POLICIES & PROCEDURES
ACCESS AND STORAGE OF INFORMATION
At Weydown we have an open access policy in relation to accessing information about pre-school and parents/carers’ own children. This policy is subject to the laws relating to data protection and document retention.
Parents/carers are welcome to view the policies and procedures of the setting which govern the way in which we operate. These may be viewed at any time when the setting is open, simply by asking a member of the team who will direct you to these or by accessing these on the nursery website.
The manager or any other relevant staff member will also explain any policies and procedures to parents/carers or use any other methods to make sure that parents/carers understand these in line with the setting’s communications policy.
Parents/carers are also welcome to see and contribute to all the records that are kept on their child. However, we must adhere to data protection laws and, where relevant, any guidance from the relevant agencies for child protection.
We will ensure that staff understand the need to protect the privacy of the children,, in their care as well as the legal requirements that exist to ensure that information relating to the child is handled in a way that ensures confidentiality.
At Weydown records and documentation are kept and stored in accordance with minimum legal archiving requirements. We currently archive records for at least 21 years and three months.
This policy will be reviewed annually and amended according to any change in law/legislation.
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This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
ACCESS TO THE BUILDING
At Weydown the safety of the children, their families and our team members is our priority. With this in mind, we have installed a secure lobby door which has an inward secure lock system that only staff have access to. All parents will be required to ring
the buzzer to gain access to the building.
A staff member will meet the parent/carer into the lobby area. All staff on probation can not buzz parents/carers in unless told otherwise by another member of staff who is not on probation.
We politely ask that parents/carers DO NOT allow other parents/carers into the building. Staff will use the intercom to allow parents into the building. This is to ensure we are aware of who is always entering the building.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
ALCOHOL & SUBSTANCE MISUSE
ALCOHOL
Staff are not permitted to consume alcohol during their contracted hours of work or to care for the children if they have consumed alcohol prior to commencing work. Consumption of alcohol is not permitted in the nursery building or grounds; this includes doorways, entrances, walkways, driveway or the garden. Any staff in breach of this policy will be subject to disciplinary procedure.
DRUGS
The same rules apply to all drugs other than those prescribed by a doctor and considered appropriate for intake while working with children. Prescription and over the counter medicines must not be kept in a handbag. It must be taken from the bag and put into a medicine cabinet locked away that children have no access too. It is the responsibility of the person to whom the medication belongs, to ensure the medication is stored correctly, well away from all children.
Misuse of prescription drugs and over the counter drugs (including legal highs) is also prohibited at any time. Any staff in breach of this policy will be subject to disciplinary procedures.
Any staff members who have taken any drugs that are not seen to be appropriate to take whilst within working hours, will be subject to disciplinary procedure.
PARENT/CARER CO-OPERATION
Parents/carers are not allowed under any circumstances to smoke, vape, take drugs or consume alcohol while on the nursery premises. This includes trips with the nursery away from the premises. Cigarettes/tobacco and lighters, vapes, alcohol, drugs/medicine are forbidden to be left in a child’sbag/belongings. These will be discarded by a staff member and the
parent/carer will be informed immediately. This may result in the loss of child’s place at the setting.
If at any point the team at Weydown are concerned that parents/carers are taking illegal drugs, this will be reported to the Designated Safeguarding Lead who will seek support and advice by contacting C-SPA.
POLICY STATEMENT
It is the intention of Weydown Pre-School & Day Nursery to promote and protect the health and wellbeing of its children, employees, and other visitors to the nursery. It is recognised that smoking and vaping is bad for health and unpleasant to many users of buildings and services. We believe that those working with children are in a unique position to act as positive role models and have a responsibility to send out consistent messages about hazards of smoking and vaping.
This also applies to alcohol and drug abuse. Weydown operates a zero-tolerance policy towards smoking, vaping, drugs and alcohol. This policy applies to all employees, parents/carers, trainees, students, contractors and other users and visitors to the
nursery.
REFERENCES/LEGISLATION THAT INFORMS THIS POLICY
UN Convention on the Rights of the Child – 1989 (Ratified 1999). The Children Act 1989 The Children Act 2004 (Every Child matters). The Medicines Act 1968 The Misuse of Drugs Act 1971 Control of Substances Hazardous to Health Regulations (COSHH)
Smoke-Free (Premises and Enforcement) Regulations Smoke–Free (Signs) Regulations Vaping
SMOKING AND VAPING
Smoking and vaping is not permitted anywhere in the premises (including the garden area and driveway). Weydown does not offer staff smoking breaks. We recognise the damage that can be done by. passive smoking/ vaping.
Should a member of staff wish to have a cigarette or vape on their lunch break they must not do this in the nursery building or grounds; this includes doorways, entrances, walkways, driveway or the garden. Staff must also remove their uniforms and ensure
that they thoroughly wash their hands.
These measures will be closely monitored by management, and anyone not adhering to the rules will be subject to disciplinary procedures.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
ABSENCE MANAGEMENT
At Weydown we encourage all our employees to maximise their attendance at work while recognising that employees will, from time to time, be unable to come to work due to sickness. By implementing this policy, we aim to strike a reasonable balance
between the pursuit of our business needs and the genuine needs of employees to take occasional periods of time off work because of sickness.
This policy and procedure will establish a framework to support individuals and the organisation in times of sickness absence. It ensures that appropriate and consistentadvice is provided, and that assistance and support is offered to employees and, where necessary, action is taken.
PRINCIPLES
We aim to provide a healthy working environment and demonstrate commitment to health, safety and the welfare of staff to maximise attendance. Management is responsible for regularly monitoring and taking appropriate action in connection with sickness and other unplanned absence.
EXCLUSION PERIODS FOR CONTAGIOUS ILLNESSES
Working with children means that you are in contact with illnesses which can be highly contagious. We take the health of children and staff very seriously therefore if you have any contagious illness you must adhere to the same exclusion periods as
children. This will ensure that you are able to recover appropriately, and that this illness is not passed on to other staff, children or parents/carers. The manager will advise you of any exclusion times required (see the exclusion period policy).
SICKNESS ABSENCE REPORTING PROCEDURE
Reporting sickness absence should be done using the following guidelines. Failure to follow these guidelines could delay any sick pay due to you and could possibly result in disciplinary action.
1. On your first day of absence, you must:
• Telephone the manager’s mobile or the most senior person in charge that day between 7:30-8am
• Give brief details of your illness and your expected length of absence. If you are unsure of how long you will be absent from the setting, you will be expected to make contact with the Manager/Person in charge by 3pm to inform them if you will be at work the following day.
• Telephone and speak to someone yourself. Text message and emails are not an acceptable form of communication for this purpose.
• Contact someone at least one hour prior to your normal start time, no earlier than
6:15am.
2. On returning to work you may be asked to complete a copy of the ‘Employee’s statement of sickness self-certification form’. This should be signed by management.
3. For absences of more than five consecutive working days, you must provide a ‘fit note’ completed by a qualified medical practitioner for the period of absence. Proof of appointments to be shown to management.
4. After returning to work from any sickness absence leave, a ‘return to work’ interview may be undertaken by the manager. This will not happen in all circumstances, and we may hold such meetings at our discretion. However, such meetings will normally be held in the following circumstances:
• Where the absence has exceeded 10 working days.
• Where the nature of the illness means that duties on return to work may need to be altered and clarification and/or consultation is required.
• Where a member of staff has had two or more absences in 12 weeks.
During the return to work interview the following will be discussed:
• The reason for absence.
• Whether adjustments to the role (on a temporary or more permanent basis) are required and what they are. These might include adjusted work patterns, start and finish times and changes to duties.
• Future requirements and expectations, e.g. improved attendance.
• The return to work interview should be recorded and signed by both the manager and employee and a copy attached to the employee’s file. Where an employee’s attendance record gives cause for concern because of the duration or frequency of absence, this should be brought to the attention of the employee through a discussionwith the manager.
Throughout any stage of discussions on sickness absence, employees may be
accompanied by a work colleague.
The abuse of sick leave and pay regulations may be classified as misconduct and will be dealt with through the disciplinary procedure. Frequent and/or persistent short-term sickness absence Short-term absence may be short periods of one or two days occurring frequently.
Absence of this nature can be identified by one of the following indicators and should be classed as a trigger:
• Four self-certified spells of absence in one calendar year.
• A total of 10 working days or more of self-certified absence in one calendar year.
• Patterns of absence over a period, e.g. an individual regularly taking Mondays or Fridays off.
• Where an employee’s attendance record is significantly worse than those of comparable employees, or absence problems have gone on for a considerable length of time.
LONG-TERM SICKNESS ABSENCE
For the purposes of the policy, long-term sickness absence is defined by the setting as absences lasting over one month.
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Where absences have lasted over 10 working days or more, the manager should contact the member of staff concerned to obtain an initial assessment of the problem and to offer any further help or assistance.At this point and where felt appropriate after further assessment of the problem, the manager will arrange a face-to-face meeting or telephone conference between themselves and the member of staff.
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​The meeting should:
• Seek to confirm the reasons and nature of the absence and its likely duration.
• Ensure that the member of staff is aware of the settings’ concern regarding their health and necessary absence from work.
• Consider offering alternative duties or a shorter working week if this would enable a quicker return to work subject to medical advice or support the employee.
• Give consideration to any personal problems being encountered and discuss possible ways of helping the individual resolve these.
• Advise the member of staff that in their best interests they may be asked to see a registered medical practitioner or occupational health provider appointed by the setting to enable a medical report to be prepared.
• Alternatively, and if appropriate, gain agreement from the member of staff to contact their doctor or specialist in order to establish the likely length of absence and the long-term
effect on capability in relation to job performance and attendance at work.
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If all other avenues have been investigated, the absence continues or, following return to work, the attendance record does not improve, a subsequent meeting should be
arranged. At this point, unless there are reasonable grounds to believe there will be an improvement in the foreseeable future, the manager should inform the member of
staff that long-term sickness absence due to ill health may put their employment at risk and the possibility of termination by reason of capability or suitability to work with
children might have to be considered, taking into account any medical information available. The position will be reviewed periodically and ultimately it may become necessary from a business perspective to consider termination of employment.
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In these circumstances, Weydown will:
• Review the employee’s absence record to assess whether or not it is sufficient to justify dismissal.
• Consult the employee.
• Obtain up-to-date medical advice through occupational health.
• Advise the employee in writing as soon as it is established that termination of employment has become a possibility.
• Meet with the employee to discuss the options and consider the employee’s views on
continuing employment.
• Review if there are any other jobs that the employee could do prior to taking any decision on whether or not to dismiss.
• Allow a right of appeal against any decision to dismiss the employee on grounds of longterm ill health.
• Arrange a further meeting with the employee to determine any appeal.
• Following this meeting, inform the employee of its final decision.
• Act reasonably towards the employee at all times.
Any decision to terminate employment will be taken by the Manager and the Owner,
making sure all other options have been exhausted.
OCCUPATIONAL HEALTH
Weydown reserves the right to request employees to attend an appointment with an Occupational Health Advisor (e.g. consultant, GP) during their employment, if it is reasonably deemed necessary due to sickness absence, changes in health or the role, or where it is necessary to seek an expert medical opinion as to whether or not the employee can fulfil their job role or whether any reasonable adjustments should be made to the employee’s role. The setting will seek to engage the services of an independent Occupational Health Advisor in situations where expert medical opinion is required and work with them to identify the best course of action in circumstances of sickness absence.
ACCESS TO MEDICAL RECORDS
The Access to Medical Records Act 1988 gives individuals the right of access to medical records relating to themselves which have been prepared by a medical practitioner for employment purposes. The Act provides that:
• Employers must gain the consent of the employees before requesting reports from medical practitioners.
• Employers must inform employees of their rights in respect of medical reports.
• The employee has the right of access to the report before the employer sees it, provided appropriate notification is given.
• The employer is responsible for notifying the medical practitioner that the employee wishes to have access.
• The employee may ask for a report to be amended or may attach a statement to the report.
• Having seen the report, the employee may wish to withhold consent to it being supplied. Where the setting requests further medical information about the health of staff from an individual’s General Practitioner or Specialist, or its own occupational health provider, the provisions of the Act will be followed. Throughout any interviews regarding sickness absence, staff are entitled to the support of and/or representation by a work colleague or recognised trade union representative.
SICK PAY
During the first six months of employment, there is no entitlement to company sick pay. Statutory Sick Pay (SSP) will be paid in accordance with Department for Work and Pensions requirements and no payment will be made for the first three working days in a period of incapacity for work.
COMPANY SICK PAY ENTITLEMENT
The setting will pay company sick pay dependent on length of service, as shown below:
• Zero months to one year – SSP only.
• One to two years – 1x day full pay per annum.
• Two to five years– 2x days’ full pay per annum.
• Five years plus- 1 week’s full pay per annum.
Please note that the employee’s contract may state a different number of sick days compared to the above. The employee will be entitled to whichever is greater. Once Company sick pay has been exhausted, any further sick leave will be unpaid or subject to SSP in accordance with regulations and rates applicable at the time. It is down to the employee to keep track of what they’re entitled to and request accordingly. If paid sick leave days are not used within the year, they are not to be; owed, back paid or carried over to the next year.
ANNUAL LEAVE AND SICK PAY
Where an employee falls sick or is injured while on annual leave, the nursery will allow the employee to take sick leave and take the annual leave at a later date. This policy is subject to the following strict conditions:
• The total period of incapacity must be fully certified by a qualified medical practitioner.
• The employee must contact the manager as soon as he/she knows that there will be a period of incapacity during the pre-planned annual leave in accordance with the Sickness Absence Reporting Procedure.
