Casual Staff App - Regents Park Christian Schoolrpcs.nsw.edu.au/documents/staff-application-form...Regents Park Christian School Employment Collection Notice 1. In applying for this

CASUAL TEACHING STAFF APPLICATION FORM Date _______________________________ PERSONAL INFORMATION Title: _________ First Names: _________________________ Surname: ____________________ Address: ___________________________________________________________________________________

Postcode: _________________________ Email address: ____________________________________

Phone: __________________________________________ Mobile: ______________________ Date of Birth ........./......./.......... Nationality __________________________ AVAILABLE ON THE FOLLOWING DAYS: M T W TH F STAGE / KLA _____________________________ Have you had any recent illness? If yes, please explain _______________________________________________

______________________________________________________________________________________________

Do you have any limitations that may affect your efficiency? If yes, give details: ___________________________

______________________________________________________________________________________________

Have you ever been arrested or convicted of a criminal act? If yes, give brief details: ______________________

______________________________________________________________________________________________

WORKING WITH CHILDREN REQUIREMENTS Working with Children Check (WWC) Number (or application number): _________________________________

NESA

NESA (BoSTES) number: ___________________________ Date confirmed: ___________________________

� Conditional accreditation

� Provisional accreditation

� Existing scheme

� Professionally proficient

If you have New Scheme Teacher Accreditation number, please supply a photocopy of the documentation

RPCS Casual Teaching Staff Application Form Page 2

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CHRISTIAN BACKGROUND

How long have you known Christ as Lord and Saviour? _______________________________________________

What is your denominational preference? _______________________________________________________

Are you an active member of a local church? _______________________________________________________

Which church? ______________________________

Minister’s Name: ______________________________ Phone: ________________________________

Minister’s Address: ______________________________ P/code: ________________________________

In what capacities do you serve in your church? __________________________________________________

______________________________________________________________________________________________

SUMMARY OF QUALIFICATIONS Training (brief details): _______________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

Name of Degree/Diploma/Teaching Certificate Awarded: _____________________________________________

______________________________________________________________________________________________

When was this awarded? ____________________ In which state was this awarded? _________________

Years of training: _________ Years of teaching experience: _________ Last year of teaching: ______

Subjects qualified to teach (include grades and levels): _______________________________________________

______________________________________________________________________________________________

Present employment (if applicable): _______________________________________________________________

Why do you believe God is calling you to make this application? ________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________


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REFERENCES List below people who can testify as to your character and working ability (include a minister and an employer). Character References

NAME ADDRESS PHONE

Professional References

NAME ADDRESS PHONE

Please attach you Minister’s reference. CHRISTIAN EXPERIENCE AND BELIEFS Give a brief account of your Christian experience and conversion: _____________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

Give your own definition of a Christian: __________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________


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What are your views on the authority and historical accuracy of the Bible? ________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

What do you think about the theory of evolution and its relationship to what the Bible teaches?

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

Why would you wish to teach in a Christian school?

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

What is the purpose of a Christian school?

______________________________________________________________________________________________

______________________________________________________________________________________________

______________________________________________________________________________________________

TRAINING Please attach a copy of your current resume, ensuring the following details are included: 1. Secondary Schooling:

a. Name of School b. Year completed c. Results obtained

2. Tertiary Training

a. Degree, Diploma etc b. Name of Institution c. Year conferred

3. Names of any extra courses (bible college courses, computer courses, first aid etc.) you have completed. _____________________________________________________________________________________________ 4. Hobbies, sports and other interests

____________________________________________________________________________________________


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EXPERIENCE Give details of all your major employment for the last five years. Include teaching, practice teaching (indicate practice teaching blocks with ‘PT’) and any other type of employment

YEAR SCHOOL OR EMPLOYER SUBJECTS TAUGHT/POSITION HELD GRADE & LEVEL

AVAILABILITY I am available for teaching on the following days: q MONDAY q TUESDAY q WEDNESDAY q THURSDAY q FRIDAY

Please read and sign the Confession of Faith, the Vision Statement and Mission Goals of Christian Community School which are attached and then sign the application form below

APPLICATION

Having read the Confession of Faith, the Vision Statement and the Mission Goals of Regents Park Christian School, as attached, I am in agreement with these except as noted, and I hereby make application for a casual teaching position

at Regents Park Christian School

Signed: ______________________________________ Date: _____________________

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Regents Park Christian School

MISSION GOALS & VISION STATEMENT Our vision is to foster a Christ-centred learning community where all students receive an education which enables them to know

the Lord Jesus Christ, grow in Him and serve Him to their full potential

DEFINITIONS Centrality of Christ: Our school recognises the source of all hope to be in the Lord Jesus Christ. Biblical principles are the foundation of our curriculum, faith and practice Learning Community: Our staff will be growing Christians and Godly role models who strive to be excellent practitioners Our school community will be characterised by quality relationships that reflect Christ’s loving servant leadership Our school will serve the Christian community by working in partnership with parents and church to provide an environment conducive to learning Education: Our students will receive an education based on Biblical values Our school will provide an education which affirms that all truth is God’s truth and as such will reflect in each subject the existence and purposes of the Creator-Redeemer God Our school will provide an education which will meet and exceed Government standards Our school will provide a safe, quality learning environment Our school will enable students to better access life beyond school and continue learning throughout life by the development of critical thought and the enjoyment of learning Growth: Our students will be given the opportunity to know and grow in the Lord Jesus Christ and to develop in all areas of their lives Service: Our students will be encouraged to use and develop their gifts and abilities to serve God, their church, community and others to their full potential Our students will be equipped to be Godly citizens in the wider community.

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Regents Park Christian School CONFESSION OF FAITH

