The updated club charter for the 2017-18 season can be downloaded here: Club Charter 2017-18.pdf
Notts County Football Club acknowledges its responsibility to safeguard the welfare of every child and young person who has been entrusted to its care and is committed to working to provide a safe environment for all members. A child or young person is anyone aged 18 or below engaged in any club football activity. We subscribe to the EFL’s Safeguarding Children Policy and Procedures and endorse and adopt the Policy Statement contained in that document.
Notts County Football Club’s Safeguarding Policy:
The key principles of the EFL’s Safeguarding Children Policy are that:
• The child’s welfare is, and must always be, the paramount consideration
• All children and young people have a right to be protected from abuse regardless of their age, gender, disability, culture, language, racial origin, religious beliefs or sexual orientation
• All suspicions and allegations of abuse will be taken seriously and responded to swiftly and appropriately
• Working in partnership with other organisations, children and young people and their parents or carers is essential
We acknowledge that every child or young person who plays or participates in football should be able to take part in an enjoyable and safe environment and be protected from poor practice and abuse.
Notts County Football Club recognises that this is the responsibility of every adult involved in our club.
Notts County Football Club has a role to play in safeguarding the welfare of all children and young people by protecting them from physical, sexual or emotional harm and from neglect or bullying. It is noted and accepted that the EFL’s Safeguarding Children Regulation applies to everyone in football whether in a paid or voluntary capacity. This includes those who are volunteers, match officials, helpers on club tours, football coaches, club officials or medical staff.
Notts County Football Club and the League Football Education (LFE) Programme are committed to safeguarding and promoting the welfare of children and young people and expect all accommodation providers to share this commitment. This role involves work with young people and is subject to vetting through the Disclosure & Barring Service (DBS) with an Enhanced Criminal Records Checks (CRC). Clearance through The FA CRC system is required. As such, this post is exempt for the Rehabilitation of Offenders Act (1974) and the applicant must disclose all previous convictions including spent convictions (subject to the filtering of spent convictions). Two written references will also be required.
The Football Club has a responsibility to ensure that the apprentices are placed in a safe and comfortable residence whilst at the club. The following arrangements provide information on the role and responsibilities which must be adhered to before and during residency of young professional footballers in selected accommodation:
1. All accommodation providers must agree to an appropriate level of supervision while the apprentice(s) are in residence.
• Apprentices must not be left alone in the property overnight
• Arrangements between the club and the provider should be agreed in respect of apprentice(s) safety when travelling or walking to and from the property late at night.
2. All accommodation providers must agree to undertake an FA Enhanced DBS check and the post will be subject to clearance through this process. References must also be provided.
3. All members of the household aged 19 years and older will be required to go through the club's safeguarding procedures. This MAY, after a risk assessment, mean certain persons in residence are required to be subject to DBS clearance.
4. The home should provide a good standard of hygiene and cleanliness.
5. The Club and the accommodation providers have a level of responsibility, which goes beyond providing basic or adequate living standards. Apprentices must not be exposed to undesirable / detrimental influences from residents or frequent visitors to the house.
6. Accommodation providers will ensure that the bathroom used by young players has a lockable door and will never enter the room whilst a young player is using it.
7. There must be no access to alcohol and /or adult movies available for apprentices.
8. Any concerns over the apprentice's welfare must be reported to the club Designated Safeguarding Officer or to the Academy Manager no matter how trivial it may seem.
9. All accommodation providers must agree to supply the apprentices with suitable, well-balanced meals and healthy snacks to ensure that their bodies are appropriately fuelled for both training and matches. Further information on diet and nutrition can be provided by the club.
10. Accommodation providers must not supply or administer medications or drugs of any kind to a player. Illness must be reported to the key contact at the club through the Academy Secretary.
11. Accommodation providers are encouraged to establish good lines of communication with parents and guardians of apprentices.
12. However, communication through accommodation providers and player families should involve the club contact or Academy Secretary in the first instance. The Club have a duty of care and must be informed of any issues or concerns relating to the apprentices wellbeing.
13. A member of the club staff will inspect all accommodation prior to residency and periodic checks will be required to ensure that all of the above is adhered to. Failure to comply may result in the apprentices being removed.
Expectations of Accommodation Provider:
Terms of Providers Provision of Service:
The host agrees to provide for the duration of the football season:
• 7 nights a week lodging.
• Should a player have long term absence during the season and return home for longer than 1 week, payments will be reduced to 50%.
• Semi-furnished room with bed and storage for clothes.
• Breakfast and dinner each day will be provided.
• Access to laundry facilities.
• Immediate notification to the club if the apprentice is not at the accommodation when expected.
• The host must also agree to undertake a FA enhanced DBS.
Expectations of Apprentice(s):
The Apprentice will agree to abide by the following conditions at all times while accommodated by the host:
• The apprentice is expected to abide by all rules outlined in the club Academy Code of Conduct.
• No alcohol, cigarettes or drugs are to be used or kept.
• No swearing or unsociable language or behaviour.
• Safe and sensible use of all TV video, mobile phones and the internet should be adhered to by apprentices. There are risks associated with inappropriate use of social network sites.
• The apprentice should be in their own room and lights out no later than 10.00pm each night, 11:00 at weekends.
• The apprentice must not allow anybody else onto the premises without the permission of the host.
• The apprentice cannot spend the night at other premises without the permission of the host, parent and Academy Manager.
• The apprentice must provide their own personal items e.g. toiletries.
• The apprentice must leave each morning in time to report to their workplace at the time appointed by the club in order to complete a full day of their scholarship
• Hosts are to be informed with a minimum of five days notice if the apprentice is returning home for the weekend or staying in the accommodation.
• Bedrooms are to be kept clean and tidy at all times.
• Players will obey all rules and regulations stated by the host regarding the use and care of the building, parking, laundry and other common facilities that are provided for the use of the player.
• Players are to inform their hosts, giving as much notice as possible, if they are going to be home late and/or will not be requiring dinner on that or the following day.
• Players are provided breakfast, dinner and hot and cold soft drinks by their host family. All snacks and other food and drink are to be purchased by the player.
• Laundry can be taken care of by your host family for an additional £3.50 per load in summer and £5.00 in winter, paid by the scholar.
• Due respect is to be shown by the apprentice to their host family and to the home at all times.
Existing Providers are reviewed yearly, and new accommodation providers are extensively researched. Notts County Football Club will perform thorough risk assessments and considerations are made in regard to:
The Property Surroundings; That the area is safe for the individual to be alone in.
The Property; A comprehensive risk assessment will be conducted, and it will be understood that the property continually adheres to the regulatory reform (fire safety) order 2005. Checks will be made as to the safety of the property including regular servicing appliances, relevant safety certificates and fitted alarm systems.
The Rented Room; will be assessed for comfort and practicality. A fire safety inspection and a risk assessment will be conducted.
Suitable Person; Notts County Football Club will meet with the landlord to assess suitability, and enhanced DBS clearance will be sought. The suitable landlord would be prepared to partake in training particularly relating to the Safeguarding Children policies and procedures. Host families must be aware that the scholars are legally children and that an awareness of safeguarding children is an important feature in the selection of accommodation and host families.
The Player; The lodger must be interviewed to establish any nutritional requirements, and any cultural requirements, such as prayer or language barriers and assistance given if necessary. In addition to this, medical issues should be identified and arrangements made on an individual basis.
I am committed to safeguarding the welfare of apprentice(s) in my care and hereby agree to all of the above principles.
Landladies/lord's name (print)____________________________________________
Copy for Host and Club. (Player code for player)
Version 3 Reviewed 10/01/2017
Notts County Football Club is committed to providing a caring, friendly and safe environment for all players so that they can participate in football in a relaxed and secure atmosphere.
Bullying of any kind is unacceptable and is regarded in football as a type of abuse. If bullying does occur, players or their parents should be able to recognise this and know that incidents will be dealt with promptly and effectively. All incidents will be approached with equal thoroughness and consistency.
Notts County FC expects that anyone who knows that bullying is happening should report it to the Designated Safeguarding Officer or other appropriate member of staff, who will then in turn report it to the Designated Safeguarding Officer.
2. What is bullying?
• Bullying is the use of aggression with the intention of hurting another person.
• Bullying results in pain and distress to the victim.
• Bullying is unprovoked and repetitive.
• Bullying may be carried out by one person or by a group and gives the bully or bullies a perceived position of power.
Bullying can be any of the following:
Includes but is not limited to, being unfriendly, emotional or physical exclusion, sending hurtful text messages or messages on a social network such as Facebook, Instagram or Twitter, and tormenting (hiding property or making threatening gestures, for example).
Includes but is not limited to pushing, kicking, hitting, punching, or any other use of violence.
Includes but is not limited to name-calling, spreading rumours, sarcasm or teasing.
Bullying because of, or focussing on the issue of race.
Includes but is not limited to unwanted physical contact or sexually abusive comments.
Bullying because of, or focussing on, the issue of sexuality.
Victims of bullying may be smaller/weaker than their peers, larger than their peers, lacking in confidence, hard working, or not conform to the group 'norm'.
Bullies may be bigger/stronger than their victim, confident, less able, enjoy conflict and aggression, also be a victim of bullying, be trying to raise their self esteem, be seeking attention, or be experiencing problems at home.
3. Why is it important to respond to bullying?
Bullying hurts and no one deserves to be a victim of bullying. Everybody has the right to be treated with respect. Individuals who are bullying need to learn different ways of behaving. The impact upon a child or young person can be devastating and in some cases affect all aspects of their life. In extreme circumstances it can lead to suicide threats or even attempts.
Notts County Football Club has a responsibility to respond promptly and effectively to issues of bullying.
4. Objectives of this policy:
• Bullying will not be tolerated
• Players have the right to feel safe
• Every player is responsible for their own behaviour and expected to treat everyone with respect.
• All players, parents/carers, staff and volunteers should have an understanding of what bullying is.
• All players, parents/carers, staff and volunteers should know what Notts County Football Club's policy is on bullying and follow it when bullying is reported.
• Notts County Football Club takes bullying very seriously. Players and their parents/carers should be assured that they will be supported when bullying is reported.
5. Signs and indicators:
A person may indicate by signs or behaviours that he or she is being bullied.
Parents/carers, staff and volunteers should be aware of these possible signs and that they should investigate if a child:
• Says they are being bullied
• Is unwilling to go to sessions
• Becomes withdrawn, anxious or lacks confidence
• Feels ill before training sessions
• Comes home with clothes torn or training equipment damaged
• Has possessions go missing
• Asks for money or starts stealing money (to pay the bully)
• Has unexplained cuts or bruises
• Is frightened to say what's wrong
• Gives improbable excuses for any of the above
In more extreme cases:
• Starts stammering
• Cries themselves to sleep at night or has nightmares
• Becomes aggressive, disruptive or unreasonable
• Bullies other children or siblings
• Stops eating
• Attempts or threatens suicide or runs away
These signs and behaviours may indicate other problems, but bullying should be considered a possibility and should be investigated.
