We at Brightside Training and Consultancy are required to comply with the provisions of the Data Protection Act 1998 (the ‘Act’) in relation to how we handle any personal data which we obtain from you. Any personal information gathered will only be used in the context of the training activity that you undertake with us. We may also collect Sensitive Personal Data relating to you but only with your explicit consent in advance. We may process all the information we obtain from you to enable us to fulfil our contractual obligations to you and we may request further information from third parties or disclose your details to other selected third parties, such as the Skills Funding Agency, Awarding Organisations or their regulators such as the Security Industry Authority (SIA).

We may from time to time send to you or your company by email or by post details about products or courses which we believe may be of interest to you. If you no longer require such information to be sent, or if you have provided us with any information that you no longer wish us to use, please contact us on the telephone number given below.

In disclosing your personal details to us, you agree that we may process and in particular may disclose your personal data:

• As required by law to any third parties
• To selected third parties who may process personal data on our behalf
• To third parties such as the Skills Funding Agency, Awarding Organisations or the SIA, who may use your personal data or sensitive personal data (as appropriate) to enable us to fulfil our contractual obligations to you.
• Contact you directly about forthcoming events, courses or programmes
• Carry out statistical analysis
• Pass to their regulator or industry bodies for the following purposes

(1) Monitor equal opportunities relating to ethnicity or disability; or for other such monitoring purposes; or

(2) Account for candidates where there is a requirement to do so; or (3) where there is a requirement for such bodies to contact a candidate directly and the information is not readily accessible by other means

• Disclose and publish your details in directories which may contain information about Brightside Training and Consultancy.

• Disclose your personal details to third parties for the purposes of providing prizes, remuneration and awards for candidates.

The Skills Funding Agency and Awarding Organisations may also transfer your personal information outside the European Economic Area but Brightside Training and Consultancy will use all reasonable efforts to ensure that any such transferred information is given the same protection and levels of security as if it were being processed within the UK.

You have the right to require us to correct any inadequacies in the personal details we hold about you and to object to any direct marketing which we carry out using your personal details. You also have the right to ask for a copy of the information held by us in our records in return for payment of a small fee which will not exceed £10. Please contact us on Tel 07903049741 or e-mail: you wish to obtain a copy of the personal data which we hold in relation to you.

Dated: September 2020




Brightside Training and Consultancy is an equal opportunity business taking into account the diversity within our workforce, customers and learners.

We believe that everyone should be treated equally, regardless of their religion, beliefs, age, gender, race, disability or sexual orientation.


Commitment to Equality & Diversity

The Equality & Diversity Policy requires commitment from everyone within the Company.  Our Head of Centre is responsible for the implementation and effective operation of this policy and copies can be obtained from our Centre Administrator upon request.

This policy and the legislation it represents will be taken into account during the design and development of all our manuals and literature.


Our Responsibilities

As an employer we ensure that we have a workplace where staff feel valued, respected and included.  Upon commencement of their employment, staff will be informed of the existence of this Policy and the company’s expectations of them under its terms. Harassment, exclusion and bullying will not be tolerated on any level.  All staff should feel comfortable at work and always be treated with dignity and respect.

We will ensure that fair standards of employment practice and proper records of employment decisions are maintained.

We will deliver training on new and revised legislation to all our staff.

We will treat all our business partners, customers and learners with respect, courtesy and consideration at all times.


Employees’ Responsibilities

All of our employees must adhere to and comply with this Policy and the spirit in which it is written.

Employees must treat all colleagues and customers with courtesy, respect and consideration at all times.

If employees believe that any form of discrimination is taking place within the workplace, we expect them to report this to senior management immediately.


Your Rights & Responsibilities

You can expect to be treated with respect, courtesy and consideration at all times by our staff and we expect you to treat our staff in the same way.

You will not be discriminated against or treated less favourably in any way on the grounds of your religion, beliefs, age, gender, race, disability, or sexual orientation.




Wherever possible all vacancy advertisements will include an appropriate short statement on equal opportunity and diversity, and steps will be taken to ensure that knowledge of vacancies reaches all areas of the community.  We will also endeavour to ensure that all vacancies are advertised both internally and externally simultaneously.

The selection criteria (job description and employee specification) for all roles will be kept under constant review to ensure that they are essential for the effective performance of the job.