We believe in the divine inspiration, the infallibility and supreme authority of the Old and New Testaments in their entirety and that the Holy Spirit so moved the writers that what they wrote are authoritative statements of truth for all matters of faith and conduct. We believe there is one God in whom there are three equal Divine Persons, revealed as the Father, the Son and the Holy Spirit, and who of His own sovereign will created the heavens, the earth and all that is contained within the Universe. We believe the Lord Jesus Christ is the eternally existing, only begotten Son of the Father, conceived by the Holy Spirit and born of the Virgin Mary. As God He became flesh and dwelt among us: as man he was God. We believe all men are in a fallen, sinful and lost condition through the rebellion of Adam and Eve, who were created without sin, and in this state of depravity are helpless to save themselves and are under the condemnation of God to eternal punishment in Hell. We believe that salvation from the penalty and consequences of sin is found only through the substitutionary, atoning death and resurrection of the Lord Jesus Christ. We believe it is the Holy Spirit alone who convicts men of sin, leads them to repentance, creates faith within them and regenerates and fills those who believe on the Lord Jesus Christ as Lord. It is the indwelling Spirit who bestows the Gifts of the Spirit and manifests the Fruit of the Spirit in the believer. We believe Christ died for our sins, was buried and the third day rose from the dead: that He appeared to men who touched Him and knew His bodily presence and that He ascended to His Father. We believe the Lord Jesus Christ will return in person with His saints and that the full consummation of the Kingdom of God awaits His return. We believe those who have been regenerated by the Holy Spirit will receive a resurrection body at the return of Jesus Christ and be forever with the Lord, while those who have not believed will be resurrected to stand at the Judgment Seat of God to receive His judgment and eternal condemnation to Hell. We believe in the actual existence of Satan who is the father of all evil and opposed to God although ultimately subject to the purposes of God and destined to be confined forever to Hell. We believe the Church is the Body of Christ composed of all believers in the Lord Jesus Christ, which finds its visible manifestation in the local community of believers and ministers through the co-operative exercise of God-given gifts by the entire membership. Each local community of believers is competent under Christ as Head of the Church to order its life without interference from any authority whether civil or ecclesiastical. Are you in full agreement with the Confession of Faith and the Vision Statement and Mission Statement? _________ If not, indicate areas of disagreement with:

Ø The Confession of Faith ______________________________________________________________________

Ø The Vision Statement _________________________________________________________________________

Ø The Mission Statement ________________________________________________________________________

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Employment Collection Notice

1. In applying for this position you will be providing Regents Park Christian School (the School) with personal

information. We can be contacted at 59 Regent Street Regents Park 2143, [email protected], or on 02 9644 5144.

2. If you provide us with personal information, for example, your name and address or information contained on your resume, we will collect the information in order to assess your application for employment. We may keep this information on file if your application is unsuccessful in case another position becomes available.

3. The School's Privacy Policy contains details of how you may complain about a breach of the Australian Privacy Principles (APPs) or how you may seek access to personal information collected about you. However, there may be occasions when access is denied. Such occasions would include where access would have an unreasonable impact on the privacy of others.

4. We will not disclose this information to a third party without your consent although we will conduct reference checks in relation to your application for employment.

5. We are required to conduct a criminal record check and collect information regarding whether you are or have been the subject of an Apprehended Violence Order and certain criminal offences under Child Protection laws. We may also collect personal information about you in accordance with these laws.

6. The School may store personal information in the 'cloud', which may mean that it resides on servers which are situated outside Australia.

7. If you provide us with the personal information of others, we encourage you to inform them that you are disclosing that information to the School and why, that they can access that information if they wish and that the School does not usually disclose the information to third parties.

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Regents Park Christian School Please ensure copies of the original documents are supplied with your application.

CHECKLIST

• NSWIT / BoSTES Accreditation status ……………………………..

• Minister’s Reference ……………………………..

• Working With Children Check number ……………………………..

• University transcripts ……………………………..

• Certificate of Degree / Diploma ……………………………..

• First Aid / Anaphylaxis ……………………………..

• 2 most recent Practicum Reports (if new teaching graduate) ……………………………..

• Signed Child Protection Code of Conduct form ……………………………..

• Signed Workplace Surveillance form ……………………………..

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REGENTS PARK CHRISTIAN SCHOOL

WORKPLACE SURVEILLANCE POLICY

VISION & MISSION GOALS Our Vision is to foster a Christ-centred learning environment where all students receive an education which enables them to know the Lord Jesus Christ, grow in Him and serve Him to their full potential

DEFINITIONS

Centrality of Christ: Our school recognises the source of all hope to be in the Lord Jesus Christ. Biblical principles are the foundation of our curriculum, faith and practice

Learning Community: Our staff will be growing Christians and Godly role models who strive to be excellent practitioners. Our school community will be characterised by quality relationships that reflect Christ’s loving servant leadership Our school will serve the Christian community by working in partnership with parents and church to provide an environment conducive to learning Our school will continue to contribute to the growth of Christian Schools amongst church communities

Education: Our students will receive an education based on biblical values Our school will provide an education which affirms that all truth is God’s truth and as such will reflect in each subject the existence and purposes of the Creator-Redeemer God Our school will provide an education which will meet or exceed Government standards. Our school will provide a safe, quality learning environment. Our school will enable students to be better prepared for life. Our school will promote the development of critical thought and the continual enjoyment of learning

Growth: Our students will be given the opportunity to know and grow in the Lord Jesus Christ and to develop in all areas of their lives

Service: Our students will be encouraged to develop and use their gifts and abilities to serve God, family, Church, school, local and wider community to their full potential. Our students will be equipped to be Godly citizens in the wider community.

RPCS – Workplace Surveillance Policy

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PURPOSE The purpose of this document is to set out the procedures of Regents Park Christian School (the School) in relation to workplace surveillance. In particular, the documents sets out: 1. What is meant by various terms in relation to workplace surveillance 2. The notice that must be given to staff in relation to surveillance 3. How surveillance operates within the school 4. How records relating to surveillance will be used WHO MUST COMPLY WITH THIS DOCUMENT? The school has established the processes and policies set out in this document to assist in operating along Biblical standards and to comply with relevant statutory obligations. The school’s principal is responsible for ensuring: 1. Compliance with the processes and policies set out in this document 2. All relevant people are aware of the processes and policies which apply from time to time under this document IMPORTANT RELATED DOCUMENTS 1. Computer Acceptable use Policy 2. Secondary Computer Policy 3. Privacy Policy 4. Bullying and Harassment Policy 5. Video Surveillance Policy WORKPLACE SURVEILLANCE The school undertakes workplace surveillance in order to assist in fulfilling its vision and mission. The workplace surveillance mechanisms are established to provide protection for students, staff and the wider school community from a range of possible threats including inappropriate materials, electronic harassment or physical harm. Surveillance may also be used to protect the property of the school both physical and intangible. WORKPLACE SURVEILLANCE POLICY Definitions The following terms have the following meanings in this policy: - Act: the Workplace Surveillance Act 2005 - Camera/video surveillance: is surveillance by means of a camera that monitors or records visual images of activities

on premises or in any other place - Computer surveillance: is surveillance by means of software or other equipment that monitors or records the

information input or output, or other use, of a computer (including, but not limited to, the sending and receipt of emails and the accessing of Internet websites)

- Electronic messages: is a generic term encompassing all forms of electronically mediated communication. This includes electronic mail for text messages, voice mail and electronic data interchange (EDI). It involves the electronic transmission of information as discrete electronic messages over a computer-based data communication network, or voice messages over a telephone network