• The employee must submit a written request no later than five days after returning to work setting out how much of the annual leave period was affected by sickness and the amount of leave that the employee wishes to take at another time.
• Where the employee is overseas when he/she falls sick or is injured, evidence must be produced that the employee was sick by way of either a medical certificate or proof of a claim on an insurance policy for medical treatment received at the overseas location. Where the employee fulfils all of the above conditions, we will allow the employee the same amount of annual leave as the amount lost due to sickness or injury. Please note that the sick payentitlement will be used.
SICKNESS OR INJURY SHORTLY BEFORE A PERIOD OF PLANNED HOLIDAY
If an employee is ill or is injured before the start of a period of planned annual leave, we will agree to the employee postponing the annual leave dates to another mutually agreed time. Any period of sickness absence will then be treated in accordance with
the employer's normal policy on sickness absence.
The employee must submit a written request to postpone the planned annual leave and this must be accompanied by a letter from his/her doctor confirming that he/she is unfit to take the annual leave.
REPLACEMENT ANNUAL LEAVE DATES
Where it is agreed that an employee can take replacement annual leave at a later time, the employee should nominate replacement annual leave dates as soon as possible, with the dates being subject to the agreement of the employee's line manager in the usual way. Employees should endeavour to take any replacement annual leave within the same holiday year as
the days lost as a result of sickness or injury. In the event that part or all of the annual leave is lost due to incapacity towards the end of the nursery’s holiday year, and there is insufficient time left during that year for the replacement annual leave to be taken, the employee will be permitted to carry over the replacement annual leave to the next holiday year. However, this leave must be taken as early in the new holiday year as possible.
SERIOUS ILLNESS/INJURY OF AN EMPLOYEE’S IMMEDIATE FAMILY
This will be looked at on an individual basis and your manager will agree with you a reasonable period of paid leave time initially, with additional unpaid leave if a significant amount of time off is required. You need to also consider taking holiday and working flexibly i.e. making adjustments to the length of the working day, changes in hours/days worked etc.
DEATH OF A MEMBER OF AN EMPLOYEE’S IMMEDIATE FAMILY
This leave applies on the death of an employee’s spouse, life partner, parent, brother, sister, grandparent, dependant or other relative for whom the employee has special responsibility or has had special ties. Generally, the amount of time off required will be at the manager’s discretion and will depend on individual circumstances but up to two weeks paid leave would be considered.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
ADMISSIONS
ADMISSIONS GUIDELINES
• Weydown Pre-School and Day Nursery has 10 places within our baby room and 30 places within our Pre-School available for children aged between 3 months and five years old.
• We are open 51 weeks of the year (closed one week over Christmas), Monday to Friday, 9am-6pm.
• We can offer an extra half an hour at either end of the day at an extra charge to parents/carers (8-8:30am and 6-6.30pm).
• Weydown will offer three different sessions to children; full day care (9am-6pm), morning session (9am-1:30pm) and afternoon session (1.30pm-6pm).
• The typical start date at Weydown is at the start of the Autumn term (September), but we will allow new joiners at any point of the year dependant on places available.
• Weydown will operate a waiting list for places that become available throughout the year.
• Weydown recommends parents/carers to book a minimum of 2 sessions/days per week to ensure continuity for the child, staff, and other children
• Children attending for a full day will receive breakfast, a morning snack, lunch, an afternoon snack, and tea.
• Children attending a morning session will receive breakfast, a morning snack and lunch.
• Children attending an afternoon session will receive an afternoon snack and tea.
ENQUIRIES
On enquiry, an information pack will be given to prospective parents/carers and an introductory visit will be arranged. This will enable parents/carers to meet with staff and explore the surroundings of the Nursery. Management will inform parents on all aspects of the Nursery and will answer any questions parents may have.
WAITING LIST
Places are subject to availability and staffing levels. If there are no places available, parents/carers will be given the opportunity to join the waiting list. When a place becomes available, we will work our way through the waiting list to offer parents/carers the available space.
REGISTRATION
On booking your child into Weydown, you will be asked to complete registration forms, permission slips, and a terms and conditions contract. A refundable registration fee of £100.00 is required, that is only refundable when your child leaves Weydown and all outstanding fees have been cleared. The deposit is non-refundable to parents/carers who decide to give up their place without their child attending Weydown or fail to provide the required one months’ notice. Once parents/carers have registered their child in Weydown, parents/carers will be notified where to access the setting’s policies and procedures.
SETTLING IN
Upon registration and before your child’s starting date, we will arrange for your child to visit us for ‘settling in’ sessions. These will usually be spread over 2 weeks, starting with your
child spending an hour with us and slowly working their way up to spending a full session/day with us. This will allow the child to settle into nursery life at a pace they
feel comfortable with. We will work together with you, the parent/carer, to ensure that your child is fully settled before they start attending Weydown. If possible, the key
person should be available to welcome the child on their settling visits to promote a strong initial relationship.
FEES
Pre-School and Nursery fees are to be paid monthly in advance on the first day of each month by bank transfer or tax-free childcare. Fees are worked out by multiplying the session fee by how many sessions are within each month. Fees are not chargeable when the setting is closed between 24th December-2nd January. An annual review will take place in March each year to be effective on the following April. There is a 5% discount for Siblings. There is a late payment charge for any fees received after the first of each month. The charge is £25 for any payments received later than the 7th of each month.
GOVERNMENT FUNDING
Weydown will accept government funding that is received by children attending our setting. We will accept a maximum of 6 hours government funding per day for children attending for the full day, and a maximum of 3 hours government funding for children attending for either a morning or an afternoon session. Weydown also accepts FEET funding. Please contact Weydown if you would like to discuss government funding further.
KEY PERSON
Weydown operates a key person system. Upon registering your child, a key person will be allocated to your child before their first visit. The key person will have a responsibility to monitor the child’s progress, maintain developmental records and plan and provide stimulating activities to encourage the child’s development. Your child’s key person and other members of the team will communicate with you daily; however, we will also hold parent’s evenings throughout the year which will give you, the parent/carer, the chance to sit down and discuss your child and their development with their key person.
If you require a more formal conversation with your child’s Key Person or a member of the Senior team, please do not hesitate to contact Management to arrange this. On admission you will receive a copy of our Terms and Conditions which will work in
conjunction with our policies and procedures. Our policies and procedures are accessible on our website, or within the nursery. Please ask a member of staff to help you find these.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
ACCIDENTS, INCIDENTS & FIRST AID
POLICY STATEMENT
At Weydown, all members of staff hold a current Paediatric First Aid certificate. First Aid training is booked within the first month of employment. Training must be completed within the first three months of employment or at least be booked, if possible.Having all permanent staff First Aid trained allows all staff to take action to apply first aid treatment in the event
of an accident.
At the time of admission to the setting parents’/carer’s written permission for emergency medical advice or treatment to be given to their child (if needed) is required, including the
parents/carer’s signature and the date of their written approval.
It is also required at admission to the setting for parents/carers to sign a consent form allowing Weydown Pre-School and Nurdery staff to take their child to the nearest Accident and Emergency unit to be examined, treated or admitted as necessary, on the understanding that parents have been informed and are on their way to the hospital.
FIRST AID KIT
We hold a Childcare First Aid Kit which complies with OFSTED and the Health and Safety (First Aid) Regulations 1981.
There is a first aid box is situated in the following areas:
• Kitchen
• Office
• Pre-School
• Baby Room
All first aid kits are easily accessible to adults and is kept out of reach of children.The First Aid Kit is checked and restocked, if required, once a month.
PROCEDURE
In the event of an accident where first aid is required, the following procedures should take place:
• First aid is given to those needed by the most senior member of staff holding a current First Aid Qualification.
• No un-prescribed medication is given to children, parents/carers or staff.
• If required, the child/adult effected will be taken to the nearest Accident and Emergency unit to be examined, treated or admitted as necessary.
• Parents/carers are contacted and informed of any accident that occurs involving the neck of a child and upwards, the treatment given and by whom.
• Parents/ carers will be contacted about accidents to the rest of the body on a caseby-case basis.
• An accident/incident form is filled out and signed by the first aider, management and the parent/carer. Any serious accidents that require us to notify Ofsted and/or RIDDOR, will be logged on our accident register within the Ofsted file. Accident/ incident forms will then be placed in each child’s office file.
If necessary, Ofsted and/or RIDDOR will be notified of the accident/incident.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
ALLERGIES & ALLERGIC REACTIONS
At Weydown we are aware that children can have allergies which may cause allergic reactions. We will follow this policy to ensure allergic reactions are minimised or where possible prevented, and staff are fully aware of how to support a child who may be having an allergic reaction.
PROCEDURE
Staff will be made aware of the signs and symptoms of a possible allergic reaction in case of an unknown or first reaction in a child. These may include:
• A rash
• Hives
• Nausea
• Stomach Pain
• Diarrhoea
• Itchy skin
• Runny Eyes
• Shortness of breath
• Chest Pain
• Sweeling to the airways
• Wheezing
Anaphylaxis
When registering a new child, all information should be passed on by parents/carers from the registration form regarding any known allergic reactions and allergies and must be shared with all staff in the nursery. Care plans will be completed for children with any allergies or intolerances.
Red folders containing allergy registers will be kept in the manager’s office, kitchen and all rooms as well as an allergy register will be displayed within the kitchen. The Nursery Manager must carry out a full Allergy Risk Assessment Procedure with the
parent prior to the child starting the nursery. The information must then be shared with all staff via a care plan and allergy action plan. All food prepared for a child with a specific allergy will be prepared in an area where there is no chance of contamination and served on equipment that has not been in contact with this specific food type. Each meal that has been prepared for a child with an allergy will be served separately to other meals and will be labelled clearly with the child’s name and their allergy/dietary requirement.
Children with allergies or dietary requirements will be served on coloured plates. These are as
follows:
Red plates: Allergies Green plates: Preferences/ religious reasons White plates: No dietary requirements When the meals have been served within the kitchen, a nominated member of staff will then do a handover to discuss the ingredients of the meals and the allergies/dietary requirements of the children in on that day. It is then the nominated staffs’ responsibility to distribute the meals to the children, guiding other staff members to support them. The manager, the staff and the parents/carers will work together to ensure a child with specific food allergies receives no food at nursery that may harm them. This may
include designing an appropriate menu or substituting specific meals on the current nursery menu.
If a child has an allergic reaction to food, a bee sting, plant etc. a first aid trained member of staff will act quickly and administer the appropriate treatment. Parents/carers must be informed, and it must be recorded on an incident form. If this treatment requires specialist treatment, e.g. an EpiPen, then at least two members of staff working directly with the child and the manager will receive specific medical training to be able to administer the treatment to each individual child. A sick child above all needs their family; therefore, every effort should be made to contact a family
member as soon as possible. If the allergic reaction is severe a member of staff will summon an ambulance immediately. We WILL NOT attempt to transport the sick/injured child in our own vehicles. Whilst waiting for the ambulance, we will contact the emergency contact and arrange to meet them at the hospital.
A senior member of staff must accompany the child and collect together registration forms, relevant medication sheets, medication and child’s comforter. Staff must remain calm always; children who witness an allergic reaction may well be affected by it and may need lots of cuddles and reassurance. All incidents will be recorded, shared, and signed by parents at the earliest opportunity.
If appropriate, any incidents will be reported to LADO, Ofsted and RIDDOR
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
BABYSITTING
POLICY
Weydown is not responsible for any private arrangements or agreements that are made in relation to ‘Babysitting’ or the care of a child outside of nursery hours, this is between the staff member and family. However, we do expect staff members to inform us if they are babysitting or caring for a child that attends the nursery outside of the setting. Out-of-hours work arrangements must not interfere with a staff members employment at the nursery. Staff are expected to always keep confidentiality of employment at all times. The nursery will not be held responsible for any health & safety or other issues that may arise from these private arrangements and agreements. The nursery has a duty to safeguard all children whilst on our premises and in the care of our staff, but this duty does not extend to private arrangements between staff and parents outside of nursery hours.
If a staff member has concerns regarding the safety and welfare of a child after they have cared for them outside of nursery hours, they must inform the nursery Designated Safeguarding Lead.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
BABY FEEDING & WEANING
POLICY
At Weydown, we aim to support each child’s individual feeding needs. We aim to work closely with parents/carers to ensure we are following a consistent approach when feeding babies. All bottle eeds and weaning intake will be recorded, and the information will be shared with parents via the FAMLY app.
BOTTLE FEEDING
When a baby is enrolled at Weydown we will ask parents/carers to supply an unopened box of fresh infant milk powder that the child is familiar with. Parents/carers will also be asked to provide the correct number of sterilised bottles needed for their child each day. These will be used when needed and rinsed out upon completion of a feed and placed back into the nursery bag.
Bottles will be made up following the NHS Guidelines and manufacturers serving advice:
Step 1: Fill the kettle with at least 1 litre of fresh tap water (do not use water that has been boiled before).
Step 2: Boil the water. Then leave the water to cool for no more than 30 minutes, so that it remains at a temperature of at least 70C.
Step 3: Clean and disinfect the surface you are going to use.
Step 4: It's important that you wash your hands and put on an apron.
Step 5: Stand the pre-sterilised bottle on the cleaned, disinfected surface. Parents must provide the correct number of sterilised bottles for the day.
Step 6: Follow the manufacturer's instructions and pour the amount of water you need into the bottle. Double check that the water level is correct. Always put the water in the bottle first, while it is still hot, before adding the powdered formula.
Step 7: Loosely fill the scoop with formula powder, according to the manufacturer's instructions, then level it using the leveller provided. Different tins of formula come with different scoops. Make sure you only use the scoop that comes with the formula.
Step 8: Holding the edge of the teat, put it into the retaining ring, check it is secure, then screw the ring onto the bottle.
