Counselling, Caring and the Ambulance Service Essay Example for Free

Counselling, Caring and the Ambulance Service Essay Introduction In order to discus counselling and its meaning both generally, and in my workplace, it is necessary to come up with a definition. The dictionary describes it in terms of advice but this interpretation is a traditional one and carries an immediate implication of inequality for those involved. It is a narrow interpretation of the concept when compared to modern attitudes, which usually include a psychological aspect. Nevertheless, the traditional view still bears three of the fundamentals of counselling. These are: * That it involves at least two people, thus constitutes a relationship. * That there is agreement about the nature of the interaction, i.e. it is cooperative. * The aim is to help those involved. According to Stephen Murgatroyd (1990, P.5) counselling is not the sole prerogative of professional counsellors. It is a process that is widely used in within a community, which can take many forms. I have found this particularly true in my own profession. As a Paramedic within the NHS for ten years I have used techniques, which I now recognise as essentials of counselling practice, but have never considered myself a counsellor. Rather a professional who can learn much from the subject. In my workplace I find frequent examples of the more traditional model of counselling, as described by Murgatroyd (1990 P.7) as prescriptive or directive but also of other the facilitative or developmental forms, which seek to encourage patient centred self-actualisation. These I will seek to analyse. I hope to draw out some of the problems involved and discuss ways in which to improve. Counselling, Caring and the Ambulance Service Once upon a time ambulance staff had a clear job specification, or at least their managers liked to believe so. Crews were told their mission was to preserve life and transport to hospital with the minimum of deterioration in the patients well-being. In reality things are not that simple and ambulance staff deal with a myriad of human responses and emotions every day. In the past many of my colleagues thought of counselling as a nebulous concept, which had no place at the cutting age of ambulance work. More attention was paid to physical trauma than emotional. With hindsight we can see that the best ambulance staff were those that used the skills that we now identify and welcome, in a natural and confident way. Usually they were also those that had plenty of experience. Just as my job covers a range of human conditions, so counselling and guidance demands a range of approaches to those being counselled. In my job these can be patients, their friends, relatives, bystanders or other professionals. Also though, it includes my colleagues. I have discussed briefly the nature of counselling, now I would like to examine it in more detail. Nelson-Jones (1983) talks of a distinction between skills and specialism or counselling relationships, whereby counselling is the primary activity, and helping relationships in which counselling skills form part of the helpers relationship with another person. Clearly the latter applies to my own job as well as many others. Our primary role is not that of counsellors but we use some of those skills so as to be effective practitioners. Davis Fallowfield examine four models of psychological theory that have had a major impact on counselling. These are: * Behavioural * Cognitive Behavioural * Person Centred * Psychodynamic Each of these allows us a better understanding of the processes of helping by affording us a different view of the human psyche. In my work I can recognise elements of all the models in patients and colleagues. Rogers, (Person Centred), gives insight into the importance of the conditions necessary to create an effective relationship. Based on humanistic philosophy he espouses the belief that all people have the capacity to achieve self-actualisation, if the basic conditions can be created. Freud, (Psychodynamic) demonstrates the importance of the relationship, the unconscious processes which arise from them and the insight into them in dealing with problems The behaviourist theories espoused by Pavlov, Skinner, Ellis and others, deal with the nature of behaviours learned and observable, and how maladaptive thought processes can be unlearned by the use of cognitive processes. A fifth model, that of Gerard Egan, integrates many of the ideas of the former to create an eclectic model that I believe has particular relevance to my workplace. In The Skilled Helper (1994) Egan incorporates some of Rogers and Maslow`s humanistic ideas in a pragmatic way, to outline some of the counselling skills that we use so much as teachers or carers. As Egans model is concerned with problems other than just psychological it provides a more relevant ethical base for those in teaching or healthcare and has been increasingly embraced by those professions in recent years.