Mentor Handbook - MPs€¦  · Web viewIn2Out. Mentor Handbook. Changing lives from the Inside to the Out. June 2016. Handbook for Mentors, working under the supervision of their

In2Out

Mentor Handbook - MPs

Changing lives from the Inside to the Out

Handbook for Mentors, working under the supervision of their Mentor Partner church

June 2016

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Important Note

This Handbook is intended for mentors working under the supervision of an In2Out Mentor Partner

eg a Church.

For mentors working under the supervision of In2Out, then please refer to the applicable

Handbook.

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ContentsBeing a mentor......................................................................4Introduction...................................................................................................................................5Participant profiles.....................................................................................................................7Mentoring timeline / process................................................................................................8General principles for mentoring.........................................................................................9The “Deal”....................................................................................................................................12Pathways......................................................................................................................................13Quick guidelines for meetings.............................................................................................14Mentor meeting essentials...................................................................................................16What to do if…............................................................................................................................17

Crucial Foundations.............................................................18Safeguarding...............................................................................................................................19Personal safety...........................................................................................................................20Confidentiality & Disclosure................................................................................................21Professional Boundaries........................................................................................................23Church Attendance...................................................................................................................24Training and personal development................................................................................25Important numbers.................................................................................................................27

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Being a mentor

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IntroductionThank you for being prepared to give of yourself to help young people get their lives on track. At present, 68% of young offenders leaving custody re-offend and are returned to custody within 12 months of release. Last year, for the young people who engaged with the In2Out Programme, the re-offending rate was 22%.The goal of In2Out is to help young people with convictions to live more fulfilled lives and avoid re-offending. We are pleased that your church is our Mentor Partner – specifically to support and help young people in your area who say they want to “go straight” and are asking for help.Doing this important work will cause you to question and consider many things – about yourself, about your faith, about society around you – and likely will result in both positive and negative reactions from others. Working with young offenders raises many issues for you and also your church on topics such as risk, confidentiality & disclosure, safeguarding, substances, governance & oversight, transparency, lone working, professional boundaries – to name just a few! The purpose of this document is to provide a handbook to help you navigate some of these issues in simple, practical ways. It should be read in conjunction with:-

The on-line In2Out Mentor training course, and Your specific church policies, procedures and structures.

In deciding to be a Mentor Partner, your church leadership will have been encouraged to work through a number of matters regarding the inclusion into church of persons presenting a risk.These will have helped your church leadership ensure good foundations and structures are in place to support and protect you, your family, the church community and also the Participant.

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Being a Mentor to these young people will likely be challenging – but we trust greatly rewarding - and hope this handbook will help equip you for that journey.

Being a mentor – “in a nutshell” What’s the purpose of mentoring?To help the Participant live a more ordered life, by:-

Providing a positive influence in their life, as an alternative to others, whose world-view may encourage or be ambivalent to criminal activity

Helping the Participant develop important life-skills and resilience to navigate the challenges that they may encounter in life

Facilitating the move towards attitudinal change and more fruitful lifestyle choices

Supporting them in addressing topics such as employment, housing, health, finance and relationships

Developing a strong sense of self-worth and confidence, a new circle of friends and acquaintances, and more wholesome activities.

What is expected of a mentor? (Ideally) To build a relationship with a Participant prior to

release and be available to meet them at the prison gate as they leave custody

To agree clear boundaries and objectives To offer every reasonable practical effort to help the

Participant establish a meaningful life in society To offer support and advice as the Participant learns to

make their own decisions To safeguard themselves, the Participant, and all who may

have any contact directly or indirectly as a result of the mentoring work

To measure and monitor the Participant’s progress To be accountable to your church organisation

What should a mentor prepare for? Rapid decline back to behaviour the Participant showed

pre-custody Lack of transparency in conversations (eg telling lies) Loss of interest in the mentoring process Lack of appreciation for efforts made ‘No-show’s (i.e they don’t turn up when you do!) And, of course, being disappointed, hurt, let down, lied to,

ignored, patronised and offended….

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What should a mentor hope for and work towards? Breaking the cycle of offending for your Participant Playing a part in the transformation of a chaotic life

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Participant profilesWho are we dealing with?Young people with convictions – i.e. aged 15-21 years who are leaving custody with a real desire to sort out their lives and avoid re-offending. We can only help those who want to be helped.However, please note that…

Less than 1% of all children in England are in care but 30% of boys in custody are ‘looked after’ children.