Remuneration will be set for the advertised position before applicants are seen and selected.

Wherever possible, more than one person must be involved in the recruitment and selection process. In addition, the reasons for the selection and rejection of applicants for vacancies must be recorded.


Employee Training and Promotion

Whilst all training and employment opportunities will be offered strictly on merit, we will encourage underrepresented groups to apply for these opportunities within our company.

Wherever possible, efforts will be made to identify and remove unnecessary or unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups.


Objectives of the Policy

No applicant, employee or customer will receive less favourable treatment or be subjected to any form of discrimination.

All employees and customers will be given the help they need to attain their full potential wherever that is possible.

We secure the best employees for our needs by accessing all sections of the community.

We achieve an ability-based workforce that is in line with the working population mix.


Feedback and Complaints

We will deal with any complaints of discrimination quickly and in a constructive manner.

Any feedback or complaints that we receive will be dealt with compassionately.  We appreciate that this can be a difficult subject to raise and individuals may feel uncomfortable or intimidated.  We are committed to ensuring that you feel able to come forward without fear.

If you have any concerns, please contact: -

The Centre Administrator

Brightside Training and Consultancy


Bromsgrove Street,


DY10 1PF

Tel: 07903049741



This policy runs through every function of our business.  We understand the importance of equality and diversity and will ensure that this policy is being implemented by all concerned.



This policy takes into account the following existing legislation: -


Monitoring & Review

We will monitor all of the feedback that we receive in relation to the issues affected by the Policy and will amend the policy as necessary.

The Policy will be updated with any amendments to existing legislation or new legislation.

In any event, this policy will be reviewed annually.


The Centre Administrator

Brightside Training and Consultancy



Next review:  September 2020

Fair Assessment Policy

Brightside Training and Consultancy Fair Assessment policy is to:

Good Practice and Fair Assessment

In order create and maintain good practice and fair assessment Brightside Training and Consultancy will ensure that:



There is periodical review of the assessment undertakings as an integral part of the course review.  Please see the NVQ Code of Practice for further information on assessment practice and the roles of staff involved in the process.

Brightside Training and Consultancy will:

Verify an appropriately structured sample of assessor work from all programmes, sites and teams, to ensure centre programmes conform to national standards and external verification requirements.

Learners will

Awarding Body Personnel will:

As requested, Brightside Training and Consultancy quality reviewers receive access to all assessment documentation and evidence that supports the award of credit/qualifications

External Quality Assurance will

External Quality Assurance is carried out by appointed External Quality Assurers (EQAs). The EQA will scrutinise the evidence for all units offered by the Centre.

They will:



Dated: September 2020

Recognition of prior learning


RPL is a method of assessment that considers whether a learner can demonstrate that they can meet the assessment requirements for a unit through knowledge, experience, understanding or skills that they already possess and do not need to develop through a course of learning.  In other words they can proceed directly to assessment.



RPL relates to assessment leading to the award of credit of units.  Assessment is conducted against the learning outcomes and assessment criteria.

All evidence provided must be valid, current (generally up to 3 years, sufficient (covers all criteria) and authentic.

NB: Learners must still undertake all the stipulated amount of practical assessments associated with the unit and cover all of the range.

Learners will be encouraged to take responsibility for making and supporting any claims for RPL.  Learners will be advised and encouraged from the start of their learning experience to assess their prior achievements and experiences and to record these appropriately.  Support for action planning, recording of achievement, appropriate evidence will begin at the initial interview, induction or early in the programme and continue through the learning process (as appropriate).

The centre recognises that there may be a need to offer RPL to learners prior to enrolment onto a course.  Claims for RPL will be discussed on an individual basis (interview) where the assessor must be satisfied that the learner has the necessary underpinning knowledge and skills to proceed straight to assessment.  The assessor will agree an action plan with the learner for their individual training and assessment pathway to the specific unit or qualification they wish to obtain. Learners will be charged a fee as appropriate to the tutor time involved.  This is generally 50% of the cost of the module fee for which they are claiming RPL.




The facility for a learner to claim exemption from some of the achievement requirements of a QCF qualification, using evidence of certificated, non-QCF achievement deemed to be of equivalent value.

This means that a learner could achieve a qualification through a combination of credits awarded for units with the QCF, and exemption from the requirement to achieve credits for a unit of units based on certificated achievements outside the QCF.

