Diocese of Southwark – A Safe Church 5-1 June 2010 Selection, recruiting and supporting staff Selection of ordinands, clergy and licensed and commissioned lay ministers Ordinands The Diocesan process for discernment of those seeking ordination is administered by the Diocesan and Area Directors of Ordinands, on behalf of the Diocesan Bishop. Clergy The selection of all parish clergy and stipendiary lay ministers is ultimately the responsibility of the Bishop of Southwark. Incumbents and priests in charge are recruited by the Area Bishop, the Archdeacon and the Patron (where the Patron is not the Bishop),in co-operation with representatives from the parish appointed during the period of vacancy,and the licence is given by the Diocesan Bishop. Assistant Curates and Non-stipendiary Clergy are selected by the Area Bishop and Archdeacon in co-operation with the incumbent or priest in charge of the parish, and the licence is given by the Diocesan Bishop. Clergy with Permission to Officiate apply to the Diocesan Bishop to seek permission. Licensed and commissioned lay ministers The selection of Readers is co-ordinated by the Readers’ Board. The selection of Southwark PastoralAuxiliaries is co-ordinated by the SPA Council. Once the required Diocesan training has been satisfactorily completed, the lay minister is licensed or commissioned by the Diocesan Bishop. Criminal Records Bureau disclosures Enhanced CRB disclosures are required for all of the above candidates at the point of selection for training, and again before commissioning or appointment. These will be obtained by the Diocesan body responsible for the selection (for instance the Diocesan Director of Ordinands, the Readers Board) and not by the parish. Similarly when renewals of CRB disclosures for such appointments are required,the Diocesan CRB Administrator, and not the parish will seek and administer them. Section 5 Procedure: Selection, recruiting and supporting staff No minister who is licensed or commissioned by the Diocesan Bishop,clergy or lay, or seeking to be such,should therefore be asked by anyone in their parish to apply for a CRB disclosure. P
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Diocese of Southwark – A Safe Church
5-1 June 2010
Selection, recruiting and supporting staffSelection of ordinands, clergy and licensed and
AssistantCuratesandNon-stipendiaryClergyareselectedbytheAreaBishopandArchdeaconinco-operationwiththeincumbentorpriestinchargeoftheparish,andthe licence is given by the Diocesan Bishop. Clergy with Permission to Officiate apply totheDiocesanBishoptoseekpermission.
Recruitment to Diocesan and parish paid and voluntary posts
Introduction
Working with children, young people and vulnerable adults is exciting, rewarding and challenging.Italsodemandsthateveryoneworkingwiththesegroupsdoessosafelyandkeepsthemsafefromharm.
Safe recruitment and selection
All recruitment and selection relies on judgement, and there are always risks that the wrong person may be appointed to a job. We can, however, take steps (some of whicharelegalrequirements)tominimisetherisks,aswellasensurewearerecruitingfairly.ThefollowingstagesinrecruitmenttoallparishandDiocesanposts(paidandvoluntary), based on the CWDC’s ‘12 steps to safer recruitment’�arerecommendedinsequence.
1. Regard all potential workers as job applicants and give them a defined role
Beforeanyappointmentismade,whetherpaidorvoluntary,thePCC,oritsappointinggroupshouldbeclearwhatexactlythepersonisbeingaskedtodo.Itmay be useful to consult with those who have done the job in the past, or the grouptheywillbeworkingwith,aswellasotherrelevantagencies,parentsorcarers. This information can be put into a job description, which should include:• Jobtitle• Summary of the main purpose of the job• Persontowhomtheworkerisresponsible• Peoplewhoareresponsibletotheworker• Main duties of the job• Terms and conditions of the job.
Added to this, it is helpful to write a person specification for the kind of person required to do the job, including:• Qualifications• Experience(paidandvoluntary)• Skills• Otherrelevantqualities.
2. Advertise the postEnsurethatyouhaveanappropriateadvertisementpreparedthatcontainsallnecessaryinformationabouttherole,timetableforrecruitmentandyourcommitment to safeguarding. If the job needs the person to obtain a CRB disclosure,thismustbemadeclearatthetimeyouadvertiseit.
