Scope

Scope Special Needs Education is not the sole domain of the Resource or Support teacher. There is a whole school commitment to fostering the development of special needs students. All teachers are encouraged to avail of the support of the Resource Teacher. Students experience all subjects, and the Support teachers provide extra help in the area of reading, comprehension, writing, mathematics and life skills as appropriate. Rationale The purpose of this policy is to provide all students, regardless of ability the opportunity to reach their full potential academically and socially. Traditions and Ethos of St Fintan’s High School St Fintan’s High School is a single sex boys’ Catholic Secondary School under the Trusteeship of the Irish Christian Brothers. The Religious and Educational Philosophy of St Fintan’s High School is inspired by the vision of Blessed Ignatius Rice, the founder of the Irish Christian Brothers. In supporting this ethos, St. Fintan’s High School Sutton is strongly committed to Special Needs Education. While success in state exams is a core aim for mainstream students, students with Special Educational Needs (S.E.N.) are also given an opportunity to experience success within the school environment and to improve their social and personal skills. Goals and Objectives         Provide all students regardless of ability with positive learning experiences. Promote positive self-esteem. Support students as they integrate into the school community. Support students at a practical level by helping them develop study and organisational skills. To enable all students experience the satisfaction of ongoing achievement. Apply for appropriate special consideration for students in state exams. Support subject teacher with extra resources or advice if required. Liaise with parents in a mutually supportive way Policy Content Identification  Students with S.E.N. are identified in a number of different ways. These include information from Primary school and the home, entrance exams, tests within school (NRIT, Neale Analysis etc) and recommendations from DES psychologists. A standard literacy test to ascertain reading and comprehension age is also given to each new entrant at an early date. Students with Special Needs are offered extra tuition within the resource limits provided by the Department of Education and Science. Students may also be referred by their subject teachers further on in the year if it becomes apparent that they are struggling with the demands of the curriculum. Students themselves can approach Special Needs Personnel if they feel unable to cope academically as the school year progresses or if they need help within a specific area. St Fintan’s High School accepts that some students may be exceptionally gifted in some areas of the curriculum and development. Accordingly, the school is committed to accommodating the learning styles and interests of exceptionally gifted pupils.      POLICY IMPLEMENTATION  St Fintan’s High School provides classes for S.E.N. pupils on a withdrawal basis. This means pupils are withdrawn from mainstream classes for work with Special Needs personnel. The subject classes from which they are withdrawn are rotated so that pupils do not miss out to any substantial degree on the main curriculum.  S.E.N. students work with a Resource Teacher and other teachers who may be allocated hours with certain students by the Department of Education and Science. S.E.N. students have access to the full resources of the school.   The Resource teacher will meet with class teachers and other teachers as appropriate to discuss matters relating to Special Education and S.E.N. students. Curriculum   The core areas of English (reading, writing and spelling) and mathematics are the main focus of Special Education within the school. Students are offered help in small groups and individually so that individual needs can be identified and met. Learning programmes are individualised and monitored on an ongoing basis. Roles and Responsibilities   The Board of Management, the Principal and the whole school community are committed to the area of Special Needs education. The Resource and Learning Support teachers are responsible for the implementation and monitoring of individual programmes in tandem with other teachers of the class.  The success of the Special Needs Policy depends on a whole school approach: This means class Teachers and subject teachers are involved in creating positive learning situations and in promoting self-esteem. Parents are a vital resource and their involvement is encouraged and facilitated. The Department of Education psychologist will be used as a resource if necessary.   Success Criteria and Monitoring    Class/individual tests are used as indicators of successes and difficulties. Monitoring by the Resource teacher is also a significant indicator. Class Teachers, subject teachers and class representatives monitor the student’s integration in mainstream classes. Review Procedures.  The admissions policy, within the restraints of available financial and human resources will continue to provide for students with special needs.    