Queensland State Emergency Service Operations Doctrine

Size: px
Start display at page:

Download "Queensland State Emergency Service Operations Doctrine"

Transcription

1 Queensland State Emergency Service Operations Doctrine Human Resources Business Management Directives Peer Support Version: 1.0 Valid from: 14/05/2008 BMH PURPOSE To outline the scope and functions of the EMbrace Program s Peer Support Program and to provide information on how to access the services of Peer Supporters. 2. RATIONALE This document is designed to outline the Peer Support Program, how it can be used to minimise the effects associated with exposure to potentially traumatic events and maximise volunteer capabilities by promoting a supportive working environment. The document is designed with flexibility to allow development of appropriate response systems within the framework outlined. To ensure our duty of care to State Emergency Service (SES) volunteers is met, it is the responsibility of all personnel who are involved in the work of Emergency Management Queensland (EMQ) and SES to be conversant with the Peer Support Program. 3. APPLICATION Applies to all SES members and should be read in conjunction with BMH 8.0 Critical Incident Management and BMH 13.0 EMbrace Program. The SES Peer Support Program does not extend to the Emergency Services Cadet Program. 4. OPERATIONS DOCTRINE INFORMATION The emergency services environment poses a potential risk of exposure to critical incidents. The Peer Support Program is committed to providing support to SES members to increase their resilience before, during and after such events. The EMbrace Program s mission is to enhance the psychological and emotional well being of SES volunteers within EMQ. In pursuing its goals it provides a Peer Support Program. Peer Support is encouraged as a first resource for any volunteer who is concerned about their psychological or emotional resilience. It is one part of a broader range of professional psychological services available to members. As members of the EMbrace Program, Peer Supporters: educate SES members about services available from the EMbrace Program; provide basic psychological first aid; assess the referral needs of members; and Page 1 of 11 Date: 14/05/2008 BMH 19.0

2 refer members to an EMbrace Program counsellor, community resources or other specialist services where appropriate. Peer Supporters form part of the Critical Incident Response Team working in a coordinated manner to provide the above functions in the context of Critical Incidents. This document has been developed in line with both the Department of Emergency Services (DES) and EMQ s Strategic Plan. 4.1 DEFINITIONS PEER A person who is equal to another in the SES and shares similar abilities, qualifications, rank and experiences CRITICAL INCIDENT Also referred to as a potentially traumatic event (PTE). A sudden disturbing or unusually challenging event that generates a strong emotional and cognitive reaction, often described as a crisis that is outside the usual range of experiences. An event that has the potential to: create a strong emotional reaction; overwhelm day-to-day coping skills; and/or interfere with the ability to function normally CRITICAL INCIDENT RESPONSE TEAM Consists of all or a combination of the following: EMbrace Program Coordinator; Regional Peer Support Coordinator; Peer Supporter(s); Supervision Counsellor or EMbrace Program Counsellor CRISIS INTERVENTION Any intervention that improves the psychological resilience of an individual or a group. It is the temporary, active and supportive entry into the life of individuals or groups during a period of extreme distress. In the context of critical incidents, Crisis Interventions are not limited to talking about the event. Crisis Interventions can include other interventions designed to assist members to remain calm and alert. It is a confidential service, at no cost to the individual. The focus on intervention in circumstances of acute distress is to: assess the nature and severity of a crisis reaction; stabilise the situation; and reduce the distress associated with an acute crisis response. Examples of Crisis Interventions include but are not limited to: pre-incident education; planning the response; assessment; Page 2 of 11 Date: 14/05/2008 BMH 19.0

3 information distribution; psychological first aid; individual/one on one Crisis Intervention; small group Crisis Intervention (defusing and debriefing); large group Crisis Intervention (demobilisation and crisis management briefing); and/or follow up and referral mechanisms. For further information relating to group interventions refer to BMH 8.0 Critical Incident Management. 5 PROCEDURAL INFORMATION 5.1 SCOPE AND LIMITATIONS OF PEER SUPPORT Peer Support is a front-line, first response resilience building program. Peer Supporters provide: PEER SUPPORT Peer Support, by its very nature, is designed to operate within this peer network. Other supports should be considered for those outside the network of SES peers PRACTICAL SUPPORT Peer Supporters are selected and trained to relate to colleagues experiencing personal or work related difficulties. By virtue of a common working environment and experiences they are equipped to provide practical and timely support BRIEF SUPPORT Peer Supporters provide basic short-term assistance, support or guidance to colleagues and their immediate families during personal and/or work related difficulties. Peer Supporters are trained to recognise and refer peers who have long-term needs LIMIT OF SUPPORT Peer Supporters are not trained as counsellors and are limited to focusing on their peer s immediate personal needs. They provide, practical, brief support in a collegial style, they do not provide advice or counselling. Peer Supporters are not trained to give legal or financial guidance and will refer any specific enquiries of this nature to the appropriate profession. 5.2 PEER SUPPORT ACTIVATION Peer Supporters form part of the multi faceted Critical Incident Response Team and should be utilised to provide emotional support to their peers before, during and after stressful activations. Peer Supporters can be activated in several ways for three specific purposes. These include: General Support, Critical Incident Support and Proactive Support GENERAL SUPPORT General support relates to assistance a Peer Supporter might provide their peers who are experiencing any personal or work related concerns. Peer Supporters can be activated in the following manner. Page 3 of 11 Date: 14/05/2008 BMH 19.0

4 ACTIVATION BY SELF REFERRAL Any member of the SES can self-refer to a Peer Supporter. A comprehensive list of all Peer Supporters is available from the EMbrace Program, the EMQ Area Office or the SES Volunteer Portal. This allows members to choose which Peer Supporter they wish to seek assistance from ACTIVATION BY THIRD PARTY REFERRAL Specific members may be referred to a Peer Supporter by a third person. Preferably, this is done with the consent of the member. However, genuine concern for a person s mental and physical health and duty of care may override this consent. Access to any EMbrace Program services is voluntary and no individual will be forced to participate in support services CRITICAL INCIDENT SUPPORT Critical Incident Support relates to assistance Peer Supporters provide their peers after it is identified they have attended a Critical Incident. It differs from general support in that it is designed as a proactive measure to mitigate the potential effects of exposure to these events and is not necessarily a response to a member s distress. When working with any or all of the following, EMbrace Program Coordinator, a Counsellor, and/or Regional Peer Support Coordinator, the Peer Supporter is an important member of the Critical Incident Response Team. Peer Supporters are trained to make an assessment of the need for further crisis interventions. If required, Peer Supporters may also facilitate individual and small group interventions designed to support those exposed to critical incidents. They are able to assist mental health professionals during critical incident debriefings and can provide individual or small group follow up. Critical Incident Support can be activated in the following ways: ACTIVATION BY RESPONSIBLE MANAGERS The Incident Controller, Area Director EMQ, State/Regional Duty Officers, Local Controller and/or Group Leader have a duty of care in relation to the physical and psychological well-being of their staff and volunteers. As such, they are responsible to monitor critical incidents and similar events to identify any potential circumstances requiring referral to a Peer Supporter or the EMbrace Program. In the event of a team being involved in operational activity which has been identified as a critical incident, Peer Supporters can be asked to provide general follow up support to members of that team. For further information relating to procedures to be followed in the event of a critical incident refer to BMH 8.0 Critical Incident Management ACTIVATION BY EMbrace PROGRAM COORDINATOR In the event that notification of the Critical Incident comes directly to the EMbrace Program, the EMbrace Program Coordinator will identify the most appropriate response to the incident and activate the Peer Supporter/s directly if necessary. Page 4 of 11 Date: 14/05/2008 BMH 19.0