(Burnard 1990 P.27) Egan mirrors modern healthcare by treating the patient in an holistic way. He proposes a need for empathy, respect, genuiness and mutual respect. All of these are very necessary to accomplished ambulance staff. The Three-Stage Model Egan uses a three-stage model to outline the helping process. The first stage concentrates on the social skills that I find so important to my job, setting the scene and allowing a warm relationship to flourish through showing genuine empathy. Skills such as body language active listening and attention giving are prerequisites. Communication is established and advanced. Stage two moves the process forward by drawing out themes to allow the subject a new perspective. The subject is gently challenged so as to recognise themes, feelings and experiences. . Building on the previous stages, the third seeks to encourage a creative ambience. Problem solving drawing on points raised, maybe seeking solutions and encouraging the subject to establish a plan of action. The establishment of communication is common to the whole process. This is a massively important. The process may also move backwards or forwards. It is not intended to be prescriptive but rather to draw out the empathetic human qualities that can help. I can recall so many instances where Egans ideas have been used in my workplace that it is hard to select examples. We are often called upon to assess our patients well being in a very short time. Once we have established that avenues of communication are possible, i.e that the patient is able to communicate in a rational way, we embark on a dialogue that seeks to put them at ease, allow them insight and hopefully afford them a feeling that they have some measure of control over the situation. Power thus becomes an important issue. In Davis Fallowfield (P.15) the patient/practitioner relationship is discussed. They state that one of the most common problems encountered is the need for medical staff to take on the role of expert in order to reach conclusive goals. Very often this leads to neglect of the patient as a whole. Sanders (1994) identifies two qualities that he describes as non-counselling. One of them, he describes as being distant and expert. Sometimes, in a medical emergency, this is a necessary quality but creates feelings of guilt. I have often left relatives at the scene of a cardiac arrest at home whilst taking the role of expert and wondered at the emotional carnage that we have just encountered as we speed towards hospital with their loved one. Many times I know that we have not even begun to address their needs. It is certainly easier not to shoulder that sort of emotional involvement, as mentioned by Burnard (P.148), when he talks of the possibility of burnout. But sometimes assuming the role of expert can be used as an excuse to avoid emotional involvement. I believe that in my workplace this is a very common problem and have many times taken issue with colleagues who have deliberately refused to move away from the expert mode and address the patient as a whole person. In one such incident a young female patient was brought by chair into the AE department by a crew. Wheeled into the centre of the busy department she sat hunched, clearly embarrassed, and hiding her face. One of the crew held a large collection of empty pill packets, making it obvious to those who could see that the patient had overdosed. Overdoses are a very common emergency and can bring out negative attitudes from all medical workers. Whilst the patient remained on public view the ambulance man walked up to the nursing station and ritualistically poured the packets onto the desk in an obviously condescending way. The patient began to cry quietly. The behaviour of this colleague incensed me. He had ritualistically humiliated his patient presumably because of his intolerance and judgmentalism and a refusal to see the patient as anything but a manipulator. I believe that the ability to extract necessary information and perform tasks in an empathetic way is not only achievable using Egans techniques, but also vital to patient well-being. During my time in the ambulance service time I have passed through stages that have been identified by Maynard Furlong (1998) as distinct points in development, from early idealism to realism and occasional disenchantment. I have found that after several years a degree of cynicism is a common occupational hazard and is probably to be expected. Staff have to come to terms with what is achievable within the constraints of the job and workplace stress is common. Very often in my workplace I witness a range of abilities in communication. Simple techniques such as positioning, eye contact and general body language can be taught but I am convinced that without a genuine love for ones fellow man these techniques are not convincing. The humanistic approach