Step 9: Cover the teat with the cap and shake the bottle until the powder is dissolved.
Step 10: It's important to cool the formula so it's not too hot to drink. Do this by holding the bottle (with the lid on) under cold running water.
Step 11: Test the temperature of the formula on the inside of your wrist before giving it to your baby. It should be body temperature, which means it should feel warm or cool, but not hot.
Step 12: If there is any made-up formula left in the bottle after a feed, throw it away within 2 hours. The NHS guidelines above are to be coincided with the milk powder manufacturers
guidance.
CHANGING FORMULA
If for whatever reason a parent/carer decides to change the formula given to their child, we require the transition to take place within the home environment and for the child to be drinking this formula for a minimum of 48 hours before returning to Weydown.
READY-MADE FORMULA
Ready-made formula will be administered and stored following manufacturers guidance. The amount provided to the child will be as per parent requests.
BREAST MILK FEEDING
Weydown will support parents who would like to continue breast feeding their child whilst they are at the setting. The NHS recommends the following advice on breastmilk.
STORING BREASTMILK
You can store breast milk in a sterilised container or in special breast milk storage bags:
- Bottles/ milk storage bags to be clearly labelled and dated
- in the fridge for up to 8 days at 4C or lower (you can buy fridge thermometers online)
– if you are not sure of the temperature of your fridge, or it is higher than 4C, use it within 3 days
- for 2 weeks in the ice compartment of a fridge
- for up to 6 months in a freezer, if it is -18C or lower
- Breast milk that's been cooled in the fridge can be carried in a cool bag with ice packs for up to 24 hours.
- Storing breast milk in small quantities will help to avoid waste. If you're freezing it, make sure you label and date it first.
DEFROSTING FROZEN BREAST MILK
It's best to defrost frozen breast milk slowly in the fridge before giving it to your baby. If you need to use it straight away, you can defrost it by putting it in a jug of warm water or holding it under running warm water. Once it's defrosted, give it a gentle shake if it has separated. Use it straight away. Do not re-freeze milk that has been defrosted. Once your baby has drunk from a bottle of breast milk it should be used within 1 hour and anything left over will be thrown away.
WARMING BREAST MILK
You can feed expressed milk straight from the fridge if your baby is happy to drink it cold. Or you can warm the milk to body temperature by putting the bottle in a jug of warm water/bottle warmer or holding it under running warm water. Do not use a
microwave to heat up or defrost breast milk. This can cause hot spots, which can burn your baby's mouth. All stored breast milk must be clearly labelled with the child’s name, and the date and time it was expressed.
Parents/carers will still need to supply the correct amount of pre-sterilised bottles for the day
WEANING
We understand that babies wean from around 6 months. We aim to ensure we are working closely to a weaning programme that is consistent with home. Weaning shall be provided alongside their usual milk intake. Weydown will support baby-led, pureed and a wholefood weaning diet.
Staff will pay extra vigilance whilst a child is weaning. A staff member will be allocated to closely support and monitor children weaning at mealtimes. Parents will be provided with a ‘foods tick list’ for them to tick off the foods that their child has had at home, so that we can ensure we are providing foods the child has already tried. We ask for children who are weaning to have new foods at home first in case of an allergic reaction.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
BITING
EXPLANATIONS, POLICY AND PROCEDURES
Children biting other children can be one of the most common and most difficult behaviours in group childcare. It can occur without warning, is difficult to defend against, and provokes strong emotional responses in the child who has bitten, the child who was bitten, the parents, and the staff involved. For many toddlers, the biting stage is just a passing problem. They are in the process of learning what is socially acceptable and what is not. They discover that biting can be a way to cause a reaction.
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However, they experience the disapproval of the adults nearby and eventually learn other ways of gaining reactions or expressing difficult feelings. For other children, biting is a persistent and chronic problem. They may bite for a variety of reasons; teething, frustration, boredom, inadequate language skills, stress or change in the environment, feeling threatened or to feel a sense of power. No matter what the cause, biting in a group situation causes concern for all those involved. It does help, however, to be aware of the potential problem before it happens, and to form a plan of action if it does occur. Management and staff at Weydown have developed the following plan of action to beused if biting occurs in the setting.
BEFORE BITING OCCURS
Provide parents and carers with information on where to find the settings policies and procedures.
WHEN A CHILD IS BITTEN
FOR THE CHILD WHO HAS BITTEN
This child is immediately removed from the situation and the member of staff will explain that this is not how we treat others and why. They will look at the situation and suggest another way the child could have behaved. For example, if it was to retrieve a toy from another child, explain the child should ask nicely to play with them or wait until it is their turn.
• Feelings and emotions will be discussed with the child to encourage empathy.
• An incident form is filled out and signed by the member of staff who dealt with the situation, the manager, and the parent/carer.
• The parent/carer is informed of the incident.
FOR THE CHILD WHO WAS BITTEN
• Separate the two children.
• Comfort the child and administer first aid, if required.
• An accident form is filled out and signed by the member of staff who dealt with this
situation, the manager and the parent/carer.
• The parent/carer is informed.
IF BITING CONTINUES
• The key person and other members of staff will meet with the manager on a routine basis for advice, support and strategy planning.
• Keep track of every occurrence. This will show the location, time, participants, behaviours,
staff present and circumstances, which may indicate patterns.
• Keep parents/carers informed of incidents and the procedures that will be followed.
“Shadow” children who indicate a tendency to this behaviour.
Try and prevent biting situations before they occur.
Teach non-biting responses to situations and reinforce appropriate behaviour.
Adapt the programme to suit the individual child’s needs.
Seek advice from other professionals if necessary.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
CAMERA, MOBILE PHONE AND RECORDING DEVICE USE
POLICY
This policy refers to all information storage devices including cameras, tablets, mobile telephones, and any recording devices including smartphones and smartwatches.
PROCEDURE
At Weydown Pre-School and Day Nursery we recognise that photographs and video recordings play a part in the life of the nursery. We ensure that any photographs or recordings taken of children in our nursery are only done with prior written permission from each child’s parents/carers and only share photos with parents/carers in a secure manner. We will only take photos on nursery devices that are password protected. We obtain this when each child is registered, and we update it on a regular basis to ensure that this permission still stands. We ask for individual permissions for photographs and video recordings for a range of purposes including: FAMLY App, for wow moments; for display purposes; weekly newsletters for the nursery parents; for promotion materials including our nursery website, brochure and the local press; and for security in relation to CCTV and social media. We ensure that parents understand that where their child is also on another child’s photograph, but not as the
primary person, that may be used in another child’s wow moments. If a parent/carer is not happy about one or more of these uses, we will respect their wishes and find alternative ways of recording their child’s play or learning.
Staff are not permitted to take any photographs or recordings of a child on their own information storage devices e.g. cameras, mobiles or smartwatches and may only use those provided by the nursery. The nursery Manager will monitor all photographs and recordings to ensure that the parents/carers’ wishes are met, and children are safeguarded. Staff are allowed to wear smartwatches; however, they must be switched on to ‘airplane mode’. Parents/carers are not permitted to use any recording device or camera (including those on mobile phones or smartwatches) on the nursery premises without the prior
consent of the Manager. During special events, e.g. Christmas or leaving parties, parents/carers will be allowed to take photos on their own devices if Weydown has been given all other parents/carers consent to this. Consent will be gathered through staff prior to the event. Staff will also inform parents/carers these photos must not be shared on social media sites unless consent
is received from all other parents/carers of children that are in the photo. Staff mobile phones must be signed in/out of mobile phone box that is located within the office. Phones and devices are only to be used in the staff room or office (with manager’s
approval). Mobile phones must be kept away when staff are walking through the setting whilst children are present. Mobile phones should only be checked on designated breaks. Tablets will be used regularly within the setting to share information via the FAMLY app. The tablets are password protected and have been restricted for safe usage within the setting. At the end of each day, the tablets will be securely locked within the office desk drawer.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
COMPLAINTS & COMPLIMENTS
POLICY
At Weydown Pre-School and Day Nursery we believe that parents/carers are entitled to expect courtesy and prompt, careful attention to their individual needs and wishes. We hope that parents/carers are always happy with the service provided and we encourage parents/carers to voice their appreciation to the staff concerned. We record all compliments and share these with staff. We welcome any suggestions from parents/carers on how we can improve our services and will give serious attention to any concerns that parents/carers may have. Any concerns will be dealt with professionally and promptly to ensure that any issues arising from them are handled effectively and to ensure the welfare of all children, enable ongoing cooperative partnership with parents/carers and to continually improve the quality of the nursery. We have a formal procedure for dealing with complaints where we are not able to resolve a concern. Where any concern or complaint relates to child protection, we
follow our Safeguarding/Child Protection Policy
INTERNAL COMPLAINTS PROCEDURE
Stage 1
If any parent/carer should have cause for concern or any queries regarding the care or early learning provided by the nursery, they should in the first instance discuss the matter with the child's key person or a senior member of staff.
Stage 2
If the issue remains unresolved or parents/carers feel they have received an unsatisfactory outcome, then they must present their concerns in writing as a formal complaint to the nursery Manager. The Manager will then investigate the complaint and report back to the parent/carer within five days. The Manager will document the complaint fully and the actions taken in relation to it in the complaints folder. (Most complaints are usually resolved informally at stage 1 or 2.)
Stage 3
If the matter is still not resolved, the nursery will hold a formal meeting between themanager, parent/carer and a senior staff member to ensure that it is dealt with comprehensively. The nursery will make a record of the meeting and document any actions. All parties present at the meeting will review the accuracy of the record and be asked to sign to agree it and receive a copy. This will signify the conclusion of the procedure.
Stage 4
If the matter cannot be resolved to their satisfaction, then parents/carers have the right to raise the matter with Ofsted. Parents/carers are made aware that they can contact Ofsted at any time they have a concern, including at all stages of the complaint’s procedure. Information of how to contact Ofsted is made available within the setting lobby. Ofsted is the registering authority for nurseries in England and investigates all complaints that suggest a provider may not be meeting the
requirements of the nursery’s registration. Ofsted risk assesses all complaints made and may visitthe nursery to carry out a full inspection where it believes requirements are not met. A record of complaints will be kept in the nursery. The record will include
the name of the complainant, the nature of the complaint, date and time complaint received, action(s) taken, result of any investigations and any information given to the complainant including a dated response. Parents/carers will be able to access this record if they wish to; however, all personal details relating to any complaint will be stored confidentially and will be only
accessible by the parties involved. Ofsted inspectors will have access to this record at any time during visits to ensure actions have been met appropriately.
Contact details for Ofsted:
Email: enquiries@ofsted.gov.uk
Telephone: 0300 123 1231
By post: Ofsted
Piccadilly Gate
Store Street
Manchester
M1 2WD
Parents/carers will also be informed if the nursery becomes aware that they are going to be
inspected and after inspection the nursery will provide a copy of the report to parents/carers of children attending on a regular basis.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
CONFIDENTIALITY & DATA PROTECTION
POLICY
At WeydownPre-School & Day Nursery, throughout each day we will receive and encounter confidential information from parents/carers, children and other staff members. To ensure that all those using and working in Weydown can do so with confidence, we will respect confidentiality in the following ways:
PROCEDURE
• Parents/carers will have access to files and records of their own children, and not any other child.
• Our Early Years Practitioners will not discuss individual children with people other than the parents/carers of that child.
• Information given by parents/carers to the practitioners will not be passed onto third parties without consent (exclusions apply to Ofsted, Police, Social Services and Professionals working with the child).
• Personal issues will remain confidential to the people involved.
• Any anxieties/evidence relating to a child’s personal safety will be kept in a confidential file and will not be shared within the nursery except for the Nursery Manager and Practitioners caring for this child (exclusions apply to Ofsted, Police, Social Services and Professionals working with the child).
• Weydown will comply with all requirements of the Data Protection Act/GDPR and in conjunction with the Information Commissioners Office.
• Any information regarding a child, including personal information and the individual abilities and behaviours of each child, should not be divulged outside of the setting.
• Children’s individual abilities and behaviours should only be discussed with the relevant professionals (if required) and the child’s parent/carer.*Please appreciate the impact of hearing another parent/carer passing on comments regarding your child.
• Any staff member found to be discussing individual children with anyone other than for the purpose of curriculum planning or nursery management or with people other than the parents/carers of the child, may be suspended without pay immediately and face disciplinary procedures.
• Information given by parents/carers to the nursery will not be passed onto other adults without written permission, apart from in exceptional circumstance when the safety of the child or staff is at risk.
• Issues relating to staff employment, whether paid or un-paid, will remain confidential to the people directly involved with personnel issues.
• Anxieties or evidence relating to the child’s welfare will be shared with other professionalson a ‘need to know’ basis only and will not be open for discussion amongst staff in general terms.
• If the circumstance arises that we must pass on information (if we believe the child
to be in danger) we will do so in an appropriate manner and essential to the well-being of the child and in consideration of those involved.
• Parents/carers may sometimes wish to share information about themselves with other parents/carers as well as staff. The nursery cannot be responsible if the information is shared beyond those parents/carers the person has ‘confided’ in.
• If parents/carers are experiencing difficulties, the nursery manager is available and may be able to offer guidance or where to go for help or advice.
MULTI-AGENCY INFORMATION SHARING PROTOCOL (MAISP)
We may often need to share information with public authorities about individuals and it can often be essential in keeping people safe or ensure that they are provided with the best possible services. The Multi-Agency Information Sharing Protocol (MAISP) outlines a two-tier framework for Surrey.
Tier 1 –
this is an agreed set of principles about confidentiality and sharing personal information. This tier enables organisation that are signed up for the protocol to understand the circumstances in which it should share information and what their direct
responsibilities are.