5 During the identification of an appropriate response the EMbrace Program Coordinator or their delegate, may make the necessary inquiries to ascertain the welfare of volunteers and/or staff in attendance. Incident Controllers and State/Regional Duty Officers are obligated to provide the necessary information in order to allow the Critical Incident Response Team to make a proper assessment of the situation and need for intervention. For further information relating to procedures to be followed in the event of a critical incident refer to BMH 8.0 Critical Incident Management MANDATORY ACTIVATION There are some incidents that are considered to be significant enough to warrant the mandatory notification of the Critical Incident Response Team even if distress is not observed. These include: line of duty death, including both operational and support activities; major incidents where psychological distress is evident for either actual or potential problems for volunteers; serious injury to a colleague; disasters/events of terrorism; suicide of a colleague; witnessing death, serious illness or injured child; and/or witnessing single/multiple casualties and fatalities. In these situations the Critical Incident Response Team, will develop an appropriate response in consultation with the relevant responsible managers. For other Potentially Traumatic Events such as those outlined in BMH 8.0 Critical Incident Management and Section of the Qld Peer Support Procedural Guidelines, the EMbrace Program highly recommends that responsible managers notify a Peer Supporter or the EMbrace Program Coordinator and pay close attention to the stress response of SES members with the view to refer members who are exhibiting signs of critical incident stress PROACTIVE PEER SUPPORT In anticipation of Critical Incidents, Peer Supporters may also be used to provide or facilitate education to peers to improve resilience to potentially traumatic events. Peer Supporters should present the EMbrace Program endorsed package on Critical Incident Stress Awareness to SES Units. 5.3 REFERRAL OPTIONS FOR PEER SUPPORTERS Peer Supporters may refer members to a number of sources as outlined below: HOUR CRISIS COUNSELLING LINE When a Peer Supporter determines an immediate need for psychological support, they will refer the individual to the 24 hour crisis counselling service. They may make the call on behalf of the individual if they feel there are immediate concerns about the member s welfare. For further information relating to the 24 hour crisis counselling line refer to BMH 13.0 Embrace Program. Any individual, needing immediate psychological support can call the Crisis Counselling Line on telephone Page 5 of 11 Date: 14/05/2008 BMH 19.0

6 5.3.2 EMbrace PROGRAM COUNSELLORS EMQ, via the EMbrace Program offers members access to qualified mental health professionals to receive four (4) free, confidential counseling sessions. For information and eligibility requirements refer to BMH 13.0 EMbrace Program or contact the EMbrace Program on COMMUNITY RESOURCES Peer Supporters can assist by providing information about local resources or assist members to explore the availability of other services in the community. 5.4 PEER SUPPORTER S DUTY OF CARE CONFIDENTIALITY All current Peer Supporters read, sign and are subject to a Peer Support Agreement stipulating their commitment to abide by the Peer Support Code of Conduct, which outlines the requirements of confidentiality. Peer Supporters will reveal confidential information to others only with the consent of the person and under limited circumstances as governed by the Code of Conduct. In circumstances where failure to disclose may result in clear risk to the individual or to others, the Peer Supporter will disclose information necessary to relevant persons to avert risk in order to meet their obligations under their duty of care. Peer Supporters should share their intention to disclose relevant information to those they support unless there is insufficient, immediate opportunity to do so. Peer Supporters are obligated to reveal relevant information to avert risk in the following situations where there is a threat of: suicide; harm to self; harm to others; and/or criminal activity or disclosure of criminal activity. Peer Supporters are obligated to reveal relevant information when there is an overriding legal or organisational reason to do so. For example: court subpoena; WorkCover claims (if they are nominated as a witness); and/or when there is evidence of official misconduct that would result in termination of membership. If it is practical to do so, Peer Supporters will confidentially discuss their concerns with the Supervision Counsellor and/or EMbrace Program Coordinator prior to any breach of confidentiality being made. More information is contained in the Qld SES Peer Support Procedural Guidelines. Peer Supporters must inform the peers they support of the limits of confidentiality. Page 6 of 11 Date: 14/05/2008 BMH 19.0

7 5.4.2 REFERRAL If a Peer Supporter is unable to provide support to a member for any reason, they are obligated to ensure this person is referred to appropriate alternative services. These may include another Peer Supporter, the Crisis Counselling line, an EMbrace Program counsellor or a reputable community resource. Any concerns about a person s immediate safety should be dealt with without delay. Peer Supporters who have been involved in a potentially traumatic event themselves and can not fulfil the role of Peer Supporter, have to ensure the services of another Peer Supporter is sought to provide support to fellow SES members ETHICS AND CONDUCT Peer Supporters agree to abide by a Code of Conduct specific to the role of Peer Supporter. This Code of Conduct addresses issues such as, practice standards, limits of service, accountabilities, conflicts of interest and confidentiality. Peer Supporters are obligated to act within the boundaries of the Peer Support Code of Conduct at all times, whether officially in the Peer Support role or as a general SES member. EMbrace Program endorsed Peer Supporters receive intensive induction and ongoing training to ensure accountability and application of appropriate skills. Within the SES they are most appropriately trained to offer suitable support services as their conduct is governed by the EMbrace Program. No other SES member is to utilise the term peer support unless they are a current EMbrace Program endorsed Peer Supporter. Only the names of endorsed Peer Supporters are displayed on the SES Volunteer Portal and only those people shall be utilised in this capacity. For more detailed information refer to the Qld SES Peer Support Procedural Guidelines. 5.5 PEER SUPPORT SELECTION Only active volunteer members in possession of a membership number will be considered for selection as Peer Supporters. The process of selection includes the completion of a nomination/enrolment form, an interview to assess suitability for the role of Peer Supporter, and a process of reference checking. Successful applicants will be invited to a Peer Support Induction Course where they will be required to demonstrate their competence. After successful completion of the course, they will be required to accept and adhere to the terms and conditions of the Peer Support Agreement and Code of Conduct. Due to the nature of Peer Support the demand for Peer Supporters within the State the demographic profile of SES Units will also influence the selection decision. A six month probation period applies to all new Peer Supporters. For more detailed information about the selection of Peer Supporters refer to Qld SES Peer Support Procedural Guidelines. Page 7 of 11 Date: 14/05/2008 BMH 19.0