39% of Young Offenders have been on the child protection register or have experienced neglect or abuse

1 in 4 young offenders have learning difficulties (IQs below 70) and a further 1 in 3 have borderline learning difficulties (IQ 70-80)

25% of children in the youth justice system have identified special educational needs

Nearly 70% of under 18 year olds are reconvicted within a year of release

52% of young offenders were permanently excluded from school

Each one of our Participants has grown up with life issues that have contributed to the way they are:

Most of the young people have experienced chaotic or broken families, or generational un-employment and offending

Some have suffered mental, physical or sexual abuse A lack of morals and low behavioural standards resulting

from a lack of good role models No concern for others leading to actions that ignore

consequencesThe Participants you mentor will have their own unique back-story – but you will likely very soon observe many of the above symptoms. What they regard as normal may be very different from you – whether that relates to education, work, other’s property, violence, substances, language, physical abuse, personal hygiene, relationships…Based on their offending history and other information obtained whilst in custody, In2Out will have communicated to your supervisor any specific risks posed to or by the Participant, therefore you and the church can take any appropriate precautions.

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Mentoring timeline / processEvery Participant is different. A different back-story, different needs, different hopes and dreams, different abilities. The mentoring process therefore needs to be unique for each case. However, there are similar key milestones:

1. The first enquiry for help “on the out” may be initiated by the young person, or encouraged by the Prison Chaplaincy, a Youth Offending Team or Prison Resettlement worker. However it came about, the mentoring programme inclusion criteria are simple:-

a. The young person has decided they want to go straight

b. The young person is asking for help (no one else can ask!)

c. They do not appear to have conditions which are too complex to support (eg complex psychological conditions)

d. The mentoring organisation has the capacity to support them.

2. Each request for help is carefully considered by In2Out. This involves obtaining information from a number of Statutory sources, and a Risk Assessment produced. If accepted, a link worker or mentor is introduced and begins to build a relationship with the Participant whilst still inside.

3. Immediately after release there will be a period of re-orientation and settling back into the community. Frequently this involves addressing practical matters or issues associated with key resettlement “pathways” such as accommodation, use of time, money, substances etc. (See later section). Some young people may have become institutionalised, and a sudden loss of structure can be difficult to handle. This resettlement period can take many weeks, lots of phone calls and cries for help!

4. Alongside continuing to help the Participant resolve ongoing life-issues as they arise, the mentor then leads them through a series of planned discussion and interventions. This is the most diverse period in the relationship and will be very different for each Participant.

5. Having addressed the key pathway points (and, probably, having done so on a number of occasions!) to the point of at least semi-independence, it will be time to celebrate. Perhaps the end of the license period, or another significant self-determined milestone – and time to decide

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whether, and how, the relationship should continue.

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General principles for mentoringTransparency is crucialYou must be transparent in all your dealings with and concerning your Participant. Transparency is the antidote to safeguarding issues and false accusations.Transparency starts in simple practical ways. For example, although your home or that of the Participant may be a convenient place to meet, you should avoid using any place which isn’t public. A coffee shop is much better. Others will be around so you are safer from any false accusation and it minimizes any lone-working concerns. Similarly, be careful about offering lifts to the Participant when you are otherwise unaccompanied. Lifts should only be given in same gender situations. If you transport a Participant who is a minor, this should only be after contacting the parent/carer to let them know you are doing this. They should sit in the back diagonally across from the driver, not in the front passenger seat. Child protection is the reason you should use to explain this. Transparency means safety!Be sure you know and follow your church guidance on the above topics.Accountability is vitalIt’s important to remain accountable as a mentor to your supervisor. This is part of transparency.The expectation is that you will meet with your supervisor periodically in order to stay accountable. This will likely be by phone, face-to-face and through the mentoring notes you make.If you have any concerns or worries that you want to talk about you don’t have to wait until the next meeting. You can phone your supervisor at any time and either chat on the phone or arrange to meet for a longer conversation. Any information about criminality, abuse or emotional/physical danger must be reported to your supervisor in case further action is necessary. This will help to ensure timely and appropriate action is taken and will take the responsibility off you to make those choices. You are not meant to be doing this on your own! For the avoidance of doubt, these are the issues to be reported immediately:

Self-harm Severe bullying Suicidal tendencies Physical or emotional abuse Sexual abuse

Once these issues are reported, your supervisor will speak to you about how to continue to support the Participant.