� CWDCRecruitingSafely,2009,www.cwdcouncil.org.uk
See section 5 (Criminal Records Bureau)
Section 5 Procedure: Selection, recruiting and supporting staff
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3. Send out an information packHavepreparedasuitablecandidateinformationpackcontainingalltherequiredinformationaboutthechurch,therole,therecruitmenttimetable,asafeguardingstatementorpolicyandanapplicationform.
Inordertohelpyouassessthesuitabilityofthepersonforthework,youshouldobtaininwritingsomebasicdetailsaboutthem,includingtheircontactdetails,theirrighttoworkintheUKifitisapaidpost(seeparagraph6below),astatementabout their health, and a statement of how they can fulfil the work and why they want the post, based on your job description and person specification. You also needtogivethemtheopportunitytodiscloseinformationaboutthemselvesrelating to convictions and cautions. Sample application and confidential declaration forms can be found in Section 10. The confidential declaration form should be retained by the Parish Safeguarding Officer, and stored in a secure cabinet.
4. Shortlist and give appropriate candidates an interviewFor all interviews, the tone should be positive and supportive, and designed to get thebestfromtheapplicant,whomaybenervous.Maketheinterviewappropriateforthepost,andnotundulydaunting.
If the post is a paid post:giveadatebywhichapplicationsmustbereceivedsetyourrecruitmentpanel,ideally3peoplewhowillbothshortlistandinterview.Trytoensureabalancedpanel,withregardtogender,ethnicityandknowledge.Youmayalsowanttoincludeusersoftheserviceonyourpaneloraspartoftheprocessshortlist, according to whether applicants fulfil the requirements of the person specification. You should ensure that each application received is scrutinised in asystematicwaybyashortlistingpanel,inordertoagreeyourshortlistbeforesendinginvitationstointerviewensurethatallshortlistedcandidatesreceivethesameletterofinvitationtointerview,supplyingthemwithallnecessaryinformationinterviewallshortlistedcandidatesonthesamedayifpossibleagree interview questions in advance, and relate them to the job description and the person specification ensure that all specific questions designed to gain required information about eachcandidate’ssuitabilityhavebeenasked,includingthoseneededtoaddressanygapsininformationsuppliedintheapplicationformensure that you are able to make a confident selection of a preferred candidate basedontheirdemonstrationofsuitabilityfortherole.Thisinvolvesafacetoface interview conducted for all shortlisted candidates, based on an objective assessment of the candidate’s ability to meet the person specification and job descriptionaskallcandidatesthesamequestionsbe clear about what will happen next – e.g. the panel will make a decision, and letyouknowby….,andifappointed,thenpostwillbeconditionalonreceivingasatisfactoryCRBdisclosureseeallcandidatesbeforeyoubegintodiscusstheirsuitability.
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See forms - section 10
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If the post is a voluntary post:Alloftheprinciplesintheprocessforpaidpostsshouldbefollowed,butyoumaywishtomaketheprocesslessformal.Aroleoutlineandtheperson’sskillsandexperience to fill it should still be identified in advance of recruitment, and shared withpotentialvolunteers,andthepersonshouldbeinterviewed.Youmaybeinterviewingformorethanoneopportunity,inwhichcaseyourinterviewisnotcompetitive: you are assessing their aptitude for the post, rather than who will fulfil itbest.
What you may want to find out:Previousexperience(professionalandlifeexperience)ofworkingwithorlookingafterchildren,youngpeopleorvulnerableadultsWillingness to undertake training or be supported in the workRespectforrace,religion,culture,language,genderandabilitiesofthechildrenorvulnerableadultswhowouldbeintheircareReasonable health, mental stability, integrity and flexibility.
6. Check the right to work in the UKTheImmigration,AsylumandNationalityAct2006requiresyoutocheckthatpeopleyouemployhavethelegalrighttoworkintheUKortocarryouttheworkoffered. Failure to do so can lead to severe penalties. A simple, straightforward checkofdocumentsestablishingthisright(e.g.passport)beforeyouemploysomeoneisallthatisneeded,buttodothisfairlyyoumustcheckdocumentsirrespectiveoftheperson’sperceivedstatus.Completethechecksbeforeformallyofferingthepostandensureyoukeepcopiesoftheoriginaldocumentstheapplicant provided. Full advice on checking is given in Section 10.
