Handcrafted Policy - Recent changes [en]

Template:Policies List

Seymour Jacklin — Fri, 06 Nov 2026 10:42:55 GMT

← Older revision		Revision as of 10:42, 6 November 2026
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	* [[Safeguarding Vulnerable Adults Policy]]		* [[Safeguarding Vulnerable Adults Policy]]
	* [[Staff Wellbeing Policy]]		* [[Staff Wellbeing Policy]]
	* [[Statement of Purpose: ~~Engage Hub~~]]		* [[Statement of Purpose: Young People's Teams]]
	* [[Supported Employment Policy]]		* [[Supported Employment Policy]]
	* [[Supported Housing Policy]]		* [[Supported Housing Policy]]
	* [[Training Policy]]		* [[Training Policy]]
	* [[Volunteer Policy]]		* [[Volunteer Policy]]

Workforce Plan: Engage Hub

Seymour Jacklin — Fri, 06 Nov 2026 10:42:15 GMT

Seymour Jacklin moved page Workforce Plan: Engage Hub to Workforce Plan: Young People's Teams

New page

At Handcrafted, we recognise that the development and well-being of our workforce are key to providing excellent services to young people and the wider community.

This workforce plan outlines our approach to staff qualifications, induction, training, supervision, and professional development, ensuring that our team is equipped to support young people safely and effectively.

This plan will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
![[Deputy Director of Operations: Young People|'''Deputy Director of Operations: Young People''']]
|-
|'''Last review and approval'''
|28/11/2024
|}

= Experience and Qualifications of Staff and Managers =

Staff take part in mandatory training cycle over the course of a year (see Annex 1). Staff’s participation in training is monitored and recorded by their line manager. Any additional training and professional development will be identified and pursued by the registered service manager.

A current list of our staff with their experience and qualifications is available on request by emailing the Deputy Director of Operations: Young People.

= Staff Induction and Core Training =

An induction plan is agreed with staff on their first day and completed in the three-month probationary period (See Annex 2).

The following must be completed within the first two weeks, before staff can receive their 'blueshirt':

* Safeguarding training delivered by the Senior Support Worker.
* Record-keeping training.
* Internal induction videos covering: Handcrafted's solution-focused and person-centred approach; confidentiality and disclosure; conditioning awareness; lone working basics; principles of risk assessment.
* Online training: NCSC Cyber Security; Prevent Awareness and Suicide Awareness Training.
* Understanding Handcrafted's key policies and procedures, including safeguarding and Health & Safety.
* Meeting young people in Handcrafted activities and houses.
* Staff shadowing.
Further role-specific training and induction tasks are covered by the induction plan, to be completed within the probationary period.

= Staff Probation =

For all staff, there is a probationary period of three months, unless otherwise agreed by their line manager. At the end of this period the position will be reviewed and if satisfactory the continuation of employment will be confirmed.

During the first week, line managers will discuss with staff the expectations for induction and the probationary period. Probation will be passed if:

* all induction tasks have been completed.
* both the line manager and staff member are satisfied that the role responsibilities outlined in the job description can be carried out with confidence and competence.
* the line manager has no significant concerns about general performance, work ethic and alignment with Handcrafted's mission and values.

If these criteria have not been met, the probationary period will either be extended or failed.

= Poor Performance =

Handcrafted is committed to providing high-quality support and housing services to young people in compliance with ACAS (Advisory, Conciliation and Arbitration Service) guidelines. We recognise the importance of maintaining a skilled and motivated workforce to achieve this goal. To address and improve poor staff performance, we have developed a [[Capability Policy]].

= Staff Supervision and Monitoring =

Staff will meet with their manager weekly to discuss ongoing workflow and individual concerns or challenges.

Staff will have a Personal Development Review (PDR) with their line manager every 6 months. The PDR is an opportunity for staff to reflect on their role, share any wellbeing concerns, identify training needs, set targets for the next 6 months and receive feedback from their line manager. Any concerns relating to performance and capability will be followed up in line with the [[Capability Policy]].

Notes and decisions from supervisions will be stored on to refer to in future meetings.

= Review =

The registered person will keep this plan under review, and where appropriate, revise it, and make a copy of the workforce plan available on request to Her Majesty's Chief Inspector of Education, Children's Services and Skills (CIECSS).

The registered person will report to the board of trustees on a quarterly basis to confirm that the plan has been satisfactorily reviewed.

= Annex 1 - Handcrafted Staff Training =

Over the course of a calendar year, Handcrafted staff take part in fortnightly whole staff training on the following topics, including:

* Strategic plan, including mission and values (empowerment, community, creativity, and empathy)
* Handcrafted Empowerment Matrix (living space, using time, coping strategies, social life, self-confidence)
* Safeguarding, including UK Government Prevent
* Suicide Prevention (including online certification)
* Addictions
* Personality disorders
* Domestic abuse and coercive control
* Hazards of helping, including conditioning and lone working
* Developmental trauma, including trauma informed conversations.
* Solution focused therapy and conversations

In addition, support workers have monthly meetings to discuss best practice and work through case studies with a senior support worker.

Many staff are also trained in first aid and food safety.

= Annex 2 - Handcrafted Staff Induction =

'''Pre-induction:'''

* Uniform to be arranged.
* Send over links to DBS.
* Obtain two references.
* IT setup.
* Initial timetable to be arranged and emailed in advance.

'''Induction expectations for line managers:'''

* Meet with staff at least once a month during probationary period to review their work/settling in.
* Meet at the end of probationary period to review their work.
* Arrange a ‘shadow’ day with another member of staff who has the same job role.
* Everything on induction checklist to be completed within 3 month probationary period.

'''IT - Systems Support Officer'''

* Set-up email account
* Access to Google Drive and Calendar
* Access to Airtable/Airtable forms
* Arrange work laptop/phone
* Holiday booking procedure
* Mileage/expenses forms
* Contact details, photo consent, medical details and next of kin details recorded (Airtable)

'''Admin – Line Manager'''

* Job overview and expectations (and how this role fits into the organisation as a whole)
* Account details and P46 completed and forwarded to finance
* Sign contract
* Working hours expectations
* Personal mental-health care, stress, and external debriefing
* Initial supervision and personal success plan meeting
* Book in monthly reviews
* Get a set of keys (if appropriate/necessary)
* Uniform
* Book First Aid training
* Add to WhatsApp groups

'''DBS/Safeguarding – Designated Safeguarding Lead'''

* DBS self-certification complete and return to safeguarding lead
* DBS document check
* DBS certificate received

'''Record Keeping - Senior Support Worker'''

* Record-keeping good practice
* Airtable notes (and what happens to them)
* When to flag a safeguarding concern (and what happens)

'''Training''' '''- Training Manager'''

* Person-centred approach video
* Safeguarding video
* Confidentiality and disclosure video
* Conditioning Awareness video
* Lone Working video
* Risk Assessment video
* Privacy and devices policy
* Prevent (online training)
* Suicide prevention (online training)

'''Familiarisation - Line Manager'''

* Meet team colleagues
* Meet Dan
* Meet John
* Strategic plan, mission and values conversation
* Organisational overview
* Durham hub visit
* Gateshead hub visit
* CLS hub visit
* Practical workshop session and induction
* Tour of housing

= Annex 3 - Capability Policy =

This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

* Identify and address instances of poor staff performance in a fair and supportive manner.
* Promote continuous improvement and professional development among our employees.
* Ensure compliance with ACAS guidelines in managing staff performance.