8 6 ADMINISTRATIVE INFORMATION This information is to be accessible for all relevant personnel. 6.1 PRACTICE ISSUES RECORD KEEPING Peer supporters are required to record each Peer Support contact in a factual manner. All contact records generated by Peer Supporters remain the property of the EMbrace Program and are forwarded to the EMbrace Program to be kept secure and confidential. For more details relating to Peer Supporters record keeping responsibilities refer to the Qld SES Peer Support Procedural Guidelines PROFESSIONAL DEVELOPMENT Prior to activation Peer Supporters must complete the Peer Support Induction Course. As a matter of maintaining best practice in Peer Support and self care, Peer Supporters are also required to attend regular supervision and contact with their Supervision Counselor. For more detailed information refer to the Qld SES Peer Support Procedural Guidelines SAFETY In addition to their responsibility to adhere to the DES Workplace Health and Safety Policies for Volunteers, Peer Supporters must take precautions around their own personal and psychological safety. As such Peer Supporters should pay special attention to personal safety during home visits or any other private contact with a person and take steps to mitigate any risks. Peer Supporters are required to actively protect their psychological safety by maintaining a healthy relationship with their support network. Among other requirements described in the Qld SES Peer Support Procedural Guidelines, this includes attending regular supervision COMPLAINTS AND GRIEVENCES Any person accessing or engaged with the Peer Support Program can lodge a complaint or grievance against any DES employee or volunteer. For more information, refer to BMH 11.0 Grievance Resolutions. 7. FORMS AND TEMPLATES Nil 8. APPENDICES A Peer Support Code of Conduct Page 8 of 11 Date: 14/05/2008 BMH 19.0

9 9. RELEVANT LEGISLATION, POLICY AND GUIDELINES Disaster Management Act 2003 Queensland Public Service Act 1996 Anti-discrimination Act 1991 Equal Opportunity in Public Employment Act 1992 Public Sector Ethics Act 1994 Workplace Health and Safety Act 1995 Queensland Public Service Award State 2006 Cabinet Decision No May 1980 Department of Emergency Services Corporate Plan Qld SES Peer Support Procedural Guideline QSES BMH 8.0 Critical Incident Stress Management QSES BMH 11.0 Grievance Resolution QSES BMH 13.0 EMbrace Program 10. DOCUMENT REVIEW This document will be reviewed by the EMbrace Program every 18 months or as otherwise required as a result of identified legislative, policy and/or procedural changes. Original Signed Frank Pagano AFSM Executive Director State Emergency Service Page 9 of 11 Date: 14/05/2008 BMH 19.0

10 Appendix A EMbrace Program PEER SUPPORT CODE OF CONDUCT Purpose The Code of Conduct provides Peer Supporters and EMQ with guidance in relation to the conduct and behaviour of Peer Supporters. It also provides a reference point for performance evaluation of both individual Peer Supporters and for the Peer Support Program ( the Service ) as a whole. Introduction The EMbrace Program has a mission to enhance the psychological and emotional well being of paid and volunteer personnel. In pursuing its goals it provides a Peer Support Program to support volunteers and employees through informal, confidential contact by peers who have been appropriately trained for this role. The following Code of Conduct ( the Code ) is designed to allow the Program to preserve its reputation of integrity and credibility within EMQ. The Code is to be used as a reference tool. It will be useful in making decisions relating to Peer Supporter work. It will help in identifying acceptable behaviour, making fair minded decisions, and in developing a positive culture within and about the Peer Support Program. A Peer Supporter acting inconsistently with the Code must show that his or her behavior was not unethical or inappropriate. Violation of the Code is a serious matter and may result in corrective or disciplinary action. (More information can be found in the Peer Support Procedural Guidelines) Practice Standards Peer Supporters will deliver services with integrity, sensitivity, respect and confidentiality. Peer Supporters occupy a position of trust with service users and shall act at all times to preserve that trust. Peer Supporters must ensure that their conduct as a Peer Supporter, member of their community and as an SES member is of the highest standard at all times, regardless of whether they are acting in an official Peer Support capacity. This Code of Conduct is in addition to the Department of Emergency Services Code of Conduct and this Code of Conduct must also be adhered to at all times. Confidentiality is a critical component of any Peer Support program and should be respected at all times. However, limited exceptions to confidentiality apply. These include: threats of harm to self or others, disclosure of criminal activity or serious misconduct, or when legal requirements dictate (e.g subpoenas, Workcover investigations). These concerns must always be discussed with the EMbrace Program Coordinator prior to any breach of confidentiality (see below for more details). Service In provision of quality services, Peer Supporters agree to: Undertake their role without bias, prejudice or favouritism. Remain neutral in their SES role, as representatives of EMQ, adopting an impartial stance on controversial issues and not engaging in gossip or slander. Page 10 of 11 Date: 14/05/2008 BMH 19.0

11 Not receive private fees, gratuities or other remuneration for work performed as a Peer Supporter. Any form of payment or gratuity offered must be reported to the EMbrace Program Coordinator. Accountability To ensure accountability to all stakeholders, Peer Supporters agree to: Comply with all training and supervision requirements or orientation provided by the EMbrace Program, or on its behalf. Adhere to all policies and procedures of the EMbrace Program. Ensure that they do not exceed the authority of their position. Not misrepresent their competence, qualifications, training or experience. Refrain from offering advice or undertaking work beyond their competence/training. Refrain from any act that would bring the EMbrace and Peer Support Programs into disrepute. Conflict Of Interest To ensure professional responsibilities are adequately met, Peer Supporters agree to: Refer close friends to other Peer Supporters for one-on-one emotional support. Not enter into any intimate or otherwise non-professional relationship with a service user nor behave in a manner that could be perceived by others as inappropriate in nature. Discuss any potential conflict of interest with their Supervision Counsellor or the EMbrace Program Coordinator immediately. Confidentiality To ensure confidentiality is maintained, Peer Supporters agree to: Respect the confidentiality of information disclosed to them by individuals who seek their assistance, formally or informally. Disclose information only under the following circumstances: - Consent is provided by the person seeking support - Where a subpoena for information is received through legal channels - Workcover investigations or if required by legislation - Where there is known or suspected criminal activity, or serious misconduct - Where there are threats of harm to self or others Any of the above exemptions concerning a breach of confidentiality MUST be discussed with the EMbrace Program Coordinator or relevant Supervision Counsellor immediately and whenever possible before breaching confidentiality. Peer Supporters must inform their clients of the limits of confidentiality before carrying out Peer Support duties. Summary Strict observance of the Code is fundamental to the activity and reputation of the Peer Support Program. It is essential all Peer Supporters adhere to this Code. All current Peer Supporters, through signing the Peer Support agreement, have agreed to read and abide by this Code of Conduct. It is the responsibility of Supervision Counsellors to ensure all Peer Supporters fully understand and adhere to this Code of Conduct through ongoing training and supervision. Any suspected breaches of the Code should be reported to the relevant Supervision Counsellor and/or EMbrace Program Coordinator for appropriate action. Page 11 of 11 Date: 14/05/2008 BMH 19.0

