Definition of a whistle blower

A whistle blower is a person who tells the public or someone in authority about alleged dishonest or illegal activities [misconduct] occurring in a government department or private company or organisation. The alleged misconduct may be classified in many way, for example a violation of a law, rule, regulation and / or a direct threat to public interest, such as fraud, health / safely violations and corruption. Whistle blowers may make their allegations internally or externally.

The Public Interest Disclosure Act 1998 protects workers who raise concerns from victimisation or harassment. In accordance with the Act and its commitment to the highest standards of service delivery Whizz Kids nursery activity encourages its staff with serious concerns about any aspect of the practice or any adults, volunteers, or students conduct to come forward and voice those concerns in confidence, within the setting rather than overlooking a problem.

Statement

Whizz Kids Nursery is committed to the highest possible standards of honesty, accountability and openness. In line with that commitment we encourage parents,employees and others with any serious concerns about any aspect of the settings operations to come forward and voice those concerns. Obviously in certain cases we may have to proceed on a confidential basis. Any employee of the setting can follow this policy without any fears of reprisals. This Whistle Blowing Policy is in place to encourage and enable employees to raise serious concerns within the setting other than overlooking a problem or blowing the whistle outside.

All Whizz Kids Nursery staff have an individual responsibility and right to raise matters of concern regarding poor or insufficient practice at work. The staff’s priority is well-being and safety of all children attending the setting. This takes priority over any loyalty towards work colleagues.

This policy is intended to:

• Enable and encourage individuals to raise genuine and legitimate concerns.
• To support staff to take an active role in the elimination of poor or insufficient practices.
• Investigate any concerns raised appropriately and confidentially.
• Ensure protection to those making the complaint against any form of retaliation or victimisation.

We have other policies and procedures in place to cover grievance and complaints. This Whistle Blowing Policy is intended to complement those. This policy will cover any concerns that fall outside the scope of the other policies.

The manager, Gill Liu, will act promptly and investigate thoroughly, all concerns raised in accordance with this policy, and appropriate action will be taken.

Confidentiality

The manager, Gill Liu, will respect and protect a person's identity when a concern is

raised, however in certain circumstances identities will have to be revealed to the person complained against and the complainant may be asked to provide written evidence in support of the complaint.

If a person's identity is to be disclosed, he or she will be informed before the disclosure and given the reasons why this was necessary.

Once a concern has been raised the manager, Gill Liu, will expect the complainant not to discuss the complaint. The complainant should not talk about it with any person, inside or outside the setting.

Anonymous complaints

If a complaint is made anonymously, these cases are a lot harder to investigate and hold less power. It is easier for us if people state their name and put any concerns in writing.

Procedures

Concerns should be expressed directly to the manager Gill Liu.

Concerns are better raised in writing. If you can include any background and history that would be names, dates, times and places wherever possible. State the reason for your concerns. Express your concerns early as it is easier to take action. If you do not wish to put your concerns in writing, the person to whom you are making the complaint will make a written record of the interview and you will be asked to sign to confirm accuracy of the notes.

You will be required to demonstrate that there is sufficient grounds for your concerns.

Although you will not be expected to prove the truth about your allegations.

Untrue Allegations

If an allegation is made in good faith but it is not confirmed by the investigation, no action will be taken against the complainant. However if an allegation is proved to be malicious and/or completely unfounded, action may be taken against the person responsible.

You must not under any circumstances:

• Investigate the matter yourself.
• Tell those you suspect to be involved.
• Accuse or approach individuals.
• Tell anyone other than the designated person – Gill Liu.

Within one week of the receipt of your concern, you will receive a written acknowledgement of your concern, also a copy of the statement you had written.

The manager, Gill Liu, will investigate your concerns and within 2 weeks you will be informed of what action is being taken. You will be kept up to date on the progress of the investigation. Finally you will be informed of the outcome of the investigation.

If you are not happy with the outcome of the investigation you may elevate your concerns directly to:

Ofsted

• Ofsted’s whistle blowing dedicated hotline (0300 1233155) was launched in April 2009. It is staffed from 8am to 6pm, Monday to Friday.
• Whistle blowing disclosures can also be submitted to Ofsted by email to the Ofsted whistle blowing team (whistleblowing@ofsted.gov.uk) or by post to:
• WBHL, Ofsted, Piccadilly Gate, Store Street, Manchester M1-2WD.

EYFS Key Themes and Commitments