Providing a Safe and Supportive Environment

Safer Recruitment and Selection

Little Miracles Day Nursery pays full regard to ‘Safeguarding Children and Safer Recruitment’ guidance.  We ensure that all appropriate measures are applied in relation to everyone who works in the setting and who is therefore likely to be perceived by the children as a safe and trustworthy adult. This includes volunteers and staff employed by contractors. Safer recruitment practice includes scrutinising applicants, verifying identity and academic or vocational qualifications, obtaining professional references, checking previous employment history and ensuring that a candidate has the health and physical capacity for the job. It also includes undertaking interviews and checks with the Disclosure and Barring Service (DBS).

See Appendix 1 – Flowchart of Disclosure and Barring Service criminal record checks and barred list checks

In line with statutory changes, underpinned by regulations, the following will apply:

  • DBS and barred list checks will be undertaken for all posts that are deemed regulated activity, and for all other posts an enhanced DBS check will be undertaken unless they are supervised roles that are deemed not to meet the definition of regulated activity;
  • This setting is committed to keeping an up to date single central record detailing a range of checks carried out on our staff
  • All new appointments to our setting workforce who have lived outside the UK will be subject to additional checks as appropriate
  • Our setting ensures that supply staff have undergone the necessary checks and will be made aware of this policy
  • Identity checks that must be carried out on all appointments to our setting workforce before the appointment is made
  • Staff responsible for recruiting and appointing to be suitably qualified to do so


Safe Practice

Our setting will comply with the current Guidance for Safer Working Practice for Adults who work with Children and Young People and ensure that information in this guidance regarding conduct is known to all staff, visitors and volunteers who come into the setting.

Safe working practice ensures that the child is safe and that all staff:

  • Are responsible for their own actions and Behaviour and should avoid any conduct which would lead any reasonable person to question their motivation and intentions;
  • Work in an open and transparent way;
  • Work with other colleagues where possible in situations that could be open to question
  • Discuss and/or take advice from setting/establishment management over any incident which may give rise for concern;
  • Record any incidents or decisions made;
  • Apply the same professional standards taking into account of diversity issues;
  • Be aware of information-sharing and confidentiality policies;
  • Are aware that breaches of the law and other professional guidelines could result in criminal or disciplinary action being taken against them.


Information about safeguarding for children

Through curriculum opportunities, children are helped to talk about their feelings and to deal with pressures and know whom they can turn to for advice and help.

We inform children of whom they might talk to, both in and out of setting, their right to be listened to and heard and what steps can be taken to protect them from harm.


Partnership with Parents

  • The setting shares a purpose with parents to educate and keep children safe from harm and to have their welfare promoted. We are committed to working with parents positively, openly and honestly. We ensure that all parents are treated with respect, dignity and courtesy. We respect parents’ rights to privacy and confidentiality and will not share sensitive information unless we have permission or it is necessary to do so in order to protect a child.

The setting will, in most circumstances, endeavour to discuss all concerns with parents about their children. However, there may be exceptional circumstances when the setting will discuss concerns with Social Care and/or the Police without parental knowledge (in accordance with the London Child Protection procedures). The setting will, of course, always aim to maintain a positive relationship with all parents.


Partnerships with others

Our setting recognises that it is essential to establish positive and effective working relationships with other agencies that are partners of the Waltham Forest Safeguarding Children Board. There is a joint responsibility on all these agencies to share information to ensure the safeguarding of all children.


Setting Training and Staff Induction

  • The settings designated safeguarding lead and the nursery manager will undertake multi-agency safeguarding awareness and child protection training for designated safeguarding leads and refresher training at regular intervals.
  • All other settings staff, including voluntary staff, will undertake appropriate induction training or safeguarding training to enable them to carry out their responsibilities for safeguarding effectively, which is kept up to date by refreshing training at two yearly intervals.
  • All staff (including temporary staff volunteers, supervised volunteers and staff employed by contractors) are provided with the settings safeguarding policy and informed of the settings safeguarding arrangements on induction.


Support, Advice and Guidance for Staff

Staff will be supported by Miss Kaye and in her absence Sava Gurra. The DSL will be supported by the Nursery owner Shyamalie Ranasinghe.


The DSL will know how to access the on-line London Child Protection Procedures.


If you are not sure whether or not to make a referral to Children’s Social Care, you can contact the Waltham Forest Multi Agency Safeguarding Hub (MASH) Team/Children’s Referral and Advice Team) based at Juniper House.


See Appendix 2 – Key Contacts for Child Protection Issues in Waltham Forest


Supervision of Staff

Developing effective staff supervision in early year’s settings is crucial in ensuring safe practice and staff training needs. At Little Miracles Day Nursery staff are being supervised on a regular basis by their Room Supervisor and the Nursery Manager.


