Policies2018-10-04T08:18:04+00:00

Privacy Policy

CADA Performing Arts

Behaviour and Discipline Policy

1  The aim of this policy is to ensure that the individuality of each pupil is accommodated whilst also the right of each pupil to enjoy a relatively disruptive free environment within a performing arts setting.

2  CADA Performing Arts staff place greater emphasis on “rewards rather than sanctions”. Motivation and encouragement are the principles used to maintain acceptable behaviour.

3  CADA Performing Arts staff will identify children’s individual needs and adapt activities to meet varying abilities, aptitudes and interests, thus stemming the causes from which disruption and unacceptable behaviour can arise.

4  If a pupil wants to go to the toilet, they must be allowed go immediately, due to legislation.  This request must be adhered to no matter how many times they request.

5  The following strategies may be used to show disapproval of unacceptable behaviour.

(a)  Reasoning with the child.

(b)  Temporary separation from other children in the group and or removal from specific activity areas.

(c)  Where unacceptable behaviour continues a discussion between parents, the Artistic Director and teacher(s) may be recommended.

6  CADA Performing Arts staff, in accordance with the “working together” partnership, will ensure that parents are kept well informed about their

children’s behaviour.

Prepared in accordance with the Safety, Health, and Welfare at Work Act 1989

CADA Performing Arts is a private company under the Directors of the company.

Philosophy

The Academy is a community where pupils, staff, parents and management work together by understanding, applying and transmitting good ethical values.

Mission Statement

Reaching their Potential in a Positive, Happy and Safe Environment.

  • Introduction

This document has been prepared in compliance with Section 39 of the Safety in Industry Act 1980 and Safety, Health and Welfare at Work Act 1989.

  • Board of Management Philosophy

CADA Performing Arts recognises and accepts not only its statutory responsibilities but also its obligations as an employer to direct, manage and achieve the Safety, Health and Welfare at work of every employee and guest alike.  The Directors believe that each employee accepts his or her legal and moral responsibilities for improving and maintaining Safety, Health and Welfare in the workplace and for behaviour which does not jeopardise the individual’s personal Safety, Health and Welfare or that of others.

  • Safety Organisation

Safety is a line management responsibility.  Teachers and ancillary staff are responsible for safety in their own areas and for the implementation of relevant safety procedures.  The Safety Officer shall monitor safety generally and the operation of safety procedures.

  • Safety Officer and Safety Representative

The Safety Officer, Ted Mahon-Buckley shall be responsible for overseeing the safety provisions on behalf of the Academy.  He should be consulted if any of the employees have queries regarding any of the safety provisions mentioned in this statement.

His main duties and responsibilities are as follows;

  1. To guide and advise on all health, safety and welfare matters
  2. To ensure that the Academy fulfil all statuatory requirements in respect of the Factories Act 1955. Safety in Industry Act 1980 and the Safety, Health and Welfare at Work Act 1989.
  3. To ensure that the appropriate safety education and training are co-ordinated and carried out using both in house and external resources.
  4. To undertake regular and appropriate revision and auditing of the Academy procedures and methods of operation to ensure that they are kept up to date.
  5. To ensure that adequate fire protection and prevention measures are provided and that regular Fire Drills take place.

The Safety Officer, Ted Mahon-Buckley shall investigate all accidents and dangerous occurrences and shall ensure that appropriate statuatory notifications are properly completed.  Causes of accidents shall be determined as far as practical and while appropriate, remedial action shall be specified.

  • General Hazards

The following hazards (in as much as can be identified) are considered by the Academy to be a source of potential danger and are brought to the attention of all concerned.

  • Main Fuse Board
  • Boiler House
  • Photocopier
  • D.U’s
  • Hot Water Boilers
  • Trailing Leads
  • Electrical Appliances and Utensils
Hazards in the Academy

Staff Room Hazard Efforts made to reduce risk

  • Fire Fighting equipment i.e; Blankets and Extinguishers
  • Clear evacuation procedures outlines on back of doors.
  • Electrical Equipment; all equipment of this nature are used under strict supervision.
  • Chemicals / Cleaning agents stored in teacher’s storage area. Used under strict supervision.

Studio/Changing Room Area

  • Supportive footwear to be worn in studio.
  • Proper uniform for Dance/Drama to be used –  non restrictive.
  • Remove all jewellery when performing.
  • Hair to be tied back when in class.
  • Equipment not to be used unless under the supervision of teacher.
  • When facilities are not in use, doors must be locked.
  • No food or drink allowed in studio / changing rooms.
  • Smoking is strictly prohibited.
  • Illegal substance strictly prohibited.
  • No throwing of water in changing rooms.
  • Equipment must be lifted – not dragged along ground.