1. Report bullying incidents to the Designated Safeguarding Officer or to any member of staff, who will in turn report it to the Designated Safeguarding Officer.
2. The victim will be reassured that their allegation will be taken seriously and that action will and is being taken. Victims are told not to bully back, to say 'no', to walk away and to say they don't want to get involved.
3. Action is taken for all minor incidents. This reassures bullies and victims that the behaviour is not tolerated.
4. An incident form is completed by the Designated Safeguarding Officer or another member of staff detailing the allegation.
5. Players who witness a bullying incident are told to not stand by and watch, not to join in and to tell their coach. As such, incident forms are also completed by players who are reported to have witnessed the incident.
6. In cases of serious bullying, advice may be sought from Nottinghamshire Football Association, the EFL or The Football Association. If necessary and appropriate, the police will be consulted.
7. Parents should be informed and will be asked to come in to a meeting to discuss the problem.
8. In some cases, the football club will get all parties involved together as it may be that a genuine apology solves the problem.
9. If this fails or is not appropriate, staff including the Academy Manager, the lead coach of the relevant phase and the Designated Safeguarding Officer should meet with the player making the allegation and their parents/carers to get details of the allegation. Minutes will be taken and agreed by all as a true account.
10. The same staff should meet with the alleged bully and their parent/carer and put the incident raised to them to answer and give their view of the allegation. Minutes will be taken and agreed by all as a true account.
11. If bullying does appear to have taken place, the individual should be warned and given disciplinary action. Consideration should again be given at this time as to whether a reconciliation meeting between all parties is appropriate.
12. At this point, the bullying behaviour should stop and an attempt made to help the bully or bullies change their behaviour.
13. If this fails and the bullying is seen to continue, further disciplinary action may be taken and if the behaviour continues, the players may be deregistered from the club.
14. All coaching staff who come into contact with the players involved will be made aware of any incidents and the outcomes from club action.
In the case of adults reported to be bullying anyone in the Club aged 18 or below:
1. The Designated Safeguarding Officer should be informed and will advise on the action to be taken. This may be done after seeking advice from Nottinghamshire Football Association, the EFL or The Football Association.
2. If the allegation relates to poor practice, they may be asked to have further best practice training or to re-do their FA Safeguarding Children workshop.
3. More serious cases will be referred to the police or to children's services and the adult concerned will face disciplinary proceedings.
Notts County Football Club has a comprehensive anti-bullying policy in place.
All new coaches, players and the parents/carers receive a copy of this policy when they begin at the Club and a further copy at the start of every new season they remain at the Club. They sign a pro-forma to say that they have received, read, understood and agree to adhere to the policy. This is kept in their individual files.
In the event of a bullying issue, the Designated Safeguarding Officer will meet with appropriate other members of senior management to discuss the issue openly and constructively and consider the best methods of approaching those involved.
Prevention is better than cure.
Version 2 reviewed 10/01/2017
This policy is designed to provide clarity to employees, stakeholders, supporters and everyone connected with Notts County Football Club ("The Club") on the club's attitude to issues of racial harassment and abuse.
It is further designed to promote good relations between persons of different ethnic or national groups and to preserve the good name of the club.
• The club condemns racism in any form, either on or off the pitch. The club aims to create and maintain a working and spectating environment free from racial harassment and abuse. Everyone connected with the club has a responsibility to prevent racial harassment or abuse.
• A racist incident is defined by the club as any incident that is perceived to be racist by the victim, or any other person. Racial harassment is defined by the club to be any verbal, physical, written or visible abuse that is based on a person's race, ethnic background, colour, nationality, language or cultural background – and is considered to be unwanted, unacceptable and/or offensive to the person.
• Proven racial harassment or abuse will lead to action being taken against employees. Similarly, such behaviour by a spectator will be reported to the police and may result in a life ban from the club. The club will give their full support to the police in any criminal actions.
• All employees have a responsibility to make it clear that such behaviour by anyone connected with the club is unacceptable.
• Line managers are required to investigate and produce a written report of all cases of reported racial harassment. This report must be provided to the Chief Executive for consideration by the Board of Directors.
• Should the club decide to deal with the issue on a formal basis, the employee making the allegations should provide a written statement. The person(s) complained about should be offered the opportunity of providing a verbal or written statement. They should also be advised to seek legal advice at their own expense.
• Any employee found guilty of racially harassing another employee, or any other person, is liable to disciplinary action. The normal disciplinary process will apply. Depending on the circumstances, consideration will be given to reporting the matter to the police and The Football Association.
• Supporters will also be informed on a regular basis that racist taunts and abusive or threatening behaviour will not be tolerated by the club and will be encouraged to condemn and report such behaviour.
• Any supporters (home or visiting) behaving in this way will be detained by stewards, passed to the police and may be arrested. Season ticket holders detained for such a reason, face having their season ticket revoked and all spectators detained in this way face a life ban from the stadium.
• The club enjoys a good working relationship with organisations such as Kick it Out and Show Racism the Red Card. We will continue to work in conjunction with them and endorse and demonstrate our commitment to their cause.
Version 3 reviewed 12.01.2017
On occasions, players aged 18 and below may be selected to travel with the first team to away fixtures. This policy provides guidelines around what measures to take to safeguard the welfare of the player and the reputation of the club.
Travelling to away games should be both safe and fun for everyone, but especially for those aged 18 and below. It should be a chance for a debuting player to grow in confidence, self-esteem, and skills. Parents and carers will often worry when their child is away, but careful planning and preparation by Notts County Football Club should help to ease those worries and demonstrate that the club have taken into account the various needs of their children and the potential dangers of away travel.
1. Parents will be asked to sign consent forms which agree to their child travelling with the first team to the away fixture. These will be kept safely in line with data protection legislation
2. A qualified first aider and a full and up to date first aid box will be carried on the team bus.
3. If any of the group have asthma or diabetes, at least one appropriate club member of staff will be made aware of how to deal with any situation.
4. Notts County Football Club has the following insurance in place:
- Public and civil liability
- Personal accident
- Breakdown cover (whether it's a car or mini bus)
5. Strict arrangements are made and communicated to everyone involved in away travel to let them know where and when to meet.
6. All beds will be single and staff and players aged 18 and below will never share a room.
7. Under 18s will be advised to remove any hats or items of clothing with their names on.
8. A hotel rooming list will be agreed before departure.
9. The Club will only use hotels recommended by its official away travel partner.
10. Hotel windows and doors will be checked to make sure they are secure, paying particular attention to ground floor rooms.
11. Players will only ever be allocated no smoking rooms.
12. Minibars will be cleared in the rooms of any guests U18.
13. Adult movie access will be prohibited.
14. All players will be made aware of fire exits and emergency procedures.
15. A safe will be available in rooms for players to store money and valuables.
Notts County Football Club trips and tours should be planned in consultation with this policy, which should be read alongside the following documents:
• Safeguarding Children Policy
• Recruitment Policy
• Flowchart for reporting abuse
• Codes of Conduct
• Consent forms will be issued to parents for signature, then returned and kept safely in line with data protection legislation
• If the group is aged over 8 years old there will always be 2 adults and a minimum of 1 adult to 16 children (more adults are required when working with younger
• When taking a male group, there will always be a male member of staff present and with a female group there will always be female staff
• There will always be a qualified first aider and a full and up to date first aid box
• If any of the group have asthma or diabetes, the club will ensure that appropriate members of staff are aware of how to deal with any situation
• Notts County Football Club has the following insurance in place ahead of all tours:
- Public and civil liability
- Personal accident
- Breakdown cover (whether it's a car or mini bus)
• Strict details of where and when to meet, will be established ahead of all trips and tours and for both home and away games
• A meeting will be held with parents/carers at the start of the season, to explain your club philosophy, introduce staff, discuss club rules and your club code of conduct. This is a great opportunity to discuss procedures for travelling for away fixtures, future trips or tours and the importance of the having up to date
completed and signed consent forms.
• Anyone transporting children or young people on behalf of the club has a valid driving licence, MOT and tax when using their own vehicle.
• All academy staff – both casual and contracted – will have attended The FA's Safeguarding Children Workshop and undergone an enhanced DBS check.
When looking at booking overnight accommodation for games, trips and tours, the club will consider the following:
• What is the locality like?
• Is there secure parking?
Travelling to away games and having trips away from home should be both safe and fun for children (which includes all those aged under 18). It should be a chance for all children to grow in confidence, self-esteem, and skills.
Parents and carers will often worry when their children are away but the careful planning and preparation undertaken by Notts County should help to ease those worries and demonstrate that the club has taken into account the various needs of children and the potential dangers of a trip away.
The following will always be considered:
• Can varied dietary needs be met?
• Can valuables be stored safely?
• What are the night-time security arrangements?
• Is there a current fire certificate?
• Are there en-suite facilities or separate facilities for children and adults?
(All beds will be single and staff and players ages 18 and below will never share a room).
• Every child will have a Safe Away Card
• On trips away, the children may take part in non-football activities, for example, swimming –specific written consent will be sought from parents/carers for each activity for every child – (club to use The FA's Event Specific Consent Form)
• Adequate insurance will be sought to cover all non-football activities
• A programme will be drawn up, including departure and returning dates and times
• A meeting will be held with parents/carers and players to run through the trip's programme of events and address any questions or concerns
• Someone from the club who is not going away will be identified as a point of contact. They will have a list of who is on the trip and their contact details (including the leaders/helpers)
• A designated welfare officer will be identified for the trip, and the club will ensure they are suited to this role and make sure everyone in the group is aware of who this person is and what their role is on the trip
• All people travelling will be given information packs, which will include: dates, what travellers are doing, where travellers are going, rules, kit list, pocket money, medical care needs
•All helpers will have a copy of the Emergency Procedures Guidance
• Before departure, staff will work with players to establish rules for the trip (and what will happen to those who break them)
• Adults will be given a detailed information pack
• Children will be advised not to wear shirts or hats with their names on
• A rooming list will be produced ahead of departure, though staff will be ready to change this as friendship groups with children can change very quickly
• Where possible, a member of club staff will visit the accommodation before booking. When this is not possible, efforts will be made to check feedback with another club who have used this accommodation before or check with the local Tourist Information/visit their website
• On arrival at the accommodation, a check will be made to ensure that all windows and doors are safe, paying particular attention to rooms at ground floor level.
• Rooms will be checked for any damage and reported immediately to ensure that the club is not billed
• All players will be allocated no smoking rooms
• Mini bars in rooms will be stripped of contents
• Parental controls will be placed on TVs in rooms
• Efforts will be made to ensure that the accommodation provides a social area suitable for young people to give them something to do when not playing football, though this cannot be guaranteed
• Some young people have enuresis (bed-wetting). The club will ensure that the hotel can deal with this discretely if we are informed by the parent/carer, or should the issue arise unexpectedly whilst away
• Staff bedrooms will be spread out, for example – if the group is over three floors, there will be at least one adult room on each floor
• If self-catering accommodation is booked, consideration will be given to who is doing the cooking plus any special dietary needs and menus will be agree before travel
• All rooms will be checked
• Staff will ensure there is no access to alcohol in the rooms
• Staff will ensure movie access is appropriate or, indeed, not available in the rooms
• Staff will ensure that everyone is aware of fire exits and emergency procedures
• Appropriate storage for money and valuables will be available
• A group meeting will be held to review the programme and rules
During the Trip
• Daily group meetings and a staff meeting will be held.