- Tracking surveillance: is surveillance by means of an electronic device the primary purpose of which is to monitor or record geographical location or movement (such as a Global Positioning System tracking device)

Notice of Surveillance


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The school will provide at least 14 days’ notice in writing (including via email) prior to the commencement of any surveillance. New employees will be provided with notice prior to commencement of work at the school. The standard for of notice adopted by the school is shown in Appendix 1. Camera/Video Surveillance The school will ensure that in relation to the use of camera/video surveillance that: 1. Cameras used for the surveillance (or camera casings or other equipment that would generally indicate the

presence of a camera) are clearly visible in the place where the surveillance is taking place 2. Signs notifying people that they may be under surveillance in that place are clearly visible at each entrance to that

place Staff should refer to the school Video Surveillance Policy for full details of the video surveillance carried out by the school. Computer Surveillance The school carries out computer surveillance in accordance with the Regents Park Christian School Computer Acceptable Use Policy and Secondary Computer Policy. These policies are available to staff on the school intranet, are provided to staff on commencement and are regularly updated. Training in the policy and its requirements is undertaken regularly and staff are required to confirm that they understand the policy and their obligations under that policy. Staff should refer to the school Computer Acceptable use Policy and Secondary Computer Policy for full details of the computer surveillance carried out by the school. In general terms, this may include: 1. Maintenance of a history of Internet usage 2. Blocking and/or monitoring of access to Internet or sites within the Internet 3. The ability to monitor and/or block some or all electronic messages transmitted using school facilities 4. Monitoring school workstations for inappropriate usage/access This surveillance may also encompass usage by staff, students and parents of school facilities accessed from outside the workplace. The school will not block delivery of an email or access to a website merely because the email was sent by or on behalf of an industrial organisation of employees or an officer of such an organisation or the website or email contains information relating to industrial matters. It will, however, block for spam. Prevented Delivery Notice Where as a result of computer surveillance the school prevents the delivery of an email, the staff member or student will be given a notice (a prevented delivery notice) as soon as practicable by the school, by email or otherwise, that delivery of the email has been prevented. A prevented delivery notice is not required when: 1. The email was prevented in the belief that, or by the operation of a program intended to prevent the delivery of an

email, on the basis that: a. The email was a commercial electronic message within the meaning of the Spam Act 2003 of the

Commonwealth, or b. The content of the email or any attachment to the email would or might have resulted in an unauthorised

interference with, damage to or operation of a computer or computer network operated by the school or of any program run by computer or computer network, or

c. The email or any attachment to the email would be regarded by reasonable persons as being, in all the circumstances, menacing, harassing or offensive

2. The school is not aware (and could not reasonably be expected to be aware) of the identity of the employee who sent the email or that the email was sent by an employee

Prohibited Surveillance


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The school will not carry out, or cause to be carried out, any surveillance of any employee, student, or visitor of the school in any change room, toilet facility or shower or other bathing facility at the school. In addition, the school will also not carry out ‘covert surveillance’ as defined in the Act without authorisation by a covert surveillance authority. SURVEILLANCE RECORDS The school will ensure that any surveillance record made as a result of that surveillance is not used or disclosed unless that use or disclosure is: 1. Use or disclosure for a legitimate purpose related to the employment of employees of the school or the legitimate

business activities of functions of the school, or 2. Disclosure to a member or officer of a law enforcement agency for use in connection with the detection,

investigation or prosecution of an offence, or 3. Use or disclosure for a purpose that is directly or indirectly related to the taking of civil or criminal proceedings, or 4. Use of disclosure that is reasonably believed to be necessary to avert an imminent threat or serious violence to

persons of substantial damage to property VISIBILITY OF PROCEDURES Publicity of Procedures The school believes that the existence of its Workplace Surveillance Policy must be publicised in such a way that members of staff are reasonably aware of its contents and obligations. Staff Training The school ensures that its procedures are familiar to all staff in the following manner: 1. All new staff are trained in the existence of the policy and the procedures, and compliance with the policy is a factor

considered in the performance development review of all staff. 2. The procedures and any update are distributed to staff members 3. Periodic on-going training in the policy and procedures are undertaken by the school Updating of this document From time to time, this document may be revised to: 1. Improve existing procedures 2. Reflect changes in any applicable legislation The school’s Principal is responsible for ensuring that: 1. This document, and any related documents, are updated when necessary to reflect changes in the law or when

otherwise appropriate 2. The current updated version of this document is given to all relevant people 3. The current version of this document is available to staff on the Intranet


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APPENDIX 1

Form of Surveillance Notice The School has provided you with this Surveillance Notice dated [insert date] in relation to the surveillance carried out by the School in accordance with the Workplace Surveillance Act 2005. 1. The kind of surveillance to be carried out: The School carries out computer surveillance [ and as applicable camera surveillance and tracking surveillance]. 2. How the surveillance will be carried out: The School carries out surveillance in accordance with the School’s Workplace Surveillance Policy. You will have separately received a copy of this policy. 3. When the surveillance will start The School commenced surveillance on the dates shown below:

Type of Surveillance Date of Commencement Computer surveillance Pre 2005 Camera surveillance Pre 2005 Tracking surveillance Nil

4. Whether the surveillance will be continuous or intermittent

Type of Surveillance Continuous or intermittent Computer surveillance Continuous Camera surveillance Continuous

5. Whether the surveillance will be for a specified limited period or ongoing

Type of Surveillance Specified period or ongoing Computer surveillance Ongoing Camera surveillance Ongoing

I acknowledge receipt of the Surveillance Notice dated [insert date] from Christian Community School Limited. I understand the nature and scope of the surveillance undertaken by the School. Signed: __________________________________ Date ___/___/_____ Please sign the duplicate copy and return to the School Office.


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Licence Agreement Original document © 2005 Christian Schools Australia Limited A.C.N. 092 580 124 This publication is protected by Australian and international copyright law. Any member school (or school subscribing to the Christian Schools Staff Relations Service) may use this document in accordance with the CSA Shared Resources Licence, a full copy of which can be obtained from the National Office. In brief this licence allows a school to freely copy, modify and adapt this publication solely for its own use provided that: it • provides CSA with a copy of any modifications or adaptations; • licences CSA to incorporate those changes in any revision that CSA may publish; • licences CSA to distribute the revised document to any other member school; • undertakes not to make this publication or any modifications available to any non-member school. All other rights are reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior written permission of Christian Schools Australia Limited. Without limiting the generality of the above the use of this information for commercial purposes is expressly prohibited. The moral rights of the author/s listed below are acknowledged. Prepared by: Mark Spencer CA, B.Bus., M.Lab.Rel. & Law, JP Director of Administration Support NSW & ACT Christian Schools Australia Limited E-mail: [email protected]

IMPORTANT NOTE: This publication is in the nature of general advice only. While care has been taken in its preparation it should not be considered in isolation or as a substitute for any relevant legislation. No person should rely upon the contents of this paper without first obtaining advice from Christian Schools Australia Limited and/or your legal advisers.