== Principles ==

=== Early Intervention ===

Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

=== Supportive Approach ===

Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

=== Fair and Objective Assessment ===

Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

=== Training and Development ===

Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

=== Performance Improvement Plan (PIP) ===

If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

=== Review and Monitoring ===

Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

=== Dismissal as a Last Resort ===

Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

== Procedure ==

=== Informal Stage ===

The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

=== Formal Stage (Performance Improvement Plan - PIP) ===

If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

=== Review Meetings ===

Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

=== Consideration of Further Actions ===

If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

=== Confidentiality ===

All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

=== Appeals ===

Employees have the right to appeal decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.

Statement of Purpose: Engage Hub

Seymour Jacklin — Fri, 06 Nov 2026 10:40:31 GMT

Seymour Jacklin moved page Statement of Purpose: Engage Hub to Statement of Purpose: Young People's Teams

New page

At Handcrafted, we believe in creating safe, empowering spaces where young people can develop independence and thrive in their communities.

This Statement of Purpose outlines the provision of supported accommodation services for looked after children and care leavers aged 16/17, detailing our accommodation, support, organisational structure, safeguarding measures, and complaints procedures.

This statement will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
|-
| Group or individual responsible for review || [[Deputy Director of Operations: Young People|'''Deputy Director of Operations: Young People''']]
|-
| '''Last review and approval''' || 16/02/26
|}

= Overview =

== Registered Address ==

Handcrafted Projects, Unit 21 Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG

== Registered Manager ==

VACANCY (covered by Dan Northover pending appointment of new Registered Manager)

== Categories of Supported Accommodation ==

Categories 1 and 2

== Mission Statement ==

Handcrafted's mission is to connect with the most excluded people in society and offer support, housing, training, and opportunities that can empower them to turn their own lives around.

== Handcrafted Ethos ==

Handcrafted have four key values that underpin all support offered to young people. They are:

* Creativity - everyone can make something to be proud of
* Empathy - we will walk through challenges together, shoulder to shoulder.
* Empowerment - everyone can learn to take back control in their lives.
* Community - we accept people just as they are, and we support each other.

== Charitable Objectives ==

* To promote social inclusion for the public benefit by preventing people from becoming socially excluded, relieving the needs of those people who are socially excluded and assisting them to integrate into society.
* The relief of financial hardship by providing people with goods and services which they could not otherwise afford through lack of means.

== Principles ==

We are dedicated to offering holistic support that empowers individuals and fosters their growth, well-being, and independence. Our policy is built upon a foundation of key principles that guide our approach to housing provision and support services:

=== Person-Centred Approach ===

At Handcrafted, we place individuals at the heart of everything we do. Our person-centred approach ensures that each resident's unique needs, preferences, and aspirations are at the forefront of their support journey. We believe in recognizing and respecting the inherent dignity of every person, tailoring our services to create a supportive environment that truly values and celebrates individuality.

=== Trauma-Informed Care ===

Understanding the impact of trauma is essential to our approach. Our trauma-informed care recognizes the potential histories of adversity that our residents may carry. We aim to create a safe, empathetic, and non-judgmental space that acknowledges and responds to trauma, fostering healing and resilience.

=== Strengths-Based Perspective ===

Every individual possesses strengths, talents, and capabilities. Our strengths-based perspective seeks to uncover and amplify these inherent qualities, empowering residents to harness their potential and build a foundation for personal growth and self-sufficiency.

=== Appropriate Risk Taking and Harm Reduction ===

We understand that growth often involves taking risks. Our approach to risk-taking emphasizes informed decision-making and harm reduction. We encourage appropriate risk-taking that supports residents in exploring new opportunities while minimizing potential harm, enabling them to navigate their path to independence with confidence.

=== Solution-Focused Approach ===

Our solution-focused methodology directs our efforts toward identifying practical and actionable solutions. We collaborate with residents to overcome challenges and barriers, working together to create a positive and constructive path forward.

= Accommodation Provision =

Handcrafted accommodation for young people is for unaccompanied asylum-seeking children and children in care preparing for independence. We anticipate young people (16-25 years old) living in Handcrafted accommodation; with each house containing between one and six young people dependent on support needs identified at the point of referral and through regular in-house and multi-agency reviews.

All Handcrafted properties' appropriateness is reviewed at least annually, incorporating both the fabric of the building and local area. When young people move into Handcrafted housing, it is made clear to young people that Handcrafted is a service available for as long as required. As an operator of supported housing for adults, we anticipate that a number of young people will continue to require support after their eighteenth birthday. All young people sign a license agreement with Handcrafted when they move in, which is not time limited or age dependent. All rights and terms and conditions are outlined in this.

As part of the support for young people, support workers do regular house checks to communal areas, and to individual bedrooms where appropriate. These checks ensure that the space is furnished well; that the space feels safe and secure; identifying and removing any hazards; ensuring there are no additional fire and health and safety risks; and that any maintenance tasks are passed on to our housing team in a timely fashion.

Handcrafted ensure that young people feel their space feels like it is their own. We encourage young people to personalise and decorate the house, which support workers help with (painting, putting up pictures etc.). Handcrafted involve young people in all decisions about their living space to suit their individual needs and personalities.

When young people start living in a Handcrafted house, we ensure that they are registered with a GP within the first three days of living there, and are registered with a dentist and optician within the first two weeks of moving in. Within the first two weeks, support workers also have conversations with young people about what their interests and needs are, and Handcrafted staff find and liaise with services in the community which young people can access. They can be statutory services (e.g education, healthcare) or tailored to interests and lifestyle (e.g religious groups, sports clubs, barbers, shops, gyms). Support workers will explore the local area with young people identify opportunities for community and social integration and assist young people to be involved. We help young people attend all appointments and access college and groups they are interested in.

Handcrafted provide community activities to gather young people who in the first instance struggle to engage with wider community activities. We run catering sessions which we invite young people to take part in or to teach other young people how to cook. We have regular meals where we eat together, to build safe friendships between young people within Handcrafted's service and similar young people living with other providers. We run cultural activities for all young people to experience the local area, and to explore parts of their immediate community and other parts of the North East.

Our housing has doorbell cameras which staff can access. We do not have surveillance inside the properties to respect privacy of the young people. All young people are informed about the doorbell cameras and understand that the purpose is not to spy on them, but rather to keep them and their living space safe. Doorbell cameras are regularly reviewed to check the safety of the young people. As part of our regular house checks, support workers check that the external and internal doors are lockable and safe.

All our houses and bedrooms have adequate internet connection. Support workers ensure that young people have mobile credit, allowing them to call Handcrafted staff or other services in the event of emergency. Provision of basic items is similar between category 1 and 2 housing, outlined below.