Tier 2 –
this tier is a context specific information sharing protocols like the Early Years Providers Partnership Policy on confidentiality and information sharing. It identifies the operational date requirements to be shared for specific and lawful purposes, essentially the
who/why/where/when/what questions of sharing personal information.
OPERATION ENCOMPASS
At Weydown preschool and day nursery we are part of Operation Encompass which is a police and education early information safeguarding partnership enabling schools to offer immediate support to children experiencing domestic abuse.
In accordance with:
National Standards 2001
Children’s Act 1989
Data Protection Act 1998
EYFS Principles 2008 revised 2012
Human Rights Act 1998
General Data Protection Regulations (GDPR) 2018
The Early Years Providers Policy on Information Sharing
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
DISCIPLINARY PROCEDURE
POLICY
It is important to us at Weydown that we are constantly working closely as a team to provide a high standard of care. We require all staff to follow the Policies and Procedures as set out by Weydown. If a staff member is in breach of the nursery policies and procedures, then disciplinary action will be taken.
PROCEDURE
Preliminary Steps Where the Employer believes misconduct may have taken place, the Employer will first conduct an investigation to ascertain the facts or to collate evidence. Any necessary investigative meeting with the Employee will not result in disciplinary action. The investigation will be conducted without unreasonable delay. It may be necessary for the Employee to be suspended on full pay during anyinvestigation. Any such suspension will not be considered to be a disciplinary action.
DISCIPLINARY MEETING
Following the investigation, if it is decided that disciplinary action may be warranted, the Employer will notify the Employee in writing, providing sufficient information to the Employee to allow the Employee to prepare to answer the case at a disciplinary meeting. The Employer will also normally provide copies of any written or documentary evidence. The notification will provide
details of the time and venue of the disciplinary meeting and the Employee will be invited to this meeting to discuss the issue. The Employee will be given a reasonable opportunity to set out their case and answer any allegations that have been made. The Employee may ask questions, present evidence and call relevant witnesses. The Employee may bring a friend or colleague to this
meeting. The friendor colleague will be allowed to contribute within the hearing and summarise the Employee’s case.
EMPLOYER’S DECISION
After this meeting the Employer will decide whether the disciplinary action is justified, what this may comprise of and will inform the Employee of the decision in writing. The Employer will offer the Employee the right to appeal against any decision. If the Employee wishes to appeal, they must inform the Employer and will be invited to afurther meeting to discuss the appeal. A final decision will be communicated to the Employee after the appeal meeting.
DISMISSAL
If the decision following the disciplinary meeting is to dismiss the Employee, the Employee will be notified of this decision as soon as possible and in writing. The notification will set out the reasons for the dismissal, the date on which the employment contract will end, the appropriate period of notice and the Employee’s right of appeal.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
GROSS MISCONDUCT
POLICY
In the case of gross misconduct, the nursery reserves the right to dismiss an employee without notice (or payment in lieu of notice) if, after investigation and a hearing, the management are satisfied that there is sufficient justification for so doing.
Justification for doing so will apply to employees who show a negligence to their duty of care to children. This involves but is not excluded to:
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safeguarding issues involving a member of staff and a child in the nursery
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acting in a way that could cause harm to a child
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Ignoring a child in need of support
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The issues identified above deem the employee a risk to the children’s safety and will result in immediate dismissal, without pay.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
DUMMY
POLICY
Weydown understands that some younger children settle with the use of a Dummy. It is our aim and ambition to try refrain from using Dummies as a comfort method unless necessary
SLEEP
If a child is settled to sleep by the use of a Dummy, Weydown will continue to support this. Weydown will advise and support when it comes to the time to wean off of the Dummy.
DAILY COMFORT
Children within the baby room (0-2 years) may tend to use Dummies more regularly as a comfort. Weydown aim to ensure other methods of comfort are used prior to a Dummy. Children within the preschool room (2-5 years) will be encouraged to leave Dummies within their bags. If a child is new to Weydown and uses a Dummy as a daily comfort, staff will ensure this is
supported through the transition into nursery. Weydown will advise and support the child and parents/carers when it comes to the time to wean off the Dummy. Cleaning Dummies When a Dummy is dropped, put in another child’s mouth or becomes dirty, it must be placed into the steriliser to ensure it is cleaned. If a child requires a Dummy, this must be provided by parents. Dummies must be clearly labelled.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
DROP-OFF, COLLECTION AND NON-COLLECTION OF CHILDREN
POLICY
At Weydown Pre-School and Day Nursery, the safety of the children in our care is our priority. It is also paramount that each child is welcomed into the nursery and said goodbye to at the end of each day, to ensure they feel happy and confident to attend
Weydown. In order to do this, we have the following policy and procedure.
PROCEDURE
On arrival to Weydown Pre-School and Day Nursery, parents/carers are required to take their child(ren) directly into their child’s base room or the entrance of the setting where a member of the team will be pleased to greet them.
Upon the arrival, the member of staff will record the child’s attendance and the time of arrival on the daily register, and who dropped them to the setting. Please inform a team member if your child has any special requirements for that day. You can do this at drop-off or by sending an email to the nursery email prior to drop-off. If children have not arrived for their session within an hour of this starting, the setting will contact the child’s parents to gain confirmation if the child will be attending Weydown. If we cannot make contact with the child’s parents, we may contact the child’s emergency contacts.If your child is not attending their session at Weydown, please inform the team by phoning or emailing the setting. At the end of the day/session you will be informed of your child’s daily activities and any other key information about your child from that day. A member of staff will note on the daily register that your child has been collected; what time this was and by who. Once a handover has been completed, parents/carers will take responsibility for their child and vacate the premises. Upon registering your child with Weydown, parents/carers will be required to inform us of any person, other than themselves, who may collect their child. At any point, if you
require another person to collect your child and we were not informed at registration, we require the parent/carer to inform us the name of this person, relationship to the child, a password for this person to give the nursery (on arrival at the nursery) and if
possible, a recent picture of this person. The parent/carer must phone to give us this information before the person arrives at the nursery. Under no circumstances will any person be permitted to collect a child without prior permission from a parent. If a person unrecognisable to the nursery staff comes to collect your child, and we have not been previously informed, the parent/carer will be called to verify identity. Weydown will not allow any unknown persons to collect a child from the
setting unless confirmed with parents/carers. In the event of late arrivals of a designated responsible person, members of staff will remain at the premises with the child. A late collection fee of £5 will be charged if the parent/carer
has notcollected the child within 30 minutes after the collection time. After 30 minutes haspassed, the late collection fee of £10 will be charged, plus £5 for every half-hour after the collection time. If the child is still not collected, every effort will be made to contact a family member/authorised person to collect them. If an authorised person cannot be contacted after 2 hours,
then details of events will be recorded, and Social Services will be contacted. Social services may decide to take custody of the child until contact with the parent or carer has been made.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
EMERGENCY
POLICY
It is our priority to ensure that the children in our care and the Nursery staff are kept safe always. To ensure they are kept safe, we will do the following:
PROCEDURE
• We will always have access to a mobile which is always fully charged.
• Up to date lists of the following telephone numbers are readily to hand always;
o Parents/carers of the children and their emergency contact numbers,
o The children’s doctor surgery and the names of their doctor,
o The nearest hospital with an Accident & Emergency department.
• All staff will have completed their 12 hour Paediatric First Aid training, or their
training will be upcoming.
• There will always be a fully qualified Paediatric First Aid member of staff on the premises.
• A full, updated First Aid kit will always be available and when needed a travel First Aid kit willbe available.
TYPES OF EMERGENCIES
• Fire
• Intruder
• Leak
Local threat
IN THE EVENT OF AN EMERGENCY
Check if it is possible to contain the emergency, without causing harm to a child or staff member (e.g. in case of a fire; use a fire blanket.)Check the safety of all the children and remove them from the immediate area. Never leave them unattended. Once in a safe area (this may be outside of the building) ensure that all children and members of staff have evacuated, do this by doing a register.
If necessary, dial 999 for emergency services. If necessary, administer First Aid. Contact the children’s and staff parents/carers or emergency contact.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
EQUAL OPPORTUNITIES
POLICY
At Weydown Pre-School and Day Nursery, we aim to provide a secure environment in which all children in our care can flourish and feel valued. We will include and value the contribution of all families in our understanding of equality and diversity and will
provide positive non-stereotyping information about gender roles, diverse ethnic and cultural groups and people with disabilities. We will continue to improve our knowledge and understanding of issues of antidiscriminatory practise, promoting equality and valuing diversity, and make inclusion a thread that runs through all the activities within the setting.
PROCEDURE
We will ensure that our practise is equal and inclusive by doing the following:
• Value diversity in all families.
• Opening our setting to all members of the community and will always base our admissions policy on a fair system.
• Ensure all parents are made aware of the Equal Opportunities Policy.
• We will not discriminate against any child or their family.
• We will always develop a care plan for any person with a disability to ensure they can participate successfully in the services offered by the setting.
• We will act against any discriminatory behaviour by staff or parents. This behaviour is unacceptable on or around the premises.
• All applicants of job posts will be judged fairly and the applicant who meets the criteria is offered the post, subject to references and enhanced DBS checks.
• We seek out training opportunities for staff to enable them to develop antidiscriminatory and inclusive practises.
• We review our practises to ensure that we are fully implementing this policy.
• The curriculum offered in the nursery encourages children to develop positive attitudes about themselves as well as to people who are different from themselves. It encourages children to empathise with others and to begin to develop the skills of critical thinking. We do this by:
o Encouraging children to feel valued and good about themselves.
o Ensuring that all children in our care have equal opportunities to learn.
o Recognising the different learning styles and making appropriate provision within the curriculum to ensure each child receives the widest possible opportunity to develop their skills and abilities.
o Avoiding stereotypes or derogatory images in the selection of books or other visual materials within the setting.
o Positively reflecting the widest possible range of communities in the choice of resources.
o Celebrating a wide range of festivities.
o Helping children to understand that discriminatory behaviour and remarks are hurtful and unacceptable.
o Ensuring that the curriculum offered is inclusive of children with special educational needs and children with disabilities.
o Ensuring that children with English as an additional language have full access to the curriculum and are supported in their learning and are also supported in the maintenance and development of their first language.
o We work in partnership with parents to ensure that the medical, cultural and dietary requirements of the children are met.
o We help children to learn about a range of food and of cultural approaches to mealtimes and eating, and to respect the differences among them.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
FEES, INVOICING AND FUNDING
Weydown Pre-School and Day Nursery operates a fee structure in line with this policy which is provided in our prospectus to all prospective parents upon their first enquiry to the nursery. A series of charges also apply for time used outside of booked sessions and late payment fees.
FEES
Nursery fees are payable monthly in advance on or before 1st of each month. Invoices are sent out in the last week of each month in advance of the payment date. Fees will be reviewed annually. Extra ‘ad hoc’ sessions may be booked in addition to your
regular sessions, subject to availability. Please email the Nursery Manager to discuss. We can accommodate late arrivals or early pick-ups, however we are unable to offer a reduction in fees, as we must be staffed from 8.15 am until 6.15 pm and places are reserved for the child’s full session. Children present in the nursery prior to the start time of their booked session or are
collected later than the end time of their booked session will be charged accordingly. We request that early drop offs or late collections are booking in in advance.
DEPOSIT AND REGISTRATION FEE
We require a deposit of £100. This deposit is fully refundable on receipt of a written notice of one calendar month, and will be either used against your final invoice or refunded directly to you after leaving Weydown.
LATE COLLECTION CHARGE
The child will only be handed over to authorised person, whose details must be received prior to the child’s first day ofattendance. Any changed to authorised persons must immediately be given in writing to Weydown. Children should be
collected promptly. Weydown must be telephoned if you are going to be late and a charge of £15 for every 30-minutes will be charged.
NOTICE PERIOD
A minimum of one months’ written notice to change a child’s booking pattern or to remove a child from Weydown Pre-School and Day Nursery is required although we do appreciate as much notice as possible. Failure to provide at least one months’ written notice will result in non-refunding of the deposit.
SIBLING DISCOUNT
A 5% sibling discount is offered.
HOLIDAYS
Weydown Pre-School and Day Nursery is closed over Christmas and New Year, between the dates of24th December-2nd January (inclusive), and Bank Holidays. Fees are not charged for these planned closures.
ILLNESS AND ABSENCE
We regret that no reduction in fees can be offered due to absences through illness orholidays.
ADVERSE WEATHER / UNEXPECTED CLOSURE
The nursery will endeavour to open at all times. However, we regret that there will be no refund of fees should the nursery be closed unexpectedly due to adverse weather conditions, for example, extreme heat, heavy snow, flooding or storms. No refund will be given for unexpected closure due to failure of utility services.
NAPPIES
Parents are required to provide nappies for their child. A small number of spare nappies are kept at the nursery for emergencies, as children will not be left in a soiled nappy at any time.
LATE OR NON-PAYMENT OF FEES
If payment of fees becomes overdue after the 7th day of the month, a late fee of £25 will be charged. Weydown shall also be entitled to recover the consequent administrative and legal costs and charge interest calculated on a daily basis at the
rate of 1.5% per month, or such other rate as Weydown shall consider reasonable. Weydown reserves the right to refuse admission to the child if fees are overdue by more than 30 days.
NINE MONTH, TWO, THREE AND FOUR YEAR OLD EARLY YEARS EDUCATION FUNDING
We are registered with Ofsted and Surrey County Council to receive nursery education funding. All children are entitled to receive 15 hours per week (Universal Funding), for 38 weeks of the year,of free early years education starting the term following the child's third birthday. Some children areentitled to 15 hours funding the term after they turn 9 months. We stretch this over 51 weeks of the year which equates to 11.2 hours each week. This can cover the costing of half day or a full day sessions that equates to 11.2 hours. Any additional hours will be charged at the normal rate.
