Screening Church Staff And Volunteers Boston MA

2. Assess risk and determine the screening requirements for the position in question. Assess the level of power, authority and control of those who minister, the level of vulnerability of those being ministered to, and the risk that harm could be committed by sexual harassment, exploitation, assault, emotional, verbal, physical, spiritual or financial abuse. Screen appropriately for the level of risk inherent in the position.

3. Gather information from those to be screened, including the following:

4. Check with the candidate's references - preferably in writing. Ask them a series of key questions to reveal any past history of inappropriate conduct. Well worded inquiries will reveal the most information about a candidate.

5. Check appropriate public records. Based on the candidate's residential address history, perform a criminal history records check at the state level (almost all states have a central repository available), and the county level (all are available) going back five to seven years. Similarly, check with the appropriate state Sex Offender Registries (most state's now have free on-line checks available). If the candidate will have access to church financial assets, include a credit bureau check. If the candidate will be driving for church related activities, include a driving record check.

6. Comply with the federal Fair Credit Reporting Act (FCRA). Employers that use outside agencies to assemble background information on their candidate's must comply with certain disclosure and notice requirements. Consult your legal council, or link to http://www.oxforddoc.com/pdf/fcra.pdf for an overview of the FCRA requirements and free samples of the disclosures and notices.

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