that I have discussed is not always easy. It is easy to dismiss, especially when staff are tired and demoralised. Judgmental attitudes are commonplace and to some extent inevitable. The ability to rise above these and retain an open mind is something that can be massively affected by peer pressure in a working situation where crews work in twos. Usually one crewmember is senior and the dynamic of the relationship is affected by experience, sex, strength, (psychological and physical), age etc. This can often create an imbalance of power, between crewmates. This particularly affects less experienced younger staff in a workplace where experience is such a valuable commodity. Sometimes staff suffer because of their role as unofficial counsellors. Burnard (1990) talks of the potentially painful relationship between the parties. I believe that prolonged exposure can lead to problems and in my workplace this had lead to the formation of a structure designed to aid the problem. Five years ago the ambulance service started an in-house Staff Support Scheme network, in order to create a pathway to help to reduce the impact of psychological problems. It was thought that staff who had been trained to identify some of the symptoms of psychological or emotional problems were in an excellent position to guide the subject to help in the form of professional counselling. Whilst I wholeheartedly supported the concept and became a member, I had doubts about some of conditions attached, particularly about the principles of confidentiality and supervision. We were trained in debriefing techniques (not as counsellors) by a very experienced professional counsellor. However the trust felt bound to encourage us to disclose not only health safety and legal confidences, but also those that may contravene trust rules. This I felt was unethical and impractical. They also had no formal supervision structure in place and no mechanism for further development. All these factors left the idea profoundly flawed. I continue to serve as a staff support member but refuse to create reports on individuals or to pass on confidences. This is a position that is supported by Nelson-Jones (P.143) who maintains that breaking confidences is a serious breech of ethics. Counselling and helping work colleagues outside the classroom can be a much more intimate affair. Crews routinely spend twelve hours in each others company, often on standby or on station, alone, un-chaperoned and unsupervised. Thus if there are emotional needs and issues the workplace can become extremely intense. Staff obviously have issues themselves, quite apart from the problems they may face with patients and support can be close at hand. But the operational ambulance environment can also become a minefield of ethical limits and the process of helping can be impaired as well as enhanced. Burnard (P.139) discusses the problems of transference and countertransference. In the above-mentioned situation where an inappropriate relationship develops he suggests the transfer of the client to a more senior counsellor. Although the obvious solution, this is not always possible and it is obvious that problems will continue to occur. Development The back of an ambulance is no respecter of class and ambulance work can be a great leveller. As a developing teacher of ambulance staff I am in the privileged position of teaching those who I believe are routinely placed in a position of power and privilege that can be used or abused. I believe a major part of my teaching role is to encourage the use of the humanistic approach, and to encourage students to reflect on their own attitudes and judgements in order to allow them to better use the skills described by Egan and the key aspects required as described by Carl Rogers in Kischenbaum Henderson, (1989). The humanistic approach is already practised in my workplace and has been by the more experienced staff for years. Even though they did not attach labels to their skills they were using the humanistic approach espoused by Egan, Rogers and others. In the emergency care setting they have honed these skills to bring benefit to their patients as quickly as possible. It remains a joy to watch I see my future role as that of a champion for the humanistic approach, by my actions and my teaching methods. As more demands continue to be heaped on staff this may become more difficult. We are in danger of becoming more concerned with the product than the process. Bibliography Murgatroyd. S (1985) Counselling and Helping. Haworth Press Nelson-Jones.R (1997) Practical Counselling and Helping Skills. Cassell Davis.H and Fallowfield.L (1993) Counselling and Communication in Health Care Wiley Sons Burnard.P (1990) Counselling Skills For Health Professionals Chapman Hall Borck.L and Fawcet. S (1982) Learning Counselling and Problem Solving Skills. Haworth Press Kirchenbaum Henderson (1989) The Carl Rogers Dialogues (From Course Handout)

