It is the policy of The Green Register to take all reasonable steps to ensure the health and safety at work of all employees and learners and to take all necessary steps to implement such a policy.

Employees and learners also have an individual duty to co-operate with the Company to make sure that this policy is effective and to offer all necessary assistance to ensure the health and safety at work of all.

The Green Register also has a responsibility for the health and safety of others who may be affected by the work activity, and reasonable steps will be taken by all concerned to ensure that this duty is observed.

The Company’s Health and Safety Coordinator will consult periodically to ascertain what measures should be taken to increase awareness of health and safety and to be satisfied that all necessary measures are taken to make this policy effective.

The Green Register will take such measures as may be necessary to give proper training, supervision and instruction to all employees in matters pertaining to their health and safety and to provide any necessary information.

THE POLICY

Under Section 2 (3) of the Health & Safety at Work Act 1974 (HSW Act), it is the duty of every employer to:

• Prepare a written statement of general policy with respect to the health and safety at work of employees and the organisation.
• Specify arrangements for carrying out that policy.
• Revise that statement as often as may be appropriate.
• Bring the statement and any revision of it to the notice of employees.

The Green Register general policy is that safe and healthy working practices are good working practices. Everyone stands to benefit by following this common-sense safety code, with the aim of avoiding hazards and practices that are likely to cause fires, accidents, damage or illness.

For this to happen, the co-operation of everyone is necessary with good communication at all levels. The neglect of safety and health requirements could have serious consequences for the organisation as a whole and for individuals.

Responsibility and Requirements

The Director(s) is the person with overall responsibility; however, if a member of the team requires advice, needs to report an accident or a hazard or requires help, they should in the first instance go to the designated Health and Safety Coordinator. Reports of accidents or hazards must be put in writing and dated.

Fire Matters

Fire extinguishers and fire alarm buttons are provided at fixed and obvious positions. Each employee must ensure that they know where these are located and familiarise themselves with the instructions set out for their operation. These appliances should at all times be mounted on their fixed hanging points and be unobstructed both physically and visually.

In the event of fire, the first person aware of the fire should press the nearest alarm button and, if possible, attack the fire with the appropriate extinguisher. The Health and Safety Coordinator must make an immediate decision as to whether to combat the fire, and if so, who should tackle it with extinguishers, and / or whether the fire service should be alerted.

Upon being alerted to fire, every person should quickly and quietly vacate the building (if possible closing all windows and doors) and gather at the designated Assembly Point. The person in charge should take a roll call and all employees should stay together until authorised to either return to the offices or otherwise.

Carrying of Heavy Goods

It is incumbent on all employees only to carry items with which they are entirely comfortable and that will not impose any risk to their health or wellbeing. Guidance may be obtained from the Company’s Health and Safety Coordinator.

1. The Green Register is committed to ensuring that all Tutors and Assessors employed by, or contracted to, the organisation have the necessary skills and qualifications to perform in that position.
2. A programme of CPD is in place for all Tutors and Assessors to ensure that their skills, knowledge and ability is maintained and updated regularly.
3. The Green Register regularly reviews Assessor capabilities and availability to ensure that there are sufficiently occupationally competent assessors to meet the throughput and demands of learners
4. The Green Register ensures that all premises used or rented for the purposes of training delivery and assessment, comply with the requirements of the latest health and safety and equal opportunities policies.

1. POLICY STATEMENT
   • The Green Register aims to provide a robust and high quality assessment process which accurately grades work according to the assessment criteria published by the Awarding Organisation. Every effort is taken to ensure that the assessment is relevant and reflects the standards appropriate for the level of course.
   • Learner work will be marked against the qualification criteria in a way which is fair, equitable, consistent and without prejudice towards any individual.
2. APPEALS PROCEDURES
   • An appeal may be made against the grading of an item of assessed work, a unit or a qualification. Appeals may only normally be made on the following grounds:
     An irregularity in recording, aggregating, collating or weighting of grades when a procedure has been incorrectly followed,
   • An irregularity in applying assessment criteria or regulations,
   • An irregularity in the conduct of an assessment.
   • Where a learner believes that an allegation of plagiarism has been made that has no grounding.

• Where a learner feels that they have grounds to appeal against an assessment decision they will have the right to follow the appeals procedure:
• Appeals in relation to individual items of assessment
  • The learner must first refer the appeal to the member of staff responsible for carrying out the assessment. This must be done immediately upon receiving the assessment decision. The member of staff should state reasons for arriving at the assessment decision given and respond to the learner’s arguments.
  • If the learner is not satisfied with the outcome, he/she may refer the appeal to the Internal Quality Assurer. The appeal must be made formally, in writing, within 7 working days of receiving the original assessment decision.   The Internal Quality Assurer will review the assessment evidence and hear the comments of both learner and Assessor.  The Internal Quality Assurer may then offer a reassessment opportunity with an alternative assessor, re-grade the assessment, up or down, or confirm the original decision and record their findings in writing, normally within 5 working days of the appeal being made.
  • If the learner is still not satisfied, he/she may refer the appeal in writing to the Awarding Organisation. The learner should contact the Head of Centre who will assist in this process.