All cases of exemption will be discussed on an individual basis with the assessor.


NB:  Learners will not be awarded credit for exemptions as they have come from outside of the QCF. This means that they do not have a credit value to bank.



A learner can count credits awarded for another qualification or by another awarding body towards a qualification if equivalent unit. Equivalence, unlike exemption, uses units that sit within the QCF, whereas exemption uses units that sit outside of the QCF.

NB: RPL and Exemption are not necessarily a way of saving time or money.  There can be a lot of time and work required to gather evidence, present it and assess it. Often it may be simpler, easier and cheaper to follow the traditional training and assessment route.


Those responsible within the centre are:

Name: Tony Sewell

The centre agrees to comply with the recognition of prior learning, exemption and equivalence policy as outlined above:


Signature: .……………………             Position: ………………………    Dated: 07/02/19


This quality assurance policy outlines our belief and commitment to ensure that on-going quality improvement is an integral part of our organisation.

Brightside Training and Consultancy will aim for continuous improvement in the quality of all aspects of its work as part of its determination to help learners achieve the highest possible standards



Responsibility for Implementation



Focus of Quality Assurance

Adult Curriculum



The process of quality control requires all staff to meet on a regular basis to review their work, set standards and monitor learner perceptions and achievements.



The outcome of these processes will provide information:


Dated: 07/02/20


The Role of Internal Quality Assurance


Brightside Training and Consultancy recognises that the role of the Lead Internal Verifier/Moderator is at the heart of the Internal Quality Assurance process as an approved centre for a range of awarding bodies. In this context, it is also recognised that the Internal Verifier/Moderator is key in managing “risk” in ensuring that the assessment creditability has been maintained throughout the process and that Assessors are supported and monitored.


Internal Verification/Moderation of QCF Certificate Programmes


On Certificate QCF programmes all staff carrying out the internal quality assurance role must have the following qualifications which are appropriate to the role and within agreed time scales:

V1 - Conduct Internal Quality Assurance of the Assessment Process

Level 3 Certificate in Assessing Vocational Achievement

Level 3 Award in Assessing Competence in the Work Environment

Level 3 Award in Assessing Vocational Achievement

TAQA - Training, Assessment and Quality Assurance


Additional qualifications and experience requirements will be identified in the qualification Assessment Strategy laid down by the Sector Skills Council/National Training Organisation. There is currently no need for existing staff holding the A1, V1 Assessor/Verifier awards to re- qualify to the new standards.

The relationship between internal verifiers and external verifiers is of course key, and the tools at their disposal are vital. Sampling is a powerful tool, but it is not commonly used well. Advice is available and includes rules of thumb such as the 10% or the square root rule. 10% or the square root of what? And which do you use anyway? (This is not recommended to use). Selecting a sample at random is unlikely to be effective, so sampling should be planned carefully. By adopting a structured approach it is more likely that trends and problem areas can be identified and remedial action taken. (also see guidance for assessment & internal verification documentation).


Best practice is that the internal verifier achieves this by thorough planning which must at least in part include observing Assessor/learners assessments and identifying areas of risk. An acronym has been created to help check that the sampling system addresses all essential factors. This acronym is CAMERA. Many factors need to be considered when sampling. Careful consideration of these can help to produce a plan that ensures assessment within the centre is being carried out to national standards and meets awarding body requirements. The following table outlines these:

Sampling assessments should involve reviewing the quality of the Assessor judgements at both Formative and Summative stages. It should also meet the rules of assessment i.e.:



It is not acceptable that the Internal Verifier should search extensively to find evidence, which supports the Assessors decision(s).


Occupational Competence Requirements for Internal Verifiers:


Must have sufficient experience of having conducted assessments of the National Standards they are verifying, or in an appropriate related area.

Sufficient’ is defined as:


  1. For the NVQs having been an Assessor for the standards being verified, or for standards in a related occupational area for a minimum of one year within the last two Programme co-ordinators must confirm the definition of sufficient for their sector as in the Assessment Strategy for their qualification.