== Category 1 - Single Occupancy ==

Each single occupancy house or flat has a bedroom, a kitchen, bathroom and lounge/living space. Handcrafted provide all furniture reasonably expected (bed, mattress, bedding, wardrobe, drawers, desk and chair, towels, sofas, dining table, oven and hobs, microwave, kettle, toaster, kitchen equipment, television, washing machine, airer).

== Category 2 - Shared Housing ==

Each young person has a private lockable bedroom. Each bedroom is supplied with the following: bed, mattress, bedding, wardrobe, drawers, desk, chair and towels. Each house then has a shared kitchen, bathroom and lounge/living space. Handcrafted provide all furniture reasonably expected (sofas, dining table, oven and hobs, microwave, kettle, toaster, kitchen equipment, television, washing machine, airer).

Any additional individual needs for any space is adapted for the young person. Whether at point of referral, or during ongoing visits, support workers identify any issues that arise and work out solutions with young people (e.g., young people observing a halal diet have to go out of County Durham to buy halal food, so our support workers put time aside to drive them to a halal shop every week).

= Organisational Structure =

== Support Provision ==

Handcrafted promote an asset-based approach to all work with young people. Through identifying strengths and passions with young people, we shape our support to empower them to turn their lives around to pursue positive things in their lives. We regularly consult young people in key working sessions about what they want to strive for, and break that down to manageable steps for that week/period. Through key working sessions, support workers remind young people what their entitlements are. Young people are reminded this is also in their license agreement. If young people have a question about the license agreement, through difficulty understanding or reading it, staff will ensure they read this for young people and talk them through any arising issues.

Support workers attend appointments with young people, work to a personalised independent living plan, and work on individualised progression routes. We help young people take steps towards independent living in the community without needing Handcrafted support.

Support workers offer individually tailored support in key working settings, helping young people learn key skills for adulthood including budgeting, healthy routines and positive coping strategies. Staff create a independent living plan, outlining parts of independent living that young people can do unaided, and parts that still need support. This is reviewed weekly as part of our support planning meetings.

The support workers also organise and deliver group activities, providing supportive community settings for peer-learning and to build positive relationships between young people. A mix of social activities and practical skills training helps young people identify and build on their own strengths to grow their own identity and sense of purpose. We work on this unaccredited training whether young people are attending other education or not.

As young people feel a sense of belonging to a community, they grow in confidence and motivation, developing their sense of self-worth. This empowers them to face the difficulties of transitioning into adulthood, with the added challenges of leaving the care system or starting life in a new country and community. Our support workers help them access other key services for social integration, including health, employment and financial appointments, formal education and local amenities such as gyms and green spaces.

= Safety & Integration =

All Handcrafted staff receive regular training about safeguarding in line with our safeguarding policy for adults and children. As an organisation working with vulnerable adults and children, we wish to operate and promote good working practices. This will enable us to support trainees and residents, develop good relationships and minimise the risk of false accusations. Practice guidelines and related policies are available to all staff members. These include:

* [[Record Keeping Quick Guide|Record Keeping Guidelines]] - How to make sure that your written records are accurate and relevant.
* [[Lone Working Essentials|Lone Working Policy]] - How to protect yourself and others from risk of harm or false allegations in the context of lone working.
* [[Confidentiality Essentials|Confidentiality Guidance]] - How to handle confidentiality issues and what to do in cases where a trainee or resident discloses something that you will need to act upon.

Handcrafted staff work with young people to access medical appointments and support for physical and mental health issues. As part of our induction for young people, we ensure all young people understand how and when to contact the emergency services in critical moments.

External contacts for staff reporting incidents for adults and children are outlined in the safeguarding policy.

= Complaints & Protection =

Handcrafted encourages young people to comment on the standard and quality of the services received. This information can be used to improve the service and to address bad practice.

Complaints by or on behalf of young people can be raised with Dan Northover (dan@handcrafted.org.uk). If the complaint is about Dan Northover, then this can be raised with Charlotte Clarke (Chair of Trustees - charlotte.clarke36f@gmail.com). The appropriate individual will then supply the complaints policy.

A person involved in the support or protection of a young person can access child protection policies by asking their registered manager.

== Complaints Procedure ==

Handcrafted encourages young people to comment on the standard and quality of the services received. This information can be used to improve the service and to address bad practice. For the full procedure see our [[Complaints Policy|Complaints Policy]]

Complaints can be made for a number of reasons:

* Substandard quality of service
* Behaviour of a member of staff
* Poor attitude of a staff member
* Not providing adequate support

Confidentiality will be maintained throughout the complaints procedure. Only those staff that need to know about the complaint will have access to details.

Management support will be offered to young person from the outset of a complaint. Access to independent advice or help will assist with overcoming many of the barriers that young people may encounter. This may be from friends, relatives, advice centres or local advocacy group.

Complaints may take the form of a formal letter or email addressed to a member of the Handcrafted management team, or they may be made verbally when an individual states that they wish to make a complaint, which will then be recorded in writing and referred to the line manager at the appropriate level.

All complaints will initially be dealt with by the Manager. The complaint will be acknowledged within 3 days of receipt and will be responded to within 10 days. If the matter can be sorted out quickly and to the satisfaction of the young person at this stage, it will not be necessary to treat it as a formal complaint.

All complaints, whether formal or informal, are always discussed through the line management structure and are logged.

== Contact Details for Complaints ==

'''Name:''' Dan Northover

'''Role:''' CEO

'''Postal Address:''' Handcrafted Projects, Unit 21 Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG

'''Email Address:''' dan@handcrafted.org.uk

'''Name:''' Charlotte Clarke

'''Role:''' Chair of Trustees

'''Postal Address:''' Handcrafted Projects, Unit 21 Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG

'''Email Address:''' charlotte.clarke36f@gmail.com

Workforce Plan: Engage Hub

Rebekah Hook — Thu, 05 Nov 2026 17:14:25 GMT

Staff Induction and Core Training: ongoing updates

← Older revision		Revision as of 17:14, 5 November 2026
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	= Staff Induction and Core Training =		= Staff Induction and Core Training =

	An induction plan is agreed with staff on their first day and completed in the three-month probationary period (See Annex 2). ~~The following must be completed within the first five working days:~~		An induction plan is agreed with staff on their first day and completed in the three-month probationary period (See Annex 2).

	* Safeguarding training by the ~~Safeguarding Officer or Deputy Safeguarding Officer.~~		The following must be completed within the first two weeks, before staff can receive their 'blueshirt':
	* Health and safety training.
			* Safeguarding training delivered by the Senior Support Worker.
	* Record-keeping training.		* Record-keeping training.
			* Internal induction videos covering: Handcrafted's solution-focused and person-centred approach; confidentiality and disclosure; conditioning awareness; lone working basics; principles of risk assessment.
			* Online training: NCSC Cyber Security; Prevent Awareness and Suicide Awareness Training.
			* Understanding Handcrafted's key policies and procedures, including safeguarding and Health & Safety.
	* Meeting young people in Handcrafted activities and houses.		* Meeting young people in Handcrafted activities and houses.
			* Staff shadowing.
			Further role-specific training and induction tasks are covered by the induction plan, to be completed within the probationary period.