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CHILD PROTECTION POLICY

for employees and volunteers of RPCS 1. INTRODUCTION AND PURPOSE This Child Protection Policy has been developed in line with the School’s Child Protection Code of Conduct. This Child Protection Policy and the Code of Conduct have been developed from the Christian Schools Australia guidelines 2015. Before commencement of employment or engagement with the School, or as soon as practicable thereafter, all School Community Members shall ensure that they read, understand and sign the School’s Child Protection Code of Conduct. All staff are required to attend an annual briefing session on this Policy and the Code of Conduct. All staff must annually sign the "Acknowledgement By School Community Member" which verifies that they have received, read and are obliged to comply with this Policy and the Code of Conduct, This Policy is intended to:

(a) Guide staff, volunteers and students on how to behave with Students in the School.

(b) Clarify the parameters of appropriate and inappropriate conduct for staff and volunteers of the School in order to create a safe and supportive environment for Students in accordance with the School’s mission and values and the Christian commitment we embrace.

(c) Model a contemporary workplace at the School that is faith-filled, collaborative, consultative, and lawfully compliant in relation to contemporary child protection practice.

The Policy is underpinned by relevant legislation and industrial instruments (see Section 4 ‘Legislation’ below). In the event of any conflict between this Policy and the legislation, the provisions of legislation take precedence. 2. SCOPE This Policy applies to all persons engaged to work in, or to provide services to, the School and its Students. 3. RELATED CODES AND POLICIES The policies and codes which are to be read in conjunction with this Policy are:

(a) Child Protection Code of Conduct

(b) Vision and Mission Statement

(c) Staffing Policy

(d) Grievance and Conflict Management Policy

(e) Risk Management Policy and Procedures

(f) Excursions Policy

(g) Student Discipline Policy and Procedure

RPCS – Child Protection Policy

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(h) Student Wellbeing Policy

(i) Secondary Wellbeing Communication Policy

(j) Sexual Harassment Policy

(k) Bullying and Harassment Policy

(l) Computer Acceptable Use Policy

4. LEGISLATION Child protection legislation has been enacted by every state and territory of Australia. This legislation sets out legal and regulatory requirements around the interaction with Students, the care of Students, and the reporting of conduct of concern. The principal legislation is set out in the Schedule. 5. DEFINITIONS In this Policy:

(a) Student or Students refers to:

(i) a Child or Children which in this Code means persons under the age of 16 years,

(ii) a Young Person or Persons which in this Code means persons between the ages of 16 and 18, and

(iii) any Student of the School over the age of 18 years.

(b) Child Protection Contact Person means the person who has been nominated to manage child protection issues within the School as detailed in Section 15 Child Protection Contact Person below.

(c) Grooming behaviour refers to the manipulative cultivation of relationships by an adult in order to develop or maintain a sexual relationship with a child (or children) or young person (or persons). Typically the cultivation of relationships will be extended to gain the confidence of the child or young person who is the intended target of the behaviour, his or her family, and others around them including teachers and persons in support relationships such as church workers and volunteers, sports coaches and fellow students.

Grooming involves a pattern of conduct that is consistent with the aim of developing a sexual relationship and for which there is no other reasonable explanation, and typically involves any or all of the following elements:

§ Persuading a child or young person and those around them that a special relationship exists with the offending adult;

§ Testing boundaries including codes of conduct and professional standards applying to the adult, and socially accepted norms of behaviour applying in the circumstances;

§ Inappropriately extending the relationship outside the work environment or framework of authorised contact;

§ Inappropriate personal communication with the child or young person involved.

(d) Parent or Parents refers to a Student’s biological parents, adoptive parents, legal guardians and/or caregivers.

(e) Reportable Conduct refers to conduct as described in Section 25A of the Ombudsman Act 1974 (NSW).

(f) School Community Member or Members refers to:

(i) All paid employees whether employed on a permanent, temporary or casual basis, and

(ii) All persons who have been engaged to work within the School or who have face to face contact with Students of the School in any place and on any basis, including persons holding a church ministry licence or church-appointed position, consultants, students on tertiary practicum placements, or adult volunteers working with students in any capacity.


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6. MISSION AND VALUES IN RELATION TO CHILDREN Regents Park Christian School seeks to create a caring environment where Christian values inspire and affirm the highest standards of ethical conduct in relation to the care, support, and welfare of the Students entrusted to it. 7. DUTY OF CARE All School Community Members have a duty to take reasonable care for the safety and welfare of Students in their care. That duty is to consider and take all reasonable action to protect Students from known hazards or risk of harm that can be reasonably predicted. The standard of care that is required of a School Community Member must take into consideration various factors, such as a Student’s maturity and ability. This duty of care owed to Students by all School Community Members applies during all activities and functions conducted or arranged by the School where a Student is in the care of a School Community Member. The risk associated with any activity needs to be assessed and managed by School Community Members before the activity is undertaken. A single serious failure to exercise appropriate duty of care, or persistent repeated failures, may constitute neglect or negligence according to the law if actual harm is caused, or if there is the potential to cause significant harm to a Student. All School Community Members also have a duty to not neglect the welfare of Students. Neglect includes either an action or inaction by a person who has care responsibilities towards a Student which may include:

(a) Supervisory neglect (failure to adequately supervise a Student),

(b) Carer neglect (grossly inadequate care of a Student),

(c) Failure to protect from abuse (unreasonable failure to respond to information that may result in harm to a Student), and/or

(d) Reckless acts or failure to act (including a gross breach of professional standards that may result in harm to a Student).

In relation to this duty of care all School Community Members must participate in training opportunities as proposed to them by the School in order to maintain and update their understanding of child protection law and practice and the School’s policies and procedures in relation to the care of students.

8. CHILD PROTECTION (WORKING WITH CHILDREN ACT) 2012 The Office of the Children's Guardian is responsible for employment screening for child related employment.

A Working With Children Check is a prerequisite for anyone in child-related work in NSW. The new Check covers more people, is more comprehensive and provides better protection for children than the previous model. It is also more consistent with other state and territory Checks.

A Working With Children Check includes a national police check and review of findings of misconduct involving children. The result is either a clearance or a bar. f the outcome is a clearance, the Check is valid for five years and may be used for any child-related work (paid or voluntary) in NSW. Cleared applicants will be subject to ongoing monitoring and relevant new records could lead to a bar and the clearance being revoked.

