Where there is an immediate concern for the safety of a child or young person, call 000 (Triple Zero). If you suspect a child or young person has been, or is at risk of being abused or neglected, contact the Strong Families, Safe Kids Advice and Referral Line on 1800 000 123. For non-emergencies or to report a crime, contact Tasmania Police on 131 444.
A note about content:
This Policy is about the safety and wellbeing of anyone under the age of 18. Where the Policy refers to “children and young people” this should be taken to mean anyone under the age of 18. The use of ‘young people/person’ throughout acknowledges older children may prefer that term rather than ‘child’ or ‘children’.
This Policy contains descriptions of child abuse and harm that may be confronting for some people. A list of available support services is included at the end of this document.
We have created an accessible explainer about our policies to keep children and young people safe (PDF, 421.1 KB). The resource includes a summary of the information below.
Purpose
This Policy outlines what is considered unacceptable behaviour by employees of the Department with regards to children and young people, in connection with their employment.
The Policy outlines what these unacceptable behaviours are, how to report concerns, and how the Department will respond to these concerns. The unacceptable behaviours described in the Policy reflect reportable conduct under the Reportable Conduct Scheme (which the Department is also legally required to comply with).
While this Policy describes unacceptable behaviour towards children and young people in connection with a person’s employment, it is important to know the Reportable Conduct Scheme also applies to employee conduct towards children and young people outside of work, and is different to mandatory reporting obligations. This Policy does not replace or limit our reporting responsibilities under the Reportable Conduct Scheme. Further information on our broader reporting responsibilities is available at the Reportable Conduct Scheme.
This Policy should be read in conjunction with the Department’s Child Safety and Wellbeing Policy and Child Safety and Wellbeing Procedures.
Scope
This Policy applies to all employees, officers, volunteers, contractors, sub-contractors and any other person engaged in a form of employment relationship within the Department pursuant to the State Service Act 2000.
Where the term ‘employee(s)’ is used throughout this Policy, it should be taken to include employees, officers, volunteers, contractors, sub-contractors and any other person engaged in a form of employment relationship within the Department pursuant to the State Service Act.
This Policy outlines unacceptable behaviour towards children and young people (including behaviour that is reportable conduct under the Reportable Conduct Scheme). Where the Department becomes aware of a concern that an employee has engaged in unacceptable behaviour, it will be investigated in accordance with Employment Direction No. 5, Employment Direction No. 6 or via some other process such as an investigation under the Reportable Conduct Scheme.
Policy Statement
The safety of children and young people is everyone’s responsibility in the Department. This Policy sets out clear and enforceable standards of professional conduct that apply to all employees in their interactions with children and young people. By their nature, these standards promote positive workplace behaviour that respects all people’s fundamental right to safety.
The Department will support employees to understand their obligations under this Policy, including what is considered unacceptable behaviour, their role in keeping children and young people safe, and recognising signs of abuse and harm.
All employees are required to report reasonable suspicions of unacceptable behaviour to the Secretary, in line with the Department's obligations under the Reportable Conduct Scheme, as well as the Department's commitment to fostering a culture of reporting on child safety and wellbeing concerns.
Unacceptable Behaviour
Employees are prohibited from attempting to engage, or engaging in the following unacceptable behaviour towards children and young people. Unacceptable behaviour includes concerning conduct, misconduct or criminal conduct as follows:
- engaging in the grooming of a child or young person
- engaging in sexual misconduct, that does not form part of a sexual offence, against, with or in the presence of a child
- committing physical violence against a child
- engaging in conduct that causes significant emotional or psychological harm to a child or young person
- engaging in significant neglect of a child or young person
- committing a relevant offence, as defined in the Child and Youth Safe Organisations Act 2023, against, with or in the presence of a child, whether or not criminal proceedings in relation to the offence have been commenced or concluded
- engaging in a romantic or sexual relationship between an employee and a young person where that employee has been in a position of authority, care or protection with the child or young person, within two years after the child or young person turns 18 or the employees’ position of authority, care or protection has ended, whichever is later
- breaching professional boundaries with a child
- engaging in inappropriate use of electronic communication and social media
- failing to report to the Secretary, Department of Justice any conduct of which the employee becomes aware that falls within the conduct detailed above.
Further explanatory details and examples in relation to these behaviours are provided below.
Grooming
What is grooming in relation to a child or young person?
