SAFEGUARDING

Safeguarding is every Crew member's responsibility. Full stop. If you have a concern about a child, however small it seems, raise it with our Designated Safeguarding Lead

If your concern is about the DSL themselves, or hasn't been acted on, escalate directly to the LADO or relevant Children's Services. Never sit on a worry.

It's always better to raise it and be wrong than stay quiet. Concerns about a colleague's conduct follow the same route, as a low-level concern or allegation against staff.

Everyone working with children is subject to ongoing suitability checks; an Enhanced DBS, Right to Work verification, and reference checks.

Recorded and maintained on our Single Central Record. You must read KCSIE annually and declare having done so.

Restrictive physical intervention, where necessary, must follow our accredited [PLACEHOLDER: name your positive handling framework, e.g. Team Teach] training and be logged with the DSL the same day.

Photography of our Tribe always requires proper consent. If a parent, school, or LA raises a concern about Compass itself, direct them to Mark immediately.

Everything above is the headline. The detail — thresholds, forms, escalation routes, and exactly how each of these works — lives in our Safeguarding and Child Protection Playbook. Read it. Then read it again.

SAFETY

Our workplace isn't an office. It's woodland, fire, tools, weather, and children. Every Crew member is expected to understand and follow our Health and Safety Playbook.

Visitors to site need your Crew Leader's permission first, and are your responsibility once they arrive — safety and safeguarding both.

Use common sense. Deliberately disregarding safety guidance, or a severe breach, may result in termination,  for your safety and others'.

You'll be trusted with confidential information about children, families, Crew, and Compass itself.

Handle it securely, share it only when necessary and authorised, and never use it for personal gain.

Compass is registered with the ICO under the Data Protection Act 2018. Breaching confidentiality for personal profit results in termination.

Other breaches are assessed on frequency and seriousness. Full detail lives in our Data Protection Playbook.

CONFIDENTIALITY

STANDARDS

In this chapter you will find information on Contract, Recruitment, Checks, Equality and Safeguarding. 

Generative AI is a genuinely useful tool for speeding up work, but should never replace deep human thought. It is never a place for information about our Tribe.

Never paste a child's name, details, or anything that could identify them into any AI tool. If you're unsure whether something counts, treat it as if it does.

Full guidance is in our Data Protection Playbook.

AI

Everyone deserves dignity here. It doesn't matter where you're from, what you believe, who you love, or what you've done before arriving at Compass.

If you treat people with respect and help us protect children, you belong here. Discrimination, harassment, and victimisation have no place at Compass,

Any Crew member responsible will face disciplinary action. Report any concern to Mark directly. The Company will never retaliate against you for doing so.

Our Equality Playbook explains the legal framework behind all of this.

EQUALITY

Safeguarding concerns about a child always go to the DSL. Whistleblowing is  a little different.

It's how you raise concerns about malpractice, financial impropriety, or serious risk within Compass itself, protected under the Public Interest Disclosure Act 1998.

The Company will never penalise anyone who raises a genuine concern in good faith, even if it turns out unfounded.

If it involves Mark directly, contact [PLACEHOLDER: external escalation route — e.g. Ofsted, or an independent whistleblowing charity such as Protect].

Raise it. Staying quiet helps no one, least of all our Tribe.

WHISTLEBLOWING

Relationships with colleagues should stay professional and appropriate. You can't date someone who reports to you.

Relatives can work here, but never in a reporting relationship with each other, and never on each other's hiring panel. Boundaries with our Tribe matter even more.

Be mindful of gifts, social media contact, transporting a child in your own vehicle, meeting a family outside of work, or becoming emotionally over-involved in a  situation.

None of these are automatically wrong. But all of them need a conversation with your designated Senior Crew Leader first.

If you have an external business interest, second job, or personal relationship that could create a conflict with Compass's interests, tell Mark.

Full guidance on all of the above is in our Safeguarding Playbook.

BOUNDARIES

Site is strictly smoke, vape, drug, and alcohol free, extending to representing Compass off-site around children or families. Crew may smoke, vape, or drink at Crew-only events.

But fitness to work is bigger than substances. Our Tribe needs you at your best, not just present.

If you're exhausted, unwell, sleep-deprived, or emotionally dysregulated to the point you couldn't safely supervise children, don't come in, use your sick leave.

FITNESS