Conflict of Interest Policy

DATE CREATED: September 2021

The purpose of this policy is to provide guidance and support to London Metropolitan Medicals (hereafter “LMM”) staff and any other relevant individuals or stakeholders handling possible conflicts of interest that may arise, as a result of their roles within the centre. This policy applies to all staff or other individuals whenever they interact or potentially interact with LMM, in order to maintain the integrity of LMM, the qualifications it delivers and stakeholders it works with. The most important feature of the policy, is the instruction that individuals should always disclose an activity if there is any doubt about whether it represents a conflict of interest. The aim of the policy is to protect LMM, associated stakeholders and the individuals concerned from any appearance of impropriety.

This policy applies to staff and other individuals who interact or potentially interact with the work of LMM. This includes individuals involved with all aspects of devising, setting, tutoring, assessing, marking, administering, invigilating, internally verifying or any other areas where conflict of interest may arise. The individuals falling within the scope of this policy include full-time and part-time staff of LMM and any associate staff including external examiners. The content of the policy cannot cover every potential conflict and is not exhaustive, and must be interpreted in the light of the particular circumstances of each case. Staff have a responsibility to use their judgement and if in doubt, discuss their concerns and issues with their higher authority within the centre.

to ensure that any possibility of conflict of interest is disclosed immediately. to identify and minimise the risk of conflict of interest arising within LMM. to respond to any incident promptly and objectively; to standardise and record any incident to ensure openness and fairness; to protect the integrity of LMM, awarding bodies and related stakeholders.

Conflict of interest can be defined as a situation/conflict between the official responsibilities of an individual (tutor, assessor, examiner, internal verifier) or organisation/centre/stakeholder which could compromise or appear to compromise their decisions. Conflicts of interest can arise in a variety of circumstances and are not exhaustive, for example: A situation that has the potential to undermine the impartiality of an individual because of the possibility of a clash between the individual persons self-interest and professional interest or public interest. Personal interests – conflict with his/her professional position When one part of LMM follows a procedure that conflicts with the organisation’s official policy and the requirements of its awarding bodies

5. PROCEDURE – (Actions/implementation): If any person should declare a conflict of interest it must be done so in writing to LMM’s Quality Co- ordinator (failure to declare interest may be subject to disciplinary action). Any information provided when declaring an interest will be treated in accordance with data protection principles. Data will be processed only to ensure that relevant persons act in the best interest of LMM, the information will not be used for any other purpose. Once a conflict of interest has been declared, the relevant person will be withdrawn from any activities which may be affected by the conflict.

LMM may take internal disciplinary action in line with Policy and Procedures. This action will be commensurate with the seriousness of the Conflict of Interest and comply with appropriate employment legislation and awarding body requirements who may impose penalties or sanctions.

7. ASSOCIATED DOCUMENTS (Linked policies etc.)
Assessment Policy. Appeals Statement. Staff Grievance & Disciplinary Procedure. Awarding Body Investigation Guidelines/Centre Codes of Practice.

Malpractice, Maladministration & Plagiarism Policy

DATE CREATED: September 2021

Malpractice, maladministration and plagiarism is an act that can potentially lead to learners being disadvantaged. Incidents also threaten the quality, integrity and reputation of London Metropolitan Medicals (hereafter “LMM”), its staff, learners and the qualifications offered. Therefore, it is desirable to prevent malpractice, maladministration and plagiarism from occurring wherever possible by establishing a culture of overall values between staff and learners. Where it is not possible to prevent, cases of suspected or actual malpractice, misadministration and plagiarism should be dealt with quickly, thoroughly and effectively.

This policy applies to internal and external summative assessments, assignments, examinations and their reporting. It is the responsibility of all LMM staff to be vigilant with regard to any events which may lead to malpractice/maladministration/plagiarism occurring and report promptly to the Quality Co-ordinator where they suspect malpractice/maladministration/plagiarism has and/or may occur so that appropriate action can be taken to address with immediate effect. The Quality Co-ordinator is responsible for notifying relevant awarding bodies of cases of suspected/actual malpractice/maladministration/plagiarism to ensure the appropriate action may be taken.

to identify and minimise the risk of malpractice by staff or learners; to identify and minimise the risk of maladministration by staff; to respond to any incident promptly and objectively; to standardise and record any investigation to ensure openness and fairness; to impose appropriate penalties and/or sanctions on learners or staff where incidents (or attempted incidents) are proven; to protect the integrity of the centre and awarding bodies.

Malpractice is any irregular conduct through deliberate activity, neglect or default on the part of a learner or member of staff, which gives unfair advantage to a learner or group of learners, or disadvantages other learner. Malpractice may include a range of issues from the failure to maintain appropriate records or systems to the deliberate falsification of records in order to claim certificates. Failure by a company to deal with identified issues may in itself constitute Malpractice. Maladministration is any activity, neglect, default or other practice that results in the company or learner not complying with the specified requirements for delivery of the qualifications and as set out in the awarding organisation requirements for approved centres and regulator documents. Plagiarism is defined as copying ideas from someone else’s work and presenting them as one’s own.

5. PROCEDURE – (Actions/implementation):
Where LMM discovers or suspects an individual, or individuals, of malpractice it will conduct an investigation in a form commensurate with the nature of the allegation. Such investigation will be undertaken by the centres Quality Co-ordinator (QC), who will interview all personnel linked to the allegation. LMM will make the individual(s) aware in writing at the earliest opportunity of the nature of the alleged malpractice/maladministration/plagiarism and of possible consequences should malpractice/maladministration/plagiarism be proven.

The investigation will proceed through the following stages: Preliminary investigation, conducted by the appropriate QC, into the allegation to determine whether a full investigation is necessary. If the allegation is against a member of staff and appears to have substance, then all assessments by this member of staff should be halted until the investigation is complete. Should it be determined that a full investigation is necessary it shall be conducted by an independent Investigation Officer appointed by the QC.

A wider scrutiny of both current and historical evidence relating to the situation will be undertaken. For allegations against staff this is to not only establish the route cause but also the possible effects on learners’ past and present. During the investigation LMM will give the individual the opportunity to respond to the allegations made. All stages of the investigation shall be documented by the person leading the investigation and reported to the relevant Awarding Organisation by the QC. The individual will be informed of the avenues for appealing against any judgement made. The Investigation Officer shall produce a report of their findings. For cases of staff malpractice/misadministration the QC will decide whether to invoke the Staff Disciplinary procedure. For cases of learner assessment malpractice, reference should be made by the QC & Investigating Officer to all other relevant policies.

LMM may take internal disciplinary action in line with Policy and Procedures. This action will be commensurate with the seriousness of the Malpractice/Maladministration/plagiarism and comply with appropriate employment legislation and awarding body requirements who may impose penalties or sanctions.

7. ASSOCIATED DOCUMENTS (Linked policies etc.)
Assessment Policy. Appeals Statement. Staff Grievance & Disciplinary Procedure. Awarding Body Investigation Guidelines/Centre Codes of Practice. Quality Policy

Appeals Policy

Appeals Statement & Process Against Unfair Assessment Decisions 

London Metropolitan Medicals (hereafter referred to as “LMM”) will ensure that you are assessed  fairly and without bias. However you have the right to appeal against any assessment decision made by  your assessor. This document is provided to ensure that you are aware of your rights and understand  the stages of the centres appeals procedure as follows: 

Any complaint must be lodged within 20 days of the issue arising. You can ask a third party (a friend,  colleague, parent or guardian) to help you in presenting your appeal. 