Some children are entitled to this funding from the age of 2 years (FEET funding). Some families are entitled to an additional 15 hours per week (Extended Funding). In order to receive this, you must first apply using the link below:
Apply for 30 hours free childcare - GOV.UK (www.gov.uk)
The funding term dates for this purpose are set by the Secretary of State and are as follows:
Autumn Term: 1 September to 31 December
Spring Term: 1 January to 31 March
Summer Term: 1 April to 31 August
(These term dates do not depend upon moveable holidays such as Easter)
The nursery will claim the nursery education funding towards each child's fees from the Local Authority on the parents’/carers’ behalf. As Weydown Pre-School and Day Nursery is open for 51 weeks per year, we ‘stretch’ the funding across this time. This means that Universal Funding is provided for 11.2 hours per week for 51 weeks, and Extended Funding is provided for 11.2 hours per week for 51 weeks, in addition to the Universal Funding. The number of funded hours per session are limited to the following: Full Day = A maximum of 6 hours can be funded, leaving a minimum of 4 hours chargeable.
Half Day = A maximum of 3 hours can be funded, leaving a minimum of 1.5 hours chargeable.
For more information or to ask any questions, please get in contact with the manager.
Funded hours will be reflected on the monthly invoice.
CHILDCARE VOUCHERS
We accept all childcare vouchers. We will register as a care provider with any voucher company thatparents’/carers’ employers may be registered with. Childcare Vouchers are Non-Taxable and exempt from National Insurance Contributions (N.I.C.) for employees and offer National Insurance reductions to employers. Childcare Vouchers have become the recognised payment method for childcare. All eligible working parents, with children under 16 years of age, are entitled to Childcare Vouchers
regardless of tax status.
TAX-FREE CHILDCARE
You can get up to £500 every 3 months (up to £2,000 a year) for each of your children to help with the costs of childcare. This goes up to £1,000 every 3 months if a child is disabled (up to £4,000 a year).
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​This policy was reviewed on: …………………………………………………………………….
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FIRE PROCEDURE
On hearing the Fire Alarm ‘An intermittent high-pitched sound’, we will follow this procedure:
The children within the Pre-School will be encouraged to line up at the main door to the Pre-Schoolroom. The children within the Baby Room will be encouraged to line up at the Fire Exit door at the back of the room.
The children will then be led to safety out with the Nursery Staff to the Fire Assembly Point via the
safest route possible at that time. A staff member in each of the rooms will pick up the evacuation bag, daily register and
a mobile phone. The Senior member of the team based within each room will be responsible for closing all windowsand doors behind all attendees during evacuation. They will also be responsible for checking that all children have vacated the classroom.
The Fire Warden will then check the premises is empty after evacuation. Once at the Fire Assembly point, the children will then be checked off against the daily register by the senior member of team from their room, to ensure all children are out of the building safely. The same will then be done for the staff members by the Fire Warden. It is the responsibility of the person in charge of the setting on that day to ensure that all the children and staff known to be present on the day are led to safety without any delays. The fire emergency services must be called immediately after the evacuation
from the premises has taken place safely. Under no circumstances should anyone reenter the setting once all the children and staff (and parents/carers if appropriate) have been identified as present.
*A biweekly fire drill will take place on different days.
*A weekly fire alarm test will be done to ensure the fire alarm is in working order.
* The priority of this procedure is to ensure that at no time the safety of the children in our care is to become compromised for any reason and in any way whatsoever.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
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HEALTH & SAFETY
The aim of this policy is to ensure that we provide adequate control of all health & safety risks associated with the operation of the nursery, for children, staff and visitors. Although it is formally reviewed once a year, it is a key working document for the nursery and is revised whenever necessary.
HEALTH AND SAFETY RESPONSIBILITIES
Overall responsibility for health & safety is that of the Manager, who is responsible for reviewing health & safety policies and procedures and carrying out the risk assessments alongside the other members of staff. However, all members of staff have day to day responsibility for ensuring that the policy is put into practice and bringing health & safety concerns to the attention of the Manager. Failure by the staff to apply this policy can lead to disciplinary proceedings.
MANAGING RISK
Steps taken to reduce risks are:
• Staff risk assess all activities, sites and the weather.
• Staff follow safety routines.
• Staff inform colleagues, volunteers, children and visitors of potential hazards and agreed methods of working to minimise their risk.
• The manager ensures that all staff, volunteers and children are aware of the emergency procedures.
• The staff teach children skills to keep themselves safe.
• All staff are aware of the setting's emergencies procedures and know how to call the emergency services.
• Off-site trips are risk assessed by the manager.
• Parental/carer consent is requested before taking children on trips away from the nursery.
Such consent is requested when a child enrolls at Weydown.
RISK ASSESSMENT
All activities are risk assessed either formally or informally. Staff are required to make a judgement about all activities that the children undertake during a session. Anything that might be medium risk or higher does not take place until it has been formally risk assessed first. This involves using a standardised format to identify potential risks and put in place measures to reduce the risk. If it is not possible to achieve ‘low risk’ then the activity will not take place. The risks and measures to reduce those that relate to a specific activity (from the risk assessment) are kept alongside the daily plan and all staff are required to read and implement them.
AWARENESS
Our induction training for staff and volunteers includes ensuring all staff have read and understood the health and safety policy and understand their shared responsibility and accountability for health and safety. The induction training covers matters of staff wellbeing, including safe lifting. Health and safety procedures are reviewed at all staff meetings. Children are encouraged to take a certain amount of responsibility for their own health and safety through discussions, safety routines, and talking about possible risks of activities they plan. See children learning section below.
SAFETY ROUTINES AND PRACTICES
This section details the agreed safety practices that all staff must carry out in every session.
DAILY BUILDING CHECKS
• The general safety of the building, inside and outside, should be checked daily by a member of staff. This should include checking for storm damage (where necessary), fallen tiles, vandalism and animal faeces. This will be logged on the daily risk assessment.
• Check all entrances and exits are clear and in working order.
• Unlock all emergency exits, check security doors, outdoor gates, locks and bolts on doors and gates.
• Check that indoor and outdoor play equipment is clean and safe.
• Check the surrounding outside areas for animal faeces, fungi and unwanted or dangerousplants.
• Check that the emergency lighting is in working order, that light switches are safe, and all areas are adequately lit.
• Check that all plug switches that are accessible by children are OFF.
DAILY ROUTINE CHECKS
• All electrical and gas equipment is maintained and subject to annual inspections. The service histories of appliances should be recorded.
• Faults and repairs are to be logged and decided if the item should be repaired or discarded.
• Daily toy cleaning should be carried out and the appropriate toys are to be cleaned. If any other toys that are not due to be cleaned are found to be dirty, these should also be cleaned.
• Bins should be emptied at least once a day, and more often when required.
• Fridge temperatures should be checked and recorded.
• Any food and drinks should be monitored to ensure they are stored safely and within their use by date.
STAFF TRAINING
• All new staff will have Weydown’s health and safety procedures clearly explained to them as part of their induction process.
• All new staff will be trained in Weydown’s emergency evacuation procedure in the event of a fire or another emergency.
• All members of staff will be trained in Paediatric First Aid within the first 3 months of employment or have one booked in, if possible after joining Weydown and must attend a refresher course every 3 years.
• All staff are to be kept aware of any signs of illness and any known illnesses that may be spreading in the local area.
• All staff will be shown how to turn off the water and electricity supply and will be trained to use all electrical equipment correctly and safely.
• We will use our regular staff meetings to refresh all staff members on health and safety requirements and procedures and discuss any health and safety issues within the nursery.
GENERAL SAFETY PRACTICES
• Statutory staff ratios are adhered to (1:3 for 0-2 years, 1:5 for 2-3 years, 1:8 for 3 years and over, or 1:13 if needed and at least one staff member is qualified to a Level 6)
• Children are signed in at the start of their session and signed out at the end of their session when they are collected by their parent/carer.
• Ensure registers are kept up to date as children arrive/depart from nursery.
• Absence forms are to be filled in daily with any children absent and the reason in which they are absent.
• Parents/carer must inform us if anyone other than themselves will be collecting their child today. If it is someone unknown to the nursery staff, a password must be given and a photo, where possible.
• Before the nursery opens, staff will check the nursery and the garden for any dangers and fill in the appropriate risk assessments.
• Staff are to be aware of their surroundings; ensuring that the nursery is a safe and healthy environment.
• We ensure the highest standards of cleanliness always.
• We follow all the regulations and guidelines set out by the environmental health department, local fire brigade and OFSTED.
• There are regular checks on all resources and equipment.
• We have monthly fire drills.
• There is a strict no-smoking and no-vaping policy.
• First Aid boxes are kept easily accessible for the staff (not the children) for when needed.
• All members of staff have a current Paediatric First Aid qualification.
• Bins are emptied at least once a day, but more often if necessary.
• Protective gloves and an apron are worn every nappy change and when administering first aid.
• Protective aprons are to be worn by all team members at mealtimes.
• All food and drinks, and sometimes medication where necessary, are stored in the fridge.
• All medication will be stored in the locked medicine cabinet in the office, or if required; in the fridge out of the reach of children in a clearly labelled food bag.
• Fridge temperatures are checked every day.
• Children who are sleeping are checked every 10 minutes.
• Staff are reminded of manual handling techniques (e.g. lifting).
• All children are to wear sun cream and protective clothing in the summer months.
• Children are encouraged to wash their hands after any intimate care and before and after food consumption.
• Any cleaning products or other products that may contain chemicals are kept in a safe place that is NOT accessible by the children.
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This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
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INCLUSIVE PRACTISE
POLICY STATEMENT
At Weydown, we are inclusive of all children from all backgrounds and nationalities. We strive to give all children the same opportunities to thrive in our care.
PROCEDURE
Upon registration, we ask the parents/carers to provide information of main languages spoken by the child/at home and any other languages that the child is exposed to, any religious celebrations that they celebrate, any additional needs and details of any other professionals involved in the children’s development (we will ask parents/carers if they are willing to give
permission for Weydown to contact other professionals). We will ensure inclusive practise by encouraging parents/carers to participate in the following ways:
• Completing an English as an additional language/Additional language form to provide information of languages spoken, key words that we can learn and use at Weydown to support the child and any other information regarding their culture.
• To provide information on the registration form and All About Me of religion, culture and any celebrations.
• To encourage parents to share any information or concerns regarding their child’s development.
• To have an input within the children’s termly future focuses that support their child’s development through a ‘parent/carer comments’ section.
• To have input within their child’s two-year progress check (if appropriate) and yearly reports through a ‘parent/carer comment’ section.
• Inviting parents/carers to parents evening throughout the year
SPECIAL EDUCATIONAL NEEDS/ADDITIONAL SUPPORT
Identifying needs at the earliest point and making effective provision improves long term outcomes for children. The SEND code of practice 2015 may be used to guide the nursery SENCO in supporting children with additional needs. If we have any reason to believe that a child may need additional support within their development, evidence must first be gathered through termly assessments, observations and development tracking. This evidence will then be summarised and assessed by the child’s key person. If the key person is still concerned about a child’s development, this may then be discussed with the nursery SENCO.
The nursery SENCO’S role is to advise and support all practitioners in meeting the individual needs of the child. The nursery SENCO and child’s key person will then approach these concerns with the parent and come up with an SSP, which will contain some simple target activities to support the child within their area of need. The SSP will then be reviewed every six weeks to summarise the outcome of the set targets.If the child is making good progress, the SSP may no longer be needed. However, if
the area of need has made no improvement the nursery SENCO may need to seek further advice from other professionals. Further documentation may need to be completed if further intervention is needed to support a child’s development. We aspire to promote a person-centred approach when dealing with additional needs/additional support. This means we promote a process of continual listening through continual learning of each child’s individual needs.
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​This policy was reviewed on: …………………………………………………………………….
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INTIMATE CARE & PHYSICAL INTERVENTION
POLICY
Intimate care is defined as care tasks of an intimate nature; associated with bodily functions, body products and personal hygiene. This policy is designed to act as a guideline for anyone with a responsibility for the intimate care of the children at Weydown Pre-School and Day Nursery. It outlines the guidelines for best practise.
PROCEDURE
• Only Weydown’s staff with a FULL and CURRENT DBS check are able to carry out this sort of care.
• Children who are not yet toilet trained will not be excluded from any activity in the nursery.
• Intimate care is discussed with all employees during their induction. Staff receive regular
supervision and appraisals, which are to identify any areas for development or further training.
• All staff receive safeguarding training. This is updated every 2 years. The designated safeguarding lead practitioner’s training will also be updated every 2 years.
• Staff will wear protective gloves and an apron for nappy changes, helping children with toileting, administering first aid or cleaning a child who has soiled themselves.
• Every child is to be treated with dignity and respect. Privacy is ensured appropriate to the
child’s age and situation. We have separate toilets for the children to use with doors. We stick to the recommendation to have 1 toilet per 10 children.
• Nappies are changed using the nappy changing table.
• The child should be involved as much as possible in his or her intimate care. We will always allow the child to be as independent as possible. This can be for tasks such as removing clothing or washing themselves. We will always support the child in doing everything they can for themselves.
• If a child is fully dependant on the staff member, they will always talk to him/her about what they are doing and give them choices where possible.
• An adult who is not familiar to them will not support a child in intimate care.
• The staff will always be responsive to a child’s reactions.
• If a child refuses to have their nappy changed, verbal persuasion may be used, or the child is made aware that it will be their turn soon.
• The staff will take children into the nappy area to check if their nappy needs changing.