Before engaging a new, paid, child-related worker, an employer must ensure the worker has a clearance to work with children, or a completed Check application in progress. Existing workers and volunteers should be verified online as they are phased in to the new Check.

The only way to accurately determine a person’s clearance status is by verifying their Working With Children Check online; paper evidence of a clearance should not be accepted.

The Business Manager will require from each new employee or volunteer their WWCC number, along with their surname and date of birth for online verification. RPCS will not accept paper or email evidence as proof of clearance.

All employees and volunteers will sign the RPCS Child Protection Code of Conduct. Copies of employee and volunteer documents are kept by the Business Manager.

Volunteers will work under the direction of school staff and sign in and out at the office.


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Employer Responsibilities:

• Report to the Office of the Children's Guardian any findings of misconduct involving children. According to the Act, an employee is the subject of such a finding if the person engaged in the following conduct:

o sexual misconduct committed against, with or in the presence of a child, including grooming of a child, or

o any serious physical assault of a child.

• Advise any person subject of a misconduct finding that the Office of the Children's Guardian has been notified of a finding of misconduct involving children.

• Register online with the new Working With Children Check

• Verify every new paid employee online before hiring them. If the outcome of online verification is ‘cleared’ or ‘application in progress’ the worker may begin working with children immediately. Cleared applicants may use their Working With Children Check for any child-related work in NSW for five years. They are also subject to ongoing monitoring for relevant new records which may lead to the clearance being revoked before it is expired (i.e. barred from working with children).

• Barred applicants must not engage in any child-related work (paid or unpaid). It is an offence for them to do so and penalties apply. It is also an offence to hire a barred worker for child-related work, paid or unpaid.

• Verify current paid workers and all volunteers (new and current) online as they are phased in to the new Check. (Secondary Schools April 1 2016 – March 31 2017; Remaining Education services April 1 2017 – March 31 2018)

• Ensure their own Working With Children Check is verified online by an appropriate person in the organisation (employers cannot self-verify)

• Remove any barred or unauthorised person from child-related work. A worker for child-related work (paid or unpaid) cannot be employed if the outcome of their online verification is:

o barred

o interim barred

o not found If the school receives advice that a current employee or volunteer has become barred (or has an interim bar) that person must be immediately removed from child-related work. It doesn’t matter whether they are paid or unpaid; supervised or unsupervised. The school's only options are:

o dismiss the worker

o suspend them from child-related work pending the outcome of an appeal

o transfer them to a non child-related role within the business (although there is no legal obligation to find an alternative position for a barred worker).

Exemptions

There are specified exemptions from the Working With Children Check under Part 4, Clause 20 of the Child Protection (Working With Children) Regulation 2013. People covered by these exemptions are not required to have a Working With Children Check:

• Administrative, clerical or maintenance work, or other ancillary work, that does not ordinarily involve contact with children for extended periods.

• Work for a period of no more than five days in a calendar year, if the work involves minimal direct contact with children or is supervised when children are present.

• Informal domestic arrangements not carried out on a professional or commercial basis.

• Work with close relatives of the worker (not including work as a foster carer or other authorised carer of children in statutory and supported out-of-home care).

• Volunteering by a parent or close relative:


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o of a child in activities for the child’s school, early education service or other educational institution; except where the work is part of a formal mentoring program or involves intimate personal care of children with a disability

o with a team, program or other activity in which the child usually participates or is a team member; except where the work is part of a formal mentoring program or involves personal care of children with a disability.

• A visiting speaker, adjudicator, performer, assessor or other similar visitor at a school or other place where child-related work is carried out if the work of the person at that place is for a one off occasion and is carried out in the presence of one or more other adults.

• Work by an interstate visitor:

o in a one-off event such as a jamboree, sporting or religious event or tour, if the event is the only child-related work carried out by the worker in NSW in that calendar year and the period of work does not exceed 30 days

o who holds an interstate working with children check, or is exempt from the requirement to have such a check in his or her home jurisdiction, whose child related work in NSW is for no more than 30 days in any calendar year.

• NSW Police or Australian Federal Police officers in their capacity as police officers.

• People under the age of 18. 9. CHILD-FOCUSED RISK MANAGEMENT All School Community Members will ensure that they use child-focused risk management practices in all their activities in accordance with the School’s Policies and Procedures. In this regard all School Community Members must ensure that they comply with all legislative and policy obligations to maintain and update their child protection screening. The Director of Student Wellbeing is experienced in Child Protection issues and under normal circumstances manages Mandatory Reporting in close consultation with the Principal. The Principal and Assistant Principal are both trained in Child Protection Investigation. The Head of Primary is expected to be similarly trained in the next 12 months. The School has an arrangement with ESPC Services should advice or an external investigator be required for a reportable conduct or higher level child protection investigation. 10. REPORTING Please refer to the flowchart Child Protection Notification Flowchart attached to this Policy. Child protection laws require all School Community Members who are engaged in child-related work or who are otherwise not exempt to have completed a Working With Children Check (see Useful Resources below) and report certain matters of concern in relation to Students, including:

(a) Informing the School if they are charged with or convicted of an offence relevant to working in child-related employment, or if they have had any reportable allegation made against them,

(b) Reporting to the School any allegations or convictions of Reportable Conduct involving any School Community Member,

(c) Reporting to the School any information or concerns about inappropriate behaviour by any School Community Member that involves a Student,

(d) Fulfilling their legal obligation as a Mandatory Reporter to report risk of significant harm, or to report possible criminal activity, in accordance with local procedures (see Mandatory Reporter Guide), and

(e) Maintaining confidentiality of all parties concerned.


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In any matter where a School Community Member is in doubt as to the requirements of confidentially, they should seek the advice of the Child Protection Contact Person without discussing the matter with others. In any case where the serious concern involves actions or alleged neglect by the Child Protection Contact Person a School Community Member must take the matter of concern directly to a person in a higher position. A School Community Member must not take detrimental action against the complainant or person who reported the information. This includes any action that could reasonably be perceived to be detrimental action in reprisal. To do so may be regarded as serious misconduct and may result in disciplinary action. 11. THE CHILDREN AND YOUNG PERSONS (CARE & PROTECTION) ACT 1998 This Act provides for mandatory reporting of children at risk of significant harm. A Mandatory Reporter is defined in the Act as:

(a) a person who, in the course of his or her professional work or other paid employment delivers health care, welfare, education, children’s services, residential services, or law enforcement, wholly or partly, to children, and (b) a person who holds a management position in an organisation the duties of which include direct responsibility for, or direct supervision of, the provision of health care, welfare, education, children’s services, residential services, or law enforcement, wholly or partly, to children.