Stage 1: 

In the first instance (Within 5 working days), you should address your appeal to your ASSESSOR or  INTERNAL QUALITY ASSURER (IQA). You should document the main points of your disagreement  with your reasons. Discuss your issue and document the responses of both the assessor and you the  candidate. Ensure that both parties sign this document. Stage 1 is always the best point at which to  resolve unfair assessment decisions. Copies of this documentation must be forwarded to the Internal  Verifier for quality improvement purposes. 

Stage 2: 

If, after discussing the problem with the assessor, the matter is still not resolved, you should address  the problem with the IQA or CENTRE CO-ORDINATOR, providing copies of all relevant  documented evidence i.e. Assessment plan and feedback form and your stage 1 document signed by  both the assessor and the candidate. The Internal Verifier is committed to the quality of assessment;  they will investigate any complaint and will ensure that a fair decision is awarded with valid and fair  reasoning against the qualification standards and codes of practice. The decision will be made by a  panel consisting of centre IQA’s, non connected Assessors and the Quality/Compliance Manager  (within 5 working days). The panel will be objective and independent. All complaint information will  be communicated with Awarding Organisations, the centre and the candidate. 

Stage 3: 

The Internal Verifier will endeavour to resolve the matter from within the centre but if you still feel  that the outcome is unfair, you should request that the centre contact the Awarding  organisations/Regulatory Authority Enquiries & Appeals Coordinator. Again you will be asked to  provide copies of all relevant documentation. At this final stage: The Awarding  organisations/Regulatory Authority will review the assessment and make a judgement. All complaint information will be communicated with Awarding Organisations, the centre and the  candidate. 

Candidate signature of understanding of the Appeals Procedure: 

Signature: _ _ _ _ _ _ _ _ _ _ _ _ _ _ Print Name: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Date: _ _ _ _ _ _ _  

Assessor Name: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Internal Verifier Name: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _  Centre Co-ordinator:  

Appeals Form 

Name of appellant: 

Name of who the appeal is lodged against: 

Date that the issue arose: Date appeal made: 

Provide an overview of the appeal:

List your reasons for the appeal: 

STAGE 1: Date of response: 

Assessors Response and your feedback: 

Has the complaint been resolved satisfactorily: Please circle: Yes No Appellants Signature: Assessor Signature: 

STAGE 2: Date of response: 

IQA’s Name: IQA’s Signature: 

Name of all on the appeals panel: 

List the evidence investigated and document the findings: 

Document the panel’s decision with reasons: 

Document who the decision has been communicated with: 

STAGE 3: Date of response: 

Lead IQA identify who the Awarding Organisation/Regulatory Authority Contact is: List and attach copies of all documents to be communicated with Awarding Organisation: List and attach any correspondence from Awarding Organisation/Regulatory Authority: 

ASSOCIATED DOCUMENTS (Linked policies etc.) 

Assessment Policy 

Quality Policy 

Complaints Policy

Learner Review Policy

DATE CREATED: September 2021 

  1. PURPOSE: 

The purpose of this policy is to provide guidance and support to London Metropolitan Medical  (hereafter referred to as “LMM”) staff and any other relevant individuals on the critical process of  effectively evaluating, communicating and formally recording the learner’s progress through their  programme of learning. This process will ensure through constructive feedback that the learner is  aware of what they have achieved, and what they need to focus on to proceed further. It will formally  record meaningful and measurable targets used to ensure the learner’s programme progress remains on  target. The review process must also take into consideration and record effectively the learner’s  personal and social development whilst on programme. Reviews carried out in an effective manner  will also enable greater learner, employer and tutor ownership and commitment to the process. It will  maintain quality and ensure overall standards maintained and improved for all concerned. 

  1. SCOPE: 

The policy applies to all LMM staff carrying out learner progress reviews in line with the quality  assurances, compliance and expectations within our own policies, and expectations of our learners,  employers and any other relevant individuals or stakeholders. 


Learner progress effectively evaluated, through structured, meaningful and measurable targets to  ensure learner progress remains on track. 

Learner is aware at all stages of their programme what they have achieved and what they still need to  achieve. 

Learner’s personal and social development is reflected within the target setting and review process. Qualitative and structured feedback is given and recorded to the learner and employer to ensure  ownership and commitment by all concerned. 

Progress reviews are documented in line with quality and compliance guidelines. 

  1. PROCEDURE – (Actions/implementation): 

Learner progress reviews will be carried out in a qualitative and timely manner in line with the dates on the Candidate Tracker. 

Staff members carrying out reviews will do so in line with this policy using the appropriate paperwork  and in accordance to individual provider’s requirements. 

Learner reviews will be quality checked by LMM’s Compliance Manager before submission. 


Internal disciplinary action may be taken if staff do not adhere to the said policy and procedure.

6. ASSOCIATED DOCUMENTS (Linked policies etc.) Assessment Policy & Quality Policy

Assessment Policy

DATE CREATED: September 2021 

  1. PURPOSE: 

London Metropolitan Medicals (hereafter referred to as “LMM”) will provide learners with timely,  fair, transparent and appropriate assessment, that will provide a means for evaluating performance,  establish levels of competence and enable objective development planning in order to assist learner  achievement. 


In education, the term assessment refers to the wide variety of methods or tools that educators use to  evaluate, measure, and document the academic readiness, learning progress, skill acquisition, or  educational needs of students. 


This policy recognises that assessment plays both a formative and a summative role in the learning  process. The main aims of assessment include: 

Support of the learning process by providing candidates with: 

– Timely, clear and fair review and evaluation of work against national standards – Action planning for future improvement 

– Celebration of success, progression and achievement 

– Identification of learning difficulties and learning support needs 

Support of the teaching process by providing those who facilitate learning with regular information on  candidate’s progress in order to: 

– Continuously review the structure of teaching / learning plans. 

– Determine how appropriate and realistic the learning activities / experiences are. – Gain feedback on the success of learning resources and activities 

– Share information with candidates, support staff, IQA’s & EQA’s 

Reporting on candidate / programme progress, to those who have a right to this information: – Candidates themselves 

– Parents of learners in the 14-18 age group 

– Employers of candidates 

– The appropriate teaching team 

– Awarding bodies 

– FE or HE institutions 

Assessment Principles: 

Assessment should take place when the candidate and assessor agree that the candidate has developed  the skills needed to demonstrate competency against the required standards. 

Candidates should be given the opportunity to self-assess their performance. 

Assessment should be established using a range of assessment methods including; observation,  questioning, recognition of prior learning, product analysis, witness testimony etc. Assessment must be fair, timely, planned, documented using the standard forms provided, and  effectively resourced. 

Assessment must take into account the needs of the individual candidate, those with learning  difficulties or disability. 

Assessors will be occupationally competent and possess relevant assessor qualifications i.e. D32/33, A  units or TAQA 

Assessors must ensure sufficient time is allocated for feedback on the assessment decisions, providing 

clear reasoning and assist in action planning for future achievement. 

Assessors and candidates must ensure that assessment tracking and portfolio evidence is maintained,  logically referenced and signed. 


Internal disciplinary action may be taken if staff do not adhere to the said policy and procedure.