• We will encourage the child to have a positive body image of his/her own body.
• The practise of intimate care will be as consistent as possible.
• The parents/carers should be consulted about the intimate care that is given to their child, i.e. nappy changes, etc.
• Children are encouraged to wash their hands after messy play, using the toilet and before and after eating.
• Weydown understands its legal obligation to meet the needs of children with any delays in any area of their development. We work in partnership with parents/carers on an individual basis to make reasonable adjustments to meet the needs of each child.
We seek to find out religious and cultural views around intimate care.
• Staff must report any incidents as soon as possible to the nursery Manager if they are concerned that during the intimate care of a child:
o They accidently hurry a child.
o The child seems sore or unusually tender in the genital area.
o If there is any bruising, abrasions, etc, on the child’s body that have not been accounted for.
o The child misunderstands or misinterprets something.
o The child has a very strong emotional reaction with apparent cause (sudden shouting or crying).
• All staff must ensure that they protect themselves by following these guidelines:
o Always tell another member of staff when you are doing a change or accompanying
a child to the toilet.
o Always ensure a child’s privacy is protected.
o Always wear protective gloves and an apron and dispose of the nappies in yellowsacks.
o Always wash hands thoroughly after supporting a child with intimate care.
PHYSICAL CONTACT
At Weydown we care for very young children. There will be times when staff are required to have close physical contact with a child. It is also important for the children to feel safe, secure and loved in their environment. We understand that children can
react differently to physical contact, and we respect this. Staff have received training in safeguarding & child protection.
It should always be the child who instigates any sort of physical contact such as cuddles. If a child is very upset, then the adult must ask the child if they want a cuddle. Children should not be kissed by the nursery staff under any circumstances.
PHYSICAL INTERVENTION
It is acknowledged that on occasions staff will be faced with children who become distressed. It is accepted that in such circumstances it may be necessary to physically intervene or to remove a child from a situation.
Physical intervention can be regarded as reasonable only if the circumstances of a particular incident warrant it. (The use of any degree of force is unlawful if the circumstances do not warrant it) Shaking can cause damage to the brain and is not to be used under any circumstances. It is important to consider alternatives to using physical intervention. Think about:
• Withdrawing other children or adults from the situation.
• Distracting and re-directing the child’s attention.
• Making the environment as safe as possible to avoid a child causing injury to
themselves, other children or a member of staff.
The following may be reasons for physical intervention:
• A child injuring themselves or others.
• To stop criminal damage. To stop a criminal offence. Any incident needs to be recorded, with details of:
• Witnesses present.
• What triggered the incident.
• The nature of the incident.
• Others involved.
• How the situation was handled.
• What form of restraint was used and any consequences.
An accident or incident form for the child may also need to be completed.
Any actions need to be shared with the parents/carers and the Nursery Manager. Parents/carers need to sign to confirm their awareness that physical restraint was used and why. Staff giving comfort to a child when they are distressed or upset is not physical restraint but known as positive handling.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
KEY PERSON SYSTEM
POLICY STATEMENT
At Weydown, we promote a homely environment in which we ensure all staff are introduced to parents/carers and children. As all room-based staff work closely with children, we value the importance of strong relationships. It is a requirement within the Early Years statutory Framework (2017) that all children are assigned a key person when they are enrolled into a nursery.
‘Each child must be assigned a key person. Their role is to help ensure that every child’s care is tailored to meet their individual needs to help the child become familiar with the setting, offer a settled relationship for the child and build a relationship with their parents’ It is the staff’s responsibility to spend time with their key children to gain insight into their interests, learning and development.
KEY PERSON RESPONSIBILITIES
At Weydown, parents/carers will be informed of their key person prior to their child starting at the setting. A key buddy will also be assigned to every child. It will be the key person’s responsibility to complete the ‘Welcome Visit’ to immediately build familiarity and a relationship with the child. The key person should also make themselves available on most settling sessions. If this is not possible, the key buddy should be available. The key person is responsible for completing their key groups learning journeys, weekly observations, development tracking, future focusses and assessments.
KEY BUDDY SYSTEM
The key buddy system uses a secondary familiar person to cover the duties of the key person when they are not at the setting. Parents/carers will be informed of their child’s key buddy prior to their child starting at the setting. The key buddy is responsible for taking and submitting weekly observations in the absence of the child’s key person.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
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LOST CHILD
POLICY
We have taken every step to ensure your child is cared for in a secure environment. However, in the unlikely event of a child going missing from the Nursery or when out on a walk, the following procedure will be followed.
PROCEDURE
• All staff, including the manager, would be informed and will start an immediate search of the building and the surrounding areas, ensuring that all other children are supervised properly and carry on with as normal a routine as possible.
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• If the child is not found, the Nursery Manager will contact the police. Tel: 999 or local police 0845125 2222.
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• When the police have been contacted, the Manager will also contact the parents/carers of the child while the search continues.
• The Nursery Manager will meet with the parents/carers and police and follow any instructions given by the police.
• Any incident will be recorded on an incident form.
• OFSTED will be informed. Leaving a child unattended at any point throughout the nursery day will result in immediate disciplinary action and the LADO (local authority designated officer) may be contacted for advice.
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​This policy was reviewed on: …………………………………………………………………….
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MEDICATION
POLICY
At Weydown we aim to ensure that all medication administered to children has been authorised by the child’s parent/carer. Only management will be allowed to administer medication and accurate records of any medicine administered must be kept. In the absence of management, the next most senior person in charge will be authorised to administer medication.
A ‘non-prescribed medication’ form must be filled out for any non-prescription medication, such as teething granules/ gels, nappy cream etc. This must be signed by the staff member administering, a witness and parents upon collection. It is the overall responsibility of the manager to ensure that there is written parental/guardian permission to administer medication to children during the child’s attendance to the nursery on registration.
It is then the responsibility of the Nursery Practitioners to ensure that the parent(s)/carer(s) complete a medication form for any medicines given on an irregular basis, prior to any medication being administered and a signature is obtained giving authorisation. The medicine form must be signed again by the parent(s)/carer(s) when they collect their child at the end of the session. All medication will be returned to parents at the end of each session/day, with the exception of inhalers, epi-pens & skin creams (at the parent(s)/carer(s) request). Care plans will need to be completed for all long-term medication and a risk assessment may be put into place.
PROCEDURE
• Medication will only be administered by the Manager, Deputy Manager or the most senior person available.
• Parents/carers must ensure that they give any irregular/new medication (such as antibiotics) to the child for at least 24 hours before coming into nursery, and before the medication will be administered at nursery. This is to ensure no allergic reaction is caused by administering the medication and the medication has been given time to work before a child returns to the setting.
• We will only administer prescribed medication to a child with the written consent of the parent/carer and clear instructions prescribed by a Doctor with the child’s name and dosage on the bottle.
• Where the members of staff are required to administer medication to a child, whether short or long term, the parent/carer must first complete and sign a medicine form. A new entry should be completed where there is a change of circumstances.
• Staff can only administer medication for the length of time stated on the bottle. Staff will not administer medication beyond this timescale unless we have a Doctor’s letter.
• Before the medication is administered, the member of staff administering the medication will re-check the medication form for any changes.
• Each time a child has their medication, the medicine form should be completed and signed by the person administering the medication, a witness and then be countersigned by the parent/carer when they collect their child.
• Medicines are to be stored in the medicine cabinet in the office or a marked clear bag in the fridge (if appropriate), clearly labelled stating the child’s name and the date. Under no circumstances should medication be left in a child’s bag or within the classroom. Medicines must be stored out of the children’s reach at all times.
• Medications must be returned home daily (unless agreed otherwise by Management. This may be for medications such as epi-pen, skin cream, etc.)
• We will not store any controlled drugs within the nursery at any time. If a child requires administration of a controlled drug, then the parent must come along to the nursery to administer when required.
• Weydown Pre-School and Day Nursery will keep a minimum supply of pain medication (Calpol) and allergy medication (Piriton) for children in emergency situations. Parents will be asked to sign a permission form to administer these in emergency situations. The indicated dosage for that particular age may only be given.
• If a child has a temperature or an allergic reaction, the nursery will ring the parents/carers to get verbal permission to administer the appropriate medication, and the child must be collected from the nursery and will not be allowed to return to the setting for 24 hours after any medication has been given. The parents/carers will be asked to sign a permission form for medication to be administered in these situations. If the nursery cannot reach the parents/carers we will continue to try and make, contact with the child’s emergency contacts.
• If a child’s temperature reaches 39 degrees the nursery will administer medication as soon as possible, whether this is before or after contact has been made with parents/carers, to avoid the child’s state worsening. The nursery will then contact parents/carers and the child must be collected from the nursery. The child will not be allowed to return to the setting for a minimum of 24 hours and until they are well enough with no temperature.
• A medicine form must be filled out every time a child has Calpol or Pirton due to an illness that has come on at nursery, such as a high temperature or an allergic reaction.
• If a child requires medication that may be needed at any time in an emergency (such as EpiPens or Inhalers) these must be kept with the child at all times: in the medicine cabinet at the setting and in the outings bag with a named member of staff when on walks. Epi-Pens. Where a child requires an epi-pen for allergic reactions, the child must carry two with them at all times. This information will be documented on a care plan and an allergy action plan. When the child is in nursery, this will be stored in the medicine cabinet in the office. It would be preferred if the nursery was also issued with one to keep at nursery if possible. Only members of staff who are trained in administering epi-pens can do so in the appropriate situation. It is the parents/carers responsibility to ensure that the epi-pens are kept up to date.
ASTHMA MEDICATIONS
If a child within the setting requires an inhaler, this will be stored in the medicine cabinet in the office. A medicine form and care plan are required to be filled out in order for the inhaler to be administered at nursery
STAFF MEDICATION
It is our duty as Early Years Professionals to protect and safeguard the children at all times including from those staff members working closely with them.
If a staff member is taking regular medication, this MUST be disclosed on a Health Declaration form when the staff member joins the setting. The manager may need to seek professional advice on some medication use to assess if it effects the staff members ability to fulfil their job role safely. If it is advised that the medication may have an impact on a staff members performance the Manager may take the decision to reassess the employment of the staff member.
Any staff taking irregular medication that has been prescribed by a doctor must inform the nursery manager who will put this information onto a care plan. If the medication affects the staff members performance the manager may take the decision to ask the staff member not to return to work until the medication course has finished. Staff medication must be stored either in the locked medicine cabinet in the office or in a clearly labelled bag in the fridge.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
MEALTIMES
POLICY
At Weydown we like to ensure that we are providing the children with a wide range of healthy meals, from breakfast to dinners and snacks. It is paramount that we ensure that the food we are providing the children is cooked and served safely and that all staff are aware of the correct processes and procedures when it comes to mealtimes, allergies, dietary requirements, and PPE.
PPE
All staff are required to wear PPE when serving out food or preparing food. Wearing protective clothing when preparing, cooking or serving food helps to protect staff and the children.
CLASSROOM PPE
Blue aprons – these MUST be worn by all staff during mealtimes (breakfast, lunch, snack times and dinner). These should be changed and taken off if you must carry out a different responsibility that is not linked to mealtimes. Blue Gloves – These are provided for staff to wear during mealtimes, as an option, when handing or serving food. Staff members should also wash their hands before dealing with any mealtimes needs. Long hair must be tied back.
KITCHEN PPE
Blue Gloves – When handling and preparing food Blue Gloves can be worn, however MUST be worn if the food handler has cuts on their hands. They should be changed and discarded of appropriately when preparing or handling different food items. The food handler MUST wash their hands before preparing or handling any foods.
ALLERGIES AND DIETARY REQUIREMENTS
There are a wide range of allergies and dietary requirements that individual children may have. When a child joins Weydown, we will ask the parents if there are any dietary requirements or allergies. If a child has an Allergy or intolerance a Care Plan should be filled out with the parents and a Long- Term Medication form if they have medication. These Care Plans MUST be read by all staff.
Children with different dietary needs should be added to the dietary chart – using the colour code for their specific dietary need. This is displayed within the classroom for all staff as well as in the kitchen. Staff should write down daily dietaries on the kitchen whiteboard and which children are in with allergies, personal dietary preferences, religious dietary needs or dietary preferences such as Vegetarian/Vegan.
Any children who have dietary requirements should be given their food first before serving out the other children’s food. This is to ensure that they have safely been given their correct food and there is no cross contamination from the other food.
FOOD ALLERGIES AND ALLERGIC REACTIONS
PROCEDURE
• If a child has a reaction to a known food allergen, they may have an Adrenaline pen (severe reaction) or Antihistamine Medication (mild-moderate reaction) which should be given straight away.
• If the child has a severe reaction 999 should be called immediately and their parents/carers must be contacted.
• If the first dose of Adrenaline does not help the child and the paramedics have not arrived yet, the second dose should be given.
• If a child has a mild-moderate allergic reaction, Piriton/antihistamine medication can be given to the child, and they must be monitored or sent home if needed. Parents should be called straight away to inform them of the reaction.
PROCEDURE FOR UNKNOWN REACTIONS
• If a child has a mild-moderate reaction, parents must be called to be informed of the reaction and Antihistamine medication should be given and the child monitored.
If a child has a severe reaction, 999 MUST be called, a senior staff member should stay with the child and parents should be called immediately
SIGNS AND SYMPTOMS
• Wheezing
• Tightness
• Cough
• Shortness of breath
• Swelling of the face, eyelids, lips, tongue, or throat
• Headache
• Sneezing
• Bloodshot, itchy, swollen, or watery eyes
• Stomach pain
• Nausea
• Vomiting
• Diarrhoea
• Hives or rash
• Itching
FOOD POISONING
Food poisoning happens when people consume food that is contaminated with harmful bacteria, parasites, viruses, or toxins. Also known as foodborne illness, it can cause a range of symptoms, most commonly stomach cramps, diarrhoea, vomiting, nausea, and loss of appetite. If 2 or more children were to get food poisoning from the setting, we must report it to Ofsted as well as Public Health England. Public Health England would then give the advice on the next processes and procedures that we must take. Public Health England: 020 7654 8000 Ofsted: 0300 123 1231 Any contaminated food that caused the food poisoning should be immediately removed.