  1. Having demonstrated updating within the last year by at least one of the following activities:



All Internal Verifiers will have:


  1. Direct responsibility for the quality control of assessments and the quality assurance within the assessment centre that has been approved by an awarding
  2. A sound working knowledge of assessment and verification principles as defined in the National Standards for Internal Quality Assurance and the particular IV


  1. Either the relevant qualification for Internal Verifiers of National Standards or have a development plan indicating progress towards that qualification (the latter not applicable to verifiers of Assessor-Learners or verifier-Learners).


The A1/V1 National Standards additionally place increased autonomy on the internal quality assurance process with increased emphasis on activities that are far reaching compared to the old D34 national standards:



Internal verification/moderation on Non Apprenticeship Programmes

For programmes other than competency based qualifications, the requirements for IV or IM do not include holding a V1/D34 qualification. However the V1 standards identify best practice which the college expects all internal verifiers/moderators to demonstrate through records, appropriate to the quality assurance requirements of specific awarding bodies, or for internally certificated courses – Recognising and Recording Progress and Achievement (RARPA),


Roles of Verifiers at Brightside Training and Consultancy


  1. i) The Role of the Lead Internal Verifier


The Brightside Training and Consultancy Lead Internal Verifier will ensure that:



-    Plan and chair minuted internal verifier/moderation and Assessor meetings.


Programme Internal Verifier/Moderators

The Programme Internal Verifier will ensure that:


Learner award body registration


The Internal Verification/Moderation Process


Verifying/ moderating the assessment process

Verifying/moderating the assessment process is seen as having two main objectives:



The Apprenticeship Assessment Strategy

It is expected that Internal Verifiers/Moderators will consult the relevant Assessment Strategies produced by the NTO/SSC to determine the following:



Non QCF Certificate NVQ assessment strategies must be set up in line with the relevant awarding bodies requirements- see hyperlinks in last section

Sampling Strategy

All internally assessed programmes will require a Sampling plan which reflects the needs of Assessors and agreed with the External Verifier/Moderator.

Sampling is the reviewing of assignments/assessments and Assessor’s judgements at a point in time through observation or diverse evidence. In determining the strategy Internal Verifiers/Moderators will need to consider a number of aspects:



Sampling Assessments

In the case of all internally assessed programmes internal verification/moderation must not be “end-loaded” and must incorporate “on-going" internal verification/moderation. Sampling must not be exclusively on portfolio evidence alone and take place on the following basis.


An annual internal verification schedule must be produced identifying which Assessors, Learners, units, types of evidence and locations will be verified.


Assignments, assessments, assessment decisions and evidence must be confirmed as meeting the specific criteria and be (VAS):


  1. Valid - evidence is relevant to standards and assessment or grading criteria
  2. Authentic - produced by the Learner
  3. Sufficient - enough evidence to meet the standards
  4. Reliable - consistent reflection of Learner’s performance over time


The basic requirements are that the work of all learners should be sampled before their certificate is requested and over time all Assessors and the full range of qualifications are covered. Best practice is that the internal verifier achieves this by thorough planning which must at least in part include observing assessor/learners assessments. See CAMERA

Standardising/Moderating Assessment Practice

The Standardisation of assessment practice is seen as having four main objectives:

  1. Ensure Assessors consistently make sound and safe
  2. Ensure that the Assessors make the same decision on the same evidence
  3. Ensure Learners are fairly
  4. Ensure Assessors/internal Verifiers/Moderators received a consistent



Standardisation Activity

Standardisation activities have to be arranged and recorded by the Senior Verifier according to the awarding body current requirements and EQA recommendations. It is recommended that one standardisation meeting per term be carried out and recorded with programme teams. However the level of activity will be dependent on information disseminated from the internal.


For vocational programmes a record of standardisation activity is required for the A1 portfolios and for those trainee Assessors their Learners should be included in the sample. The standardisation activity can take different forms but must involve Learners' evidence –either products or documentation/portfolios being reviewed by different Assessors, or the Assessors could compare the evidence they have collected for a particular course.


There is recognition that Standardisation practice is equally applicable to Internal Verifiers/Moderators as well as Assessors and is a requirement of some courses and awarding bodies e.g. with Edexcel introductory certificates. The Project expects this aspect of the Internal Verifier role to be further developed with teams through the Centre’s Internal Verifier. Any queries as to suitability of an activity can be referred to the Centre’s Operations Manager.