5. ASSOCIATED DOCUMENTS (Linked policies etc.) 

Quality Assurance Policy 

IQA & IAG Policy 

Appeals Statement 

Complaints Policy 

Conflict of Interest Policy 

Data Protection Policy 

Malpractice, Mal-Administration & Plagiarism Policy

Safeguarding & Prevent Policy

DATE CREATED: September 2021 

This Policy has been developed in accordance and under the guidance of the: 

Children Acts 1989 and 2004 

Education Act (2002) 

Working Together to Safeguard Children (July 2018) 

Framework for the Assessment of Children in Need and their Families (2000) 

What to do if you are Worried a Child is being Abused (March 2015) 

Keeping Children Safe in Education: Statutory guidance for schools and college (September 2018) Counter-Terrorism and Security Act (2015) 

South West Child Protection Procedures 

Modern Slavery Act 2015 


London Metropolitan Medicals (hereafter referred to as “LMM”) will keep its policy and procedures on  children and vulnerable adult protection under review to take account of any new Government  legislation, regulations or best practice documents to ensure that staff are kept fully up to date with  their responsibilities and duties regarding the safety and well-being of children and vulnerable adults.  Within LMM any student (Child or Adult) in danger of radicalisation or demonstrating extremist  tendencies is deemed to be vulnerable and appropriate support under the PREVENT strategy or  through CHANNEL will be sought. 

This policy deals with the protection of Children and Vulnerable Adults. Children are those under 18  years of age who may be on a: 

  • Funded or non-funded programme of study 

A vulnerable adult is defined (under the Protection of Vulnerable Adults Regulations 2002) as: “A person aged 18 or over who is receiving services of a type listed in paragraph (2) below and in  consequence of a condition of a type listed in paragraph (3) below has a disability of a type listed in  paragraph (4) below.” 

(2) The services are – 

(A) accommodation and nursing or personal care in a care home; 

(B) Personal care or nursing or support to live independently in his own home; (C) Any services provided by an independent hospital, independent clinic, independent medical  agency or National Health Service body; 

(D) Social care services; or 

(E) Any services provided in an establishment catering for a person with learning difficulties. (3) The conditions are – 

(A) A learning or physical disability; 

(B) A physical or mental illness, chronic or otherwise, including an addiction to alcohol or drugs; or (C) A reduction in physical or mental capacity. 

(4) The disabilities are – 

(A) A dependency upon others in the performance of, or a requirement for assistance in the  performance of basic physical functions; 

(B) Severe impairment in the ability to communicate with others; or 

(C) Impairment in a person’s ability to protect himself from assault, abuse or neglect. The Police Act 1997 (Enhanced Criminal Record Certificates) (Protection of Vulnerable Adults)  Regulations 2013 require employers to carry out Disclosure and Barring Service Checks before  employees are allowed to come into contact with vulnerable adults. LMM is required under this  legislation to apply for an enhanced check from the Disclosure and Barring Service (DBS) for staff 

working with such students. It is our policy that all existing, and newly recruited staff are required to  undergo a DBS enhanced check. 


LMM will: 

Take a preventive approach to protecting young people and vulnerable adults from potential damage,  radicalisation or being drawn into terrorism (violent and non-violent extremism) Take all appropriate actions to address concerns about the welfare of young people and vulnerable  adults. 

Work to agreed local policies and procedures in full partnership with other local agencies. Plan, implement, monitor and review policies and procedures to ensure that the maximum is done to  provide a safe environment for young people and vulnerable adults in the college. Take all reasonable measures to ensure that risks of harm to young people and vulnerable adult’s  welfare is minimised by appropriate: 

Risk assessment and management 

Health and Safety procedures 

Staff selection, recruitment, induction supervision and training 

Creation and promotion of an open work culture “Whistleblowing” 

Reacting to and reporting abuse 

Policy Statement 

LMM holds as one of its highest priorities the health, safety and welfare of all children, young people  and vulnerable adults involved on courses or activities which come under the responsibility of the  centre. 

LMM and its staff have a collective and individual duty of care to ensure that its staff fulfil their  responsibilities to prevent the abuse of children, young people and vulnerable adults and to report any  abuse discovered or suspected. 

This Safeguarding of Children and Vulnerable Adult Policy and Procedure will be made available to all  parent/carers who will be advised that cases may be referred to the investigative agencies in the  interests of the young person or vulnerable adult. 

LMM will advise children, young people and vulnerable adults about the standards of behaviour and  conduct they can expect from staff and volunteers and of what to do if they experience or suspect  abuse. 

LMM will work with appropriate agencies, Wiltshire Child Protection Team, Wiltshire Safeguarding  Board, Wiltshire Social Services, Local Prevent partnerships to ensure that children, young people and  vulnerable adults are safeguarded through the effective operation of the centres Safeguarding children  and vulnerable adult procedures. 

LMM recognises that any child, young person or vulnerable adult can be subject to abuse or  radicalisation and all allegations of abuse or concerns about radicalisation will be taken seriously and  treated in accordance with the centres procedures. 

LMM recognises that it is the responsibility of all staff to act upon any concern, no matter how small  or trivial it may seem. 

LMM recognises its responsibility to implement, maintain and regularly review the procedures that  are designed to prevent of notify suspected abuse. 

LMM is committed to supporting, resourcing and training those who work with or who come in to  contact with children, young people and vulnerable adults and to providing appropriate supervision. LMM requires its entire staff to follow the Code of Behaviour on Vulnerable Adult Protection which is  appended to this policy, and draw the attention of staff to this code of conduct and procedures in  induction and relevant training. 

The managing director and all the other staff who work with children will undertake training to equip  them to carry out their responsibilities for Safeguarding Children, young people and vulnerable adults 

effectively including the PREVENT strategy. They will be kept up to date by refresher training at a  maximum of three year intervals. The designated lead and managers will undertake refresher training  every two years to keep their knowledge and skills up to date. 

LMM has a designated lead (Managing Director) who is responsible for co-ordinating action within  the centre and liaising with other agencies. There is also a team of managers within the organisation  that will take safeguarding referrals and action them fully in line with the centres procedure. All  referred cases will be reported to the designated lead for information and/or advice and recorded  appropriately for monitoring purposes. 

LMM operates safe recruitment procedures and ensures that all appropriate checks are carried out on  new staff and volunteers who will work or come into contact with children including enhanced  Disclosure and Barring Service (DBS) checks, Protection of Vulnerable Adults (POVA), Proceeds of  Criminal Act (POCA) and list 99. Any deficiencies or weaknesses with regard to safeguarding of  children, young people and vulnerable adult arrangements will be brought to the attention of the  designated lead and remedied without delay. 


Physical Abuse may involve hitting, shaking, throwing, poisoning, burning or scalding, drowning,  suffocating, female genital mutilation (FGM) or otherwise causing physical harm to a child. Physical  harm may also be caused when a parent or carer fabricates the symptoms of, or deliberately induces,  illness in a child. 

Emotional Abuse is the persistent emotional maltreatment of a child such as to cause severe and  persistent adverse effects on the child’s emotional development. It may involve conveying to children  that they are worthless or unloved, inadequate, or valued only so far as they meet the needs of another  person. It may feature age or developmentally inappropriate expectations being imposed on children.  These may include interactions that are beyond the child’s developmental capability, as well as  overprotection and limitation of exploration and learning, or preventing the child participating in  normal social interaction. It may involve seeing or hearing the ill treatment of another. It may involve  serious bullying, causing children frequently to feel frightened or in danger, or the exploitation or  corruption of children. Some level of emotional abuse is involved in all types of maltreatment of a  child, though it may occur alone. 

Sexual Abuse involves forcing or enticing a child or young person to take part in sexual activities,  including prostitution, whether or not the child is aware of what is happening. The activities may  involve physical contact, including penetrative (e.g. rape, buggery or oral sex) or non-penetrative acts  (fondling). They may include noncontact activities, such as involving children in looking at, or in  production of, sexual on-line images, watching sexual activities, or encouraging children to behave in  sexually inappropriate ways. 