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Transparency and accountability underpin

good practice

Record keeping facilitates

transparency and accountability

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Record keeping is necessaryIt’s really important to keep records of each and every interaction or task undertaken on behalf of the Participant. You must do this for each mentoring session and, after providing practical help or other support, using the mentoring notes form, a copy of which is given to your supervisor as it:-

Promotes transparency Enables appropriate oversight Protects you and your church against allegations Helps you to remember matters from previous mentoring

sessions Allows your supervisor (and thereby the church

governance leadership) to understand the nature of support being given to the Participant and the demands on you – including any help you may need. You are not meant to be on your own! This is a team effort!

Being an exampleThe person you work with may never have had a positive role model, and over time should develop a respect for you.

So lead by example in terms of attitude, language, lifestyle etc.

Always set expectations that you are able to meet. Be dependable, be discreet and maintain appropriate

confidentiality Dress appropriately Always refer to other agencies respectfully Do not be indiscreet about other Participants, mentors,

your church organisation or members.

“Dumping”Mentoring is intended to be for the Participant’s benefit. While you may wish to share personal experiences, this must be done only in order that you help them deal with a similar issue. Avoid ‘dumping’ your personal circumstances or current situation on the Participant. Being a mentor comes with professional boundaries and your Participant has enough issues of their own to deal with without having to help you with yours! DependencyIt’s important that you’re available for the Participant whatever difficult things they encounter in life. However, they shouldn’t become overly dependent on you. Set your boundaries in the first session and then let the Participant know if you feel they are contacting you too much (for example lots of texts about trivial matters because they are bored!) or if they are expecting you to do everything for them. This leads us directly into the next topic!

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Be a role model – rather than a lecturer!

It’s not about you!

If it wasn’t recorded, it didn’t happen!

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Managing needManaging need can be one of the most complex areas of being a mentor and also the area which poses big challenges regarding risk, safeguarding, personal safety and professional boundaries. It also frequently touches on the lives of others who are not Participants.As a trusted contact, the Participant will look to you for help if they are in need which will present in a number of forms (e.g. Financial, Accommodation, Transport, Food, Substance dependency, Health). It will often be the catalyst (or, at least, the excuse) for a return to offending. For many Participants, chaos is the norm. It can even be a mechanism for a Participant’s securing of attention and done in such ways as to start “conditioning” you to respond! They can be very convincing!In the early weeks there can be a serious risk that you will “fire-fight” or rescue much of the time and even get sucked-into the chaos. It may take months to work through it - when underlying need is to address choices and consequences that lead to the chaos.No two cases are the same, but over time you may see patterns – which is where supervision and case management are invaluable.There have to be boundaries. The underlying need is to help bring order, and, whilst things may go “off plan”, emphasising (or reverting quickly to) a regular pattern of engagement is typically most beneficial. It brings routine and structure, moving-on from learned helplessness, institutionalisation and dependency.Be sensitive to the attitude shown by the Participant, recognising that your role is to help when they can’t help themselves. However, you are not expected to meet every need, but to act as a signpost as to how that need might be met.

Firstly, ensure that you are familiar with your church policies for meeting needs and any provision it may be able to offer.

Investigate other agencies in the locality who may be equipped to provide appropriate services.

If you are still unable to resolve the need, then contact your supervisor for advice.

In all cases where the Participant is in need you must report the situation to your supervisor.

Regular supervisionEvery Mentor should participate in a regular supervision meeting – ideally monthly (or as soon as possible on demand).

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This is about you!

You are not expected to meet every need

Try not to get sucked into their chaos

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This is about ensuring your personal wellbeing - allowing you to off-load from difficult mentoring sessions - and is immensely useful in restoring your life perspective!