	= Staff Probation =		= Staff Probation =

	For all staff, there is a probationary period of three months. At the end of this period the position will be reviewed and if satisfactory the continuation of employment will be confirmed. ~~Line~~ managers will discuss with staff ~~key milestones that are expected by~~ the ~~end of their probation during their first week at work~~. ~~This~~ will ~~form~~ the ~~basis for confirming~~ that ~~employment will continue after~~ the ~~three-month~~ period.		For all staff, there is a probationary period of three months, unless otherwise agreed by their line manager. At the end of this period the position will be reviewed and if satisfactory the continuation of employment will be confirmed.

			During the first week, line managers will discuss with staff the expectations for induction and the probationary period. Probation will be passed if:

			* all induction tasks have been completed.
			* both the line manager and staff member are satisfied that the role responsibilities outlined in the job description can be carried out with confidence and competence.
			* the line manager has no significant concerns about general performance, work ethic and alignment with Handcrafted's mission and values.

			If these criteria have not been met, the probationary period will either be extended or failed.

	= Poor Performance =		= Poor Performance =
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	Staff will meet with their manager weekly to discuss ongoing workflow and individual concerns or challenges.		Staff will meet with their manager weekly to discuss ongoing workflow and individual concerns or challenges.

	Staff will have ~~formal supervision quarterly~~. ~~Supervision~~ will be ~~structured and shaped by individual staff~~ with ~~their manager~~. Notes and decisions from supervisions will be stored on to refer to in future meetings.		Staff will have a Personal Development Review (PDR) with their line manager every 6 months. The PDR is an opportunity for staff to reflect on their role, share any wellbeing concerns, identify training needs, set targets for the next 6 months and receive feedback from their line manager. Any concerns relating to performance and capability will be followed up in line with the [[Capability Policy]].

			Notes and decisions from supervisions will be stored on to refer to in future meetings.

	= Review =		= Review =
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	= Annex 1 - Handcrafted Staff Training =		= Annex 1 - Handcrafted Staff Training =

	Over the course of a calendar year, Handcrafted staff take part in fortnightly whole staff training on the following topics:		Over the course of a calendar year, Handcrafted staff take part in fortnightly whole staff training on the following topics, including:

	* Strategic plan, including mission and values (empowerment, community, creativity, and empathy)		* Strategic plan, including mission and values (empowerment, community, creativity, and empathy)
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	* Send over links to DBS.		* Send over links to DBS.
	* Obtain two references.		* Obtain two references.
	* ~~Charlie to~~ setup IT.		* IT setup.
	* ~~Schedule~~ to be arranged and emailed in advance ~~(use the induction checklist to help make a schedule)~~.		* Initial timetable to be arranged and emailed in advance.

	'''Induction expectations for line managers:'''		'''Induction expectations for line managers:'''

Probationary Period

Rebekah Hook — Tue, 03 Nov 2026 13:38:41 GMT

← Older revision		Revision as of 13:38, 3 November 2026
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	When you start to work for Handcrafted, you will be on a probationary period which is designed to give you more intensive support as you get to know the job and to quickly address any difficulties that you might be facing.		When you start to work for Handcrafted, you will be on a probationary period which is designed to give you more intensive support as you get to know the job and to quickly address any difficulties that you might be facing.

	The probationary period lasts three months and can be extended at your line manager's discretion. During this time, in addition to maintaining close contact with you, your line manager will ~~formally~~ meet with you ~~at least once a month~~ to review your work and ensure you are settling in well. A final review meeting is conducted at the end of the probationary period to assess performance. If satisfactory, the continuation of your employment will be confirmed.		The probationary period lasts three months and can be extended at your line manager's discretion. During this time, in addition to maintaining close contact with you, your line manager will meet with you regularly to review your work and ensure you are settling in well. A final review meeting is conducted at the end of the probationary period to assess performance. If satisfactory, the continuation of your employment will be confirmed.

On-Call Quick Guide

Seymour Jacklin — Fri, 30 Oct 2026 11:16:41 GMT

added training video link

← Older revision		Revision as of 11:16, 30 October 2026
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	This is a brief guide for quick reference while you're on call. It summarises the key points from on-call training. Use it as a refresher if you've done the training and want a reminder, or as a first orientation if you're new to being on call. A more detailed policy is being developed to sit behind this guide; please speak to your line manager or Dan Northover when in doubt about what to do.		This is a brief guide for quick reference while you're on call. It summarises the key points from on-call training. Use it as a refresher if you've done the training and want a reminder, or as a first orientation if you're new to being on call. A more detailed policy is being developed to sit behind this guide; please speak to your line manager or Dan Northover when in doubt about what to do.

			Before you are authorised to be on the on-call rota, you will need to complete the training video here: https://www.youtube.com/watch?v=7k4QASA6x0I

	== The on-call rotas ==		== The on-call rotas ==

Statement of Purpose: Engage Hub

Rebekah Hook — Thu, 29 Oct 2026 09:39:36 GMT

Complaints & Protection: contact details updated

← Older revision		Revision as of 09:39, 29 October 2026
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	Handcrafted encourages young people to comment on the standard and quality of the services received. This information can be used to improve the service and to address bad practice.		Handcrafted encourages young people to comment on the standard and quality of the services received. This information can be used to improve the service and to address bad practice.

	Complaints by or on behalf of young people can be raised with Dan Northover (dan@handcrafted.org.uk). If the complaint is about Dan Northover, then this can be raised with ~~Paul Morley~~ (Chair of Trustees - ~~morleypd~~@~~icloud~~.com). The appropriate individual will then supply the complaints policy.		Complaints by or on behalf of young people can be raised with Dan Northover (dan@handcrafted.org.uk). If the complaint is about Dan Northover, then this can be raised with Charlotte Clarke (Chair of Trustees - charlotte.clarke36f@gmail.com). The appropriate individual will then supply the complaints policy.

	A person involved in the support or protection of a young person can access child protection policies by asking their registered manager.		A person involved in the support or protection of a young person can access child protection policies by asking their registered manager.
Line 161:		Line 161:
	'''Email Address:''' dan@handcrafted.org.uk		'''Email Address:''' dan@handcrafted.org.uk

	'''Name:''' ~~Paul Morley~~		'''Name:''' Charlotte Clarke

	'''Role:''' Chair of Trustees		'''Role:''' Chair of Trustees
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	'''Postal Address:''' Handcrafted Projects, Unit 21 Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG		'''Postal Address:''' Handcrafted Projects, Unit 21 Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG

	'''Email Address:''' ~~morleypd~~@~~icloud~~.com		'''Email Address:''' charlotte.clarke36f@gmail.com

On-Call Quick Guide

Seymour Jacklin — Tue, 27 Oct 2026 10:46:13 GMT

Your job (and only your job)

Show changes

Template:Useful Contacts - Mental Health

Seymour Jacklin — Fri, 23 Oct 2026 13:49:59 GMT

updated and more options added

@@ Line 1: / Line 1: @@
-* '''Samaritans:''' 24/7 confidential emotional support (08457 909090).
+=== In an emergency ===
-* '''Saneline:''' Crisis care and support for mental health issues (0845 767 8000, 6 pm – 11 pm daily).
-* '''Crisis Team:''' Out-of-hours assessment for high-risk patients (01914415738).
+* '''999:''' If you or someone else is in immediate danger.
-* '''Mind:''' Mental health charity offering counselling and advice (local bases).
-* '''NHS 111:''' Non-emergency medical advice (dial 111).
+=== Urgent mental health support (24/7) ===
-* '''Talking Changes:''' Self-referral for psychological therapies (https://www.talkingchanges.org.uk/).