7. Find out whether an applicant has ever had any conviction for criminal offences against children or vulnerable adults RequestthroughtheDiocesanUmbrellaBodyadisclosurefromtheCriminalRecordsBureau.
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See section 5 (Criminal Records Bureau)
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When you are ready to confirm the appointment:Confirm the appointment in writingMakepaidandvoluntaryappointmentsconditionalonthesuccessfulcompletionofaprobationaryperiodIfthepostisapaidpost,issueacontractofemploymenttotheworkerEnsurethatyouhaveinplacecomplaints,grievanceanddisciplinaryproceduresYoumayalsowishtoconsiderformallycommissioningthemintheirrole.
Once they are in post:Offerthemsupportandtraining,includinginduction,intheirnewrole.
Retention of records
As a general guideline:personnelrecordsrelatingtotheperiodwhensomeonewasemployedbythechurchshouldbekeptfor6yearsaftertheemploymenthasceased.recruitmentpapers(applicationform,referencesetc.)shouldbekeptduringanyprobationaryperiodofemployment,usually6months.lettersfromtheUmbrellaBodyregardingCriminalRecordsBureaudisclosuresshould be kept indefinitely.
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See section 6 and templates - section 10
See section 5 (Support, supervision andtraining)
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The Vetting and Barring Scheme
(Independent Safeguarding Authority/ Criminal Records Bureau)
What is the Vetting and Barring Scheme (VBS)?TheVBSaimstoensurethatanyonewhopresentsaknownrisktovulnerablepeopleis prevented from working with them. VBS is a partnership of the Home Office, DepartmentforEducation(DfE),theIndependentSafeguardingAuthority(ISA),theCriminal Records Bureau (CRB), the Welsh Assembly and Access Northern Ireland.
Who is the VBS for?Theschemeisforallthosewhoworkwiththefollowinggroups:
Childrenagedunder18Vulnerable adults aged 18 and over, defined as anyone in receipt of a welfare, health or care service. For the purposes of the VBS, a vulnerable adult is anyone:
inresidentialcareorsupportaccommodationreceivingdomiciliarycareintheirownhomeorhealthcaredetainedinlawfulcustody(prison,remandcentre)undersupervisionoftheprobationservicein receipt of a specified welfare service – support / assistance / training/ teaching/instruction/adviceparticipatinginanactivityforpeoplewithneedsduetoageordisabilityanexpectantornursingmotherlivingincarereceivingdirectpaymentsfromalocalauthorityorhealthorsocialcaretrustrequiringassistanceinconductingtheirownaffairs.
What is the Independent Safeguarding Authority (ISA)?TheISAisanon-departmentalpublicbodywhichisresponsibleforallthebarringdecisionsoftheVBS.TheISAadministerstwonewBarredLists,theChildren’sBarredListandtheVulnerableAdultsBarredList.Thesereplacethethreepresentbarringlists(POCA,POVAandList99).Theselistsapplytothefullrangeofregulatedactivities,andfurtherenhancetheprotectionofchildrenandvulnerableadults.
What is the Criminal Records Bureau?The CRB is an executive agency of the Home Office, which helps employers and volunteeringorganisationstomakeinformedrecruitmentdecisions,inordertoprotectvulnerablemembersofsociety.TheCRBisresponsiblefortheapplicationandmonitoringelementsoftheVBS.
What is a CRB disclosure?TheCRBusesthePoliceNationalComputer(PNC)recordtodetailanindividual’scriminalrecord,aswellasdetailsofthosewhoarebarredfromworkingwithchildrenorvulnerableadults.ACRBdisclosuremayalsorevealothernon-convictioninformationheldonlocalpolicerecords.
