Massachusetts Law on Reporting Requirements
Mandated reporters are required to immediately report suspicions of child abuse and neglect to the Massachusetts Department of Children and Families…
Child sexual abuse is a difficult topic. If you find yourself triggered by any of the website’s content, please stop and take the time you need to talk with someone to get support. If you need help now, please contact one of these resources today.
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
Reporting
Mandated reporters are required to immediately report suspicions of child abuse and neglect to the Massachusetts Department of Children and Families…
Reporting
In addition to the institutions mentioned specifically in the 51A law, any youth-serving organization can identify a “designated agent”—an…
Reporting
Recognizing Abuse & Neglect The minimum required safety elements for you to prepare leadership, staff, and volunteers to recognize, respond…
Customize child sexual abuse prevention guidelines to meet the unique needs of your organization.
Choose the elements of a robust prevention plan that will support your organization.
Get StartedToolkit Registration
Sign up for an account and build your toolkit.
Free Online Assessment
Let us help you find out where to start.