Technola Safeguarding Policy

To be revised January 2020

At Technola, our primary concern is that of the safety and wellbeing of the children that we teach. To ensure this, we have designed our policies in line with government and Ofsted guidance. This policy applies to anyone working on behalf of or for Technola Education, at all levels.

Our Belief

We wholeheartedly believe that children should never experience abuse of any kind; that it is our responsibility to promote the welfare of children; and ensure their safety in a way that guarantees that best practice is followed.

We Recognize That:

• The safety and welfare of the children that we come into contact with is paramount.
• All children have an equal right to protection from all types of abuse or harm, no matter what their background regarding race, gender, sex, sexuality, ethnicity, religion, or age.
• The vulnerability of a child can be increased due to previous experiences, their level of dependence, their ability to communicate, or other factors.
• Working alongside other relevant parties (children, parents, carers, schools and other agencies) is crucial in the effort to best provide a safe environment for children.

Our practice; We Will:

• Value, listen to and respect the children that we teach.
• Maintain our own safeguarding procedures, and adhere to that of the schools, institutions or organizations that contract us.
• Use our own safeguarding policy and that of the schools to disclose any concerning information to the relevant persons, especially the appointed safeguarding lead within each school.
• Maintain a safe and secure environment, free of bullying, by utilizing both our internal anti-bullying policy, and that of each school.
• Implementing our online safety policy and promoting staying safe online in our sessions.
• Ensuring that all of our staff have the relevant and necessary checks performed on them to ensure that they are suitable to work with children.
• Provide staff with suitable training and support to ensure that the highest quality of professionalism is maintained.
• Implement a code of conduct and put measures in place in case of the event that this code is breached.
• Compile a clear and suitable procedure for whistleblowing.
• Ensure that any and all allegations made against staff are investigated thoroughly.
• Create a workspace that is safe for all parties – children, Technola staff and the members of staff at the school’s that we work with.
• Record and store information professionally and securely.

Technola Privacy, Data Protection, and Cookie Policy

To be revised January 2020

Technola Ltd (the ‘Company’, ‘We’ or ‘Us’) collect and use personal data in the course of our activities. We comply with the law, in particular the UK Data Protection Act 2018 and the EU General Data Protection Regulation (GDPR), when acquiring and processing personal data. We are registered with the Information Commissioner’s Office (ICO), the data protection regulator for the UK under registration number: ZA467632.

Our commitment to data protection

We are committed to protecting your privacy and to complying with applicable data protection laws. We collect the minimum amount of information about you in order to provide you with the services you request.

Why we collect and process your personal data

The main purpose is to deliver to you the services that you buy from us and to provide you with any follow-up that is required. We also retain records of all our transactions for tax and accounting purposes.


With your consent, we may also send you newsletters and information concerning our products and activities including special offers, details of new products & reminders.

The data we collect and process

We collect and process data in order to provide services to our customers and users of our website. This may include your name, address, telephone number, and email address, together with data about your use of the website. We may use this data for assessment purposes.


In the course of providing services, any photos and videos of students captured shall only be used for reference purposes for assessments. We will delete these after use and will only use for other purposes with the parent or guardian of the student’s explicit consent.


All data will be stored and retained for the minimum amount of time required to provide the services.


We may also use publicly available information and combine this with information you provide to us.


If you give consent to receive communications from us, we may use an email, telephone or post to communicate with you. You will be free to unsubscribe from those messages at any time.


We do not give anyone else access to personal data unless we are required to by law or the access is for our own team performing services for our website, all of whom are subject to confidentiality obligations.

How long we keep your personal data

We need to keep customer details for at least six full tax years under the UK tax laws.  After that, we will delete your data unless it is needed to provide services to you at your request.

You rights to your data

You have the right to:


• ask us in writing for details of the personal data that we hold on you
• require us to rectify any errors
• have your personal data deleted if there is no reason for its continued storage and processing
• lodge a complaint about the data controller with the ICO (Information Commissioner’s Office).


Further details about your rights under data protection legislation can be found on the ICO’s website at


Your internet browser has the in-built facility for storing small files called “cookies” – that hold information which allows a website to recognise your account. Our website takes advantage of this facility to enhance your experience. You have the ability to prevent your computer from accepting cookies but, if you do, certain functionality on the website may be impaired.

