Requirements
2.2.1 Where a clergy role is advertised, it must include the following details, or clearly indicate where they can be found:
A statement which confirms the church body’s commitment to safeguarding and safer recruitment.
The key elements of the statement of needs.
The pre-appointment checks that are required for the role.
Guidance
Why?
Although there is no legal requirement to advertise a clergy role, it is best practice and the PCC can request that the Patron does so. Advertisements provide the first impression of a church body. An important part of this message is to highlight that the church body is fully committed to safeguarding and protecting the welfare of children, young people and vulnerable adults. Advertising helps reach as wide a pool of people as possible, with the aim of attracting the best candidates and promoting diversity – people cannot apply for the role if they don’t know about it.
The Scolding Review into Soul Survivor (p95, s28-30) recommends that new roles should be properly advertised so as to ensure that recruitment is matched to people with the correct skills and to ensure fair processes. People should be recruited to meet a specific need, and the requirements of this code must still be applied, including ongoing support.
How?
An example statement confirming the church body’s commitment to safeguarding that can be used in recruitment advertisements/notices:
“[Insert name of church body] is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. All post holders are expected to share this commitment.”
An example statement clearly outlining the pre-appointment checks that are required for a clergy role that can be used in recruitment advertisements/notices:
“All appointments are subject to acceptable pre-appointment checks, including a satisfactory Enhanced DBS with Barred Lists check”.
These details can be placed on the church body’s notice board or website, for example.
If space is limited (e.g. on a church notice sheet), then the advert should signpost people to where they can find full details, including these statements e.g. a church body’s website or noticeboard.
Where a role is being recruited outside of the Church of England Pathways system, there must be a suitable recruitment privacy notice in place.
It is recognised that there are some circumstances where clergy roles are filled by means of a personal approach or from within a limited pool. The steps described in this code must still be followed, regardless of the nature of the resourcing method.
At the time of the appointment, the parish is required to produce a statement of needs, but this is not legally binding on the member of clergy once appointed. The Patron(s) (for incumbent appointments), PCC and Bishop may agree a role description before the post is advertised, but again this is not legally binding once the appointment has been made. However, it is recognised good practice to have a role description, and having a clearly written document enables a church body to think through what they want from the role and the sort of attributes as suitable candidate may have. Where role descriptions and person specifications exist, they must make any safeguarding aspects clear and refer to the church body’s commitment to protecting children, young people and vulnerable adults.