S.E.N. teachers evaluate the effectiveness of various programmes on an ongoing basis. An end of year review is held to discuss any problem areas and how they can be overcome the following academic year. St Fintan’s High School will continue to make every effort to secure additional resources from the DES to provide for the needs of students requiring Special Education. Policy ratified in January 2005: Reviewed April 2007. This SEN policy is subject to ongoing review. HOME-SCHOOL-COMMUNITY POLICY Mission Statement: St Fintan’s High School Sutton is a voluntary, Catholic secondary school, under the trusteeship of the Irish Christian Brothers. The Religious and Educational Philosophy of St Fintan’s High School is inspired by the vision of Blessed Ignatius Rice the founder of the Irish Christian Brothers. This Policy complements the school’s Admission and Discipline Policy and should be read in conjunction with that Policy. Rationale: Within the context of the rights of the Trustees as set out in the Education Act, 1998, the regulations and programmes of the Department of Education and Science and the funding and resources available, St Fintan’s High School is motivated by the following Educational Philosophy:    The right of parents/guardians to enrol their son in the school of their choice. Equality of Access and participation in the life of the school. Inclusiveness with respect to the enrolment of children with disabilities and special needs subject to the availability of reasonable resources.  Respect for the diversity of beliefs, culture, values, languages and traditions in Irish society in the context of the school Mission Statement and Ethos and subject to the school Code of Discipline. . The school endeavours to build a Christian community in an atmosphere of respect for the dignity of all. With the co-operation of the Board of Management, parents/guardians, students and the wider community, we, the teachers and all other staff, will work to foster the academic and personal development of the students by creating a caring, safe and ordered environment where all are encouraged to become responsible persons striving to reach their full potential. In this respect, St Fintan’s High School encourages parents/guardians to take a direct interest in the life of the school with a view to optimising the benefit and outcomes for the students. Process: With reference to the Mission Statement, a group of trustee, parent and teacher representatives worked together to draft a Home-School - Community Policy. The draft will be presented to the Board of Management, the staff and parents’ representatives whose comments and suggestions will be considered before the policy is finally drafted. The amended draft will then be re-submitted to the Board of Management for ratification. Principles Followed By Working Group: It was agreed that the group would be guided by the following principles: Mutual respect and trust, a shared sense of purpose, willingness to listen and negotiate, joint action, flexibility and adaptability. Goals/Aims: To establish close links between home, school and community. St Fintan’s High School wishes to foster a learning environment that promotes holistic development. That is.  To motivate the students to achieve their full academic potential.  To produce happy, contented young adults.  To encourage spiritual awareness,  To encourage a sense of social responsibility in our students  To empower students to take their place in the world in a confident and respectful manner.      To teach respect for self and others. To foster generosity, kindness and tolerance towards others. To nurture a sense of their purpose and significance in the \\'orld To create responsible citizens who will achieve their full potential. To raise awareness in the school community of the value to the students to commit to life-long learning so as to achieve their full potential. In the context of this Policy, to empower means; ‘To foster an atmosphere that enables students to realise their full potential and thereby to make and take responsibility for the decisions that make and shape their lives' Current Practice: The working group recognised that current practice outlined below is helping to break down barriers, which in turn facilitates an information flow and thereby creates increased awareness of the students' needs: 1. Partnership in the formulation of School Policies between representatives of the Trustees, Parents and Teachers. 2. Provision of communications avenues to parents. 3. Opportunities for social interaction between parents and teachers. 4. The Transfer Programme from Primary to Post-Primary, involving students, parents and teachers i.e.  Open Days and Evenings.  Induction meetings  Links between Open Day Co-ordinator and Parents.  Visits by the Co-ordinator to 6th classes and their teachers in feeder schools.     Support Programmes for parents of 1 st Years. Pastoral Care by Class Teachers and the School Counsellor. Guidance in Study Techniques for 3rd. years. Information session on the Points System for Parents and Students.  Use of Parents' skills as an educational and social resource for students.  