Handcrafted Policy - Recent changes [en]

Confidentiality Policy

Seymour Jacklin — Tue, 23 Jun 2026 12:25:13 GMT

Reviewed and updated according to the instructions by Dan Northover: Handcrafted Mail Seymour Jacklin <seymour@handcraftedproject.com> Re: Social media policy Dan Northover <dan@handcrafted.org.uk> 23 June 2026 at 12:44 To: Seymour Jacklin <seymour@handcrafted.org.uk> Cc: Jack Perrin <jack@handcrafted.org.uk> Thank you Seymour, I think this is great. Yes to first yellow bit. No to the first green bit. Yes to the rest of the green. Dan Northover - CEO Unit 21, Skillion Business Centre, Durham,

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	\|'''Last review and approval'''		\|'''Last review and approval'''
	\|03/08/~~2024~~		\|23/06/2026
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	=== Use of Social Media Platforms for Work ===		=== Use of Social Media Platforms for Work ===
	Trainees and residents, or their friends or family members may ask to be your "friend" on Facebook or another social-media platform. In some cases, where using a social-media messaging service is an effective way to contact someone who is difficult to reach, or where social-media updates could give early warning of someone being at risk, this could be seen as positive.

	~~Nevertheless~~, ~~the privacy afforded by~~ social media ~~channels and third-party apps varies and is subject to frequent changes that are nearly impossible to monitor and control and which may lead to~~ the ~~unintended disclosure~~ of a ~~vulnerable individual's~~ personal ~~information. It is important for all~~ staff ~~and trainees to~~ be ~~aware of this when responding~~.		Staff must not connect with, or accept connection requests from, residents or trainees they are currently working with at Handcrafted on any social media platform. This applies regardless of the platform or the apparent purpose of the connection. Where a pre-existing personal or social relationship means that a connection already exists, staff should notify their line manager so that an agreed approach can be recorded.

	~~There~~ is ~~no expectation~~ that ~~staff would or should become friends with residents~~, ~~trainees, their friends or family, on social media~~. ~~This~~ is ~~a matter~~ of ~~your personal discretion, with the following conditions:~~		The privacy afforded by social media channels and third-party apps varies and is subject to frequent changes that are nearly impossible to monitor and control, and which may lead to the unintended disclosure of a vulnerable individual's personal information. It is important for all staff and trainees to be aware of this.

	==== Privacy Protection ====		==== Privacy Protection ====
	Be aware that posts made through personal online accounts that are public can be seen and may breach Handcrafted policy if they bring the organisation into disrepute. This includes situations when you could be identifiable as a Handcrafted employee or volunteer whilst using social media, or occasions when you may be commenting on Handcrafted-related matters in a public forum.
			Be aware that posts made through personal online accounts that are public can be seen and may breach Handcrafted policy if they bring the organisation into disrepute. This includes situations when you could be identifiable as a Handcrafted employee or volunteer whilst using social media, or occasions when you may be commenting on Handcrafted-related matters in a public forum.

	If you accept contact requests from any individual who engages with Handcrafted services or has a friend or relative engaged with our services, you must ensure that your other contacts are not visible to them. This is to protect the identity of other people with whom you have contact who may also be trusting you with their information.		If you accept contact requests from any individual who engages with Handcrafted services or has a friend or relative engaged with our services, you must ensure that your other contacts are not visible to them. This is to protect the identity of other people with whom you have contact who may also be trusting you with their information.
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	==== Protected Individuals ====		==== Protected Individuals ====
	Some of the people who use Handcrafted services are particularly at risk and it is vital that we protect their identity and~~/or~~ do not inadvertently reveal their whereabouts. This includes individuals who are housed in women's refuges, those who are under witness protection, and people who are known to be on the Sex Offender's Register. ~~You are strongly advised~~ not ~~to associate~~ with ~~them~~ via social media ~~platforms~~.
			Some of the people who use Handcrafted services are particularly at risk and it is vital that we protect their identity and do not inadvertently reveal their whereabouts. This includes individuals who are housed in women's refuges, those who are under witness protection, and people who are known to be on the Sex Offender's Register. Staff must not connect with these individuals via social media under any circumstances.

	==== Accountability ====		==== Accountability ====
	~~If you are unsure how this applies to a particular individual and you are in any doubt, make sure you agree on an approach with your line manager and record the decision.~~

	~~You don't have to add somebody to~~ your ~~contacts just because other team members have done so. Exercise particular caution if you feel under pressure~~ or ~~manipulated to add anybody~~.		If you are unsure whether a connection falls within the scope of this policy, err on the side of caution and discuss it with your line manager before accepting or making contact.

