circumstances, the nursery will: Review the employee's absence record to assess whether or not it is sufficient to justify dismissal Consult the employee Obtain up-to-date medical advice through occupational health Advise the employee in writing as soon as it is established that termination of employment has become a possibility Meet with the employee to discuss the options and consider the employee's views on continuing employment

8 Review if there are any other jobs that the employee could do prior to taking any decision on whether or not to dismiss Allow a right of appeal against any decision to dismiss the employee on grounds of long-term ill health Arrange a further meeting with the employee to determine any appeal Following this meeting, inform the employee of its final decision Act reasonably towards the employee at all times. Any decision to terminate employment will be taken by the Manager, making sure the capability procedure has been exhausted. Occupational health The nursery will engage the services of an independent Occupational Health Advisor in situations where expert medical opinion is required and work with them to identify the best course of action in circumstances of sickness absence. Access to medical records The Access to Medical Records Act 1988 gives individuals the right of access to medical records relating to themselves which have been prepared by a medical practitioner for employment purposes. The Act provides that: Employers must gain the consent of employees before requesting reports from medical practitioners Employers must inform employees of their rights in respect of medical reports The employee has the right of access to the report before the employer sees it, provided appropriate notification is given The employer is responsible for notifying the medical practitioner that the employee wishes to have access The employee may ask for a report to be amended or may attach a statement to the report Having seen the report, the employee may wish to withhold consent to it being supplied. Where the nursery requests further medical information about the health of staff from an individual s General Practitioner or Specialist, or its own occupational health provider, the provisions of the Act will be followed. Throughout any interviews regarding sickness absence, staff are entitled to the support of and/or representation by a colleague or union representative. The nursery reserves the right to request employees see a medical advisor (e.g. consultant, GP or Occupational Health Advisor) during their employment, if it is reasonably deemed necessary due to sickness absence, changes in health or the role, or where it is necessary to seek expert medical opinion as to whether or not the employee can fulfil their job role. Sick Pay During the first six months of employment, there is no entitlement to company sick pay. Statutory Sick Pay (SSP) will be paid in accordance with Department for Work and Pensions requirements and no payment will be made for the first three working days in a period of incapacity for work. Company sick pay entitlement The nursery will pay company sick pay dependent on length of service, as shown below: Zero to six months - SSP only From six months 1 weeks full pay per annum Additional sick leave will be unpaid or subject to SSP in accordance with regulations and rates applicable at the time. Annual leave and sick pay Where an employee falls sick or is injured while on holiday, the nursery will allow the employee to transfer to sick leave and take replacement holiday at a later time. This policy is subject to the following strict conditions: The total period of incapacity must be fully certificated by a qualified medical practitioner The employee must contact the manager as soon as he/she knows that there will be a period of incapacity during a holiday The employee must submit a written request no later than five days after returning to work setting out how much of the holiday period was affected by sickness and the amount of leave that the employee wishes to take at another time

9 Where the employee is overseas when he/she falls ill or is injured, evidence must be produced that the employee was ill by way of either a medical certificate or proof of a claim on an insurance policy for medical treatment received at the overseas location. Where the employee fulfils all of the above conditions, we will allow the employee the same number of days' replacement holiday leave as the number of holiday days lost due to sickness or injury. Sickness or injury shortly before a period of planned holiday If an employee is ill or is injured before the start of a period of planned holiday, we will agree to the employee postponing the holiday dates to another mutually agreed time. Any period of sickness absence will then be treated in accordance with the employer's normal policy on sickness absence. The employee must produce a letter from his/her doctor confirming that he/she is unfit to take the holiday. The employee must submit a written request to postpone the planned holiday and this must be accompanied by a letter from his/her doctor confirming that he/she is unfit, or is still likely to be unfit to take the holiday. Replacement holiday dates Where it is agreed that an employee can take replacement holiday leave at a later time, the employee should nominate replacement holiday dates as soon as possible, with the dates being subject to the agreement of the employee's line manager in the usual way. Employees should endeavour to take any replacement holiday within the same holiday year as the days lost as a result of sickness or injury. In the event that part or all of the holiday is lost due to incapacity towards the end of the nursery s holiday year, and there is insufficient time left during that year for the replacement holiday leave to be taken, the employee will be permitted to carry over the replacement holiday to the next holiday year. However, this leave must be taken as early in the new holiday year as possible.