A Report On Dabur India IT Systems Information Technology Essay

A Report On Dabur India IT Systems Information Technology Essay Dabur India Limited is Indias fourth largest consumer packaged goods company in India. They offer a wide range of specialization in health care products, personal care and food care products. Over the years, Dabur has clearly maintained its monopoly as one of the prime leaders in Indias fastest moving and developing fast moving consumer goods (FMCG). The dominance of Dadur was such that it was impossible for the Indian public to do away with their products- May it be their Chvanyaprash, honey or Glucon-D or for that matter even their dantmanjan or their shampoos. Today Dabur is arguably the worlds largest leader in ayurveda with a portfolio of over 250 herbal/ayurvedic products. It includes five flagship brands with distinct identity as their FMCG portfolio. Dabur today operates in key consumer products categories like  Hair Care, Oral Care, Health Care, Skin Care, Home Care  and  Foods. The company has a wide distribution network, covering over  2.8 million retail outlets  with a high penetration in both urban and rural markets. It has always been a challenge for Dabur to keep moving at pace with which the Information Technology (IT) sector is moving, but over the past few years the investments put in for IT by Dabur is enormous and noteworthy. Some of the IT initiatives implemented by Dabur was high appreciative- They migrated from using baan and mfg ERP systems to centralized ERP systems from 1st April 2006 in all its business units. It implemented a country wide new WAN infrastructure for running centralized ERP system. It also rolled out many new IT services to its new plants and CFAs. The prime objective of this assignment is to study the use of ERP in Dabur India Limited. A detailed analysis is given below Daburs IT initiative Dabur India has always been a firm believer in technology. To some extent, the vast use of information technology by Dabur has helped them to spread their distribution system across India and all over the world. It has also helped them to cut down on cost and increase profitability. Some of the major IT initiatives of Dabur are- Dabur implemented SAP ERP system from April 2006 for all its business units, a more advanced ERP system than the earlier Baan and Mfg ERP system. Installed a country wide WAN infrastructure for running centralized ERP system. They opened up their new data centre at KCO head office. Extension of reach system to distributors for capturing secondary sales data. Some of the future plans for Dabur are mainly focused on SAP ERP system. Integration with distributors and stockists using SAP Backward integration of SAP with suppliers. Implementation of SAP HR and pay roll. SAP ERP system ERP is a software which is pre dominantly designed to felicitate ease of enterprise operations. MYSAP is the most commonly used application of SAP by Dabur India. Normally ERP software does not discharge the functions properly if the organization does not adapt to the change. The possibility of the problems may be from technical to managerial. MYSAP is one such application from SAP which is designed in overcoming the above mentioned drawbacks. It is also compactable to all functions in an organization. It also helps in better performance and better integration. The main advantages of a MYSAP application are It is Transparent and flexible application- This can be easily accessed by any staff in the organization, from the top management to the technicians. Arguably this system boosts the morale of the employees and results in better performance. A complete understandable solution- This system includes almost all part of the organization like reengineering, organizational dynamic etc. This in turn makes the job of the vendor easier. Helps to achieve good governance- MYSAP ERP provides the necessary inducement thus helping the organization in good governance. It also provides some special applications that help the management to keep track of the functions performed and also monitor the financial transactions. It also helps the organization to take quick and effective decisions. It also helps in cost reduction Reduction of risks. It also felicitates good overall business transformation. SAP-A Boost to Dabur India A study conducted by Accenture states that high performance business invest in the state of art IT like ERP software are the most important in order to be able to leverage it for strategic cost management and effective collaborations with the customers. Dabur has linked its corporate headquarters, 12 manufacturing units and 30 distribution centers with SAP ERP system. They had a three phase ERP improvement model- Correcting the transactional and management information systems. Conducting change management and synchronizing its business processes with reliaties in an ERP context. Developing value realization project. The use of SAP ERP system was immense such that they even developed a web based demand planning and trade promotion forecasting tools and installed point of sale software at select retail outputs. This helped Dabur to integrate with the customers into its IT network and gather real time market information that would result in better sales. Dabur has been immensely successful in implementing strategic and operational changes which have led to much higher amount of performance. The shoot up of their annual sales was noteworthy. Their profits too increased by a considerable amount. It even developed a new sales force structure which has enhanced productivity. These initiatives are slowly allowing Dabur to leverage IT as a strategic asset and are ensuring a constant availability of IT talent regardless of business demands. It is to be noted that all of these efforts are aimed at achieving operational excellence and performance. SAP has helped Dabur in identifying opportunities based on consumer needs, tailoring product for that people and expanding with the segment, retaining its overall leadership position. Dabur India has tied up with Countrys leading IT provider Accenture, both these companies are designing an application outsourcing approach thus transforming application development and maintenance to help themselves to achieve performance. Conclusion By implementing a SAP ERP system, Dabur India has helped itself in retaining the position as a growing leader in the fast moving consumer goods section (FMCG). Its move to disable the baan and Mfg ERP was seen as a highly innovative move. This has also enabled them for better sales forecasting and improvement in their sales after the implementation of SAP raised several eye brows. The move to make this system available for all the employees starting from the top management to the bottom strata has what made Dabur distinguish itself from the other companies in the FMCG sector. With the implementation of MYSAP, Dabur has been able to make some very important strategic decisions and thus increasing its productivity. As mentioned above, implementation of ERP has helped Dabur to increase its productivity; it means that there is obvious, rise in profitability too as both is directly proportional. One may say that the ultimate strength of Dabur is they are keeping themselves with latest happenings across the IT field. They even plan to integrate distributors and stake holders using SAP. The most challenging part from Dabur would be link HR with SAP. They are planning to implement a SAP HR and pay roll pattern. All the above mentioned initiatives would enable Dabur grow even bigger as what it is now and become a global leader in the FMCG sector.