• The young people will be asked what they enjoyed and what they would change. This will help with next year's planning.
Essential Planning – When Going Abroad
• Appropriate insurance cover will be arranged for going abroad and will include medical provision
• It will be established if there is a need for visas
• The need for vaccinations or pre-trip medication will be identified
• Travellers will be asked to bring with them European Health Insurance cards
• Weather reports will be checked in order to take any necessary precautions before travelling
• Passports and return tickets will stored in a secure place
• Cultural traditions of the country will be researched and respected. This may have an implication on what clothes staff and players are asked to take
•Consideration will be given to the implications of communication barriers where countries are not English speaking
• Consideration will be given to the use of remote supervision when utilising host families
Additional Health Needs/Disabilities
Football is an inclusive sport and should be open to all.
The following will be considered for young people with additional health needs/disabilities:
• Is there a requirement for extra helpers?
• Will the helpers need any extra training e.g. asthma medication/diabetes management?
• Accommodation will be suitable and have suitable access for players with a disability
• Volunteers from various ethnic groups don't only provide positive role models, they provide knowledge of language/diet/prayer needs
• Dietary needs of children from different ethnic groups will be taken full into account. This includes fasting times linked to religious traditions
• Some activities may not be permitted with a mixed gender within some cultures e.g. not all teenage girls will be allowed to attend mixed swimming sessions.
The aim of this policy is to ensure that all staff and employees, associates and stakeholders are treated fairly and with respect, and that Notts County Football Club is equally accessible to them all.
2. Policy Statement
Notts County Football Club is responsible for setting standards and values to apply
throughout the club at every level.
Notts County Football Club belongs to and should be enjoyed by, anyone who wants to participate in it. Our commitment is to confront and eliminate discrimination whether by reason of gender, sexual orientation, marital status, race, nationality, ethnic origin, colour, religion or belief, ability or disability and to encourage equal opportunities.
This policy is fully supported by the Board of Directors, Technical Board and Senior Management Team who are responsible for the implementation of this policy.
Notts County Football Club, in all its activities will not discriminate, or in any way treat anyone less favourably on grounds of gender, sexual orientation, marital status, race, nationality, ethnic origin, colour, religion or belief, ability or disability.
It means that Notts County Football Club will ensure that it treats people fairly and with respect and that it will provide access and opportunities for all members of the community to take part in, and enjoy, its activities.
Notts County Football Club will not tolerate harassment, bullying, abuse or victimisation of an individual, which for the purposes of this policy and the actions and sanction applicable is regarded as discrimination. This includes sexual or racially based harassment or other discriminatory behaviour, whether physical or verbal.
Notts County Football Club will work to ensure that such behaviour is met with appropriate action in whatever context it occurs.
Notts County Football Club is committed to taking positive action where inequalities exist and to the development of a programme of ongoing training and awareness raising events and activities in order to promote the eradication of discrimination and promote equality in football.
The FA Charter Standard Club Programme Equality Policy
Notts County Football Club is committed to a policy of equal treatment of all members and requires all members to abide and adhere to these policies and the requirements of the relevant equalities legislation – Race Relations Act 1976, Sex Discrimination Act 1975 and Disability Discrimination Act 1995 as well as any amendments to these acts and any new legislation.
Notts County Football Club commits itself to the immediate investigation of any claims when brought to its attention, of discrimination on the above grounds and where such is found to be the case, a requirement that the practice stop and sanctions are imposed as appropriate.
Raising a Concern or Making an Allegation
Anyone wishing to raise a concern should do so either verbally or in writing to the Designated Safeguarding Officer (DSO), HR Manager or Welfare Officer. The concern needs to be as specific as possible including any names, dates and locations where possible.
The DSO, HR Manager and Welfare Officer can be contacted as follows:
Kate Lovett, Designated Safeguarding Officer
Email – email@example.com
Direct Line – 0115 955 7218
Mobile – 07917 564 705
Debbie Irving, Welfare Officer
Email – firstname.lastname@example.org
Direct Line – 0115 955 7219
Version 3 reviewed 12.01.2017
1. This is Notts County Football Club's (hereinafter referred to as NCFC) written policy on the recruitment of ex-offenders, which will be made available to all disclosure applicants at the outset of the recruitment process.
2. NCFC is committed to a comprehensive policy of equal opportunities for all in the workplace. We are committed to fair treatment of our staff, potential staff, children or users of our services regardless of race, gender, religion, sexual orientation, age, physical/mental disability or offending background. We select candidates for interview based on their skills, qualifications and experience. This policy confirms NCFC's specific commitment to ensuring that ex-offenders are not subjected to discrimination in recruitment and/or employment.
3. To this end, NCFC will provide equal opportunities for ex-offenders, where their conviction has become 'spent' in relation to recruitment, education, training, promotion, transfer and terms and conditions of employment.
4. A disclosure is requested only after consideration has been given to the roles and responsibilities included in the job description and is considered to be proportionate and relevant to the position concerned. For those positions where an enhanced disclosure is required, the recruitment documents used including job specifications, advertisements and recruitment briefs will contain a statement that a disclosure will be requested in the event of the individual being offered the position.
5. The following wording is to be applied where a disclosure is considered to be relevant to the position.
This post requires Enhanced Criminal Records Checks and checks against the Barred Lists and is exempt from Rehabilitation of Offenders Act (1974). Therefore all convictions including spent convictions that have not been subject to filtering by the DBS should be declared.
6. Where a disclosure is to form part of the recruitment process, NCFC encourages all applicants called for interview to provide details of their criminal record, if any, at an early stage in the application process.
7. NCFC requests that this information is sent under separate, confidential cover, to a designated person at the club who will be named in the recruitment process. NCFC recognises the importance of confidentiality and therefore this information will only be seen by those who need to see it as part of the recruitment process.
8. NCFC endorses the use of The FA Criminal Records Checks (FACRC) through the Disclosure and Barring Service (DBS) to ensure appropriate assessment for clearance
for work in football for those working with children, young people or vulnerable groups.
9. The Media Group Criminal Records Body (TMG CRB) and GB Group PLC (GBG) are the umbrella disclosure services which are used by The FA to assess applicants' suitability for positions of trust. This includes those roles which are defined by law as a Regulated Activity, or those roles for which the National Governing Body (NGB), that is The FA, has identified to require Enhanced Disclosures in football. These are defined as unsupervised roles in football which involve teaching, training and instruction or caring for and supervising.
10. NCFC complies with the DBS and The FA Criminal Records Body (FA CRB) Code of Practice and seeks to treat all applicants for positions fairly. NCFC undertakes not to discriminate unfairly against any subject of a disclosure on the basis of a conviction or other information revealed.
11. Under this policy, the first priority of NCFC is to maintain the safety and welfare of children and adults who use the services of NCFC or come into contact with members of NCFC.
12. Under the Rehabilitation of Offenders Act 1974, many ex-offenders are given certain employments rights if their convictions become 'spent'. An individual who has been convicted of a criminal offence and who is not convicted of a further offence during a specified period (the 'rehabilitation period') becomes a 'rehabilitated person'.
13. The rehabilitation period depends on the sentence and commences from the date of conviction. A conviction resulting in a prison sentence of more than 30 months can never become spent.
14. A rehabilitated person is protected in the following ways:-
a. They do not have to declare their previous conviction(s) for most purposes, such as applying for a job
b. An employer cannot prejudice a person in any way because of a spent conviction
c. Employees are protected against dismissal or exclusion from any office, profession, occupation or employment, on grounds of their spent convicton (with some exception)
15. Exceptions to this rule relate broadly to working with children, the sick, disabled people and the administration of justice. Where an exception applies, if asked, an individual must disclose all convictions including spent ones.
16. NCFC reserves the right to request sight of an employee's DBS certificate on commencement of employment, in order to check for content and thereby make an employment decision on suitability for the role. Additionally, NCFC may request fresh sight of a certificate annually when updating records and at other appropriate times e.g. when undergoing safeguarding audits. At no point will a copy the original certificate, or a copy of the certificate, be retained by NCFC.
17. Unless the nature of the position allows the recruitment officer / disclosure body to ask questions about an applicant's entire criminal record, NCFC will only ask about unspent convictions as defined in the Rehabilitation of Offenders Act 1974 and as filtered by the Disclosure and Barring Service.
18. Having a criminal record will not necessarily bar you from working with NCFC. This will depend on the nature of the position and the circumstances and background of your offences.
19. Recipients of disclosure information must ensure that disclosure information is not passed to persons not authorized to receive it under Section 124 of the Police Act 1997. Unauthorised disclosure is an offence, so we will ensure that disclosures and the information they contain are available only to those who need to have access in the course of their duties, who, for NCFC, will be the designated Safeguarding Officer. NCFC confirms that it does not hold copies of disclosures including on HR files.
20. An employee who is charged or convicted of a criminal offence will not automatically be dismissed or disciplined for the offence. The details of the offence will be considered and a decision will be made as to whether the employee's conduct merits action because of its employment implications.
21. The following will apply in such situations:-
a. NCFC will investigate the facts of the offence and consider whether the conduct is sufficiently serious to warrant disciplinary action;
b. NCFC will take fair and reasonable action where the conduct requires prompt attention (in such cases, NCFC does not need to await the outcome of prosecution).
22. In some cases the nature of the alleged offence may not justify disciplinary action (eg off duty conduct which has no bearing on employment) but the employee may not be available for work because he or she is in custody or on remand. NCFC retains the right to stop an employee's salary for the period spent in custody. However, each incident will be reviewed on its own merits. Furthermore, in these cases NCFC will decide whether, in the light of the needs of the organisation, if the employee's job can be held open. Where a criminal conviction leads, for example, to the loss of a licence or other EFL or FA compliant documentation so that continued employment in a particular job may be illegal, the organization will consider whether suitable alternative work is available.
23. Where an employee, charged with or convicted of a criminal offence, refuses to co-operate with NCFC's disciplinary investigations and proceedings, this will not deter NCFC from taking action. The employee will be advised in wiring that unless further information is provided, a disciplinary decision will be taken on the basis of the information available and could result in dismissal.
24. More information on the recruitment of offenders through TMG CRB is available at:
25. Reviewed 29/11/2016
The Health and Safety at Work Act 1974 imposes a statutory duty on employers to ensure in so far as is reasonable practicable the health and safety of their employees whilst at work. This duty also extends to others who may be affected by that work.
Employees also have a statutory duty to take care of themselves and others who may be affected by their acts or omissions.