All teachers are mandatory reporters. Other staff members may be mandatory reporters. Any staff member who is unsure whether they are a mandatory reporter should consult the Principal. According to the Act, if a mandatory reporter has reasonable grounds to suspect that a child is at risk of significant harm, and those grounds arise during the course of or from the person’s work, it is the duty of the person to report, as soon as practicable, to Community Services the name, or a description, of the child and the grounds for suspecting that the child is at risk of significant harm. Significant Harm: What is meant by "significant" is that which is sufficiently serious to warrant a response by a statutory authority, irrespective of a family's consent. What is significant is not minor or trivial, and may reasonably be expected to produce a substantial and demonstrably adverse impact on the child's or young person's safety, welfare, or wellbeing. Where a School Community Member believes that a student is at risk of significant harm, this should be reported immediately to the Director of Student Wellbeing, who will normally make any mandatory notification to NSW Family and Community Services (FACS). Note that the obligation on the School Community Member as a Mandatory Reporter remains. It may therefore be appropriate to follow up their report to the Director of Student Wellbeing in order to be satisfied that appropriate action has been taken. Reporting is mandatory even if it is against the wishes of the organisation, student and/or parents. If the Principal has evidence of a crime, the matter will be reported directly to the police. Staff must not undertake any investigation of the matter themselves or inform parents or caregivers that a report to Community Services has been made. A mandatory reporter can make non-imminent suspected risk of significant harm reports to the Child Protection Helpline either by using eReporting or by phone. All urgent reports must be made by phone to the Helpline on 133 627 (13 DOCS).

Mandatory reporters are encouraged to use the Online Mandatory Reporter Guide, to guide decision making, about whether or not a report to the Child Protection Helpline is appropriate under the risk of significant harm reporting threshold. This Guide is intended to complement rather than replace critical thinking and does not prohibit a mandatory reporter from any course of action he/she believes is appropriate. The Mandatory Reporter Guide (MRG) is a resource to help you make a decision about whether to report. After completion of each decision tree in the Mandatory Reporter Guide, a decision report will issue with an explanation of the outcome based on the completion of the decision tree. This should be printed and/or saved for your records


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12. RECORD KEEPING A School Community Member: (a) Has a responsibility to create and maintain appropriate records of their professional activities and decisions in

the care and protection of Students, including contemporaneous (occurring at the same time) records of any disclosure, observations and discussions including any breach of this Policy,

(b) Must remain mindful of the need to retain such records securely and confidentially, and (c) Must seek appropriate advice regarding the retention/destruction of such records. 13. PROFESSIONAL RELATIONS WITH STUDENTS The School expects all School Community Members to be caring, compassionate adults who take an interest in the well-being of Students, and who set appropriate boundaries for worker-Student relations. School Community Members must be aware that their interactions with Students are based on a trusting relationship arising from the nature of their role in the School, and that those relationships are open to scrutiny. At all times School Community Members must treat Students with respect and behave in ways that promote their safety, welfare and well-being. At all times, School Community Members must conduct themselves in a professional manner towards students, consistent with their appointed role. School Community Members must not: (a) Engage in inappropriate physical contact/force with a Student including physical/corporal punishment of a child

in the course of their role at the School; (b) Act in ways which may cause a Student to reasonably fear that unjustified force will be used against them, even

if this is not their intention; (c) Behave in a manner which may cause psychological harm to a Student; and/or (d) Correct or discipline a Student in excess of what is reasonable or appropriate for the situation. A School Community Member must not act recklessly in this regard. 14. THE OMBUDSMAN ACT 1974

Part 3A of the Ombudsman Act 1974 requires the Ombudsman to keep under scrutiny the systems that government and certain non-government agencies in NSW have for preventing reportable conduct and handling reportable allegations and convictions involving their employees.

‘Designated agencies’ including non-government schools must notify the Ombudsman of all reportable allegations and convictions that arise inside or outside the employee’s work.

The Principal is required to set up systems within the school to ensure that they are advised of any reportable allegations or convictions against their employees.

The Principal is the contact point for parents if they wish to report an allegation of reportable conduct against an employee. Any such allegation against the Principal will be reported to the Chairman of the School Board.

Once the Principal has been advised of a reportable conduct allegation or conviction against an employee, they must notify the Ombudsman as soon as possible. This must be done no later than 30 days after them being made aware of the allegation or conviction. In the notification, the Principal must include:

• details of the allegation or conviction • advice as to whether or not they propose to take disciplinary or other action in relation to the employee, and

the reasons for taking or not taking any action • any written submissions made to them by the employee about what action should be taken against them.


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Reportable Conduct under the Ombudsman Act 1974 Reportable conduct refers to the following:

• Any sexual offence or sexual misconduct committed against, with or in the presence of a child (including a child pornography offence or an offence involving child abuse material [within the meaning of Division 15A of Part 3 of the Crimes Act 1900]); or

• Any assault, ill treatment or neglect of a child; or • Any behaviour that causes psychological harm to a child, whether or not, in any case, with the consent of the

child. Reportable conduct does not extend to the following:

• Conduct that is reasonable for the purposes of the discipline, management or care of children, having regard to the age, maturity, health or other characteristics of the children, and to any relevant codes of conduct or professional standards;

• The use of physical force that, in all the circumstances, is trivial or negligible. Reportable conduct applies only if the physical force is going to be investigated and the result of the investigation recorded under workplace employment procedures; or Conduct of a class or kind exempted from being reportable conduct by the Ombudsman under Section 25CA. NOTE: Examples of conduct that would not constitute reportable conduct include (without limitation) touching a child in order to attract a child’s attention, to guide a child or to comfort a distressed child; a school teacher raising his or her voice in order to attract attention or to restore order in the classroom; and conduct that is established to be accidental. 15. SEXUAL MISCONDUCT School Community Members must not: (a) Engage in any conduct with students that could be reasonably construed as crossing professional boundaries.

Inappropriate and overly personal or intimate relationships with, conduct towards, or focus on a Student or group of Students would be considered as such. A single serious ‘crossing of the boundaries’ by a School Community Member, or persistent less serious breaches of professional conduct in this area, may constitute sexual misconduct, particularly if a School Community Member either knows, or ought to have known, that such behaviour was unacceptable.

