The appointment of all volunteers and employees in scope, that is, with significant contact with children young people or vulnerable adults and all clergy must follow the guidance set out in Safer Recruitment and People Management e-manual. This guidance was revised in 2021 and is mandatory for all roles from 4th January 2022.
Please also read our Safer Recruitment and Selection Policy.
DBS checks
Everyone appointed to a church role involving significant contact with children young people or vulnerable adults – members of clergy with the Bishop’s licence/permission to officiate, employees and volunteers – must have a DBS check every three years. Guidance on DBS checks is found here.
Quick Guide to the Stages of Safer Recruitment and People Management
Below is a brief description of each stage of the Safer Recruitment and People Management process with a link to the section in the online e-manual.
This process is mandatory for both paid and voluntary roles which are being recruited and appointed to.
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Section/Stage |
Key features of stage (e-manual guidance must be read for full information) |
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1 |
Responsible Person |
A responsible person must be identified for each role recruited to that is within scope.
Responsible person must have been safely recruited themselves and undertaken Safer Recruitment & People Management training in the last 3 years |
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2 |
Role Description and Person Specification |
All roles within scope must have a role description and person specification. |
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3 |
Advertise |
The ‘personal approach’ must only be used if there is no other option Other safer recruitment requirements must still be followed |
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4 |
Application |
A standardised application form must be used Any gaps in chronology must be identified and further discussed with applicant |
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5 |
Confidential Declaration |
Form must be completed for all roles requiring a DBS check |
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6 |
Shortlisting |
Must be undertaken by the responsible person and one other
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7 |
Interview and Assessment |
There must be an interview even if only one applicant Interview panel must consist of a minimum of two people, one of whom has undertaken Safer Recruitment & People Management training in last 3 years Interviews must be face to face |
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8 |
Pre appointment checks |
No one must commence in role until all the pre appointment checks have been returned and are satisfactory |
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9 |
References |
Two references must be sought and these should not be from family members |
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10 |
DBS |
DBS must be applied for and certificate received before person commences in role Local procedures for blemished DBS checks must be followed |
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11. |
Appointment |
All appointments are subject to a satisfactory probation period (determined locally at outset) Volunteers must be given a volunteer agreement |
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12. |
Induction |
Training requirements must be discussed along with who to report safeguarding concerns to. 1:1 meetings must be held with the person the new appointee reports to |
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13. |
Probation and settling in |
There must be regular meetings during the probation and settling in period For employees the grounds for extending probation or terminating contract at end of probation must be clearly explained |
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14. |
Ongoing support |
The nature and form of ongoing support must be agreed at the end of a successful period of probation, and ideally face to face meetings should be held regularly |
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15. |
Learning and Development |
In line with the Safeguarding Learning & Development Framework, learning and development for all roles that fall within the scope of this guidance is mandatory Note: Basic and foundation training must be completed within the probation period See Training for further details |
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16. |
Record Keeping |
Records of all pre-appointment checks must be retained and a record of ongoing support maintained |