	~~You are encouraged, as a matter of good practice, to make people aware of the privacy implications if possible before accepting their invitation to connect.~~		==== Lending your device ====

	~~==== Lending your device ====~~
	Do not allow somebody else to 'borrow' your device without your close supervision, even for 'a quick phone call' or 'to check email'.		Do not allow somebody else to 'borrow' your device without your close supervision, even for 'a quick phone call' or 'to check email'.

	==== Failure to comply ====		==== Failure to comply ====

	Be aware that failure to comply with the above conditions may lead to action under the [[Disciplinary Policy and Procedures]], up to and including dismissal.		Be aware that failure to comply with the above conditions may lead to action under the [[Disciplinary Policy and Procedures]], up to and including dismissal.

	=== Referral Contact Details ===		=== Referral Contact Details ===
	{{Safeguarding contacts}}		{{Safeguarding contacts}}

Behaviour Management Plan

Seymour Jacklin — Fri, 19 Jun 2026 09:39:40 GMT

Minor corrections requested by Dan

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	This policy seeks to provide all involved with a framework within which positive behaviour can be promoted and managed while protecting young people and staff alike.		This policy seeks to provide all involved with a framework within which positive behaviour can be promoted and managed while protecting young people and staff alike.

	Support given to a child or young person who is living ~~at the children’s home~~ must ensure that the child is safeguarded and protected, and that the welfare of the child is paramount. Children in Care are all subject to individual circumstances, which can result in feelings of hurt, fear and sadness. Such feelings, together with previous experiences, can at times be expressed in behavioural terms. At the same time, children and young people will grow up into a world where people will not always take account of their difficult past experiences. They need to be able to act with consideration for others and for themselves.		Support given to a child or young person who is living in supported accomodation must ensure that the child is safeguarded and protected, and that the welfare of the child is paramount. Children in Care are all subject to individual circumstances, which can result in feelings of hurt, fear and sadness. Such feelings, together with previous experiences, can at times be expressed in behavioural terms. At the same time, children and young people will grow up into a world where people will not always take account of their difficult past experiences. They need to be able to act with consideration for others and for themselves.

	= Context =		= Context =
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	* Focusing on an asset-based approach, praising and seeking to reward good behaviour.		* Focusing on an asset-based approach, praising and seeking to reward good behaviour.
	* Adopting a non-confrontational approach Establishing a good relationship/ rapport with children based on mutual respect.		* Adopting a non-confrontational approach Establishing a good relationship/ rapport with children based on mutual respect.
	* Establishing ~~house rules~~ which are consistent, explicit and applicable to all children within the household.		* Establishing boundaries which are consistent, explicit and applicable to all children within the household.
	* Acknowledging and appreciating the past life experiences which children bring.		* Acknowledging and appreciating the past life experiences which children bring.
	* The use of age, and developmental stage-appropriate sanctions - but only, when necessary, not as routine.		* The use of age, and developmental stage-appropriate sanctions - but only, when necessary, not as routine.
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	= Appendix 2 - Behaviour Management Plan =		= Appendix 2 - Behaviour Management Plan =

	As part of the placement planning process for all Children in Care, consideration should be given to whether it is necessary to draw up a Behaviour Management Plan.		As part of the placement planning process for all Children in Care, consideration should be given to whether it is necessary to draw up a Behaviour Management Plan addressing behaviours such as:

	~~All children placed in residential care should have a Behaviour Management Plan.~~

	~~Addressing~~ behaviours such as:

	* Absenting behaviour		* Absenting behaviour

Conducting an Exit Interview Quick Guide

Seymour Jacklin — Fri, 19 Jun 2026 09:15:05 GMT

Created page with "== Conducting an Exit Interview: Quick Guide == === Our process === Exit interviews will be offered to all staff when they leave. Rather than a fixed procedure, we want a flexible process that can adapt to how different people leave, but with enough consistency to generate useful learning over time. The interview will be offered by the line manager as part of offboarding, and recorded on an offboarding checklist. Where someone prefers not to speak in person, written..."

New page

== Conducting an Exit Interview: Quick Guide ==

=== Our process ===

Exit interviews will be offered to all staff when they leave. Rather than a fixed procedure, we want a flexible process that can adapt to how different people leave, but with enough consistency to generate useful learning over time.

The interview will be offered by the line manager as part of offboarding, and recorded on an offboarding checklist.

Where someone prefers not to speak in person, written questions will be available as an alternative.

A small number of people will conduct exit interviews, to help ensure consistency. The conversations will be fed back to the HR & Wellbeing Steering Group.

=== Guidance for those conducting an exit interview ===

The purpose of an exit interview is twofold: to help the person leaving feel genuinely heard and to leave on a good note, and to generate honest learning for the organisation. Neither goal is well served by defensiveness. Our role is to listen, not to represent Handcrafted, justify decisions, or correct the record, even where the person's experience feels one-sided or unfair.