Neglect is the persistent failure to meet a child’s basic physical and/or psychological needs, likely to  result in the serious impairment of the child’s health or development. Neglect may occur during  pregnancy as a result of maternal substance abuse. Once a child is born it may involve a parent failing  to: 

Provide adequate food, clothing and shelter (including exclusion from home or abandonment) Protect a child from physical or emotional harm or danger 

Ensure adequate supervision (including the use of inadequate care-givers) 

Ensure access to appropriate medical care or treatment, it may also include neglect of, or  unresponsiveness to, a child’s basic emotional needs. 

Significant Harm Some children are in need because they are suffering or likely to suffer significant  harm. The Children Act 1989 introduced the concept of significant harm as the threshold that justifies  compulsory intervention in family life in the best interests of children. 

Vulnerable Adults

Physical Abuse This includes hitting, slapping, pushing, kicking, rough handling or unnecessary  physical force either deliberate or unintentional, misuse of medication, restraint or inappropriate  sanctions. 

Sexual Abuse This includes rape and sexual assault or sexual acts to which the vulnerable adult has not  consented, or could not consent to, or was pressured into consenting. Sexual abuse can occur between  people of the same sex and it can also occur within a marriage or any long-term relationship. A  relationship of trust should exist between a member of staff or a volunteer and the person for whom  they are caring; it would be seen as a betrayal of that trust, and therefore abusive, for that member of  staff or volunteer to have a sexual relationship with the person they are caring for. Psychological Abuse This includes emotional abuse, threats of harm or abandonment, deprivation of  contact, humiliation, blaming, controlling, intimidation, coercion, harassment, verbal abuse, isolation  or withdrawal from services or supportive networks. 

Financial or Material Abuse This includes theft, fraud, exploitation, pressure in connection with wills,  property, enduring power of attorney, or inheritance or financial transactions, or the inappropriate  use, misuse or misappropriation of property, possessions or benefits. 

Neglect and Acts of Omission This includes ignoring or withholding medical or physical care needs,  failure to provide access to appropriate health, social care or educational services, the withholding of  the necessities of life, such as medication, adequate nutrition, clothing and heating. Discriminatory Abuse This includes racist, sexist, or other forms that are based on a person’s disability  and other forms of harassment, or similar treatment. 

Self Neglect this is not a direct form of abuse, but staff need to be aware of it in the general context of  risk assessment/risk management and to be aware that they may owe a duty of care to a vulnerable  individual who places him/herself at risk in this way. 


The Prevent strategy, published by the Government in 2011, is part of our overall counter-terrorism  strategy, CONTEST. The aim of the Prevent strategy is to reduce the threat to the UK from terrorism  by stopping people becoming terrorists or supporting terrorism. In the Act this has simply been  expressed as the need to “prevent people from being drawn into terrorism”. 

SAFEGUARDING CHILDREN & VUNERABLE ADULTS/PREVENT PROCEDURE: The purpose of these guidelines is to ensure that the rights of child, young person or vulnerable adult  are protected through staff awareness of the issues and the following of the statutory and local  guidelines in the reporting of concerns. 

LMM will take steps to identify vulnerable young people and adults on admission to a course. Teachers  will be informed, as part of the admissions procedures, if vulnerable young people or adults have been  enrolled on their courses where these are not specifically designed for vulnerable learners. Additional  supervision measures will be put in place for all students defined as vulnerable and such students will  come under the provisions of this policy 

Advice to Staff on when to take Action and How Children, young people and vulnerable adults can be  potentially abused within the family, community, organisations by employees (including those  employed to promote their welfare and protection from abuse), visitors, volunteers and fellow  students. 

It is the responsibility of all staff working within LMM to record and refer concerns regarding the  safeguarding of children, young people and vulnerable adults even if they are just suspicions or  overheard rumours, but not to discuss it with anyone other than a Designated Lead. 

Within LMM any student (Child or Adult) in danger of radicalisation or demonstrating extremist  tendencies (violent or nonviolent) is deemed to be vulnerable and appropriate support under the  PREVENT strategy or through CHANNEL will be sought. 

If a child, young person or vulnerable adult comes to you with a report of apparent abuse or a concern 

over radicalisation or extremism, you should listen carefully to him/her, using the following  guidelines. When listening staff must: 

Allow the young person or vulnerable adult to speak without interruption 

Never trivialise or exaggerate the issue 

Never make suggestions 

Never coach or lead them in any way 

Reassure them, let them know you are glad they have spoken up and that they are right to do so Always ask enough questions to clarify your understanding, do not probe or interrogate – no matter  how well you know the young person or vulnerable adult– spare them having to repeat themselves  over and over. 

Be honest – let the young person or vulnerable adult know that you cannot keep this a secret; you will  need to tell someone else. 

Try to remain calm – remember this is not an easy thing for them to do. 

Do not show your emotions – if you show anger, disgust or disbelief, they may stop talking. This may  be because they feel they are upsetting you or they may feel your negative feelings are directed  towards them 

Let the young person or vulnerable adult know that you are taking the matter very seriously Make the young person or vulnerable adult feel secure and safe without causing them any further  anxiety. 

Once you suspect any abuse or extremism / radicalisation you should immediately (within a maximum  of two hours) contact a Designated lead either in person or by telephone outlining what has been  disclosed, what you have overheard or your suspicions. You should also contact them if you know or  suspect that a member of staff or student has a previous history of abuse of children, young people or  vulnerable adults. 

If the Designated lead cannot be contacted within two hours of the initial concern, the person making  the report should refer the matter to the Compliance Manager who will either act as the Designated  Lead or consult with the designated lead and Delivery Manager. 

With regard to children or young people the Designated lead must discuss the matter with the  Children’s Social Care Team/MASH (0300 456 0108) who will determine if it is a safeguarding matter.  If it is a safeguarding matter the Children’s Social Care Team will take control of the situation,  including such things as whether to inform parents/carers. 

With regard to vulnerable adults, if it is decided by the Designated Lead that further action should be  taken, they may. 

Seek further advice from Social Services 

Make a referral to Social Services 

Report the incident to a designated Social Worker 

Report the matter to the police if a crime is suspected 

Where an allegation is made regarding a 14-16 year old learner, members of staff should follow the  same procedures as outlined above. The Designated Lead will liaise with the Child Protection Officer  from the learner’s school or sponsor, ensuring that the learner is informed of this process. LMM’s Designated Lead will ask the referring member of staff for both children and adults to produce  a full written record within 24 hours, which should include: 

  • Name and position of the person who reported the matter 
  • Whether the matter is a direct disclosure from a child, young person or vulnerable adult, a suspicion  or an overheard conversation 
  • A factual account of what has been overheard or what has been disclosed, including any questions  they needed to ask to clarify understanding 
  • The Report should contain as much detail as possible including observations (including physical  signs of apparent abuse). It must not include opinions or personal interpretation of the facts
  • Signed, dated and forwarded to the Designated Lead who will store it in a secure place. Detailed information about a case will be confined to the Designated Lead and (if not implicated) the  parents/carers. 

The reporting member of staff will be kept informed on the progress of the case on a ‘need to know’  basis only. 

Confidentiality and trust should be maintained as far as possible. The degree of confidentiality will be  governed by the need to protect the child, young person or vulnerable adult who is always the  primary concern. The child, young person or vulnerable adult must at the earliest opportunity in the  disclosure be informed of the need to pass information on. 

