This is the criteria you’ll work towards when completing the Safeguarding Adults in Sport Framework.
If you know what to expect from the Framework, you can think about what to consider before you begin the process.
When working through the Framework, you’ll have to submit evidence indicating where and how you meet the criteria.
You will find a guide to the sort of evidence you might have to gather here. Please note that this list is not exhaustive.
Click on a theme to expand and see the criteria:
Theme 1: Safeguarding Governance
1.1. There is clear leadership from the organisations board or management committee to promote and steer safeguarding adults.
1.2. The board or management committee monitors safeguarding and receives regular updates.
1.3. There is a communication strategy regarding the dissemination of safeguarding expectations and information.
1.4. The organisation has a Safeguarding Adults Policy in place which is reviewed every 2 years or before and signed off by the board.
1.5. The organisation has identified a safeguarding adults lead officer and a person who deputises in their absence and they have been appropriately trained for the role.
1.6. Roles and responsibilities of staff and volunteers in relation to safeguarding adults are clear and followed.
1.7. There is a clear demonstration that the organisation knows the agenda of safeguarding adults is being addressed and implemented throughout their sport at all levels.
1.8. There is a process in place for dealing with complaints.
1.9. There are policies and procedures in place regarding anti bullying and harassment.
1.10. Stakeholders and participants are involved to help set the organisations direction and agenda on safeguarding adults ensuring consultation is fed into the organisations operational and delivery plans.
Theme 2: Implementation of Adult Safeguarding Responsibility
2.1. Staff and volunteers are confident in understanding adult safeguarding and reporting procedures.
2.2. There is a clear process for reporting a concern to the adult safeguarding lead or the deputy.
2.3. There is a robust process in place for whistleblowing and the policy is based on a culture that is open and fair.
2.4. Staff and volunteers receive safeguarding adults training as part of their induction to the organisation, this covers their roles and responsibilities.
2.5. All adults are supported with decision making where required and this is based on the principles of the Mental Capacity Act.
2.6. There are procedures in place to support the understanding of welfare needs and that identify how to manage behaviour that may challenge, including personal risk assessments where needed.
2.7. The communication strategy regarding adult safeguarding is known and visible.
2.8. The organisation recognises that abuse “could happen here” and that the emphasis on safeguarding should be preventative rather than reactive.
2.9. A plan is written to identify the organisations approach and strategy to safeguard adults with clear tasks and timescales.
Theme 3: Training
3.1. There is a commitment in place to ensure effective training of all staff, volunteers and participants in relation to adult safeguarding with timescales for refresher training.
3.2. All training is quality assured and meets the objectives of the organisation.
3.3. Training records are kept and maintained for compliance.
3.4. Levels of training are determined by the responsibilities set out in job descriptions/role functions.
3.5. Outcomes from training are measured: all staff and volunteers are aware of appropriate boundaries between them and participants are confident in recognising potential and actual abuse and neglect.
3.6. Information and sign posting to other safeguarding adults agencies is available,
3.7. There are sources of support for the member of staff/volunteer following a disclosure of abuse, or whistleblowing including within the sport and externally.
Theme 4: Recruitment
4.1. Responsibilities and expectations for recruiting staff and volunteers is clearly set out in a recruitment policy for the organisation.
4.2. Recruitment and selection of staff should be conducted in a professional, timely and responsive manner, in compliance with current employment legislation and relevant safeguarding legislation and statutory guidance.
4.3. Roles that require a DBS check and the level of check are clearly identified and supported by a clear renewal policy,
4.4. A risk assessment is completed on all positive disclosure information.
4.5. Records are maintained keeping individual’s personal data secure and compliant with GDPR.
4.6. Staff and employee’s induction includes familiarisation of the organisation’s safeguarding procedures and expectations upon them.
4.7. The organisation sets out safe recruitment procedures and ensures these are implemented throughout the sport.
Theme 5: Codes of Conduct
5.1. The organisation has in place a Code of Conduct for staff, volunteers, participants and all roles within the sport or activity.
5.2. All those involved in sport and activity understand their Code of Conduct and have declared to uphold it.
5.3. Staff and volunteers know what is expected and the standards that they should adhere to, this will also include action to be taken when a breach of the Code of Conduct occurs.
5.4. The Code of Conduct makes clear that diversity is valued and all adult participants should be treated with dignity and respect.
5.5. The organisation sets out clear guidance about what does and does not represent a professional relationship between staff, volunteers and adult participants,
5.6. The organisation has guidance in place which details what constitutes a breach of a position of trust with an adult at risk.
5.7. The Code of Conduct is included and crossed referenced within organisations safeguarding adult’s policy and procedures.
5.8. A process is in place which clearly sets out how to deal with behaviour that is unacceptable towards adults.
Theme 6: Case Management
6.1. The organisation has a case management process in place.
6.2. Terms of reference are in place for the case management panel/group.
6.3. There is expertise in adult safeguarding present as part of the case management process.
6.4. There are links to national organisations and/or local adult safeguarding boards with a range of information, guidance, templates and good practice examples which help your organisation manage safeguarding adult cases more effectively.
6.5. There is a process for monitoring poor practice.
6.6. Disciplinary action is taken against staff or volunteers who have abused or neglected adults in their care or otherwise contravened the Code of Conduct and records are kept regarding outcomes.
6.7. Documents are stored in a safe way and are accessed by identified personnel only.
6.8. The organisation uses safeguarding case information and data to monitor and evaluate themes, make necessary policy updates and ensure that learning from cases is taken on board.
6.9. All adults are supported with decision making where required and this is based on the principles of the Mental Capacity Act.