To enable these duties to be carried out, it is our intent to ensure that responsibilities for health and safety matters are effectively assigned, accepted, and fulfilled at all levels within our organisational structure.
1. We will, so far as is reasonably practicable, ensure that:
• Adequate resources are provided to ensure that proper provision can be made for health and safety
• Risk assessments are carried out and periodically reviewed
• Systems of work are provided and maintained that are safe and without risks to health
• Arrangements for use, handling, storage and transport of articles and substances for use at work are safe and without risks to health
• All employees are provided with such information, instruction, training and supervision as is necessary to secure their safety and health at work and the safety of others who may be affected by their actions
• Where appropriate, health surveillance will be provided for employees
• The provision and maintenance of all plant, machinery and equipment is safe and without risk to health
• The working environment of all employees is safe and without risks to health and that adequate provision is made with regard to the facilities and arrangements for their welfare at work
• The place of work is safe and that there is safe access to and egress from the work place
• Monitoring activities are undertaken to maintain agreed standards
2. It is the duty of all employees at work:
• To take reasonable care for the health and safety of themselves and of other persons who may be affected by their acts or omissions at work and co-operate with us in fulfilling our statutory duties
• Not to interfere with or misuse anything provided in the interest of health and safety
• This Health and Safety Policy will be reviewed at least annually, amended and updated as and when necessary. Communication of any such changes will be made to all employees
• There are established and maintained effective procedures for consultation and communication between all levels of management and employees on all matters relating to health, safety and welfare
• Detailed reference information for employees can be found in the Employee Information Manual, which is kept in the Head of Safety and Security's office.
Late collection of children by parents presents Notts County Football Club and its coaches with a potentially difficult situation.
It is important that everyone understands that while we are happy to help in a real emergency, parents/carers cannot assume that it is acceptable to turn up late without notifying child's coach. All parents/carers will be expected to adhere to this policy to help with safeguarding your child.
2. Guidelines for Parents:
Parents of children starting with the Notts County academy are asked to provide specific information which is kept in our data file in the office including:
• Home address and telephone number of parents/ carers
• Place of work, and telephone number
• Mobile telephone number
• Names and telephone numbers of adults who are authorised by the parents/carers to collect their child from training and games i.e. childminder, relative, neighbour
• Information about any person who has been denied legal access to the child
• Information about who has primary responsibility for the child
If there are any changes to any of the above we ask that a member of club staff (coach, academy administrator, Designated Safeguarding Officer) are notified immediately.
Parents/carers MUST phone their child's coach if there is any likelihood of late collection.
3. Guidelines for Coaching Staff:
In the event of a parent/guardian failing to collect a child at the agreed session finish time, the coach will wait with the child/young person at the sport facility, with other staff/volunteers or parents present if at all possible.
Coaching staff will keep a record of all calls, times and outcomes.
The coach will then make all the necessary arrangements to attempt contact with the parent/guardian using emergency contact numbers.
If all attempts fail, the coach will then contact the Club Designated Safeguarding Officer or his line manager for further guidance. Where possible, this will be done in an open environment with another coach in attendance.
If the child has not been collected after an hour we will follow our Child Protection Procedures and contact the Local Social Services. Social Services will aim to find the parent/carer or relative and if unable to do so, the child will be placed into the care of the Local Authority
NB Under no circumstances will staff to go to look for the parent, nor take the child home with them.
A full written report of the incident will be recorded by the relevant member of club staff.
Coaching Staff will:
• Never take the child home or to any other location.
• Never send the child home with another person without permission from a parent or carer.
• Never ask a child to wait in a vehicle or sport facility with you alone.
• Never spend time alone with children away from others.
• Never transport a child to or from an event or activity.
• Never send a child away from the facility alone.
Version 4 reviewed 13.01.2017
This policy is written and should be read in conjunction with the Notts County policy on the Late Collection of Children.
Coaches must be aware, at all times, of the players they have in their care during both training sessions and matches. The coach should ensure the safety of those in their charge by adopting the following procedures:-
For training sessions and home matches:
• Coaches should arrive at least 15 minutes before the time the players have been told to arrive
• If parents arrive early they should not leave the players on their own. Parents must wait until a member of staff and at least one other player arrives before they leave the venue. At the end of the session two members of staff should remain with the players until the parents arrive to collect the players. Under no circumstances must coaches leave a player alone to wait for a parent/ guardian who may be late.
• At each session coaches must take a register of the players who have arrived.
• If parents are going to be late they must inform one of the coaches by mobile phone. Parents should also inform the coach if they are unable to collect their child and are sending someone else to collect the player. Text messages are not acceptable as a means of communication.
• Players should be encouraged to go to the toilet before the training session or match so that they do not have to go during the activity. If a toilet visit is necessary during, players should go as pairs with one member of staff. The member of staff should stay just outside the changing rooms whilst waiting for the player
For away matches:
• Members of staff must report at least 15 minutes before the players
• The member of staff in charge must carry a copy of the list of players travelling and know the total number of players in their charge
• One member of staff from each travelling team must count each member of the team on the coach via a register of names, as opposed to a head count.
• If stopping en route players should be instructed to remain in pairs and at least one member of staff should escort them
• Players should be given clear instructions about the length of the stop and the rules of the break
• If any player is not back on time it must be a member of staff who searches for that player and not another player.
• Before re-starting the journey each player must be counted back on to the coach and a final head count must be made to ensure that all players are safely on board
• If a player is to travel home with a parent/guardian after the match, that parents must inform the player's coach so an amendment can be made to the travel list.
• Staff should ensure that players are back on the coach via a register of names, as opposed to a head count, before departure at the end of the game.
• Upon arrival back at the pickup point, at least two members of staff should remain with the players until the parents/guardian collects them
• Staff mobiles should be switched on during each journey
If a player goes missing at any time the following procedures should be followed:-
• A member of staff should look for the player
• If the problem is not resolved within 15 minutes, a full time member of staff should be contacted
• The full time member of staff should then contact the parent
• If the player is not found after 30 minutes, staff and parents should inform the police
• If a full time member of staff is not available, the coach who is responsible for the player will inform the parent directly
When a missing child has been located and safely returned to training/the game, the child's family or the police, the club Designated Safeguarding Officer will conduct an investigation into the circumstances of the child going missing. This is in order to identify any factors that need to be addressed by the Notts County or communicated to the parents to prevent a recurrence of the child going missing.
Version 3 Reviewed 13.01.2017
1. Use of images (Still or Moving) - Guidelines
Notts County Football Club takes its guidance on the use of images from guidelines issued by The FA and the EFL.
All photographs are taken by club officials who have been briefed by the Club's media team responsible for the activity being photographed.
• Before taking photographs of children and young people involved in the academy, parental consent is sought in writing at the start of the season or prior to the event. Parents/carers are responsible for informing the club of any change of circumstances within the season which may affect consent.
• Parents and carers will be informed of how the image will be used. The club will not allow an image to be used for something other than that for which it was initially agreed.
• All children and young people featured in club publications will be appropriately dressed.
• Where possible, the image will focus on the activity taking place and not a specific child/young person.
• Where appropriate, images represent the broad range of youngsters participating safely in football.
• Designated club photographers will be personally responsible for keeping up to date with the latest guidelines on the Use of Images policies from the EFL.
• Club Identification will be worn at all times.
• Children and young people who are under a court order will not have their images published in any club document. It is the responsibility of the parent/carer to inform the club of such circumstances.
• No images of children and young people featured in club publications will be accompanied by personal details such as their school or home address.
• Recordings of children and young people for the purposes of legitimate coaching aids are only filmed by club officials and are stored safely and securely in the academy offices at Meadow Lane Stadium.
• Any instances of inappropriate images in football should be reported to the Designated Safeguarding Officer.
• The Club does not put young player profiles with images and personal information on its website, unless parental/carer AND child/young person consent has been given before the publication has gone ahead.
• Parents are not to take photographs either at training, matches or any other club event unless permission is given.
• If parents see what they deem to be unauthorized photography they should immediately report it to a full time member of academy staff who in turn are responsible for reporting it to the designated person (DSO) at the club.
• If parents/guardians become aware that these images are being used inappropriately you should inform the club Designated Safeguarding Officer immediately.
• There will be several occasions each season where the club photographer will take official photographs of players. These photographs will be made available for parents and families to purchase.
Notts County Football Club recognises the need to ensure the welfare and safety of all players in football. As part of our commitment to ensure the safety of players we will not permit photographs, video or other images of players to be taken or used without the written consent of the parent/guardian and the player.
Notts County Football Club will take all steps to ensure these images are used solely for the purposes they are intended which is the promotion and celebration of the activities of Notts County Football Club.
2. Mobile Phones
There are situations when access to a mobile phone will make a positive contribution to the safety and welfare of children and young people, particularly when an emergency occurs.
However, the use of mobile phones by coaches during training or at competitions, except for the purposes of making or receiving an emergency call we would consider to be both unsafe and inappropriate conduct.
Children and young people will only ever be contacted in the case of an emergency and when an appropriate adult cannot be contacted. Ideally contact by coaches would be primarily on a face to face basis. Additional communication relating to events, training and other information should be directed to the child or young person's parents or legal guardian.
Notts County Football Club recognises that text messaging is rarely an appropriate response to a child in a crisis situation or at risk of harm. It should only be used as a last resort when other forms of communication are not possible.
No mobile phones – or any other type of filming equipment, are to be used in the toilet areas or changing rooms at any venue.
3. Videoing as a Coaching Aid
On occasions the club may wish to video a game or training session using video equipment as a legitimate coaching aid. However, performers and their parents/carers should be made aware that this is part of the coaching programme and their consent obtained, and such films should be stored safely.
Release of an academy player from registration can be a difficult time. Academy players and parents should remember that involvement in the programme is a tremendous achievement in itself. No academy can guarantee that a player will become a professional.
If the Notts County academy does not wish to extend the registration of a scholar, it is expected to provide support by, for example, helping identify opportunities for the player to continue his football career elsewhere.
League Football Education (LFE) also provides careers advice for players released at the end of their scholarships.
Under 16 Assessment Trials:
In order to provide an opportunity to obtain a further period of registration at a different club, The Football League stages Under 16 assessment trials, usually during the half term week in February. The assessment trials are attended by scouts from various clubs and education establishments and your performance at these events may provide an opportunity to join a new club or be offered a place at a college or university.
To be eligible to attend the trials you must have been registered at an academy and have been released during the current season. To attend the trials you are required to be nominated by the releasing club.
After all the trials have taken place, if any interest from the scouts has been registered with the EFL, you will be notified of each clubs' interest after the final event is held.
LFE Assessment Trials
Run by League Football Education in association with the EFL and The Professional Footballers Association, the assessment trials provide an opportunity for players to be viewed by scouts from professional and non-league clubs. Held on a regional basis across four venues in April and May each year, the trials also attract representatives from European clubs and further and higher education institutions from both the UK and the USA.
