Some feedback from todays training…

Richard…’the course was well laid out, informative and easy to follow’

Paul…’my second course and again I gained knowledge and understanding’

For further information about our products and services…click here

We are a business that provides products, services and guidance of the highest quality to support you in the prevention and management of work-related conflict, aggression and violence.

Our training is carried out by competent persons who are able to gather the necessary information and qualified to design and deliver programmes of learning.

View our product range or contact us Tel: 07800 904551 / 0845 056 4343

Training needs analysis is a way of identifying gaps between those skills required by staff and those skills they already have.  It involves gathering information to identify areas where employees can improve their performance.

Criminal liability and defence

A person may use such force as is reasonable in the circumstances.  The use of force in self defence and the prevention of crime is tested on the basis of was the force used necessary and, if so, was it reasonable in the circumstances.  Additionally, was the force used proportionate to the danger it sort to prevent?  The courts will take into account the householders or the persons honestly held belief as s/he perceived or believed them to be at the time of the incident.

Does the Law Protect 

Your strongest defence would be if you only do what you honestly and instinctively believe was necessary in the circumstances!

Further information is available at 0845 056 4343 or NVC Awareness Training & Consultancy

We are a business that provides products, services and guidance of the highest quality to support you in the prevention and management of work-related conflict, aggression and violence.

Our training is carried out by competent persons who are able to gather the necessary information and qualified to design and deliver programmes of learning.

View our product range or contact us Tel: 07800 904551 / 0845 056 4343

Training needs analysis is a way of identifying gaps between those skills required by staff and those skills they already have.  It involves gathering information to identify areas where employees can improve their performance.

It was pleasing to listen to open and expressive views around the law relating to the use of disengagement and physical intervention techniques.

RIDDOR…I am still smiling and impressed with your knowledge and understand.

Thanks!

Training Standards

Companies must ensure that all training delivered follows the techniques outlined by their Awarding Bodies and that training meets the learning outcomes identified in the relevant learning descriptors.  Companies must work to clearly defined policies which should include arrangements that apply to individuals who do not undertake training, due to injury, ill-health or other factors.  Restriction of duties for those who have not received initial training, or whose refresher training period has expired.

Quality Assurance

In line with the SIA recommendations companies should ensure that they have processes in place to collect and evaluate use of force data, which should include; circumstances in which staff were assaulted, nature of any injuries sustained, complaint issues, training evaluation data.

A record (incident report or note-book entry) must be made of all incidents where force is used upon a person or persons.

Benefits of Approved training

Physical intervention skills, together with good communication skills are an important basis for approved methods by which individuals displaying challenging behaviours may be guiding and escorting using proportionate and justifiable techniques.

SIA recommended content

In addition to the compulsory elements of physical intervention, training will also include considerations in dealing with 14 to 18 year-olds, and first aid awareness.

Law relating to the use of reasonable force

The basic proposition in law is that the use of force is unlawful unless it is justified.  In order to make an appropriate decision regarding sound options for dealing with conflict a  good knowledge and understanding of the law relating to the use of reasonable force is essential.

Further information regarding physical intervention training for Door Supervisors is available at the SIA website.

I recently received a request for advice regarding strategies that could be used by workers who had concerns for their safety whilst communicating with agitated or distressed clients.  One of the first areas that I felt needed to be reviewed was clarification of their understanding regarding the legal requirements of Health and Safety law as it applies to risks from violence in the workplace.

Analysis Review of Incidents or Case Study Review

A key aspect that must be considered during any Risk Management or ‘threat assessment‘ review is the need to keep the risk(s) in perspective.  Whilst one must acknowledge that an individuals belief or feelings about an encounter or near-miss incident are real, they must be carefully measured (and managed) against the frequency and types of occurrences to that individual and others within the workplace.  This ensures that preventative measures or training are appropriate to the specific needs of the staff and organisation.

Training

Individuals often want to focus on strategies around ‘what to say or not say’ when faced with a difficult or challenging situation.  Other important areas that need to be addressed or considered include; defining what is understood by the term violence and aggression in their workplace(s), employee and employer responsibilities, physiological and psychological awareness, relevant law and post incident support.  Training courses.

Proactive measures which enhance safety will ultimately lead towards safer systems of working.

Improvement in the way incidents are handled, particularly involving people with mental disorders who are not violent needs to be improved.

The MOU seeks to enhance the safety of staff and ensure that patients who are not abusive and violent can receive care and treatment in a safe and therapeutic environment.  Read more here.

Whilst NHS reference to a zero tolerance approach is acknowledge, there is also the need to ensure that robust measures are in place to support staff, law biding members of the patients, visitors and people with mental disorders.

The MOU and improved partnership working agreement needs to be underpinned with preventative strategies and measures supported by through policies and working practices.

We continue to work with NHS establishments and support the introduction of this new agreement.

Applicable training includes Conflict Resolution and Conflict Prevention