Grooming, in relation to a child, means conduct of a person that –
- is intended to establish trust with the aim of normalising sexually harmful behaviour towards, or allowing the person to engage in an unlawful act, sexual offence, or sexual misconduct, against, the child; and
- forms part of a pattern of manipulative or controlling behaviour in relation to
- the child; or
- the child’s guardian, family or friends; or
- an employee of a relevant entity that provides services to, or has dealings with, the child (such as the child’s teacher or sporting coach).
Grooming may take place in a range of interpersonal and social settings; and employ a variety of forms of communication.
Grooming behaviour can also be a sexual offence under section 125D of the Criminal Code Act 1924.
What are some examples of grooming?
Examples of grooming behaviour include:
- isolating a child from their peers or family so the groomer can spend time alone with the child
- befriending a child in person and continuing to communicate with the child online (or befriending the child online and continuing to communicate with them in person)
- promising special treatment or favouritism
- inappropriate touching of a child, including tickling and play fighting
- asking a child not to tell anyone about the groomer’s inappropriate behaviour
- establishing trust with a child’s parents, family or carers to gain unsupervised access to the child.
The Department has created this fact sheet about grooming to inform employees.
Sexual offences and/or sexual misconduct
What are sexual offences in relation to a child or young person?
Sexual offence means an offence of a sexual nature under a law such as, but not limited to, the following offences:
- an offence under section 122, 124, 125, 125A, 125B, 125C, 125D, 126, 127, 129, 130, 130A, 130B, 130C, 130D, 133, 137 or 185 of the Criminal Code
- an offence under section 298, 299 or 300 of the Criminal Code in respect of an offence specified above
- an offence under section 72, 72A, 73, 73A, 74 or 74A of the Classification (Publications, Films and Computer Games) Enforcement Act 1995
- an offence under section 8(1A)(a) or 35(3) of the Police Offences Act 1935
- an offence under section 4, 7, 8(2) or 9 of the Sex Industry Offences Act 2005.
What are some examples of sexual offences?
Examples of sexual offences include:
- penetrative sexual abuse of a child or young person
- person permitting penetrative sexual abuse of a child or young person on premises
- persistent sexual abuse of a child or young person
- indecent act with a child or young person
- procuring a child or young person for sexual abuse
- communications with intent to procure a child or young person
- penetrative sexual abuse of a person with mental impairment
- indecent assault
- procuring a person for penetrative sexual abuse by threats or fraud
- involving a person under 18 years in production of child exploitation material
- production of child exploitation material
- distribution of child exploitation material
- possession of child exploitation material
- accessing child exploitation material
- bestiality (given this often co-occurs with sexual abuse of people)
- incest
- indecency
- rape
- inciting to commit crimes
- attempts to commit crimes
- accessories after the fact
- wilfully and obscenely expose one's person in public.
What is sexual misconduct in relation to a child or young person?
Sexual misconduct includes, but is not limited to, the following conduct when performed in a sexual manner or with a sexual intention:
- inappropriate behaviour
- physical contact
- voyeurism
- speech or other communication including electronic communication.
Sexual misconduct is conduct that does not meet the acceptable standard of behaviour by an employee, and is committed in a sexual manner or with sexual intention.
Sexual misconduct may occur in a variety of settings, including in-person communication and online communication.
What are some examples of sexual misconduct?
Examples of sexual misconduct include:
- leering at or persistently watching children or young people, or videos and photos of them (whether or not the images constitute child abuse material)
- inappropriate comments about a child or young person (including about photos of children or young people), or to a child a young person, about their body in a sexual manner
- inappropriate touching of a child or young person
- intentionally showing a sexually explicit video to a child for sexual gratification.
The Department has created this fact sheet about sexual offences and sexual misconduct to inform employees.
Physical violence
What is physical violence in relation to a child or young person?
Physical violence against a child means:
- the intentional or reckless application of physical force to the child or young person without lawful justification or excuse
- any act which intentionally or recklessly causes the child or young person to apprehend immediate and unlawful violence to the person (believing they are about to be physically harmed).
What are some examples of physical violence?
Examples of actual physical violence include, but are not limited to, hitting, punching, pushing, kicking and spitting. Physical contact without a professional reason or applying physical force that is disproportionate to the situation can also constitute physical violence.
Examples of apprehended physical violence include words or actions which indicate that physical violence is reasonably likely to occur to the child or young person in the imminent future.
The Department has created this fact sheet about physical violence to inform employees.
