Robust human resource management. People working with children are suitable and supported to reflect child safeguarding values in practice.
“To Protect the Faithful in the Future”–USCCB
“Dioceses are to evaluate the background of all incardinated and non-incardinated priests and deacons who are engaged in ecclesiastical ministry in the diocese and of all diocesan and parish/school or other paid personnel and volunteers.”* *Volunteers are defined as those individuals who have regular contact with children and young people.
“Working Together for a Safer Church”–NZCBC
1) The Catholic Church will follow best practice for the recruitment of employees and volunteers who
work with children or vulnerable adults.
2) Undertake police vetting in accordance with Safe Recruitment Procedures, for
those positions or roles listed in the Procedures
3) Conduct reference checks with specific questions being asked of referees
about child/vulnerable adult safety
4) Require all employees and volunteers commit to ‘Code of Conduct for
Employees and Volunteers’
5) Require all Church Personnel to undertake education and training which
supports safe practice in the Church
6) Provide role/task descriptions for volunteers who provide Church ministry to
children and/or vulnerable adults, and role specific education and training
7) Provide feedback to volunteers
8) Securely store information pertaining to Church Personnel
9) Have monitoring and auditing structures in place to ensure compliance with
safe recruitment practices
Further examples of policies, proceedures and resources:
Policy and Procedure for Safer Recruitment, Catholic Safeguarding Advisory Service, England and Wales (2018)
Standard 1 Creating and Maintaining Safe Environments, Safeguarding Children Policy and Standards for the Catholic Church in Ireland (2016)
Safe Environment Policies and Proceedures, Archdiocese of Milwakee USA