Wide Bay Respite Services Supporting the caring role of families. Service Management Policy

Wide Bay Respite Services Supporting the caring role of families. Service Management Policy Service Management Policy Organisation Structure Flowchart Legislation / Industry Standards Department of Communities, Child Safety & Disability Services (Funding Body) Board of Management Other Agencies

More information

Fairness at Work (Grievance Policy & Procedure)

Fairness at Work (Grievance Policy & Procedure) Fairness at Work (Grievance Policy & Procedure) Publication Scheme Y/N Department of Origin Policy Holder Author Related Documents Can be Published on Force Website HR Operations Head of HR Operations

More information

STRESS POLICY. Stress Policy. Head of Valuation Services. Review History

STRESS POLICY. Stress Policy. Head of Valuation Services. Review History STRESS POLICY Title Who should use this Author Stress Policy All Staff SAC Approved by Management Team Approved by Joint Board Reviewer Head of Valuation Services Review Date 2018 REVIEW NO. DETAILS Review

More information

CRITICAL INCIDENT POLICY

CRITICAL INCIDENT POLICY CRITICAL INCIDENT POLICY Endorsed September 2009 Next Review November 2011 Gymnastics Queensland Critical Incident Policy Version 1 (September 2009) 1 Contents 1. Position statement... 3 2. Purpose...

More information

Sample Emergency and Critical Incident Policy and Procedure

Sample Emergency and Critical Incident Policy and Procedure Sample Emergency and Critical Incident Policy and Procedure 1. Purpose and Scope Emergencies and critical incidents in the workplace can affect people physically and psychologically, and affect program

More information

QAHC Feedback and Conflict Management Policy and Procedures

QAHC Feedback and Conflict Management Policy and Procedures QAHC Feedback and Conflict Management Policy and Procedures Prepared By Erica Waters Consulting June 2000 Revised & Endorsed October 2000 Revised by QAHC September 2007 Policy Statement The Queensland

More information

School Counselling A GUIDE FOR SCHOOL COMMUNITIES

School Counselling A GUIDE FOR SCHOOL COMMUNITIES School Counselling A GUIDE FOR SCHOOL COMMUNITIES Director General s Message ACT Public Schools are committed to ensuring that all children and young people in the ACT learn and thrive, by providing positive

More information

Code of practice for mediators

Code of practice for mediators Code of practice for mediators 1 DEFINITIONS 1.1 This Code of Practice applies to all mediation conducted or offered by mediators who are Trained or Approved members of the College of Mediators. 1.2 Mediation

More information

Operations Directives

Operations Directives Queensland Operations Doctrine Operations Directives Incident Management System Hierarchy of Command and Control Version: 1.0 Valid from: 22/12/2008 ODI 2.0 1. PURPOSE To detail the command and control

More information

Proposed Code of Ethical Principles for Professional Valuers

Proposed Code of Ethical Principles for Professional Valuers INTERNATIONAL VALUATION STANDARDS COUNCIL Second Exposure Draft Proposed Code of Ethical Principles for Professional Valuers Comments to be received by 31 August 2011 Copyright 2011 International Valuation

More information

Policy for Preventing and Managing Critical Incident Stress

Policy for Preventing and Managing Critical Incident Stress Policy for Preventing and Managing Critical Incident Stress Document reference number HSAG 2012/3 Document developed by Revision number 1.0 Document approved by Consultation with 14 September 2012 Presented

More information

Appendix A MF&RA Critical Incident Stress Management (CISM) Implementation Plan

Appendix A MF&RA Critical Incident Stress Management (CISM) Implementation Plan Appendix A MF&RA Critical Incident Stress Management (CISM) Implementation Plan 1. Introduction Merseyside Fire and Rescue Authority (MF&RA) have a responsibility to ensure as far as reasonably practicable,

More information

Code of Ethics & Practice

Code of Ethics & Practice PSYCHOTHERAPY Irish Institute of Cognitive & Humanistic Psychotherapy Code of Ethics & Practice Valid from 4 th April, 2012 IICHP 6 Nutley Lane Dublin 4 PSYCHOTHERAPY IICHP CODE OF ETHICS & PRACTICE For

More information

Emergency and Critical Incident Policy and Procedure

Emergency and Critical Incident Policy and Procedure Emergency and Critical Incident Policy and Procedure 1. Purpose and scope Emergencies and critical incidents in the workplace can affect people physically and psychologically, and affect the business continuity

More information

Comment: Participation in School activities:

Comment: Participation in School activities: School Psychologist Essential Requirements: Must be fully registered by the Psychology Board of Australia under the Health Practitioner Regulation National Law, or have provisional registration based upon

More information

AUSTRALIAN KINESIOLOGY ASSOCIATION INC. Professional Conduct and Practice Rules

AUSTRALIAN KINESIOLOGY ASSOCIATION INC. Professional Conduct and Practice Rules AUSTRALIAN KINESIOLOGY ASSOCIATION INC. Professional Conduct and Practice Rules Contents 1. APPLICATION...3 2. SCOPE OF THESE RULES...3 3. PURPOSE OF THESE RULES...3 page 2 1. APPLICATION These Rules apply

More information

Human Services Quality Framework. User Guide

Human Services Quality Framework. User Guide Human Services Quality Framework User Guide Purpose The purpose of the user guide is to assist in interpreting and applying the Human Services Quality Standards and associated indicators across all service

More information

Professional and ethical standards

Professional and ethical standards Victoria Police Manual Policy Rules Professional and ethical standards Context Purpose The Victoria Police mission is to provide a safe, secure and orderly society by serving the community and the law.

More information

St Joachim s Catholic Primary School CHILD AND YOUTH RISK MANAGEMENT STRATEGY

St Joachim s Catholic Primary School CHILD AND YOUTH RISK MANAGEMENT STRATEGY St Joachim s Catholic Primary School CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Statement of Commitment (mandatory requirement 1) St Joachim s Catholic Primary School is committed to the

More information

St Ita s Dutton Park CHILD AND YOUTH RISK MANAGEMENT STRATEGY

St Ita s Dutton Park CHILD AND YOUTH RISK MANAGEMENT STRATEGY St Ita s Dutton Park CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Statement of Commitment St Ita s School is committed to the safety and wellbeing of all students. St Ita s School respects

More information

Employee Assistance Programmes Manager s Guide

Employee Assistance Programmes Manager s Guide March 2012 Employee Assistance Programmes Manager s Guide Support and assistance when you need it Vhi Corporate Solutions Employee Assistance Programme Confidential Professional Help Support Communicate

