GUIDELINE 7
People management
People working with children and adults are suitable, informed of their obligations, supervised, and supported to reflect safeguarding values in practice.
Criteria
INDICATORS
7.1. A strong commitment to safeguarding underpins the church’s recruitment.
7.1.1. The commitment to safeguarding and zero tolerance approach to abuse are explicit in advertising, screening, and recruitment for personnel.
7.1.2. Recruitment and screening procedures and processes are fully documented.
7.1.3. Positions are assessed for the expected level of contact with children and/or vulnerable adults, and appropriate safeguarding recruitment procedures are implemented.
7.1.4. There is evidence of assessing the safeguarding suitability and obtaining background checks as part of the recruitment process for all church personnel.
7.1.5. All personnel are documented as complying with relevant safeguarding laws and policies prior to their engagement in a formal role.
7.2. All personnel participate in a safeguarding induction program.
7.2.1. All personnel participate in a safeguarding induction program that familiarizes them with their safeguarding responsibilities and reporting obligations as soon as possible after assuming a role.
7.2.2. The church authority and their leadership team undertake formation on their obligations to the UGF.
7.3. Ongoing supervision and management of church personnel include an emphasis on safeguarding.
7.3.1. Professional and ongoing supervision, mentoring, and annual performance reviews for all church personnel should include a focus on safeguarding responsibilities.
7.3.2. Records of supervision and performance appraisals are maintained.
7.4. Before and during seminary and religious formation, candidates are appropriately screened and supported.
7.4.1. The church authority seeks professional support in screening candidates for seminary/formation programs before ordination/profession of vows. This includes the responsibility to inquire if an applicant or candidate has previously withdrawn or been dismissed from another seminary/formation program.
7.4.2. Seminary and initial formation programs have robust screening processes for candidates, including external psychological and psychosexual assessments.
7.4.3. Ongoing integrated formation for clergy and religious addresses the canonical and civil safeguarding requirements.
7.4.4. All clergy and religious in ministry, undertake ongoing professional development and participate in regular performance appraisals.
7.4.5. All newly ordained clergy and newly professed religious are supported with a suitable mentor for at least five years after ordination or final profession.
7.5. The transfer, movement, and credentialing of those in ministry are appropriately managed.
7.5.1. The church body has a system in place to assess the safeguarding credentials (in good standing) and manage the movement of all seminarians, clergy, religious and lay ministers between different seminaries, formation programs, and other church entities (especially across international borders).
7.5.2. The church body maintains records of assessing and monitoring personnel moving across jurisdictions.
7.6. Where clergy and religious from other countries are recruited to ministry, programs are in place to support their inculturation.
7.6.1. Clergy and religious from other countries recruited to ministry are screened and good standing verification information is sought from the international church authority.
7.6.2. Clergy and religious from other countries participate in a safeguarding inculturation program that includes awareness of their safeguarding responsibilities, their professional supervision, and ongoing formation, which is documented and occurs as soon as possible after arrival.
7.6.3. Clergy and religious from other countries are supported with a suitable mentor for at least the first two years of their arrival and appointment.