Safeguarding Adults Procedures

118 other agencies may deal with these issues infrequently, and therefore need to engage a senior manager and get their own legal advice, on a case by case basis.  Where a disclosure is made, notify the relevant service commissioners and regulatory agencies,  Record the information and decisions clearly, including the rationale for any decision made in keeping with the organisation’s guidance about recording. 5.2 Employers, student bodies, or voluntary organisations (those who receive the information) 5.2.1 Any employer, student body, or voluntary organisation which is responsible for a person in a position of trust about whom a concern or allegation is raised are expected to:  Respond in individual cases where concerns are raised about people working in a position of trust, ensuring that the risk is assessed, investigated where appropriate through internal employment processes, and that risk management actions are identified and implemented as appropriate to the individual case,  Ensure that adult or child safeguarding concerns that result from a concern about a position of trust are reported,  Where appropriate, notify external agencies, i.e. CQC (where the person in a Position of Trust is working or volunteering in a regulated organisation), statutory and other bodies responsible for professional regulation (such as the General Medical Council and the Nursing and Midwifery Council, The Charity Commission) and the DBS,  Provide feedback at regular intervals to the relevant Local Authority (if there is a related safeguarding enquiry) and to the organisation’s commissioning agency (if they have one),  Always try to keep the safety and protection of adults with care and support needs central to decision making,  Organisations should have procedures in place setting out the process, including timescales, for investigation. This will include support and advice for individuals against whom allegations have been made. Any allegation against people who work with adults should be reported immediately to a senior manager within the organisation. Employers, student bodies and voluntary organisations should have their own sources of advice (including legal advice) in place for dealing with such concerns.  Share information in line with these Procedures where it is known the person in a position of trust also has other employment or voluntary work with adults with care and support needs or children,  If an organisation removes an individual (paid worker or unpaid volunteer) from work with an adult with care and support needs (or would have, had the person not left first) because the person poses a risk of harm to adults, the organisation must make a referral to the Disclosure and Barring Service. It is an offence to fail to make a referral without good reason.  At the conclusion of any Position of Trust enquiries, consider if the findings demonstrate evidence of a theme or pattern in the context of similar past and historic concerns; identify potential themes or system wide issues within the organisation; and ensure that appropriate action is taken by their organisation so that learning from past events is applied to reduce the risk of harm to adults with care and support needs in the future.  Record the information and decisions clearly, including the rationale for any decision made.  Maintain records in line with agency record keeping policies and requirements. Because each agency will need to decide how to maintain records about people in positions of trust and alleged to have caused harm the detail of that cannot be specified here. Clearly the principles and general guidance set out in Section 4 must be followed.