Significant emotional or psychological harm
What is significant emotional or psychological harm in relation to a child or young person?
Emotional or psychological harm means harm to a child or young person’s wellbeing or development, or both.
Significant, in relation to emotional or psychological harm or neglect, means that the harm or neglect is more than trivial or insignificant, but is not required to be deemed serious or deemed to have a lasting permanent effect.
What are some examples of significant emotional or psychological harm?
Examples of significant emotional or psychological harm include, but are not limited to:
- direct and indirect exposure to domestic and family violence
- verbal abuse, such as telling a child they are worthless
- humiliating a child in front of their peers.
The Department has created this fact sheet about significant emotional and psychological harm to inform employees.
Significant neglect
What is significant neglect in relation to a child or young person?
Neglect of a child means the deliberate or reckless failure to meet one or more of that child’s basic needs.
Significant means the neglect is more than trivial or insignificant but is not required to be deemed serious or to have a lasting permanent effect.
What are some examples of significant neglect?
There are several types of neglectful behaviour.
These include, but are not limited to, the following when done in a deliberate or reckless way:
- deliberately preventing a child or young person from attending school because it’s ‘not worth it’
- leaving a child or young person alone or unsupervised for an extended period of time
- failing to acknowledge the seriousness of a medical condition or illness and therefore not seeking or complying with appropriate treatment when able to
- deliberately leaving a child or young person extremely dirty or suffering from a skin condition due to poor hygiene
- rejecting, abandoning, belittling, or calling a child or young person names
- shaming, isolating or demeaning a child or young person.
The Department has created this fact sheet about significant neglect to inform employees.
Relevant offences
What is a relevant offence in relation to a child or young person?
Relevant offence is a term used by the Child and Youth Safe Organisations Act 2023 to describe this category of offences:
- a sexual offence under the Criminal Code
- failing to report the abuse of a child
- assault with indecent intent
- female genital mutilation
- inciting to commit a relevant offence(s)
- attempts to commit a relevant offence(s); and
- accessories after the fact to a relevant offence(s).
The Department has created this fact sheet about relevant offences to inform employees.
Relationships between an employee and a young person
Employees must not engage in a romantic or sexual relationship with a young person where the employee has been in a position of authority, care or protection with the child or young person, within two years after the child or young person turns 18, or the employees’ position of authority, care or protection has ended, (whichever is later).
This unacceptable behaviour reflects a key recommendation by the Commission of Inquiry. It aims to address and deter the abuse of power by employees over a child or young person they work with (or have recently worked with) even after that child turns 18 (because that power imbalance still exists).
Some examples of prohibited relationships may include but are not limited to:
- A teacher and their former student
- A parole officer and their parolee (who was a child at the time)
- A doctor and a former patient (who was a child at the time).
Breaching professional boundaries
All employees are required to set and maintain clear professional boundaries with children and young people. They must do so in all forms of communication, including face-to-face contact, written communication, telephone and online communications (including social networking, email, blogging and instant messaging).
Given the challenges posed when working in rural or small communities that are common to Tasmania, or within specific cultural groups, employees may encounter children and young people they have engaged with in a professional capacity within their community.
In such instances, employees must ensure their private conduct with children and young people does not compromise the fulfilment of their professional responsibilities, noting that failing to do so may create a conflict of interest between the employee’s personal and work interests.
Employees must declare any conflict of interest (proactively, where possible) to an appropriate person if it is likely to impact the fulfilment of their professional duties.
Professional boundaries require employees to be vigilant about their behaviours around children and young people. Using inappropriate language in front of a child, or unfairly and regularly favouring a child over another may be examples of boundary breaches. In isolation, boundary breaches may not appear serious, but when they appear in a pattern, can be more serious. Behaviours such as giving gifts or regularly spending time alone with a child may also be indicators of a pattern of grooming behaviour.
Engaging in inappropriate use of electronic communication and social media
Employees must not engage in the inappropriate use of electronic communication and social media. This includes, but is not limited to, the following examples:
- exchanging telephone number(s), email address(es) or social media details with a child they have engaged with in a professional capacity, without a professional reason
- using personal or private social media to:
- show, send or post sexual or pornographic messages or content to a child
- post pictures or videos of a child without a professional reason
- befriend or follow a child on social media.
Failing to report concerns about unacceptable behaviour to the Secretary
All employees have an obligation to report concerns about another employee’s conduct towards a child or young person, to the Secretary. Further information on how to enact these reporting obligations is detailed below.
