Pointers for Practice: Strategy Meeting – Good Practice & Roles/Responsibilities

Purpose of the Meeting

• Coordinate safeguarding, criminal, and employment procedures under Wales Safeguarding Procedures.
• Identify and mitigate immediate risks to children or adults at risk.
• Ensure decisions are documented and based on the Four Threshold Criteria.

Good Practice Principles

• Convene promptly (within 5 working days of the initial strategy discussion or sooner if risk dictates).
• Share all relevant information, including previous referrals and low-level concerns.
• Review adequacy of interim safeguards and risk assessments already in place.
• Ensure the voice of the child/adult at risk and the individual subject to the allegation is considered throughout the process.
• Document decisions, rationale, and agreed actions clearly for accountability.

Examples of Good Practice

Pre-meeting preparation:
Employers complete a risk assessment before the meeting and share it with the LADO/DoS.

Inclusive attendance:
Invite relevant regulatory bodies (CIW, HIW, Estyn), HR representatives, and agencies involved in the individual’s employment.

Clear communication:
Agree what information can be shared with the individual, the child/adult at risk, and their family at each stage.

Voice of the individual:
Ensure the person subject to the allegation has an opportunity to provide their account when safe and appropriate.

Voice of Child/Adult at Risk:
Ensure that the child/adult at risk has been spoken to and their views/experiences are considered.

Risk management:
Consider transferrable risks beyond the immediate setting (e.g., other roles, voluntary work).

Follow-up:
Schedule additional meetings if investigations are ongoing and maintain regular updates to employers and individuals.

Roles & Responsibilities

• Chair (LADO/DoS):
  • Convene and chair the meeting.
  • Ensure appropriate agencies and regulatory bodies are invited.
  • Guide decision-making and ensure consistency with threshold criteria.
  • Record and monitor actions and timescales.
• Employer/Organisation Representative:
  • Provide information about the individual’s role and any internal risk assessments.
  • Consider suitability to continue working and implement interim safeguards.
  • Ensure welfare support for the individual subject to the allegation.
• Police & Social Services:
  • Share information relevant to criminal or safeguarding investigations.
  • Agree lead agency for enquiries and interviews.
• Regulatory Bodies (e.g., CIW, HIW, Estyn):
  • Advise on compliance with professional standards and regulatory requirements.