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The “Deal”What is the “deal” between you and your Participant? What is each of you committing to do – and not to do? What are the boundaries? What are the expectations for how each of you will behave? “The Deal” is what you agree it to be. You decide. You control it.Early in the relationship you should understand what sort of help the Participant is asking for and consider what you are able (and prepared) to give. It is a two-way agreement – his request and commitment to try and go straight, and your commitment to help him.Over the coming months it is likely the relationship will have its ups and downs, and you will come back to discussing what you agreed. Clearly neither of you know many of the detailed challenges that will arise, so typical general things it should include are:-

How often to meet. For example, early on maybe once or twice per week. If all goes well, this will reduce in frequency

Where and when you will meet (this should be public place)

Any limitations on phoning you (eg not after 10pm) What to do in emergencies If drugs or alcohol are one of their challenges then for

them not to turn up under their influence Taking their medication (if that is a necessary part of their

treatment) Honesty and openness To expect that as a Mentor you will challenge their

behaviour Specific areas for help may for example include:-

Compiling a CV, getting some work experience and eventually a job

College entry or securing an apprenticeship Benefits / bank account Sorting out accommodation Building positive relationships

Remember, that if the Participant is a minor, then their parent or carer must be involved in agreeing the mentoring support you will be providing.

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The “Deal” is what you decide it to be

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Pathways“Pathways to Resettlement” is a useful mentoring tool. It looks at ten key foundations which collectively reduce the tendency to re-offend and also allows progress to be assessed on each of these pathways:-

1. Accommodation2. Time / Work3. Health4. Substances5. Money6. Relationships7. Attitude8. Faith9. Life-skills10.Emotions

Each pathway is sub-divided into 10 steps or phases, and the resultant output can be depicted as a “spider”. This visually provides an objective assessment of the Participant status and progress.Because most of the practical challenges a Participant typically faces will relate to one or more of the pathways it can provide a great discussion framework and focus for support. Seeing change in status can be a great encouragement (or learning point!) as can the Life Change Curve. The example below reveals a severe post-release “dip” which (sadly!) is not uncommon and you should be prepared for this. When looked at retrospectively with the Participant it can be a powerful learning tool, helping them identify what was going on at that time and connecting it to specific issues. Speak to your supervisor about this and other mentoring resources.

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Time/Work

Health

SubstancesMoney

Relationships

Attitude

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Life Skills Emotions Offending

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Quick guidelines for meetingsLocationTry to agree on a neutral public place – that’s not too posh! A café is great as there are tables to sit around and you can buy a (non-alcoholic) drink.

AttendeesWhen working with minors, endeavour to be accompanied at all times (i.e. work in twos). With adults too, unless you have entered a ‘trust zone’ in a longer-standing relationship.

Outcome & goalsEarly on, in the resettlement phase, you will likely be “fire-fighting” and reacting to new challenges or the consequences of (sometimes ill-considered) behaviour. This is an important time as they will see you are there to help them and you may even be the first person who they can rely on.It’s important to set goals for the young person. Hopefully as stability increases, you can work on specific goals and desired outcomes, so start identifying what you want out of each meeting before embarking upon it. It is always good to agree on one or two goals to work on between now and your next meeting. Some may seem small or trivial at first but will provide positive achievement, growing self-confidence and opportunity to encourage and praise!

What will we talk about?One of the things the Participant will have done with In2Out whilst still in custody is identify their “Hopes & Dreams”. This is a good starting point for getting to know them as well as for setting goals.As discussed in the previous section, the Pathways “spider” is also a great tool to use as it provides a context for discussions about what is going on in their life. By updating it together they can actually see progress and improvement (or the impact of poor decisions).Finally, have a number of open questions ready to start conversations – you may like to fall back on a set of prompt cards – see your supervisor.

Behaviour, language and lifestyleYou will probably disapprove of some of the things that your Participant does or says in their daily life. It won’t be much like your lifestyle. However that displays, try not to show disapproval. Don’t be judgmental (remember, you start from a different place than them and what is “normal” to them may be very different from your norms). Don’t impose your standards. If they choose to be promiscuous, immoral or illegal, then your place is simply

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the right direction than

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to be available to them to come back to when they want to sort it out.

Provide challengePart of your role as a mentor is to challenge the young person - both to push out into new areas of life (eg work or learning) and to challenge behaviour.

ForgivenessThey’ll find it hard to forgive themselves… it’ll be harder if you don’t!Always start from today; be reluctant to look to the past, other than to learn from it, and clear the air every time you meet. ‘Don’t let the sun go down on your wrath’

TimingParticipants will get bored quickly. Keep the conversation moving and ensure that you are sensitive about when the meeting should finish. The end of the coffee, or the McFlurry, can be a good indicator!

