Whistleblowing Policy and Procedure for Schools

There are three possible stages to the School’s formal whistleblowing procedure:

Stage 1:

• in the first instance, the employee or worker should raise their concern orally or in writing with an appropriate level of line management e.g. Teacher, Headteacher, Line Manager. If the concern raised involves the Headteacher, an approach should be made to the Chair of Governors. If the concern raised involves the Chair of Governors the employee or worker should approach HR or the Service Director Education
• the Headteacher or Line Manager will then either continue to deal with the concern or refer it to another appropriate Senior member of staff or the Chair of Governors. Where concerns raised involve Children, Young People or Vulnerable Adults, the appropriate process should be followed. (See Section 11 in the Whistleblowing Toolkit for Managers and Employees for further information)

Stage 2:

• if the employee or worker is dissatisfied with the outcome at Stage 1, they may opt to take the matter to Stage 2 by writing to the Headteacher or Chair of Governors
• following a Hearing at Stage 2 if the employee or worker is dissatisfied with the way in which procedures were followed, prior to taking their concerns outside the School, they should put their concerns in writing to the Chair of Governors in order that concerns may be addressed

Stage 3:

• if the employee or worker is dissatisfied with the outcome at stage 2, they may opt to take the matter to stage 3, by raising the concern externally
• at Stage 3, the employee or worker is entitled to take their concern to any of the following:

In taking their concerns outside the School, the employee or worker should, as far as possible, avoid revealing confidential information (e.g. about pupils, clients or other workers)

• a County Councillor or the local Member of Parliament
• the Buckinghamshire Council’s External Auditor
• the Comptroller and Auditor General
• Secretary of State for Education
• the Police
• Public Concern at Work (telephone 020 7404 6609)

Public Concern at Work is an accredited legal advice centre so an employee/worker who approaches this organisation does not breach the duty of confidence that they owe to their employer.

• a relevant professional body or inspectorate (e.g. OFSTED or SSI)
• a trade union or professional association
• the Diocesan Director of Education (employees or workers in Voluntary Aided schools only)