To be eligible to attend the trials players should have completed or be about to complete the Apprenticeship in Sporting Excellence (AASE) programme or be coming to the end of a first year professional contract (i.e. in the Under 19 year).
After the trials have taken place, LFE will notify players if any interest from scouts has been registered in them, usually within two weeks of the final trial date having taken place.
For more information on the Assessment Trials please visit www.lfe.org.uk/progression/trials
Release of Players
This document serves as a guide to the procedures which should be followed when:
a) it is felt that a player is not reaching the standards which the academy demands,
b) a player reaches the age of 18 and is not offered a contract by Notts County Football Club at the end of the season.
1 The Academy Manager shall consult with the Head of Academy Coaching and agree which players are affected. They will then consult with the Academy Technical Board, and the final decision as to whether or not a player is offered a professional contract will rest with the First Team Manager.
2 The Academy Manager and the Head of Academy Coaching shall arrange a meeting with the player and his parent(s)/guardian(s) to discuss the player's exit. Should a parent/guardian be unavailable for the meeting, the club Welfare Officer or Designated Safeguarding Officer will be on hand to support the player during the meeting and indeed the entire process.
3 At that meeting the player's assessment sheets will be reviewed and reasons for the player's exit be given. At the meeting the player will be made an offer of assistance in finding an alternative football club.
4 The Chief Scout will be kept informed about the player's exit during this process and if it is confirmed that the player is seeking assistance in finding an alternative club, he shall use his network of contacts to identify a suitable club. However, it must be remembered that this is no guarantee at all that a club will be found for the player.
5 After the meeting a letter shall be issued to the player recording the decision to release.
6 After the meeting the Academy Secretary shall be informed and will arrange the player release documentation and ensure that the relevant Associations are informed.
Throughout the process every effort must be made to be sympathetic to the player's disappointment.
Version 4 Reviewed 13.01.2017
What to do if a child, young person or vulnerable adult discloses safeguarding concerns to you in a football setting:
1. Stay calm. Keep tone of voice reassuring and patient.
2. Ensure the child is safe and there is no immediate danger.
3. If the child/young person is present, reassure them they were right to tell and offer reassurance.
4. Listen and reassure that you are taking matters seriously
5. If the child or young person needs immediate medical treatment, telephone for an ambulance, inform doctors/medic of your concerns and ensure that they are aware that this is a child protection issue. Ensure that the child or young person remains supported at all times.
6. Don't promise to keep confidentiality or promise a possible outcome.
7. Keep questions to a minimum and only use them to clarify what you have been told.
8. In the event of suspicion of sexual abuse, advise the child not to bathe or shower until given permission to do so. Washing can destroy valuable evidence.
9. Staff will be led by the DSO, Designated Person, or the agency managing the allegation as to who should inform parents/carers.
10. Make a full written record of what was said, seen and heard as soon as you can. (Using the Club's Child Protection Incident Report Form)
11. REMEMBER - you can contact the NSPCC 24 hour Helpline on 0808 800 5000 or Deaf users text phone 0800 056 0566, at any time, for immediate advice and guidance.
Notts County Football Club (hereinafter referred to as NCFC) acknowledges its responsibility to safeguard the welfare of every child and young person who has been entrusted to its care and is committed to working to provide a safe environment for all members.
A child or young person is anyone aged 18 or below engaged in any club football activity. We subscribe to the EFL's Safeguarding Children Policy and Procedures and endorse and adopt the Policy Statement contained in that document.
Notts County Football Club's Safeguarding Policy:
The key principles of the EFL Safeguarding Children Policy are that:
• The child's welfare is, and must always be, the paramount consideration
• All children and young people have a right to be protected from abuse regardless of their age, gender, disability, culture, language, racial origin, religious beliefs or sexual orientation
• All suspicions and allegations of abuse will be taken seriously and responded to swiftly and appropriately
• Working in partnership with other organisations, children and young people and their parents or carers is essential
We acknowledge that every child or young person who plays or participates in football should be able to take part in an enjoyable and safe environment and be protected from poor practice and abuse.
Notts County Football Club recognises that this is the responsibility of every adult involved in our club.
Notts County Football Club has a role to play in safeguarding the welfare of all children and young people by protecting them from physical, sexual or emotional harm and from neglect or bullying. It is noted and accepted that the EFL's Safeguarding Children Regulation applies to everyone in football whether in a paid or voluntary capacity. This includes those who are volunteers, match officials, helpers on club tours, football coaches, club officials or medical staff.
We endorse and adopt the EFL's Safeguarding Children Guidelines for Safe Recruitment and will:
• Develop a role profile
• Request and validate identification documents
• As a minimum, meet and chat with the applicant(s) and where possible conduct interviews before appointing
• Request and follow up with two references before appointing
• Require an FA DBS Enhanced Disclosure where appropriate in line with EFL guidelines
All current Notts County Football Club members with direct access to children and young people will be required to complete a DBS Enhanced Disclosure. NCFC reserves the right to undertake risk assessments of any individuals whose DBS Enhanced Disclosure confirms content that is considered to be relevant. If there are concerns regarding the appropriateness of an individual who is already involved or who has approached us to become part of Notts County Football Club, guidance will be sought from the EFL. It is noted and accepted that the EFL will consider the relevance and significance of the information obtained via The FA DBS Enhanced Disclosure and that all decisions will be made in the best interests of children and young people.
It is accepted that the EFL aims to prevent people with a history of relevant and significant offending from having contact with children or young people and the opportunity to influence policies or practice with children or young people. This is to prevent direct sexual or physical harm to children and to minimise the risk of 'grooming' within football. NCFC commits to ensure that it will do all it can to ensure that children and young people are fully protected.
Notts County Football Club supports the EFL's Whistleblowing Policy. A copy of NCFC's Whistleblowing Policy can be found on the Club's website. Any adult or young person with concerns about a colleague can 'whistle blow' by contacting Kate Lovett and/or Ann Hussey, Child Protection Advisor at the EFL on 01772 325811, at AHussey@efl.com, or by writing to Ann at the EFL, EFL House, 10-12 West Cliff, Preston, Lancashire, PR1 8HU or by going directly to the Police, Social Services or the NSPCC.
Notts County Football Club encourages everyone to know about it and utilise it if necessary.
Notts County Football Club has appointed a Designated Safeguarding Officer (DSO) in line with the EFL's role profile and required completion of the Safeguarding Children Workshop. The post holder will be involved with designated person's training provided by the EFL.
Notts County Football Club's DSO is Kate Lovett who can be contact on 0115 955 7218/07917 564 705, at email@example.com or by writing to Notts County Football Club, Meadow Lane, Nottingham, NG2 3HJ.
The DSO is the first point of contact for all club members and parents or guardians regarding concerns for the welfare of any child or young person. They will liaise directly with the Child Protection Advisor at the EFL and will be familiar with the procedures for referring any concerns. They will also play a proactive role in increasing an awareness of poor practice and abuse amongst club members.
Should Kate Lovett not be contactable, Notts County Football Club also employ Debbie Irving as Welfare Officer. Debbie can be contacted at the same postal address as Kate Lovett or on 0115 955 7219 or at firstname.lastname@example.org.
We acknowledge and endorse the EFL's identification of bullying as a category of abuse. Bullying of any kind is not acceptable at our club. If bullying does occur, all players, parents or guardians should be able to tell and know that incidents will be dealt with promptly.
Incidents need to be reported to the DSO, or, in cases of serious bullying, contact the County FA's Welfare Officer.
Codes of Conduct for players, parents or spectators, officials and coaches have been implemented by Notts County Football Club. In order to validate these Codes of Conduct, the club has clear sanctions to deal with any misconduct at club level and acknowledges the possibility of potential sanctions which may be implemented by leagues or the County FA in more serious circumstances.
Reviewed as at 01/12/2016
Recruiting and selecting the right people is significantly important to the success of Notts County Football Club (The Club). This recruitment policy aims to set out how to ensure, so far as possible, that the best people are recruited and that the club's recruitment process is free from bias and discrimination.
By following this policy, and in addition to fulfilling employment law requirements, the Club will also ensure that it continues to uphold its commitment to equal opportunities, including compliance with the Equality Act 2010 and the Data Protection Act 1998 whilst recognising and fulfilling all UK immigration legislation.
It is the responsibility of each Head of Department to ensure that this policy is carefully followed within their department. All Heads of Departments should make members of their staff aware of the obligation to familiarise themselves with and to follow this policy.
2. Safer Recruitment:
The aim of the recruitment policy is to help deter, reject or identify people who might abuse children and vulnerable young adults, or who are otherwise unsuited to working with them, by having appropriate procedures in place for appointing staff. Staff should not be recruited solely by word of mouth and this process should be followed at all times. Additionally all roles should be advertised internally as well as externally although the process itself remains the same with the exception fo documentation validation which will previously have taken place.
The policy objectives are to operate this procedure consistently and thoroughly while obtaining, collating, analysing and evaluating information from and about applicants applying for job vacancies at Notts County Football Club.
The Club's policy in relation to the recruitment of ex-offenders should be adhered to at all times.
2.1. Roles and Responsibilities
It is the responsibility of The Club to:
• Ensure the club has effective policies and procedures in place for recruitment of all staff and volunteers in accordance with EFL guidance and legal requirements.
• Monitor the club's compliance with them.
It is the responsibility of the Designated Safeguarding Officer and other Managers involved in recruitment to:
• Ensure that the club operates safe recruitment procedures and makes sure all appropriate checks are carried out on all staff and volunteers who work at the club.
• To monitor contractors' and agencies' compliance with this document.
• Promote the safe welfare of children and young people at every stage of the procedure.
In accordance with the EFL regulations, the club has delegated responsibility to the HR Manager and Designated Safeguarding Officer to lead in all appointments. Other Heads of Department may be involved in staff appointments but the final decision will rest with the Chief Executive.
3. Pre-Employment and Recruitment Process:
3.1. Job Description
The job description is a key document in the recruitment process, and must be finalised prior to taking any other steps in the process. It should clearly and accurately set out the duties and responsibilities of the job and must include:
• Job title
• Location of the post
• Grade of the post
• The post to whom the post holder is responsible
• Main purpose of the job
• Main duties and responsibilities
• Salary and package
3.3 Details for Applicants
The details for the applications must include the job description and person specification together with any other important information that a potential applicant needs to decide whether to apply:
• Main terms and conditions of employment: package, holiday, working hours, etc.
• Standard information about The Club.
• Equal Opportunity Policy statement.
3.4 Processing Applications
All staff should be aware that when dealing with enquiries about vacancies it is unlawful to state or imply that applications from one sex or from a particular racial or ethnic group would be preferred. These may lead to a complaint of race or sex discrimination. In addition, staff should be mindful of age and disability discrimination.
The confidentiality of applications must be respected by all of those involved in the selection process.
3.5 Selecting the Interview Panel
All interviews regardless of the nature of the role must be conducted by either an experienced interviewer(s) or a panel. The Heads of Departments / Line Manager should select interview panel members prior to the closing date. This allows panel members to assist in the shortlist process.