Written Communication via the Newsletter with parents regarding school activities and programmes. AIMS: Short –Term:     To develop and maintain links between parents and the school. To promote comfortable interaction between parents and teachers. To ensure that social interaction between parents and teachers is not an opportunity to discuss students' progress. To promote co-operation between teachers and parents in the interest of the education of the students. Roles and Responsibilities: a) Short term objectives: The Principal supported by all teachers Newsletters and other communications to keep parents informed of school activities. b) Home-School Policy in general: 1. B.O.M. ratifies the Policy and upholds the Mission Statement. 2. Principal: Implements policy through delegation to the Co-ordinator, Class Teachers and Career Guidance Counsellor. 3. Parents and Teachers: Support and avail of Home-School contacts. Dissemination of Policy: 1. Board of Management. 2. Principal. 3. Staff Meeting. 4. Parents Association. 5. School Newsletter. 6. Meetings with parents. 7. School Promotional Material. Evaluation of Policy: Purpose: to assess current practice as it is outlined in this document and make any necessary changes and introduce new initiatives. Ratified: April 2005. This Policy on Home-School- Community Contact is subject to ongoing review POLICY On Relationships and Sexuality Education Traditions and Ethos of St Fintan’s High School The Religious and Educational Philosophy of St Fintan’s High School is inspired by the vision of Blessed Ignatius Rice the founder of the Irish Christian Brothers. This policy has been so formulated so that Religious Educations Social Personal and Health Education programmes are delivered within that ethos. Leadership: Ray Quinn (Principal), Mary Fox (Deputy Principal) Support: SPHE Co-ordinator Guidance Counsellor Background Social, Personal and Health Education Social, Personal and Health Education (SPHE) contributes to developing the work of the school in promoting the health and well-being of young people. This happens in the context of their emotional, moral and spiritual growth, as well as their intellectual, physical, political, religious and creative development. Social, Personal and Health Education provides students with a unique opportunity to develop the skills and competencies to learn about themselves and care for themselves and others and to make informed decisions about their health, personal lives and social development. Support from the Board of Management of St Fintan’s High School, from the Principal the wider school Community and in particular, from Parents, will be necessary for the successful implementation of this programme of SPHE. The curriculum for SPHE is presented in modular format under the flowing headings:           Belonging and Integrating Self Management Communication Skills Physical Health Friendship Relationships and Sexuality Emotional Health Influences and Decisions Substance Use Personal Safety Relationships and Sexuality Education Relationships and Sexuality Education (RSE) aims to provide opportunities for young people to learn about relationships and sexuality in ways that help them think and act in a moral, caring and responsible way. In St Fintan’s High School RSE will be part of our wider programme of Social, Personal and Health Education (SPHE) and will at all times attempt to be sensitive to the religious and moral ethos of the school as well as of the student’s background. In order to facilitate the introduction of RSE in the school a draft policy statement will be prepared by an RSE school committee. The committee will be comprised of representatives of the Board of Management, Teachers and Parents. Once a final RSE policy statement has been produced and approved by the Board of Management, it will become the basis for implementing the school’s RSE programme. Policy Statements The following is a list of policy statements in relation to the provision of RSE in St Fintan’s High School:  One timetabled period per week will be allocated to SPHE for all Junior Certificate classes.  Out of the SPHE programme in operation in the school, five to six timetabled periods in each year will be assigned to RSE.  Provision for RSE at Transition and Leaving Certificate level will be achieved by setting aside 5 to 6 periods per year. This arrangement will be worked out in accordance with overall timetable requirements.  The RSE modules will be delivered in accordance with the syllabus and guidelines produced by the National Council for Curriculum and Assessment.  Key staff members will avail of relevant in-service training.  The Parents’ Association and BOM will be consulted and kept informed of future amendments as they arise.  Information will be provided to all Parents regarding the provision of RSE in St Fintan’s High School.  The school authorities will identify and assemble material and resources deemed appropriate for the delivery of RSE.  Teachers involved in teaching the RSE modules will at all times have due regard for the official school policy.  