Related Setting Policies

Safeguarding covers more than the contribution made to child protection in relation to individual children.  It also encompasses issues such as pupil health and safety, bullying and a range of other issues, for example, arrangements for meeting the medical needs of children providing first aid, setting security, drugs and substance misuse, positive behaviour etc. There may also be other safeguarding issues that are specific to the local area or population’.



While bullying between children is not a separate category of abuse and neglect, it is a very serious issue that can cause considerable anxiety and distress. At its most serious level, can have a disastrous effect on a child’s wellbeing and in very rare cases has been a feature in the suicide of some young people.


All incidences of bullying should be reported and will be managed through our anti-bullying procedures. All child and parents receive a copy of the anti-bullying procedures on joining the setting and the subject of bullying is addressed at regular intervals in the personal, social and communication (EYFS) curriculum. If the bullying is particularly serious, or the anti-bullying procedures are deemed to be ineffective, the manager and the DSL will consider implementing safeguarding procedures.



 The setting recognises that its children will use computers at some time. They are a source of fun, entertainment, communication and education. However, we know that some men, women and young people will use these technologies to harm children. The harm might range from sending hurtful or abusive texts and emails, to enticing children to engage in sexually harmful conversations, web cam photography or face-to-face meetings.


The setting has an e-safety policy that is known to all staff and children.


Photography and Images

The vast majority of people who take or view photographs or videos of children do so for entirely innocent, understandable and acceptable reasons. Sadly, some people abuse children through taking or using images, so we must ensure that we have some safeguards in place.


To protect child we will:

  • Seek their parents’ consent for photographs to be taken or published
  • Use only the child’s first name with an image
  • Ensure children are appropriately dressed
  • Encourage child to tell us if they are worried about any photographs that are taken of them
  • Have a policy regarding staff use of  mobile phones within the workplace
  • Have a policy regarding parental phone use in the nursery
  • Only use the nursery camera and IT equipment to take photographs of children
  • Store all photographs on password protected equipment
  • Maintain ICO membership


Children Missing from Setting

The setting follows the Safeguarding Children Practice Guidance; Children Missing from School from the London Child Protection Procedures and will refer all cases of concern to the Safeguarding Team or contact the Family Information Service for guidance and support. Please see our missing child policy for full details of the procedures


Prevent Duty and Promoting British Values

From 1st July 2015 all schools, registered early years childcare providers and registered later years childcare providers are subject to a duty under section 26 of the Counter-Terrorism and Security Act 2015, in the exercise of their functions, to have “due regard to the need to prevent people from being drawn into terrorism”. This duty is known as the Prevent duty.


At Little Miracles Day Nursery we will:

  • Provide appropriate training for staff as soon as possible. Part of this training will enable staff to identify children who may be at risk of radicalization.
  • We will build the children’s resilience to radicalization by promoting fundamental British values and enabling them to challenge extremist views (for early years providers the statutory framework for the EYFS sets standards for learning, development and care for children from 0-5, thereby assisting their personal, social and emotional development and understanding of the world).
  • We will assess the risk, by means of a formal risk assessment, of children being drawn into terrorism, including support for extremist ideas that are part of terrorist ideology.
  • We will ensure that our staff understand the risks so that they can respond in an appropriate and proportionate way.
  • We will be aware of the online risk of radicalisation through the use of social media and the internet.
  • As with managing other safeguarding risks, our staff will be alert to changes in children’s Behaviour, which could indicate that they may be in need of help or protection (children at risk of radicalisation may display different signs or seek to hide their views). The Key Person approach means we already know our key children well and so we will notice any changes in Behaviour, demeanor or personality quickly.
  • We will not carry out unnecessary intrusion into family life but we will take action when we observe Behaviour of concern. The key person approach means that we already have a rapport with our families so we will notice any changes in Behaviour, demeanor or personality quickly.
  • We will work in partnership with our LSCB for guidance and support.
  • We will build up an effective engagement with parents/carers’ and families. (This is important as they are in a key position to spot signs of radicalisation).
  • We will assist and advise families who raise concerns with us. It is important to assist and advise families who raise concerns and be able to point them to the right support mechanisms.
  • We will ensure that our DSO’s will undertake Prevent awareness training (as soon as this becomes available) so that they can offer advice and support to other members of staff.
  • We will ensure that any resources used in the nursery are age appropriate for the children in our care and that our staff have the knowledge and confidence to use the resources effectively.


Promoting British Values

The nursery will aim to promote the following British values through age appropriate experiences, as described below.


