Personal Monitoring

5. Corporate Management Board shall ensure that at all times safeguarding is within the job description of a member of the Board. It will receive regular reports on feedback received to ensure any trends are identified where appropriate. General Purposes Committee shall receive an annual report on feedback from the public.

6. The Authority will record the level of feedback and the number of appeals during each financial year and the outcomes from each. It will not record sensitive personal data, such as age or ethnicity. Whilst best practice would suggest this should be collected, the very low numbers mean that no meaningful analysis of the data could be made, and the data is therefore not required.

7. The Authority will not request views on how well it has handled feedback. Due to the low number of complaints, and historically the even lower number of responses made to such requests, the data is meaningless. If the level of negative feedback increases
to an extent that such information gains relevance, this position will be reviewed.

8. The Authority will maintain a database of all feedback. Records shall be kept for a duration of three years in accordance with the Authority’s publication scheme, and then destroyed.

9. Any allegations, and the outcomes of any investigation into them, will be securely recorded by the Assistant Director, Human Resources. They will be retained for a period of ten years after the member of staff leaves the employment of the Authority.