374 entries for Church Inspections

He recommended that punishments should be recorded, and that the Manager maintain a record of major punishments that may be administered, noting the name of the child, date of punishment, reason for punishment and punishment administered.

No record of corporal punishment was kept.

Mr Granville made strong recommendations on what qualities a new Resident Manager should possess, stressing the importance of proper record-keeping and communication with the child’s family and with social workers: That any future change in the Resident Manager’s part should consider (a)that the Resident Manager has to adopt a major leadership role. To be representative of the Communities child care policy at all levels and to ensure that this policy is practiced by all the care staff in the group homes.

He recommended that the children should be allowed every opportunity to develop their individual personalities. They should also be encouraged to forge links with their homes. Because the group homes would afford a more normal experience of growing up, he thought that boarding-out of children for weekends and holidays would no longer be necessary.

Finally, he hoped that male staff could be employed in the future.

In a number of internal handwritten documents within the Department, efforts were made to try to expedite the re-furbishing programme and explore what the Department could do to improve the chances of the children attending secondary level schooling.

Later that year, Sr Rosetta formally advised Mr Granville that, owing to extreme pressure of work both at school and community level, she had to resign as Resident Manager, and appointed Sr Callida in her place and Ms Noonan9 as co-ordinator from that date.

Sr Callida had been in charge of Group Home A since it was first set up in 1975, when she began with 17 children in care. She had no staff initially and was told to recruit her own team.

When she took over the role of Resident Manager, she said that her objectives were to give the children stability, consistency and continuity. She also hoped to concentrate on education, health and development. She moved into a room in one of the homes, Group Home A, and set up her administrative office there.

She continued as Resident Manager until the early 1990s, when she was removed following the resignation of two lay care workers and an investigation into complaints against her.

Mr Granville did not immediately appreciate the problems that were developing following Sr Callida’s appointment. Sr Callida appeared to perform her duties as Resident Manager well and took a particular interest in the children’s education.

Over the next two years, Mr Granville noted that the children seemed happy, although he was concerned at the lack of visits from social workers and the lack of contact with the children’s families.

Mr Granville carried out a General Inspection in the early 1980s. He noted that there had been staff problems but he did not specify what they were. He said that he had discussed them with the people concerned, and he attributed them to the inexperience of Sr Callida, the Resident Manager.

He concluded that Cappoquin was going through a ‘slightly chequered period in their development’ and saw no reason why ‘the present turbulence cannot be overcome and a stable path be once more achieved’.

In a letter to the Reverend Mother of the Cappoquin Community, he suggested that she bring the three Sisters in charge of the group homes together to try to formulate a unified childcare policy. He suggested that: the three religious Sisters meet weekly as a team to coordinate and cooperate in the child care practice. At the moment there are three distinct autonomous units in operation and it would be my opinion that “weak links” have been provided with an opportunity to grow, and that has not been in the interest of the child care practice.