This complete document is reviewed on an annual basis in the September of each year. Last review: September 2025

TheWildCo’s Mission Statement

TheWildCo is committed to providing the highest quality service possible in all branches of the business.

Conflict of Interest (COI) Policy

All staff, delivery staff, assessors, IQAs, EQAs, volunteers & management members of TheWildCo will strive to avoid any conflict of interest between the interests of the Organisation on the one hand, & personal, professional, & business interests on the other. This includes avoiding actual conflicts of interest as well as the perception of conflicts of interest.

The purpose of this policy is to protect the integrity of the Organisation’s decision-making process, to enable our learners to have confidence in our integrity, & to protect the integrity & reputation of volunteers, staff, awards & awarding organisation.

The main conflicts of interest may include as follows:

Tutors who may manage the booking of assessments, registration of learners & printing of assessment materials for subjects they teach.
Tutors acting as assessors for their own learners.
Wild Training staff acting as tutors or invigilators.
Tutors acting as Internal Quality Assurers (IQA) for their own learners.
Tutors directly related to Internal Quality Assurers (IQAs).

This list is not exhaustive.

Definition of a Conflict of Interest

Ofqual defines that a conflict of interest exists in relation to an awarding organisation where:

(a) Its interests in any activity undertaken by it, on its behalf, or by a member of its Group have the potential to lead it to act contrary to its interests in the development, delivery & award of qualifications in accordance with its Conditions of Recognition,

(b) A person who is connected to the development, delivery & award of qualifications by the Awarding Organisation has interests in any other activity which have the potential to lead that person to act contrary to his or her interests in that development, delivery or award in accordance with the awarding organisation’s Conditions of Recognition, or

Where a learner identifies a potential conflict of interest that requires an immediate resolution, they should verbally declare this conflict to the most senior member of TheWildCo who will manage this in accordance with the procedure.

All verbal declarations are still required to be reported to TheWildCo.

Intelligence

Potential conflicts of interest may be identified through a range of intelligence channels. These may include, but are not limited to:

EQA reports
Social media
Forums & working parties
Training Centre support interactions
Regulatory guidance & notifications

Staff members & others identifying potential conflicts through these channels should report them to the Head of the Governing Body Sub Committee at Wild Training. The decision & rationale should be recorded on a declaration form. Whether a conflict of interest has been proven to exist or not, a record is made on the conflicts of interest register. The Governing Body Sub Committee is responsible for updating & monitoring the conflicts of interest register which includes:

Date declaration submitted
Name of individual or group making the declaration
Date reviewed
Foreseeable impact
Current controls in place
Additional controls required
Monitored by
Open/closed.

Managing conflicts of interest

It Is inevitable that conflicts of interest will arise, especially in a small company. The issue is not the integrity of the person(s) concerned but the effective management of such conflicts & any possible compromise. The COI Table below identifies such areas & how they are managed.

The purpose of managing the conflict is primarily to avoid the risk of an Adverse Effect as this can affect our business & our Conditions of Recognition. It may affect our registration. Managing conflicts of interest ensures that TheWildCo is responsible & transparent in its operations.

COI Table:

Data protection & confidentiality

TheWildCo will ensure all information provided to it will be held in accordance with the General Data Protection Regulations. Information shared will only be used to ensure all those involved with the awarding organisation act in the best interest of the organisation. Information will not be used for any other purpose.

Appeals procedure

If you feel you have grounds for appeal, in the first instance you should speak to your Course Tutor. If you feel the appeal requires further attention, you should contact Wild Training via email within 7 days of the assessment date.

The appeal email must include the following information:

Learner’s name & contact details
Venue / site name
Tutors name
Assessors name
Names of others involved
Details of the reasons to appeal
Copies of any supporting evidence.

If the appeal is excessively long or complex, we may ask you to provide a summary so that we are clear what the issues are.

All appeals will be acknowledged within 5 working days, investigated, & a response provided within 14 working days. If the process is likely to take longer, we will contact all involved to inform them of the revised timescale.