Reporting obligations
Immediate risk
If you are concerned for the immediate safety of any child or young person, contact Tasmania Police on 000 (Triple Zero).
If you believe or suspect a child is being abused, report it to the Strong Families, Safe Kids Advice and Referral Line on 1800 000 123. If you are unsure whether a matter needs to be reported, call the Strong Families, Safe Kids Advice and Referral Line for advice. The Strong Families, Safe Kids Advice and Referral Line can provide advice, arrange referrals to appropriate services and answer questions.
Concern about the behaviour of a Department of Justice employee
In addition, if you have a concern that an employee of the Department has engaged in unacceptable behaviour against a child or young person you must report it to the Secretary of the Department, or directly to the Office of the Independent Regulator.
To comply with the Reportable Conduct Scheme, the Secretary must report all concerns to the Office of the Independent Regulator and investigate the concern. Provisions in the Child and Youth Safe Organisations Act 2023 provide protections for people who report concerns about reportable conduct, in good faith.
Information about how to report a concern, including a webform is available on the Department of Justice website.
Alternatively, reports can be made via email to secretary@justice.tas.gov.au or by calling (03) 6165 3405.
Please see the Department’s Child Safety and Wellbeing Policy and Child Safety and Wellbeing Procedures for further information. The Department’s Complaints Policy may also have relevant information such as the principle of safety (e.g. seeking to promote the physical and emotional safety and wellbeing of the complainant and others affected by the complaint).
Prescribed persons
Specific employees who are prescribed persons (also referred to as mandatory reporters) under section 14 of the Children, Young Persons and Their Families Act 1997 have additional reporting obligations in relation to their role. Prescribed persons are required to report to the Strong Families, Safe Kids Advice and Referral Line on 1800 000 123 if, in the course of their work, they believe or suspect on reasonable grounds, or know a child is being abused or neglected.
Examples of prescribed persons in the Department include psychologists and probation officers.
Any prescribed person who has concerns related to child safety and fails to make a report to the Strong Families, Safe Kids Advice and Referral Line may be charged with an offence under section 91 of the Children, Young Persons and Their Families Act 1997.
Please see the Department’s Child Safety and Wellbeing Policy and Child Safety and Wellbeing Procedures for further information.
Failure to report the abuse of a child
Failure to report the abuse of a child is a crime under the Tasmanian Criminal Code.
All adults in Tasmania have a legal obligation to contact Police if they have a reasonable belief that a child has been abused.
Contact Police on 131 444 to report a crime, or 000 (Triple Zero) if it is an emergency.
Enforcement of this Policy
Behaviour that is inconsistent with the requirements of this Policy may result in action being taken by the Department.
This action may include investigating the alleged behaviour to determine whether the State Service Code of Conduct has been breached, in accordance with Employment Direction No. 5 ‘Procedures for the Investigation and Determination of whether an employee has breached the Code of Conduct.’
A breach of the State Service Code of Conduct may result in the imposition of one or more of the following sanctions:
- counselling
- a reprimand
- deductions from salary by way of fine
- reduction in salary
- reassignment of duties
- reduction in classification
- termination of employment.
Alternatively, if the alleged conduct potentially impacts on an employee’s ability to undertake their duties, an investigation may be commenced in accordance with Employment Direction No. 6 ‘Procedures for Investigation and Determination of whether an employee is able to efficiently and effectively perform their duties’.
Actions that may be implemented by the Department following an investigation undertaken in accordance with Employment Direction 6 include:
- counselling
- retraining
- reduction in salary
- reassignment of duties
- reduction in classification
- termination of employment.
There are also other processes that may be used for investigating alleged inappropriate conduct that conflicts with the requirements of this Policy.
Importantly, any investigation or process utilised by the Department to investigate allegations of unacceptable behaviour will be conducted in a manner that ensures procedural fairness.
In addition, the Department has reporting responsibilities when allegations are raised of inappropriate conduct involving children and young people.
This includes legislative requirements to notify the Independent Regulator of the reportable conduct within three business days and keep them advised of the progress of any associated investigation and any findings that are made.
Other organisations the Department may need to report to include:
- Tasmania Police
- The Strong Families, Safe Kids Advice and Referral Line
- The Registrar of the Registration to Working with Vulnerable People Act
- The Integrity Commission
- The Legal Profession Board
- The Teachers Registration Board
- Australian Health Practitioner Regulation Agency (Ahpra)
- The head of any other organisation the employee may be engaged with.
