Safeguarding Adults Resolving Professional Differences (Escalation Policy)

1. Introduction

Effective working together depends on an open approach and honest relationships between agencies. Problem solving and resolution is an integral part of professional co-operation and joint working to safeguard adults at risk.

Transparency, openness and a willingness to understand and respect individual and agency views are a core aspect of multi-agency / inter-agency working. However, there may be occasions where individuals / agencies disagree on how best to keep adults at risk safe and promote their welfare.

Disagreements can arise in a number of areas, but are most likely to arise around:

• Perceived levels of risk
• Levels of need and whether a concern has met the threshold for a service or intervention
• Roles and responsibilities
• Level or quality of communication/ information sharing
• Provision of services
• Action or lack of action progressing plans
• Cases being / not being stepped up or down and / or closed
• Care Planning

The Cambridgeshire & Peterborough Executive Safeguarding Partnership Board is clear that there must be respectful challenge whenever there is a professional disagreement. The aim must be to resolve a professional disagreement at the earliest possible stage, always keeping in mind that the adult at risk’s safety and welfare is paramount.

If an adult is thought to be at immediate risk of harm, all should respond as required by the SAB and individual agency policies and procedures.

Any worker who has concerns around a professional disagreement should consult their supervisor / manager to clarify their thinking and for advice and supervisory support. They should be able to evidence the nature and source of the concerns and should keep a record of all discussions. These records should be included on the person’s individual record and all practitioners to adhere to their own record management policy and legislative guidance in relation to information sharing and people requesting access to their own records.

Concerns relating to decisions, suspected wrongdoing or dangers at work within an agency, should be raised in line with each agency’s policies for dealing with such matters, including, but not limited to, those setting out the arrangements for ‘whistleblowing’.

Where a dispute involves a complaint about the behaviour or professional conduct of a worker, this should be reported initially to their line manager to action under agency policy. For allegations against staff, the agency’s whistleblowing / complaints procedure should be used and the People in Positions of Trust documentation.

2. Key Principles

• The adult at risk’s safety and welfare should be the key focus at all times and any dispute between individuals / agencies should never leave an adult at risk unprotected
• It is the responsibility of all professionals to be assertive and to present a respectful challenge to the actions and decisions of other agencies where they believe there is evidence to suggest that the adult at risk’s safety may be compromised
• A culture of professional challenge can be developed and facilitated through consistent communication and information sharing between agencies and within clear plans for adults at risk. Professionals should know who in the multi-agency network is involved with the adult and their family
• Individuals /agencies should not be defensive when challenged and must always be prepared to review decisions and plans with an open mind and revise decisions in light of the new information
• Differences of opinion should be resolved at the earliest stage and within the shortest timescale possible to ensure that the adult at risk is protected

NOTE: If an adult is thought to be at imminent risk of harm, the matter should be referred immediately to the Police/Adult Social Care to decide what action to take to safeguard/protect them whilst the dispute is being resolved.