We will endeavour to complete any appeals within 14 working days of receipt of the initial appeal. To ensure a fair & thorough investigation, the duration may depend on the nature & severity of the appeal received, & the investigating team member will notify the appellant as soon as possible, if the investigation will take longer than expected. If your appeal is not upheld, we will explain the reasons why via telephone & email.

Training Complaints Procedure

Wild Training @ TheWildCo endeavours to provide a high quality service & an optimal learning environment for its students. If you feel we have not achieved this, please contact us in writing at Wild-Training@outlook.com as soon as possible. We will reply to your complaint within 7 days of receipt & do our upmost to rectify the situation in a timely manner. Our aim is to provide our learners with a clear, precise process to follow when they feel the need to make a complaint.

We aim to ensure:

The complaints procedure is an easy process to follow & is prompt & efficient
All complaints are treated as a dissatisfaction with our level of service
The resolution is to the complainant’s satisfaction (explanation, apology, action taken) & our staff when dealing with the complaint are courteous, consultative, & responsive
Complaints & feedback received is reviewed in line with our quality assurance standards to help improve our products & services.

When responding to complaints, we aim to:

Be impartial
Facilitate a full & fair investigation by an independent person or panel, where necessary
Address all the points raised & provide an effective & prompt response
Respect confidentiality always
Treat complainants with respect
Keep complainants informed of the progress of the complaints process.

We try to resolve concerns or complaints by informal means wherever possible. Where this is not possible, formal procedures will be followed.

At the same time, if you are more than happy with our service, we are keen to hear from you. Feedback helps us improve our service & continue to provide high quality training. We will send out a course feedback form post course anyway.

Raising Concerns & How to Make a Complaint

Everyone has the right to raise a complaint so this policy will define the stages & procedures you would need to follow, guidance is as follows:

The process you need to follow to raise a complaint
The appropriate person who this should be directed to
The timescales for the complaint to be investigated
How & when you will be notified of the outcome.

We intend to address complaints as quickly as possible. To achieve this, realistic & reasonable time limits will be set for each action once the necessary details of the complaint have been received.

Where further investigations are necessary, new time limits will be set, & the complainant will be provided of the new deadlines.

We expect that complaints will be made as soon as possible after an incident arises, & no later than10 working days afterwards. We will consider exceptions to this time frame in circumstances where there were valid reasons for not making a complaint at that time, & the complaint can still be dealt with in a fair manner for all involved.

Informal Complaint

We will take informal concerns seriously & make every effort to resolve the matter quickly. It may be the case that a discussion & clarification of information will resolve the issue. The complainant should raise the complaint as soon as possible with Wild Training, either by telephone, email, or letter. We will acknowledge informal complaints within 10 working days, investigate & provide a response within 14 working days.

If the complaint is not resolved informally, it may be escalated to a formal complaint.

Formal Complaint

The complainant should inform Wild Training by email if they wish to pursue a formal complaint. The email should provide details such as dates, times, & the names of witnesses to the events, alongside copies of any relevant / supporting documents. The complainant should state what they feel would resolve the complaint. The designated member of Wild Training may contact the complainant in person, telephone, email or by letter to clarify concerns & seek a resolution. Wild Training will then conduct their own investigation. The written conclusion of this investigation will be sent to the complainant within 28 working days of receiving the formal complaint.

Equality & Diversity Policy

TheWildCo is committed to:

The promotion of equal opportunities & recognise the legal obligations & requirements according to the Equality Act 2010.
Encouraging diversity & ensuring equal opportunities to all irrespective of gender, age, sex, background, race, religious beliefs, social status, marital status, disability, sexual orientation, pregnancy.
Creating a fair & safe learning environment that promotes respect to all learners.
Reducing barriers to ensure equal learning opportunities to all.
Ensuring consistent & fair use of this policy & regularly review the policy in-line with the Equality Act 2010 to promote equality of opportunity to all.
Acting upon any behaviour considered discriminative or offensive. Any such behaviour will not be tolerated, & appropriate action will be taken.
Investigating any complaints regarding discrimination or non-adherence to the equal opportunities policy, in a timely manner, recording findings & dealing with appropriately.