To minimise these dangers the following safety/protective measures must be adhered to;

  1. Access to and operation of studio equipment is strictly restricted to qualified members of staff whose job function is that of running, maintaining, cleaning or monitoring particulare items in the course of their normal duties.
  2. In addition all such studio and studio equipment is to be used in strict accordance with the manufacturer’s instructions and recommendations.
  3. Where applicable members of staff have been instructed in the correct use of studio equipment.
  4. All electrical equipment are fitted with adequate safeguards.
  5. Precautionary notices, in respect of safety matters are displayed at relevant points.
  6. All specialised areas/rooms are to be kept locked when not in use.
  • Electrical Appliances

Arrangements will be made for all electrical appliances to be checked regularly by a competent person i.e. maintenance person, the supplier or his agent.  Before using any appliance the user should check that;

  • All safety guards which are a normal part of the appliances are fitted and in working order.
  • Power supply cables/leads are intact and free of cuts or abrasions.
  • Suitable undamaged fused plug tops re used and fitted with the correct fuse.
  • Chemicals, Solvents, Detergents, Copier Toner etc,

Safety data sheets supplied with all such materials.  Members of staff using these materials should familiarise themselves with the hazards associated with the materials and precautions to be taken in the event of spillage, splashes etc.

  • Welfare

To ensure the continued welfare of employees, toilet and cloakroom areas are provided.  Staff must co-operate in maintain a high standard of hygiene in these areas.

Members of teaching and ancillary staff are reminded that;

  1. Medical supervision; Any person who is under medical supervision or on prescribed medication and who has been certified fit for work, should notify the Director of any known side effects of temporary physical disabilities which could hinder their work performance and which may be in danger to either themselves or their fellow workers or pupils.  The Artistic Director will arrange or assign appropriate tasks for that person to carry out in the interim.
  2. Alcohol and illicit Drugs;  Staff are not allowed to attend the premises or carry out duties whilst under the influence of illicit drugs or alcohol.  Any person found breaking the rule will be liable to instant dismissal.
  3.  
  • First Aid

A number of staff members are qualified in First Aid.  In addition there are comprehensive First Aid boxes in the Staff Room to deal with any minor injuries.

  • Fire Protection
  1. Fire extinguishers (and hose reels) are provided and correctly sited to meet statutory and insurance requirements.
  2. All fire fighting equipment is regularly tested and serviced annually. In accordance with the recommendation of the appropriate Irish Standard for Fire Equipment 20% of extinguishers will be discharged each year and relevant employees trained in the safe use of the equipment.
  3. All fire exits and emergency paths of egress are marked using the standard symbols.
  • Fire Prevention
  1. Fire safety inspections and analysis of potential fire hazards are regularly carried out.
  2. Liaison with relevant authories takes place as is necessary.
  • Evacuation

An evacuation procedure has been prepared and is provided to each employee.  Evacuation drills will take place at least one per half term or more if required.  Employees are reminded to familiarise themselves with the procedures so that a fast and effective evaqcuation of the premises can be completed in the event of an emergency.

  • Smoking

In accordance with Legislation smoking is prohibited in the Academy.

  • Duties of Employees

The attention of employees/trainees is drawn to the following duties of persons employed as laid down in Section 9 of the Safety, Health and Welfare at Work Act 1989.

It shall be the duty of every employee while at work.

  1. To take reasonable care for his/her own safety, health and welfare and that of any person who may be affected by his/her acts or omissions while at work.
  2. To co-operate with his/her employer and any other person to such extent as will enable his/her employer or the other person to comply with any of the relevant statutory provisions.
  3. To use in such manner and so as to provide the protection intended, any suitable appliance, protective clothing, convenience, equipment or other means or thing provided (whether for his/her use alone or for use by him/her in common with others) for securing his/her safety, health or welfare while at work.
  4. To report to the Artistic Director or Safety Representative without unreasonable delay, any defects in studio equipment, place of work or system of work, which might endanger safety, health or welfare of which he/she become aware.

No person shall intentionally or recklessly interfere with or misuse any appliance, protective clothing, convenience, equipment or other means or for securing the safety, health or welfare of persons arising out of work activities.

  • Accidents/Incidents Reporting

All incidents, no matter how trivial and whether to employees, pupils or members of the public must be reported immediately to the Artistic Director or Safety Representative.  This is necessary to monitor the progress of safety standards and to ensure that proper medical attention is given where required.  An accident report book is kept for recording all accidents.

