Guidelines for Interactions at Your Organization
It’s essential that interactions between your employees/volunteers and the youth you serve are appropriate and positive, support positive youth…
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Home / Screening & Hiring / Checklist for Screening & Hiring Methodology
Criminal and sexual offense records checks are only part of the process of screening out individuals with the potential to harm children and youth. There are many other elements you can—and should—use to assess the appropriateness and “fit” of an individual into your organization, its tasks, and its culture. Depending on the position being sought, the size of your organization, and the risks you’ve assessed, your comprehensive screening process may include:
*Requires a “DCF History Consent and Acknowledgement Form” signed by the potential employee or volunteer.
While we encourage all youth-serving organizations to incorporate as many of these elements as possible and appropriate in their screening process, it’s especially important to check state and national criminal history, sexual offense, and driving records of candidates with transportation responsibilities. We also encourage you to conduct periodic re-screening of all staff and volunteers—especially when positions involve the potential for unsupervised contact with children and youth. Your process for utilizing screening tools should be written into your organization’s policies and procedures.
A clear statement that any information provided by the applicant that is later determined to be misleading or false may preclude the applicant from further consideration (or subject them to termination if the information is discovered after hire).
SAMPLE: I understand that any false or misleading information submitted in this application is cause for denial of this application or termination of my employment or volunteer services regardless of when or how discovered and that my services are subject of (the organization’s) review and the completion of a criminal history check.
Massachusetts requires organizations like public, private, and parochial schools to CORI employees at least once every three years. Some do it annually. See: (p41 footnote, CTA) https://www.mass.gov/eec-background-record-checks
Code of Conduct
It’s essential that interactions between your employees/volunteers and the youth you serve are appropriate and positive, support positive youth…
Code of Conduct
Every YSO has certain risks associated with its activities, functions, and responsibilities—and thinking about those risks is an important part of…
Code of Conduct
Keep in mind that a Code of Conduct is limited; it usually refers only to the most common and expected behaviors staff/volunteers may encounter each…
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