Safeguarding Policy

TheWildCo adheres to Safeguarding policies in-line with The Care Act 2014 & are fully committed to ensuring a safe learning environment for all, protecting the health, wellbeing & human rights of all learners.

Prevention

TheWildCo recognises the importance of ensuring reasonable steps are taken to prevent unsuitable people working with children, young people & vulnerable adults. When undertaking recruitment checks the following evidence is collated & checked to establish the suitability of the person:

Tutors, Assessors, IQAs are asked to provide evidence that they have a DBS check, if they have any criminal convictions & a copy of their work history & two references from professionals who are not related to the applicant
Enhanced DBS checks are required if assigned to deliver qualifications within Wild Training. The staff member will be required to keep their DBS check up to date in line with current legislation
TheWildCo staff must have a current / in date safeguarding certificate in line with current legislation or be willing to complete this prior to becoming operational with TheWildCo.

Training

TheWildCo requires all staff to hold a recognised safeguarding certificate which is renewed in line with current legislation. Wild Training may offer additional training or standardisation meetings when deemed necessary and/or if any issues arise that may prompt the need for additional training.

Recognition of abuse

TheWildCo acknowledges that its staff are not experts at recognising abuse, therefore all staff must undertake appropriate safeguarding training to help them identify indications of abuse, the forms of abuse & the effects of abuse. If any person encompassed within TheWildCo has any concerns, suspicions or allegations surrounding child abuse, TheWildCo expects them to report the issue immediately via the reporting procedure.

Supervision & good practice

To protect both themselves & the learners or participants for who they are overall responsible for, TheWildCo’s staff are expected to promote the following good practices when working on behalf of the company:

Avoid unobserved one to one situations whether that be the Tutor, Assessor, IQA with a learner or a student learner with a fellow peer or participants they are teaching as part of their training
Where any form of manual support is required, this should be provided openly & with the assent of the child, young person or vulnerable adult & consent of the parent/guardian
Where possible provide separate sex changing facilities & changing areas at different times to learners, placing the responsibility of changing the child, young person or vulnerable adult on the parents/guardians.

As good practice TheWildCo’s staff should not partake or allow any of the following to take place:

Rough, physical, or sexually provocative games, including horseplay
Allow or engage in inappropriate touching of any form
Allow children to use inappropriate language unchallenged
Make sexually suggestive comments to a child even in a fun way
Let allegations a child makes go unrecorded, or not acted upon
Do things of a personal nature that children can do for themselves
Have children stay at your home with you unsupervised
Spend excessive amounts of time alone with children away from others
Take still or movie photographs of children without obtaining the guardians consent in writing.

Protecting TheWildCo’s staff

Aggression is forceful and hostile behaviour toward another person that can result in emotional or physical harm. Aggressive behaviour, whether physical, verbal or threatened, will not be tolerated by TheWildCo on any level, regardless of age, race, sex, ethnicity, SEN or disability. Any aggressive behaviour should be reported immediately to TheWildCo. Depending on the degree of the aggression, the person, whether staff member or member of the public, can be dealt with in a number of ways:

If a staff member, taken down the disciplinary route, with the results ranging from warnings, to monitoring, to even being asked to leave the Company.
If a member of the public, asked to leave the current situation & potentially not return (applicable to a lesson, session, class, course & more).
Being banned from the lesson, session, class, course for a set period, or life.
Spoken to initially about the behaviour & if the behaviour occurs again, they will be dealt with in one of the above ways.

Reporting

TheWildCo & its staff within the business have a responsibility to report any concerns so that the appropriate agencies and/or authorities can make inquiries & take any necessary action to protect the child, young person, or vulnerable adult. Whilst TheWildCo acknowledges the importance of the role of statutory agencies involved in children’s welfare (social services, police, NSPCC) & will work with such agencies for any investigations, TheWildCo will initially refer the suspected abuse to it’s Designated Safeguarding Officer (DSO) at the earliest possible time after the event or allegation.

