NSPP Vocational Training Ltd is committed to ensuring that the business of the company is conducted openly and with accountability. NSPP’s policies and procedures set out good practice and guidance for staff in the day-to-day conduct of NSPP’s operations and to manage risk. NSPP expects that concerns, complaints, and grievances will normally be addressed through these routes.
The Whistleblowing Policy is an essential part of the internal control mechanism and provides an additional safeguard against fraud, corruption, or malpractice in the interests of good governance. NSPP takes malpractice seriously, and staff are encouraged to make use of this procedure if they feel it is appropriate to do so.
The Public Interest Disclosure Act 1998 (PIDA) protects employees who report wrongdoing in their organisation, provided they have an honest and reasonable belief that the allegation is true. PIDA offers a framework of protection against victimisation or dismissal for workers who disclose criminal behaviour or other serious misconduct.
Scope
This policy applies to all members and staff of NSPP, contractors, agency personnel, and shareholders. It is designed to protect employees who report malpractice that they honestly and reasonably believe to be true. This may include, but is not limited
to:
- Breaches of internal procedures.
- Criminal offences, including fraud or bribery.
- Misuse of public funds or other resources.
- Endangering the health and safety of any person.
- Environmental damage.
- Deliberate concealment of malpractice.
- Disclosures may also be made externally if internal reporting is not possible or appropriate. External disclosures should only be made where the whistleblower has a reasonable belief that the information is substantially true and there is justification for bypassing internal reporting channels.
Policy
3.1 Concerns should be raised at the earliest opportunity internally in the first instance. External steps should be taken only when internal mechanisms have not properly addressed the matter.
3.2 Malpractice which might be disclosed through the Whistleblowing procedure includes, but is not limited to, improper conduct that may damage the good standing of NSPP.
3.3 Confidentiality will be maintained wherever reasonably possible. However, there may be circumstances where the identity of a whistleblower must be disclosed in order to comply with legal requirements or to ensure protection under the Public Interest Disclosure Act.
3.4 While anonymous accusations are difficult to follow up and substantiate, they will be considered where there is enough information to justify an investigation. False allegations made maliciously will be treated as a disciplinary matter.
3.5 Disclosures outside the company to an independent body should only be made as a final resort and where there is both reasonable belief that the allegation is substantially true and good cause to bypass internal procedures.
Possible external bodies include:
- The ESFA (Education and Skills Funding Agency).
- The Police or other relevant enforcement bodies.
- Professional oversight bodies, such as City & Guilds.
Whistleblowing Procedure How to Raise a Concern
Concerns should be reported in writing to:
Paul Shepherd, Director
Angela Black, Operations Manager
Alternatively, disclosures may be made verbally and will be treated with the same confidentiality as written concerns.
Written disclosures should include:
• Background and history of the issue.
• Reason(s) for the concern.
• Any supporting evidence, if available.
How We Will Respond
Once a disclosure is received, NSPP will:
1. Conduct an initial assessment to determine whether the matter can be resolved without an investigation or if urgent action is required.
2. Inform the whistleblower within ten working days of receiving the concern, outlining:
o How the matter will be handled.
o Approximate timelines for a final response.
o Whether an investigation is necessary and, if so, what form it will take.
Where appropriate, individuals implicated in the allegations will be informed of the nature of the concern and how it will be addressed.
Safeguards
NSPP will not tolerate harassment, victimisation, discrimination, or disadvantage of any individual acting in good faith under this policy. Appropriate measures will be taken to protect whistleblowers from any adverse consequences.
If anonymity has been requested, NSPP will take all reasonable steps to maintain it. However, whistleblowers should be aware that during investigations, the source of the disclosure may be revealed, and they may need to provide a signed statement or testify if required by law.
How the Matter May Be Taken Further
If staff feel their concerns have not been addressed satisfactorily through internal procedures, they may escalate the matter to external authorities, including:
• The Education and Skills Funding Agency (ESFA).
• Police or relevant enforcement bodies.
• Professional bodies or trade unions.
• The Health and Safety Executive (HSE).
This policy ensures that NSPP complies with its obligations under the Public Interest
Disclosure Act and supports employees in raising concerns for the benefit of all stakeholders.
Contact Details
Paul Shepherd, Director
Angela Black, Operations Manager
NSPP Vocational Training Ltd
Suite 4, Bowden Hall, Bowden Lane, Marple, Stockport, SK6 6ND Tel: 0161 – 637 – 4454
Email: enquiries@nspp.co.uk