10 This policy was adopted on Signed on behalf of the nursery Date for review Dawn Quince Arrivals and Departures Sawtry Day Nursery will give a warm and friendly welcome to each child and their parents/carers on arrival and ensure that they depart safely at the end of each session. Admissions It is the responsibility of the Manager to ensure that an accurate record is kept of all children in the Nursery, and that any arrival or departure to and from the premises is recorded. This process will be supplemented by regular head counts during the day. Arrivals When parents/carers arrive at Nursery with their child/ren, they will log their child/ren in to the Nursery using the fingerprint pad on the outside of the main entrance door. This also unlocks the door. Parents/carers will exit the Nursery using the Door release button. A daily electronic record will be maintained and kept on file for at least one year. Team Co-ordinators will also be responsible for ensuring that the central daily registers are updated. If the parent/carer wants their child to be given medicine during the day by a member of staff, they must complete and sign the Medication Form. Further details of this procedure are contained in the Nursery s Health and Illness policy. Departures As parents leave the Nursery with their children, parents/carers will log their child/ren out using the fingerprint pad on the inside of the main entrance door. It is imperative that parents/carers do not allow their child/children to use the green door release button under any circumstances. If the child is to be collected by someone other than the parent/carer, this must be indicated to a member of staff and recorded on the register. Only persons aged 16 years and over and with suitable identification, will be authorised to collect children. If arrangements change via a telephone call during the course of the day, a detailed description of the person will be required and a form of identification shown/code word used upon collecting the child. In the event that someone else should arrive to collect a child without prior knowledge, the Nursery will telephone the parent/carer immediately. If the parent/carer or alternative nominated adult is going to be late to collect their child, staff must be informed of this as soon as possible.

11 If the designated adult is late in picking up their child without prior warning, the provisions of the late collection and non-collection policy will be activated. Absences If a child is going to be absent from a session, parents must inform the setting in advance, either in person, by phone or by . This will be noted in the register and added to the child s individual absence record. If a child is absent without explanation, staff will contact the parents/carers to check the reason for their non-attendance and may leave a message by text and or asking for the parent or carer to make contact with the nursery. It is understood that regular absences from the Nursery could be an early sign and/or symptom that a child or family may be encountering some difficulties and might need support from the relevant statutory agencies. The Nursery and its staff will always try to discover the causes of prolonged and unexplained absences. This policy was adopted on Signed on behalf of the nursery Date for review Dawn Quince

12 4. Behaviour Management Sawtry Day Nursery recognises the importance of positive and effective behaviour management strategies in promoting children s welfare, learning and enjoyment. The aims of our Behaviour Management policy are to help children to Develop a sense of caring and respect for one another. Build caring and co-operative relationships with other children and adults. Develop a range of social skills and help them learn what constitutes right from wrong and acceptable behaviour. Develop confidence, self discipline and self esteem in an atmosphere of mutual respect and encouragement. Behaviour Management Strategies Sawtry Day Nursery, the Manager and the staff team will manage behaviour according to clear, consistent and positive strategies. Parents/carers are encouraged to contribute to these strategies, raising any concerns or suggestions. Behaviour management in the Nursery will be structured around the following principles: Staff and children will work together to establish a clear set of ground rules governing all behaviour in the Nursery. These will be periodically reviewed. The Nursery s ground rules will apply equally to all children and staff. The children will be regularly reminded of expected behaviour. Positive behaviour will be reinforced with praise and encouragement. Some forms of negative behaviour will frequently be ignored but when challenged it will be in a calm but assertive manner. In the first instance, staff will try to re-direct children s energies by offering them alternative and positive options. Staff will be open in stating and explaining non-negotiable issues. When dealing with negative behaviour, staff will always communicate in a clear, calm and positive manner. Staff will make every effort to set a positive example to children by behaving in a friendly and tolerant manner themselves, promoting an atmosphere where children and adults respect and value one another. Staff will avoid shouting in the Nursery. Staff will work as a team by discussing incidents and resolving to act collectively and consistently. Staff will try to discuss concerns with parents/carers at the earliest possible opportunity in an attempt to help identify the causes of negative behaviour and share strategies for dealing with it. Staff will encourage and facilitate mediation between children to try to resolve conflicts by discussion and negotiation. Activities will be varied, well planned and structured, so that children are not easily bored or distracted.