It helps to keep in mind that people leave in very different circumstances — someone moving on to an exciting new opportunity needs a different kind of conversation to someone leaving because their experience here has been difficult. In both cases, ask open questions, give space, and follow the thread of what they actually want to say.

The suggested questions below are prompts that can be used to open up conversation rather than needing to work through them one by one. What matters is that the person leaves feeling they had a genuine opportunity to speak.

=== Sample questions ===

''Why they are leaving''

* What prompted you to start looking for something new?
* What are you most looking forward to in your next role?
* Was there anything we could have done differently that might have changed things?

''Their experience of the role''

* What did you value most about working here?
* Were there things that frustrated you or that you felt could work better?
* Did you feel you had the support and tools to do your job well?

''Looking forward''

* What skills or qualities do you think we should look for in your replacement?
* What would you want your successor to know?
* Is there anything else you'd like to say before you go?

Moving On from Handcrafted

Seymour Jacklin — Fri, 19 Jun 2026 09:14:08 GMT

Created page with "== Moving on from Handcrafted == === Offboarding Checklist === When you are leaving us, there are a few steps that we take. Your line manager (or other appropriate staff member) will support you in this transition, and be responsible for ensuring that the following things happen: * You will be offered an exit interview * If you use any personal devices for work, you must delete all Handcrafted data stored on them by your leaving date * You must return all Handcrafted..."

New page

== Moving on from Handcrafted ==

=== Offboarding Checklist ===

When you are leaving us, there are a few steps that we take.

Your line manager (or other appropriate staff member) will support you in this transition, and be responsible for ensuring that the following things happen:

* You will be offered an exit interview
* If you use any personal devices for work, you must delete all Handcrafted data stored on them by your leaving date
* You must return all Handcrafted equipment, including:
** Laptops
** Phones
** Staffwear
** Keys
** Tools for property maintenance, woodwork, etc.
* You will receive a P45
* Your user accounts will be deactivated and you will no longer have access to them, including:
** Laptop user
** Phone SIM
** Email
** Airtable account
** Microsoft 365 account
** Any other cloud services

=== Exit Interviews ===

When you are leaving Handcrafted, your line manager will offer you an exit interview before your last day.

This is an important conversation, though nothing you say will affect your reference or how you are treated on the way out. The purpose is to give you a chance to reflect on your time here and share anything you think might help us improve.

What you share will be treated with respect, discussed at steering group level, and used to inform how we support staff in future.

If you would prefer not to have the conversation in person, you can ask for the questions in writing instead, or you can decline altogether.

----

''If you are conducting an exit interview, see the [[Conducting an Exit Interview Quick Guide]].''

Template:Organisational Topics

Seymour Jacklin — Fri, 19 Jun 2026 09:05:11 GMT

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	* [[Personal Mental Health Care for Staff]]		* [[Personal Mental Health Care for Staff]]
	* [[Staff Training and Development]]		* [[Staff Training and Development]]
			* [[Moving On from Handcrafted]]

Who does what at Handcrafted?

Seymour Jacklin — Wed, 17 Jun 2026 12:34:33 GMT

richer descriptions

Show changes

File:Org chart composite Jun 2026 800px.jpg

Seymour Jacklin — Wed, 17 Jun 2026 11:54:44 GMT

Seymour Jacklin uploaded File:Org chart composite Jun 2026 800px.jpg

New page

org chart

Who does what at Handcrafted?

Seymour Jacklin — Wed, 17 Jun 2026 11:52:45 GMT

Organisational Chart: new org chart

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	== Organisational Chart ==		== Organisational Chart ==
	[[File:~~Handcrafted Organisational Chart Dec 2024~~.~~png~~\|~~border\|center\|frameless\|910x910px]]~~		[[File:Org chart composite Jun 2026.jpg\|alt=Handcrafted Organisational Chart - June 2026\|1786x1786px]]
	~~[[File:~~Handcrafted Organisational Chart ~~Aug 2025.png\|center\|frameless~~\|~~855x855px~~]]

	== Who does what? ==		== Who does what? ==

File:Org chart composite Jun 2026.jpg

Seymour Jacklin — Wed, 17 Jun 2026 11:43:07 GMT

Seymour Jacklin uploaded File:Org chart composite Jun 2026.jpg

New page

hierarchical org chart for handcrafted with section details and personnel

Who does what at Handcrafted?

Seymour Jacklin — Wed, 17 Jun 2026 11:24:09 GMT

Undo revision 637 by Seymour Jacklin (talk)

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(No difference)

Personal Mental Health Care for Staff

Seymour Jacklin — Fri, 12 Jun 2026 09:31:52 GMT

Counselling and Debriefing: added bit about external debriefing.

