Requirements
3.3.1 All advertisements/notices for employed roles that fall within the scope of this code 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 essential elements of the person specification required for the role.
The pre-appointment checks that are required for the role.
3.3.2 If a ‘personal approach’ is used to invite applicants to apply for an employed role that falls within the scope of this code, the requirements of this code must still apply.
Guidance
3.3.1 Advertisements
Why?
There is no legal requirement for vacancies to be advertised, either internally or externally, but it is good practice to do so. Advertising helps reach as wide a pool of people as possible, with the aim of attracting the best candidates and promoting diversity – people can’t apply for the job if they don’t know about it. Advertisements/notices 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.
The Scolding Review into Soul Survivor (p95, s 28-30) 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 and/or adapted for 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 role that can be used and/or adapted for recruitment advertisements/notices:
“All appointments are subject to acceptable pre-appointment checks, including a satisfactory Enhanced DBS (with/without Barred List/s) check”.
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. the church body’s website or notice board.
Where a job role is being recruited outside of the Church of England Pathways system, there must be a suitable recruitment privacy notice in place.
3.3.2 The ‘personal approach’
It is recognised that in some circumstances church bodies will not be able to put out an open public request and may only be able to identify people from within a limited pool who are already members of the church or congregation.
This can make church bodies particularly vulnerable and such methods should only be used where it can be evidenced that there are no other options available. The fact that someone is already “known” (for example, as a member of the congregation) does not necessarily mean they are the best person to carry out the role.
All church officers, that is everyone who has a role within the church, need to be vigilant to being groomed into offering positions without the proper and necessary checks and procedures. In order to reduce suspicion and gain compliance, offenders groom not only their intended victims but also those around them. This process of social or environmental grooming involves gaining the trust of those with the power and responsibility to safeguard the individual involved.
Even if an individual is already known to the church body, proportionality should never be confused with being casual about the importance of safeguarding children, young people and vulnerable adults. The steps described in this code must still be followed, regardless of whether the applicant is known to the church body and/or responsible person.
Role Drift
Often an individual can be appointed to one role within a church body but, over time, ‘drifts’ into another role/s, e.g. a person may be recruited as the church administrator but after a period of time is working on the youth team. Church bodies must be alert to such situations arising, ensuring that any new role someone might take on or move into (whether as an employee or volunteer) is promptly recognised and risk managed in accordance with this code. This is where the ongoing support and oversight systems put in place (see Section 3.13: Ongoing Support, Accountability, Oversight & Supervision) are so important. Effective systems will keep roles under review so that any such changes are quickly identified.