ExpenditureDon’t become a Santa substitute – but always buy the coffee (and, maybe, a small snack). Avoid agreeing to requests for money, but be prepared to signpost appropriate help (e.g. Foodbank or soup kitchens).Refer to your church policies regarding expenditure.

CommunicationAdopt a ‘genuinely interested’ questioning style (rather than interrogating). Let the conversation flow naturally and aim to spend more time listening than speaking during your meetings. Maintain eye contact as much as possible. Remain upbeat… from a smiling greeting to cheerful goodbye. Be sympathetic if the Participant is sad… but look for positive ways forward. Most importantly…LISTEN! LISTEN! LISTEN!

Taking notesWe have covered this earlier! It is essential to keep records for transparency, the provision of oversight by your supervisor, and safeguarding - of you as well as the Participant. Our memories quickly distort or forget.Don’t forget to make sure the Participant is comfortable with you making notes in their presence (eg in your note book) of anything that you feel is important to remember.

You lead the sessionEncourage the young people to bring stuff they want to talk about. But remember that you lead the session.

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Learn to listen, listen to

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Sometimes just chat or play poolSome days you may not wish to use many tools or anything very structured at all. That’s OK!

Be interestedSometimes your Participant will share things that may not seem very important to you. It’s important that you show that you care.

Don’t create dependencyMake sure that the only dependency you create is on God!

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Mentor meeting essentialsDaybookUseful to plan your meetings and record the important information that arises from your meeting

MintsDon’t have breath that would immobilize a buffalo… and you may even need some mints for your Participant!

PenIt will be unusual for your Participant to be able to provide you with one

PhoneEnsure that your phone is charged and has credit before you meet

Personal alarmCarry one or download and activate the Hollie Guard smartphone app if you are concerned

Someone needs to knowWhere you are going, who you are with, when you will be back

Toolbox Cue cards, simple games or exercises: Useful tools for

learning, for awkward silences… or to encourage a perception of equality

Pathways “spider”: This chart can be used to explore and record how Participants are progressing on each of the 10 pathways, and where they were a few weeks or months ago.

Meeting record: This is a form on which you will record a summary of the meeting, including specific outcomes, topics for the next meeting or specific concerns, a copy of which is to be passed to your supervisor.

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What to do if…..The Participant hasn’t shown upThe first time this happens you will feel hurt, let down and even abused. Try not to let your feelings overflow into your relationship. There will almost always be an excuse. Expect to be disappointed. Maybe even express that feeling but make it clear that we always start again from today.

The Participant is clearly lying to meIt may help to confront the Participant, rather than with the lie, with the fact that you can’t help unless they are open and honest with you.

I know my Participant is offendingEncourage desistence. Help them identify the consequences – on their hopes & dreams, on those around them and that their newly established freedom will likely be removed.

The Participant is drunk, “stoned” or using substancesClearly you are not going to have a constructive meeting so don’t try! Tell them to go straight home or to another safe place. If necessary, and provided you feel safe in doing so, help them to get there. Get in touch with them soon after, agree to meet up and talk about it in the next meeting

The Participant steals something of mine (or I think they have)Firstly, prevention. Do all you can to keep temptation out of their way – for both your sakes – so keep valuables out of sight or ideally don’t have them with you. If it happens, always report a suspected theft to your supervisor immediately and decide how it should be dealt with.

We don’t get alongVery occasionally a young person and their mentor may struggle to get along from the outset. If this happens don’t panic. Come straight to your supervisor, chat it through and agree the best course of action.

I feel unsafe Exit the situation! Your personal safety comes first. Then speak to your supervisor and agree what is to be done for the future. My Participant is abusive to meYou don’t have to stand for being abused. Report it immediately to your supervisor to deal with it. When your Participant signed-up for the Programme, they agreed to certain standards of behaviour.

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Working with the Participant is bringing up a lot for me personally It’s vital we all have an outlet for ourselves. Talk to your supervisor. You are not meant to be doing this on your own!

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Crucial Foundations

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SafeguardingOverviewSafeguarding is relevant to everyone.You must be mindful of your own well-being and safety, that of your family & friends, your community (neighborhood, colleagues, work place) and your church.The Participant also needs to be protected (physically, mentally and in respect of his personal dignity) along with his family & friends and community. (Remember, the Participant may also be a minor).Inappropriate disclosure of confidential information is one way that you will endanger someone. You should also be aware that the back-story of your Participant means you may have to take precautions when you are together or if you accompany them to a place of trust (ie to Church).