Democracy: Making decisions together

  • Managers and staff can encourage children to see their role in the bigger picture, encouraging children to know their views count, value each other’s views and values and talk about their feelings, for example when they do or do not need help.
  • When appropriate demonstrate democracy in action, for example, children sharing views on what the theme of their role play area could be with a show of hands.
  • Staff can support the decisions that children make and provide activities that involve turn-taking, sharing and collaboration. Children should be given opportunities to develop enquiring minds in an atmosphere where questions are valued.


Rule of Law: Understanding that rules matter

  • As part of the focus on managing feelings and Behaviour, staff can ensure that children understand their own and others’ Behaviour and its consequences, and learn to distinguish right from wrong.
  • Staff can collaborate with children to create the rules and the codes of Behaviour, for example, to agree the rules about tidying up and ensure that all children understand rules apply to everyone.



Individual liberty: freedom for all

  • Children should develop a positive sense of themselves. Staff can provide opportunities for children to develop their self-knowledge, self-esteem and increase their confidence in their own abilities, for example through allowing children to take risks on an obstacle course, mixing colours, talking about their experiences and learning.
  • Staff should encourage a range of experiences that allow children to explore the language of feelings and responsibility, reflect on their differences and understand we are free to have different opinions, for example in a small group discuss what they feel about transferring into Reception Class.


Mutual respect and tolerance: treat others as you want to be treated

  • Managers and leaders should create an ethos of inclusivity and tolerance where views, faiths, cultures and races are valued and children are engaged with the wider community.
  • Children should acquire a tolerance and appreciation of and respect for their own and other cultures; know about similarities and differences between themselves and others and among families, faiths, communities, cultures and traditions and share and discuss practices, celebrations and experiences.
  • Staff should encourage and explain the importance of tolerant behaviours such as sharing and respecting other’s opinions.
  • Staff should promote diverse attitudes and challenge stereotypes, for example, sharing stories that reflect and value the diversity of children’s experiences and providing resources and activities that challenge gender, cultural and racial stereotyping. A minimum approach, for example having notices on the walls or multi-faith books on the shelves will fall short of ‘actively promoting’.


What is not acceptable is

  • actively promoting intolerance of other faiths, cultures and races
  • failure to challenge gender stereotypes and routinely segregate girls and boys
  • isolating children from their wider community
  • failure to challenge behaviours (whether of staff, children or parents) that are not in line with the fundamental British values of democracy, rule of law, individual liberty, mutual respect and tolerance for those with different faiths and beliefs


Female Genital Mutilation (FGM)

Female Genital Mutilation (FGM), is a form of physical abuse against children. FGM is also known as female circumcision or female genital cutting. FGM has no health benefits, and it harms girls and women in many ways. It involves removing and damaging healthy and normal female genital tissue, and interferes with the natural functions of girls’ and women’s bodies.


FGM is defined by the World Health Organisation as “all procedures involving partial or total removal of the external female genitalia or other injury to the female genital organs for non-medical reasons”.

FGM has no health benefits for girls and women and procedures can cause severe bleeding and problems urinating, and later cysts, infections, infertility as well as complications in childbirth.


The Female Genital Mutilation Act was introduced in 2003 and came into effect in March 2004. It was made illegal to: practice FGM in the UK; take girls who are British nationals or permanent residents of the UK abroad for FGM whether or not it is lawful in that country; and aid, abet, counsel or procure the carrying out of FGM abroad.


The age at which girls undergo FGM varies enormously according to the community. The procedure may be carried out when the girl is newborn, during childhood, adolescence, at marriage or during the first pregnancy. However, in the majority of cases FGM takes place between the ages of 5-8 and therefore girls within that age bracket are at a higher risk.


In London we have a number of affected communities that come from areas where FGM is practiced, these include; Somalia, Sudan, South Sudan, Eritrea and Gambia, this is not an exhaustive list but highlights the affected communities that have been working with professionals to eradicate FGM and raise awareness of the health risk to those who have had FGM or may be considering it.


The sign that children may be at risk of FGM are as follows: Child is female, from a culture where FGM is practised, and parents request an extended summer holiday to the country of origin.


If staff are concerned that a child is at risk of FGM, they must tell the safeguarding lead. The safeguarding lead must request to meet parents in private, and ask them directly if they are seeking to take their daughter abroad to have FGM carried out on her. If the safeguarding lead is dissatisfied with their response and has real concerns that FGM may be imminent, they should refer the matter to First Response or to the Police. The parents should be told about the referral only if it is felt that it will not bring further risk to the child




The school will operate with regard to Information Sharing: Guidance for practitioners and managers (2008), and have a clear and explicit confidentiality policy.