An interview panel should assess all applications to determine which applicants are to be called for interview. Shortlist decisions should be based on evidence that the applicant has met the requirements of the person specification.
The original applications for all applicants, together with a written note of reasons for shortlist or rejecting applicants must be retained for a minimum of 12 months from the date that an appointment decision is notified, in case of complaint to an Employment Tribunal and to satisfy UK Border Agency requirements to keep records for 12 months where a certificate of sponsorship is required.
To assist with this all CVs, correspondence and criteria information should be forwarded to and retained by HR throughout and by the end of any interview process..
3.7 Arrangements for Interviews
Letters or emails inviting candidates for interviews should include:
• Date, time and place of their interview
• Instructions on how to find their way to the interview venue
• If appropriate, details of any test or presentation
• Qualification certificates that are essential to the post
A member of HR can join an interview panel, if requested in advance.
The structure of interviews should be decided in advance by determining who will chair the panel and what areas of questioning are required to be covered.
The same areas of questioning should be covered with all candidates and assumptions should not be made regarding the expertise or abilities of candidates because of their employment history. Interview questions should be phrased so that they do not favour any one candidate or group of candidates. Supplementary questions should be used to probe for further information or clarification where answers are incomplete or ambiguous.
Care must be taken to avoid questions that could be construed as discriminatory (e.g. questions about personal circumstances that are unrelated to the job).
Interview notes must be taken by each panellist to help the panel to make a decision based on the content of the interviews. Such notes must relate to how candidates demonstrate their knowledge, skills, experience and abilities in relation to the person specification. The Data Protection Act allows applicants to request disclosure of such notes in the event of a complaint.
3.9 Making a Decision after Interview
The information obtained in the CV, the interview, and in references will allow candidates to be assessed against the person specification and a selection decision to be made.
Interview proceedings are confidential and interviewers are free to divulge to others the decision reached only once the appointee has accepted the post.
Pre employment checks including academic qualifications, professional registration, the right to work and any other specifics considered essential for the post must be verified by the Club before any formal employment offer or before actual date of employment. Academy workers will not be able to start a new role until all ID and other DBS and YD2 compliance steps have been taken and validated.
It is an offence to employ anyone who does not have permission to be in, or work in, the UK. To avoid making assumptions about such permission, all new joiners will be required to provide r evidence of eligibility to work in the UK before undertaking any works with the Club. Failure to provide appropriate right to work documents will prevent the new joiner from commencing employment until such time as they are produced to HR. Certified photocopies of these documents should be kept in employee individual profiles by HR.
Provisional offers may be made, subject to provision of a certificate of sponsorship being issued and entry clearance or status extended being obtained. Failure to provide the appropriate paperwork will result in the job offer being withdrawn.
Where the successful candidate is disabled, reasonable adjustments may need to be considered depending on their disability in consultation with them. The Club has a duty to consider what reasonable adjustments can be made to working practices, or premises, or to enable access to goods, facilities and services by disabled people. Individuals who have a disability and who require support should notify HR in the first instance.
3.10 Employing overseas footballers
If an offer of employment were made by the club to non-EU nationals, the club will follow the guidance issued by The Football Association at that given point in time.
Before applying for a certificate of sponsorship, the club shall ensure that the player's birth country will be listed on FIFA ranking list, taken at the date on which the club applies for the certificate of sponsorship, and that he has played the requisite number of international games as stated in The FA's guidance.
4. Recruitment and Vetting Checks:
Two professional/character references must be provided. These will always be sought and obtained directly from the referee and their purpose is to provide objective and factual information to support appointment decisions. Any discrepancies or anomalies will be followed up. Direct contact, either by telephone, face-to-face, or by email will be made with each referee to verify the reference.
References from relatives or friends will not be accepted. Appropriate referees are those who have direct experience of a candidate's work, education or training: preferably in a supervisory capacity and a reference must be obtained from the current or previous employer.
When requesting references, it is helpful to seek precise information and confirm facts, such as length of employment, relationship of the applicant to the referee, job title, responsibilities, reasons for leaving, attendance, performance, and any other relevant information.
Telephone references are acceptable, where time pressures or the location of referees dictate that this may be appropriate.
References are confidential. Any request for disclosure of references must be forwarded to the HR team. References should only be used for the purpose for which they were intended and their confidentiality must be maintained.
Failure to provide or receive references within the first four weeks of employment, whether permanent, part time, fixed term or casual may result in the offer of employment being withdrawn.
4.2 Previous Employment History
Complete information about previous employment must be provided along with satisfactory explanations for any gaps in employment.
4.3 Proof of identity / Eligibility to work
These checks will be carried out on all appointments to the Club's workforce before an appointment is made.
Acceptable proof of identity / eligibility may include (detailed list below in attachment 1):
A.) Proof of address in the form of a utility bill or bank statement and passport
B.) Proof of address as above and Birth certificate combined with either P60 or P45 from a previous employer and NI Card.
4.4 DBS Disclosure
An FA enhanced DBS disclosure is required for all relevant new appointments to the club. Individuals will be asked to declare any convictions, cautions or reprimands, warnings or bind-over's that may have been incurred. The Club reserves the right to carry out risk assessments where content has been disclosed on a DBS disclosure if it feels that it is relevant to the job requirements. Failure to satisfy the Club and the EFL's safeguarding requirements may lead to the job offer being withdrawn or dismissal.
4.5 Medical Fitness
The Club reserves the right to carry out independent medical assessments for roles that require a specific level of fitness associated with the role the individual is required to carry out. Health declarations should be completed on request.
4.6 Qualification Requirements
Candidates must be able to demonstrate they have actually obtained any academic or vocational qualifications legally required for the post and claimed in their application.
Version 3 Reviewed 7/12/2016
Children and young people are able to enjoy activities within Notts County Football Club because of the many individuals, both paid and unpaid, who provide opportunities for them to do so. All of these individuals have safeguarding responsibilities to the children and young people they work with.
Please note the following procedures for applying to attend academy fixtures at Notts County Football Club this season.
Any club or intermediary wishing to send a representative to Notts County academy U9 to U18 fixtures must request permission by email at least 48 hours prior to any fixtures. Requests made after this point will unfortunately be declined.
The application should be sent to Deborah.email@example.com. Applications will be acknowledged with details by return email. Please note that the Club will not accept applications by fax/telephone call/text message.
• Upon arrival at the venue, all representatives must report to Match Day Coordinator or a member of the coaching staff.
• Official scout/intermediary photo ID for the 2016/2017 season must be shown to gain entry.
• Representatives will be required to sign an attendance book.
• Representatives are strictly forbidden from making approaches or communication of any form with players and/or parents.
• Any attempt to photograph or film at the game/training venue is strictly prohibited (including camera phones). Any breach will result in the representative being asked to leave the venue with refusal to attend future fixtures, and the individual will be reported to the regulating body and banned from club premises.
• Any representatives arriving unannounced, without prior permission and/or appropriate photo ID will be asked to leave the venue immediately and the individual will be reported to the regulating body and banned from club premises.
• Any intermediary submitting a request to attend an academy fixture will be checked against The FA's Registered Intermediaries list to ensure that they are authorised to represent minors. Any individual not authorised will have his/her request declined.
Under the terms of this policy, NCFC employees or casual workers will not divulge or permit to be divulged the personal data or information, including telephone numbers, of parents and players without the written approval of the Academy Director.
The Academy Director is responsible for ensuring the Academy's awareness of this policy and in sharing the policy with the recruitment and administration departments, as well as coaches, accordingly.
Social media offers the opportunity for people to gather in online communities of shared interest and create, share or consume content. As a public-facing organisation, Notts County Football Club (NCFC) recognises the benefits of social media as an important tool of engagement, to communicate with and market promotions to our customers and supporters.
It is important that the reputation of NCFC, as well as its affiliated sponsors and partners, is not tarnished in any way by anyone using social media tools inappropriately, particularly in relation to any content that directly references NCFC.
When someone clearly identifies their association with NCFC, or can easily be associated with NCFC through their employment, in this type of open forum, they are expected to behave and express themselves appropriately.
The purpose of this social media policy is to provide some guiding principles for employees of NCFC to follow when using social media.
This policy applies to all employees of NCFC, casual, part-time and full-time.
This policy covers all forms of social media. Social media includes, but is not limited to, activities such as:
• Maintaining a profile page on social or business networking sites (such as LinkedIn, Facebook, Twitter, etc)
• Content sharing including using sites such as Flickr (photo sharing) and YouTube (video sharing)
• Commenting on blogs for personal or business reasons
• Leaving product or service reviews on retailer sites or customer review sites.
• Taking part in online votes and polls
• Taking part in conversations on public and private web forums (message boards)
• Editing a Wikipedia page
The intent of this policy is to include anything posted online where information is shared that might affect employees, sponsors, partners, customers, or supporters of NCFC as an organisation and the reputation of both the club, the EFL or The Football Association and the competitions associated therewith.
The internet is not anonymous. NCFC staff should assume that everything they write online, especially in open forums, can be traced back to them.
Due to the unique nature of NCFC as a business, the boundaries between personal and professional profiles and any associated opinions and comments can often be blurred. As such, it is essential that NCFC staff clearly acknowledge this ambiguity when posting anything online and consider at all times their connection to NCFC and, as such, their role as a representative of the club.
When using the internet for professional or personal pursuits, all NCFC staff must respect the brands of NCFC, our partners, sponsors, the associations to which we are members, such as the EFL and The Football Association, as well as other staff, following the guidelines in place to ensure that the intellectual property of both NCFC and our affiliated associations is not compromised and the organisation is not brought into disrepute.
For all NCFC staff using social media, such use:
• Must not contain, or link to, libellous, defamatory or harassing content – this also applies to the use of illustrations or nicknames
• Must not comment on, or publish information that is confidential in any way
• Must not bring NCFC or the sport and any affiliated governing bodies into disrepute
• Must not be directly linked with any players aged 18 or below from a personal social networking account
For NCFC staff using social media, such use must not interfere with work commitments.
Branding & Intellectual Property
It is important that any trademarks belonging to NCFC or any affiliated competition or governing body, are not used in personal social media applications, except where such use can be considered incidental – (where incidents is taken to mean "happening in subordinate conjunction with something else")
Official NCFC Blogs, Social Pages & Online Forums
When creating a new website, social networking page or forum that is in any way or can in any way be judged to be associated with NCFC, care should be taken to ensure the appropriate person is given permission to create the page or forum.
Similarly, appropriate permissions must be obtained for the use of logos or images. Images of children may not be replicated on any site without the permission of the child's parents and/or guardian.
For official NCFC blogs, social pages and online forums:
- Posts must not contain, nor link to, pornographic or indecent content
- Some hosted sites may sell the right to advertise on their sites through "pop up" content, which may be of a questionable nature. This type of hosted site should not be used for online forum or social pages as the nature of "pop up" content cannot be controlled.
- NCFC employees must not use official NCFC pages to promote personal projects.