Staff Development/Continuous Professional Development, CPD

The Assessor/verifier standards require evidence of professional updating to include changes in assessment/verification practice and improving professional competence through Awarding Body seminars, training up-dates and appropriate quality events. Standards specify that Assessors and verifiers must have demonstrated updating within the last year involving at least two of the following activities:


  1. Work placement
  2. Job shadowing
  3. Technical skill update training
  4. Attending relevant courses
  5. Studying for Learning and Development Units
  6. Study related to job role
  7. Collaborative working with awarding bodies
  8. Examining
  9. Qualification development work
  10. Other appropriate activity agreed with E

There are a number of "vehicles" currently in place within Brightside Training and Consultancy’s mechanism that will enable the Manager to effectively identify the above needs to be effectively implemented as a course of events:


Tutor/Trainer/Assessor Meetings

Brightside Training and Consultancy recognises that the key communication channel to the training and assessment team is through Trainer/Assessor meetings held within timescales that are appropriate to local needs. This may vary from once a month to bi-monthly. It is the responsibility of the Programme Co-ordinating Internal Verifier to structure the meetings appropriately. However, it is considered that there will be a number of common themes across all areas:


  1. External Verifier/Moderator Report feedback and actions required
  2. Proposed internal verification activities
  3. Monitoring and reporting of Learner achievement
  4. Learner satisfaction and evaluation data results
  5. Review and allocation of Learners to Assessor
  6. Input from Quality Systems


Dated: September 2020

Malpractice Policy


Brightside Training and Consultancy treats all cases of suspected malpractice* very seriously and will investigate all suspected and reported incidents of possible malpractice. The purpose of this Policy [and Procedure] is to set out how allegations of malpractice in relation to all accredited qualifications are dealt with. The scope of the policy is to provide:

*The term ‘malpractice’ in this policy is used for both malpractice and maladministration.


  1. Introduction


Any act, or failure to act, that threatens or compromises the integrity of the assessment process or the validity of QCF qualifications and their certification. This includes: maladministration and the failure to maintain appropriate records or systems; the deliberate falsification of records or documents for any reason connected to the award of QCF qualifications; acts of plagiarism or other academic misconduct; and/or actions that compromise the reputation or authority of Brightside Training and Consultancy

, or of Accredited boards, its centers, officers and employees.



  1. Malpractice by students

    2.1 Some examples of student malpractice are described below. These examples are not exhaustive and all incidents of suspected malpractice, whether or not described below, will be fully investigated, where there are sufficient grounds to do so.


2.1.1 Obtaining examination or assessment material without authorisation.

2.1.2 Arranging for an individual other than the student to sit an assessment or to submit an assignment not undertaken by the student.

2.1.3 Impersonating another student to sit an assessment or to submit an assignment on their behalf.

2.1.4 Collaborating with another student or individual, by any means, to complete a

                      coursework assignment or assessment, unless it has been clearly stated that such collaboration is permitted.

2.1.5 Damaging another student’s work.

2.1.6 Inclusion of inappropriate or offensive material in coursework assignments or assessment scripts.

2.1.7 Failure to comply with published exam board examination regulations.

2.1.8 Disruptive behaviour or unacceptable conduct, including the use of offensive language, at centre or assessment venue (including aggressive or offensive language or behaviour).

2.1.9 Producing, using or allowing the use of forged or falsified documentation, including but not limited to:

a) personal identification;

b) supporting evidence provided for reasonable adjustment or special consideration applications; and

c) QCF results documentation, including certificates

2.1.10 Falsely obtaining, by any means, an accredited certificate.

2.1.11 Misrepresentation or plagiarism

2.1.12 Fraudulent claims for special consideration while studying.


(If the study centre is also an examination centre):


  1. Malpractice by centre employees and stakeholders

3.1 Examples of malpractice by, teachers, tutors and other officers, (including, where the centre is also an examination centre, invigilators and examination administrators) are listed below. These examples are not exhaustive and all incidents of suspected malpractice, whether or not described below, will be fully investigated, where there are sufficient grounds to do so.

3.1.1 Failure to adhere to the relevant Accredited board regulations and procedures, including those relating to centre approval, security undertaking and monitoring requirements as set out by Accredited board.

3.1.2 Knowingly allowing an individual to impersonate a student.

3.1.3 Allowing a student to copy another student’s assignment work, or allowing a student to let their own work be copied.

3.1.4 Allowing students to work collaboratively during an assignment assessment, unless specified in the assignment brief.