Induction: Online Training Courses and Videos

Seymour Jacklin — Fri, 23 Oct 2026 13:16:50 GMT

← Older revision		Revision as of 13:16, 23 October 2026
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	g		==Induction: Required Links and Online Training==

			This page lists all the links and online training resources required during induction at Handcrafted. Links are organised by who needs them. Where a resource is an internal Handcrafted training video, the YouTube link is given.

			For the full list of induction tasks, see the current induction spreadsheet.

			==All staff==

			===Staff handbook and policies===

			* [https://policy.handcrafted.org.uk/Main_Page Policy wiki] — all staff should read the About Handcrafted, Quick Guides and Essentials, and Organisational Topics sections, and familiarise themselves with the safeguarding children policy, safeguarding adults policy, devices policy, health and safety policy, and complaints policy.

			===Compulsory training for all staff===

			* [https://www.ncsc.gov.uk/training/top-tips-for-staff/top-tips-for-staff-raw-0cqnR1Cp/content/index.html#/ NCSC Cyber Security — Top Tips for Staff] (online video; upload screenshot on completion)
			* [https://www.support-people-susceptible-to-radicalisation.service.gov.uk/portal#awareness-course Prevent Awareness] (online training)
			* [https://zerosuicidealliance.com/suicide-awareness-training Zero Suicide Alliance — Suicide Awareness Training] (online training)

			===Internal induction videos===
			All staff watch these as part of their induction. Confirm completion using the [https://airtable.com/appnS4p3R82u5FO0D/shrnncrQJtkGyoqTL induction videos completion form] (and separately the [https://airtable.com/appnS4p3R82u5FO0D/pagK0Je39zu8DkMDM/form safeguarding video form]).

			* [https://www.youtube.com/watch?v=O30T33YH18E Internal Safeguarding Training]
			* [https://www.youtube.com/watch?v=OUQ3iLoS2JM The Solution Focused Approach]
			* [https://www.youtube.com/watch?v=iKA6DgPQBWc Confidentiality and Disclosure]
			* [https://www.youtube.com/watch?v=57lkM6gmXng Conditioning Awareness]
			* [https://www.youtube.com/watch?v=0fG68GN_5Gk Lone Working Basics]
			* [https://www.youtube.com/watch?v=z98wMRlk7rE Principles of Risk Assessment]
			* [https://www.youtube.com/watch?v=p0XyyRr-Kyw The Person Centred Approach]

			===Job admin===

			* [https://airtable.com/appnS4p3R82u5FO0D/shrqbtALRDeyQZ1Yd Upload NCSC training screenshot]
			* [https://www.bluelightcard.co.uk/en Blue Light Card] (optional; for eligible staff)

			==Support staff working with young people under 18 (u18s induction)==

			The following training must be completed '''before lone working'''. Most is available through Virtual College or Aneemo — contact Shalom or Lorraine for access and login details.

			===Virtual College===
			* Self-Neglect
			* Child Criminal Exploitation, Gangs and County Lines
			* Child and Adult Sexual Exploitation
			* Misogyny Awareness: Children and Young People
			* Self-Harm
			* Safeguarding Children — Level 3 Certificate
			* Awareness of Health and Safety
			* Fire Safety

			===Aneemo===
			* De-escalation
			* Trauma-informed Approaches
			* Solution-focused Practice
			* Strengths-based Approaches
			* Substance Misuse Risk — Drugs and Alcohol
			* Mental Health Skills
			* Boundaries and Disclosure

			===Job admin (before lone working)===
			* [https://airtable.com/appnS4p3R82u5FO0D/shrEN5cTxSAyAvdFI Upload driving licence, MOT and car insurance] — required before lone working with young people

			==Housing support staff==

			No additional external links — induction tasks are primarily on-the-job training and practical kit. See the Housing Support Induction module in the spreadsheet.

			==Kitchen staff==

			* [https://essentialfoodhygiene.co.uk/product/level-2-food-hygiene-catering Food Hygiene / Safety Level 2] — for staff leading cookery activities or preparing meals in community hubs. Must be completed before lone working in a kitchen.

			==Display screen equipment (DSE) users==
			For staff whose role requires regular use of display screen equipment (e.g. admins, managers):

			* [https://docs.google.com/document/d/1qEBhO8S85F4UaiwlDGP9xvSEVUi9AOHd/edit DSE Self-Assessment Checklist]

			==Completion forms==

			* [https://airtable.com/appnS4p3R82u5FO0D/shrnncrQJtkGyoqTL Confirm induction videos watched]
			* [https://airtable.com/appnS4p3R82u5FO0D/pagK0Je39zu8DkMDM/form Confirm safeguarding video watched]
			* [https://airtable.com/appnS4p3R82u5FO0D/shrqbtALRDeyQZ1Yd Upload NCSC Cyber Security screenshot]
			* [https://airtable.com/appnS4p3R82u5FO0D/shrEN5cTxSAyAvdFI Upload driving documents (u18s staff)]

			''For questions about any of these resources, contact Seymour or the named contact in the Induction spreadsheet.''

Induction: Online Training Courses and Videos

Seymour Jacklin — Fri, 23 Oct 2026 11:55:59 GMT

Created page with "g"

New page

Template:Quick Guides and Essentials

Seymour Jacklin — Fri, 23 Oct 2026 11:55:29 GMT

← Older revision		Revision as of 11:55, 23 October 2026
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	* [[Equality, Diversity and Inclusion Essentials]]		* [[Equality, Diversity and Inclusion Essentials]]
	* [[Health and Safety Essentials]]		* [[Health and Safety Essentials]]
			* [[Induction: Online Training Courses and Videos]]
	* [[Lone Working Essentials]]		* [[Lone Working Essentials]]
	* [[On-Call Quick Guide]]		* [[On-Call Quick Guide]]

Leave & Absence Policy

Rebekah Hook — Tue, 20 Oct 2026 14:50:26 GMT

Rest comes first

@@ Line 30: / Line 30: @@
 == Carrying Over Leave ==
 You can carry over up to 5 days of annual leave, in discussion with your line manager.
 = Types of Absence & Leave =
@@ Line 198: / Line 190: @@
 If there is any discrepancy between this policy and the SSP Guidance, then SSP Guidance takes precedence.

HR Policy

Rebekah Hook — Tue, 20 Oct 2026 14:31:06 GMT

Absence management

← Older revision		Revision as of 14:31, 20 October 2026
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	== '''Absence management''' ==		== '''Absence management''' ==
	Please refer to the [[Absence ~~Management~~ Policy]].		Please refer to the [[Leave & Absence Policy]].