Conflicts of Interest
The State Service Code of Conduct contained in section 9(8) of the State Service Act 2000 states:
"An employee must disclose, and take reasonable steps to avoid, any conflict of interest in connection with the employee's State Service employment."
A conflict of interest occurs when a private interest interferes with, or is seen to interfere with, a Departmental employee’s duties. A conflict of interest can be actual, perceived or potential.
A complaint can be made in relation to a conflict of interest against a Departmental employee. For example, if a Departmental employee is asked to carry out an investigation of a family member.
When the Department receives a complaint (including a concern that an employee has engaged in unacceptable behaviour under this Policy), the Department will ensure it is dealt with without any conflicts of interest. It is the duty of State Service employees handling a complaint to report any conflict of interest at the earliest opportunity and to the most appropriate authority.
For the purposes of this Policy, concerns about employees engaging in unacceptable behaviour will be handled by employees that do not have a conflict of interest.
Information Management and Privacy
It is important that, where possible, concerns about unacceptable behaviours are managed privately and confidentially (unless information needs to be shared to uphold the safety of a child or young person). Personal information is collected and used in accordance with the Department’s Personal Information Protection Policy.
Confidentiality and privacy in an investigation will be maintained unless the Department is required by law to refer the information to another body.
Penalties may apply under the Child and Youth Safe Organisations Act 2023 for improper use of information, including disclosing information for purposes other than the purpose for which the information was disclosed, for purposes outside the Act and for providing false or misleading information.
Circumstances where complaint information will be shared, include for any of the following purposes:
- to promote and protect the safety and wellbeing of children
- to enable the investigation or the enforcement of a law.
If the reported conduct is potentially a criminal matter, the Secretary of the Department is required to report the matter to Tasmania Police, who may conduct a concurrent criminal investigation.
The Secretary of the Department may also be required to share information with other organisations for the purpose of protecting the safety and wellbeing of children.
If any person believes personal information has been handled incorrectly, they can direct their complaint to Ombudsman Tasmania.
The Department will destroy personal information where it is no longer required (except where required to be kept in compliance with the Archives Act 1983 or any other applicable legislation).
At times the Department may need to share information or refer a complaint to an independent investigator for handling. Where possible, the consent of the complainant will be sought before doing so.
Policy Principles
The Department’s Child Safety and Wellbeing Policy outlines seven principles to guide the Department’s work to be a child safe organisation.
In particular, this Policy reflects the following five principles:
| Principle | Principle in action | How it relates to this Policy |
|---|---|---|
| Leadership | Child safety and wellbeing is a priority for the Department’s decision-makers, who model visible and accountable leadership and reflect it in their processes. | This Policy prohibits employees from engaging in unacceptable behaviour. The Department’s decision-makers are expected to model visible and accountable leadership by educating staff on unacceptable behaviour and encouraging reporting. |
| Accountability | The Department will model compliance with the Child and Youth Safe Organisations Act 2023. The Department will coordinate training and provide information to employees on enacting legal and Departmental obligations and recognising and responding to instances of harm to children and young people. | Unacceptable behaviour under this Policy reflects the definition of reportable conduct within the Child and Youth Safe Organisations Act 2023. This Policy includes a commitment by the Department to support employees to understand their obligations. |
| Responsiveness | Employees will be supported through training, resources and the Child Safety and Wellbeing Procedures to understand and recognise signs of child abuse and harm, and know how to report and respond to them. Concerns of abuse and harm will always be taken seriously by the Department and acted on. | This Policy includes a commitment to fostering a culture of child-centred reporting and taking appropriate action. |
| Proactivity | Employees share the responsibility for the safety of children and young people, even if they do not work directly with them. | This Policy sets out expectations regarding behaviour of employees towards children and young people, as part of the Department’s collective responsibility to promote and maintain the safety and wellbeing of children and young people. |
| Child-centred | Employees will be expected to treat all children and young people with respect and empathy. | This Policy upholds a standard of pro-fessional conduct that puts the welfare of children and young people first. |
Definitions
Concern
A ‘concern’ refers to a reasonable suspicion. A ‘reasonable suspicion’ is a suspicion based on facts that would lead a reasonable person to think that certain conduct may have occurred.
Some examples of when a reasonable suspicion might be formed include, but are not limited to:
- seeing the conduct
- hearing from a child that the conduct occurred
- hearing from another source that the conduct occurred.