3.1.5 Completing an assessed assignment for a student or providing them with assistance beyond that ‘normally’ expected.

3.1.6 Damaging a student’s work.

3.1.7 Disruptive behaviour or unacceptable conduct, including the use of offensive language (including aggressive or offensive language or behaviour).

3.1.8 Allowing disruptive behaviour or unacceptable conduct at the centre to go unchallenged, for example, aggressive or offensive language or behaviour.

3.1.9 Divulging any information relating to student performance and / or results to anyone other than the student.

3.1.10 Producing, using or allowing the use of forged or falsified documentation, including but not limited to:

a) personal identification;

b) supporting evidence provided for reasonable adjustment or special consideration applications; and

c) Accredited board results documentation, including certificates

3.1.11 Falsely obtaining by any means a certificate

3.1.12 Failing to report a suspected case of student malpractice, including plagiarism, to Accredited boards.


(If the study centre is also an examination centre):

3.1.12 Moving the time or date of a fixed examination.

3.1.13 Failure to keep examination question papers, examination scripts or other assessment materials secure, before during or after an examination.

3.1.14 Allowing a student to possess and / or use material or electronic devices that are not permitted in the examination room.

3.1.15 Allowing students to communicate by any means during an examination in breach of regulations.

3.1.16 Allowing a student to work beyond the allotted examination time.

3.1.17 Leaving students unsupervised during an

3.1.18 Assisting or prompting candidates with the production of answers.


  1. Possible malpractice sanctions


4.1 Following an investigation, if a case of malpractice is upheld, Brightside Training and Consultancy may impose sanctions or other penalties on the individual(s) concerned. Where relevant we will report the matter to accredited boards, and accredited boards may impose one or more sanctions upon the individual(s) concerne Any sanctions imposed will reflect the seriousness of the malpractice that has occurred.

4.2Listed below are examples of sanctions that may be applied to a student, or to a teacher, tutor, invigilator or other officer who has had a case of malpractice upheld against them. Please note that

i) this list is not exhaustive and other sanctions may be applied on a case-by-case basi

ii) where the malpractice affects examination performance, accredited boards may impose sanctions of its own.


Possible study centre sanctions that may be applied to students

a) A written warning about future conduct

b) Notification to an employer, regulator or the police

c) Removal from the course.


Possible sanctions that may be applied to teachers, tutors invigilators, and other officers

a)A written warning about future conduct.

b) Imposition of special conditions for the future involvement of the individual(s) in the conduct, teaching, supervision or administration of students and/or examinations.

c) Informing any other organisation known to employ the individual in relation to accredited courses or examinations of the outcome of the case.

d) Brightside Training and Consultancy may carry out unannounced monitoring of the working practices of the individual(s) concerned.

e) Dismissal




  1. Reporting a suspected case of malpractice


5.1 This process applies to, teachers, tutors, invigilators students and other centre staff, and to any reporting of malpractice by a third party or individual who wishes to remain anonymous.

5.2 Any case of suspected malpractice should be reported in the first instance to:


The Director

Brightside Training and Consultancy


Bromsgrove Street


DY10 1PF


5.3 A written report should then be sent to the person identified in 5.2, clearly identifying the factual information, including statements from other individuals involved and / or affected, any evidence obtained, and the actions that have been taken in relation to the incident

5.4 Suspected malpractice must be reported as soon as possible to the person identified in 5.2, and at the latest within two working days from its discovery. Where the suspected malpractice has taken place in an examination, the incident be reported urgently and the appropriate steps taken as specified by the accredited board.

5.5 Wherever possible, and provided other students are not disrupted by doing so, a student suspected of malpractice should be warned immediately that their actions may constitute malpractice, and that a report will be made to the centre.

5.6 In cases of suspected malpractice by centre teachers, tutors invigilators and other officers, and any reporting of malpractice by a third party or individual who wishes to remain anonymous, the report made to the person in 5.2 should include as much information as possible, including the following:

a) the date time and place the alleged malpractice took place, if known.

b) the name of the centre teacher/tutor, invigilator or other person(s) involved

c) a description of the suspected malpractice; and

d) any available supporting evidence.

5.7 In cases of suspected malpractice reported by a third party, or an individual who wishes to remain anonymous, Brightside Training and Consultancy will take all reasonable steps to authenticate the reported information and to investigate the alleged malpractice.