More information

South Australia Police Department POSITION INFORMATION DOCUMENT

South Australia Police Department POSITION INFORMATION DOCUMENT South Australia Police Department POSITION INFORMATION DOCUMENT Stream : Professional Services Career Group : Discipline : Classification : PO-2 Position Title : Police Psychologist Branch : Health, Safety

More information

Assisi Catholic College CHILD AND YOUTH RISK MANAGEMENT STRATEGY

Assisi Catholic College CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Assisi Catholic College CHILD AND YOUTH RISK MANAGEMENT STRATEGY Statement of Commitment (mandatory requirement 1) Assisi Catholic College is committed to the safety and wellbeing of

More information

SCHOOL DISTRICT NO. 53 (Okanagan Similkameen) POLICY

SCHOOL DISTRICT NO. 53 (Okanagan Similkameen) POLICY SCHOOL DISTRICT NO. 53 (Okanagan Similkameen) POLICY No. F-12 Adopted: June 20, 2012 CHILD PROTECTION Preamble: The Board of Education believes that the health and welfare of a child is an important element

More information

MARYMOUNT PRIMARY CHILD AND YOUTH RISK MANAGEMENT STRATEGY

MARYMOUNT PRIMARY CHILD AND YOUTH RISK MANAGEMENT STRATEGY MARYMOUNT PRIMARY CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Statement of Commitment (mandatory requirement 1) Marymount Primary is committed to the safety and wellbeing of all students.

More information

BRISBANE CATHOLIC EDUCATION CHILD AND YOUTH RISK MANAGEMENT STRATEGY 2015

BRISBANE CATHOLIC EDUCATION CHILD AND YOUTH RISK MANAGEMENT STRATEGY 2015 PART 1: COMMITMENT BRISBANE CATHOLIC EDUCATION CHILD AND YOUTH RISK MANAGEMENT STRATEGY 2015 Statement of Commitment (mandatory requirement 1) Brisbane Catholic Education ( BCE ) is committed to the safety

More information

Master of Counselling. Practicum & Supervision Handbook

Master of Counselling. Practicum & Supervision Handbook Master of Counselling Practicum & Supervision Handbook 2 Master of Counselling Practicum & Supervision Handbook Copyright Wesley Institute 2012 Wesley Institute 5 Mary Street Drummoyne PO Box 534 Drummoyne

More information

AUSTRALIAN CLINICAL PSYCHOLOGY ASSOCIATION CODE OF PROFESSIONAL ETHICS

AUSTRALIAN CLINICAL PSYCHOLOGY ASSOCIATION CODE OF PROFESSIONAL ETHICS AUSTRALIAN CLINICAL PSYCHOLOGY ASSOCIATION CODE OF PROFESSIONAL ETHICS Purpose This Code of Professional Ethics provides principles and guidelines that should be observed by all members of the Australian

More information

FACS Community Complaints Guidelines for Ageing and Disability Direct Services

FACS Community Complaints Guidelines for Ageing and Disability Direct Services FACS Community Complaints Guidelines for Ageing and Disability Direct Services Summary: This is designed to guide FACS staff when handling community complaints and is an extension of the FACS Community

More information

CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY

CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY KirkleesEdnet/Management/HumanResources APRIL 2008 Prepared by: Human Resources Strategy Unit Revised: November

More information

ST MARTIN S CHILD AND YOUTH RISK MANAGEMENT STRATEGY

ST MARTIN S CHILD AND YOUTH RISK MANAGEMENT STRATEGY ST MARTIN S CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Statement of Commitment (mandatory requirement 1) St Martin s is committed to the safety and wellbeing of all students. St Martin

More information

Australian ssociation

Australian ssociation Australian ssociation Practice Standards for Social Workers: Achieving Outcomes of Social Workers Australian Association of Social Workers September 2003 Contents Page Introduction... 3 Format of the Standards...

More information

OUR LADY HELP OF CHRISTIANS SCHOOL CHILD AND YOUTH RISK MANAGEMENT STRATEGY

OUR LADY HELP OF CHRISTIANS SCHOOL CHILD AND YOUTH RISK MANAGEMENT STRATEGY OUR LADY HELP OF CHRISTIANS SCHOOL CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Statement of Commitment (mandatory requirement 1) Our Lady Help of Christians School (OLHC) is committed to

More information

DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013

DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013 DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013 Safe Work Australia is an Australian Government statutory agency established in 2009. Safe Work Australia consists of representatives of

More information

CRITICAL INCIDENT RESPONSE POLICY

CRITICAL INCIDENT RESPONSE POLICY CRITICAL INCIDENT RESPONSE POLICY Policy Status CURRENT Policy Classification Operational Date of Policy 2005 Date of Review 2011 PREAMBLE A critical incident can occur at any time and in turn will affect

More information

Our Lady of the Sacred Heart School, Darra CHILD AND YOUTH RISK MANAGEMENT STRATEGY

Our Lady of the Sacred Heart School, Darra CHILD AND YOUTH RISK MANAGEMENT STRATEGY Our Lady of the Sacred Heart School, Darra CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Statement of Commitment (mandatory requirement 1) Our Lady of the Sacred Heart School is committed

More information

SAFEGUARDING CHILDREN POLICY

SAFEGUARDING CHILDREN POLICY SAFEGUARDING CHILDREN POLICY Studio Film School implements a Safeguarding Children policy in order to fulfil our responsibility to ensure that all children are safe and protected from avoidable harm. We

More information

Responding to Allegations of Student Sexual Assault

Responding to Allegations of Student Sexual Assault Responding to Allegations of Student Sexual Assault Section 1: Legislative and Policy Context Procedures for Victorian Government Schools Responding to Allegations of Student Sexual Assault 1 Published

More information

CRITICAL INCIDENT RESPONSE POLICY

CRITICAL INCIDENT RESPONSE POLICY ST URSULA S COLLEGE TOOWOOMBA CRITICAL INCIDENT RESPONSE POLICY D:\Dropzone (M Drive)\College Policies and Handbooks Current\3. Critical Incident Policy Current Current\004 ST URSULA CRITICAL INCIDENT

More information

Throughout the Procedure outlined below, fitness to study is understood as defined by University legislation:

Throughout the Procedure outlined below, fitness to study is understood as defined by University legislation: This Fitness to Study Procedure has three stages depending on the perceived level of risk, the severity of the problem and the student s engagement with efforts to respond to it. In urgent cases, at the

More information

Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE. Agreed June 2013

Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE. Agreed June 2013 Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE Agreed June 2013 To be reviewed 2015 Contents Page 1. Scope and Policy 3 2. Accountability 3 3. Learner Involvement 3 4. Process 4.1 Rules for

More information

Model Standards of Practice for Family and Divorce Mediation

Model Standards of Practice for Family and Divorce Mediation Association of Family and Conciliation Courts Model Standards of Practice for Family and Divorce Mediation 2000 Association of Family and Conciliation Courts Model Standards of Practice for Family and

More information

Health and safety guidance for research undertaken in the community

Health and safety guidance for research undertaken in the community Health and safety guidance for research undertaken in the community Document control information Published document name: research-comm-gn.pdf Date issued: September 2012 Version: 3.0 Previous review dates:

More information

Best practice guidelines are not ethics, per se, but do recommend practice standards that professional counselors should strive to uphold.