All conversations regarding a vulnerable adult should always be held in private. LMM complies with the requirements of the Data Protection Act 1998, and Data Protection  (Amendment) Act 2003 which allows for disclosure of personal data where this is necessary to protect  the vital interests of a vulnerable adult. In all cases the main restrictions on disclosure of information  are: 

  • Common Law duty of confidence 
  • Human Rights Act 1998 
  • Data Protection Act 1998 and Data Protection (Amendment) Act 2003 

Each of these has to be considered separately. Other statutory provisions may also be relevant, but in  general, legislation does not prevent sharing of information if: 

  • Those likely to be affected consent; or 
  • The public interest in safeguarding the child’s welfare overrides the need to keep the information  confidential; or 
  • Disclosure is required under court order or other legal obligation. 

Whatever happens, you should always be open and honest with the young person or vulnerable adult  if you intend to take the case further. 

The member of staff reporting a disclosure, suspicion of abuse/ neglect or overheard rumours of  abuse/neglect must not discuss the case with anyone other than a Designated Lead. Allegations against a member of staff 

The primary concern of the Centre is to ensure the safety of the child, young person or vulnerable  adult. It is essential in all cases of suspected abuse by a member staff that action is taken quickly and  professionally whatever the validity. The Designated Lead will work in conjunction with the Local  Authority Designated Officer (LADO), in order to ensure that even apparently less serious allegations  are seen to be followed up and examined objectively by someone independent of the centre. Where  the Designated Lead considers that a concern or allegation indicates that a member of staff has  behaved in a way that has harmed or may have harmed a child, young person or vulnerable adult, or  possibly committed a criminal offence against or related to a child, young person or vulnerable adult;  or behaved towards a child, young person or vulnerable adult in a way that indicates s/he is unsuitable  to work with them then a discussion will always take place with the LADO. 

The term ‘member of staff’ applies to all contracted personnel within the Centre, volunteers and  people employed by other agencies that are providing services for the Centre. 

In the event that any member of staff suspects any other member of staff of abusing a student, it is  their responsibility to bring these concerns to the Designated Lead or Management Team except  where the suspect is either of the aforementioned. 

Where there is suspicion that a child or vulnerable adult may suffer significant harm a Strategy  Discussion will take place where the Designated Lead will be asked to represent the Centre. If it is  determined that there is no cause to suspect significant harm but a criminal offence might have been  committed they will immediately inform the police and a similar discussion will take place with the  Designated Lead being asked to represent the Centre. 

Type of Investigations 

Criminal Investigations – If a crime is suspected, an investigation will not be carried out by the Centre, 

other than to establish the facts. All the information obtained will be handed over to the police who  will carry out any investigation necessary, with the support of the Centre. 

Disciplinary Investigations – If a decision is made to pursue an allegation of abuse against a member of  staff, this will be dealt with under the centres disciplinary policy. 

LMM may be unable to carry out any disciplinary proceedings until the police investigation is  complete, but depending on the seriousness of the allegation, the member of staff may be suspended  from work with pay until the investigation is completed. 

Staff who are accused of a breach of the code set out in their contract may be subject to disciplinary  procedure. 

Where an allegation from a Child or Vulnerable Adult occurs, an investigation will be carried out in  accordance with this procedure. The Investigating personnel will be required to liaise with the  designated lead to clarify whether there are any relevant records or relevant information in relation  the individual. 

LMM should inform the accused member of staff as soon as possible after initial consultation has taken  place. However this should not be before the Strategy Discussion or police discussion, if needed, has  taken place and agreement has been reached as to what information can be disclosed to the member of  staff. 

The member of staff should be advised to: 

  • Keep records of all conversations, meetings attended, letters received and telephone calls relating to  the allegation. 

Whilst the case is ongoing, LMM must arrange to provide appropriate support to the member of staff.  Where it is subsequently found that an allegation has been made maliciously, the Centre may refer the  matter to be dealt with under disciplinary procedures. LMM may also take the decision to pursue an  allegation of abuse through the Centres Disciplinary Procedure. Discussion should be held with the  relevant Social Care Team to ensure that their investigation in not compromised by doing so.  Employees should not automatically be suspended and should not be suspended without careful  thought. If the accused member of staff tenders their resignation or ceases to provide their services the  allegation must continue to be investigated in accordance with the procedures. Compromise  agreements by which a person agrees to resign or the Centre agrees not to pursue the disciplinary  action must not be used in these cases. Every effort must be made to maintain confidentiality and  guard against publicity whilst the allegation is being investigated. 

Record Keeping and Timekeeping 

LMM will keep clear and comprehensive records of any allegations made, details of how the allegation  was followed up and resolved, as well as details of action taken and decisions reached. These will be  placed indefinitely on a staff members confidential personnel file. 

In the interests of all parties it is important to resolve cases as quickly as possible whilst ensuring a  consistent, fair and thorough investigation. 

This policy will be reviewed every three years by the Management Team. 

Code of Behaviour for Safeguarding Children and Vulnerable Adults 

LMM recognises that it is not practical to provide definitive instructions that would apply to all  situations at all times whereby staff come into contact with children and to guarantee the protection of  children and staff. However, below are the standards of behaviour required of staff in order to fulfil  their roles within the Centre. This code should assist in the protection of both children and members  of staff. These guidelines also apply to volunteers who work in an unpaid capacity. Staff must: Implement the Safeguarding of Children Policy and Procedures at all times Staff must never: Engage in inappropriate rough, physical games including horseplay with children/ students. Allow or engage in inappropriate touching of any kind. The main principles of touch are: touch should always be in response to the child’s need 

touch should always be appropriate to the age and stage of development of the child

touch should always be with a child’s permission 

  • Do things of a personal nature for children that they can do for themselves or that their parent can  do for them. 
  • Physically restrain a child unless the restraint is to prevent physical injury of the child/other  children/visitors or staff/yourself. In all circumstances physical restraint must be appropriate and  reasonable, otherwise the action can be defined as assault. 
  • Make sexually suggestive comments to, or within earshot of, a child. 
  • Have children on their own in a vehicle. Where circumstances require the transportation of children  in their vehicle, another member of staff/ volunteer must travel in the vehicle. Also it is essential that  there is adequate insurance for the vehicle to cover transporting children as part of the business of  your work. In extreme emergencies (for medical purposes) where it is required to transport a child on  their own, it is essential that another leader and the parent is notified immediately. Take a child to the toilet unless another adult is present or has been made aware (this may include a  parent, group leader) 
  • Spend time alone with a child on their own, outside of the normal tutorial/ classroom situation. If  you find you are in a situation where you are alone with a child, make sure that you can be clearly  observed by others. 
  • Engage in a personal relationship with a child/student, or a child who becomes a student, beyond  that appropriate for a normal teacher/ student relationship. Staff who breach any of the above may be  subject to the Disciplinary Procedure. 
  • If an allegation against a member of staff has occurred then an investigation may be carried out in  accordance with the procedure for dealing with such allegations against staff. 

Internal disciplinary action may be taken if staff do not adhere to the said policy and procedure. 

ASSOCIATED DOCUMENTS (Linked policies etc.) 

Sub-Contracted business – Alert works with other agencies/lead agents and as such all Alert staff must  be aware and familiarise themselves with their associated policy and procedure, which should be  followed when required in line with our own policy. Link to Eastleigh College Safeguarding & Child  Protection Policy – shared drive/Organisation/P&P/Eastleigh P&P. 

