ALRA Policies

ALRA Attendance Policy

ALRA regards attendance as a fundamental part of the Student/school agreement and an important prerequisite for the highest levels of achievement. All staff adopt a consistent and transparent approach and expectations are clearly communicated to students.

Roles and Responsibilities

Students

Students are expected to attend all of their lessons punctually. If a student cannot attend for any reason, or needs to leave part way through the timetabled day, they must inform a member of staff.

Staff

 Staff strive to foster good attendance and punctuality. Staff respond to all absenteeism firmly and consistently in accordance with this policy.

Targets

We actively promote and encourage 100% attendance for all students. However, if attendance falls below this without an acceptable reason, the Year Tutor takes action. Persistent problems are referred to the Head of Acting.

Absence & lateness

When it comes to training an actor there is no difference between authorised and unauthorised absences, as any and all absences will interfere with training and the work of the ensemble.

Lateness Students will be excluded from the class for which they are late but will be allowed into their next class and marked as absent.

3 absences 1^st warning

6 absences 2^nd warning & restricted casting (to cover next play casting or project casting)

9 absences Final warning & continued restricted casting (as above)

Any further absences will result in suspension pending review by Academic Board

All absences will be reviewed at Academic Board.

Documentary evidence can be submitted for consideration eg. GP or hospital documentation to mitigate the absence. Academic Board can then consider this and the effect the absence may have had on the training before a final determination.

Academic Board can be convened for emergency meetings in between scheduled meetings to deal with absence issues.

Student reps can be present during absence review at Academic Board to:

advise on the effect any absence may have had on the ensemble
represent students
and contribute to the final decision.

Following Academic Board warnings will be issued or rescinded as appropriate.

EQUAL OPPORTUNITIES POLICY

The Company is an equal opportunity employer. We are committed to ensuring within the framework of the law that our workplaces are free from unlawful or unfair discrimination on the grounds of disability, colour, race, nationality, ethnic or national origin, sex, gender (including gender reassignment), sexual orientation, age, marital status, religious or other similar philosophical belief.

We aim to ensure that our employees achieve their full potential and that all employment decisions are taken without reference to irrelevant or discriminatory criteria. We have adopted this policy as a means of helping to achieve these aims.

What is discrimination?

Direct discrimination occurs where someone is put at a disadvantage on discriminatory grounds in relation to his or her employment. Direct discrimination may occur even when unintentional.

Indirect discrimination occurs where one individual’s employment is subject to an unjustified provision criterion or practice which e.g. one sex or race/nationality or age group finds more difficult to meet, although on the face of it the provision criterion or practice is ‘neutral’.

For example, a requirement for GCSE English as a selection criterion. This would have a disparately adverse impact on people educated overseas and may not be justified if all that is needed is to demonstrate a reasonable level of literacy.

Commitment

We are committed to ensuring that all of our employees and applicants for employment are protected from unlawful discrimination in employment.

Recruitment and employment decisions will be made on the basis of fair and objective criteria.

Person and job specifications shall be limited to those requirements which are necessary for the effective performance of the job.

Interviews will be conducted on an objective basis and personal or home commitments will not form the basis of employment decisions except where necessary and relevant.

All employees have a right to equality of opportunity and a duty to implement this
policy. Discrimination is a serious disciplinary matter which will normally be treated as gross misconduct.

Anyone who believes that he or she may have been disadvantaged on discriminatory grounds should raise the matter through the Company’s grievance procedure.

Ethical and Environmental Policy

At ALRA our ethical and environmental policy is for the benefit of staff, students and the wider community.

We try to ensure this policy is applied in all areas of our operations. We will never knowingly act for nor do business with companies or individuals whose practices conflict with this direction.

ECOLOGICAL IMPACT

Carbon Footprint

ALRA has cut paper systems wherever possible such as:

Payslips-now sent electronically
Prospectus-electronic version on website, we do not produce glossy bin fodder!
Applications are online and paperless

We recycle:

Paper
Cans
Plastics

We will not do business with any business whose core activity contributes to:

Global climate change, through the extraction or production of fossil fuels
The manufacture of chemicals which are persistent in the environment and linked to long term health concerns
The unsustainable harvest of natural resources, including timber and fish

Furthermore, we will seek to support companies involved in:

Recycling and sustainable waste management
Renewable energy and energy efficiency
Sustainable natural products and services, including timber and organic produce
The pursuit of ecological sustainability

ANIMAL WELFARE

We will not do business with any business involved in:

Animal testing
Blood sports
The fur trade

HUMAN RIGHTS

We will not do business with:

Any business which fails to uphold basic human rights within its sphere of influence.
Any business whose links to an oppressive regime are a continuing cause for concern.

