| Whether you are in the process of formulating a | | | | 3. Gather information from those to be screened, |
| screening policy for your congregation, or already | | | | including the following: |
| have a screening program in place, here are some | | | | 1. A well crafted Application Form that contains key |
| tips to help you with your efforts to protect your | | | | questions concerning past incidents of inappropriate |
| church family. | | | | behavior. |
| 1. Get your house in order. | | | | 2. A Reference List of all the candidate's schools, |
| 1. Decide who will oversee the screening process and | | | | employers, congregations, and religious supervisors |
| keep track of the paperwork. This person must be | | | | over the last five years. A minimum of three |
| well respected in the congregation, be trusted to | | | | references should be checked. |
| handle confidential information, be well organized and | | | | 3. A broad Release Form to permit these references |
| if possible have human resources and management | | | | to freely divulge information about the candidate, and |
| experience. Recognize this ministry within the life of | | | | allow you to perform other investigative inquiries. |
| the congregation. Place an announcement in the | | | | 4. Check with the candidate's references - preferably |
| Sunday bulletin and bless the ministry within the | | | | in writing. Ask them a series of key questions to |
| Sunday liturgy. | | | | reveal any past history of inappropriate conduct. Well |
| 2. Set up a filing system. All screening documents | | | | worded inquiries will reveal the most information |
| should be stored in a locked file cabinet (within the | | | | about a candidate. |
| congregation or offsite) for an indefinite period of | | | | 5. Check appropriate public records. Based on the |
| time. Files should never be left out in the open or in a | | | | candidate's residential address history, perform a |
| readily accessible location. | | | | criminal history records check at the state level |
| 2. Assess risk and determine the screening | | | | (almost all states have a central repository available), |
| requirements for the position in question. Assess the | | | | and the county level (all are available) going back five |
| level of power, authority and control of those who | | | | to seven years. Similarly, check with the appropriate |
| minister, the level of vulnerability of those being | | | | state Sex Offender Registries (most state's now |
| ministered to, and the risk that harm could be | | | | have free on-line checks available). If the candidate |
| committed by sexual harassment, exploitation, | | | | will have access to church financial assets, include a |
| assault, emotional, verbal, physical, spiritual or financial | | | | credit bureau check. If the candidate will be driving |
| abuse. Screen appropriately for the level of risk | | | | for church related activities, include a driving record |
| inherent in the position. | | | | check. |