	== '''Infectious diseases''' ==		== '''Infectious diseases''' ==

Leave & Absence Policy

Rebekah Hook — Mon, 19 Oct 2026 10:59:36 GMT

Absence review meetings: Absence Review Meeting Template Added

← Older revision		Revision as of 10:59, 19 October 2026
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	* Agree targets and timescales for improvement as appropriate, in the context of the health issue(s) at hand.		* Agree targets and timescales for improvement as appropriate, in the context of the health issue(s) at hand.
	* At the Review Meeting after 5 days absence in a year (and at subsequent meetings), make you aware that, where no specific health or disability related issues have been identified, then a lack of improvement in your attendance could result in a capability or disciplinary procedure which might ultimately lead to dismissal. See [[Capability Policy\|Handcrafted Capability Policy]].		* At the Review Meeting after 5 days absence in a year (and at subsequent meetings), make you aware that, where no specific health or disability related issues have been identified, then a lack of improvement in your attendance could result in a capability or disciplinary procedure which might ultimately lead to dismissal. See [[Capability Policy\|Handcrafted Capability Policy]].
			''For line managers - the Absence Review Meeting template can be found on the Airtable Useful Links page and is linked [https://drive.google.com/file/d/1luo73Q2R6J1F1iNgTjQHJN2hUG6S4Szg/view?usp=sharing here].''

	== Sick Pay Provisions ==		== Sick Pay Provisions ==

Supported Employment Policy

Rebekah Hook — Thu, 15 Oct 2026 12:22:09 GMT

Policy added

New page

== 1. Overview ==
Our mission at Handcrafted is to connect with individuals and empower them to turn their lives around. A key part of this is our supported work placements, in which we employ individuals for a period of up to 24 weeks in one of our social enterprises (The Shakey Café; Woodworking; Barbering; T-shirt printing; Plastics)

== 2. What the Placement will cover ==

==== Before the placement starts ====
We will support individuals to apply for the relevant role, going through formal processes including submitting a CV and undertaking an interview.

It is expected that supported employees will be individuals known to Handcrafted, and will have undergone training or support through our hubs and housing teams. However, this is not a requirement if individuals can demonstrate commitment and consistency in another way.

==== Throughout the placement ====
Throughout the fixed term employment, we will support employees to maintain their position. This means that we will identify barriers to employment and coordinate with the individual to address these. Each supported employee will have an Employment Support Plan, which will cover our 5 Empowerment Areas, and identify where and how support can be provided. Accompanying this will be a workplace journal which identifies their goals and confidence levels at the beginning, middle and end of the placements.

==== After the placement ====
Once the placement ends, we will support the individual into further positive steps. These discussions will begin prior to the end of the placement, and we will support the individual to identify goals, strengths and needs throughout. Positive onward steps include employment, further training and volunteering. Support provided might include interview practice, CV writing or being listed as a reference.

== 3. Expectations ==
Handcrafted’s policies and procedures will not apply to supported employees in full. This policy aims to replicate the expected standards of behaviour that workplaces typically have, but with a recognition that additional support may need to be provided for employees to adhere to these.

Supported employees will not be placed in the same position of trust, e.g. with confidential information, than blueshirts, nor are expected to be held as if they were. However, supported employees hold more responsibility than our trainees. They represent Handcrafted and therefore we have clear expectations over their behaviour.

== 4. Applicable Policies ==
This section of the Supported Employment Policy lists the sections of Handcrafted’s wider policies that are applicable to supported employees.

Applicable sections of our HR Policy include:

* Substance Misuse
* Infectious Diseases
* Disciplinary
* Harassment & Bullying
* Grievance
* Whistleblowing & Confidential Disclosures

Applicable sections of our Cyber Policy include:

* Acceptable Use
* Paper Records
* Social Media

The ‘Types of Absence & Leave’ section of our Leave & Absence Policy is applicable.

The following policies apply in full:

* Data Protection
* Equal Opportunities
* Health & Safety

Some policies have been adjusted to ensure they are relevant and applicable to supported employment. The remainder of the Supported Employment Policy outlines the policies and standards that are expected of our supported employees. Where these relate to the policies listed above, they should be read in conjunction with the relevant sections of our wider policies. Duplications below are to ensure that the broad overview of expectations we place on our supported employees is clear.

== 5. Working Hours Expectations and Annual Leave ==
We value flexibility in working hours, whilst ensuring that all employees meet the expectations set out in their contracts. For supported employees, we expect this to be 5 hours a week. If you are struggling to maintain this, talk to your line manager.

==== Annual Leave ====
As a staff member, you are entitled to a specific number of days of annual leave per year, as outlined in your contract. This is usually 25 days per year but will be calculated proportionately (pro-rata) based on your contracted hours, plus the eight statutory bank holidays.

For example, if you work 5 hours a week, this equates to 0.13FTE. This would entitle you to 25 hours of holiday a year, or 12.5 hours across the six months placement.

The holiday year begins on your employment date.

==== Requests for leave ====
Requests for annual leave should be made as early as possible. Discuss during your monthly meetings with your line manager when you want time off. All leave requests will be submitted through the relevant absence management system for your enterprise. Your line manager will be able to support you to do this.

==== Time Off in Lieu (TOIL) ====
If you work additional hours, you will be able to take these off elsewhere. This can be taken as flexitime and must be agreed with your Line Manager. This should be agreed before working additional hours, as approval for time off cannot be guaranteed retrospectively.

== 6. Absence management ==

==== Types of Absence and Leave ====
''Maternity Leave:''

Any employee who is pregnant is eligible for Statutory Maternity Leave provided they give Handcrafted the correct notice (with 28 days’ notice). Your Line Manager will support you to give the correct notice and in preparations at work before you take time off.

As a supported employee, you are unlikely to be eligible for Statutory Maternity pay, as eligibility requirements include being continuously employed for at least 26 weeks up to any day in the qualifying week (15<sup>th</sup> week before the expected week of childbirth) and earn at least £125 a week in an 8-week ‘relevant period’.

''Other types of leave:''

For paternity, adoption and parental leave, and any other types of statutory leave, discuss your entitlements with your line manager.

Handcrafted will take a flexible approach to absence reviews, adjusting for individual needs, to ensure fairness and avoid discrimination. We have discretionary leave policies for compassionate or emergency situations, allowing us to support you during personal crises.

==== Sick Pay ====
Please see <nowiki>https://www.gov.uk/statutory-sick-pay</nowiki> for guidance on Statutory Sick Pay (SSP).

==== Absence Notifications ====
If you are unable to attend work because of sickness or any other unplanned reason, you must telephone your line manager (or the Hub Manager, in their absence) to notify them of your absence before you are required to start work. Messages must not be left with unauthorised persons. Text or email messages are not acceptable.

You will need to give the following information:

* The nature of your illness
* The date on which you expect to be fit to return.
* Whether you intend to visit your GP.