“Where there is a concern that the child may be suffering or is at risk of suffering significant harm, the child’s safety and welfare must be the overriding consideration.“


We will aim to work with parents at all times to ensure the children’s safety, however there may be times where this would put children at further risk of harm. In that case the setting is required to work directly with children’s social care or the police where the child is at immediate risk.


Child Information

 The settings record-keeping policy for child welfare and child protection is consistent with the EYFS guidance, which is known to all staff.

 In order to keep children safe and provide appropriate care for them, our setting requires accurate and up to date information regarding:

  • names and contact details of persons with whom the child normally lives
  • names and contact details of all persons with parental responsibility (if different from above)
  • emergency contact details (if different from above)
  • details of any persons authorised to collect the child from setting (if different from above)
  • Any relevant court orders in place including those, which affect any person’s access to the child (e.g. Residence Order, Contact Order, Care Order, Injunctions etc.)
  • if the child is or has been subject to a child protection or care plan
  • Name and contact detail of G.P.
  • any other factors which may impact on the safety and welfare of the child

The setting will collate, store and agree access to this information.

All child protection documents will be retained in a ‘Child Protection’ file, separate from the child’s main file. The main file will clearly show an alert that a child protection file exists and the location of this. This child protection file will be locked away and only accessible to the manager and senior designated person. These records will be copied and transferred to any setting or setting the child moves to, clearly marked ‘Child Protection, Confidential, for attention of Designated Person Child Protection.  Original copies will be retained according to setting policy on retention of records.


Roles and Responsibilities

Our manager will ensure that:

  • the setting has a safeguarding policy and procedures in place that are in accordance with local authority guidance and locally agreed inter-agency procedures, and the policy is made available to parents on request;
  • the setting operates safer recruitment procedures and makes sure that all appropriate checks are carried out on staff and volunteers who work with children;
  • the setting follows the London Child Protection procedures for dealing with allegations of abuse against staff and volunteers
  • a senior member of the setting leadership team is designated to take lead responsibility for safeguarding (and deputy);
  • they have a named owner lead for safeguarding;
  • staff undertake appropriate safeguarding training, at regular intervals;
  • they remedy, without delay, any deficiencies or weaknesses regarding safeguarding arrangements;
  • where services or activities are provided on the setting premises by another body, the body concerned has appropriate policies and procedures in place in regard to safeguarding children and liaises with the setting on these matters where appropriate;
  • they review their policies and procedures annually and provide information to the LA about them and about how the above duties have been discharged


Our manager will ensure that:

  • The policies and procedures adopted by the Proprietor are fully implemented, and followed by all staff;
  • Sufficient resources and time are allocated to enable the designated person and other staff to discharge their responsibilities; and
  • All staff and volunteers feel able to raise concerns about poor or unsafe practice in regard to children, and such concerns are addressed sensitively and effectively in a timely manner in accordance with the agreed Whistle Blowing Policy (Appendix 3);
  • They have completed Safer Recruitment training;
  • The procedure for managing allegations against staff is known to staff and displayed in staff rooms;
  • Operate the procedure for managing allegations effectively and refer relevant concerns to the Local Authority Designated Officer (LADO);
  • Appoint a deputy senior manager to deal with allegations against staff in the absence of the manager


Senior Member of Staff with Designated Responsibility for Child Protection will:



  • Refer cases of suspected abuse or allegations to children’s social care and maintain a record of all referrals;
  • Act as a source of support, advice and expertise within the educational establishment and have access to the online London Child Protection Procedures;
  • Liaise with the manager to inform her of any issues and ongoing investigations and ensure there is always cover for this role.



  • Recognise how to identify signs of abuse and know when it is appropriate to make a referral;
  • Have knowledge of the escalation policy, the Local Authority Designated Officer (LADO) role, conduct of a child protection case conference and be able to attend and contribute to these;
  • Ensure that all staff have access to and understand the setting’s safeguarding policy;
  • Ensure that all staff have induction training;
  • Keep detailed, accurate and secure written records;
  • Obtain access to resources and attend any relevant or refresher training courses at least every two years.


Raising Awareness

  • Ensure the safeguarding policy is updated and reviewed annually and work with the Governing Body regarding this;
  • Ensure parents are made aware of the safeguarding policy which alerts them to the fact that referrals may be made and the role of the establishment in this to avoid conflict later;
  • Where a child leaves the establishment, ensure the child protection file is copied for the new establishment ASAP and transferred to the new setting separately from the main pupil file.


All staff and volunteers will:


Fully comply with the setting’s policies and procedures, attend appropriate training and inform the designated lead of any concerns.