Changes to this policy

Any changes to this Notice will be placed here and will supersede this version. We will take reasonable steps to draw your attention to any changes in our policy.

Training and review

All Company personnel having access to personal data will be given a training session on the GDPR and our Data Protection arrangements.


This policy will be subject to regular review, not less frequently than once a year.

Governing Law

This privacy policy and any dispute or claim arising out of or in connection with it or its subject matter or formation shall be governed by and construed in accordance with the law of England and Wales, and the we agree that the courts of England and Wales shall have exclusive jurisdiction to settle any dispute or claim.

How to contact us

If you have any questions about our Privacy Policy, or if you want to know what information we have collected about you, please email us at

Technola Health & Safety Policy

To be revised January 2020


Our policy has been put in place to ensure that the safety of employees, customers and other parties affected by the activities of Technola Education.


Technola Education ensures, so far as reasonably practicable, that it will:


• Be fully compliant with regards to legal responsibilities and requirements by practicing good health and safety measures in the workplace.
• Provide suitable training and resources to support this policy.
• Ensure that a safe working environment is always maintained.
• Put control measures into place to manage or eliminate significant risks.
• Continue to develop occupational health and safety measures, and implement them accordingly.
• Direct all employees to documentation and offer guidance to ensure their understanding of this policy.
• Review health and safety decisions with employees through consultation.
• Regularly check that all staff are complying with the health and safety policy.
• Ensure that all staff comply with the Health and Safety guidelines of contractors.

Statement of Health and Safety Policy

This document details the health and safety policies of Technola Education. These policies are a commitment to provide safe working conditions for our employees and other persons who may be affected by our activities.


All team members will be directed to this document to ensure their understanding of the objectives stated in this policy.


The health and safety policy will be reviewed annually to ensure that it is meeting the necessary standards outlined by the Health and Safety at Work Act (1974).


Relevant training, documentation and safety management structures support our team by providing clear guidance on the procedures put in place to minimize risk.



• Ensure that suitable and sufficient health and safety measures are in place to limit or eliminate risks in the workplace.
• Provide guidance and training on how to maintain safe working environments.
• Maintain sufficient resources for meeting health and safety objectives.
• Ensure that employees have access to arrangements for consultation, and are involved in the decisions relating to health and safety policy.
• Make arrangements for health and safety policy reviews, meetings and performance reviews to ensure that amendments are made to policy where needed.
• Conduct annual reviews of the objectives of the health and safety policy.
• Ensure that health and safety is considered when implementing new processes or programs of work.
• Provide training for all employees so that they are clear in their own responsibilities with regards to health and safety.
• Ensure that there are suitable and sufficient emergency arrangements in place in the event of accident or fire.
• Ensure that employees are competent for the work that they carry out, and follow health and safety procedures.
• Provide funds to maintain or purchase the necessary equipment to enable the enactment of health and safety measures.
• Implement appropriate recommendations made by relevant parties.
• Investigating any accidents/incidents to improve upon current health and safety policy.


• Ensure that reasonable care is taken in relation to the health and safety of themselves, and any other persons affected by their acts or omissions at work.
• Cooperate with managers and other employees to fulfil objectives and statutory duties.
• Comply with and implement the training and guidance that they are provided with.
• Not knowingly interfere with, misuse or interfere with arrangements, risk management controls or items provided for health and safety purposes.
• Ensure that the equipment that they need is maintained properly, and not use any that they know to be faulty.
• Ensure that damaged equipment is reported to a manager.
• Conduct themselves in a professional and responsible manner whilst on company business.
• Ensure that they know the provided procedures for emergencies.
• Promote safe working practices.
• Report all accidents, incidents and hazards that they observe or are party to, to their manager.
• Enact third party health and safety policies whilst on-site.

Training Policy

• Managers should ensure that new employees are directed to the health and safety policy and associated documentation as part of their induction.
• Managers are responsible for ensuring that all staff with health and safety responsibilities have up to date training and regular reviews to ensure that training objectives are met.
• Ensure that any risks that are of concern are referred to a manager for gap analysis.