13 Dealing with Negative Behaviour When confronted with negative behaviour, staff will be clear to distinguish between disengaged, disruptive and unacceptable behaviour. Disengaged behaviour may indicate that a child is bored, unsettled or unhappy. With sensitive interventions, staff will often be able to re-engage a child in purposeful activity. Disruptive behaviour describes a child whose behaviour prevents other children from enjoying themselves. Staff will collectively discuss incidents and agree on the best way to deal with them. Unacceptable behaviour refers to non-negotiable actions and may include discriminatory remarks, violence, bullying or destruction of equipment. Staff will be clear that consequences will follow from such behaviour, including in the first instance, temporarily removing a child from the activity session. When an incidence of negative behaviour occurs, staff will listen to the child or children concerned and hear their reasons for their actions. Staff will then explain to the child or children what was negative about their behaviour and that such actions have consequences for both themselves and for other people. Staff will use simple, clear language to ensure that children understand what is being said to them. Children will always be given the opportunity to make amends for their behaviour and be able to rejoin the activity. In the event that unacceptable behaviour persists, more serious actions may have to be taken, in accordance with the Suspensions and Exclusions policy. Children will only be suspended or excluded as a last resort, when there is no alternative action that could be taken, or when it is felt that other children and/or staff are potentially at risk. The Use of Physical Interventions Staff will use physical interventions only as a last resort if they have reasonable grounds for believing that immediate action is necessary to prevent a child from significantly injuring themselves or others, or to prevent serious damage to property. Before reaching this stage, staff will have used all possible non-physical actions, such as dialogue and diversion, to deal with the behaviour. The child or children concerned will be warned verbally that physical intervention will be used if they do not stop. A dialogue will be maintained with the child or children at all times, so that the member of staff can explain what they are doing and why they are doing it. Staff will make every effort to avoid the use of physical interventions if they are alone with the child or children. Only the minimum force necessary to prevent injury or damage should be applied. For example, diverting a child or children by leading them away by a hand or by an arm around their shoulders. Staff will use physical intervention as an act of care and control and never punishment. Physical interventions will not be used purely to force a child to do what they have been told and when there is no immediate risk to people or property. As soon as it is safe, the physical intervention should be gradually relaxed to allow the child or children to regain self-control. The force of the physical intervention will be always appropriate to the age, size and strength of the child or children involved. If staff are not confident about their ability to contain a particular situation or type of behaviour, they may ask for support from the Manager.

14 Where a member of staff has had to intervene physically to restrain a child, the Manager will be notified and the incident recorded in the Incident Record Book. The incident will be discussed with the parent/carer at the earliest possible opportunity. If a staff member commits any act of violence or abuse towards a child at the Nursery, serious disciplinary action will be implemented, according to the provisions of the Staff Disciplinary Procedures Policy. This policy was adopted on Signed on behalf of the nursery Date for review Dawn Quince Biting At Sawtry Day Nursery we follow a positive behaviour policy to promote positive behaviour at all times. However we understand that children may use certain behaviours such as biting as part of their development especially when they are just learning to talk. Biting is a common behaviour that some young children go through and can be triggered when they do not yet have the words to communicate their anger, frustration or need. Our procedures The nursery uses the following strategies to prevent biting: sensory activities, biting rings, adequate resources and staff who recognise when children need more stimulation or quiet times. However, in the event of a child being bitten we use the following procedures. The most relevant staff member(s) will: Comfort any child who has been bitten and check for any visual injury. Administer any first aid where necessary. Complete an accident form and inform the parents via telephone if deemed appropriate. Continue to observe the bitten area for signs of infection. For confidentiality purposes and possible conflict we do not disclose the name of the child who has caused the bite to the parents. Tell the child who has caused the bite in terms that they understand that biting (the behaviour and not the child) is unkind and show the child that it makes staff and the child who has been bitten sad. The child will be encouraged to understand that the other child has been hurt and will be helped to develop their empathy skills. Complete the incident form to share with the parents at the end of the child s session. If a child continues to bite, staff will carry out observations to try to establish a cause, e.g. tiredness or frustration. Arrange for a meeting with the child s parents to develop strategies to prevent the biting behaviour. Parents will be reassured that biting can be part of a child s normal development and not made to feel that it is their fault. In the event of a bite breaking the skin and to reduce the risk of infection from bacteria, give prompt treatment to both the child who has bitten and the child who had been bitten. In cases where a child may repeatedly bite and/or if they have a particular special educational need or disability that lends itself to increased biting, e.g. in some cases of autism where a child doesn t have the