CLEANING
Staff must ensure that they use RED coloured cloths when cleaning up after mealtimes. All tablecloths and chairs should be sprayed with anti-bacterial wiped clean and dried. A new Cloth should be used for each clean up. All floors should be thoroughly swept after all meals.
STAFF CONDUCT
• At least 1 member of staff is sat at each table at all times.
• Staff must ensure that they inform the nursery manager if PPE is running low.
• Senior staff should ensure that children with dietary requirements have been given their food first
• Staff must make sure that all dietary requirements are taken seriously, and each individual need is met.
• Staff should ensure that they wear the correct PPE when handling, preparing, and serving food.
• Staff should positively encourage children to try their food.
• Staff MUST NOT withhold food or threaten to withhold food to encourage positive behaviour/children to eat.
• Staff must ensure that they are supporting children while eating (cutting food, talking about what they are eating etc..)
• When preparing breakfast staff must ensure that they are using the correct coloured chopping boards.
• Staff should ensure that they are encouraging children to self-serve their own food.
• The children must use flannels to thoroughly wipe their hands and faces after all main meals.
• Staff must remember that we are a NO NUTS setting, and nuts should not be consumed onsite.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
NON-ATTENDANCE OF CHILDREN
POLICY
At Weydown, it is our number one priority to ensure that the children in our care are safe always. If for any reason your child does not attend nursery, it is our duty to ensure that they are safe by following the procedure set out in this policy
PROCEDURE
• If your child will not be attending nursery for any reason, we ask you (the parents/carers) to phone or email the setting to inform us within the first hour of their session.
• If we have not heard from you within an hour, we will then make an effort to contact you by telephone, phoning all parents/carers.
• If we cannot reach the parents/carers, we will then contact your emergency contact/next of kin.
• If we still cannot contact you to ensure the safety of you and your child, it is our legal obligation to phone 101 and request a welfare check to be done for your child. If you know in advance that your child will not be attending Weydown on any of their booked sessions, please let us know via email or telephone. If your child is unwell or for any reason won’t be attending Weydown for any of their booked sessions, as stated above, please inform us via telephone within the first hour of your child’s booked session.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
PROMOTING STAFF WELL-BEING
Our staff team are a crucial and fundamental factor in providing a functional working environment. Not only do they hold the responsibility to ensure the daily running of the setting, but they also provide a welcoming and open feel to other staff, children, parents, and visitors, therefore our top priority is to ensure they are supported and respected in their daily duties. When a staff member joins the setting, we will follow our induction process thoroughly, ensuring every new member is able to feel competent and capable to carry out their duties. Ways in which we support staff wellbeing:
- Regular supervisions with team members to give them the opportunity to have an open and honest discussion with their management team.
- We promote an open-door policy to allow staff to feel listened too and valued.
- Fair work culture where everyone is treated with mutual respect, and their views and suggestions are openly considered.
- Honest and open communication is promoted between nursery management and the team.
- Ensuring staff have a manageable workload by limiting key groups and allowing ample time for them to complete paperwork out of the room (where required). - Environment audits/environment checks.
- Protecting all staff from harassment, bullying or discrimination from colleagues or third parties.
- Regular praise and recognition to celebrate achievements, even those considered ‘small’. At Weydown, we promote a culture that supports all staff members, including those who are experiencing stress or mental health related illnesses. If possible, management can suggest reasonable adjustments to support all individual staff members.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
SLEEPING AND REST TIMES
POLICY
Weydown endeavours to ensure children have appropriate access to rest/sleeping areas throughout the day. Sleeping requirements and limitations will be discussed with parents when their child is enrolled into the setting. Rest and sleep times will be recorded on the FAMLY app for parents to view.
SLEEPING EQUIPMENT
Sleeping mats/cots are provided by Weydown and are cleaned regularly. Bed sheets and blankets will be washed at the end of every week. Children are not permitted share bedsheets and blankets.
If a child requires a comforter at sleep times, this must be provided by the parent/carer and clearly labelled to ensure it does not get lost. Parents may also provide sleeping bags/sleepsuits if their child requires it for sleep time. This must be clearly labelled.
SLEEPING ARRANGEMENTS
Babies under 1 year will be laid to sleep in a cot. Children 1 year and older will be rested onto sleep mats and patted to sleep by staff. Children must be laid down top to toe when sleeping on sleep mats to avoid the spread of infections. Staff must check children whilst they are sleeping every 10 minutes. This is to ensure they are breathing and do not over-heat.
Children are to be put to sleep wearing one layer of clothing, such as a top and trousers, hoodies/ jumpers are to be removed. Removal of clothing should reflect the temperature of the room (e.g. short/ long sleeves) to avoid over heating/ the child getting too cold
SLEEP COMFORTERS
If a child requires a comforter such as a Teddy or Dummy for sleep time, this must be provided by the parent/carers. Parents/carers must inform staff on enrolment if their child requires a comforter for rest time. All comforters must be clearly labelled.
WAKING CHILDREN FROM THEIR SLEEP
Children must be woken up in a gentle and considerate manner. Staff must use soft voices when trying to verbally wake children. If this has no effect, staff may then gently pick the child up to cuddle them awake. Although Weydown’s staff will encourage the children to have adequate rest and sleep times as directed by parents/carers, children will not be forced to sleep. If a child is patted for a reasonable amount of time and shows no interest in sleeping, the child will be encouraged up from their bed. Another attempt will be made slightly later in the day if it is needed. If a child does not usually sleep during the day but is showing signs of extreme tiredness, on the first occasion staff will contact the parent/carers to check if the child is permitted to have a short rest. If contact cannot be made, a senior member of the team will make the decision as to if the child can have a short sleep.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
SAFER RECRUITMENT, STAFF TRAINING & DEVELOPMENT
POLICY
‘Providers should regularly consider the training & development needs of all staff members to ensure they offer a quality learning experience for children that continually improves' (EYFS, 2012) We firmly believe that it only possible to run an exceptional setting if we have exceptional staff. We want all our staff to develop and achieve their maximum potential. All staff at the nursery all hold a full and relevant qualification as recognised by the Department of Education or they are working towards these. It is our priority to ensure we safeguard and protect all children within our care, therefore it is imperative that we carry out vigorous employment checks and a thorough induction process with all new employees to ensure they are suitable to work within the nursery environment. The recruitment process is as follows:
• Any available position is advertised as widely as possible in the community and the surrounding areas.
• Once receiving our applicant’s CV’s or application form, we will arrange for interviews.
• After the interviews, candidates will be shortlisted to attend a second interview in which they will spend some time in the nursery; allowing us to observe their interaction with the children and other staff members.
• The successful candidate will then receive an offer letter in the post or via email, which is subject to 2x references and DBS clearance. If we do not receive a minimum of 2x references that state there are no safeguarding concerns and a clear DBS check, the candidate will not be employed by Weydown and any contracts will be void. The candidate MUST provide their most recent employer as one of their references. No candidate is discriminated against due to race, religion, colour, creed, marital status, age, sex, sexuality or disability. Our guidelines for safer staff recruitment are as follows:
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• The best interests of the children. • The Safeguarding & Welfare Requirements of the EYFS.
• The compatibility between all staff members to enable the staff to build a good team.
• The suitability of individual candidates to meet the needs of the setting and the children. Staff who are awaiting clearance are permitted to work in the nursery, but they must be supervised always and will never carry out any intimate care. Un-registered staff are not to be left alone with the children at any time including nappy changing/toilet time.
SUITABLE PEOPLE
The nursery manager will carry out the following checks on all staff:
• 2 x references are taken via email.
• A Disclosure & Barring Service check (DBS) is carried out on all staff. No person is allowed unsupervised contact with the children until this has come through and they are cleared.
• Staff qualifications are checked, and copies taken.
• ID is checked and a copy kept on staff files.
• Ofsted are informed of any changes in management.
• A 3-month probation period is carried out by all staff before they become permanent staff members. The probation period may be longer for Senior staf
INDUCTION
All practitioners receive a full induction with the manager. They have a 3-month probation (longer for Senior staff) period and during this time they are assigned a buddy who is a more experienced practitioner. During the induction new members of staff will read the setting’s policies & procedures, practice the fire drill, meet parents/carers & children and carry out any necessary training (Safeguarding, First Aid, etc.) If at any point there is reason to believe a person is not suitable to work within the nursery setting or the management team feel there are safeguarding concerns, appropriate action will be taken which may lead to dismissal. The new practitioner signs both an induction form & a policy checklist that is kept on staff files.
TRAINING
All practitioners at the setting must attend training in Paediatric First Aid and Safeguarding. First Aid is updated every 3 years and Safeguarding is updated every 2 years. All permanent staff attend Basic Food Hygiene training. This is updated every 3 years. All staff attend Health & Safety training. This is updated every 3 years. All staff complete prevent training. There are other chances for staff to attend other training throughout the year. This is done either as e-learning, In-house training or practitioners attend local council run courses. We will always support the staff to achieve higher qualifications.
STAFF RETENTION
We believe that a motivated, enthusiastic, and well-trained team will promote the nursery’s success. Weydown will support its team to ensure we are providing a pleasant and effective workplace. We want to ensure that all staff working within Weydown are passionate about ensuring the success of the setting in the long term.
Keeping a consistent staff team is crucial in providing a stable environment for children to thrive and grow within. Weydown will provide a positive atmosphere by working closely with staff through regular and consistent communication, regular staff meetings, praise and recognition of hard work, staff ‘shout outs’, staff bonding days, an ‘Open door policy’ to the office/manager, regular staff training, yearly pay rise and bonus system, paid overtime when working hours outside of the contract, half a day on your birthday/day closest to your birthday (where possible), long service award, additional holiday after 1 years’ service, childcare discount and a yearly
CHRISTMAS AND SUMMER PARTY
Weydown will embark to keep the team consistent by ensuring all employees are engaged and involved within the workplace. Through 6 weekly regular team meetings we aim to keep all staff up to date with proposed changes and adaptions to practice. This opportunity encourages the team to reflect on practice and suggest any changes or amendments to improve the setting. Through keeping staff heavily engaged and informed, we aim to retain the staff team. Confidential staff records are stored in the office. They contain:
• Application form/CV
• ID
• Certificates
• Job Description
• DBS number
• Interview questions
• Emergency contacts
• Details of holiday, sickness etc.
• Health declaration form
• Policy checklist Other ways in which we aim to develop staff potential are:
• Regular staff meetings
• Annual appraisals
• 3 termly supervisions
• 3-month probation period
• Regular fire drills
• Annual reviews & updates of policies & procedures
• Supporting staff to achieve higher qualifications
• Staff training
• Peer-to-peer observation Weydown endeavours to reflect upon all aspects within the nursery environment, this will include staff training and support. We will use documentation which includes, but is not limited to, co-hort tracking, child development tracking and reports, team meeting action plans, supervision notes, peer-to-peer observations, self-evaluation meetings and audits.
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This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
STAFF CONDUCT & SOCIAL MEDIA
POLICY
At Weydown we believe that it is paramount to set a high standard of ‘good practise’ for all staff to follow, this will ensure that all team members are working towards the same goal, working together as a team and setting good examples. We require all staff to follow the procedures set out below:
• To arrive on time. To dress appropriately and ensure your uniform is clean and neat Any jewellery worn must be kept to a minimum – wedding rings and small stud earrings are allowed. NO jewellery that will ‘dangle’ and could get caught easily. • Hair to be tied up for mealtimes.
• Please ensure you remain positive and happy towards children and other staff members. If you feel you need help or support with anything, please talk to a senior member of staff.
• Always give children your highest standard of care, keeping their safety as a priority.
• Always follow the settings’ policies and procedures.
• If at any time you have concerns about the setting or the practise at the setting, please take the appropriate action as per our ‘Whistle Blowing’ policy.
• Always sign their mobile phones in and out of the lockers/mobile phone box within the office.
SOCIAL MEDIA
It is important when using social networking sites such as Facebook, Twitter or Instagram that staff maintain confidentiality and ensure proper practice always. This is to protect the children, parents/carers & families of the setting along with the staff. It is also to guard the nursery reputation and the staff’s own personal reputation. Staff must act in the best interests of the children & the setting. Staff guidelines when using social media sites include but are not limited to:
• Staff must not mention any of the children from the nursery on their online profiles.
• Staff must not write direct or indirect suggestive comments about work on their online profiles.
• Staff must not publish photos of the children on their online profiles.
• Staff must not publish photos of themselves or other staff while in the nursery on their online profiles. • Staff must not write anything about other staff members on their online profiles.
• Staff must not use mobile phones to take photos in the nursery or to access social networking sites during their working hours (unless on a work break).
• Staff must not comment negatively on Weydown’s Pre-School and Day Nursery or any of the companies they are working with on their social media profile.
• To maintain professional boundaries staff are strongly advised not to accept personal invitations to be friends from parents/carers of the nursery unless they know them in a personal capacity. Instead, parents/carers should be signposted to 'like' the official Weydown’s Facebook or Instagram page. If friendships develop outside of the setting,confidentiality must be adhered to for the protection of Weydown, their staff, the children and parents.
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• Be cautious & mindful when accepting friend requests from colleagues.
• Staff members are advised to set their online profiles to private so that only friends are able to see their information. • Staff are responsible for adhering to the terms of service of each site they use.