(b) Engage in conduct that is reflective of grooming behaviour in relation to a Student, their family or friends. (c) Make sexually explicit comments or engage in other sexually overt behaviour towards, or in the presence of, a

Student. (d) Have an intimate or romantic or sexual relationship with any student regardless of their age (it is irrelevant

whether the relationship is consensual or non-consensual or condoned by parents). And/or (e) Commit a criminal offence involving a sexual element that is committed against, with or in the presence of a

Student or any Child or Children in any other circumstances. Where there are existing personal relationships between a School Community Member and a Student such as a family relationship or a close friendship, the School Community Member must behave in a transparent and prudent fashion, and be mindful of any perceived conflict of interest or purpose, ensuring that the School Community Member does not breach any law, this Policy, or any other relevant School policy. In circumstances where such personal relationships may appear to be questionable or inappropriate, or may appear to be in breach of any law, this Policy, or other relevant policy, the School Community Member must notify their supervisor of such relationships so that any potential or perceived conflict may be carefully managed. Appropriate declarations must be made to the School as early as possible.


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16. ICT AND SOCIAL MEDIA In relation to communicating with Students, School Community Members must comply with all relevant policies and procedures of the School applicable to electronic information and communication technology (ICT) and social media. School Community Members are prohibited from photographing or filming a Student other than for purposes approved by the School. Secretly taking photographs or other images of Students, retaining them for unjustifiable purposes, sending them to other persons or posting them online is strictly prohibited. 17. ALCOHOL, DRUGS AND TOBACCO School Community Members must not purchase for, offer, supply, give or administer to a Student, including those over the age of 18, illegal drugs, restricted substances, prescribed or non-prescribed medication (unless dealing with or administering medication in accordance with relevant policy), alcohol, and/or tobacco. School Community Members must not encourage or condone the use by a Student of illegal drugs, restricted substances, alcohol, and/or tobacco. School Community Members must not consume illegal drugs, restricted substances, alcohol or tobacco on school premises or at any school-related activity where a Student is present. 18. SCHOOL CHILD PROTECTION CONTACT PERSON The nominated Child Protection Contact Person is Les Barnard who may be contacted (02)9644 5144. 19. CONSEQUENCES OF FAILURE TO COMPLY WITH THIS POLICY All School Community Members are required to be aware of and comply with this Policy. There may be consequences for a breach thereof. An alleged breach of this Policy may require: (a) An internal report to be made, (b) A referral to external authorities under relevant legislation, and/or (c) An investigation to be conducted. If a breach of this Policy is established this may result in disciplinary action being taken against any School Community Member. In relation to a School Community Member who is an employee, such disciplinary action may result in termination of their employment. In relation to a School Community Member who is a person holding a church ministry licence or church-appointed position, or any consultant, student on tertiary practicum placement, or volunteer, conduct that is assessed as being a breach of this Policy may lead to the termination of their engagement with the School. 20. FURTHER INFORMATION Further information about the processes required under this Policy can be sought from the School Child Protection Contact Person.


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21. USEFUL RESOURCES

NEW SOUTH WALES

NSW Working with Children Check www.kidsguardian.nsw.gov.au/Working-with-children/working-with-children-check

NSW Family and Community Services - Protecting Children

http://www.community.nsw.gov.au/preventing-child-abuse-and-neglect

NSW Family and Community Services - Guide to making a child protection report

http://www.community.nsw.gov.au/preventing-child-abuse-and-neglect/resources-for-mandatory-reporters

NSW Ombudsman and Employment Related Child Protection

http://www.ombo.nsw.gov.au/what-we-do/our-work/employment-related-child-protection

LEGISLATION SCHEDULE

NEW SOUTH WALES

Children and Young Persons (Care and Protection) Act 1998 (NSW)

http://www.legislation.nsw.gov.au/fullhtml/inforce/act+157+1998+FIRST+0+N

Children and Young Persons (Care and Protection) Amendment (Parental Responsibility Contracts) Act 2006 (NSW)

http://www.legislation.nsw.gov.au/sessionalview/sessional/act/2006-67.pdf

Child Protection (Working with Children) Act 2012 (NSW) http://www.legislation.nsw.gov.au/viewtop/inforce/act+51+2012+cd+0+N

Child Protection (Offenders Registration) Act 2000 (NSW) http://www.legislation.nsw.gov.au/maintop/view/inforce/act+42+2000+cd+0+N

Child Protection (Working with Children) Regulation 2013 (NSW) http://www.legislation.nsw.gov.au/maintop/view/inforce/subordleg+156+2013+cd+0+N

Child Protection (Working with Children) Amendment (Miscellaneous) Regulation 2013 (NSW)

http://www5.austlii.edu.au/au/legis/nsw/num_reg/cpwca2012cpwcar20132013676l6d20131162.pdf

Crimes Act 1900 (NSW) http://www.legislation.nsw.gov.au/maintop/view/inforce/act+40+1900+cd+0+N

Ombudsman Act 1974 (NSW) http://www.legislation.nsw.gov.au/maintop/view/inforce/act+68+1974+cd+0+N

COMMONWEALTH OF AUSTRALIA

Family Law Act 1975 (Cth) https://www.legislation.gov.au/Details/C2015C00552

Australian Human Rights Commission Act 1986 (Cth) https://www.legislation.gov.au/Details/C2014C00684

UNITED NATIONS

Convention on the Rights of the Child http://www.ohchr.org/en/professionalinterest/pages/crc.aspx

Declaration of the Rights of the Child http://www.un-documents.net/gdrc1924.htm


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CHILD PROTECTION NOTIFICATION FLOWCHART Reporting procedures for employees and volunteers pursuant to the Child Protection Code of Conduct

and Child Protection Policy of Regents Park Christian School

School Community Member forms a child protection concern as a result of anything they have seen, heard or been told → refers to Child Protection

Contact Person (CPCP)

CPCP asks questions to clarify the situation

CPCP / Principal assesses situation § Was the action reasonable for the management, care

or discipline of the student(s)? § Was the action in accord with the School’s Code of

Conduct?

YES Manage/respond according to School’s normal procedures

NO

Child Protection Contact Person / Principal § Assess immediate needs for care and protection of the student(s) involved and

consider any need for intervention by Community Services § Assess whether disclosures or allegations suggest possible criminal conduct and

consider any need for notification to Police. If so do not conduct any internal enquiries or make any further response without consultation with police

§ Consider and address risk management issues subject to involvement / input from Community Services and/or police

Consider reportable conduct § Does the matter allege reportable conduct as defined - if yes, go to procedures

for notifying Ombudsman and respond as required § Consider any ‘class or kind’ exemptions that may apply (if school is eligible) § Consider need for formal investigation and notification of outcomes § Consider notification to the Children’s Guardian in the event of findings of

sexual offences or sexual misconduct involving a child; or serious physical assault of a child


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Child Protection Code of Conduct for employees and volunteers of Regents Park Christian School

1. Introduction and purpose This Child Protection Code of Conduct outlines the School’s values, commitments and expectations in relation to child protection matters, and reflects its commitments to:

2 Scope This Child Protection Code of Conduct applies to all School Community Members. In this Code of Conduct: (a) Student or Students refers to:

(i) a Child or Children which is defined in this Code as being a person under the age of 16 years (ii) a Young Person or Persons which is defined in this Code as a person between the ages of 16

and 18 years, and (iii) any other Student of the School over the age of 18 years.