Recording

Any personnel encompassed within the Company who needs to report a suspected case of abuse, they should make a record of any of the following points, if known:

The nature of the allegation
A description of any visible bruising or injuries
The child’s account, if they can provide them, of what happened & how the bruises or injuries occurred
Dates, times, or any other relevant information
A clear distinction between what is fact, opinion, or hearsay.

The relevant site/venue manager should liaise with TheWildCo to send the relevant information to its Designated Safeguarding Officer (DSO) for further guidance & investigation.

Allegations of abuse against TheWildCo’s staff

Any allegations surrounding safeguarding issues against TheWildCo’s staff should be referred to TheWildCo who will record the following information, if known:

The nature of the allegation
A description of any visible bruising or injuries
The child’s account, if they can provide them, of what happened & how the bruises or injuries occurred
Dates, times, or any other relevant information
A clear distinction between what is fact, opinion, or hearsay.

The information will be sent to the Designated Safeguarding Officer (DSO) at the earliest possible time after the event or allegation. A complaint via the complaints policy may coincide with any safeguarding investigation.

Data Protection Policy

TheWildCo complies with the Data Protection Act 1998 & follows the data protection principles making sure information is:

Used fairly & lawfully.
Used for limited, specific stated purposes.
Used in a way that is adequate, relevant & not excessive.
Kept no longer than is absolutely necessary.
Handled according to people’s data protection rights.
Kept safe & secure.
Not transferred outside the UK without adequate protection.

TheWildCo will store your data securely & only use it for the purposes of this course & any other course you may undertake with Wild Training

TheWildCo will not share your data with any third party & will keep your information for no longer than absolutely necessary. Your data will not be transferred outside of the UK & will be handled according to people’s data protection rights.

TheWildCo stores all information, including course materials & student information online in a secure OneDrive folder thanks to a Microsoft 365 subscription. TheWildCo also completes a monthly external hard drive back up of all information, which is password protected & locked away.

1. General Policy Statement

1.1 TheWildCo recognises the legal requirements of the General Data Protection Regulation (GDPR) & is committed to safeguarding personal data. In particular:

1.2 Personal data will be processed fairly & lawfully &, in particular, will not be processed unless:

at least one of the conditions set out in Section 2 below is met, and
in the case of special category data, at least one of the conditions in Section 3 below is also met.

1.3 Personal data will be obtained only for one or more specified & lawful purposes, & shall not be further processed in any manner incompatible with that purpose or those purposes.

1.4 Personal data will be adequate, relevant & not excessive in relation to the purpose(s) for which they are processed.

1.5 Personal data shall be accurate &, where necessary, kept up to date.

1.6 Personal data processed for any purpose(s) will not be kept for longer than is necessary.

1.7 Personal data will be processed in accordance with the rights of data subjects under the GDPR.

1.8 Appropriate technical & organisational measures will be taken against unauthorised or unlawful processing of personal data & against accidental loss or destruction of, or damage to, personal data.

1.9 Personal data will not be transferred to a country or territory outside the European Economic Area unless that country or territory ensures an adequate level of protection for the rights & freedoms of data subjects in relation to the processing of personal data.

2. Conditions For Processing Personal Data

2.1 Unless a relevant exemption applies, at least one of the following conditions must be met whenever we process personal data:

The individual has consented to the processing of their personal data.
The processing is necessary: in relation to a contract which the individual has entered into; or because the individual has asked for something to be done so they can enter into a contract.
The processing is necessary because of a legal obligation that applies to you (except an obligation imposed by a contract).
The processing is necessary to protect the individual’s “vital interests”. This condition only applies in cases of life or death, such as where an individual’s medical history is disclosed to a hospital’s A&E department treating them after a serious road accident.
The processing is necessary for administering justice, or for exercising statutory, governmental, or other public functions.
The processing is in accordance with the “legitimate interests” condition.