MILITARY WEAPONS

We will not do business with any company involved in the manufacture or design of weapons,instruments of warfare or torture, or that derives significant revenue fromweapons-related products or services.

EMPLOYEE RELATIONS

We will not do business with any company that has a poor record of employee relations in the areas of health and safety, labour practices, employee benefits, or employment equity.

We will be a fair and equitable employer and will actively strive to be supportive in employee relations.

GLOBAL TRADE

We will not do business with:

Any business with irresponsible marketing practices in developing countries.

We will seek to support businesses which take a responsible position with regard to:

Fair trade
Labour rights in their own operations and through their supply chains in developing countries.

SOCIAL ENTERPRISE

We will seek to support charities and the broad range of organisations which make up the Social Enterprise, widening participation, theatre & educational sectors.

OUR POLICY STATEMENT ON BRIBERY AND CORRUPTION

Policy statement

ALRA expects its employees to demonstrate honesty, integrity and fairness in all aspects of their dealings and exercise appropriate standards of professionalism and ethical conduct in all their activities. ALRA expects the same approach to doing business from its partners and suppliers.

ALRA will not tolerate bribery¹or corruption²in any form and has a 'zero tolerance' approach to any breach of this policy.

This means that ALRA and its employees will never seek, accept or give a bribe, facilitation payment, kickback or other improper payment. We must also always ensure that we operate with appropriate transparency in all our business dealings.

Policy

We will take appropriate steps to ensure that:

1. We do not, directly or indirectly, offer, promise, give, accept or demand a bribe or other undue advantage (including excessive gifts and hospitality) in order to obtain or retain business, or gain any other improper advantage.

2. We do not offer, nor give in to demands, to make illicit or illegal payments to agents, public officials (at whatever level), or the employees of business partners or anybody else that we do business with.

3. We engage and remunerate agents and other third parties only for legitimate services and adopt appropriate transparency in our approach.

5. We adopt management control systems that discourage bribery and corruption, and adopt financial and tax accounting and auditing practices that prevent the establishment of "off the books" secret accounts or the creation of documents which do not properly and fairly record the transactions to which they relate.

6. We do not make illegal or inappropriate contributions to candidates for public office or to political parties or to other political organisations.

Data Security Policy

Data Protection Policy: Security of Data

Precautions are taken against the physical loss or damage of personal data, and access to and disclosure of personal data is restricted. Members of ALRA who are responsible for processing personal data must ensure that personal data are kept securely, and that personal information is not disclosed orally or in writing, by accident or otherwise, to unauthorised third parties.

Manual data

When not in use, files containing personal data should be kept in locked stores or cabinets to which only authorised staff have access.
Files should be put away in secure storage at the end of the working day, and should not be left on desks overnight.

Electronic data

Members of ALRA using the School's IT systems must conform to the School's Information Technology Policies. Attention is drawn in particular to the following policies, which are directly relevant to the security of personal data and other data for which ALRA is responsible:
Access to data whether current or archived is provided to those individuals who, in the course of performing their responsibilities and functions, must use the specified data.
All data on the network is protected by anti-virus software that runs on servers and workstations, and is updated automatically with on-line downloads from the relevant website or via updates received on CD. This includes alerts whenever a virus is detected.
Any viral infection that is not immediately dealt with by the anti virus software is notified to the IT support consultant.
It is a condition of remote access to the school network by staff and pupils (via our secure website) that their home computers also have anti-virus software installed which is regularly updated with the latest virus definitions.
All user data is backed up automatically on a daily basis, using an server system for fast indexing and data restoration.
A full server backup takes place nightly.

Care must be taken to ensure that PCs and terminals on which personal data are processed are not visible to unauthorised persons, especially in public places. Screens on which personal data are displayed should not be left unattended. Particular care must be taken when transmitting personal data. Appropriate security precautions, such as the use of encryption and digital signatures, should be taken when sending personal data by email. As well as preventing unauthorised access, it is equally important to avoid the accidental or premature destruction of personal data which could prejudice the interests of data subjects and of ALRA. To prevent the accidental loss of electronic data, members of ALRA should ensure that storage of personal data in electronic form conforms to ALRA protocols.

Personal data in both manual and electronic formats should only be destroyed in accordance with agreed retention schedules. Care must be taken to ensure that appropriate security measures are in place for the disposal of personal data. Manual data should be shredded or disposed of as confidential waste, while hard drives, disks and other media containing personal data should be wiped clean (e.g. by reformatting, over-writing or degaussing) before disposal.