Best practice guidelines are not ethics, per se, but do recommend practice standards that professional counselors should strive to uphold. Ethical and Legal Issues in Counseling Ethical Standards and Laws Each professional counselor has an enormous responsibility to uphold the public trust and must seek high levels of training, education,

More information

St Pius School, Banyo CHILD AND YOUTH RISK MANAGEMENT STRATEGY

St Pius School, Banyo CHILD AND YOUTH RISK MANAGEMENT STRATEGY St Pius School, Banyo CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Statement of Commitment (mandatory requirement 1) St Pius School is committed to the safety and wellbeing of all students.

More information

Model Allegations Management Policy for Knowsley Schools and Education Settings

Model Allegations Management Policy for Knowsley Schools and Education Settings 1 Model Allegations Management Policy for Knowsley Schools and Education Settings July 2015 Introduction 1. All schools and education settings have a duty to promote and safeguard the welfare of children

More information

St Peter Chanel Catholic Primary School CHILD AND YOUTH RISK MANAGEMENT STRATEGY

St Peter Chanel Catholic Primary School CHILD AND YOUTH RISK MANAGEMENT STRATEGY St Peter Chanel Catholic Primary School CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Statement of Commitment (mandatory requirement 1) St Peter Chanel is committed to the safety and wellbeing

More information

Surrey County Council Disciplinary Policy December 2009

Surrey County Council Disciplinary Policy December 2009 APPENDIX 2 Disciplinary Policy - v 0.8 1. Introduction People who choose to become Local Government Employees, as public servants must abide by the highest standards in respect of conduct and behaviour.

More information

St. John s Church of England Junior School. Policy for Stress Management

St. John s Church of England Junior School. Policy for Stress Management St. John s Church of England Junior School Policy for Stress Management Review Date: September 2012 Policy to be reviewed next: September 2014 ST. JOHN S C OF E JUNIOR SCHOOL STRESS MANAGEMENT FRAMEWORK

More information

HORIZON OIL LIMITED (ABN: 51 009 799 455)

HORIZON OIL LIMITED (ABN: 51 009 799 455) HORIZON OIL LIMITED (ABN: 51 009 799 455) CORPORATE CODE OF CONDUCT Corporate code of conduct Page 1 of 7 1 Introduction This is the corporate code of conduct ( Code ) for Horizon Oil Limited ( Horizon

More information

KING CHARLES PRIMARY SCHOOL CHILD PROTECTION & SAFEGUARDING POLICY. For Schools and Education Establishments in Cornwall

KING CHARLES PRIMARY SCHOOL CHILD PROTECTION & SAFEGUARDING POLICY. For Schools and Education Establishments in Cornwall KING CHARLES PRIMARY SCHOOL CHILD PROTECTION & SAFEGUARDING POLICY For Schools and Education Establishments in Cornwall May 2014 1 Child Protection and Safeguarding Policy This policy was developed and

More information

Model Standards of Practice for Family and Divorce Mediation

Model Standards of Practice for Family and Divorce Mediation Model Standards of Practice for Family and Divorce Mediation Overview and Definitions Family and divorce mediation ("family mediation" or "mediation") is a process in which a mediator, an impartial third

More information

Government Owned Corporations. Corporate Governance Guidelines for Government Owned Corporations

Government Owned Corporations. Corporate Governance Guidelines for Government Owned Corporations Government Owned Corporations Corporate Governance Guidelines for Government Owned Corporations Version 2.0 The State of Queensland (Queensland Treasury) The Queensland Government supports and encourages

More information

GUIDELINES FOR THE MANAGEMENT OF SELF INJURY Policy & Procedures Next review date: Currently under review

GUIDELINES FOR THE MANAGEMENT OF SELF INJURY Policy & Procedures Next review date: Currently under review GUIDELINES FOR THE MANAGEMENT OF SELF INJURY Policy & Procedures Next review date: Currently under review Last reviewed: June 2013 By: Dean of Students 1. RATIONALE We aim to provide a positive, safe and

More information

Guidance for schools on dealing with Allegations of abuse against Staff and Volunteers

Guidance for schools on dealing with Allegations of abuse against Staff and Volunteers Guidance for schools on dealing with Allegations of abuse against Staff and Volunteers Guidance for schools on dealing with Allegations of abuse against Staff and Volunteers 2 CONTENTS 1. Introduction

More information

PROCEDURES FOR DETERMINING BREACHES OF THE CODE OF CONDUCT AND SANCTIONS

PROCEDURES FOR DETERMINING BREACHES OF THE CODE OF CONDUCT AND SANCTIONS PROCEDURES FOR DETERMINING BREACHES OF THE CODE OF CONDUCT AND SANCTIONS VERSION 1.0 EFFECTIVE SEPTEMBER 2013 DOCUMENT CONTROL Contact for enquiries and proposed changes: Name Christine King Phone 6203

More information

3. Recruitment, selection, training and management

3. Recruitment, selection, training and management 3. Recruitment, selection, training and management What do I need to do? Your organisation must have effective child-focused policies and procedures in place for recruiting, selecting, training and managing

More information

Protection for Persons in Care Act

Protection for Persons in Care Act DEPARTMENT OF COMMUNITY SERVICES Protection for Persons in Care Act Policy Manual 8/16/2013 Table of Contents Terms Used in this Manual Section 1: Introduction and Authority 2 4 Policy 1.1: Authorization

More information

OUR LADY OF THE ASSUMPTION, ENOGGERA CHILD AND YOUTH RISK MANAGEMENT STRATEGY

OUR LADY OF THE ASSUMPTION, ENOGGERA CHILD AND YOUTH RISK MANAGEMENT STRATEGY Student OUR LADY OF THE ASSUMPTION, ENOGGERA CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Statement of Commitment (mandatory requirement 1) Our Lady of the Assumption School is committed

More information

Critical Incident Management Plan

Critical Incident Management Plan Critical Incident Management Plan 1. PURPOSE/ PREAMBLE BCIT is committed to promoting individual and community well-being, safety and security by protecting the learning, teaching and working environments

More information

4374 The Mauritius Government Gazette

4374 The Mauritius Government Gazette 4374 The Mauritius Government Gazette General Notice No. 2260 of 2012 THE INSOLVENCY ACT Notice is hereby given that the following Rules governing the performance and conduct of Insolvency Practitioners

More information

Police Officers who Commit Domestic Violence-Related Criminal Offences 1

Police Officers who Commit Domestic Violence-Related Criminal Offences 1 PUBLIC DOCUMENT Association of Chief Police Officers of England, Wales and Northern Ireland Police Officers who Commit Domestic Violence-Related Criminal Offences 1 This is an ACPO policy relating to police