  1. Administering suspected cases of malpractice


6.1 Brightside Training and Consultancy will investigate each case of suspected or reported malpractice relating to accredited qualifications, to ascertain whether malpractice has occurred. The investigation will aim to establish the full facts and circumstanc We will promptly take all reasonable steps to prevent any adverse effect that may arise as a result of the malpractice, or to mitigate any adverse effect, as far as possible, and to correct it to make sure that any action necessary to maintain the integrity of accredited boards and reputation is taken.

6.2 Brightside Training and Consultancy will acknowledge all reports of suspected malpractice within five working days. All of the parties involved in the case will then be contacted within 10 working days of receipt of the report detailing the suspected malpractic We may also contact other individuals who may be able to provide evidence relevant to the case.

6.3 The individual(s) concerned will be informed of the following:

a) that an investigation is going to take place, and the grounds for that investigation;

b) details of all the relevant timescales, and dates, where known;

c) that they have a right to respond by providing a personal written response relating to the suspected malpractice (within 15 working days of the date of that letter);

d) that, if malpractice is considered proven, sanctions may be imposed either by Brightside Training and Consultancy or by accredited board, , (see section 6, below) reflecting the seriousness of the case;

e) that, if they are found guilty, they have the right to appea

f) that Brightside Training and Consultancy has a duty to inform accredited boards and other relevant authorities / regulators, but only after time for the appeal has passed or the appeal process has been complete This may also include informing the police if the law has been broken and to comply with any other appropriate legislation.


6.4 Where more than one individual is contacted regarding a case of suspected malpractice, for example in a case involving suspected collusion, we will contact each individual separately, and will not reveal personal data to any third party unless necessary for the purpose of the investigation.

6.5 The individual has a right to appeal against a malpractice outcome if they believe that the policy or procedure has not been followed properly or has been implemented to their detriment.

6.6 Records of all malpractice cases and their outcomes are maintained by Brightside Training and Consultancy for a period of at least five years and are subject to regular monitoring and review.



Dated: September 2020

Health & Safety Policy Statement

Health & Safety at Work Act 1974

Our Statement of General Policy is:

The duties of employees are to:




Head of Centre

Brightside Training and Consultancy



Dated:  September 2020               


Next review:  September 2021

Brightside Training COVID 19 Health and Safety Policy for face to face teaching

The rules below must be followed to ensure we keep everybody safe.


General rules

In order to keep yourself and others safe during these current times, Brightside Training requires that the following be adhered to at all times. This includes self-assessment before arrival and behaviour during the course. The initial guidance sections below relate to training at Brightside Training centres.

Travelling to and attending a course

Brightside Training requires delegates attending our courses to select the most appropriate travel method:

Hygiene Arrangements


All equipment used during the course will be sanitised at the beginning and end of each day, including tabletops or any other smooth surfaces, including door handles etc.

Everyone is required to wash their hands regularly using the soap and water provided for at least 20 seconds each time or use hand sanitiser if you are unable to access the sinks. This includes:


Doors will be propped open to reduce touching of door handles. For doors that cannot be propped open, e.g. fire doors, these will be sanitised regularly throughout the day. Opening windows for ventilation if applicable and weather permitting

Candidates to bring their own drinks and food requirements and also their own pens and paper.

Medical and Sickness











Social Distancing

Social distancing measures educe social interaction between people. You need to be mindful to keep away from others by at least one metre plus, in line with government guidelines:




Delegates can bring and wear relevant PPE when attending courses, which should include, but are not limited to:


Sufficient and appropriate PPE will be provided by Brightside Training where this is required for activities e.g. searching and physical intervention practical’s.

Any PPE brought to the training centre must be removed and disposed of by the individual at the end of each session, day or course. The trainer will reserve the right to insist on particular PPE or equipment that must be used and that PPE or equipment brought for personal use is sufficient to protect anyone affected.

Brightside Training first aiders will wear PPE (mask, gloves and visor) whilst treating anyone who requires medical attention.

General rules for classroom sessions include:

General rules for Physical Intervention sessions include:


General rules regarding sickness


You will need to use the online NHS 111 coronavirus symptom checker to gain an isolation note (Using your own phone or computer to do so).


September 2020