Safeguarding policies & procedureEnsure you are familiar with the church policies and procedures, and have completed any required training.

Raising Concerns (Whistle-blowing)Things can going wrong, be it an error of judgment or deliberate intent. Identifying the potential for such a situation is crucial and enables us to act swiftly to avoid harm. Encouraging openness within the church and mentoring team allows us to ‘nip in the bud’ anything that raises concern questions or that might develop to cause harm to Participants, mentors, other church members or stakeholders. Ensure you are familiar with the church policies and procedures for raising concerns and also managing confidentiality.

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Personal safetyIt is important to consider some practical points about the relationship with your Participant as this will safeguard you, them and also others.

Avoid disclosing personal details (home/work address, landline telephone numbers etc).

Always tell someone, when and where you are meeting a Participant.

Try to meet in a public place – especially early in the relationship.

Ensure your phone has ‘credit’ and enough battery charge to make an emergency call.

Consider carrying a personal alarm or install an app such as Hollie Guard on your smartphone. Visit www.http://hollieguard.com.

Put anything valuable in the car boot (or avoid taking it with you).

Be aware of drugs or alcohol the Participant may be taking, and be prepared to end the session and meet another time – when the topic may be discussed!

If meeting at the Participant’s home, make sure you are accompanied and that you know how to exit unimpeded.

If the Participant has a dog, and you are worried by it, explain your discomfort and ask the Participant to put it into another room.

Draw your meeting to a close if it becomes obvious that the Participant is becoming aggressive or threatening.

Record/report indications to your Supervisor of the Participant initiating or returning to violent/abusive/criminal behaviour.

Personal Safety policy & procedureEnsure you are familiar with your church policies and procedures for personal safety – including any lone working.

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If you feel in any way

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Confidentiality & DisclosureWhen the Participant requests to join the In2Out Programme, they give permission for In2Out to obtain, share and record information about them that’s in their interest. As you get to know your Participant you will enter their Trust ‘zone’.Your Participant must learn to trust your discretion and actions. They must believe that you will hold in confidence everything they disclose to you. You should make it clear to them, however, that there are some exceptions to this:Illegality. If you are told about acts of a criminal

nature (past, current or about to be committed) then you must remind your Participant that you are bound to record and disclose these to your supervisor. However, in most cases that information will stay there, within the church accountability structure.

Abuse You should work towards resolution of abuse being perpetrated against your Participant, or someone they know. This will almost certainly require disclosure to your supervisor or…

Safeguarding If you believe that something you have been told will put you or someone you know (including your Participant) or another person at risk then you must take action immediately to prevent harm.

Supervisory Sessions During your regular supervisory with your supervisor you should discuss issues like these and record them as disclosed within the organisation. You will know whether they should be reported to other agencies.

“Sharing”If you feel you need to share difficult mentoring issues please don’t be tempted to share them with your life partner! They almost certainly won’t have the full picture and, unless they have been trained, won’t necessarily understand the issue or it’s impact on the Participant. Notwithstanding that, it isn’t fair to put the pressure of such issues on someone who hasn’t signed up to them like you! We understand about the difficult things that you will discover during your sessions, and you will need to off-load this

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When do we break the

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information as soon as possible. That is what your supervisor is there for.Please assess the risk very carefully before disclosing to anyone other than to your supervisor. Careless talk can be very damaging.

Aiding & AbettingYou are under no legal obligation to disclose your knowledge of a criminal act. You are not committing an offence by not passing on your knowledge. However, you are being morally irresponsible if you withhold information about actions that will cause serious personal harm or endanger the life or well-being of another.You should also avoid giving opinion or advice to the Participant about their offending behavior (other than telling him to desist!) so as to avoid being complicit in their actions and being guilt of aiding and abetting their crime.

Confidentiality Policy & ProcedureEnsure you are familiar with your church policies and procedures on Confidentiality & Disclosure.

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Professional BoundariesIn2Out encourages its Mentor Partners and mentors to promote a professional context for working with Participants by describing basic principles that govern professional practice. These principles include:

Boundaries defining the limits of behaviour, which allow mentors and Participants to engage safely in a supportive, caring relationship. These boundaries are based upon trust, respect and the appropriate use of power or influence.