Modern Slavery Act 2015 Guidance Document 

Risk Assessment Policy 

Conflict of Interest Policy 

OnLine/Technology Safety Policy 

Safer Recruitment Policy 

Health & Safety Policy 

Equal Opportunities Policy 

Children Acts 1989 and 2004 

Education Act (2002) 

Working Together to Safeguard Children (July 2018) 

Framework for the Assessment of Children in Need and their Families (2000) 

What to do if you are Worried a Child is being Abused (March 2015) 

Keeping Children Safe in Education: Statutory guidance for schools and college (September 2018) Counter-Terrorism and Security Act (2015) 

South West Child Protection Procedures 

Modern Slavery Act 2015

Centre Contingency Policy

DATE CREATED: September 2021 

London Metropolitan Medicals (hereafter referred to as “LMM”) is committed to ensuring the highest  level of education and development for all of its learners. This is particularly important during times of  disruption which can be caused by a variety of different scenarios. As Managing Director, supported  by the dedicated team, I will be responsible for the coherence and effectiveness of the company’s  emergency and business continuity planning arrangements. This includes ensuring that the company  is fully prepared to cope with any incident that may arise and providing a continued education and  place of safety for the staff and learners. This Emergency and Business Continuity Plan will enable  LMM to fulfil its obligations to: 

Protect the vulnerable, including learners and staff 

Support the work of the Emergency Services 

Maintain business continuity when faced with any disruptive challenge We will achieve this through: Effective planning and preparation 

Establishing roles, responsibilities and a leadership structure 

Working towards a confident and controlled incident response and recovery 

Tailoring this plan to meet the company’s specific needs We recognise that it is the responsibility of  every member of staff and school personnel to be familiar with the plan and its contents. This plan  will be regularly reviewed and kept up to date in order to fulfil the above obligations to a high  standard. 

Protect the vulnerable, including pupils and staff 

LMM will keep its policy and procedures on children and vulnerable adult protection under review to  take account of any new Government legislation, regulations or best practice documents to ensure that  staff are kept fully up to date with their responsibilities and duties with regard to the safety and well being of vulnerable adults. Within LMM, any student or member of staff (Child or Adult) in danger of  radicalisation or demonstrating extremist tendencies is deemed to be vulnerable and appropriate  support under the PREVENT strategy or through CHANNEL will be sought. 

See Safeguarding & Prevent Policy /Safer Recruitment Policy 

Support the work of the Emergency Services 

LMM recognises the need to support the work of the Emergency Services, especially during times of  disruption. The director and staff acknowledge their responsibility for providing a safe working  environment and effective procedures for ensuring the safety of staff and learners, building and  equipment maintenance, access and egress in an emergency and liaising with the emergency services.  In an evacuation, staff will congregate with learners and visitors in the pedestrian area across the road  as this provides the safest area for congregation. The staff member or director will ensure that the  emergency services have been called and present themselves to them to support their enquiries. 

Maintain business continuity when faced with any disruptive challenge We will achieve this through: Effective planning and preparation 

LMM Is fortunate in as much as it does not rely on the premises to be able to trade, as much of its  delivery is conducted off site. With good local links the company already has access to a range of  training venues. As part of the company’s resilience planning it has business interruption insurance in  order to safeguard itself from times of disruption. Working files are located electronically to minimise  the requirement for physical files enabling continuity and available records in order to deliver  effective services. 

Establishing roles, responsibilities and a leadership structure: 

See Organisational Flow Chart.

Working towards a confident and controlled incident response and recovery 

The review of our policies and procedures provides us with an opportunity to develop confidence in  our ability to respond in a timely and effective manner, to minimise disruption, maintain delivery and  coordinate effective recovery from disruption. Regular training in key subjects such as Safeguarding  helps to ensure that staff awareness is maintained, and responsiveness is effective. 

Tailoring this plan to meet the company’s specific needs. 

We recognise that it is the responsibility of every member of staff to be familiar with the plan and its  contents. This plan will be regularly reviewed and kept up to date in order to fulfil the above  obligations to a high standard.

Admission and Enrolment Policy

DATE CREATED: September 2021 


To set out the Admissions and Enrolment Policy for London Metropolitan Medicals (hereafter referred  to as “LMM”).  


This Policy covers all applications from individuals who wish to become students and study at LMM  on one of our courses. This policy is regularly reviewed to ensure it is serving the needs of potential  students and in keeping with the Centre’s objectives.  


  1. We welcome applications from prospective students both nationally and internationally.  2. The Admission criteria for the academic programmes are set out in the prospectus and on the  LMM’s website. The information provided should enable applicants to make informed  decisions about the options available to them at LMM.  
  2. We consider our Admissions and Enrolment Policy is compliant with the accreditor’s  Admission Policy, Equal Opportunities and Home Office criteria for International Students. 4. Like all our policies our Admissions & Enrolment Policy is reviewed and updated as  necessary.  
  3. LMM’s education and quality enhancement approach to admitting students to its programmes  aims to be ‘inclusive’, fair and consistent. Invariably applicants are offered a place on a  programme if they meet entry requirements including applicants that meet requirements for  Assessment of Prior Learning.  
  4. Applicants are interviewed by staff with appropriate knowledge and competency to offer, or  decline an applicant a place on a programme.  
  5. Applicants must provide accurate information during the application process. Should  information provided prove to be deliberately misleading and/or fraudulent LMM will undertake  an investigation. An enrolled student may be suspended pending an investigation and  ultimately withdrawn from a programme. The enrolled student would not be entitled to any  refund of fees paid and would continue to be liable for any fees due.  
  6. Applicants are provided with the contact details should they wish to initiate a complaint  regarding the admissions process.  
  7. Enrolment on LMM courses, can only proceed following a course interview, sending an  applicant an offer letter confirming course/s, fees and a study plan, additional information  and/or policies as relevant to programme. 
  8. Applicants, following receipt of an offer letter and other related documentation regarding the  course offer after interview, must submit the following documents in order for the process to  proceed to enrolment on a course:  
  9. a) Signed Application form  
  10. b) Signed Acceptance Letter/Mail 
  11. d) Copy of Passport  
  12. e) Copy of requested Certificates to support having met requirements for entry to  specific courses  

Please note that a fully completed and signed application form is required by an applicant to  formalise their status as a course applicant. In the first instance they should contact the Head  of Student Recruitment at LMM. Payment, as indicated on agreed payment plans, must precede enrolment.  

  1. References are likely to be requested or followed up for one of the following reasons:  1. a) In support of an application to study at postgraduate level for applicants with non degree accredited learning. 
  2. b) Medical reference to support ‘Fitness to Study and Practice’ 
  3. c) A concern should fraudulent information be suspected  
  4. Interviews are conducted in person at the Centre, or remotely. Please note that until further  notice all interviews are conducted online via Zoom or other agreed platform. The interview  should enable a prospective student to better understand the options open to them and  whether their chosen course of study is likely to be right for them, whether they may be  eligible for assessment of prior learning, whether they meet entry requirements or need to  complete entry courses first, to confirm any support needs for learning etc. A course interview  should enable the applicant to clarify any issues or concerns they may have about studying at  LMM. Course offer documentation sent to an applicant following the interview provides further  detail to help enable the applicant to make an informed decision about studying at LMM.  
  5. Potential applicants attending an Online Open Day at LMM can request, subject to availability,  a short course interview during the day. Open Days provide deeper and broader information  about the courses than provided within a course interview. Applicants progressing direct to a  course interview can also attend an Open Day.  
  6. Applicants interviewed remotely must be visible to the interviewer e.g. via webcam. The  interviewer must also be visible to the applicant. Prior to interview applicants sign to confirm  use of webcam and other related permissions.  