RSE modules will at all times be covered in appropriate contexts and settings. RSE Topics Junior Certificate Students Topics for Junior Certificate Students will include:         understanding physical and emotional changes at puberty. understanding and respecting what it is to be female or male personal safety awareness of infection (including HIV and Aids) appreciation of the roles of women and men in society awareness of discrimination sexual orientation developing skills regarding making and maintaining good relationships and friendships    family roles and responsibilities group behaviour and resolving conflict understanding how peer pressure works Transition Year and Leaving Certificate Students Topics for Senior Cycle students will build on elements covered in the Junior Certificate programme and will treat issues in ways suitable for young adults. Topics will include:         treating women and men with equal respect making responsible choices regarding sexual activity sexual harassment and its implications an awareness of what constitutes a loving relationship parenting and family life fertility and family planning sexual abuse, rape, legal rights: Voluntary and statutory agencies that have a role in supporting victims of people at risk. Abuse: St Fintan’s High School is committed to protecting its students by implementing the Child Protection Guidelines for post-primary school as ratified by the Board of Management. Accordingly, statutory guidelines with respect to the hiring of staff will be complied with. Evaluation of Policy: Purpose: to assess current practice as it is outlined in this document and make any necessary changes and introduce new initiatives. Ratified April 2005 Reviewed: September 2007 This RSE Policy is subject to ongoing review POLICY ON DIGNITY in the WORKPLACE Scope: This policy applies to all employees and all those involved with the school, students parents, visitors and those who work in the school periodically. Ethos: The Religious and Educational Philosophy of St Fintan’s High School is inspired by the vision of Blessed Ignatius Rice the founder of the Irish Christian Brothers. In supporting this ethos, St. Fintan’s High School Sutton is strongly committed to ensuring dignity in the workplace for all members of the school community. Relationship to Mission Statement The aim of St Fintan’s High School is to provide a holistic education, which is driven by a Catholic ethos. We strive to create a safe environment, which fosters inclusion, honesty, dignity and respect. The school community encourages the individual in their pursuit of excellence. We aim to promote among students a sense of pride in their school. This policy is in keeping with our mission statement. Rationale: Dignity in the workplace allows the space to be oneself, personally and professionally while protecting the space of others. It is valuing each person’s contribution to the school, both staff and students, and respecting the methods and opinions of others. . It implies a mutual respect, courtesy and acceptance of one’s worth as a teacher, colleague and individual, irrespective of the position held. Creating such a culture gives people the opportunity to be self-aware, to take pride in their role and to selfmotivate. In accordance with the ethos and mission statement of the school, the Principal and Board of Management of St Fintan’s High School Sutton are fully committed to creating and fostering an environment within the school that is free of bullying and harassment and which promotes personal integrity and dignity. St Fintan’s recognises that bullying and harassment can seriously damage working and social conditions for staff and students. This Policy Statement is drawn up with these considerations in mind. This Policy clearly outlines behaviour that would be considered inappropriate or unacceptable and provides procedures for the making of and dealing with complaints. All staff and students of St Fintan’s High School have shared responsibility for creating a work and study environment free of harassment, intimidation or threat. Background St Fintan’s High School is committed to providing a workplace environment that is characterised by mutual affirmation, respect and tolerance. Freedom from harassment is a condition of work to which an employee of either gender is entitled under a determination by the Labour Court. Under Section 23 of the Employment Equality Act, 1998, the harassment of one employee by another constitutes discrimination by the employer on the grounds of gender in relation to the harassed person's conditions of employment. This Policy complements our Anti- Bullying Policy which has been implemented in the school. The Policy is also linked to the schools’ Health and Safety Statement and complies with current legislation:    The Employment Equality Act 1998, The Industrial Relations Act 1990, The Safety, Health and Welfare at Work Acts 1989/2005. The Board of Management of St Fintan’s High School considers it an imperative that all staff understands their rights and responsibilities. Acordingly, appropriate procedures are put in place under this policy for dealing with allegations of workplace bullying. The Board recognises the right of all employees to a workplace that is free from harassment. School Management is fully committed to ensuring that all employees and students of St Fintan’s High School are able to