The relationship between mentors and Participants is a caring relationship that must focus solely upon meeting the needs of the Participant.

On occasions a mentor may develop an attachment towards a particular Participant (or vice versa). While this may be natural, the mentor should ensure that this does not lead to a breach of any professional boundaries and should be discussed as part of regular supervision.

Observing clear boundaries within the mentoring relationship are vital to protect:-

You The Participant The reputation of your church as the mentor partner

organisationThey help avoid misunderstanding, hurt, alarm or false accusation. This broad topic is addressed in the “First Steps” on-line mentor training course. As a reminder, they cover conduct relating to:-

Financial relationships Providing advice Influence Approachability Touching Privacy Personal disclosure Concealing information Discussing others

At all times, we must strive for the highest standards of professional behaviour and be transparent in all we do.

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Professional boundaries

misunderstanding, hurt,

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Church Attendance and WorkplacesIntroductionA Participant asking for help into the work place or to come to church with you or join the youth group etc may represent a massive step forward on their journey and be the fruit of months of patient hard work by you. However, introducing a Participant brings with it certain responsibilities which must be taken seriously.Church AttendanceWhilst general safeguarding good practice always requires on-going vigilance, when working with people who present risk there is a need for “informed vigilance” because a church is an environment of trust.Inclusion of a person who poses risk to others (PPR) does not mean giving them freedom to act as they wish if that endangers others. The Church cannot know the heart of any individual so it needs to operate within clear guidelines to ensure that the possibility of harm is reduced. The issue of trust is separate from the concept of forgiveness – therefore the Church has a responsibility to require limitations on the inclusion of a PPR in order to protect others – and we must respect and support them in that.We are managing the specific consequences of offending, and whilst Christian forgiveness is unconditional, inclusion may be conditional.Clear boundaries and expectations are necessary to ensure the safety of a church community.The use of an Attendee Agreement is an appropriate response to ensure the Church environment may be secure and as free from danger as possible. The Agreement provides a sign of the Church’s commitment to the offender, and defines the basis on which the PPR may participate in church life.To preserve the dignity of the ex-offender, the Agreement will be confidential to a very limited number of people (typically the Participant’s “circle of responsibility”) within the church’s Safe Practice structure.WorkplacesWhilst workplaces are not places of trust in the same way as churches are, there may be risks that the employer should be aware of as they have legal responsibilities towards the Participant, other staff, customers and general public who may be impacted by the activities of the business. Workplace and Church Attendance AgreementsIf a Participant asks you to take them to church events, to introduce them to a church or into a workplace, then you MUST FIRST speak to your supervisor. Depending on the nature of

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Christian forgiveness

For “one-off” church 29

the Participant’s offences it may be necessary for a Church Attendee Agreement or Workplace Agreement to be put in place. For a “one-off” church visit, the best and simplest solution is likely to be that you accompany and remain with them at all times. For some Participants, agreement and approval of Probation or YOT is required – but it is good to work with and involve them in all situations.

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Always involve Probation or YOT

about Agreements

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Training and personal developmentThis document is a simple, quick-start guide to help you begin your work as a Mentor.Please ensure you completed the In2Out on-line training course and exercises. If not, then speak to your supervisor.In2Out runs a training programme to take you into a deeper understanding of your role and to give you a set of tools to become more effective. Ask your supervisor about this.Four times a year In2Out also organizes a half-day training event. This is a great opportunity to meet mentors from other areas and to share experiences, as well as to develop skills. Ask your supervisor about this and come along with fellow mentors!Also, talk to your supervisor about training organised by your church, local Social Services or other Statutory organisations.

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Important numbers

Name Number

Supervisor: ………………………………………………………

………………………………………………………Safeguarding:

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………………………………………………………YOT / Probation:

………………………………………………………

………………………………………………………

………………………………………………………Support Agencies: eg Social Services; Housing; Drugs:

………………………………………………………

………………………………………………………

………………………………………………………

………………………………………………………

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In2Out | The Gatehouse | HMYOI Wetherby | York Road | Wetherby | West Yorkshire | LS22 5ED

www.in2out.org.uk telephone 07521 562060In2Out is a Charitable Incorporated Organisation – Charity Registration 1154984

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