SCREENING FOR CHILD SEXUAL ABUSE RISK
SCREENING FOR CHILD SEXUAL ABUSE RISK
Principles every executive pastor should know
Effective screening is rooted in an understanding of the offender ’ s grooming process
Sexual offenders come from all segments of society . Sadly , some gain access to children through ministry programming . Abusers groom both children and gatekeepers — trusted adults in a child ’ s life — to convince them that they are helpful , trustworthy , responsible people . Validated by decades of academic studies , the grooming process of the abuser is known and recognizable . Ministries should screen child-serving personnel with a thorough understanding of the abuser ’ s grooming process , common grooming behaviors and known offender characteristics .
Equal Employment Opportunity Commission ( EEOC ) In addition to federal and state law , the EEOC is a federal agency that has proposed guidelines further restricting how and when criminal histories can be requested and used for employment purposes .
Plea-down offenses
Criminal background checks are performed in various industries , and the ‘ hit rate ’ varies depending upon the type of industry . An industry hit rate defines the likelihood that a population of applicants will have a criminal history . In the construction industry , for instance , the hit rate is much higher than the hit rate in higher education . The hit rate for industries hiring younger applicants ( i . e ., summer camps , youth ministry ) is low in part because criminal activity prior to age 18 is generally unavailable .
The hit rate for ministry applicants is comparatively low . As a result , most ministry leaders get a report stating ‘ no records found .’ As a starting premise , do NOT read this statement as an assurance that no records exist . An applicant might have encountered the criminal justice system , but that encounter is not or cannot be reported by a background check vendor for any of the reasons listed above .
On occasion , however , ministry leaders request a criminal history related to an applicant and get a ‘ hit .’ Remember , the criminal background check is one screening element , part of an effective screening process ( see prior article in this series , “ Effective screening : keeping the wolf out of the sheep pen ”). A fundamental principle in effective screening is this : the best predictor of future behavior is past behavior . A hit from an applicant ’ s criminal background check provides information related to an applicant ’ s past behavior that is criminal in nature . The next question is this : exactly what behavior did the applicant exhibit that gave rise to the criminal charge ?
For example , if the charge is ‘ theft by check ,’ the applicant ’ s behavior is fairly clear . The appropriate analysis is this : the applicant has engaged in past criminal behavior involving money , suggesting the applicant might not be the best candidate for a position involving ministry funds . Screening analysis — predicting possible future behavior — is feasible with most criminal charges : DUIs , drug charges , fraud charges , etc .
Effective screening creates OPT-OUT opportunities
Skillful screening incorporates opt-out opportunities for applicants with the wrong motive , before he or she has access to children . When a ministry communicates current child protection practices and protocols , from the beginning , it communicates that ‘ it might be easier somewhere else .’ Written policy should clearly state that all suspicions and allegations of child abuse are immediately reported to authorities . Applicants should review and sign child protection policies describing inappropriate forms of communication and physical touch . Training should occur before an applicant is interacting with children . These clear policy expressions provide offenders with an opportunity to self-select out of the ministry ’ s screening process .
Effective screening gathers information about the applicant from third-party sources
Many employers ask for references , but don ’ t check them . Others check references but fail to include questions meant to elicit a high-risk response . The failure to speak with references about a prospective staff member or volunteer is one of the most common mistakes made by ministry hiring personnel . Beyond the initial consequence of missing helpful information about an applicant , untapped references can ultimately prove to be harmful to the organization , as employers are commonly responsible for information that would have been communicated by a reference , if the reference had been contacted .
Effective screening requires training
To screen effectively , intake coordinators and interviewers must be trained to recognize high-risk responses on applications , reference forms and during the interview process . An applicant with inappropriate sexual motives carries with them various indicators and life patterns that help identify them as one who might be a danger to children or youth .
For screening training , information and additional resources , see MinistrySafe . com . churchexecutive . com STOP CHILD SEXUAL ABUSE • CHURCH EXECUTIVE 15