3. Conditions For Processing Special Category Data

3.1 At least one of the additional conditions listed below must also be met whenever we process special category data:

The individual has consented explicitly to the processing of their special category data.
The processing is necessary to comply with employment law.
The processing is necessary to protect the vital interests of:
- the individual (in a case where the individual’s consent cannot be given or reasonably obtained), or
- another person (in a case where the individual’s consent has been unreasonably withheld).
The processing is carried out by a not-for-profit organisation & does not involve disclosing personal data to a third party, unless the individual consents. Extra limitations apply to this condition.
The individual has deliberately made the information public.
The processing is necessary in relation to legal proceedings; for obtaining legal advice; or otherwise for establishing, exercising or defending legal rights.
The processing is necessary for administering justice, or for exercising statutory or governmental functions.
The processing is necessary for medical purposes & is undertaken by a health professional or by someone who is subject to an equivalent duty of confidentiality.
The processing is necessary for monitoring equality of opportunity, & is carried out with appropriate safeguards for the rights of individuals.

3.2 In addition to the above conditions – which are all set out in the GDPR itself – regulations set out several other conditions for processing special category data. Their effect is to permit the processing of special category data for a range of other purposes – typically those that are in the substantial public interest, & which must necessarily be carried out without the

explicit consent of the individual.

3.3 Examples of such purposes include preventing or detecting crime & protecting the public against malpractice or maladministration.

Health & Safety Policy

Wild Training & Wild Active @ TheWildCo is committed to ensuring a safe environment for all learners.

TheWildCo will ensure:

All Tutors identify & communicate the venue’s fire evacuation & emergency procedures to all learners at the start of the course.
A risk assessment has been completed for the venue & the activities of the course.
All equipment has been tested prior to use.
Any incidents or accidents are recorded.
A safe accessible environment for all.

Special needs

All special needs should be disclosed upon booking & discussed with your Course Tutor. Provisions will be made to assist candidates with special needs. Special needs include but are not limited to dyslexia, hard of hearing, partially sighted. Where appropriate larger fonts, coloured paper, interpreters (language &/or sign), reading assistance may be utilised to assist with learning.

Reasonable adjustments

Wild Training will make reasonable adjustments where necessary for special considerations such as, but not limited to serious illness to the student, serious illness to a family member, bereavement, recent domestic crisis, accident or injury of the student. It is the student’s responsibility to contact the Course Tutor to discuss the situation.

Any new or changes to existing issues that occur during the course need to be brought to the attention of the Tutor immediately & discussed, where possible reasonable adjustments will be made to help the learner complete the course.

Additional needs

All additional needs should be disclosed upon booking & discussed with your Course Tutor. Provisions will be made to assist candidates with additional needs. Additional needs include but are not limited to dyslexia, hard of hearing, partially sighted. Where appropriate larger fonts, coloured paper, interpreters (language &/or sign), reading assistance may be utilised to assist with learning.

Malpractice & Maladministration Policy

Wild Training is committed to providing a fair & transparent learning experience to all.

Wild Training will not tolerate any attempts by a learner to obtain an unfair advantage during any assessment. We will also not tolerate any conduct from a Tutor/Assessor that provides a learner with an unfair advantage during any assessment.

Malpractice

Malpractice is defined as any deliberate activity, neglect, default, or other practice that compromises the integrity of the internal or external assessment process and/or validity of achievement & certification of a qualification awarded by Wild Training. It covers the deliberate actions, neglect, default, or other practice that may compromise the following:

The assessment processes
Integrity of a regulated qualification
The validity of results or a certificate
The reputation & credibility of regulated qualifications or of the wider qualifications community.