We seek to support you to mitigate absences, and tackle the underlying causes of these. If there are persistent absences, these will be noted on your employment support plan, and you and your line manager will undertake a review as to why this has happened, and how you can mitigate this in the future.

== 7. Capability ==
Poor performance concerns will be addressed promptly, through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help supported employees improve their performance.

You might participate in training that will seek to enhance your skills throughout your work placement. These are separate to Handcrafted’s accredited training courses. It is encouraged that you will undertake accredited training either before starting your work placement, or alongside it, but it will not be required. Required training, rather, might be a one-off training session, such as a refresher on a piece of equipment in the workshop or cafe.

If there is training you are interested in, in any specific area, discuss this with your line manager at your monthly meetings.

== 8. Cyber and Devices ==
Supported employees will not have access to Handcrafted’s Airtable systems. Each social enterprise and work placement strand will have their own systems for managing hours, absences and administration. This might vary across employees, but could include options such as an Excel spreadsheet, a QR code, or a printed sheet/logbook.

Where necessary and appropriate, you will be able to access Handcrafted devices in the course of your work, e.g., to access order forms. Prior to access, these devices must have all access to confidential information removed (e.g., logged out of Airtable and Gmail).

Access to Handcrafted devices should be minimised. For example, supervisors could provide print outs of order information.

==== Acceptable Use ====
Where access is granted to devices, there are clear expectations on supported employees.

You are expected to:

* Act respectfully and ethically in all online activities.
* Use the internet for approved professional and organisational purposes
* Comply with all applicable laws and regulations
* Protect login credentials and not share passwords with others

You must not:

* Access, create, download or distribute inappropriate, offensive or illegal content
* Engage in cyberbullying, harassment, hate speech or threats
* Attempt to bypass security controls
* Share confidential, personal or sensitive information without authorisation
* Engage in activities that could compromise network security, including malware distribution or hacking.

==== Social Media ====
We allow employees to make occasional, personal use of social media, so long as it does not involve unprofessional or inappropriate conduct and does not adversely affect your productivity or otherwise interfere with your duties.

In your use of social media, you must not:

* Make disparaging or defamatory statements about staff, trainees, customers or suppliers.
* Share any personal information or images of staff or trainees without prior permission from your line manager and consent from all individuals in the photos.
* Harass, bully or unlawfully discriminate in any way
* Use data obtained in the course of your employment in any way which breaches the provisions of the Data Protection Act 1998.

Remember that you are personally responsible for what you communicate on social media. Often materials can be widely accessed for a long time. If you are uncertain or concerned about the appropriateness of any statement or posting, you should discuss it with your line manager before making the post. If you disclose that you are undertaking a work placement, you must also state that our views do not represent those of the organisation.

Contact details of contacts made during the course of your employment are regarded as confidential information belonging to Handcrafted Projects.

== 9. Confidentiality ==
Supported employees are less likely to encounter sensitive information in their professional role than other Handcrafted staff. There are still obligations around confidentiality, as listed below.

If there are disclosures of serious harm, there may be obligations to share these with the police. If you are concerned about something someone has said to you whilst at work, discuss it with your line manager, keeping details anonymous if needed. Be aware that anything you disclose to your line manager may have to be passed on.

If you decide you do need to share sensitive information, do so gently, respectfully and on a need to know basis. If in doubt, discuss with your Line Manager.

You are also likely to encounter information about customers and suppliers. This is considered confidential and the intellectual property of Handcrafted. You must not keep any contact details that you may have gained through the course of your employment.

== 10. Substance Misuse ==
Supported employees may not use, possess or supply drugs, alcohol or substances whilst working.

You will not be allowed to continue working if you are found, or if there is reason to suspect that you are under the influence of any substance or if you smell of alcohol.

This is out of a desire to promote the general wellbeing of all members of staff and for the safety of all staff, trainees and others.

We are committed to providing confidential support and specialist help where necessary to any member of staff making a disclosure regarding their misuse of substances and their intention to manage the situation more effectively.

If you are having treatment for a drug/alcohol problem and you need time off for appointments, we will work with you to ensure that the time is made available.

== 11. Health & Safety ==

==== Health and Safety Management ====
Risk assessments will be carried out for all workplaces and activities. The Hub Manager has a duty to ensure this has been done adequately. They will identify the significant hazards; decide who might be harmed and how; evaluate the extent of the risk and decide whether existing precautions are adequate; record the significant findings; review the assessment periodically.

All supported employees must undergo an induction and specific training on the risks they might be exposed to.

==== Employee Welfare and Wellbeing ====
Various wellbeing measures are in place across all of our workplaces, including ensuring there are provisions for drinking water; arrangements for heating food and hot drinks; adequate tables and chairs; adequate heating and ventilation; and adequate facilities.

There are provisions in place to control work related stress and equip staff where they are struggling.

Our employee welfare is paramount so in the case of any violence, aggression or challenging behaviour at work, we will offer support and follow-up to staff.

All our buildings are smoke-free and we offer support to staff who wish to quit smoking.

==== Incident and Emergency Management ====
Adequate first aid equipment and facilities are provided and maintained at all our places of work. There are a sufficient number of blueshirts trained as first aiders across Handcrafted.

In the case of a fire alarm, please exit the building immediately and ensure your supervisor or the building’s fire warden is informed.

==== Physical Work Environment and Equipment Safety ====
Standards of cleanliness and good housekeeping are maintained in all areas. All staff have a duty to ensure that the area they are working in is kept in good repair so as not to pose a health and safety risk to those on our premises.

If there is an issue with your PPE, e.g. a glove is ripped, remember that it will not provide adequate protection. As such, make sure your supervisor is informed. They will support you and ensure you know what to do with PPE and any equipment that you use.

==== Work Processes and Practices ====
Supported employees are not permitted to lone work at Handcrafted properties, but there may be instances in which they are alone in a space to carry out low risk work. For example, an employee may undertake work in the plastics room, whilst their supervisor is in the office.

Your supervisor should provide you with training over manual handling and PPE when it forms part of your regular work duties.

==== Food Safety ====
All food must be stored in a safe and hygienic manner and at the correct temperature. It must be stored separately from non food items and in particular cleaning chemicals.

Where food safety and storage forms part of your role, your supervisor will provide you with the necessary training, e.g. over refrigerated storage and food preparation.

== 11. Disciplinary ==
Minor conduct issues can usually be resolved informally with your manager. There might be some issues that are more serious or cannot be resolved and this policy outlines the steps that might then be taken.

First the matter will be investigated to establish the facts. In some cases, we may need to suspend you while we carry out this investigation, but this is not considered disciplinary action and is not indicative of any wrongdoing. Then, if formal disciplinary action needs to be taken, you will be notified, in writing, of the date, time and venue of a disciplinary hearing. Here, you will have the opportunity to present any other evidence, any relevant witnesses and put forward any mitigating circumstances which you want taken into account.

There are various potential penalties for misconduct:

# First written warning.
# Final written warning
# Redeployment, suspension without pay or dismissal.

If you are not satisfied with the outcome, you may appeal, in writing, within one week of being told the decision. You should indicate the full grounds upon which your appeal is made.