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What is a regulated activity?A regulated activity is one for which a CRB disclosure is required. It is defined as:
Anyactivityofaspecifiednaturethatinvolvescontactwithchildrenorvulnerableadultsfrequently,intensivelyorovernight. specifiednature:teaching,training,care,supervision,advice,treatmentand transportation frequently:regularlyonceaweekormoreoften intensively: 4daysormoreina30dayperiod overnight:anytimebetween2amand6am.Anyactivityallowingcontactwithchildrenorvulnerableadultsthatisinaspecifiedplacefrequentlyorintensively. specifiedplace: school, children’s home, hospital, juvenile detention facility, adult carehome.Anyactivitythatinvolvespeopleincertaindefinedpositionsofresponsibility. definedposition:suchpositionsincludeschoolgovernorsandtrusteesofcertain charities.Activitywhichinvolvesonaregularbasisthedaytodaymanagementorsupervision of people carrying out activity of a specified nature or in a specified place.
The VBS allows discretionary registration for those in work of a specified nature who donotmeetthefrequencyandintensitytestsformandatoryregistration.Thiswillapply to the majority of church volunteers in relevant work.
Church of England and Diocesan policy in relation to CRB disclosureAllthosewhoregularlyworkwithchildrenandvulnerableadults,includingthosewhoworkonarota,shouldhaveaCRBdisclosure.
For further guidance on which church roles require a CRB disclosure, please see section10.
Who is a Regulated Activity Provider (RAP)?ARAPisanorganisationorindividualresponsibleformanagementorcontrolofregulatedactivity;andanemployerof,orthosewithinavoluntaryorganisationwhorecruitandmanagevolunteersorpaidstaff.Inmostparochialsituations,theRAPwillbetheParochialChurchCouncil.TheDioceseistheRAPforcertainemployeesengagedinrelevantwork.
Disclosure: what does the Diocese offer?AllapplicationsforCRBdisclosuremustbecountersignedbyaRegisteredorUmbrellaBodybeforetheyaresenttotheCRBforprocessing.AnUmbrellaBodyisanorganisationwhichhasregisteredwiththeCRB,andisabletoapplyforCRBdisclosureonbehalfofotherorganisationsthathavenotregisteredwiththeCRB.
The Diocese of Southwark, under the name of the South London Church Fund and Southwark Diocesan Board of Finance, has registered as an Umbrella Body. As well as actingforDiocesanposts,aparishwhohassignedanagreementwiththeDiocesetoabidebyCRBpoliciesandguidelines(seesection10)canusetheDiocesanUmbrellaBodytoapplyforaCRBdisclosureforindividualswhoareapplyingtoworkwithchildrenorvulnerableadultsintheirchurch.
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•See section 10 (CopyofAgreement)
See form - section 10 (Acceptable documents)
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For volunteers, the CRB disclosure is free; for paid posts, the fee is £36. Cheques need to be made payable to the South London Church Fund and sent to the CRB Administratorwiththecompletedapplicationform.
A step-by-step guide to an application to the Diocesan Umbrella Body from a parishSee also the flow chart at the end of this section.
If the post is advertised in any way, whether a proper job advert in a newspaper orafewlinesintheparishmagazineaskingforvolunteers,itshouldstatethatappointment will be subject to a satisfactory CRB disclosure. Suggested wording is: ThispostissubjecttoaCriminalRecordsBureaudisclosure.
Ifthepostisnotadvertised,thenanyonewhoexpressesaninterestinthepostshould be told as early on in the process as possible that it will be subject to a satisfactoryCRBdisclosure.
The Parish Safeguarding Officer obtains application forms from the Diocesan CRB Administrator.S/hethenaskstheapplicanttocompleteanapplication,alongwitha Confidential Declaration Form, and confirms the applicant’s identity by checking threeormoreidentitydocuments
The Parish Safeguarding Officer sends the completed application form once they have verified the applicant’s proofs of identification to the Diocesan CRB Administrator,whochecksit,countersignsit,andsendsitontotheCRB.Ifa person has disclosed information in the Confidential Declaration Form, the applicantshouldputthedetailsinwritinginasealedenvelopemarked‘PrivateandConfidential’, and this should be submitted with the application form.