15 communication skills, the nursery manager will carry out a risk assessment and may recommend immunisation with hepatitis B vaccine for all staff and children. This policy was adopted on Signed on behalf of the nursery Date for review Bullying Sawtry Day Nursery is committed to providing an environment for children that is safe, welcoming and free from bullying. Bullying of any form is unacceptable in our Nursery, whether the offender is a child or an adult. The victim is never responsible for being the target of bullying. Everyone involved in the Nursery; staff, children and parent/carers, will be made aware of the Nursery s stance towards bullying. Such behaviour will not be tolerated or excused under any circumstances. The Nursery defines bullying as the repeated harassment of others through emotional, physical, verbal or psychological abuse. Examples of such behaviour are as follows: Emotional: Being deliberately unkind, shunning or excluding another person from a group or tormenting them. For example, forcing another person to be left out of a game or activity or making fun of another person. Physical: Pushing, scratching, spitting, kicking, hitting, biting, taking or damaging belongings, tripping up, punching or using any other sort of violence against another person. Verbal: Name-calling, put-downs, ridiculing or using words to attack, threaten or insult. For example, making fun of another person s appearance. Psychological: Behaviour likely to instil a sense of fear or anxiety in another person. Preventing Bullying Behaviour The Manager and the staff will make every effort to create a tolerant and caring environment in the Nursery, where bullying behaviour is not acceptable. Staff will discuss the issues surrounding bullying openly, including why bullying behaviour will not be tolerated and what the consequences of bullying behaviour will be. Dealing with Bullying Behaviour In the event of such incidents, the following principles will govern the Nursery s response:

16 All incidents of bullying will be addressed thoroughly and sensitively. Children will be encouraged to immediately report any incident of bullying that they witness. They will be reassured that what they say will be taken seriously and handled carefully. Staff have a duty to inform the Manager if they witness an incident of bullying involving children or adults at the Nursery. If a child or a member of staff tells someone that they are being bullied, they will be given the time to explain what has happened and reassured that they were right to tell. The individual who has been the victim of bullying will be helped and supported by the staff team. They will be kept under close supervision and staff will check on their welfare regularly. In most cases, bullying behaviour can be addressed according to the strategies set out in the Behaviour Management policy. The bully will be encouraged to discuss their behaviour and think through the consequences of their actions. Where appropriate, they will be encouraged to talk through the incident with the other person concerned. Where bullying behaviour persists, more serious actions may have to be taken, as laid out in the Suspensions and Exclusions policy. A member of staff will inform the parents/carers of all the children involved in a bullying incident at the earliest possible opportunity. If appropriate, staff will facilitate a meeting between the relevant parents/carers. At all times, staff will handle such incidents with care and sensitivity. All incidents of bullying will be reported to the Manager and will be recorded in the Incident Record Book. In the light of reported incidents, the Manager and other relevant staff will review the Nursery s procedures in respect of bullying. This policy was adopted on Signed on behalf of the nursery Date for review Dawn Quince

17 7. Care, Learning and Play The programme of activities and the atmosphere of Sawtry Day Nursery aims to encourage confidence, independence and enjoyment. Our work has, as its core, the aim of enabling children to develop their emotional, social, cognitive, interpersonal and physical skills, and their desire to explore, discover and be creative. The Nursery will provide a well-planned and organised play environment that offers children rich and stimulating experiences, alongside opportunities to explore, experiment, plan and make decisions for themselves. The programme of activities will recognise and take into account the differing ages, interests, backgrounds and abilities of the children. Activities are carefully planned, reflecting observations made by staff on the children s current interests, to allow children to build on their natural curiosity, advance their thinking, use their imagination and develop positive social relationships. At all times, the Nursery will recognise a child s individuality, effort and achievement. Wherever appropriate, children will be involved in the process of planning activities so that the programme reflects their opinions, and so that children feel valued within the Nursery. Staffing arrangements will provide opportunities for: reflective practice. recognise that working with children is a complex, challenging and demanding task and that often there are no easy answers. that learning is a shared process and that children learn most effectively when, with the support of a knowledgeable and trusted adult, they are actively involved and interested.

