Local Authority Designated Officer (LADO) - Review Allegation Management Meeting

The information below relates to Local Authority Designated Officer (LADO) Review Allegation Management Meetings.

For more information on the role of the LADO and how to make a referral, please visit the Cambridgeshire and Peterborough Safeguarding Children Partnership website.

Introduction to the Review Allegation Management Meeting

This meeting is being held under Government guidance set out in Working Together to Safeguard Children 2023, and Peterborough’s Children Safeguarding Board Procedures. These procedures are for managing allegations against adults who work or volunteer with children are to be used in respect of all cases in which it is alleged that a person who works with children has:

• Behaved in a way that has harmed a child, or may have harmed a child;
• Possibly committed a criminal offence against or related to a child; or
• Behaved towards a child or children in a way that indicates they may pose a risk of harm to children.

During consideration of the allegation, it is important to consider whether:

• A police investigation is needed in regards to a possible criminal offence;
• Enquiries and assessment by Children’s Social Care about whether a child is in need of protection or in need of services are required; and
• Consideration by the employer of whether disciplinary action in respect of the individual is needed.

Confidentiality statement

In relation to confidentiality, every effort should be made to maintain confidentiality and guard against publicity while an allegation is investigated/considered.

In order to reach fair and proportionate decisions about the allegations under discussion, it is essential that there is an open and full exchange of information and views from all professionals within the meeting. That being so, this meeting requires agreement from all participants that the following boundaries of confidentiality will be respected in the dual interests of safeguarding children and also of being fair to the alleged perpetrator:

• Any information exchanged within the meeting, whether verbally or in writing, will remain confidential to those present, unless exceptions to this are explicitly agreed by the Chair.
• Under no circumstances will the notes of the meeting be shared with the alleged perpetrator under discussion.
• The notes of the meeting will not be photocopied, will not be used in disciplinary or other proceedings against the employee, nor will they be submitted to the Disclosure and Barring Service. In such circumstances where this is required, the Chair will provide a summary on request.
• The notes of the meeting will be kept in a confidential section of the employer’s files.

Agenda for the Review Allegation Management Meeting

1. Introductions and statements

Introductions and Procedural and Confidentiality Statements to be read / shared.

2. Purpose of meeting

To review progress of investigation and determine the outcome of the enquiry and what if any next steps there are to be taken. Also to be considered is there any learning to be taken from this enquiry?

3. Actions and recommendations from the Initial Allegation Management Meeting

Actions and recommendations from the Initial Allegation Management Meeting to be gone through and information shared as to the progress of these.

4. Update on safeguarding for the child

Update on the safeguarding for the child, and update on what support has been offered.

5. Are there any new allegations or further concerns?

Are there any new allegations or further concerns which have been raised as a result of these enquiries?

If so, discuss these in full:

• Where did the allegation originate
• Nature of allegation
• Date / time / location
• Details of witnesses
• Identify what has occurred to safeguard the child / children, and what actions have been taken

6. Discussion around and update on internal inquiry

Discussion around and update on internal inquiry, what has happened, and on current situation with alleged perpetrator.

7. Discussion around outcome of the investigation and the LADO process

Discussion around outcome of the investigation, and LADO process.

Definitions of Allegations Outcomes as of September 2018 (revised in line with keeping children safe) can be viewed further down this page.

8. Identify who will update and share outcome

Identify who will update and share this outcome with:

• The adult
• The child and his/her family

Discuss support for the child ongoing.

Discuss support for the adult ongoing.

9. Consideration and recommendation for further actions

Consideration and recommendation for further actions:

• Do internal disciplinary proceedings need instigating
• Is there a need for professional advice / mentoring / training
• Is employer needing a phased return
• Do there need to be any referrals to professional bodies / DBS / panels
• Any further review meetings required
• Actions against person making the allegation, if found to be malicious

10. Timescales for actions / monitoring / Review Allegation Management Meeting

11. Lessons to be learned

End of agenda.

Definitions of Allegations Outcomes as of September 2018 (revised in line with keeping children safe)

• Substantiated - there is sufficient evidence to provide the allegation
• Unsubstantiated - there is insufficient evidence to either prove or disprove the allegation - the term therefore does not imply guilt or innocence
• Malicious - there is sufficient evidence to disprove the allegation and there has been a deliberate act to deceive
• False - there is sufficient evidence to disprove the allegation
• Unfounded - to reflect cases where there is no evidence or proper basis which supports the allegation being made

Helpful guidance in attending Allegation Management Meetings

Information sharing

When attending an Allegation Management Meeting, it is important that information is readily available to agency representatives. This checklist will assist you to provide what is needed.

Information about the allegation / concern

• Any letters
• Accounts of discussion / written records / disclosure
• Chronology of events where appropriate
• Identification and details of any witnesses

Information about the child/ren

• Child’s details – date of birth / address
• Family details
• School file / pupil record (attainment / SEN)
• Background information / history (including if there have been any previous allegations)

Information about the adult

• HR file including any previous disciplinary or capability information
• Career profile
• Any previous concerns / incidents
• Family situation – partner / children
• Involvement with other agencies
• Contact with children outside of work, e.g. coaching