Effective working together depends on:
- an open approach;
- clarity of roles and responsibilities;
- a belief in genuine partnership;
- honest relationships between agencies.
Any disagreements within this working relationship need to be resolved to the satisfaction of workers and agencies in order to maintain effective working together arrangements. Problem resolution is an integral part of professional cooperation and joint working to safeguard children. Professional disagreement is only dysfunctional if it is not resolved in a constructive and timely fashion.
Examples of potential disputes include:
- whether a case meets the threshold for Section 47 enquiries to be initiated;
- respective roles and responsibilities;
- whether a case conference should be convened;
- the level of communication
At no time must professional disagreement detract from ensuring a child is safeguarded – the child’s welfare and safety must remain the paramount concern throughout. Any unresolved issues between workers must therefore be escalated on the same working day for resolution with due consideration to the risks that might exist for the child.
The process for resolving professional disagreement should be as simple as possible – the aim being to resolve difficulties between agencies quickly and as close as possible to the point they arose.
When there is a disagreement over a significant issue which impacts on the safety and welfare of a child, the respective workers must be clear about what the problem is and what it is they want to achieve. Consultation between the workers and their line managers should take place to assist the worker(s) to clarify these issues. This process in itself may help to resolve the disagreement.
If the disagreement is not resolved between workers following consultation, the issue should be referred by each worker to their respective line manager/supervisor for safeguarding, who should then discuss the concerns between themselves and attempt to achieve an agreement.
If professional disagreements remain unresolved following discussions between respective managers, the dispute must be referred to the LSCB representative for each agency for resolution.
If the issue remains unresolved and /or the discussion has raised significant policy issues, it should be referred to the Local Safeguarding Children’s Board Manager, who will offer mediation and determine a course of action. This will include reporting the issue to the LSCB Chair.
A clear record of discussions and actions must be kept at all stages, by all parties. In particular this must include written confirmation between the parties about an agreed outcome of the disagreements and how any outstanding issues will be pursued.
When the issue is resolved, any learning points should be identified and referred to the Local Safeguarding Children Board Manager for consideration by the relevant LSCB subgroup to inform future learning.
It may also be useful for individuals to debrief following some disputes in order to promote continuing good working relationships.
If the professional disagreement identifies a lack of procedural clarity, this will be addressed through subsequent amendments to protocols and procedures.