enjoy that right and that harassment will not be tolerated. Mutual Support The Staff of St Fintan’s High School have a clear responsibility in fostering an environment in the school in which harassment is unacceptable. The responsibility of the individual extends to being aware of the impact of personal behaviour that could cause offence to other members of staff and make them feel uncomfortable or threatened. In addition to ensuring that their own behaviour is not in any way offensive, staff in St Fintan’a High School should make clear to others that harassment is unacceptable and they should support colleagues suffering such treatment. The Management of St Fintan’s is committed to fully and properly investigating any complaint of harassment that if substantiated, will be regarded as grounds for disciplinary action under relevant legislation, collective agreements, contracts and terms and conditions of employment. The recipient of harassment should keep notes detailing times and dates of incidents of harassment and request witnesses, if any, to note them also. Management should attempts to resolve complaints of harassment informally in the first instance. However, should this not be possible, or if the person being harassed so decides, the Formal Procedure (outlined below herein) will be invoked Definition of Harassment Harassment is repeated inappropriate behaviour that is unwanted, unsolicited and offensive to the recipient. The inappropriate behaviour may be direct or indirect, verbal or physical conducted by one or more persons against another or others at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work. It is a pattern of behaviour that any reasonable person finds hostile, intimidating or humiliating. (This definition was adopted by the National Authority for Occupational Safety and Health in March 2002) The intent of the alleged perpetrator shall not be relevant in determining whether the behaviour is acceptable. Harassment should not be confused with normal social interaction involving mutually acceptable behaviour. Forms of Harassment Following on this definition, harassment in the workplace can include the following: Non-verbal:   unwelcome uses or display of sexually suggestive or pornographic pictures and calendars, leering or offensive gestures, written communications of a sexual nature. Verbal:  unwelcome advances,  unwelcome pressure for social contact,  suggestive jokes,  unwelcome offensive remarks or innuendo based on a person's sexual orientation, offensive telephone calls. Harassment and Sexual Harassment: The Employment Equality Act 1998 and 2004 specifically deals with harassment in the workplace. Under the terms of the Act, harassment based on the nine grounds set out below is a form of discrimination in relation to conditions of employment:         Gender, Age, Marital status, Family status, Sexual orientation, Disability, Race, Religion,  Membership of the Travelling Community. Sexual Harassment: Sexual harassment is defined in the Employment Equality Act 2004 as any form of verbal, non-verbal or physical conduct of a sexual nature which has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment for the person. The unwanted conduct may consist of acts, requests, spoken words, gestures or the production, display, circulation of written words, pictures or other material. Note: This Policy Statement is designed to deal with cases of bullying in the workplace coming within categories of non-verbal harassment, verbal harassment and physical harassment as set out above. Physical harassment: This Policy Statement is also designed to deal with cases of bullying in the workplace coming within categories of non-verbal harassment, verbal harassment and physical harassment as set out above. Note: It is not designed to deal with cases of physical assault that would, if proven, amount to criminal wrongdoing. Instances of Harassment Accordingly, complaints of harassment will always be treated seriously, confidentially and in a sensitive manner. Attention is particularly drawn to the following:     Harassment of one staff member by another staff member. Harassment of one student by another student Harassment of a staff member by a student. Harassment of a student by a staff member. PROCEDURES FOR DEALING WITH COMPLAINTS OF BULLYING IN THE WORKPLACE IN ST FINTAN’S HIGH SCHOOL. The Purpose of the Complaints Procedure is as follows:  To provide a fair, consistent and expeditious mechanism to process complaints of harassment against staff.  To do so in a manner that affords all concerned full rights in accordance with natural justice.  To outline the principles for both the employer, the staff member and their representatives in the event of complaints of harassment being made against staff. Specific Complaints for which this procedure may be invoked:  To investigate complaints of harassment made by staff against other members of staff.  To investigate complaints of harassment made by staff against holders of management responsibility.  To investigate complaints of harassment made by holders of management responsibility against staff. Specific Complaints for which this procedure may not be invoked:  Complaints of harassment made by a student(s) against a staff member will be dealt with under appropriate guidelines.  