A ‘concern’ as it relates to this Policy, refers to a reasonable suspicion unacceptable behaviour has occurred.
Remember, if you are unsure, you should always report.
Employee
Employees, officers, volunteers, contractors, sub-contractors and any other person engaged in a form of employment relationship within the Department pursuant to the State Service Act 2000.
Harm
means damage to the health, safety or wellbeing of a child, including as a result of child abuse by adults or the conduct of other children or young people. It includes physical, emotional, sexual and psychological harm.
Reportable Conduct
Reportable conduct under the Reportable Conduct Scheme is defined in section 7 of the Child and Youth Safe Organisations Act 2023.
Summarised, reportable conduct includes:
- a sexual offence committed against, with, or in the presence of a child
- sexual misconduct committed against, with, or in the presence of a child
- physical violence against a child
- grooming of a child
- conduct that causes, or is likely to cause, significant emotional or psychological harm to a child
- significant neglect of a child
- failing to report the abuse of a child
- female genital mutilation (when conducted against, with, or in the presence of a child)
- offences prescribed by the Child and Youth Safe Organisations Regulations
- inciting, assisting with, and attempting to commit some of the offences outlined above.
Risk
The potential for harm occurring to a child or young person.
Relevant Legislation
- Child and Youth Safe Organisations Act 2023
- Child and Youth Safe Organisations Regulations 2023
- State Service Act 2000
- Children, Young Persons and Their Families Act 1997
- Registration to Work with Vulnerable People Act 2013
- Anti-Discrimination Act (1998)
- Personal Information Protection Act 2004
- Right to Information Act 2009
- Civil Liability Act 2002
- Criminal Code Act 1924
Related Policies and Procedures
- Child Safety and Wellbeing Policy
- Child Safety and Wellbeing Procedures
- Complaints Policy
- Conflict of Interest Policy
- Policies to keep children and young people safe - An Accessible Explainer
(PDF, 421.1 KB)
Frequently asked questions
What is the purpose of having a Professional Conduct Policy?
The Professional Conduct Policy outlines expected standards of behaviour for staff to uphold in relation to children and young people. It is one step in the Department of Justice’s work towards being a child safe organisation. It also responds to a Commission of Inquiry Recommendation requiring all agencies that provide services for children, to develop similar policies, outlining expected standards of behaviour by state service staff.
What does the Policy say?
The Policy outlines types of ‘unacceptable behaviour’ towards children and young people. Unacceptable behaviour includes but isn’t limited to, neglecting a child, sexually abusing a child or physically assaulting a child. Unacceptable conduct is reflective of ‘reportable conduct’ under the Child and Youth Safe Organisations Act 2023. In this sense, the Policy clarifies and expands on behaviours already prohibited by law.
How is this Policy different to the Child Safety and Wellbeing Policy?
The Department’s Child Safety and Wellbeing Policy was made live in June. It outlines staff obligations to keep children safe and well. The Professional Conduct Policy compliments the Child Safety and Wellbeing Policy rather than duplicating it. The Professional Conduct Policy clearly outlines how staff are expected to behave towards children and young people and supports staff to know what to do if they become aware of abuse.
Who does the Policy apply to?
The Policy applies to all Department of Justice staff, volunteers, contractors and sub-contractors, even if they do not work directly with children.
How will breaches of this Policy be managed?
Breaches of the Professional Conduct Policy may be investigated through a variety of mechanisms. For state service employees, a breach of the Professional Conduct Policy may be a breach of the State Service Code of Conduct. Suspected breaches may be investigated under Employment Direction 5 or 6. Breaches by volunteers, contractors or sub-contractors may be managed by review of contractual arrangements.
What support is available to understand the Policy?
The Policy is accompanied by mandatory training that must be completed by all staff. The training is designed to provide context and additional information relevant to child safety obligations under the Professional Conduct Policy. It is available in different formats, including as a video, a face-to-face training session and an online module on Learning@Justice. You can also contact Safeguarding Projects at cysof@justice.tas.gov.au for additional supportive resources to understand your obligations.
Does the Policy mean I need to become a child safety expert?
No. The Policy does not require staff to become child safety experts, or investigators. Rather, it requires staff to be aware of behaviours that are inappropriate towards children and young people and learn how to report them. The Policy aims to strengthen staff confidence in recognising and responding appropriately if a child has been harmed.