More information

THE SCOTS COLLEGE Role Description School Psychologist

THE SCOTS COLLEGE Role Description School Psychologist THE SCOTS COLLEGE Role Description School Psychologist "In seeking to serve God faithfully, the Scots College exists to inspire boys to learn, lead and serve as they strive for excellence together Scots

More information

BABCP. Standards of Conduct, Performance and Ethics. www.babcp.com. British Association for Behavioural & Cognitive Psychotherapies

BABCP. Standards of Conduct, Performance and Ethics. www.babcp.com. British Association for Behavioural & Cognitive Psychotherapies BABCP www.babcp.com Standards of Conduct, Performance and Ethics British Association for Behavioural & Cognitive Psychotherapies 2 YOUR DUTIES AS A MEMBER OF BABCP The standards of conduct, performance

More information

PROCEDURE Police Staff Discipline. Number: C 0901 Date Published: 9 May 2013

PROCEDURE Police Staff Discipline. Number: C 0901 Date Published: 9 May 2013 1.0 Summary of Changes Amendments to the 1 st bullet point of section 4.5 and the 3 rd, 4 th, 6 th and 7 th bullet point in section 4.8 have been made. Section 4.9 has been removed as the content is now

More information

DRUG & ALCOHOL POLICY

DRUG & ALCOHOL POLICY DRUG & ALCOHOL POLICY Rationale: Koonung Secondary College (KSC) has an interest in the health, personal and legal wellbeing of its students and staff. There is no clear dividing line between the responsibility

More information

Our Lady of Fatima School, Acacia Ridge CHILD AND YOUTH RISK MANAGEMENT STRATEGY

Our Lady of Fatima School, Acacia Ridge CHILD AND YOUTH RISK MANAGEMENT STRATEGY Our Lady of Fatima School, Acacia Ridge CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Statement of Commitment (mandatory requirement 1) Our Lady of Fatima School is committed to the safety

More information

Workplace. Mental Health. essentials. Practical Identification, Early Intervention & Management Skills Training

Workplace. Mental Health. essentials. Practical Identification, Early Intervention & Management Skills Training Workplace Mental Health essentials Practical Identification, Early Intervention & Management Skills Training Mental health and wellbeing are significant issues to contend with in the modern working environment.

More information

INVESTIGATING COMPLAINTS AND ALLEGATIONS AGAINST EMPLOYEES POLICY AND PROCEDURE

INVESTIGATING COMPLAINTS AND ALLEGATIONS AGAINST EMPLOYEES POLICY AND PROCEDURE INVESTIGATING COMPLAINTS AND ALLEGATIONS AGAINST EMPLOYEES POLICY AND PROCEDURE APPROVED BY: South Gloucestershire Clinical Commissioning Group Quality and Governance Committee DATE 12.02.2014 Date of

More information

Code of Ethics for Pharmacists and Pharmacy Technicians

Code of Ethics for Pharmacists and Pharmacy Technicians Code of Ethics for Pharmacists and Pharmacy Technicians About this document Registration as a pharmacist or pharmacy technician carries obligations as well as privileges. It requires you to: develop and

More information

NHS North Somerset Clinical Commissioning Group. HR Policies Managing Discipline

NHS North Somerset Clinical Commissioning Group. HR Policies Managing Discipline NHS North Somerset Clinical Commissioning Group HR Policies Managing Discipline Approved by: Quality and Assurance Group Ratification date: May 2013 Review date: May 2016 1 Contents 1 Policy Statement...

More information

Employment Policies, Procedures & Guidelines for Schools

Employment Policies, Procedures & Guidelines for Schools DEALING WITH ALLEGATIONS OF ABUSE AGAINST TEACHERS, OTHER STAFF AND VOLUNTEERS GUIDANCE FOR LOCAL AUTHORITIES, HEAD TEACHERS, SCHOOL STAFF AND GOVERNING BODIES March 2012 1 ABOUT THIS GUIDANCE This is

More information

Section I: USA Gymnastics Membership Requirements New additions are highlighted

Section I: USA Gymnastics Membership Requirements New additions are highlighted I. Athlete Membership Section I: USA Gymnastics Membership Requirements New additions are highlighted All athletes appearing in a USA Gymnastics sanctioned event must be pre-registered athlete members

More information

Sickness absence policy

Sickness absence policy Sickness absence policy This policy forms part of your contract of employment. The councils are entitled to introduce minor and non-fundamental changes to this policy by notifying you of these changes

More information

THE CORPORATION OF THE CITY OF WINDSOR POLICY

THE CORPORATION OF THE CITY OF WINDSOR POLICY THE CORPORATION OF THE CITY OF WINDSOR POLICY Policy No.: HRHSPRO-00026(a) Department: Human Resources Approval Date: June 7, 2010 Division: Occupational Health & Safety Services Approved By: City Council

More information

Code Of Ethics and Practice

Code Of Ethics and Practice Code Of Ethics and Practice of the Association for Counsellors in Australia Page 1 Version 8 - July 2012 1. Preamble (a) The Australian Counselling Association ("the ACA (Inc)") has been established to;

More information

Policy Number: 054 Work Health and Safety July 2015

Policy Number: 054 Work Health and Safety July 2015 Policy Number: 054 Work Health and Safety July 2015 TRIM Ref: TD14/318 Policy Details 1. Owner Manager, Business Operations 2. Compliance is required by Staff, contractors and volunteers 3. Approved by

More information

Psychologist s records: Management, ownership and access. APS Professional Practice

Psychologist s records: Management, ownership and access. APS Professional Practice Psychologist s records: Management, ownership and access APS Professional Practice October 2012 Copyright 2012 Psychologist s records: Management, ownership and access Table of Contents Executive summary...

More information

DECS REHABILITATION RETURN TO WORK POLICY PROCEDURES

DECS REHABILITATION RETURN TO WORK POLICY PROCEDURES DECS REHABILITATION & RETURN TO WORK POLICY & PROCEDURES FOREWORD The Department of Education and Children s Services (DECS) is committed to safe work practices that support the wellbeing of all employees.

