22 April 2018

Programme Overview

Award in Community Safety for Accredited Persons

An accredited person is someone who is employed by an organisation (other than a police force) in a community safety role and been given limited police powers. This happens when a chief officer of police accredits them under section 41 of the Police Reform Act 2002. The powers that the accredited person can have are listed in Schedule 5 of the act. The chief officer of police must be satisfied that the person’s employer is fit and proper, and that the individual is suitable and has received adequate training.

The Award in Community Safety for Accredited Persons is designed to provide:

  • education and training for those in the security industry who wish to become accredited persons. A wide range of people are eligible to be accredited under a community safety accreditation scheme, e.g. neighbourhood wardens, security guards, park rangers, dog wardens, housing association employees and parking attendants

  • opportunities to achieve a nationally recognised vocationally specific award

  • opportunities for learners to focus on the development of the major key skills and the wider key skills, such as improving own learning and performance, problem solving and working with others, in a community safety context.

It is important to note that the Award in Community Safety for Accredited Persons will not automatically lead to accreditation. The decision to grant these powers is at the discretion of the chief officer of police.

However, this qualification will provide a nationally-recognised means of demonstrating that the learner has received the required training.

To obtain this award you will need to complete a blended learning programme.

For Pathways that require the submission of a portfolio collection of evidence can be commenced immediately. Guidance is contained within the Portfolio Evidence form.

Important Notice: From the date of registration you will have three months to complete the programme. Failure to complete the course within three months will be deemed as failure of the course and your subscription to the service will terminate without refund. Please also refer to our Appeals policy that is contained within this portal.

 

Re-sits

Re-sits only apply to Pathways A, B and C.

Re-sits are allowed at a cost of 50% of the prevailing programme cost (excluding VAT).

Details can be accessed via info@tfsuccess.com

Appeals Policy

At TFS, we aim to deal openly, fairly and effectively with student appeals, and to offer an appropriate remedy to anyone who is adversely affected by any error on our part. The Quality Control Director monitors the number and nature of the appeals TFS receives, and takes action at Board level if this is needed. The appeals procedure is approved by the Board of Directors.

TFS can only consider an appeal from a student or group of students directly affected by the assessment concerned. Appeals which are made anonymously, or by anyone other than the student(s) directly concerned will not be considered.

TFS will not penalise in any way for making an appeal, and students will not receive a lower mark or grade as a result of appealing.

Should an appeal against an assessment decision be made, the student may be invited to meet with the Quality Control Director. At any such meeting, the student may bring a friend, or relevant representative, with them to assist.

Students will be advised of the appeals policy at the commencement of all relevant programmes.

The accrediting body will be the ultimate appeals body.

Equal Opportunity Statement

The equal opportunity policy of TFS is that in the recruitment, selection, training, appraisal, development and promotion of staff, the only consideration must be that the individual meets, or is likely to meet the requirements of the post.

In line with the Race Relations (Amendment) Act 2000 no employee will be discriminated against on the basis of their gender, race, colour, ethnic origin, nationality (within current legislation), disability, sexual orientation, marital status, caring or parental responsibilities, age, or beliefs on matters such as religion and politics.

TFS is committed to providing a learning, working and social environment in which the rights and dignity of all its members are respected, and which is free from discrimination, prejudice, intimidation and all forms of harassment including bullying.

This Policy means that all employees of TFS have the right to work in an environment free from discrimination, prejudice and all forms of harassment or bullying.

TFS is committed to a programme of action to ensure that its policy is implemented and monitored at an organisational and individual level. This is achieved through a combination of factors including; training, performance appraisals, feedback internally and externally, as well as regular monitoring of training provision.

WHAT IS MEANT BY "EQUAL OPPORTUNITY”?

Factors such as gender, marital status, ethnic origin, race, religion, colour, nationality, and disability should not be taken into account for the purposes of:

  • Staff Recruitment, appointment, training, appraisal, promotion, discipline etc.

  • Selection for any position within TFS will be made solely on merit.

WHAT ACTION HAS BEEN TAKEN SO FAR?

  • Establishment of Corporate Equality Objectives

  • Parental Leave

  • Establishment of Guidelines on staff selection

Further Information

If you are interested in finding out more about any aspect of equal opportunities at Training For Success you can contact:

Equal Opportunities Co-ordinator

Marta Kosiba 0870 114 9999, or email: marta@tfsuccess.com

 

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