Examples of misconduct include:

* Excessive use of personal email or internet usage
* Unauthorised absence
* Bullying or harassment of another individual
* Abusive or unacceptable behaviour
* Failure to maintain health and safety standards
* Physical or verbal violence/assault
* Theft
* Fraud or accepting/offering a bribe
* Serious insubordination or rudeness to managers, colleagues, trainees, contractors, suppliers or professional contacts
* Conviction on a criminal charge relevant to your employment or damaging to Handcrafted’s interests.

== 13. Harassment and Bullying ==
Handcrafted is committed to provide a working environment that is free of harassment and bullying, and where everyone is treated, and treats others, with dignity and respect. We will not permit or condone any form of bullying or harassment.

==== Harassment ====
Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person.

Examples include (but are not limited to):

* Use of slang names for racial groups, or age groups, or for disabled persons
* Unwanted physical conduct, such as pinching, pushing or grabbing
* Unwelcome sexual advances
* Offensive texts or social media context

Harassment occurs even if the harasser perceives his/her behaviour as being harmless.

==== Bullying ====
Bullying is offensive, intimidating, malicious or insulting behaviours which has the purpose or effect of belittling, humiliating or threatening the recipient. In the workplace it is usually physical, verbal or indirect.

Examples include, but are not limited to:

* Shouting or swearing
* Spreading malicious rumours
* Inappropriate derogatory remarks about someone’s performance
* Ignoring or deliberately excluding people
* Deliberately sabotaging or impeding work performance.

==== What to do ====
If you are being harassed or bullied, you might feel confident to try the informal approach and have a personal conversation with the individual, who may not know that their behaviour is unwelcome or upsetting.

If this is too difficult, then please talk to your line manager for advice or assistance.

If this is not appropriate, you should raise a formal grievance through the Grievance Policy. If, after investigation, we consider that a member of staff has been harassed or bullied by another, the matter will be dealt with under the Disciplinary Policy as above.

==== How we can all help ====
We all have a shared responsibility to help create and maintain a working environment free of bullying. You can do this by:

* Considering how your own behaviour may affect others
* Being receptive, rather than defensive, if asked to change your behaviour
* Treat your colleagues with dignity and respect
* Report harassment or bullying to your line manager or another appropriate person.

== 14. Grievance ==
Various issues may give rise to a grievance, such as health and safety; working practices; organisational change; discrimination; bullying and harassment.

If a grievance cannot be worked out informally with your line manager, you should follow the formal procedure:

* Set it out in writing. Address this to your line manager, unless your grievance is about your line manager, in which case, submit it to Dan Northover (CEO) or Charlotte Clarke (Chair of Trustees)
* In this, indicate that it is a formal grievance, provide a brief description of the nature of your complaint, and any relevant facts, dates and names of involved individuals.

Following this, there may be an investigation, and a grievance meeting.

== 15. Finances ==
All supported employees will be paid the Living Wage for their hours worked, through our normal PAYE systems.

Where appropriate, line managers can provide reimbursement for travel, e.g. upon receipt of a bus ticket. Before you incur an expense, check this with your Line Manager, as per Handcrafted’s wider Finance Policy.

The hub’s Assistant Manager/Administrator has overall responsibility for the cash box in their hub/team. If you need to purchase something in the line of your duties, e.g. going to the shops for emergency supplies for The Shakey, petty cash can be given for these purposes. If it is given in advance, a note should be kept in the petty cash tin until the receipt and unspent balance is returned. The receipt should be signed by the employee and their supervisor.

Alternatively, you can incur petty cash expenses using personal funds. These will then be refunded by the Assistant Manager/Administrator once all relevant receipts are presented and checked. These receipts should be signed or initialled by the supported employee and their supervisor.

== 16. Safeguarding ==
Handcrafted has a range of safeguarding commitments due to the wide nature of its work. We take appropriate action to ensure that:

* Handcrafted provides a safe environment for trainees and staff.
* Blueshirts undergo safe recruitment checks
* Safeguarding concerns are identified and reported
* Trainees who may be affected by safeguarding concerns are supported appropriately
* Awareness is raised among trainees and staff of the importance of safeguarding and actions they can take to ensure Handcrafted is a safe place.

Supported employees are not permitted to wear a blueshirt, as they are not safeguard trained and do not hold formal safeguarding responsibilities.

However, as a supported employee, you are important members of the Handcrafted community, and therefore there are actions you can and should take to help make this a safe place for all. We all have a role to play in ensuring that everyone in our community is treated with dignity and respect and will be protected from harm and abuse wherever possible.

If you are concerned that a person is experiencing or at risk of abuse or neglect, then raise this with Handcrafted’s Designated Safeguarding Lead (Dan Northover) or the Deputy Safeguarding Lead (Ruth Crichton). They will be able to support you as to what actions to take next. If you are unsure if something is a safeguarding issue, then you can discuss this with your line manager who will be able to advise or raise the issue. Do not try to carry out investigations yourself.

If someone is in immediate danger, then call the police on 999.

Indications of neglect or abuse can include:

* Unexplained bruises, cuts, falls, fractures, burns or minor injuries.
* Under or overuse of medication and/or medical problems unattended.
* Decreasing levels of independence, e.g., not leaving the house without their partner.
* Full or partial disclosure or hints of sexual abuse
* Self-harming
* Alteration in psychological state, e.g., withdrawn, agitated, anxious
* Unexplained paranoia
* Disparity between assets and living conditions
* Sudden inability to pay bills
* Restricted freedom of movement
* Avoiding eye contact
* Appearing frightened, or hesitant to talk to strangers
* Inappropriate comments or lack of respect

Template:Policies List

Rebekah Hook — Thu, 15 Oct 2026 12:00:40 GMT

supported employment policy added

← Older revision		Revision as of 12:00, 15 October 2026
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	* [[Staff Wellbeing Policy]]		* [[Staff Wellbeing Policy]]
	* [[Statement of Purpose: Engage Hub]]		* [[Statement of Purpose: Engage Hub]]
			* [[Supported Employment Policy]]
	* [[Supported Housing Policy]]		* [[Supported Housing Policy]]
	* [[Training Policy]]		* [[Training Policy]]
	* [[Volunteer Policy]]		* [[Volunteer Policy]]

Leave & Absence Policy

Rebekah Hook — Tue, 13 Oct 2026 07:28:22 GMT

Time Off in Lieu

← Older revision		Revision as of 07:28, 13 October 2026
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	== Time Off in Lieu ==		== Time Off in Lieu ==
	Time Off In Lieu (TOIL): Time off granted for additional hours worked, following the procedures outlined in Working Hours ~~Expectations~~		Time Off In Lieu (TOIL): Time off granted for additional hours worked, following the procedures outlined in Working Hours, TOIL & Additional Hours Policy.

	* '''Less than Half a Day:''' If you work additional hours that amount to less than half a day, this can be managed as flexitime. Flexitime must be agreed upon in advance with your Line Manager.		* '''Less than Half a Day:''' If you work additional hours that amount to less than half a day, this can be managed as flexitime. Flexitime must be agreed upon in advance with your Line Manager.