Accident Reporting Procedure

• Report the incident/accident to relevant third parties (if on site) and report all incidents/accidents to managers.
• Identify why existing risk management measures failed and amend them appropriately.
• Plan with the intent to prevent repeat incidents.
• Review risk assessments.
• Implement new measures.

Health and Safety Reporting Procedure

• Regular health and safety reviews are to take place to assess current practice, the effectiveness of current measures, and ensure that any new risks are identified. Any identified risks will be documented, and controlled, after which the controls will be reviewed frequently.
• Health and Safety concerns falling outside of the reviews should be reported to a manager.

Technola Inclusion Policy

To be revised January 2020

Inclusion is a critical part of classroom teaching and learning, and as such, we strive to create and deliver lessons that will keep children of all needs engaged throughout our sessions.


At Technola, we celebrate difference and diversity in both our staff and within the classes that we teach. In order to help all parties get the most from our sessions we aim to:


• Empower our staff and pupils in the development of their personalities, skills and abilities.
• Provide and maintain constant equality of opportunity.
• Foster a love for learning in all of the pupils that we teach.
• Provide sessions that are accessible for all pupils.


We will:


• Implement our own inclusion policy consistently throughout all sessions.
• Maintain the inclusion policies of the schools that we work with.
• Ensure that all discrimination and/or prejudice is eliminated.
• Comply with the legislation set out by the DfE regarding inclusion.
• Ensure that we offer appropriately differentiated sessions for pupils of all needs.
• Recognise that achievement means something different to every individual, and that we will celebrate these achievements, no matter how small they seem.

Inclusion Groups

To address inclusivity, we recognise the diversity of contexts, backgrounds and needs within our classes, different groups may need extra or differing support. Whilst we recognise the needs of children of any ability, we ensure that we pay attention to varying groups and demographics, such as:


• Girls/boys.
• Different ethnicities.
• Faith groups.
• Children with EAL.
• Children with SEN of any form.
• Gifted and Talented pupils.
• Any children at risk of disaffection or exclusion.


This list is not limited to these groups, but it provides an example of some of the factors that we must be aware of.

Responsibilities within Inclusion


• Formulate and review Inclusion policy.
• Ensure that Technola complies with County Council and DfE guidelines and legislation.
• Provide appropriate resources and training regarding inclusion.
• Seek specialist advice on inclusion to boost the companies’ capabilities as an inclusive provider.
• Promote high standards of inclusion within the company.


• Implement the inclusion policy guidelines.
• Actively celebrate successes of all children.
• Identify barriers to learning, and devise differentiation as appropriate.
• Promote inclusion within the company and the schools.
• Follow the inclusion policy of any school that they may be working in.

Teaching and Learning

As it is a child’s right to access a broad, relevant and challenging curriculum, we design all of our sessions with inclusion in mind.


We recognise that children all thrive in different ways, with differing support, and we offer the means by which to help these children develop their own skills, confidence and social skills through our sessions.


Our tutors ensure that children:


• Feel safe and secure in their learning environment.
• Know that their contributions are valued.
• Are encouraged to take responsibility for their own actions, especially when other children are involved.
• Are taught in a way that allows them all to experience success.
• Can access the session, no matter what their learning style is.
• Are challenged.
• Are encouraged to participate at their own level, regardless of any barriers to learning.

Ensuring Access to the Curriculum

We work closely with the schools that we teach at, to ensure that there is provision in place for every child who needs it, regardless of any barriers to learning. When we identify a child who is struggling in a session, more support is put in place by the tutor, and all of our work can be differentiated to a degree. If a child falls significantly below the expected level of understanding and attainment, we can offer sessions from earlier year groups to ensure that child is still accessing the curriculum. Any children that we identify as exceeding expectations can be given extension tasks to ensure that they are consistently challenged by the work.

Evaluations and reviews

Our inclusion policy is subject to periodic reviews, to ensure that it is relevant and effective. If an issue regarding inclusion is raised, it will be discussed and this policy will be amended accordingly.

Technola Equal Opportunities and Hiring Policy

To be revised January 2020

Policy Statement

In accordance with government legislation, all prospective and current Technola employees are afforded equal opportunities within their employment at the company. This is inclusive of (but not limited to) career progression, entry into employment and the general workplace environment. With regard to each post, suitability for, and the ability to perform the duties of the job are the only factors taken into consideration.