Disability Statement

Introduction

ALRA is committed to a policy of equal opportunities for disabled staff and students and aims to create an environment which enables them to participate fully in the life of the college. For the purposes of this policy, disability is understood in the broadest sense and, in addition to mobility and sensory impairments, includes mental health problems, specific learning difficulties and medical conditions which may have an impact on day-to-day activities. This policy also extends to members of the public using ALRA premises.

ALRA is committed to ensuring that the individual needs of each student are taken into account from the time they first apply, through the selection process and throughout their time at ALRA.

As part of that commitment, this statement provides information for anyone who has a disability or supports someone who has. It indicates what facilities are offered and makes clear what cannot be offered, due in particular to the restrictions imposed by the premises.

Admissions

Admission to the ALRA courses is managed by the Registrar, who ensures that individuals have all the information needed to make an informed decision about ALRA.

If an applicant has a disability or thinks they might need additional support during their time at the college, it is vital they let the Registrar know as soon as possible. The applicant’s needs are then discussed with them. When a student is invited to audition or interview, they are also invited to discuss their detailed needs with the relevant Head of Department.

Applications from potential students or applications for employment are assessed on the basis of the applicant’s aptitudes, abilities and qualifications.

After Admission

ALRA will endeavour to enable students and staff who become disabled during their time with the college to continue their course of study or career path.

ALRA will ensure that staff working with disabled people, either as colleagues or as students, have appropriate information and support.

ALRA will endeavour to ensure disabled staff and students have access to the appropriate support to be fully included in college life.

How ALRA Can Help

When an applicant’s needs are identified and it is mutually agreed that ALRA is where a student wishes to pursue their education, a tutor will be allocated to assist the student with their needs. The views of the individual student or member of staff are taken into account at all times when their requirements are being assessed.

Support

Students with learning difficulties, dyslexia and dyspraxia are supported with:

Individual assessments

Extra tutor support

Additional external learning support

Adapted learning materials and methods

Additional or extra careers advice

ALRA Counselling

ALRA have staff trained to provide basic counselling & assessment at each campus.

The service ALRA offers is not intended to provide ongoing counselling but rather to provide a triage service which can guide you in the right direction if further help is needed.

Tutors who refer you to the counsellor will be asked to provide brief details to the counsellor to assist in the process.

In all other respects the service is completely confidential and in the event of further help being required, we can suggest other options such as a specialist counsellor for assessment or your GP.

Should you feel the need to see a counsellor to discuss any issues you are unable or uncomfortable discussing with your tutor, then please make an appointment with Hannah Bulgin in the south (available Tuesday’s @ 6pm to 7pm & Mon & Tues @ 1pm to 2pm) and Adrian Hall in the north (available at various times)

Physical Access to ALRA

ALRA is not based in a purpose built premises, in London, but in the Royal Victoria Patriotic Building, which is Grade 2 listed. Some of the teaching studios are accessible via stairs only, with no lift available and cannot therefore be easily accessed by wheelchair users. The RVPB has a disabled toilet facility. So far as is reasonably practicable, other ALRA studios are accessible for disabled students and staff.

In Wigan, Trencherfield Mill has access to all floors via a lift and, once refurbished, will have disabled toilet facilities.

Disabled members of the public can fully participate in public events held on ALRA premises.

Student Assessments

ALRA is committed to ensuring that a student with a disability who studies at the college shall have an equal opportunity of success. Assessment procedures are reviewed to ensure they are fair for the individual student, in liaison with the external validating organisations.

External Links

ALRA will arrange contacts with appropriate national and local organisations who can support students and staff who have a disability.

Complaints and Appeals Procedure

ALRA wishes all staff and students to be satisfied with the service it provides. If that is not the case, any concerns should be discussed with the Co-Directors. If the individual is not satisfied following that consultation, a complaint may be taken to the Board of Trustees who will consider the matter.

Review

ALRA undertakes to keep this policy under review and to amend it as required.

Child Protection Policy

[a] Definitions

In this Policy the following words shall mean:

“Child”, “Children” means anyone who has not yet reached their 18th birthday.