Matters of the professional competence of teachers which cannot be dealt with at school level and which are referred to the Department of Education & Science for investigation under the terms of circular letter 43/85.  Anonymous complaints.  Frivolous and vexatious complaints that do not impinge on the work of the staff member.  Complaints that are the subject of legal proceedings. INFORMAL PROCEDURES FOR INVESTIGATING A COMPLAINT Step I 1.1 A member of staff who feels that they may have been harassed (victim) should immediately request the person harassing them to cease. It may be possible and sufficient for the employee concerned to explain clearly to the person engaging in the unprovoked conduct that the behaviour in question is unwelcome, that it offends them, or makes them uncomfortable and that it interferes with their work. 1.2 If the recipient feels that they cannot directly address the person engaging in the objectionable conduct, they should request a Designated Person to do so on their behalf. For this purpose, St Fintan’s High School shall by agreement, Designate two Persons (one male and one female) If the harassment complained of does not cease, or, if it is of so serious a nature that the complainant (after consultation with a Designated Person) considers that it should be reported, the matter should proceed to stage1.3. All procedures at stage 1 should be concluded within 5 working days of the reporting of the matter to the Designated Person. 1.3 If the matter has not been resolved, the complainant should approach the Deputy Principal who would endeavour to resolve the complaint through an informal process as in stage 1.2. However, if the Deputy Principal is the subject of the complaint, another agreed person shall be appointed to this position. FORMAL PROCEDURES Step II 2.1 If the issue is not resolved at stage I, the complainant should lodge a formal written complaint with the Principal of St Fintan’s High School. The Principal shall be responsible on behalf of the Board of Management for investigating the complaint of harassment and for recommending action. 2.2 The Management of St Fintan’s High School are committed to investigating any complaint of harassment with sensitivity and with due respect to both the complainant and the person who is the subject of the complaint. All complaints will be investigated as expeditiously as possible. 2.3 Where the allegation is against the Principal the allegation may be investigated by a person nominated by the Board of Management with the agreement of the ASTI School Steward. Procedures to be followed during the Formal Investigation The Principal shall acknowledge and note that the complaint has been received by dealing with the matter as follows: 1. Supply the staff member against whom the complaint has been made with a copy of the written complaint and invites a written response; 2. Arrange meeting(s) with the parties to the complaint either separately or jointly with a view to resolving the complaint. Such meeting(s) should normally take place within ten working days of receipt of the written complaint. 3. The complainant and the subject of the complaint may each be accompanied by a colleague or another person of their choice. 4. The Principal will convey the outcome of these consultation/investigations in writing to the parties to the complaint within three working days of the final meeting. The The Principal may:   Indicate whether or not the matter has been resolved to the satisfaction of all parties. Uphold the complaint on the basis of the available evidence. Notification to both parties will include reference to the right of the subject of the complaint to appeal the decision to uphold the complaint. Deem the complaint to be unfounded. Subsequent notification to both parties will include a reference to the right of the complainant to appeal the decision to reject the complaint.  Where having completed an investigation, the Principal deems a complaint of harassment to be valid or to be malicious and without foundation; they will furnish a report to the Board of Management. This report may include a recommendation that the Board considers the option of disciplinary sanctions. Step III DISCIPLINARY ACTION 3.1 All documentation in respect of the complaint shall be furnished to the Board that will convene a meeting within 15 working days of receiving the report. The Board of Management will proceed as follows: 1. The person against whom the complaint has been made may be accompanied and represented by a colleague or another person of their choice. 2. They will be afforded a suitable opportunity to make a formal presentation to the Board of Management. 3. The complainant may be accompanied and represented by a colleague or another person of their choice and will be afforded an opportunity to make a formal presentation to the Board. 4. On completing its deliberations, the decision of the Board, together with any recommended disciplinary sanctions, will be conveyed in writing to the subject of the complaint and the complainant within 5 working days of the decision being taken.