Pillar Kincardine Policy  -  Challenging behaviour  -  Revised version adopted 9 June 2009  

Challenging Behaviour

General Statement of Policy

Challenging Behaviour is any behaviour that challenges the service provided by Pillar Kincardine.   Such challenges can take a number of forms – not all of them negative.   For example, members may challenge us to improve our service because they believe that we should be doing better.

However, for the purposes of this policy challenging behaviour is taken to mean acts of violence and/or aggression towards other members or staff.

Pillar Kincardine neither accepts nor condones acts of violence or aggression and will take any necessary steps to protect members and staff from such incidents.   This will include appropriate training and advice with regard to the involvement of the Police and/or other agencies.

Incidents of violence and aggression are a health and safety hazard.   Although such incidents are not common, they are possible and have potentially serious outcomes.

Definition of Violence

Any incident, in which a person is abused, threatened or assaulted in circumstances relating to their work or in the use of the service.   Examples are

• verbal assault
• persistent refusal to observe agreed rules and guidelines
• threats of physical or sexual assault, or harm to property
• actual physical or sexual assault or damage to property
• physical or sexual abuse
• psychological abuse including bullying and humiliation

No level of violence is acceptable and incidents will not be ignored just because they occur frequently.

Any such incident will be recorded by staff on the appropriate 'violent incident' sheet.

Responsibilities of Staff and Volunteers

All staff and volunteers have a responsibility to ensure their own health and safety.   If a member of staff does not feel able to control or de-escalate a violent situation then they should not attempt to do so.   Better to withdraw and call for assistance than to get involved and not be able to get assistance.

If possible, remove other members and staff from the situation.   Property can be rebuilt!

All staff and volunteers have a responsibility to pass on information or concerns regarding the potential for violent incidents to occur.   Such information must be taken into account when deciding how to deal with any person who is displaying violent or aggressive behaviour.

If an incident occurs, the following must be noted:

• What happened?
• What were the trigger factors – if known?
• Was any weapon used?
• Who or what was the target of the abuse?
• Staff role in incident – what did the staff member actually do?

Debriefing

The Service Manager must be informed of any violent incident as soon as is possible.   Debriefing should be done by the line manager as soon as possible after the incident.   The support of other colleagues is crucial in the management of an incident and coping with the stresses involved.   The development of skills and awareness in this area needs to be enhanced in supervision, team meetings and training.

Debriefing must include:

• How staff feel now
• How they might feel in a few days
• A discussion about what can be done to support the member of staff.
• A discussion about what can be done to support the other person(s) involved in the incident.

Action to be taken by Manager

• Offer support to assaulted workers
• Consider ongoing support and debriefing for members involved
• Consider any training implications
• Discussion with colleagues which may be useful learning
• Consider any learning /development implications of incident
• Consider practical implications of incident
• Consider any changes in policies, procedures
• Notify Chairperson of the Board
• Any further action required.

Pillar Kincardine Policy  -  Challenging behaviour  -  Revised version adopted 9 June 2009