Child Abuse Prevention Plan – Screening Procedures

Don’t be tempted to skip critical screening steps, even for people you know well. This keeps a level playing field and ensures you are following your written policies.

Robust screening policies are essential for minimizing the risk of a sexual predator gaining access to students—its importance cannot be overstated. Simply put, screen all employees, regular volunteers, coaches, and anyone who will have contact with students. Do your research. Interview your staff and anyone who may serve with students. Check their background. Pay close attention to who gets the privilege of working with your students.

Your written policy should include a statement of restriction that specifically addresses that any person who has a history of sex offenses or who may pose a threat to students will be prohibited from working for your school. Your school may choose to prohibit employment or volunteering for other reasons, such as violent behavior or drug offenses, as permitted by state law. Generally, it is important to utilize any criminal history information in conjunction with other screening procedures to consider any current traits or tendencies – or any prior acts – that indicate the individual may pose a threat.  A restriction statement clearly communicates your commitment to identifying potential predators or others unsuitable to work with or around students.

Sample Policy Language
Screening Procedures

1. Prior to consideration, all candidates seeking a position at our school, including those who volunteer regularly, will complete and return an application.

2. The school employment manager will carefully review the applications, ensuring that each candidate is an appropriate match for the position. The school employment manager will store all application materials (the application form, background checks, reference checks, notes from interviews, etc.) in a locked file cabinet or other secure location, such as a password-protected file.

3. The school employment manager will check at least two references to confirm the candidate’s information on the initial application. The school employment manager also will conduct a criminal background check through a state law enforcement agency or other reputable provider of those services. Have the applicant sign a release before the reference check is conducted.

4. When indicated by application, reference checks, or background checks, candidates who pose a threat to others (candidates with a prior history of committing or attempting physical or sexual abuse) will be removed immediately from consideration for any position with the school.

Posted March 2023
This is a sample policy only. Your school is responsible for compliance with all applicable laws. The law varies in different states, and the information discussed here may not apply to your state's law. Moreover, other federal laws may apply to your school if it receives any federal funds. Accordingly, this document should not be used or adopted by your school without first being reviewed and approved by a licensed attorney in your area. Brotherhood Mutual assumes no liability in preparation and distribution of this sample document.