  • General Safety

The aim of the Board of Directors is to provide a healthy and safe working environment.  This can be achieved with the help and assistance of all employees and pupils by;

  • Observing the general rules of safety.
  • Using all studio equipment in a safe and proper manner.
  • Employing the proper procedures when carrying out tasks and ensuring that no practices are used which may act as a source of danger to themselves and/or others.
  • Keeping work areas clean and tidy at all times.
  • Making sure all corridors, passageways, particularly those leading to escape routes, are kept free of obstructions at all times.
  • Taking care that fire points are not blocked or covered up in any way and that they are ready for use if the need arises.
  • Concluding Comment

This safety statement has been prepared based on conditions existing in the premises of the Academy at the time of writing.  It may be altered, revised or updated at a future date so as to comply with any change in conditions.

Anti Bullying Policy

CADA Performing Arts is a centre for learning through the Performing Arts subjects.  Our mission to reach the potential of each pupil in a Happy, positive environment.

Bullying is a repeated aggression; verbal; psychological or physical by an individual or group against others.

Types of Bullying

1  Physical Aggression

This behaviour is more common among boys than girls.  It includes pushing, shoving, punching, kicking, poking and tripping people up.  It may also take the form of severe physical assault.

2  Damage to Property
Personal property can be the focus of attention for the bully; this may result in damage to clothing or interference with a pupil’s bag.

3  Extortion
Demands for money may be made, ofter accompanied by threats (sometimes carried out) in the event of the victim not promptly “paying up”.  “Victims” money may be taken.  Victims may also be forced into theft of property for delivery to the bully.  Sometimes this tactic is used with the sole purpose of incriminating the victim.

4  Intimidation
Some bullying behaviour takes the form of intimidation; it is based on the use of very aggressive body language with the voice being used as a weapon.  Particularly upsetting to victims can be the so-called “look”  –  a facial expression, which conveys aggression and/or dislike.

5  Abusive Telephone Calls, Text Messages, Cyber Bullying
The abusive anonymous telephone call and/or text message and/or face book etc are a form of intimidation or bullying.

6  Isolation
This form of bullying behaviour seems to be more prevalent among girls.  A certain person is deliberately isolated, excluded or ignored by some or the entire group.  The person engaged in bullying behaviour usually initiates this practice.  It may be accompanied by writing insulting remarks about the vistim in public places, by passing around notes about or drawings of the victim or by whispering insults about them loud enough to be heard.

7  Name Calling

Persistent name-calling directed at the same individual(s), which hurts, insults or humiliates, should be regarded as a form of bullying behaviour.

8  Slagging

This behaviour usually refers to the good natured banter, which goes as part of the normal social interchange between people.  However, when this slagging extends to very personal remarks aimed again and again at the one individual about appearance, clothing, family, particularly if couched in sexual innuendo, then it assumes the form of bullying.  It may also take the form of suggestive remarks about a pupil’s sexual orientation and use of inappropriate language.

9  Bullying of Academy Personnel

Bullying of the Academy personnel by means of physical assault, damage to property, verbal abuse, threats to people’s families etc.

10  Playing the Victim
Where the bully accuses someone else of bullying.  A person may, unwittingly or otherwise engage in, instigate or reinforce bullying in a number of ways.

  • Using sarcasm or other insulting or demaning form of language when addressing others; making negative comments about another’s appearance or background.
  • Humiliating directly or indirectly, a pupil who is particularly academically weak, or outstanding or vulnerable in other ways.
  • Using any form of degrading physical contact or punishment exercise.

Effects of Bullying
People who are being bullied may develop feelings of insecurity and extreme anxiety and thus may become more vulnerable.  Self confidence may be damaged with a consequent lowering of their self esteem.  While they may not talk about what is happening to them, their suffering is indicated through changes in mood and behaviour.  Bullying may occasionally result in suicide.  It is therefore, important to be alert to changes in behaviour, as early intervention is desirable.

Procedures for Noting and Reporting an incident of Bullying Behaviour

  • All incidents of bullying should be reported immediately. In the case of pupil bullying, the pupil concerned should report the matter immediately to the Artistic Director or to any staff member.
  • All reports of bullying, no matter how trivial, will be noted, investigated and ealt with by teachers, Artistic Director. In that way pupils will gain confidence in “telling”.  This confidence factor is of vital importance.
  • Serious cases of bullying behaviour by pupils will be referred immediately to the Artistic Director.
  • Parents of guardians of victims and bullies will be informed by the Artistic Director earlier rather than later of incidents so they are given the opportunity of discussing the matter. They are then in a position to help and support their children before a crisis occurs.
  • Individual teachers in consultation with the Artistic Director will record and take the appropriate measures regarding reports of bullying behaviour in accordance with the Academy policy and Code of Behaviour.
  • Non-teaching staff such as secretary, chaperone, administration, guest personnel are encouraged to report any incidents of bullying behaviour witnessed by them or mentioned to them, to the Artistic Director.
  • In the case of a complaint by a pupil against a staff member, this should be raised with the Artistic Director.
  • In the case of a complaint, by a staff member against another staff member, this should normally in the first instance be raised with the staff member in question and if necessary, with the Artistic Director.
POLICY ON CHILD PROTECTION

CADA Performing Arts safeguards the welfare of all children by striving to protect them from physical, sexual, emotional harm and neglect.