Ecological Change With the Arrival of Europeans in the New World :: American America History

Ecological Change With the Arrival of Europeans in the New World Imagine yourself coming from an overpopulated, intensely manicured development (typical of many Americans) to an Island of immense vegetation and overgrowth. Your job is to develop a productive colony using these unknown plants. Your only guides are the natives of the land - if they are gentle and willing to help. Now forget all you know about ecology and the importance of cultures and think about what you would probably do. What if you had one more chance to go to your native land and bring back with you a few simple things to make your life easier? What would you bring? Most would probably react the same way the Europeans did, bringing seeds and machinery for cultivation with them. The Europeans may have even gone further than needed in their search for a productive product. Europeans were fearful and distrustful of the wild, natural areas. For example, many Europeans considered mountains to be hideous. This was said of the Alps, and many mountainous areas of Europe (Sale 77). They had this agenda to control whatever they could. If the land looked wild it needed tamed to their ideas, even if this made the ecosystem unstable or less productive. The results of their need for control and their lack of knowledge on ecosystems resulted in a reflux of new plants being imported. The most influential plants were the forage or grazing crops. These were brought because the Europeans wanted their own familiar crops to be in the grazing yards. These plants included white clover and "Kentucky" bluegrass. Ironically the Kentucky bluegrass was named so because it preceded west at a faster rate than the colonists, so when they arrived in Kentucky they found it in abundance and named it so. These plants were introduced at least as early as 1685, when William Penn was noted for trying some in his courtyard (2 Crosby 157). These plants spread with the equivalences of weeds. Imported, overgrazing European animals helped in the quick dispersal of these plants. The effect of these new grasses is hard to determine. Many of the indigenous grasses all but disappeared, except for small-untouched areas. The introduced animals helped to pave the way for many of these new plants (2 Crosby, 157). The animals first overgrazed the native plants, which were not adapted for heavy grazing, and then continued overgrazing created a new niche or specialization.