More information

DRUGS AND ALCOHOL POLICY

DRUGS AND ALCOHOL POLICY DRUGS AND ALCOHOL POLICY Date of last review: April 2015 Review period: 2 years Date of next review: April 2017 Owner: Head of HR Type of policy: Network LGB or Board approval: Board Policy Agreed by Ark

More information

Insurance Adjusters Council Code of Conduct

Insurance Adjusters Council Code of Conduct Insurance Adjusters Council Code of Conduct TABLE OF CONTENTS INTRODUCTION... 1 EXECUTIVE SUMMARY... 2 INTERPRETATION... 4 CODE OF CONDUCT PRINCIPLES... 6 1. INTEGRITY AND TRUSTWORTHINESS... 6 2. GOOD

More information

Setting up a collaborative crisis intervention response system, CISM, for small rural health agencies

Setting up a collaborative crisis intervention response system, CISM, for small rural health agencies Setting up a collaborative crisis intervention response system, CISM, for small rural health agencies Peter Quin, Orbost Regional Health In 2005 the East Gippsland Primary Care Partnership and six (6)

More information

Child Custody and Access Assessments Standards of Practice

Child Custody and Access Assessments Standards of Practice Child Custody and Access Assessments Standards of Practice Child Custody and Access Assesments Standards of Practice 2010 First Edition: September 2002 Reprinted: 2010 British Columbia College of Social

More information

STANDARDS OF PRACTICE (2013)

STANDARDS OF PRACTICE (2013) STANDARDS OF PRACTICE (2013) COLLEGE OF ALBERTA PSYCHOLOGISTS STANDARDS OF PRACTICE (2013) 1. INTRODUCTION The Health Professions Act (HPA) authorizes and requires the College of Alberta Psychologists

More information

Glasgow Kelvin College. Disciplinary Policy and Procedure

Glasgow Kelvin College. Disciplinary Policy and Procedure Appendix 1 Glasgow Kelvin College Disciplinary Policy and Procedure Document Control Information Status: Responsibility for Document and its implementation Responsibility for document review: Current version

More information

WORK HEALTH AND SAFETY

WORK HEALTH AND SAFETY WORK HEALTH AND SAFETY SCOPE POLICY Work Health and Safety System Work Health and Safety Objectives Roles and Responsibilities Executive Responsibilities Manager Responsibilities Worker Responsibilities

More information

The post holder will be guided by general polices and regulations, but will need to establish the way in which these should be interpreted.

The post holder will be guided by general polices and regulations, but will need to establish the way in which these should be interpreted. JOB DESCRIPTION Job Title: Membership and Events Manager Band: 7 Hours: 37.5 Location: Elms, Tatchbury Mount Accountable to: Head of Strategic Relationship Management 1. MAIN PURPOSE OF JOB The post holder

More information

INFORMATION SHEET 1: Leave Matters for the NSW Health Service - Better Practice Guidelines for Sick Leave Management

INFORMATION SHEET 1: Leave Matters for the NSW Health Service - Better Practice Guidelines for Sick Leave Management INFORMATION SHEET 1: Leave Matters for the NSW Health Service - Better Practice Guidelines for Sick Leave Management Sick leave must be managed in accordance with the Policy Directive Leave Matters for

More information

INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3

INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3 June 2007 Table of Contents INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3 3 Standard 1: Statement of purpose 3 Standard 2: Written guide to the adoption service for

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Policy The success of the University is dependent on its most important resource, its staff. It is therefore vital that all employees are encouraged to work to the best

More information

JOB DESCRIPTION. Townsville Health Service District

JOB DESCRIPTION. Townsville Health Service District JOB DESCRIPTION POSITION NUMBER: POSITION TITLE: LOCATION: Clinical Nurse CLASSIFICATION LEVEL: Nursing Officer 2 REPORTS TO: Nurse Unit Manager / Clinical Nurse Consultant DATE OF REVIEW: November 2003

More information

Business Ethics Policy

Business Ethics Policy Business Ethics Policy The WCH Ltd Ethics Code The business philosophy of WCH has been developed around a core set of values which are fundamental to the organisation s development and success. One of

More information

POLICY FRAMEWORK AND STANDARDS INFORMATION SHARING BETWEEN GOVERNMENT AGENCIES

POLICY FRAMEWORK AND STANDARDS INFORMATION SHARING BETWEEN GOVERNMENT AGENCIES POLICY FRAMEWORK AND STANDARDS INFORMATION SHARING BETWEEN GOVERNMENT AGENCIES January 2003 CONTENTS Page 1. POLICY FRAMEWORK 1.1 Introduction 1 1.2 Policy Statement 1 1.3 Aims of the Policy 1 1.4 Principles

More information

Ambulance Victoria Position Description

Ambulance Victoria Position Description Ambulance Victoria Position Description Position Title: Claims Management Coordinator Reports To: Injury & Claims Management Team Leader Division: People & Community Department: Health, Safety & Wellbeing

More information

SCHOOL CHILD PROTECTION POLICY

SCHOOL CHILD PROTECTION POLICY SCHOOL CHILD PROTECTION POLICY (NAME OF SCHOOL) This policy was originally developed on (INSERT DATE) and adopted on (INSERT DATE). The name of the Designated Senior Person is: (INSERT NAME) The name of

More information

RESPONDING TO AN UNEXPECTED CRITICAL INCIDENT RESULTING IN SIGNIFICANT HARM OR DEATH OF A CHILD, YOUNG PERSON OR ADULT IN SCHOOLS OR OTHER SETTINGS

RESPONDING TO AN UNEXPECTED CRITICAL INCIDENT RESULTING IN SIGNIFICANT HARM OR DEATH OF A CHILD, YOUNG PERSON OR ADULT IN SCHOOLS OR OTHER SETTINGS RESPONDING TO AN UNEXPECTED CRITICAL INCIDENT RESULTING IN SIGNIFICANT HARM OR DEATH OF A CHILD, YOUNG PERSON OR ADULT IN SCHOOLS OR OTHER SETTINGS GUIDANCE TO SUPPLEMENT: A SCHOOL S GUIDE TO MANAGING

More information

ETHICAL CONDUCT AND PROFESSIONAL PRACTICE: PRINCIPLES AND STANDARDS FOR MEMBERS OF THE BRITISH COLUMBIA ASSOCIATION OF SCHOOL PSYCHOLOGISTS

ETHICAL CONDUCT AND PROFESSIONAL PRACTICE: PRINCIPLES AND STANDARDS FOR MEMBERS OF THE BRITISH COLUMBIA ASSOCIATION OF SCHOOL PSYCHOLOGISTS ETHICAL CONDUCT AND PROFESSIONAL PRACTICE: PRINCIPLES AND STANDARDS FOR MEMBERS OF THE BRITISH COLUMBIA ASSOCIATION OF SCHOOL PSYCHOLOGISTS March 2010 Preamble Ethical Principles define the ethical responsibility

More information

Client s Rights and Counselor Responsibilities

Client s Rights and Counselor Responsibilities Client s Right to Give Informed Consent Client s Rights and Counselor Responsibilities Chapter 5 Psychology 475 Professional Ethics in Addictions Counseling Listen to the audio lecture while viewing these

More information

Departmental Policy for Handling of Domestic Violence Incidents Involving Law Enforcement Officers 1

Departmental Policy for Handling of Domestic Violence Incidents Involving Law Enforcement Officers 1 Departmental Policy for Handling of Domestic Violence Incidents Involving Law Enforcement Officers 1 This Policy, prepared by the Division of Criminal Justice, is intended to serve as a model for the law

More information

Grievance Policy. 1. Policy Statement

Grievance Policy. 1. Policy Statement Grievance Policy 1. Policy Statement The University is keen to provide a positive and supportive working environment for all of its employees, and as such will take every step to resolve issues in the

More information