18 Staff will display flexible styles of leadership and respond appropriately to children according to their age, understanding and needs. Staff will understand and use a range of learning styles to support individual children on their learning paths Staff will support, recognise and promote achievements by all children. The Nursery will provide children with a range of equipment and resources appropriate to their age and interests, according to the provisions of the Equipment policy. Children will be offered access to outdoor play every day. Staff will ensure that children are involved in the decision making in their own learning. No child will ever be left unsupervised during activities at the Nursery. The programme of activities will be displayed in a place that is accessible to all children and to their parents/carer. Individual development records termed EYFS Learning Journeys Individual development records follow the Early Years Foundation Stage. They include observations, photos, a care plan, next steps, two year progress check, a progress tracker plus a learning and development summary on transition to the next setting. The aim of the individual development record is to show progression - showing what each child can do and has achieved at home and at Nursery. Observations Observations by staff, students and parents/carers record the development of the children during structured and non-structured activities whilst at the Nursery, at home and out and about. All observations made are objective. Observations will be used for the individual development record, identifying Next Steps, further support required or for evidence for qualification training. Any observations used for qualification training will be anonymous. All information is confidential and will only be shared with the child s parents, with other staff members for purposes of curriculum planning or with other professionals/settings with written parental consent. Contributions by the parents are welcomed as the learning opportunities offered in the Nursery setting are intended to enhance the child s natural learning experiences which take place at home. Suggestions from parents and other interested parties as to how to improve the individual development records are welcomed. All aspects of the individual development record will be evaluated as appropriate by the Team Coordinators who are responsible for maintaining the records. The individual development records remain the property of the parents/carers, who may have access to it at any time. All information relating to any child s development will be given to the parent/carer when the child leaves the Nursery. However, for children moving up to Reception, the last summary and the tracker will be sent to the local school, unless they have requested otherwise. All other information is given to the parents/carers as per the Documentation and Information Policy.

19 By signing to say that you accept and adhere to the nursery s policies on the Registration form, you are consenting to observations being made and recorded on your child for the reasons outlined above. This policy was adopted on Signed on behalf of the nursery Date for review Dawn Quince Complaints Procedure Sawtry Day Nursery is committed to providing a safe, stimulating, consistent and accessible service to children and their parents/carers. We always aim to provide high quality services for everyone, but accept that sometimes things do not always go to plan. In such circumstances, we want to know so that we can put them right and learn from our mistakes. This policy constitutes the Nursery s formal Complaints Procedure. Under normal circumstances, the Manager will be responsible for managing complaints. If a complaint is made against the Manager, the Registered Person will conduct the investigation. All complaints made to staff will be recorded in detail on a Parents/carers suggestions/comments form and filed in the Incident Record Book. Stage One If a parent/carer has a complaint about an aspect of the Nursery s activity, or about the conduct of an individual member of staff, it will often be possible to resolve the problem by simply speaking to the individual concerned and/or to the Manager. As outlined in the Partnership with Parents/Carers policy, the Nursery is committed to open and regular dialogue with parents/carers and the Nursery welcomes all comments on its services, whether positive or negative.

20 In the first instance, parents/carers are encouraged to speak directly to the relevant member of staff, if deemed appropriate. If not, the Manager should be approached and they will try to resolve the problem. If a satisfactory resolution cannot be found, then Stage Two of the procedure will formally come into operation. Stage Two If informal discussions of a complaint or problem have not produced a satisfactory resolution to the situation, parents/carers should put their complaint in writing to the Manager. Relevant names, dates, evidence and any other important information on the nature of the complaint should be included. The Nursery will acknowledge receipt of the complaint as soon as possible within three working days at least and fully investigate the matter within 15 working days. If there is any delay, the Nursery will advise the parent/carers of this and offer an explanation. If the nature of the complaint refers directly to the welfare standards then the Manager will complete a Record of Complaints Log. The Manager will be responsible for sending the parents/carers a full and formal response to the complaint. If the Manager has good reason to believe that the situation has child protection implications, they should inform the Designated Child Protection Officer and ensure that the local Social Care department is contacted, according to the procedure set out in the Safeguarding Children Policy. If any party involved in the complaint has good reason to believe that a criminal offence has been committed, then they will contact the police. The formal response to the complaint from the Nursery will be sent to the parent/carer concerned and copied to all relevant members of staff if appropriate. The response will include recommendations for dealing with the complaint and for any amendments to the Nursery s policies or procedures emerging from the investigation. The Manager will arrange a time to meet the parent/carer concerned and any other relevant individuals, such as members of staff, to discuss the complaint and the Nursery s response to it. The Manager will judge if it is best for all parties to meet together or if individual meetings are more appropriate. If at the conclusion of this process parents/carers remain dissatisfied with the response they have received, the original complaint along with the Nursery s response will be passed to the Registered Person who will adjudicate the case. The Registered Person will communicate a detailed response, including any actions to be taken, to both the Manager and the parents/carers concerned within 15 working days. Making a Complaint to Ofsted Any parent/carer can, at any time, contact Ofsted if they feel that their complaint has not been dealt with or investigated appropriately. Ofsted contact address: Ofsted National Business Unit,