Listed below are examples of centre & learner malpractice. Please note that this list is not exhaustive & is only intended as guidance on our definition of malpractice:

Plagiarism: taking or copying someone else’s work or ideas & passing them off as one’s own
Collusion, or permitting collusion: co-operation with another Learner, Tutor, Assessor or IQA for a dishonest purpose, for example when completing assessment tasks
Impersonating another learner or providing forged identification documentation
Submission of false information, including authenticity statements
Deliberate failure to carry out delivery, assessment, & internal quality assurance in accordance with requirements
Deliberate failure to adhere to learner registration & certification procedures
Deliberate failure to adhere to record keeping requirements
Fraudulent certificate claims
Persistent instances of maladministration
Unauthorised use of equipment & materials in assessments
Intentionally withholding information from Wild Training
A loss, theft of, or breach of confidential assessment materials
Defacing, amending or falsifying assessment records
Deliberate failure to adhere to reasonable adjustment, or inappropriately assisting a learner
A deliberate act or omission of withholding or delaying information which is required to assure Wild Training’s ability to deliver & assess qualifications appropriately

Maladministration

Maladministration is defined as any activity, neglect, default, or other practice that results in the centre, Tutor, Assessor, IQA or Learner not complying with Wild Training’s general conditions of recognition, or regulatory principles. Maladministration is in effect any activity or practice which results to non-compliance with administrative requirements & regulations, this includes the application of persistent mistakes or poor administration within the centre including inappropriate learner records.

Listed below are examples of centre & learner maladministration. Please note that this list is not exhaustive & is only intended as guidance on our definition of maladministration:

Persistent failure to adhere to our certification procedures
Inaccurate certificate claims
Persistent failure to adhere to our recognition and/or qualification requirements and/or associated actions assigned
Failure to keep auditable records in accordance with Wild Training’s requirements
Failure to adhere to delivery, assessment, & certification requirements
Failure to adhere to register learners in accordance with Wild Training’s procedures
Unreasonable delays in responding to requests and/or communications from Wild Training.

Wild Training will not tolerate maladministration from Tutors or internal staff. All administration of learner’s documents are subject to the Data Protection Act.

Wild Training will investigate all reports of malpractice & maladministration. We aim to resolve all complaints with 21 working days. Informant’s confidentiality will be maintained.

Quality Assurance Policy

Wild Training aims to deliver courses of the highest standard that offer a fair & transparent process to all learners. We promote equal opportunities for all with policies & procedures in place to ensure equality & diversity. We abide by our legal obligations for health & safety, equality & diversity, data protection & safeguarding.

Wild Training is 100% committed to offering all learners the opportunity to succeed through standardising course delivery & ensuring consistency throughout all areas of the company. All Tutors are specially selected & trained to a high standard to be able to deliver courses for us. Tutors are subject to an (IQA) Internal Quality Assurance assessment throughout the year on a regular basis.

Wild Training has policies & procedures in place for complaints & appeals; & all reports are dealt with efficiently & timely. All feedback positive or negative is taken on board & acted upon.

We continuously monitor all aspects of our business to offer the highest of standards in all areas of our business & ensure our policies are in-line with the industry’s awarding bodies/organisations where appropriate.

IQA Policy

The purpose of an IQA isn’t to catch staff off guard, it is to ensure the Company’s reputation in the delivery of high quality courses, which is something we pride ourselves on.

IQA occurrence

IQA will happen in the following circumstances to ensure the quality of the course content, delivery & student interests protection:

1) A new course to the Company is taught.

2) A new Tutor is working for the Company.

3) A newly qualified Tutor.

4) A new Assessor.

5) A previous course had a 20% student failure rate.

6) A previous course &/or Tutor has received a negative IQA report.

After the above, IQA will occur sporadically & spontaneously, but at least every three to six months to ensure continuity to the Company’s high standards. Tutors & Assessors will be notified within a week of the course starting if their course will be IQA’d.

Sampling

Depending on student numbers on a course, either all student’s work will be IQA’d or at least 50%.

Policies & Procedures

Protecting TheWildCo’s staff

IQA Policy

IQA occurrence

Sampling