“Child Protection Officer” means ALRA’s Assistant Registrar

“Contract workers” means persons employed by the ALRA on a temporary basis

“Staff” means all persons employed by the ALRA

“Students” means any persons currently registered for the receipt of instruction by the ALRA

“ALRA premises” means all buildings and grounds owned or operated by the ALRA

“Visitors” means any persons on ALRA grounds for any reason whether invited by staff, student or otherwise

“Volunteer” means persons lawfully carrying out unpaid work for the ALRA

“Young people” means children aged 16 or 17 years of age

[b] Statement of Principles

ALRA is committed to:

Providing as far as reasonably practicable, a safe environment for all its staff, students and visitors.
Providing, as far as is reasonably practicable, an environment that is safe from harm for those under the age of 18.
Upholding the rights of children and young people to protection from harm, freedom from injury and a safe and healthy environment.
Ensuring that appropriate procedures are in place to safeguard against child abuse or harm.
Ensuring that appropriate procedures are in place for dealing with allegations of abuse.

ALRA recognises that the success of the Policy will depend on its effective implementation. ALRA is committed to ensuring this Policy is disseminated within the ALRA and will provide training for key staff and others as appropriate.

The Policy and its associated procedures are managed by the Assistant Registrar to whom any questions about the Policy or its operations should be referred.

The Policy will be reviewed every 3 years

[c] Scope of the Child Protection Policy

This Policy applies to ALRA activities and facilities involving children and young people under the age of 18, and covers:

All staff employed by the ALRA
All students registered at ALRA.
Volunteers and contract workers engaged on behalf of the ALRA.
All circumstances where children and or young people attend ALRA premises and /or participate in ALRA activities.

[d] Relevant Legislation, Policies and Procedures

In relation to working with children and young people, staff should adhere to all legal requirements and procedures as well as have regard to any guidelines produced by the appropriate professional bodies.

ALRA recognises that it has certain legal powers and duties to safeguard the welfare of children and young people on its premises or who come into contact with its staff, students, volunteers or contractors under the Children Acts of 1989 and 2004 and the Health and Safety at Work etc. Act 1974.

Where ALRA staff hold a position of trust with a child or young person, an improper relationship in these circumstances is likely to constitute an abuse of trust offence under the Sexual Offences Act 2003.

The ALRA has powers under the Rehabilitation of Offenders Act 1974 to enquire as to the criminal record history of staff, students or volunteers to assess any risk to children and to take steps to safeguard children and young people in accordance with the Protection of Freedoms Act 2012.

[i] Relevant legislation relating to the welfare of children includes but is not limited to:

The Children Act 1989

The Data Protection Act 1998

The Protection of Children Act 1999

The UN Convention on the Rights of the Child

The Sexual Offences (Amendment) Act 2000

The Children Act 2004

The Safeguarding Vulnerable Groups Act 2006

The Protection of Freedoms Act 2012

In addition the following legislation and procedures should be taken into account:

The Care Standards Act 2000

The All Wales Child Protection Procedures

Qualifying to Teach – Professional Standards for Qualified Teacher Status and Requirements for Initial Teacher Training

ISA Guidance on Vetting and Barring

ISA Referral Guidance

The Management of Health and safety at Work Regulations 1999

Provision and Use of Work Equipment Regulations 1998

[ii] Relevant ALRA Policies relating to Children and Young People include but are not limited to:

Admissions Policy

Policy on Personal Relationships for Staff and Students

Health and Safety Policy

The following are identified as activities and/or circumstances which involve children and young people:

Young people who are registered as students at ALRA
Young people employed by ALRA
Children and young people undertaking work experience at ALRA
Children and young people attending the ALRA to carry out a recreational activity
Children of ALRA staff or students brought onto ALRA premises
Children and young people visiting ALRA premises on non ALRA-organised events, for open days, or other ALRA-organised events
Children and young people attending ALRA-organised events at venues away from ALRA premises
Children and young people taking part in ALRA research activities run by ALRA staff or students

[a] Legal Compliance SMT

The SMT is responsible for the development, implementation, monitoring and review of the ALRA’s Child Protection Policy.

[b] Registrar’s Office

The Assistant Registrar is the Senior Responsible Officer for child protection within ALRA.

Implementing and promoting this Policy.
Ensuring the Policy is monitored and reviewed in accordance with any changes in legislation and / or guidance on the protection of children.
Acting as the main contact within ALRA for the protection of children.
Ensuring that appropriate members of staff are provided with information, advice and training on the protection of children.
Establishing and maintaining contact with local statutory agencies including the police and social services.
Responding appropriately to disclosures or concerns which relate to the well-being of a child.
Maintaining confidential records of reported child protection cases and action taken.
Where necessary, and following ALRA’s Safeguarding Referral Procedures, making referrals to the Independent Safeguarding Authority.