- All materials published or used must respect the copyright of third parties.
Consideration Towards Others When Using Social Networking Sites
Social networking sites allow photographs, videos and comments to be shared with thousands of other users. NCFC staff must recognise that it may not be appropriate to share photographs, videos and comments in this way.
For example, there may be an expectation that photographs taken at private NCFC functions will not appear publicly or on the internet. In certain situations, NCFC staff could potentially breach the Privacy Act or inadvertently make NCFC liable for breach of copyright.
NCFC staff should be considerate to others in such circumstances and should not post information when they have been asked not to or consent has not been sought and given. They must also remove information about another person should they be asked to do so.
Under no circumstances should offensive comments be made about NCFC, club staff or any affiliated partners or sponsors online.
Breach of Policy
NCFC will continually monitor online activity in relation to the club and the sport. Detected breaches of this policy should be reported to NCFC.
If detected, a breach of this policy may result in disciplinary action from NCFC under the NCFC disciplinary procedures. A breach of this policy may also amount to breaches of other NCFC documents and policies. Disciplinary action may involve a verbal or written warning or, in serious cases, termination of employment or engagement with NCFC.
Ensuring the safer use of texts, emails and social networking sites
The following guidance is provided, not as an obstacle but, to support employees, parents and club associates to manage their safeguarding responsibilities effectively. It aims to ensure children, young people, match officials and adults in a position of trust are not subjected to improper communications or improper allegations.
Written informed consent needs to be obtained from parents/carers before
group email, texts or social networking messages are used to communicate with any persons aged 18 or below.
• get signed consent from parents/carers before using any of these methods of communication with children or young people
• explain to parents/carers and club members the purpose and method for coaches, team managers, referee mentors, club officials etc to communicate by either text, email or social networking with their son/daughter
• only use group texts, emails or social media messages and always copy in the
parent/carer or the designated member of the club to all communications with young people
• make sure texts, emails and social media messages are only in relation to specific club related activities e.g. informing young people about changes in travel arrangements, training times or venue changes etc
• report to the club Designated Safeguarding Officer (DSO) or welfare officer any instance(s) where you have received any inappropriate communications from a young person. The club's Senior Safeguarding Manager, DSO and/or welfare officer will then agree what action the club will take, notifying parents/carers and any other appropriate individuals or agencies
• use text, emails or social media messages for personal conversation, sending pictures, jokes or other items of a personal nature
• respond to emails, texts or social media messages from young people other than those directly related to club matters. Advise your club DSO or welfare officer of any
non-club related emails you receive
• use language that is directly (or could be misinterpreted as being) racist, sexist, derogatory, threatening, abusive or sexualised in tone
Aims and Objectives:
Notts County Football Club is committed to safeguarding and promoting the welfare of
children and young people and expects all staff and volunteers to share this commitment.
One main area where the welfare of children and young people must be considered is when they are being transported as part of their club activities.
This policy has been developed to ensure that every consideration is paid to the welfare of young players who are aged 18 and below whilst on club transport, whilst being transported by a club member of staff, or whilst travelling to or from club activities. This is particularly relevant to apprentices due to the full-time nature of their involvement with the club.
As the stadium, the training ground, and accommodation are all sited at different venues, arrangements have to be made for apprentices to travel independently or to travel on club transport. Wherever possible and practicable it is advisable that apprentices and all players aged 18 and below travel in club vehicles with at least one adult (in addition to the driver) acting as an escort.
When transporting young players on tours and tournaments, Notts County FC adheres to the guidance provided by the FA (Travel, Trips and Tournaments), the EFL (Youth Tours and Tournaments), and the Department of Education (Health and Safety for Pupils on
All staff should have read and understood the policy. If at any time they need further guidance then they should contact the club Designated Safeguarding Officer (DSO) to be clear of the academy's transport policy. If for any reason you are in a position that you cannot follow protocol then you must phone the DSO first to assist and provide further advice.
If any player/parent has a complaint about how the transport policy operates then please contact the club DSO, Welfare Officer or Academy Director.
This policy is split into the following categories:
1. Current travel arrangements
1.1 Working days
1.2 Home match days (Youth Team)
1.3 Away match days (Youth Team)
1.4 Home match days (First Team)
2.1 Private vehicles
2.2 Minibus and coach hire
2.3 Club minibus
5. Apprentices in own vehicles
• Risk Assessment
• Apprentices in own vehicles
• Driver registration form
• Check list – monitoring driver information
• Transport consent form
• Safety code for new drivers
1. Current Travel Arrangements
1.1 Working Days
Club and public transport is used across the academy during the working day to transport players between the stadium, the training ground and other training or education venues.
The scholars use public transport and their own cars for their journeys to and from the club / training ground on a daily basis.
Club transport is used to transport them to other training venues, and to away match venues.
On occasions, U15 and U16 players are asked to attend training at the stadium in school holidays. On these occasions, players are asked to make their own way to the ground either by public transport or with a parent/guardian and be collected at the end of their session. Where possible, at least two members of staff will remain with these players until they have all been collected or made their way to their transport.
For academy tours and tournaments and away games farther afield, there can be a combination of club transport and transport from an external provider.
The club has developed this transport policy to provide staff, parents/carers and young players with all the information they need regarding travel and transport during the working day or when carrying out club duties.
On a standard working day (without youth or first team fixtures), scholars and players aged 18 and below will be transported from home/digs to Meadow Lane either with their parents, by public transport or in their own private vehicles. All scholars using buses and trams are given public transport passes, paid for by the club. On days at which the players are at college, they will be transported to the college in the club owned minibus.
1.2 Home Match Days (Youth Team)
On home youth games, players will travel from home/digs to Meadow Lane as above. Players will then be transported to the game on the club owned minibus. Following the game they will be returned to Meadow Lane and will make their way home/to digs either by bus, with parents or in their own private vehicle.
1.3 Away Match Days (Youth Team)
1.4 Home Match Days (First Team)
On first team home games, players will travel to and from Meadow Lane with parents, by bus or in their own vehicles, as above. On an evening fixture, players will leave the ground as soon as practicable following the final whistle to ensure they are not using public transport too late into the evening. On evening fixtures, players are not expected to remain at the ground to clean the dressing room and tunnel areas but cannot leave the ground until permission is given by a senior member of academy coaching staff.
The club uses a minibus when transporting young players. This vehicle is mainly used for transporting players to matches, training, college, and on tours and tournaments. The minibus is owned by Notts County FC.
The vehicles are maintained by qualified mechanics under the instruction of the Operations Manager at Notts County FC. The Operations Manager ensures that the vehicles are regularly serviced and receive MOTs.
The vehicles are insured for all intended use which includes the transportation of young and professional players.
All staff aged 25 and over, and who are in full-time employment with the club and who have a minimum of two year's driving experience on a full license are permitted to drive company vehicles providing that the club gives them permission to do so, and that they provide a copy of their driving licence. The records of this information are monitored by the HR Manager at Notts County FC.
All drivers understand the maximum capacity for the vehicle they are using and know that this must not be exceeded. For driving mini buses, staff must be in possession of a license issued prior to 1997 or a separate mini bus license. In the event that training is needed for a member of staff to be able to drive a mini bus, the HR Manager will arrange the necessary training and assessments and keep a record of this on file.
When staff use club vehicles for the main purpose of transporting young players, there are the following additional requirements;
•Members of staff must have an enhanced DBS disclosure through the FA's registered body;
•Staff are required to notify the Academy Director and HR Manager of existing or impending disqualifications or convictions;
•Staff are required to submit their license for regular checks as requested by the club;
•Staff must report to the club details of any medical conditions which may affect their driving;
•The club must issue consent forms to the parents/carers of players to obtain their permission for players to be transported in club vehicles or vehicles belonging to an external transport provider as is necessary for the duration of their registration at the club. Parents and carers can withdraw this consent at a later date if they wish and their sons will no longer be able to access any club transport and transport provided by an external company. In the event that a player is touring with the club, an additional consent form is requested for the tour (EFL Form T5 from the Tours and Tournaments document).
2.1 Private Vehicles
Members of staff may on occasion be asked to transport children in their private vehicles as part of their duties, in particular when circumstances arise where the risk of not transporting a young person is greater than doing so, for example after a late football fixture and the distance to home is too far or too dangerous to walk, or in an emergency situation.
If a member of staff has to transport a young player in their private vehicle because it is the
safest or only option, or as a result of any other emergency requirement identified by the club, they must as far as possible adhere to the following points and a record of such emergency journeys be noted by the DSO as an exceptional circumstance and should identify that the journey was endorsed by the club.
- Inform the DSO of the journey, the reasons for the journey, any incidents that arise during the journey, and when the journey is completed;
- Have an enhanced DBS disclosure through the club and The FA;
- Have a roadworthy and appropriately insured vehicle that meets all the legal requirements for use of the road;
- Have permission from the young player's parents/carers;
- (Where possible) Have another member of staff accompanying them;
- Player(s) to be seated in the back wearing a seatbelt.
- The club cannot take any responsibility for players being transported in privately owned vehicles and therefore, advise staff to have business insurance for their vehicle, to declare to their insurers that they work within the academy of a professional sports club, and to make their insurer aware that this may involve the occasional transportation of young players. Staff are advised to ensure that their insurance cover would be adequate to transport young players.
Wherever possible and practicable the club will ensure that all players aged 18 or below, during the working day or any official duty, are undertaken other than in staff private vehicles, with at least one adult (in addition to the driver) acting as an escort.
Clubs will ensure that staff, volunteers and apprentices who drive during their working day are informed that they should discuss their insurance needs with their own insurance company, identify their occupation and if they use their cars for any business related activity ensure they have appropriate insurance cover for any work related journeys.
2.2 Minibus and coach hire
There are occasions when the club will use a coach company, for example, for a tour. The club has good relationships with local transport providers who understand the club's commitment to safeguarding, and who are used on the occasions when a coach is required.
These companies have adequate public liability insurance, a copy of which is obtained prior to hire. The drivers are qualified and experienced with the correct driving license for the vehicle being driven.
The vehicles that are used are appropriately insured, roadworthy and regularly maintained.
They are fitted with seat belts appropriate to the size and type of vehicle and passengers to be carried.
Players are always accompanied by staff members when being transported by external transport providers. Staff numbers will provide the appropriate supervision ratios for the age range of the group.
The club will ensure that appropriate legal advice and all reasonable care is taken when entering into contracts with individual transport providers.
2.3 Club Minibus
The club owns a 16 seat minibus. As we currently have 18 scholars it is decided that 15 scholars will be driven by minibus with three scholars being driven in an appropriate academy staff member's car with at least two adults in each vehicle.
All club vehicles undergo annual servicing and MOT testing and are kept up to date on road tax.
When a member of staff is transporting a young player, they must understand that the safety and welfare of the child is their responsibility until they are safely passed over to a parent or carer.
Staff members must be fit to drive and free from any drugs, alcohol or medicine which may impair their judgment and the ability to drive.