1. Policy Statement
   • The Green Register aims to provide a system of assessment which is fair, unbiased and accessible to all learners and which allows the monitoring of quality to take place. Assessment methodology must produce valid, consistent, accurate and reliable results and assessment procedures must be open to inspection and verification at all times by both internal and external bodies.

2. Policy Standards
   • Learners will be provided with internally set assessment opportunities that are fit for purpose and that enable them to produce appropriate evidence for assessment.
   • Learners’ evidence will be assessed using only published assessment and grading criteria.
   • Systems are in place to ensure that assessment decisions are impartial, accurate, valid and reliable.
   • The assessment and provision of access arrangements support fair access to assessment for those with additional learning needs.
   • Internal quality assurance processes ensure that the standards and outcomes of assessment are consistent between different assessors.
   • Learners are adequately prepared for all forms of external assessment to maximise their success.
   • The roles of assessor and internal quality assurer/ IQA are clearly defined.
   • The assessment system is easily interpreted and understood by learners and assessors.
   • A system of accurate recording and feedback allows learners and assessors to monitor progress.
   • Internal quality assurance processes are in place to ensure that standards of assessment are consistent across the programme.
   • Systems and processes are in place to ensure compliance with the assessment regulations and procedures of the Awarding Organisations.
   • Mechanisms exist to support the dissemination of good assessment practice across the organisation.
   • Clear procedures exist for investigating cases of suspected malpractice linked to assessments.
   • A standard approach to the recognition of prior learning and experience (RPL) is applied across all programme areas.

3. Responsibilities
   • The Internal Quality Assurer is responsible for ensuring the organisation complies with Awarding Organisation requirements in relation to assessment as part of qualification approval processes.
   • Assessors are responsible for the standard and quality of assessment within their areas and for the implementation of assessment procedures.
   • Internal Quality Assurer(s) are responsible for ensuring assessment judgements are fair, valid, reliable and robust and for working with assessors to standardise and enhance their practice.
   • Assessor(s) ARE responsible for designing and administering assessments that are fit for purpose and that generate appropriate evidence.  They are also responsible for the correct application of assessment and grading criteria in making assessment judgements and the provision of constructive feedback to learners in relation to their performance in assessment activity.

Through working closely with the ABBE personnel, The Green Register anticipates a constructive and positive relationship with ABBE. However, in the event that The Green Register has to withdraw from delivering ABBE accredited qualifications, the following will take place:

• Write to all candidates with immediate effect to inform them of the situation, with immediate effect

• Offer individual support and guidance to candidates to assist with their future, continued learning. This support would be provided by The Green Register and/or The Green Register personnel

• Take necessary action to seek alternative provision for candidates so as to protect their interests

• Ensure any outstanding documents/certificates are issued, where assessment has taken place

• Provide financial reimbursement of all fees paid in advance of training and assessment taking place

If the centre wish to implement any changes to staffing on ABBE qualifications, an email should be sent to the ABBE detailing the changes.  This will include qualification records to demonstrate their competency. This will be completed by either the Centre course assistant or Centre administrator.

If any significant changes to centre activity occur, ABBE will be notified on Letter headed paper by the Owner/ Course leader to show authorisation of changes.

Examples of Conflicts of Interest

• Where someone has a position of authority in one organisation which conflicts with their interests in another organisation.
• Where someone has personal interests that conflict with their professional position.
• Where someone works for our organisation or carries out work on our behalf, but who may have paid or unpaid personal interests in another business which uses our products or services or produces similar products.
• Where someone works for or carries out work on our behalf who has friends or relatives taking our assessments or examinations.
• Where there is a conflict between income and regulatory responsibilities.
• Where training and delivery and awarding rest within one organisation.

In relation to qualifications however, there may be a conflict of interest if an individual’s interest and/or loyalties conflict with those of The Green Register and those of the Awarding Organisation represented. Conflicts of interest generally occur in a variety of situations, examples can be seen below:

• One learner is favoured above another
• There is no account taken of the needs of the learner as set out in the awarding organisation’s guidance/requirements
• An assessor/verifier works for multiple stakeholders and has difficulty being impartial
• A conflict arises between the learner, assessor, internal quality assurance or awarding organisation.

Minimising Conflict

The Green Register will work to ensure that assessment and quality assurance remains impartial by:

• Providing and facilitating open dialogue with all stakeholders.
• Removing reasonable barriers to any learners wishing to study.
• Avoiding practices that could be construed as anti-competitive or restrictive.
• Providing learners or key stakeholders with objective advice on the viability of qualifications and availability of qualifications for the needs of the sector.
• Providing learners and stakeholders with equal access to its services, information, meetings, staff and processes.
• Facilitating open dialogue between learners and stakeholders.