[c] Heads of Deprtment

Heads of Department are the designated Child Protection Co-ordinators for their respective Department. In discharging their duties they can assign a member of staff to act on their behalf. The designated Child Protection Coordinator is responsible for the following:

ensuring that any programme or activity involving children and young people is risk assessed (a template for risk assessing activities and programmes is included in Appendix 4), and that it is planned, organised and delivered, (including explicitly noting any child protection issues), in a manner that is consistent with this Policy;
ensuring that arrangements are in place to identify children or young people who fall within their sphere of responsibility and making sure adequate arrangements are in place to ensure the appropriate members of staff are notified;
ensuring that all staff posts involving substantial unsupervised access to children and young people are identified and that the relevant statutory verification procedures (such as Criminal Record Bureau (CRB) checks) are undertaken;
ensuring that degree programmes and modules that they host are assessed to identify any substantial, unsupervised involvement with children and young people and where such involvement is identified that the programme and module specification requirement explicitly state the need for verification procedures (such as CRB checks);
ensuring that staff, students and volunteers involved in any programme or activity involving children and / or young people are adequately trained;
informing the ALRA Child Protection Officer of specific child protection measures for the programme or activity, including, where appropriate, the name of any appointed person for those child protection measures.
ensuring that in drawing up partnership and franchise agreements the requirements of the Child Protection Policy are included and reflected in all relevant documentation.
ensuring that suitable procedures are in place within their sphere of responsibility which authorises, or otherwise, members of staff and students to bring children or young people onto ALRA property.

ALRA is committed to ensuring that parents and guardians are fully aware of the activities and risks that their children may encounter in ALRA activities. In circumstances other than where the young person is a student or employee of ALRA, parental consent will be obtained (either directly from the parents or guardian through the child, school (or other organising body) before the ALRA undertakes an activity involving children or young people whether on or away from ALRA premises.

[a] Staff, students and volunteers working with children

ALRA has a legal requirement to ensure that all appropriate verification procedures will be undertaken for staff, students and volunteers who work with children and young people. Where a post, role or activity involves substantial, unsupervised access to children or young people on a sustained or regular basis ALRA may in its discretion, to the extent the law permits, require staff or students to disclose any criminal records they may have by undertaking a Disclosure & Barring Service (DBS) check at the appropriate level prior to any contact.

ALRA is committed to treating sensitive personal information carefully and confidentially. DBS Disclosures will be sought on a strictly need to know basis, and be assessed by the relevant senior officer or manager who will act impartially and fairly.

The Safeguarding Vulnerable Groups Act 2006 and Protection from Freedoms Act 2012 provide for the creation of a referral, vetting and barring scheme though the Independent Safeguarding Authority (ISA). ALRA has a legal duty to refer people to the ISA (upon completion of ALRA internal disciplinary processes) when they have harmed a child or vulnerable adult, or if there was a risk of harm. Anyone barred by the ISA cannot work or volunteer with the vulnerable group or groups from which they are barred. Further information can be found at www.isa-gov.org.

[b] Children on work experience

Notwithstanding the responsibilities of Heads as set out in 5.[c] above any Department accepting children and young people on work experience should adhere to the requirements of the ALRA’s Policies.

It is ALRA’s policy that:-

If any member of staff, any student or volunteer has knowledge concerns or suspicions that a child or young person is suffering, has suffered or is likely to be at risk of harm, then they must refer the matter to ALRA’s Child Protection Officer who will liaise with the relevant statutory agencies.
If any member of staff, student or volunteer has specific concerns relating to a child or young person’s safety or welfare on any programme, activity or during their use of ALRA facilities they should raise the matter with their Head of College or Central Service Department as the designated Child Protection Representative who will refer the matter to ALRA’s Child Protection Officer.
Disclosures within the Counselling Service will be dealt with under the relevant professional Code of Conduct for Counsellors and Psychotherapists. Information will only be passed on to the Child Protection Officer when deemed appropriate by the Counselling Service.

Under section 3 of the Sexual Offences (Amendment) Act 2000 it is an offence for any person aged 18 or over to engage in any sexual activity with a person under that age where they are in a position of trust in relation to the younger party. A position of trust includes looking after young people who are in full time education.

Students with children are responsible for ensuring that they comply and follow local rules provided by their College or Department or the College or Department that they are visiting.

Staff and students who bring children or young people onto ALRA property are primarily responsible for the supervision and safety of those children or young people.

It is essential that training be provided for relevant staff, students and volunteers on relevant issues connected with this policy.

[a] Training

ALRA will provide training and briefing sessions for relevant staff, students and volunteers.