Their behaviour must be appropriate at all times. Any incidents that occur on the journey must be reported to the DSO and Academy Director straight away or as soon as it is safe to do so.
When transporting young players, staff must adhere to all legal requirements such as not using mobile phones. They must also consider recommendations such as taking regular breaks whilst driving and being aware of the dangers associated with tiredness when driving.
Where possible, drivers should be accompanied by another member of staff when transporting young people as this may significantly reduce the risk of distraction, accident, injury or allegation of misconduct or abuse.
The decision of whether it is safe to transport young players in bad weather conditions (snow and ice) is down to the discretion of the staff member. Staff should not transport young players if they do not feel it is safe to do so in the road or weather conditions. If a decision is made not to transport players to their destination, the relevant head of department should be informed as soon as it is safe to do so.
Staff must be aware of the club regulations detailed in this policy concerning the use of privately owned vehicles to transport players.
Players should take responsibility for confirming travel arrangements and ensuring that they are on time and prepared for travel.
Players should understand their personal responsibilities such as wearing seatbelts and not participating in high risk behaviour, for example, distracting the driver or disturbing their concentration.
Players should not ask for or accept lifts from staff members in private vehicles.
Parents/carers should never ask staff members to provide transport for their son in a personal vehicle.
5. Apprentices in own vehicles
Many young players whilst on the scholarship programme pass their driving test and get their first car.
When an apprentice passes his driving test, the academy management team will offer certain advice to the apprentice. For example, they (academy management team) may recommend that the player informs their insurer of their profession as a footballer.
Whilst scholars may make private arrangements for carrying passengers (who may be other scholars or professional footballers) in the course of normal leisure activities, they should, with the help of their parents or carers, ensure they have appropriate insurance cover to
meet their personal circumstances including the intended use if they choose to provide lifts for other football scholars.
Scholars will not generally be asked to provide transport for other peers or staff during their working hours.
With regards to independent travel such as walking or using public transport, scholars will be advised to plan their route, stick to busy or well lit streets, and to stay alert, keeping their mind on their surroundings.
For players aged 16 or below who are travelling on their own as part of day release or during the holiday period, parents will be informed of all details with regards to the day release programme. At times players will need to be picked up by a member of staff from the train station. We have instructed that the player must notify the Academy Director the day before they are due to come into the academy.
- Driver registration form
- Check list – monitoring driver information
- Transport consent form
- Transport Risk Assessment
- Safety Code for New Drivers
Version 4 Reviewed 20.01.2017
Notts County Football Club (hereinafter referred to as NCFC) is committed to the highest possible standards of:-
• Openness and inclusiveness
• Integrity in line with those commitments
The aims of this procedure are to:-
• Encourage those working at or associated with NCFC to report suspected wrongdoing as soon as possible, in the knowledge that their concerns will be taken seriously and investigated as appropriate, and that their confidentiality will be respected.
• Provide guidance on how to raise concerns.
• Reassure those raising concerns that they are able to raise genuine concerns 'made in the public interest' without fear of reprisals, even if they turn out to be mistaken.
NCFC will provide all reasonable protection for those who raise concerns 'made in NCFC's interest'. NCFC will be responsible for ensuring that appropriate personal support is offered both to the individual raising a concern and to the person against whom allegations have been made under this procedure.
This policy sets out how individuals can raise concerns about the safety and welfare of children, young people and vulnerable adults involved in NCFC It will also provide guidance on how they can receive feedback on any action taken. NCFC will ensure individuals will:
• receive a response to their concerns.
• be made aware of how to pursue the concern further if they are not satisfied with the response.
• be re-assured that individuals will be protected from reprisals or victimisation for whistleblowing in good faith.
What is 'Whistleblowing'?
'Whistleblowing's is defined as 'raising concerns about misconduct within an organisation or within an independent structure associated with it' (Nolan Comittee on Standards in Public Life). In the legislation it is called a protected disclosure. The Public Interest Disclosure Act 1998 protects employees from suffering a detriment in their employment or being dismissed by their employer if they make disclosures in accordance with the legislation.
An employee has certain common law confidentiality obligations to their employer. However, in a limited set of circumstances whistleblowing may override these obligations if an employee reveals information about their employment or the work of NCFC. This guidance sets out the circumstances under which these disclosures may lawfully be made.
A concern must relate to something which:-
1. Is a breach of NCFC's policies; or
2. Falls below established NCFC or EFL standards or practices; or
3. Amounts to improper conduct, including something that may be
a. A breach of the law
b. A failure to comply with a legal obligation
c. A possible miscarriage of justice
d. A Health & Safety risk
e. Damaging the environment
f. Misuse of NCFC or public money
g. Corruption or unethical conduct
h. Abuse of children, employees, casual workers or other users
i. Deliberate concealment of any of these matters
j. Any other substantial and relevant concern
These issues could have arisen in the past, be currently happening or likely to happen in the future. The law does not protect an employee who would be breaking the law in making the disclosure.
Everyone involved in activity carried out under the jurisdiction of NCFC are covered by this policy.
Notts County realise that raising a concern and reporting allegations are often difficult to make through fear of reprisals from those responsible for the alleged poor practice. If the individual believes what they say to be true and are not deemed to be malicious, NCFC will fully support the whistleblower and will not tolerate any bullying, harassment or victimisation whatsoever. If this does occur, any perpetrators will be dealt with under NCFC's disciplinary policy/procedure resulting in possible expulsion and termination of employment from the club.
Players, coaches, officials, parents or team followers are often the first to realise that an individual's and, more specifically within NCFC, a child's safety and welfare is under threat. However, they may not express their concerns because they feel that speaking up would be too difficult to handle. It may also be that they fear harassment or victimisation.
In these circumstances, it may be easier for them to ignore the concern rather than report what may just be a suspicion of poor practice. NCFC would urge anyone to come forward and voice those concerns.
This policy details how individuals can raise a matter of concern without fear of victimisation, subsequent discrimination or disadvantage. The policy is intended to encourage and enable individuals to raise serious concerns within NCFC rather than overlooking a problem or blowing the whistle outside.
It is in the interest of all concerned that disclosures of potential abuse or irregularities are dealt with properly, quickly and discreetly.
How to raise a concern
All concerns will be treated sensitively and with due regard to confidentiality and where possible every effort will be made to protect your identity if you so wish. Nevertheless, this information will need to be passed onto those with a legitimate need to have this information and it may be necessary for you to provide a written statement or act as a witness in any subsequent disciplinary proceedings or enquiry. This will always be discussed with you first.
If you wish to raise a concern you should normally raise it with your line manager, of with the Designated Safeguarding Officer (DSO) if you are not an employee of NCFC. This can be done in person or in writing.
NCFC recognises that sometimes it may be inappropriate for you to approach your line manager or the DSO with your concern. In these circumstances, a number of alternatives are available depending on the nature of your concern. You can contact any of the following:-
• The FA
• The EFL
• The NCFC HR Manager
Although you are not expected to prove beyond doubt the truth of your concerns, you will need to demonstrate that you have sufficient evidence or other reasonable ground to raise them.
The person with whom you have raised your concern will acknowledge its receipt as soon as possible and will write to you within 28 days to let you know how your concern will be dealt with. The information you can then expect to receive is:
• An indication of how the concern will be dealt with
• An estimate of how long it will take to provide a final response
• Whether any initial enquiries have been made
• Whether further investigation will take place, and if not why not
• Information about support available for you
The person with whom you have raised your concern will at the same time notify the HR Manager that a whistleblowing allegation has been made.
Initial enquiries will be made to decide whether an investigation is appropriate. Where an investigation is necessary, it may take the form of one or more of the following:-
• An internal investigation by the DSO/HR Manager, which may, for example, take the form of a disciplinary investigation
• A referral to the EFL
You will be informed of the outcome of any investigation, in writing, and/or of any action taken, subject to the constraints of confidentiality and the law. If you do not feel your concern has been addressed adequately you may raise it with an independent body such as one of the following as appropriate:-
• The EFL
• The FA
• Your trade union
• The Citizen's Advice Bureau
• A relevant voluntary organisation
• The police
You must make a disclosure 'in NCFC's interest' and in the circumstances it must be reasonable for you to make the disclosure. If there is an issue of an exceptionally serious nature which you believe to be substantially true, then you may disclose the issue to someone other than those listed above. In determining whether it is reasonable for you to have made a disclosure the identity of the person to whom the disclosure is made will be taken into account. Disclosures to anyone outside of the recognised bodies specified may not be protected disclosures under the Act.
Notts County will do its utmost to keep confidential the identity of a whistleblower. Should any allegations be made through whistleblowing it should be noted that a statement may be needed to form part of the evidence.
Should the whistleblower need to be identified or it becomes apparent that the whistleblower will be identified because of any subsequent investigation, notice will be given to the whistleblower, by the club's DSO or HR Manager to which persons the identity disclosure will be made, with a chance to discuss any likely consequences.
Raising a Concern or Making an Allegation
Anyone wishing to raise a concern should do so either verbally or in writing to the DSO.
Notts County's Designated Safeguarding Officer is Kate Lovett who can be contacted at firstname.lastname@example.org or on 0115 955 7218/07917 564 705.
The concern needs to be as specific as possible including any names, dates and locations where possible.
The burden of proof does not lie with the alerter.
Should any concerns or allegations be made, Notts County would encourage the whistleblower to put their name to the allegation. Any concerns or allegations that are anonymous are much less powerful and are therefore much harder to prove. Should Notts County receive any anonymous allegations these will be investigated so far as is possible based on the limited information available.
If, after the course of an investigation, it has been found that the concerns or allegations are untrue or have not been substantiated then no action will be taken against the whistleblower. If, however, it is established that they have made malicious allegations, disciplinary action may be taken against them. In such cases, NCFC's disciplinary policy/procedure will apply.
Reviewed 29 November 2016
Three points isn't the only priority on matchday. Making sure everyone goes home safely is the most important result.
Notts County have been working closely with the police and the EFL over the summer to review security at Meadow Lane and supporters are encouraged to assist the club in its efforts to make the stadium a secure environment for all.
Following the dreadful Manchester Arena bombing in May, stadium managers from clubs have been briefed by counter-terrorism police.
It is vital that everyone - players, staff and supporters - remain vigilant and report any concerns to stewards or police.
Attacks may be rare and the chance of you being caught up in one is unlikely, but the message is #ActionCountersTerrorism.
Here's what you can do to help keep yourself and others safe:
• Arrive early, allowing more time for security checks
• Minimise what you carry - fewer bag searches will speed up entry to the ground
• Be vigilant at all times and if you see anything suspicious, tell a steward immediately
• If you see anything that could pose an immediate threat to safety, call 999
• In an emergency, listen to the public address instructions and follow them
• If told to evacuate, do so immediately. Do not wait around to film events on your mobile
• Move away from the stadium as quickly as possible for your safety and to allow clear access for any emergency vehicles
• Once you are safe, follow the local police force on Twitter for updates