← Older revision		Revision as of 09:31, 12 June 2026
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	* If you experience a traumatic event at work, you can request a referral for counselling through our operational director, John Hinton. We partner with organisations like Red Kite to provide professional mental health support.		* If you experience a traumatic event at work, you can request a referral for counselling through our operational director, John Hinton. We partner with organisations like Red Kite to provide professional mental health support.
	* We also conduct debriefs following particularly challenging incidents to ensure everyone involved receives the support they need. This is the responsibility of area managers: to arrange one or more debriefing meetings after a distressing incident.		* We also conduct debriefs following particularly challenging incidents to ensure everyone involved receives the support they need. This is the responsibility of area managers: to arrange one or more debriefing meetings after a distressing incident.
			* If your role involves front-line work with complex, emotional burdens, we also make sure that you have a designated person outside Handcrafted who is skilled to provide a reflective and confidential space to talk. We will arrange for an "external debrief" person with appropriate experience and professional background to be this person for you, and you are strongly encouraged to access them on a regular basis within the rhythm of your work and not just in a crisis.

	=== Workplace Health Plans ===		=== Workplace Health Plans ===

Complaints and Grievances Procedures

Rebekah Hook — Mon, 08 Jun 2026 12:17:57 GMT

Richard Alty changed to TBC

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	* '''Discuss with Your Line Manager:''' If possible, try to resolve your grievance informally by discussing it with your Line Manager.		* '''Discuss with Your Line Manager:''' If possible, try to resolve your grievance informally by discussing it with your Line Manager.
	* '''Alternative Contacts:''' If it’s not appropriate to discuss the matter with your Line Manager, you can approach Dan Northover (CEO) or ~~Richard Alty~~ (Trustee).		* '''Alternative Contacts:''' If it’s not appropriate to discuss the matter with your Line Manager, you can approach Dan Northover (CEO) or (Trustee TBC).

	If the issue cannot be resolved informally, proceed with the formal grievance process.		If the issue cannot be resolved informally, proceed with the formal grievance process.
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	== 2. Formal Resolution ==		== 2. Formal Resolution ==

	* '''Write Your Grievance:''' Submit your grievance in writing to your Line Manager. If your grievance involves your Line Manager, send it to Dan Northover (CEO) or ~~Richard Alty~~ (Trustee).		* '''Write Your Grievance:''' Submit your grievance in writing to your Line Manager. If your grievance involves your Line Manager, send it to Dan Northover (CEO) or (Trustee TBC).
	** Indicate that it is a formal grievance.		** Indicate that it is a formal grievance.
	** Include a brief description of the nature of your complaint, relevant facts, dates, and names of individuals involved.		** Include a brief description of the nature of your complaint, relevant facts, dates, and names of individuals involved.

HR Policy

Rebekah Hook — Mon, 08 Jun 2026 12:17:02 GMT

Richard Alty changed to TBC

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	===== '''Informal resolution''' =====		===== '''Informal resolution''' =====
	If you have a grievance arising from your employment it is often best to try to resolve the matter informally by discussing it with your line manager. If this is not appropriate, you should speak to Dan Northover (CEO) or ~~Richard Alty~~ (Trustee).		If you have a grievance arising from your employment it is often best to try to resolve the matter informally by discussing it with your line manager. If this is not appropriate, you should speak to Dan Northover (CEO) or (Trustee TBC).

	If this does not resolve the issue, you should follow the formal procedure detailed below.		If this does not resolve the issue, you should follow the formal procedure detailed below.

	===== '''Formal resolution''' =====		===== '''Formal resolution''' =====
	If your grievance can not be resolved informally, you should set out it out in writing. You should address this letter to your line manager, unless your grievance is about your manager, in which case it should be submitted to Dan Northover (CEO) or ~~Richard Alty~~ (Trustee). Your written grievance should include:		If your grievance can not be resolved informally, you should set out it out in writing. You should address this letter to your line manager, unless your grievance is about your manager, in which case it should be submitted to Dan Northover (CEO) or (Trustee TBC). Your written grievance should include:

	* An indication that it is a formal grievance.		* An indication that it is a formal grievance.

Mileage Policy

Seymour Jacklin — Fri, 05 Jun 2026 10:58:59 GMT

Mileage Reimbursement Rates (HMRC AMAP)

← Older revision		Revision as of 10:58, 5 June 2026
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	Cars and vans		Cars and vans

	* ~~45p~~ per mile for the first 10,000 miles in the tax year		* 55p per mile for the first 10,000 miles in the tax year (from 1st June 2026 onwards)
	* 25p per mile for any mileage over 10,000 miles		* 25p per mile for any mileage over 10,000 miles