What happens next?CRB disclosure:TheCRBsendsthedisclosuretotheapplicantattheirhomeaddress,andaduplicateis sent to the Diocesan CRB Administrator. The Parish Safeguarding Officer will not receiveacopy.TheCRBAdministratorchecksthatthename,dateofbirthandaddressontheduplicateisconsistentwiththedisclosureapplicationwhichwassubmitted.TheCRBdisclosurewillalsoincludeacheckoftheISAChildren’sBarredListandAdults’BarredList.IftheCRBDisclosureisNegative(clear),thismeanstheCRBhasnoinformationonthe person. The Diocesan CRB Administrator sends the Parish Safeguarding Officer named on the CRB application form a letter to confirm receipt of a satisfactory enhanceddisclosure.ACRBdisclosureisnotportablebetweenemployers.Theappointmentcanthenbemade.TheparishisnotsentacopyofthedisclosureandtheCRBAdministratordestroystheDiocesancopyafter6months.
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See section 4 (Insurance)
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If the applicant is on the Children’s Barred List or Vulnerable Adults’ Barred List:Certainconvictionsresultinanautomaticbarontheindividualworkingwithchildrenand/orvulnerableadults.Inmostcasestheindividualwillbeentitledtomakerepresentations before the final decision to bar is made. An individual engaging in a regulated activity while barred may receive a sentence of imprisonment or fine.
If the Diocese receives notification that someone is barred, the application and notification of barring is passed to the Diocesan Safeguarding Adviser. The DSA will immediatelycontacttheparishseekingtheapplication,toinformthatthepersonshouldnotworkwithchildrenand/orvulnerableadultsinanyregulatedactivity.Thisnotification will be confirmed in writing.
If the CRB disclosure is Positive (information is disclosed):TheapplicationandthedisclosurearepassedtotheDiocesanSafeguardingAdviser(DSA)forassessment.S/hecontactstheapplicantandarrangesaninterviewwithhimorher,andmaythencontactthepersonnamedontheapplicationform,andtheincumbentorpriestinchargeforfurtherdetailsofthepost,inordertoassesswhetherand to what extent the information revealed is relevant to the post. Full procedure for assessmentofpositivedisclosuresisavailablefromtheDSA.
Iftheinformationrevealedisirrelevanttothepost,theDSAinformstheapplicantandtheDiocesanCRBAdministratorthatthereisnoreasonwhytheapplicantcannottakeup the post. The CRB Administrator then writes to the Parish Safeguarding Officer in the parish to confirm this.
Iftherelevanceoftheinformationrevealedislesscategorical,theDSAconsultswithaRiskAssessmentPaneloftheDiocesanSafeguardingReferenceGroup,whichconsistsofprofessionalswithexpertiseinworkwithchildrenandvulnerableadults;theRiskAssessmentPanelmakesarecommendationconcerningtheappropriatenessoftheappointment,andanysafeguardingprecautions.TheDSAinformstheincumbentoftherecommendation, copied to the Diocesan CRB Administrator. Full protocol for Risk AssessmentPanelisavailablefromtheDSA.
Whatever the advice to the incumbent, the final decision about whether to make or continuetheappointmentornot,ortomanageparticipationinthechurchcommunity,remainsthePCC’s,astheappointingbody.Ifthedecisionisnottoappointortodiscontinueemployment,ortosetaformalagreementregardinglimitsonparticipation,theincumbentwillneedtodiscussthiswiththeapplicant;theDSAwillofferassistancewiththisprocess,andadviceorsupportwillalsobeavailablefromthearchdeaconifnecessary.Implications of recommendations not followed by a parishAnydecisionbyaPCCtodisregardtheadviceoftheDSA/RiskAssessmentPanelshouldbeaformaldecisionofthePCC,recordedassuchintheminutes.TheDSAwillinformthePCCthatifadviceisdisregarded,theymaybeputtingatrisktheirinsurancecover;s/hewillnotifytheArchdeacon,AreaBishopandDiocesanBishopthatsafeguardingrecommendationshavenotbeenfollowed.TheRiskAssessmentPanelmayneedtoreconvene.