Major Strides Against Poverty Essay -- Papers

Major Strides Against Poverty Throughout time people have been affected by the harshness of poverty and economic strain. It has always seemed to be difficult for the average American to prosper if in fact that person did not come from previous wealth. Our great country prides on the idea of capitalism and the rights to freedom and insists that anyone who puts forth the effort can and will succeed. This has and always will be a debatable issue. The other realism is the role of the federal government and the capacity they work to ensure each and every American the right to become successful. Two Presidents come to mind when I think about the ways in which the government wishes to help the unfortunate. They are Franklin D. Roosevelt and Lyndon B. Johnson. These two administrations are the landmarks to the many programs and policies we see today that battle the likes of poverty and economic downfalls. The Great Depression Industrialization met its first and perhaps greatest obstacle in October 1929, when the stock market crashed that inevitably leads to the Great Depression. The Depression lasted over a decade and affected world affairs by questioning the validity of Capitalism, Democracy and industrialization. The underlying causes of the Depression were a direct result of overproduction. When the market crashed, investors and bankers cut consumer credit, which reduced consumer-buying power. Sales declined; therefore factories had to cut back on production. This led to a large reduction in the number of workers. With more people unemployed, purchasing power plummeted and goods did not move. Factories found themselves producing next to nothing because there was no one buying. This led to more layoffs and fa... ...al to the Reagan Revolution. The John Hopkins University Press. Ballantine Books. 11th ed. Canada, 1992 Bibliography: Bibliography New York Times Articles "Senate Votes a $75 Million Bill to Fight Starvation in Nation." New York Times 5 Mar. 1967. Associated Press. "Long Says Roosevelt Is 'a Liar and a Faker' And 'Just Getting as smart as I Was' at 14." New York Times 9 Jul. 1935. Mallon, Winifred. "New Deal's Pacts For Trade Praised." New York Times 7 Jul. 1935. Books Divine, Breen, Fredrickson, Williams, Roberts. America: Past and Present. Harper Collins College Publishers. 3rd ed. New York, 1994. Langston, Thomas S. Ideologies and Presidents: From the New Deal to the Reagan Revolution. The John Hopkins University Press. Ballantine Books. 11th ed. Canada, 1992

The Role of Sacred Space in Judeo-Christian Religions Essay -- Religio

The Role of Sacred Space in Judeo-Christian Religions Certain physical locations take on important meanings in the world’s religions. Religions consider various geographic elements such as different cities, regions, mountains, and rivers to be sacred. For example, Hindus travel to the Ganges River to cleanse themselves from their sins (Momen 157). One of the requirements of all Muslims is that they make a pilgrimage to the holy city of Mecca (Eastman 398). Judeo-Christian religions also have certain places that are held sacred to their followers. The concept of sacred space is important to Judeo-Christian religions, because it helps to explain the questions of existence. Sacred space provides something tangible to represent religions while reducing the obstacles that prevent religious people from having religious experiences. Judeo-Christian religions have extensive histories in which the concept of sacred space has been instrumental to their developments. Today, sacred space remains important in separating these religion s from the rest of the world. As seen in historical stories and reflected through the symbolism of religious architecture as well as in nature, sacred space is an important aspect of Judeo-Christian religions. One reason that believers of Judeo-Christian religions find certain locations to be important is that God has declared that certain places should be considered sacred. In the Book of Exodus, the Lord speaks to Moses on the mountain of Horeb, saying â€Å"Remove the sandals from your feet, for the place where you stand is holy ground† (Exo. 3.5 NAB). In the Book of Genesis, God sends Abraham to the land of Moriah. â€Å"When they came to the place of which God had told him, Abraham built an altar t... ...stance religions from each other by fostering a feeling of superiority among some religions and inferiority among others. Judeo-Christian religions rely on sacred space to do these things for believers. Works Cited Barbour, Ian G. Religion and Science: Historical and Contemporary Issues. San Francisco: HarperCollins, 1997. Eastman, Roger. The Ways of Religion: An Introduction to the Major Traditions. New York: Oxford University Press, 1999. Eliade, Mircea. The Sacred and the Profane: The Nature of Religion. San Diego: Harcourt, Inc., 1987. Holy Bible, New American Bible (Iowa Falls, Iowa, 1986) Johnson, Kevin Orlin. Why Do Catholics Do That?: A Guide to the Teachings and Practices of the Catholic Church. New York: Random House, Inc., 1994. Momen, Moojan. The Phenomenon of Religion. Oxford: Oneworld Publications, 1999.