Please note that: 

  • – It is the responsibility of applicants living overseas who are not intending to practice as a  Social and Health Carer within the UK Borders to determine the legal requirements for  practice in the country or countries in which they plan to practice.  
  1. Applicants are referred to the information available on the LMM public website regarding entry  requirements for specific courses. Further clarification can be requested from the Head of  Student Recruitment.  
  2. Applicants are invariably offered a place on a programme to commence within a twelve month  period. Applicants deferring a place on a course for more than twelve months will generally  need to reapply.  
  3. Applicants who are declined a place on a programme are notified by letter by a delegated  member of LMM’s Senior Management Team. In this instance the applicant can contact the  Centre within 15 working days of receipt of the date of the letter if they wish to receive  feedback to help them understand why their application for a particular programme of study  was unsuccessful. The applicant, if appropriate may be guided towards another of the  Centres programmes or that of another Training Provider.  
  4. Applicants who consider they may have been treated unfairly can contact LMM’s Centre  Administrator in the first instance.  
  5. Once all application documentation has been received and verified the application can then  proceed to enrolment on a course.  
  6. Enrolment may occur within a few days of receipt of required payment to get started on a  programme. 
  7. Payment of required fees to start a programme of study is necessary and will enable access  to a range of learning resources facilitated by external providers.  
  8. Newly enrolled students are sent a Welcome email usually from the Head of Student  Recruitment using the new student’s LMM email account. Relevant members of the academic  and administrative team are copied into the email.  
  9. Following enrollment Programme Leaders, Programme Managers and Module Leaders  assume responsibility for communicating with students enrolled on the programmes they are  leading and/or contributing to the management and teaching of the programmes. The  Centre’s administrative and IT staff also communicate with students following enrolment, as  appropriate.  
  10. Prior to the start of studies students on relevant courses will be invited to join an Online  Induction. The period of induction may be extended to enable newly enrolled students to join  scheduled additional online sessions to seek further clarification on requirements and  processes.  
  11. In line with our Payment, Charges and Refund Policy all fees once paid are non-refundable,  including any fees paid up to the point of enrolment on a course/s. Please refer to the  Payment, Charges and Refund Policy that explains exceptions to this position on refunds. 

Named Contact Person/s responsible for this Policy  

Dr M. Williams CEO / Executive Program Director/ Head of Quality Assurance 

Dave Lee Centre Administrator, Data Manager and Practice Supervisor Chris Neil  Director of IT and Head of Student Recruitment 

Dr James Neil Principal and Research Director  


This policy relates to the following key LMM policies and related documents:  

  • – Advanced Learner Entry Policy  
  • – English as a Foreign Language Policy  
  • – Fitness to Study and Practice Policy  
  • – MU Regulations  
  • – Payment, Charges and Refund Policy  
  • – Promotions Policy  
  • – Recruitment and Disability Policy  
  • – Course Handbooks  
  • – Course offer documentation  
  • Public website 

Student Fitness Policy


  1. In this document, “we”, “our” and “us” refer to London Metropolitan Medicals (hereafter referred to as “LMM”). “You” and “your” refer to students of LMM. 
  2. These regulations apply to students studying on courses which lead to a  professional qualification where there are statutory or professional or  regulatory body requirements relating to health or behaviour or attitudes.  These regulations apply to enrolled students, and not to applicants, where  other procedures apply, although issues about applications may be  considered under these regulations for students who are enrolled. 
  3. We are committed to ensuring that you are fit to practise in the relevant  profession and that you meet the professional standards of the relevant  professional, statutory or regulatory body. We also ensure that you are made  aware of any concerns about your fitness to practise and that any decisions  about your fitness to practise are arrived at through a fair and transparent  process. We are committed to ensuring that we are mindful of our obligation  to safeguard the public interest, ie. protection of patients and children,  maintenance of public confidence in professions and upholding proper  standards of conduct and behaviour.  
  4. Issues considered under these regulations include those relating to your  health, behaviour or attitude which may affect your fitness to practise in the  relevant profession. There may be particular processes in faculties for  reporting issues from placement providers but we may consider under these  regulations any issue which merits attention.  
  5. Where issues may be considered under another regulation or policy as well  as this one, eg. Academic Conduct Regulations, Student Disciplinary  Regulations, we will use the most appropriate procedure taking into account  fairness to you, the scope and purpose of the regulations and our  responsibility to professional, statutory and regulatory bodies. It may be  appropriate for the outcome of any proceedings under one set of regulations  to be taken into consideration under another set of regulations.  
  6. Decisions made under these regulations may not be changed by assessment  boards.  
  7. The impact of any concerns about your fitness to practise will be decided in  the context of the particular professional standards of the relevant  professional, statutory or regulatory body applying to your specific programme  of study.  
  8. We are responsible for making you aware of the relevant professional  standards. You are responsible for familiarising yourself with the relevant  professional standards and meeting the requirements.  
  9. You will be required to self-report on matters relating to your health, behaviour  or attitude e.g. if you are the subject of criminal justice processes or  employee/student disciplinary processes. Such requirements may be  profession specific and you will be made aware of these in course- specific  documentation. If you fail to self-report as required, this may lead to action  under these regulations. 

10.We may start proceedings under these regulations up to six months after you  have ceased to be a student of LMM. If you withdraw from the programme  after the proceedings have started, we may continue the proceedings.  

  1. General Principles  

11.Those investigating or making decisions at any stage of the proceedings set  out in these regulations will do so impartially.  

12.Any issues raised under these regulations will be dealt with promptly,  sympathetically and with respect for privacy and confidentiality. Information  will only be disclosed to other parties as is necessary for the investigation of a  case, or for safeguarding reasons, or as required by law, or as is required by  the relevant professional, regulatory or statutory body.  

13.Action under these regulations will be initiated promptly following the receipt  of allegations or the emergence of relevant issues of concern. Such action will  be completed as quickly as possible balancing the need for a thorough  investigation and a fair process with the desirability of a speedy outcome. You  will be informed of progress in general and, in particular, of any delays.  

14.Where the placement provider informs us that they are no longer prepared to  accept you for training because of concerns about fitness to practise, we will  confirm to you that you should no longer attend the placement. A decision will  be made whether investigation is required under these regulations. If  appropriate we may seek to place you back with the placement provider or  seek to find you an alternative placement. Delays to attendance on placement  may occur pending investigation and conclusion of Fitness to Practise cases.  This means the length of time taken to complete your award could increase  and there will be a number of implications of this including fees, funding and  visa implications.  

15.Where concerns raised with us which, if substantiated, could mean there is a  potential risk to the wellbeing of other students and staff, or the clients or staff  of a placement provider, or to your own wellbeing, you may be suspended  from LMM generally pending investigation under these regulations.  Suspension may also be considered if it was deemed that a thorough  investigation of the case would be difficult to conduct if you were continuing  on the programme without any restriction or limitation. Details of the  suspension process are given in the Disciplinary Regulations for Students.  

16.When a concern is raised with us, the Head of the subject/professional area,  or equivalent, will decide whether or not to instigate a FTP investigation. We  may decide that issues can be dealt with under the informal stage of the  Student Disciplinary Regulations, eg. attendance issues.  