It’s policy on Child Protection has been updated in accordance with the Children First; National Guidance for the Protection and Welfare (October 2011)

It is advisable to read this policy in conjunction with the National Guidelines

PROCEDURES FOR DEALING WITH CHILD ABUSE

Types and Definitions of Child Abuse

  • Physical Abuse; Physical injury to a child, including poisoning, where it is known or suspected that the injury was deliberately done.
  • Sexual Abuse; Indecent assault of children for sexual gratification.  This can take many forms and includes rape and other sexual assaults, allowing children to view sexual acts or be exposed to, or involved in pornography, exhibitionism and other perverse activities.
  • Emotional Abuse; The adverse effect on the behaviour and emotional development of a child caused by persistent or severe emotional ill treatment or rejection, or exposure to ongoing domestic violence or dysfunctional behaviour.
  • Neglect; The persistent or sever neglect of a child, whether wilful or unintentional, which results in serious impairment of the child’s health, development of welfare.

Note;  In the case of child sexual abuse the age of consent to sexual activity is 17 years.  Sexual activity with someone under 17 years of age is illegal.

Standard Reporting Procedures

The DLP –  Designated Liaison Person is appointed by the Board of Directors

The DLP – Deputy Designated Liaison Person is the Artistic Director

The name of the DLP Is displayed inside the Academy door.

If a staff member/employee receives an allegation or has a suspicion that a pupil is being abused he/she should report the matter to the Artistic Director.

If the Artistic Director is satisfied that there are reasonable grounds for the suspicion or allegation he/she advises the Borad of Directors.

The Artistic Director then seeks the advise, without identifying the pupil, from the Duty Social Worker in the Health Service Executive (HSE) either in writing or by phone.  On this advice, a decision is made as to whether to report the allegation.

If the Artistic Director does not act on the suspicion raised by the staff member/Academy employee, a written statement of the reasons for not doing so is given to the person who reported the suspicion.

In the event of an emergency or the non availability of the HSE the report is made to An Garda Siochana.  Under no circumstances should a child be left in a dangerous situation pending HSE intervention.

In accordance with Children First Guidelines if a staff member/Academy employee receives an allegation or has reasonable suspicion that a pupil is being abused by a staff member or other employee the above procedures apply.

If the Artistic Director is reliably aware of alleged child abuse, from any source, the above procedures also apply.

The Artistic Director should inform the staff member/employees/ person concerned that the allegation has been made.

Information required by the Health Service Executive  (HSE)

When the child abuse is suspected it is essential to have a record of all the information available, dates and details of same.  In the case of physical abuse signs the dates of any such abuse should be recorded in detail.

Handling disclosure from children

An abused child is likely to be under severe emotional stress and a staff member/Academy employee may be the only adult whom the pupil is prepared to trust.  With information is offered in confidence such a person will need tact and sensitivity in responding to the disclosure.  When the staff member/other Academy employee will need to reassure the pupil and retain his/her trust, he/she must explain this information has to be passed on and the possible actions and consequences.

Confidentiality

There is an absolute need to maintain confidentiality in dealing with any alleged instance of child abuse.  The communication of information must be confined to those who have an obligation to receive it only and third parties should not be privy to the allegation unless it is necessary to involve them on a need to know basis as matter unfold.

The Legal Position

Should the Artistic Director, without malice, furnish information with regard to suspicions of child abuse to the HSE, such communication would be privileged.

Legal advice to the Academy

When a pupil reports that he/she is stresses/suffering etc. because of some family trauma-parents separating etc.  –  we have been advise to notify parents of same.  It is up to the parents to provide counselling or whatever support is needed.  This of course does not prevent our Academy from supporting the pupil in our duty but we are reminded that we are not social workers or psychologists.

It is in our remit to refer pupils to an outside Counsellor, Psychologist etc having advised the parents and with their consent.

Reference

‘Children First  –  National Guidance for the Protection and Welfare of Children 2011 ‘ and Appendices at back

“Children First  –  National Guidelines for the Protection and Welfare of Children 1999”

“Revised Children First”  March 2010

Child Protection Pollicies. www.omc.gov.ie

Children’s Act 1997

Protection for Persons reporting Child Abuse Act 1998

Health Service Executive, Abbeycourt House, George’s Quay, Cork 0214965511

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