The Duty to Screen Workers: Essential Steps for Protecting Children in Ministry
When it comes to child protection, ministries must take every step possible to ensure that those entrusted with the care of children are trustworthy and well-suited for their roles. One of the most critical defenses against child abuse in a ministry setting is ensuring that abusers never gain access to children. This responsibility starts with thoroughly investigating all candidates, whether they are paid staff or volunteers, before placing them in roles involving children.
Why Screening Matters
Ministries, including churches and religious organizations, have a duty to reasonably investigate an applicant’s fitness for positions—particularly when those positions involve supervising or working with children. If a ministry is sued due to sexual or physical abuse by a worker, one of the primary claims is often the negligent hiring or placement of the individual. The legal argument is that if the ministry had conducted a proper investigation, they would have identified the individual as unfit for the role.
The solution? A diligent screening process that includes background checks, reference inquiries, and face-to-face interviews to ensure applicants are fit to work with children.
Creating a Comprehensive Screening Process
To safeguard both children and the ministry, all candidates for roles involving direct contact with children should complete an application, regardless of whether the position is full-time, part-time, or voluntary. This application serves as the first line of defense, offering insight into the candidate’s background and suitability for the position.
An effective application should cover several areas, including:
Current and previous addresses
Social security number and date of birth
Religious background and ministry experience
Employment history, including reasons for leaving prior positions
References from individuals who are not relatives
Criminal background, including any history of child abuse or neglect
Candidates must also sign a statement verifying the accuracy of the information provided. Any omissions or misinformation can result in immediate dismissal.
Conducting Reference and Background Checks
Beyond the application, ministries must conduct thorough reference and background checks. Previous employers and references should be contacted in writing, with specific questions about the candidate’s suitability for a child-centered role, their departure from prior jobs, and their punctuality and attendance. Each inquiry should be documented, and responses should be filed confidentially.
Additionally, ministries should verify any professional licenses relevant to the position, such as childcare or nursing licenses. Most importantly, a national background check should be conducted to uncover any criminal history, particularly any offenses related to child abuse or sexual misconduct. Many states offer online databases of convicted sex offenders that are both instant and free to access.
The NCLL offers several resources for its ministry partners, including sample reference check letters and authorization forms to facilitate this crucial step.
Interviewing Applicants
Once references have been checked and applications reviewed, ministries should interview applicants to address any discrepancies or gaps in their records. This provides an opportunity to ask clarifying questions and gauge the applicant’s suitability for the role. Document any discrepancies noted during the interview process and be prepared to explain hiring decisions if a candidate with red flags is selected.
Even part-time volunteers, such as Sunday school teachers or bus workers, should undergo the same rigorous screening process as paid employees. Ministries must be vigilant, as volunteers can still have significant access to children. For teens interested in volunteering, background checks may not always be feasible due to sealed juvenile records. However, ministries should still collect references from adults who can vouch for the teen’s character, and teens should fill out as much of the application as possible.
Screening is an essential process that every ministry should adopt to protect children and ensure that those working with them are trustworthy and qualified. By implementing a thorough investigation process that includes background checks, reference inquiries, and interviews, ministries can significantly reduce the risk of abuse and provide a safer environment for children.
The NCLL is committed to helping ministries establish these practices to safeguard both their staff and the children they serve.
For more information about Child Safety Policies, please download this booklet.
