SAFER RECRUITMENT and PEOPLE MANAGEMENT for Parishes and Churches
GUIDANCE
Safer recruitment practice is an essential part of the Church of England’s approach to safeguarding.
Safer recruitment refers to the whole recruitment process of PAID STAFF AND ALSO VOLUNTEERS including application forms, confidential declarations, role descriptions, taking references, interviews and criminal record checks.
The Church of England's Safer Recruitment and People Management Guidance 2021 must be followed for all new appointments for paid and volunteers working with children, young people and/or vulnerable adults. It is also good practice to follow safer recruitment processes for appointment of all other employed and voluntary roles in Parishes and Churches.
NO PERSON SHOULD COMMENCE IN ANY ROLE UNTIL THE APPROPRIATE SAFER RECRUITMENT PROCESSES HAVE BEEN COMPLETED AND THEY HAVE ALSO COMPLETED BASIC AWARENESS ONLINE SAFEGUARDING TRAINING
TRAINING FOR THOSE RESPONSIBLE FOR RECRUITMENT
All those involved in the recruitment and management of staff and volunteers should undertake Safer Recruitment and People Management Training. Details of this are found here.
ROLE DESCRIPTIONS
Before recruiting staff or volunteers, a role description should be developed, so that expectations of the role and person appointed are clear from the outset. These should be specific to the role and Parish, but here are some examples and templates to assist.
APPLICATION FORM
Individuals wanting to apply for a paid or voluntary role should complete an application form.
Confidential declaration form (as per Diocese guidelines this should be completed by anyone taking on a volunteer or paid role in the church)
Privacy Notice (to be given to the person completing a confidential declaration form, this will need personalising for your church and information added in the sections highlighted in yellow)
INTERVIEW
For volunteer roles this is likely to be a more informal approach, however it is still important to seek further information from individuals particularly regarding their motivation to do the role, and if working with children, young people or vulnerable adults, their understanding and commitment to safeguarding.
DBS CHECKS AND OVERSEAS CHECKS
A basic check can be used for all roles, but some roles will be eligible and are required to have an enhanced level check. Detailed information can be found here.
A self-declaration form should be completed.
THE DIOCESAN SAFEGAURDING TEAM SHOULD BE INFORMED WHEN ANYONE DECLARES AN OFFENCE HISTORY OR WHO HAS A BLEMISHED DBS SO THAT THEY CAN UNDERTAKE APPROPRIATE ASSESSMENT OF ANY RISKS AND ADVISE ON THE SUITABILITY OF THE PERSON FOR THE ROLE
POLICY ON RECRUITMENT OF EX-OFFENDERS
Having a criminal record will not necessarily bar someone from working or volunteering and each Parish should have in place a policy. However, guidelines and procedures for the recruitment of ex-offenders must be followed and PCCs should have a policy.
RIGHT TO WORK CHECK
A DBS does not check whether an applicant is permitted to work within the UK. Therefore, parishes must make sure that any new workers (paid or voluntary) are allowed to work in the UK before they are appointed. The implications of not checking an individual’s right to work in the UK can be costly, and therefore parishes are encouraged to ask all their new appointees to provide evidence of their right to work in the UK before they start their role, and keep a record of this as evidence that they have checked.
For further guidance on checking the applicants right to work in the UK please click here and to access the government quick answer tool please click here.
Other resources
Watch a series of induction films on the Safeguarding Training Portal
Letter of appointment template
Sample Volunteer Support Meeting Agenda
Recruitment, DBS and training record keeping template
Code of Safer Working Practice