Section 5 Procedure: Selection, recruiting and supporting staff
Record keepingParish Safeguarding Officers should keep in a securely locked cabinet, to which onlytheyhaveaccess,thefollowinginformationoneachpersonforwhomaCRBDisclosurehasbeenobtained:
The Confidential Declaration form, which includes their contact detailsThedateofapplicationoftheCRBdisclosureTheletterofadviceonappointmentfromtheDiocesanCRBAdministrator.
Thisinformationshouldbekeptpermanently.
Renewal of CRB DisclosuresCRBDisclosuresarecurrentlyonlyvaliduptothedateonwhichtheywereissued.TheChurchofEnglandandDiocesanpolicyonrenewalofCRBdisclosuresiscurrentlyevery five years on.
You may choose to ask for further Confidential Declaration forms from those who continuetoworkwithchildrenandvulnerableadultsatmoreregularintervals.
Disclosures for Diocesan postsTheprocedureforobtainingdisclosuresforDiocesanpostsisthesameasforparishes,withthefollowingexceptions:
TherecruitingbodyresponsibleforthepostenablestheCRBapplicationformstobeprocessedandsubmittedtotheDiocesanCRBAdministratorThe duplicate of the disclosure is sent in the first instance to the Diocesan Bishop Ifthedisclosureisnegative(i.e.noinformationisdisclosed),theinformationissentto the CRB Administrator, and the Bishop’s Office notifies the appropriate person dealingwiththerecruitment
If the person is on one of the ISA Barred Lists, the Bishop’s Office immediately informstheDSA.TheDSAadvisestheDiocesanBishopandthoseinvolvedinrecruitmentthattheindividualmaynotworkwithchildrenand/orvulnerableadultsinanyregulatedactivity.
Referral for consideration for barringAnemployerhasalegaldutytoreferanindividualinemployment,orwhohasleftwhilebeinginvestigated,totheISAforconsiderationforbarringiftheybelievethatrelevantconducthasoccurred,iethattheindividualhasharmedorposesariskofharmtoachildorvulnerableadult.Thismayincludepersistentnegligenceorrecklessnessoversafeguardingprocedures.
IfaPCC,orthoseactingonitsbehalfasaRegulatedActivityProvider,believesthatsuchrelevantconducthasoccurred,contacttheDSA,whowillconsultwiththeLocalAuthority Designated Officer for advice in deciding whether a referral to the ISA shouldbemade.Thereshouldbeadisciplinaryprocessifthepersonisstillinpost.Ifthepersonhasresignedorisnolongerinpost,informationshouldbegathered.TheDSAwillworkwiththePCCoritsrepresentativesintheprocessofreferraltotheISA.
Notification of barring once someone is employedIf the parish or Diocese receives notification from an individual or from the ISA that apersoninpaidorvoluntaryemploymentissubsequentlyplacedontheChildren’sBarredListorVulnerableAdults’BarredList,heorshemustceaseworkinaregulatedactivitywithimmediateeffect,pendingtheoutcomeofrepresentationstheymaymaketotheISA.Itisillegalforanemployerandanemployedpersontocontinuetoworkinaregulatedactivityifbarred.
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Section 5 Procedure: Selection, recruiting and supporting staff
Flow Chart: the CRB Disclosure process
Post (paid or voluntary) is assessed as regulated activity by the PCC: is a CRB disclosure required?
