Things to consider when writing a safeguarding implementation plan

Are your plans aspirational or realistic?

  1. Plans need to be SMART – specific goals that can be achieved within the timescales specified.
  2. Avoid vague statements that cannot be measured in subsequent meetings.

Are realistic timescales specified for each aim?

  1. Progress against plans will be measured so ensure timescales are achievable
  2. Spread timescales across the year – particular in stages of the work.

Are responsibilities for plans shared out across the organisation?

  1. Avoid having the lead safeguarding officer’s name beside every objective
  2. Include the names and job roles for those responsible
  3. Are the plans signed off at a Board/Senior Manager level?
  4. Consider support for each action

Can plans be measured/assessed?

  1. Who will be responsible for ensuring plans are assessed routinely?
  2. How could you involve members, young people, colleagues in this?
  3. What are the links to overall organisational plans and objectives?
  4. Is there an opportunity for a more detailed “impact assessment”, ie an assessment of the impact of safeguards?
  5. How will progress at the plan be communicated to Board/Senior Manager level?

Are resources specified to support each area of the plan?

  1. Staffing
  2. Time
  3. Funding
  4. What are the contingency plans if resources are not available?

Are broader areas broken down into the stages required to get there?

  1. Is each stage timetabled?
  2. Does each stage have an allocated person beside it?
  3. How will progress be measured and monitored?

Have plans been developed by the organisation rather than one person within the organisation?

  1. Plans should be linked back to the organisational safeguarding self assessment of areas to develop and strengthen.
  2. How has the plan been developed? Has this involved consultation with colleagues, members, young people?
  3. Who knows about the plan? Is there a sense of ownership throughout the organisation?
  4. How have senior managers been involved in the process?

Could a new person pick up the plan to work through with minimal explanation?

  1. Is the plan explicit in its detail – avoiding acronyms and spelling out stages?
  2. Is support specified to enable a new person to pick this plan up?