Responsibilities

It is the responsibility of all persons, when involved in the assessment of qualifications, internal quality assurance and other associated activities to:

• Conduct activities so that the aims of the qualification are implemented.
• Ensure that they keep the role separate from their other functions, as far as is reasonably practicable.
• Monitor activities, in order to maintain the integrity of the assessment.
• Report any potential or existing conflict.

Managing Conflicts

In most cases, simple measures will be enough to manage conflicts of interest. It may be that the activity can be managed differently so that conflicts of interest are avoided. In other cases, a simple undertaking by an individual to prioritise the interests of the college and the awarding organisation will be all that is required. Only in extreme circumstances where the conflict of interest may be unavoidable, will an individual be prevented from undertaking specific activities.

POLICY STATEMENT

1. The Green Register is an equal opportunities employer
2. The Green Register is committed to a policy of non-discrimination: it opposes discrimination based on race, ethnic origin, nationality, physical disability, sex, marital status or sexuality. Staff, volunteers and anyone working for The Green Register are required to observe this in their dealings with members of the public and relations with colleagues.
3. Our aim is that our workforce will be truly representative of all sections of society and each employee/contractor feels respected and able to give of their best.
4. We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our employment.
5. All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.
6. Our staff will not discriminate directly or indirectly, or harass customers or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the Company’s goods and services.
7. This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.

OUR COMMITMENT

• To create an environment in which individual differences and the contributions of all our staff are recognised and valued
• Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated
• Training, development and progression opportunities are available to all staff
• To promote equality in the workplace which we believe is good management practice and makes sound business sense
• We will review all our employment practices and procedures to ensure fairness
• Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings
• This policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives
• The policy will be monitored and reviewed annually

RESPONSIBILITES OF MANAGEMENT

Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Directors. The Directors will ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. The Directors will ensure that:

• All staff are aware of the policy and the arrangements, and the reasons for the policy
• Grievances concerning discrimination are dealt with properly, fairly and as quickly as possible
• Proper records are maintained

RESPONSIBILITIES OF STAFF

Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:

• Comply with the policy and arrangements
• Not discriminate in their day to day activities or induce others to do so
• Not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics
• Ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic
• Inform their manager if they become aware of any discriminatory practice

THIRD PARTIES

Third-party harassment occurs where a Company employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. We will not tolerate such actions against its staff, and the employee concerned should inform their manager / supervisor at once that this has occurred. We will fully investigate and take all reasonable steps to ensure such harassment does not happen again.

RELATED POLICIES AND ARRANGEMENTS

All employment policies and arrangements have a bearing on equality of opportunity. The Company policies will be reviewed regularly and any discriminatory elements removed.

RIGHTS OF DISABLED PEOPLE

The Company attaches particular importance to the needs of disabled people. Under the terms of this policy, managers are required to:

• Make reasonable adjustment to maintain the services of an employee who becomes disabled, e.g. training, provision of special equipment, reduced working hours. (NB: managers are expected to seek advice on the availability of advice and guidance from external agencies to maintain disabled people in employment)
• Include disabled people in training/development programmes
• Give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the job

EQUALITY TRAINING

A series of regular briefing sessions will be held for staff on equality issues. These will be repeated as necessary. Equality information is also included in induction programmes.

Training will be provided for managers on this policy and the associated arrangements. All managers who have an involvement in the recruitment and selection process will receive specialist training.

MONITORING

• The Company deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. This will be monitored for effectiveness from time to time.
• The system will involve the routine collection and analysis of information on employees by gender, marital status, ethnic origin, sexual orientation, religion / beliefs, grade and length of service in current grade. Information regarding the number of staff who declare themselves as disabled will also be maintained.
• There will also be regular assessments to measure the extent to which recruitment to first appointment, internal promotion and access to training/development opportunities affect equal opportunities for all groups.
• We will maintain information on staff who have been involved in certain key policies: Disciplinary, Grievance and Bullying & Harassment.
• The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.
• If monitoring shows that the Company, or areas within it, are not representative, or that sections of our workforce are not progressing properly within the Company, then an action plan will be developed to address these issues. This will include a review of recruitment and selection procedures, Company policies and practices as well as consideration of taking legal Positive Action

The Green Register will take all reasonable steps to provide the educational services that the learner has registered to receive.

There may be circumstances outside of our control where we are unable to provide those services in full or in part for reasons such as fire, flood, pandemic, terrorist acts or industrial disputes. Where these or similar circumstances arise, we will minimise disruption so far as we are reasonably able and, wherever practicable, will provide a reasonable alternative  to support continuation of  studies.

In the event that our organisation is no longer able to operate, we will approach the Awarding Organisation in the first instance to determine an alternative delivery service for the registered learners.