Applicant informed the post is conditional on a satisfactory CRB disclosure
Application form and Confidential Declaration completed by applicant
Parish Safeguarding Officer (PSO) checks the application form and verifies proofs of identification
Form, with any additional information, sent to Diocesan CRB Administrator, who checks and countersigns before sending to CRB. PSO retains Confidential Declaration securely
CRB send CRB disclosure to the applicant, and duplicates to the Diocesan CRB Administrator
If CRB disclosure is negative (no information)
If CRB disclosure is positive If person is on an ISA Barred List
Diocesan CRB Administrator writes to PSO stating there is nothing to hinder the person working in the position applied for
PCC makes the appointment
CRB Administrator passes disclosure to Diocesan Safeguarding Adviser (DSA), who contacts the person, and assesses risk in collaboration with Diocesan Risk Assessment Panel
If advice is there is nothing to hinder the person working in position applied for, CRB Administrator informed
If advice is person should not be working in position applied for, or limits set, DSA notifies PSO, incumbent of parish and CRB Administrator
PCC follows advice and does not appoint/sets limits recommended
Applicant has right of appeal to the Diocese within 3 months, to the Diocesan Secretary
CRB Administrator informs DSA
DSA immediately informs the incumbent and PSO that the applicant is Barred and must not work in a regulated activity
PCC does not appoint/ceases any current regulated activity immediately
Applicant has no right of appeal to the Diocese, but may make representations to ISA, if not already done so
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Support, supervision and training
Support and supervision
For all staff, paid or voluntary, the quality of support and supervision can make the difference between a job being bearable or fulfilling, and is a means of valuing the person and enabling them to do the best job possible.
All workers, paid or voluntary:need to be clear about their routine line of accountability – who are they answerabletofortheirwork,whodotheytelliftheyaresickorunavailableneedtoknowwhotheycontact(ifnecessaryoutofhours)iftheyareconcernedorworriedaboutasafeguardingissue.
Paid workers:needregularroutinemeetingswithanamedlinemanager,whoisresponsiblefortheirtargets,performanceandanyemploymentissues,andthegeneraldirectionoftheworkmayalsoneednon-managerialsupervisiontodiscusstheprofessionalaspectsof the field in which they work, e.g. a specialist in child care, youth work, mental healthneedarevieworappraisalatleastannually.
Voluntary workers:Formal supervision may be inappropriate or difficult to arrange. All voluntary workers shouldknowwhotheirsupervisororsupportpersonis.Thesearesuggestionsforalternativestoformalsupervision:
Theopportunitytodebriefafterasession,withanyparticularneedsfollowedupAnoutsidepersondroppinginonthesessiontoseehowitisgoingandgetafeel for any difficulties or issuesApaired‘buddying’system,enablingmutualsupportofworkersVoluntaryworkersmaymeetregularlyasagrouptodiscusshowthingsaregoing,andconsiderparticularneedsofindividualsortheserviceTheservicemaybereviewedannually,andallvoluntaryworkersincludedinthisprocess.
Training
Ongoingtrainingisnecessaryforpaidandvoluntaryworkers,toenablethemtodeliverthe best service possible, and as a form of affirmation. It should be part of a paid employee’s job description.
Diocesan trainingIt is particularly vital that Parish Safeguarding Officers access regular Diocesan training at least every two years, in order not just to keep up to date with the safeguarding field, but also with its implementation in Diocesan policy and practice, and implications forparishes.TheDiocesanSafeguardingAdviserisresponsibleforallDiocesantraininginsafeguardingchildrenandvulnerableadults,andworkswithateamofvoluntarytrainerstodeliverit.Trainingopportunitiesareofferedonanannualprogrammetothefollowinggroups:
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Section 5 Guideline: Selection, recruiting and supporting staff
Inaddition,trainingsessionsareofferedtothefollowinggroups,byinvitation:Bishop’sStaffteam‘Front line’ workers and PCC members through Deanery requests, by negotiation.
Further training sessions on specific areas of safeguarding are also offered, and open eithertoall-comersortotargetedgroups.
Parish Safeguarding Officers, with their incumbents, carry responsibility for ensuring thatparishworkerswithchildrenandvulnerableadultsreceivetrainingandsupport.Thismaycomefromavarietyofsources,includingthefollowing:
throughLocalAuthoritySafeguardingBoards,includinginsomecasesopportunitiesforon-linetrainingmaterials and manuals, e.g. from the NSPCC, Lucy Faithfull FoundationthroughDiocesansafeguardingtrainingmaterialsforparishes;hecktheDiocesanwebsitesafeguardingpagesforuptodateinformationanddownloads.
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Section 5 Guideline: Selection, recruiting and supporting staff