• Personal profiles should not contain any images or videos which may be perceived as inappropriate behaviour for a childcare professional.
• The nursery logo must not be used in social media apart from the official Weydown’s Facebook, or Instagram page.
• Staff must not put the settings contact details on social media unless stated otherwise by Management. Parents/carers should be signposted to the nursery web page. Any breaches of the Social Media policy could result in disciplinary action. Staff must use social media in a professional, safe, responsible & respectful way. You must comply with the law. Staff must not use social media to attack, insult, abuse, defame or make negative or discriminatory comments about anyone. Staff must be mindful that everything you post online is public, even with the strictest privacy settings. You must assume that everything is permanent & may be shared. Weydown will treat 'electronic behaviour' as it would 'non-electronic behaviour'. Weydown Pre-School and Day Nursery has a Facebook and Instagram page available. This is a communication tool for the setting. We will use it to:
• Promote certain events such as parent/carer consultations, trips, social events & visitors.
• Update parents on staff training & development.
• Give hints and tips for activities the children have enjoyed and home learning ideas.
• To give news.
• To show photos of activities, trips or special events. The nursery managers, admin assistant and nursery owner are the page administrators and will update the page on a regular basis.The page administrator reserves the right to remove any comments at any time. The intent of the policy is to protect the privacy and rights of the nursery, staff & families. We will remove any postings that:
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• Name specific individuals in a negative way.
• Are abusive or contain inappropriate language or statements.
• Use defamatory, abusive or generally negative terms about any individual.
• Do not show proper consideration for others privacy.
• Breach copyright or fair use laws.
• Contain any photos of children without necessary parental consent.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
SUPERVISION POLICY
POLICY
As from September 2012, the new Early Years Foundation Stage sets out a statutory requirement that all early years’ settings have arrangements for staff supervision in place. This highlights the importance of good supervisory practice throughout the EYFS in the context of a supportive professional culture to ensure the highest standards of safeguarding for both children and staff.
At a time of heightened awareness of safeguarding issues, there is increasing recognition that working in the early years includes a high degree of outreach work and contact with families. Many practitioners find themselves working in unfamiliar contexts and dealing with unpredictable issues. The need for keeping practice and practitioners safe is a priority.
WHAT IS SUPERVISION
Practitioners often manage increasingly complex issues in their intensive work with children and families. They can feel anxious, discouraged or overwhelmed, lose confidence and perspective, feel threatened and unable to cope with the demands of their jobs. Even when things are going well, there is a need to step away from the day-to-day demands and review and reflect on practice.
Supervision provides a regular, dedicated time for reflection and discussion. Commonly, supervision is organised over a 12-weekly cycle. The following definition recognises supervision as a core process by which those with leadership and management responsibilities regularly provide support and challenge to ensure and improve the quality of their services.
Critically, supervision should take place in the context of a supportive professional culture built on trust and respect, recognising the influence and impact of establishing good working relationships. In relation to safeguarding, there needs to be recognition of the need to provide a ’safe’ space to ‘hold’ the strong emotions that are sometimes aroused by issues that arise in efforts to protect children. This also applies to everyday, often personal issues presented by staff, impacting on
Their well-being and effectiveness.
Managers need to:
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• Ensure that staff members receive the appropriate amount and regularity of supervision. This may vary according to roles and hours worked.
• Avoid postponing supervision sessions. Where cancellation is unavoidable, it is the responsibility of the supervisor to arrange an alternative time as near as possible to the original time.
• Arrange a suitably private venue free from disturbances.
• Be prepared to challenge and to give and receive constructive feedback.
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Practitioners need to:
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• Value the importance of supervision and contribute to an effective process.
•Prepare for, attend and actively contribute to supervision meetings.
• Act on decisions made in supervision.
• Be open to challenge and to receive and give constructive feedback
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This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
TRANSITIONS
‘We know that happy, well settled children learn better and have higher wellbeing’ (Early Education) At Weydown, we treat every transition with careful consideration, understanding that they should be regarded as a process, not an event (Birth to five matters, 2021). A well-informed transition supports children’s experiences and allows them to be prepared for further transitions later in life. Transitions are an important part of a child’s experience and Weydown will work closely with parents/carers, children and practitioners when considering transitions within the setting. The transitions that may happen whilst a child is at Weydown include: - Transitioning into the setting - Transitions between rooms - Transitioning to school - Transitioning between care providers
TRANSITIONING INTO THE SETTING
When a child enrols at Weydown, Nursery Management will keep close contact with the parents/carers in the run up to their start date. We will email over settling dates planned for, at least two weeks prior to a child starting at the setting. Up to two weeks of settling sessions will be organised. These will begin with an initial ‘welcome visit’, a session that encourages the parent/carers to come into the setting with the child to meet and greet the key person and staff team. During this visit, an ‘All about me’ and ‘permissions’ forms will be completed with the parent whilst the child is encouraged to explore their surroundings. If the child has any special care or dietary requirements, care plans will be completed during this ‘welcome visit’. We aim to gather as much information as we can during this visit to enable us to support the child as best as we can within the setting. After the initial welcome visit, slightly longer sessions will be scheduled to gradually build up the time the child is in the setting. If comfortable, parents will be encouraged to leave their child for these sessions as it is crucial that the child is given the opportunity to settle into their new surroundings with their key person. The key person will contact the parent/carer if they feel the child is struggling during the settling sessions and shorter sessions can be organised to help ease the child into the setting. Weydown can offer additional settling sessions if we feel it is necessary.
THE ROOM TRANSITIONS
Teachers within a child’s current room will begin by working on some key skills with children that are due to transition to the next room. In preparation for a transition, a transition all about me form will be completed by the child’s current key person and will be shared with the new key person and all practitioners within the new room. This report will contain key information on how best to support the child and any special care requirements the child may have. It will also outline their development within the three prime areas.
TRANSITIONS
Parents will also be informed of the transition a few weeks before it takes place, being given the opportunity to meet and greet the new room team members/new key person and ask any questions regarding the new room. We will then share dates and times that their child will be settling within their new room. These will begin with shorter sessions of up to a few hours and will be completed with a teacher within their current room to act as a secure base within their new surroundings. We will gradually build up the time spent settling within the next room. Once we are happy that a child is comfortable within their new surroundings, we will fully transition them into the room. Where we can, we will aim to create ‘transition groups’ so children are able to settle into their new room with familiar peers. It is required that a new ‘All about me form’ will be completed when a child transitions into a different room. This is to ensure all current information about the child is relevant and up to date.
TRANSITIONING TO SCHOOL
Weydown will promote additional awareness of ‘school readiness’. This will include ensuring the child is as independent as they can be within their care needs, encouraging more ‘focused’ play learning opportunities, building confidence with each individual child, and promoting self-dressing skills. We will liaise with local schools to discuss their expectations of children when they join a school setting. This will inform our practice to encourage the best possible opportunity for those children joining reception year.
TRANSITION BETWEEN CARE PROVIDERS
When a child joins the setting, however, is attending another setting, Weydown will aim to make contact with the other setting prior to the child starting to gain some information on this child, including how best to support them and how they are getting on developmentally. By the end of their first month (If consent is gained from the parents/carers), Weydown will share a baseline tracker and ask for any information that may aid the setting in supporting the individual child. We will share any tracking; 2 year checks or reports with the other childcare provider(s) to ensure two-way communication is promoted to best support the child.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
WEATHER
POLICY
The safety of our children, staff and the families who use our setting is of the utmost importance to us. We will therefore endeavour to remain open where possible during bad weather conditions, but this will heavily depend upon several circumstances.
SNOW
Snow can be very exciting for the children, and we like to be able to make these times fun for the children and incorporate learning opportunities. Most of the time travel and the operation of the nursery can remain normal, but we ask that all parents/carers understand the need for safety when faced with bad weather.
PROCEDURES (IN DIFFERENT CIRCUMSTANCES)
1) If we are predicted bad weather/snow we may make the decision to close the nursery the following day. In this situation, an email will be sent to all parents/carers registered on our data-base to notify every one of the closure of the nursery.
2) If the nursery remains open during bad weather conditions, we will aim to operate as normal for as long as possible. This will however depend upon; how many staff members are able to safely travel to work, the nursery building inside, and outside is accessible and safe, and the temperature is suitable for the children when inside. We cannot and will not remain open unless the minimum correct adult:child ratio can be met (as per the Statutory Framework set out by Ofsted, point 3.31).Therefore, if the nursery opens and only a certain number of staff members can work on this day, unfortunately the children that we are able to accept on that day will be based on a first come first serve basis. We will aim to contact other staff members from our wider team and our Bank Staff members, but we are not able to go over the required ratio number. If this situation happens, we will call families who are due in this day and explain the situation.
3) If the nursery is open as normal and we have bad weather during the day, the Nursery Manager and Owner will have the final judgement on whether the nursery remains open for the day and for how long this might be. In their absence, the Deputy Manager/named responsible person will have the final judgement. We will seek advice and follow in due course with the Local Schools and closures in the area. The safety of everyone accessing the nursery is the most important thing, and if we feel parents/carers need to start collecting their children to get home safely, phone calls will be made to all parents to inform them of our decision.
4) Staff members will be sent home in order of distance or personal circumstances, but only as and when ratios are correct within the nursery. *Please note if we are unable to get the temperature of the classroom at or above 15 degrees, we may make the decision to close the nursery to ensure safety of all of the children, families and staff.
HEATWAVE
PROCEDURE
If we are experiencing a heatwave which causes our classroom to go above 25 degrees, we will take the following action: • We will operate our air conditioning units and have it set to cool. • We will try and keep the children cool by providing water play, cold flannels and cold lunch/tea.
• We will keep lights off and doors/windows open.
• Staff will be allowed to wear shorts. • Children will not be exposed to direct sunlight between the hours of 11am-3pm.
• The children will not go outside if the UV rating is 5+. If the above is done and the classroom temperature reaches over 30 degrees, we may make the decision for the nursery to close. It is vital that we keep all children and team members safe and avoid any sickness or over-heating.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
WHISTLE BLOWING
Whistle blowing is raising a concern about malpractice within an organisation. Making a disclosure in the public interest (whistle blowing) is essential for keeping children safe in the setting and to ensure good quality practice across the setting. We are committed to safeguarding the children in our care and supporting the staff to feel confident to raise any concerns they may have about the setting or practice at the setting.
PROCEDURE
Weydown Pre-School and Day Nursery is committed to delivering a high-quality service, promoting accountability and maintaining public confidence. This policy provides individuals in the workplace with protection from victimisation or punishment when they raise a genuine concern about misconduct or malpractice in the setting. The policy is underpinned by the Public Interest Disclosure Act 1998, which encourages people to raise concerns about misconduct or malpractice in the workplace in order to promote good governance and accountability in the public interest. The act covers behaviour which amounts to;
• A criminal offence
• Failure to comply with any legal obligation
• A miscarriage of justice
• Danger to health and safety of an individual and/or environment
• Bullying, humiliation, discrimination, poor practice, unsafe practice, abuse or neglect
• Deliberate concealment of information about any of the above
If any issue is raised which suggests a child may be at risk of significant harm this will be managed through our Safeguarding & Child Protection, Safer Recruitment, Staff Training and Development and Disciplinary Policies. It is not intended that this policy be a substitute for, or an alternative to the settings formal complaints procedure. It is designed to nurture a culture of openness and transparency within the setting, which makes it safe and acceptable for employees and volunteers to raise, in good faith, a concern they may have about malpractice and misconduct. An employee or volunteer who, acting in good faith, wishes to raise such a concern should normally report the matter to their supervisor or manager. This conversation will be recorded, read and signed by both parties. The matter will then be investigated. This may include the involvement of outside agencies such as the LADO. You will be kept informed of time scales & the outcome of any investigation. Concerns should be investigated and resolved as quickly as possible. If an employee or volunteer feels that the matter cannot be discussed with the manager, then Ofsted should be contacted:
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Email - whistleblowing@ofsted.gov.uk
Phone - 0300 123 1231
Other Important Contacts:
Single Point of Access (SPA)
- 0300 470 9100 (Monday-Friday, 9am-5pm)
01483 517898 (Out of Hours) / csmash@surreycc.gov.uk Local Authority designated Officer (LADO) – 0300 123 1650 (option 3) / LADO@surreycc.gov.uk A disclosure in good faith to the manager will be protected. Confidentiality will be maintained wherever possible and the employee or volunteer will not suffer any personal detriment as a result of raising any genuine concern about misconduct or malpractice within the setting. Any fabricated or malicious allegations will be dealt with through our disciplinary procedure.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
WELCOMING CHILDREN EACH DAY
POLICY
At Weydown we are only able to open the setting each day if we are in ratio, being in ratio allows us to care for the children safely.
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Our ratios are:
0-2 year olds: 1 adult to every 3 Babies
2 year olds: 1 adult to every 5 child
3-5 year olds: 1 adult to every 8 children
We plan our rotas in advance and organise them against the number of children attending each day to ensure we are always in ratio. Occasionally due to unforeseen circumstances, such as staff illness or perhaps a broken-down car for a member of staff, the session would be out of ratio. If this was to occur, we would not be able to allow access to any child that would put us out of ratio. We would ask the child and their carer to wait outside of the setting for another staff member to arrive. We are unable to give a time frame on this, but we will contact all other staff not due in that time to start their shift sooner.
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​This policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..
CHRISTMAS HOLIDAY DATES
​​We are closed from 1:30pm on 24th December and re-open on 2nd JanuaryThis policy was reviewed on: …………………………………………………………………….
Signed by: …………………………………………………………………………………………………
Print: ………………………………………………………………………………………………………..