Product Life Cycle of Nutri-Grain Essay

* The brand was first introduced in the United States in 1991 for a breakfast cereal bars consisting of fruit filling covered in a crust without added sugar. * There were four varieties initially (rye, corn, barley and wheat); later these were reduced to corn and wheat * There are various Nutri-Grain Bars made from the breakfast cereal bonded together, available in the markets where the cereal is available. The bars became popular in the 1990s as an â€Å"on-the-go† food. * In the United States the Nutri-Grain Bar name is used for the soft golden baked crust breakfast bars made with wheat, whole-grain, and oats. Product Development Nutri-Grain was developed in 1980 by Kellogg’s Company which was already successful in making cereal that people enjoyed. Kellogg’s wanted to produce a on to go cereal breakfast bar that was healthy and was filling. Introduction Nutri-Grain was launched in 1997 and was instantly a hit among the middle class population who had little time to spare and need food on the go. It gained almost 50% of share of the growing cereal bar market in just two years. In just 1997 they had sold about 4,000 tons of cereal bars. In 1997 they made of a soft crust with a fruit filling inside. They were popular amongst both adults and children. Nutri-Grain was advertised on T.V, magazines and newspapers Growth During the growth stage, Nutri- Grains sales climbed rapidly as more people overseas became aware of the product. The product became very popular in Great Britain, Australia and New Zealand. The growth and profit was short lived as sales started to die out. The product looked like it was going into decline without even going into the maturity stage. The growth stage lasted for a year in 1999 Maturity In 2000 Kellogg’s decided to increase profits and bring back the sales that they were starting to lose. They introduced a new type of cereal bar called Twists which were essentially 2 small soft bakes with different flavors twisted into one bar. This worked because the sales rose again, this lasted for about for another year

Concerns about poor practice Essay

3.3.3- Evaluate ways in which concerns about poor practice can be reported whilst ensuring that whistle-blowers and those whose practice or behaviour is being questioned are protected.  Any person who wants to work with children has to go through a screening process to ensure they are suitable, and any convictions are known about. Despite these thorough checks some abuse still happens within schools by the staff. This is called institutional abuse. There is a duty for all staff to follow and comply with all policies and procedures within the school to ensure that children are not put at risk so any concerns or worries must be expressed to the designated person or the Head Teacher. If there are concerns that a colleague is abusing a child in any way, then immediate action is required. This action is the same as if the abuser was anyone else be it parent or stranger and the Child Protection Officer must be informed, or if they are thought to be responsible for the abuse then you can go straight to the County Council. Although this is a very difficult situation , the first priority is the welfare of the child. SCHOOL WHISTLE BLOWING POLICY Aim of the policy This policy sets out guidelines relating to disclosures, given by people who have reasonable concerns or misgiving about serious misconduct or malpractice within the school. Key points This policy applies to all staff, volunteers, supply staff, parents and pupils, and is intended to encourage staff to raise concerns within the school, rather than outside. All staff should understand their own responsibility to bring matters of concern about children, fellow teachers or volunteers to the attention of the Head Teacher, Governors or Hampshire County Council. The policy protects anyone who voices concerns of any of the following, from any repercussions. Conduct that is illegal or a criminal offence, physical or sexual abuse of pupils or others, contraventions of health and safety that could affect staff or members of the public, fraud or corruption or any unethical behaviour of a serious nature. Employees are  ensured an appropriate response to their disclosure and are made aware of how they can take the matter further if necessary. Confidentiality between all parties must be maintained at all times so any communication should be in writing and will be sent to the employees home address. There are some situations which must be reported to the Police. Any disclosure should be put in writing. An employee can have a second person attend any meetings, be it a friend or Union representative.  The policy gives protection to anyone who voices concerns in good faith, on discrimination, victimisation or disadvantage. Although there is no time limit in place for raising concerns , any delay could hinder an investigation and this may have child protection or serious health and safety implications.