(b) School Community Members refers to: (i) All paid employees whether employed on a permanent, temporary or casual basis, and

(i) All persons who have been engaged to work within the School or who have face to face contact with Students of the School in any place and on any basis, including persons holding a church ministry licence or church-appointed position, consultants, students on tertiary practicum placements, or adult volunteers working with students in any capacity.

3. Mission and values in relation to Students The School seeks to create a caring environment where Christian values inspire and affirm the highest standard of ethical conduct in relation to the care, support, and welfare of Students entrusted to it. 4. Code of Conduct All School Community Members must keep to the Child Protection Code of Conduct.

PROVIDE An open, welcoming and safe environment for everyone participating in the School’s education programs, pastoral services and related programs.

PROVIDE High quality education, pastoral services and related programs for students and their families that are safe and welcoming for them and set in a Christian context.

SEEK Input and guidance from students, parents, employees and others who make up the School community, so these standards are maintained.

REQUIRE All School Community Members to demonstrate a commitment to the highest standards of ethics, professional behaviour and Christian standards in dealings with children and young people.

REQUIRE All School Community Members to share a common responsibility to maintain the School’s reputation for integrity in relation to child protection matters.


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5. Expectations of School Community Members All School Community Members:

WILL Treat everyone with respect and honesty. WILL Behave as a positive role model to Students in all interactions with them. WILL Follow School policy and procedures for the safety of Students as outlined in the School’s

Child Protection Policy and related materials. WILL When conducting any one-to-one activity with a Student:

• ensure that another adult is present or within sight at all times during one-to-one activity; • ensure that this adult is actively engaged and aware of the action of the School

Community Member at all times during the one-to-one activity; and • if the active engagement and awareness of another adult is not possible or practicable,

ensure that prior approval for the one-to-one activity has been obtained from the School Community Member’s immediate supervisor.

WILL Record and act on a complaint of abuse, ill-treatment or neglect of a Student. WILL Behave in a caring, compassionate manner following the example left for us by Jesus

Christ, as a person who takes an interest in the well-being of Students and who sets appropriate boundaries in their interaction with Students.

WILL Respect the duty to take reasonable care for the safety and welfare of Students. WILL Complete and maintain current a Working With Children Check with the Office of the

Children’s Guardian. WILL Inform the School if they are charged with or convicted of an offence relevant to working in

child-related employment, or if they have had any reportable allegation made against them. WILL Report to the School any allegations or convictions of Reportable Conduct involving any

School Community Member. WILL Report to the School any information or concerns about inappropriate behaviour by any

School Community Member that involves a Student. WILL Fulfil their legal obligation to report risk of significant harm, or to report possible criminal

activity, in accordance with local procedures WILL Maintain the confidentiality of all parties concerned. WILL As far as their role and relationship with Students requires and is appropriate, be familiar with

the School’s procedures for providing Students with or allowing Stu- dents to have access to, prescribed or other medication; and will not allow Students to have access to medications that are not prescribed or recommended for them.

WILL NOT Develop any 'special' or selective relationships with a Student that could be seen as

favouritism such as the offering of gifts or special treatment. WILL NOT In the absence of the prior approval from the School Community Member’s immediate

supervisor, or without the active participation of another adult, engage in one-to- one contact with a Student such as: § doing things of a personal nature that Students can do for themselves, such as

going to the toilet or changing clothes § accompanying a Student alone in a vehicle § visiting a student’s home in circumstances where the Student is alone § tutoring a student, and/or § disciplining or counselling a Student.

WILL NOT Engage in conduct that could be construed as grooming behaviour of a student or their close family or friends.

WILL NOT Engage in inappropriate physical contact/force with a Student including physical/corporal punishment of a Student.

WILL NOT Act in ways which may cause a Student to reasonably fear that unjustified force will be used against them, even if this is not their intention.


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WILL NOT Swear, blaspheme or use inappropriate or disparaging language in the presence of,

towards or about any Student or any School Community Member WILL NOT Behave in a manner which may cause psychological harm to a Student. WILL NOT Correct or discipline a Student in excess of what is reasonable or appropriate for the

situation. WILL NOT Consume or have in their possession alcohol, drugs, tobacco or any prohibited sub-

stances on the grounds of the school or at any place where activities of the School are being conducted; or allow students to consume or have in their possession alcohol, drugs, tobacco or any prohibited substances at any place and in any circumstances where they are engaged in the activities of the School.

WILL NOT Neglect any Student or allow any Students to place themselves at risk when in the care of the School Community Member, or fail to exercise reasonable care for the safety and wellbeing of any Student in any situation where there is a reasonable expectation that they should do so.

WILL NOT Engage in communication with any Student by any means or by any device, in any manner that contravenes the School’s policies and procedures relating to electronic information, communication technology and social media.

WILL NOT Engage in crossing professional boundaries through behaviour that can reasonably be construed as involving an inappropriate and/or overly personal or intimate relationship with, conduct towards, or focus on a Student or a group of Students.

WILL NOT Otherwise abuse, neglect, ill-treat or exploit students or other children.

6. Further information

Further reference should be made to the School’s Child Protection Policy. Further information about this Code can be sought from the School’s Child Protection Contact Person.


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Child Protection Code of Conduct

for employees and volunteers of Regents Park Christian School

ACKNOWLEDGEMENT BY SCHOOL COMMUNITY MEMBER

I, ………………………………………………………………………………………………………………………. [insert Full Name] being employed or engaged by the School in the following role ……………………………………………….

[insert position]

hereby ACKNOWLEDGE: § That I have received the above Child Protection Code of Conduct and the School’s Child Protection

Policy. § That I have read the Child Protection Code of Conduct and Child Protection Policy and am obliged

to comply with the Code and Policy, including any amendments made by the School from time to time.

§ That I am aware that a current copy of the Child Protection Code of Conduct and Child Protection Policy is posted on the School’s website.

…………………………………… Signature

…………………………………… Date

NB This signed and completed form must be returned within 7 days of commencement of employment or engagement with the School to Les Barnard. Failure to do so will not affect the applicability of this Child Protection Code of Conduct or any of its provisions to you.

Documents

Casual Staff App - Regents Park Christian Schoolrpcs.nsw.edu.au/documents/staff-application-form...Regents Park Christian School Employment Collection Notice 1. In applying for this