It is the responsibility of all employees to co-operate with this policy to ensure that no discrimination takes place. Our employees must not harass anyone (in any case), especially in matters pertaining to race, belief, colour, sex, gender, age, disability or sexual orientation. Reports of any employee breaching these conditions will be investigated immediately, and appropriate action will be taken.

Code of Practice

As an inclusive company, we welcome and embrace diversity amongst our employees, and will, as for as reasonably possible, seek to ensure that all Technola employees are treated fairly within the job. This extends to the hiring and recruitment process, whereby the most suitable person for the job in terms of qualification, experience and attitude will be selected for the job. As we are committed to the core principle of equality of opportunity, we will adhere to the following code when selecting and recruiting individuals for all positions:

1/ Selection Criteria

Our selection process will be carried out consistently for all jobs at all levels. The expectations of, and criteria for, these jobs will be clearly stated in correspondence sent to the applicant. This correspondence will also outline the company’s commitment to equality of opportunity. Job qualifications or requirements which may inhibit applications from particular groups of people will not be imposed unless they are explicitly required for the job to be done, and as such can be justified.

2/ Advertising

All of our advertisements for jobs will be published in a wide range of places and in a wide range of formats, so that we may attract applicants from everyone who is suitably qualified and/or experienced. To ensure this, we will endeavour to publicise our job opportunities in a way that does not restrict the demographics of the potential applicants. All of our job adverts will state our commitment to equality of opportunity.

3/ Selection Methods

Our selection process adheres to the national and state requirements which cover equal employment opportunities and follows anti-discrimination legislation. The selection of new employees is solely based upon their suitability for the job.

4/ Interviews

Whilst all of our staff comply with our company policies on equality of opportunity, we will ensure that those conducting shortlisting, interviewing or making recommendations of an appointment will be briefed on the job selection criteria to maintain its’ importance as the sole consideration when selecting and hiring candidates.


At least two people will interview applicants, with all questions relating to the selection criteria, and none pertaining to age, assumptions about personal life, or the assumed traits or suitability of any other personal factors.


If at any point it is necessary to assess whether personal circumstances will affect the performance of the job (for example, travelling a lot), factors will be discussed objectively and asked equally of all candidates. If any disabled applicants identify themselves at the application stage, appropriate interview arrangements (such as accessible interview rooms) should be offered to ensure that equality is maintained with regards to competition for the position.


To ensure that this policy, and the need for this policy, is understood, Technola will provide briefings/training that:


• Acknowledges and addresses the harmfulness of discrimination towards anyone, that is based on a prejudice stemming from preconceptions of their character, due to their race, belief, colour, sex, gender, age, disabilities, etc.
• Analyses the ways in which discrimination can occur, directly or indirectly, and provides guidance on ways in which it can be prevented.
• Assists employees of the company to ensure that they behave in ways that are not discriminatory.
• Explains the structures and access to complaints processes, so that they may raise grievances if necessary.


Our only concern when assessing and considering potential candidates for promotion is their aptitude and ability to perform well in the job. No personal factors pertaining to race, belief, colour, sex, gender, age, disability or sexual orientation are taken into account.

Grievances and Disciplinary Measures


All allegations of discrimination will be dealt with quickly, seriously and confidentially. Any employee may use the grievance procedure to complain about any form of discriminatory conduct. We endeavour to create an environment whereby no employee will feel inhibited when raising such a grievance, and that there will be no penalty for doing so. There will however be a penalty should the grievance be falsely lodged with the intention of attacking another employee.

Disciplinary Measures:

Any employee who is found to be harassing or discriminating against someone based on race, belief, colour, sex, gender, age disability or sexual orientation will be subject to the company’s disciplinary measures. If the case is serious enough, and amounts to gross misconduct, will result in dismissal in the absence of mitigating factors.

Record Keeping

Details of candidates and the rationale for the selection or rejection will be kept on record for at least six months after and appointment has been made. This practice is solely for the case in which evidence is required for an employment tribunal or other proceedings. Records of sex, ethnic group, age and disability of all candidates will be maintained if there is a case in which there is a need to analyse application and selection proportions based on demographics.

Review of Recruitment Practice

As with all Technola policies, this code will be reviewed periodically to ensure its’ effectiveness within the company.