17.At all stages of this procedure, you can bring someone with you to any  meetings held to assist you in presenting your case. You are advised to  contact the Advice Centre at the Students’ Union regarding being  accompanied at the meeting. You are not permitted to have someone from  the legal profession employed to work on your behalf at the meeting. We do  not imitate the legal justice system and we believe that legal representation is  unnecessary for both you and LMM. 

  1. Stage 1 – Fitness to Practise (FTP) Investigation 

18.Having decided there is a case to investigate, the Head of the  subject/professional area will appoint an investigator who will write to you  explaining the nature of the concern/allegation and invite you to a meeting  where you can give an explanation of the situation.  

19.The investigator can decide to involve other members of staff or members of  external bodies (eg. representatives of placement providers) in the  investigation and in meeting with you as is reasonable and appropriate. You  will be kept informed of the extent and progress of the investigation.  

20.The investigator can also, as is reasonable and appropriate, request an  occupational health assessment or a check from the Disclosure and Barring  Service.  

21.Following completion of the FTP investigation, the investigator may decide to:  1. a) take no further action under these regulations; and/or  

  1. b) refer issues for consideration under other regulations; and/or  3. c) allow you to continue fully as a student on the programme but issue  some advice as to future conduct and/or impose conditions which may  include a requirement to attend an alternative placement. If you are not  willing to accept the advice or any of the conditions, the case will be  referred to a Fitness to Practise (FTP) Panel  
  2. d) refer the case to a FTP Panel  

22.We aim to complete the Stage 1 Fitness to Practise investigation and come to  a conclusion normally within 30 working days of informing you of the  concern/allegation. You will be informed of the outcome of the FTP  investigation in writing on conclusion of the investigation.  

Stage 2 – Fitness to Practise Panel  

23.The Head of the subject area/Head of Fitness to Practise will agree referrals  to FTP Panel and agree the membership of the panel.  

24.The FTP Panel will comprise of:- 

o a senior academic member of the student’s faculty (Chair)  o one academic member of staff who is professionally qualified from  the subject/ professional area in which the student is enrolled  

o one member of staff who is not from the subject/ professional area in  which the student is enrolled  

o in addition, the Head of the subject/professional area can decide to  include a person with a relevant professional qualification from another  institution or body  

Professional bodies may have their own requirements for FTP Panels  in which case the above membership may be varied to meet those  requirements.  

25.You have the right to attend the Panel hearing but you do not have to attend.  If you choose not to attend, or do not attend after giving notice of attendance,  the Chair of the Panel can decide whether or not the hearing will go ahead as  planned in your absence. You can submit a statement to present to the Panel  in your absence which must be submitted at least 5 working days before the  Panel hearing. 

26.You will be given at least 15 working days’ notice of the date and time of the  Panel hearing. You will be informed of the fitness to practise issues which  have been referred to the Panel. We will send you copies of the documents  which the case presenter will present to the Panel, the names of the Panel  members and the names of any witnesses who will be called at least 10  working days before the Panel hearing. Where a witness statement is  provided the name of the witness will normally be identified. However, there  may be exceptional cases when anonymous statements will be provided because there are reasonable grounds for considering that the witness will be  at risk if his or her identity is revealed. Whether or not to accept anonymous  statements will be the decision of the Chair of the Panel.  

27.At least 5 working days before the Panel hearing you must:  

o inform the Secretary to the Panel whether or not you will be attending  the Panel hearing  

o inform the Secretary to the Panel of any friend or representative who  will be in attendance  

o inform the Secretary to the Panel of the names of any witnesses you  wish to call  

o provide copies of any documents or written statements you wish to  submit to the Panel.  

28.In addition to you, your representative and the Panel members, the following  will be in attendance:  

o the Case Presenter who will introduce the case  

o the Secretary to the Panel who will advise the Panel on procedural  issues and be responsible for making a record of the hearing  

o any witnesses called  

29.The panel may, acting through the Chair: 

  1. a) adjourn a hearing as it thinks fit, from a short break in the  

proceedings to reconvening on another date; and/or 

ask for additional enquiries to be undertaken, and/or call for  

additional witnesses to attend; and/or  

  1. b) ask questions of the Case Presenter, the student and/or his or  her representative and any witness; and/or 

impose time limits on oral addresses and submissions; and/or 

  1. c) c) refuse to admit evidence for example on the grounds that it is  irrelevant to the issues raised; and/or 

recall witnesses to give further evidence; and/or 

dismiss the case at any stage during the hearing.  

  1. The procedure for the Panel hearing will normally be:  
  2. a) The allegation(s) and how it relates to the relevant professional standard of  conduct will be put to the Panel by the Case Presenter.  
  3. b) Case Presenter may call any witnesses in turn and question them.  3. c) Student or representative may question those witnesses.  
  4. d) Student or representative may address the Panel.  
  5. e) Student or representative may call witnesses in turn and question them.  6. f) Student may give evidence.  
  6. g) Case Presenter may question those witnesses and question the student if  they have given evidence. 
  7. h) Case Presenter may make concluding remarks to the Panel. 
  8. Student or representative may make concluding remarks to the Panel.  j) Case Presenter, student and student’s representative will withdraw and the  Panel will  

consider its decision. Witnesses will only be present for the part of the hearing  in which they give evidence. The Secretary to the Panel may not participate in  the decision making of the Panel but may advise on its powers.  

Panel members may ask questions at any point during the hearing.  

31.The Panel can decide to take one or more of the following actions:  1. a) defer a decision pending the receipt of further information or advice;  2. b) decide there is no case to answer and no further action will be taken  3. c) permit the student to continue on the programme, either  

unconditionally, or subject to such requirements relating to the  

programme as may reasonably be imposed;  

  1. d) exclude the student from all, or particular aspects of, study on the  programme for a specified period of time, not exceeding 12 months  5. e) require the student to repeat a specified part or parts of the  programme  
  2. f) exclude the student permanently from further study on the  programme;  
  3. g) exclude the student from enrolling on any other award with  professional requirements within the Faculty;  
  4. h) recommend to the CEO that the student is expelled from LMM;  9. i) exceptionally, recommend to the Academic Board that an award  already made is withdrawn.  

32.The Panel shall come to conclusions about facts on the balance of  probabilities.  

33.In coming to decisions the Panel may consider as appropriate factors such as  their findings of fact in relation to statutory or professional or regulatory  guidance about standards and fitness to practise, extent, impact, intent,  repetition, mitigation, the training the student has already experienced, the  likely impact of future training, any reasonable adjustments that have been  made for a student with a disability, and any reasonable adjustments that may  be made for a student with a disability in the future.  

34.We aim to complete the Stage 2 Fitness to Practise Panel and come to a  conclusion normally within 30 working days of referral to FTP Panel. You will  be informed of the outcome of the FTP Panel in writing within 5 working days  of the Panel hearing including the reasons for the Panel findings and any  sanction imposed.  

Right of Appeal  

  1. You have the right to appeal a decision of the FTP Panel within the grounds and  timescales set out in the LMM’s Appeal Policy and Procedure.  

Monitoring and Reporting 

  1. Where appropriate the outcome of the FTP Panel will be reported to the relevant  professional or statutory or regulatory body after an appeal has been heard or after  the period for making an appeal has elapsed. You will be informed in advance of the intention to report, the scope of the report and the body or bodies to whom the report  will be made.  
  2. We will publish an annual report based on anonymised faculty cases and any  appeals. Its findings will be incorporated into the LMM’s annual review of quality and  standards which is considered by the Academic Board. The monitoring will include  monitoring of students going through the procedures by ethnic origin, gender and  disability in accordance with the duties to promote racial, gender, and disability  equality.